How to interview the director of human resources

Question 1: How to interview the HR director first needs to know whether he is familiar with the responsibilities of the HR director. Secondly, talk about the present situation of your company (imaginary) and see how it can be solved. A written test or an interview is ok. Do the written test well! Let the boss interview after the meeting. ......

1, business responsibilities

According to the company's actual situation and development plan, draw up the company's human resources plan and organize its implementation after approval.

Organize to formulate the rules and regulations, implementation rules and working procedures of the Human Resources Department, such as the company's employment system, personnel management system, labor wage system, personnel file management system, employee handbook, training outline, etc. And organize the implementation after approval.

Organize the performance appraisal of employees, and be responsible for reviewing the appraisal and training results.

Examine and approve the fault list and reward list approved by the personnel department, and organize their implementation.

Responsible for collecting potential and needed talent information inside and outside the company and organizing recruitment.

Accept employee complaints and labor disputes between employees and the company and be responsible for timely settlement.

Understand the work situation and relevant data of human resources department, collect and analyze the personnel and labor information of the company.

Examine and approve the payroll of employees of the company, and submit it to the general manager for approval before transferring it to the accounting department for implementation.

Formulate the professional training plan of the human resources department and assist the training department to implement and evaluate it.

Strengthen contact with peers outside the company.

Liaise with relevant departments and relevant social organizations and institutions on behalf of the company.

2. Management responsibilities

1) organization construction

Participate in discussing the organizational structure of the company above the departmental level;

Determine the organizational structure of subordinate departments;

When finding that the post setting or post division of subordinate departments is unreasonable, it is necessary to point out the problems in time, make adjustments and notify the Human Resources Department.

2) Recruitment, appointment and removal

First, the needs of employers

Put forward the employment requirements of the directly affiliated positions, prepare the job responsibilities and qualifications of this position, and submit them to the general manager for confirmation;

Confirm the employment requirements submitted by direct subordinates (including job responsibilities and qualifications) and submit them to the general manager for confirmation.

B. Interview

Conduct a preliminary test on the positions of direct subordinates;

Re-examine the positions of direct subordinates and make a final determination;

Organize people to attend the interview.

C. Handling of unqualified employees

Put forward suggestions on handling unqualified direct subordinates and submit them to the general manager for confirmation;

Confirm the suggestions of direct subordinates on handling unqualified employees and submit them to the Human Resources Department.

3) Training

Put forward the training plan of direct subordinates and submit it to the general manager for confirmation;

Confirm the training plan proposed by direct reports and submit it to the Human Resources Department.

4) Performance evaluation

Put forward the performance appraisal principles of direct subordinates and submit them to the general manager for confirmation;

According to the principle of performance appraisal determined by the general manager, discuss with the manager of human resources department to determine the performance appraisal method;

Evaluate direct reports and communicate with them. Submit the evaluation results to the Human Resources Department.

5) Work communication

Summarize the work report, communicate with the general manager and pass this information to the direct subordinates;

Be responsible for conveying the company's policies, principles, strategies and other information to direct subordinates quickly, clearly and accurately;

Determine the written interactive work notification system and communicate with direct subordinates.

6) Motivation

Put forward the incentive principles of subordinate departments and direct subordinates and submit them to the general manager for confirmation;

According to the incentive principle confirmed by the general manager, discuss and determine the incentive method with the human resources manager.

7) Audit and control of funds

Approve the expenses of subordinate departments according to the financial system, and confirm the rationality of the expenses;

Supervise and control the expenses of subordinate departments and report the expenses to the general manager every month.

8) Work report

Regularly report all his work and the work of subordinate departments to the general manager in written form.

9) Demonstrate leadership.

Guide, encourage and spur subordinates to work hard;

There are ways to improve the work effect and efficiency of subordinates;

Can describe the company's strategic intention and broad prospects for subordinates. ...& gt& gt

Question 2: What questions do human resources directors usually ask in an interview? Is the HR director interviewing others or are you interviewing the HR director?

Of course, no matter who interviews, there are some fixed patterns that will not change. First of all, she should know her academic background and work experience, the reason for quitting every time, whether she knows your company, why she came to your company, what role she can play in her new job, what hobbies she has, and what she likes to study at ordinary times. These can be asked during the interview or second interview.

Question 3: How to introduce yourself when interviewing the HR director? After more than three years of solid work practice, I have been able to operate the whole foreign trade process independently. My work is practical, meticulous and serious. Have good writing organization ability, have certain English listening, speaking, reading and writing ability, be familiar with all kinds of application software of windows platform (such as photoshop, word2000, excel2000), and have strong hands-on ability.

I have a strong sense of responsibility and initiative, good organization and coordination ability and adaptability, and can get along well with colleagues in various departments and cooperate with them to successfully complete the task. Honest and recognized by leaders! I have been to Guangzhou, Shanghai and other places to participate in international exhibitions, and have experience in translating foreign trade and going abroad to participate in exhibitions! Although the new job and environment are different from before, I believe that through my own efforts and the existing work foundation, I can be competent quickly, and I am very confident about this!

Question 4: Is the interview of 4:HR director the last one? Can you still brush people? I think it should be confirmed by the HR director after the interview. Generally, two rounds of interviews are enough for enterprises. If a higher-level leader needs to attend, the interview is usually accompanied by the director of human resources.

