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Guide to national vocational qualification examination

Enterprise Human Resource Manager (Level 2)

The third tutorial exercise

Relevant knowledge and ability requirements

Chapter I Human Resource Planning

Reference answer

First, multiple choice questions

Short answer

Second, short answer questions

1. Reference answer:

(1) The role of organizational structure lies in division of labor and cooperation, and it is a necessary means to ensure the implementation of the strategy: organizational structure obeys the strategy.

(2) When the enterprise develops to a certain stage, the scale, products and market changes have all changed. Enterprises should adopt appropriate organizational development strategies and make corresponding adjustments to the organizational structure. The main strategies are: increasing quantity strategy; Expand regional strategy; Vertical integration strategy; Diversified management strategy.

2. Reference answer:

(1) The change of organizational structure often leads to resistance and opposition from all sides.

It is manifested in the deterioration of production and operation, the decline of work efficiency, the increase of people asking for transfer and resignation, quarrels and hostile acts, and all kinds of specious reasons against change. The root cause of people's opposition to change: because the reform has impacted their accustomed working methods and existing business knowledge and skills, they have lost their sense of job security; Some leaders and employees have the idea of conformism and don't understand that organizational change is the inevitable trend of enterprise development.

(2) In order to ensure the smooth progress of the reform, the following measures should be studied and taken in advance:

Let employees participate in the investigation, diagnosis and planning of organizational change, and let them fully understand the necessity and sense of responsibility of change.

(2) Vigorously promote the personnel training plan to adapt to organizational changes, so that employees can master new business knowledge and skills and adapt to changed jobs.

(3) Boldly use young and innovative talents to reduce the resistance to change from the organizational aspect.

3. Reference answer:

The basic procedure of enterprise personnel planning is:

(1) Investigate, collect and sort out all kinds of information related to enterprise strategic decision-making and business environment.

(2) according to the actual situation of the enterprise or department to determine the personnel planning cycle, understand the existing human resources of the enterprise, and prepare accurate and informative information for the forecast work.

(3) On the basis of analyzing the influencing factors of demand and supply of human resources, the future supply and demand of human resources in enterprises are predicted by various scientific forecasting methods combining qualitative and quantitative methods.

(4) To formulate the overall planning and various business plans for the coordinated and balanced supply and demand of human resources, and put forward various specific policies and measures to adjust the situation of oversupply or oversupply.

(5) Evaluation and revision of personnel planning.

4. Reference answer:

The function of human resource forecasting is to obtain and maintain the competitive advantage of the enterprise by forecasting the personnel demand and taking measures to retain and attract the corresponding professional talents of the enterprise under the premise of obeying the strategic objectives of the organization. The role of human resource forecasting is mainly manifested in the following two aspects:

Contribution to the organization:

(1) Meet the needs of the organization for human resources in the process of survival and development.

(2) Improve the competitiveness of the organization.

(3) Human resource forecasting is the basis of good communication between human resources department and other straight-line departments.

Contribution to human resource management.

(1) Human resource forecasting is an important basis for implementing human resource management.

(2) It is helpful to arouse the enthusiasm of employees.

Third, the calculation problem

Solution:

Number of employees required at the end of the plan = current business volume+business growth during the plan period.

Current per capita business volume ×( 1+ productivity growth rate)

Number of teachers required in 2007 = (person)

Fourth, case analysis questions

Case study 1

(1) The main problem of the original organizational structure: lack of flexibility; Lack of horizontal communication within the organization; Lack of professional division of labor is not conducive to the improvement of management level; Managing affairs depends on only a few people. It is very difficult to require enterprise leaders to be management talents, especially when the scale of the enterprise expands, the management work will exceed the limit that individuals can bear, which is not conducive to concentrating on dealing with major issues in enterprise management. Therefore, the application scope of linear organizational structure is limited, and it is only applicable to those enterprises with small scale or simple and stable business.

(2) Organizational structure adjustment is shown in the following figure:

general manager

administration

Human resources department

Finance Department

Telecom products department

Mechanical control products

Household appliances department

sell

produce

R&D

sell

R&D

sell

R&D

Enterprise planning department

office

produce

produce

(3) Measures to promote the smooth implementation of the reform are:

(1) Let employees participate in the investigation, diagnosis and planning of organizational change, so that they can fully understand the necessity and sense of responsibility of change;

(2) Vigorously implement the personnel training plan corresponding to organizational change, so that employees can master new business knowledge and skills and adapt to the changed jobs;

(3) Boldly use young and innovative talents to reduce the resistance to change from the organizational aspect.