Question 5: What questions will I ask in the interview of the HR director? According to the interview division of labor, the professional part is interviewed by the department. The human resources department is the main auditor to see if it is suitable for the company. It can be said that the professional part mainly depends on whether you can do things, and the human resources mainly depends on whether you are suitable for doing things. Therefore, human resources will put forward some comprehensive questions according to the post situation, such as:

1, the problem of working pressure.

2. Problems in salary and treatment.

3. Team problems.

4. The problem of job hunting motivation.

5. Problems in career development.

Wait a minute.

With a normal mind, the interview is a two-way choice. Good luck.

Question 6: Is the interview of HR director the last step? Human resources are only preliminary competition, such as personality and character. The most important thing is that the department director agrees, which may be the last step. For example, you want to interview an accountant, and the human resources director knows accounting? You want to interview for purchasing, and human resources know about purchasing. Therefore, the approval of the department manager is the most important. Recruitment is the hardest. In the past, the purchasing department wanted logistics clerks. I invited a dozen people for an interview, but he didn't want any of them. If the department says no, you have to change people!

Question 7: How to interview the human resources director? Afraid of what? Anyone who talks and laughs when interviewing others is professional. If you like, you are the protagonist in the recruitment!

Question 8: What are the common interview questions when applying for the position of human resources director? Haha, you are so funny. People who can be human resources directors will not ask such retarded questions.

Question 9: What abilities should a human resources director possess? Some qualities that a human resources director should possess: 1. Patience: Human resources is mainly transactional work, and its primary task is to collect, sort out, classify, analyze and count all kinds of personnel management data. Various personnel data, training data, performance appraisal data, etc. It needs to be carefully sorted out and analyzed, and these tasks must also be viewed objectively, and subjective factors cannot be mixed. 2, professional skills: job analysis, job design, training, salary, performance appraisal, quality evaluation and other fields, without advanced scientific means as the basis, just take it for granted, it is impossible to make a reasonable design plan. 3, the desire to communicate with people: human resources work is to deal with the most emotional people. No matter how wise a person is in thinking and excellent in writing, if he shuts himself in a closed circle and doesn't like to communicate with employees in words, then his work can be said to be a great failure. 4. Good writing skills: company manager's office meeting, staff meeting, etc. The human resources department needs to take minutes, and the corporate culture needs the human resources department to write articles to discuss and explain, not to mention its professional work itself. 5. Management skills: As a human resource manager who is very familiar with all aspects of the enterprise, all positions and the basic situation of employees, it is a quality that a human resource director should have to constantly learn management skills and consciously apply them to practice. 6. Have certain business knowledge and be familiar with the business operation process: the business objectives of the human resources department and the enterprise are too far apart. The overall planning made by the human resources department does not conform to the actual situation of the enterprise, and the key talents recruited cannot meet the business needs. As a human resources department, it is very necessary to understand product requirements, be familiar with business processes and learn business skills. Responsibilities of the recruitment and training supervisor: Recruitment puts forward the employment needs of the directly affiliated positions, formulates the job responsibilities and qualifications of this position, and submits them to the general manager for confirmation; Confirm the employment requirements submitted by direct subordinates (including job responsibilities and qualifications) and submit them to the general manager for confirmation. B. Initial interview for direct subordinate positions; Re-examine the positions of direct subordinates and make a final determination; Organize people to attend the interview. C. Handling of unqualified employees Put forward suggestions on handling unqualified direct subordinates and submit them to the General Manager for confirmation; Confirm the suggestions of direct subordinates on handling unqualified employees and submit them to the Human Resources Department. Training Put forward the training plan of direct subordinates and submit it to the general manager for confirmation; Confirm the training plan proposed by direct reports and submit it to the Human Resources Department. Responsibilities of performance appraisal supervisor: 1. Put forward the performance appraisal principles of direct subordinates and submit them to the general manager for confirmation; 2. According to the performance appraisal principles determined by the general manager, discuss with the HR manager to determine the performance appraisal method; 3. Evaluate direct reports and communicate with them. Submit the evaluation results to the Human Resources Department. Responsibilities of the salary and personnel supervisor: 1) Communicate and summarize the work report, communicate with the general manager and pass the information to the direct subordinates; Be responsible for conveying the company's policies, principles, strategies and other information to direct subordinates quickly, clearly and accurately; Determine the written interactive work notification system and communicate with direct subordinates. 2) Put forward the incentive principles of subordinate departments and direct subordinates and submit them to the General Manager for confirmation; According to the incentive principle confirmed by the general manager, discuss and determine the incentive method with the human resources manager. 3) Audit and control of funds Approve the expenses of subordinate departments according to the financial system and confirm the rationality of the expenses; Supervise and control the expenses of subordinate departments and report the expenses to the general manager every month. 4) Regularly report the work report to the General Manager in written form; Pay promotions and rewards according to employees' work ability. 5) Show leadership, guide, encourage and spur subordinates to work hard; There are ways to improve the work effect and efficiency of subordinates; Can describe the company's strategic intention and broad prospects for subordinates.

Question 10: Last interview, the other person was the human resources director. What should I pay attention to? Generally, if the last interview is with hr, which proves that you are technically qualified, then HR will know your salary requirements and your stability. Try according to these three.