Case study 2

(1) personnel replenishment plan for the next year (see the table below)

Next year's supplementary personnel plan

① ② ③ ④

Production and maintenance workers 850 850× 8% = 68 850+850× 5% 893 893-(850-68) =11.

Secretaries and administrators 56 56× 4% 2 56+56×10% 62 62-(56-2) = 8

Engineering and technical personnel 40 40× 3%140+40× 6% 42 42-(40-1) = 3

Middle and grass-roots managers 38 38× 3%138 38-(38-1) =1

Salesperson 24 24× 6%124+24×15% 28 28-(24-1) = 5

Senior management10/0×1%010/kloc-0-(10-0) = 0.

Total1018731073128.

① —— Number of existing personnel; (2)-the number of people who may leave;

③ —— Total demand of personnel in the forecast period; ④ —— The number of personnel must be supplemented.

(2) the formulation process of human resource planning

Understand the development strategy of the enterprise and collect relevant information about the business environment of the enterprise.

1) Existing human resource stock:

Check the quantity, quality, structure and distribution of human resources. This part of the work needs to combine the relevant information of human resource management information system and job analysis.

2) human resource demand forecast:

This step can be carried out at the same time as the verification of human resources, mainly according to the development strategic planning of the enterprise and the internal and external conditions of the enterprise, and then predict the structure, quantity and quality of human resources demand.

There are two forecasting methods of human resource demand: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).

3) human resource supply forecast:

The forecast of human resources supply, also known as the forecast of personnel ownership, is another key link of human resources forecast. Only by forecasting the number of personnel and comparing it with the demand of personnel can we work out various specific plans. The forecast of human resources supply includes two parts: one is the internal ownership forecast, that is, according to the existing human resources and their future changes, the ownership of personnel at each time point is predicted and planned; The other part is to predict the supply of external human resources and determine the available amount of all kinds of personnel during planning.

4) Draw up a plan to match the supply and demand. Drafting the supply-demand matching plan includes:

① Determine the personnel requirements. This step is mainly to compare the predicted supply and demand at each planned time point, determine the inconsistency of personnel in quality, quantity, structure and distribution, and thus get the pure personnel demand.

② Formulate supporting policies to ensure the consistency between demand and supply. This step is actually to formulate various specific plans and action plans to ensure that the demand and supply of each planning point match. It mainly includes: staffing plan, personnel demand plan, personnel supply plan, personnel training plan, human resource cost plan and other specific action plans.

5) Implementation plan and monitoring.

6) Evaluate human resource planning.

Chapter II Recruitment and Configuration

Reference answer

First, multiple choice questions

(The answer is abbreviated)

Second, short answer questions

1. Reference answer:

Lack of proper interview skills. The performance is as follows: (1) The topic is random and not prepared in advance; (2) not trying to create a harmonious atmosphere, aggressive; (3) the purpose of the interview is not clear, and make concluding comments; (4) The relationship between interview questions and the ability and quality to be examined is not clear; (5) Not mastering the correct interview process; (6) Personal prejudice against candidates.

2. Reference answer:

G: I have my own unique opinions and can analyze the background, causes, process, consequences and hazards of problems. Put forward a variety of feasible targeted measures.

Chinese: I can see the problems and reasons in a certain aspect, and the analysis is not deep enough, thorough enough and comprehensive enough; The proposed measures are simple.

Low: practical, extreme, non-analytical; There is no feasible solution.

Third, correct the wrong questions.

1.

(1) "This difference is subjective" was changed to "This difference is objective".

(2) "Same job responsibilities" is changed to "Different job responsibilities".

(3) "Person-post matching means that the requirements of the post match the quality of employees" is changed to "Person-post matching means that the requirements of the post match the quality of employees, and there are other aspects of matching".

(4) "It refers to focusing on quality evaluation from experience judgment and behavior quantitative characteristics" is changed to "focusing on quality evaluation from experience judgment and behavior quantitative characteristics is the principle of combining qualitative evaluation with quantitative evaluation".

(5) Change "the form of secondary quantification" to "the form of primary quantification".

2.

(1) "Mainly used in employee primary selection stage" was changed to "Mainly used in employee final selection stage".

(2) "It is a one-way communication process" is changed to "It is a two-way communication process".

(3) The interview can be divided into individual interviews and group interviews according to different standardization degrees, or it can be divided into structured interviews and unstructured interviews according to different standardization degrees, or it can be divided into individual interviews and group interviews according to interview implementation methods.

(4) "According to the development trend of interview, unstructured interview becomes the mainstream of interview" is amended as "According to the development trend of interview, structured interview becomes the mainstream of interview".

(5) "But it is not necessary to explain the whole interview process in detail" is changed to "It is necessary to explain the whole interview process in detail".

Fourth, case analysis questions

1. According to the interview assessment form, answer:

(1) The three elements of quality evaluation are: standard, scale and marking.

The so-called standard refers to the inherent stipulation of the evaluation standard system, which is often manifested in the description and stipulation of the behavioral characteristics or representations of various qualities, such as "dressing appropriately and behaving appropriately", "language organization and expression ability", "knowledge and cultural literacy" and "cognition of job application" in the title.

The so-called scale, that is, the division of external forms of standards, is often manifested in the provisions on the characteristics of quality behavior or the scope, intensity and frequency of performance. Such as "15%", "20%" and "25%" in the title.

The so-called symbols, that is, symbols corresponding to different scales (range, intensity, frequency), are usually represented by letters (a, b, c, etc.). ), Chinese characters (a, b, c, etc. ) or numbers (1, 2, 3, etc. ), can appear in the standard system, can also directly explain the standard.

(2) The table belongs to secondary quantization. The second quantification refers to the indirect quantitative representation of the quality evaluation object, that is, the quantitative form of qualitative description first and then quantitative representation. Firstly, each index is given different weights, that is, the importance of each index is described qualitatively first, and the first quantification, that is, vertical quantification, is completed; Then, please grade the indicators of the subjects, that is, describe each indicator quantitatively and complete the second quantification, that is, horizontal quantification.

(3) Use equivalent quantization. Equivalent quantization is to quantify the objects with different qualities in a similar way when the problem of how to synthesize them is encountered, that is, when the quality evaluation objects with different qualities need to be unified and transformed. Here, each candidate belongs to a different qualitative object, and it is difficult to compare directly, so it is necessary to carry out vertical weighted quantization on each index, that is, equivalent quantization.

2. Reference answer:

(1) Mr. Li made the following mistakes in employing people and knowing people:

(1) Mr. Li's investigation of Lin Hao was not comprehensive enough and prudent enough, so he was promoted;

(2) Empowering Lin Hao to shorten the talent training cycle prematurely.

It can be seen that Mr. Li did not do well.

(2) Lin Hao's questions are as follows:

1) Lin Hao lacks interpersonal skills and can't get ideal respect in various diplomatic occasions. Moreover, in this case, he does not look for reasons from himself, but thinks it is other objective reasons and has no consciousness of self-improvement.

(2) Lin Hao's emotional control ability is not strong, and one party is left out in the cold, which leads him to directly find the president and ask him to retire early.

(3) Lin Hao does not know himself objectively, thinking that he has made greater contributions than the president, and his mentality is problematic. He didn't realize that Mr. Li was a good president and overestimated his ability.

(4) Lin Hao lacks gratitude, bites the hand that feeds him, is short-sighted and narrow-minded, which shows that his behavior is also problematic.

Verb (abbreviation of verb) scheme design

(1) Determine the competency model of the office director according to his job responsibilities. On this basis, the evaluation standard system is determined, and the evaluation index and relative weight are defined. See table 1 for details.

Table 1

Weight score of serial number capability evaluation index (%).

1 executive ability 15

2 communication and coordination ability 15

3 supervision ability 15

4 ability to deal with emergencies 15

5 strategic thinking strategic thinking 10

6 investigation and research ability 10

7 Collaboration Ability Collaboration ability 10

8 Expression ability Expression ability

9 Self-management ability

The scoring standard of each evaluation index can be determined according to the actual situation. Here, taking "communication, coordination and cooperation ability" as an example, a five-level scoring standard is adopted, and the scoring scale is shown in Table 2.

Table 2

Indicator name indicator

Grade index, equally defined score.

Ability of communication, coordination and cooperation e It is difficult to communicate and cooperate with others 1

D level can simply communicate and cooperate with people. 2.

Level C can coordinate the relationship with team members in a certain way and create a cooperative atmosphere of the team.

Class B can use various communication methods, such as language expression, coordinate the relationship with team members, create a cooperative atmosphere of the team, and have good team spirit.

A-level can carry out self-psychological debugging according to the change of objective situation. Be good at using various communication methods such as language expression, coordinate the relationship with team members and create a cooperative atmosphere of the team.

(2) Set up an evaluation team, requiring members to have work experience, be fair and upright, be principled, have a decent style of work, master evaluation skills and be independent.

(3) Choose evaluation methods, such as leaderless group discussion, structured interview, file basket test, etc. Different evaluation methods have different scope of application. It is suggested to use the above three methods comprehensively, as shown in Table 3.

Table 3

Evaluation method evaluation index

Communication and coordination ability, emergency ability, strategic thinking ability and cooperative expression ability without leading group discussion.

Strategic thinking, investigation and research ability and self-management ability of structured interview

The official document basket tests the ability of supervision, emergency response, strategic thinking and investigation.

(4) Design test questions.

(5) Determine the evaluation time and place.

(6) Train examiners, unify the evaluation criteria, master the consistency of combining leniency with severity, and overcome the psychological deviation that is easy to occur in evaluation.

(7) Publish recruitment information, and preliminarily screen candidates by screening resumes and job application forms.

(8) Evaluate the selected candidates.

(9) Processing evaluation results, comparing and generating evaluation reports, determining the best candidate and making a final decision;

(10) Seriously sum up and provide lessons for the next recruitment.

Chapter III Training and Development

Reference answer

First, multiple choice questions

(The answer is abbreviated)

Second, short answer questions

1. Reference answer:

The training plan must proceed from the enterprise strategy, meet the requirements of both organizations and employees, consider the enterprise resource conditions and the quality foundation of employees, consider the advance of personnel training and the uncertainty of training effect, determine the training objectives of employees, and select training contents and training methods.

(1) Identify the responsible person or unit. The key to the formulation and implementation of training plan is to implement the person in charge or the responsible unit.

(2) Determine the training objectives and contents. It can be done through organizational analysis, job analysis and personal analysis.

(3) Choose a suitable training method. Appropriate training methods must be selected according to different training objects.

(4) Choose students and teachers. In addition to the general rotation training, it is also necessary to correctly select the personnel who participate in the training.

(5) Make a training plan. The purpose of tabulation is to make clear the content, time, place, methods and requirements of training, so that people can see at a glance. At the same time, it is convenient to arrange other work of the enterprise.

2. Reference answer:

Training evaluation is essentially a process in which enterprises use certain evaluation indicators and methods to check and evaluate the training effect according to the purpose and requirements of training. The training effect depends on every step in the training process, and the significance of training evaluation comes from the overall evaluation of the training process. Therefore, evaluation should be considered before, during and after the implementation of training programs, that is, evaluation should be divided into three stages: before, during and after training.

First of all, the evaluation before training can ensure that: ① the confirmation of training needs is scientific; ② Reasonable connection between training plan and actual demand; ③ It is helpful to realize the rational allocation of training resources; ④ Scientific measurement of training effect.

Secondly, the evaluation in training can ensure that: ① training activities are carried out as planned; ② Feedback of training implementation and adjustment of training plan; (3) We can find the shortage of training, sum up the lessons, so as to improve the future training and find new training needs, thus providing an important basis for the next round of training; ④ Process monitoring and evaluation is helpful to scientifically explain the actual effect of training.

Finally, the evaluation of training effect is helpful to: ① make a correct and reasonable judgment on the training effect, so as to know whether a project has reached its original goals and requirements; (2) Whether the improvement of trainees' knowledge and technical ability or the change of their behavior directly comes from the training itself; (3) It can check the cost-benefit of training and evaluate the expenditure benefit and income benefit of training activities, which is helpful to make the funds more reasonably distributed; ④ Being able to objectively evaluate the trainer's work; ⑤ It can provide necessary information for managers to make decisions.

In a word, training evaluation can not only adjust the current training activities, but also sum up experience and prepare for improving future training activities.

Third, correct the wrong questions.

(1) All training programs, regardless of the amount of funds, should be evaluated.

(2) Learning evaluation is more difficult to operate than response evaluation.

(3) Learning assessment is a secondary assessment, which should be conducted during the course and at the end of the course.

(4) The comprehensive discussion method is a reaction evaluation method, not a learning evaluation method.

(5) The purpose of the result evaluation is to pay attention to the changes in business results caused by the training program.

Fourth, the calculation problem

1. solution:

(1) Total training expenses = (60+25) × 60+7000+6 ×10× 60+6000+50 ×10× 60+1200+2000 =

Total training cost = 54,900×10%+54,900 = 60,390 yuan.

Cost per student = 60390 ÷ 60 = 1006.5 (yuan)

(2) Return on investment = (1500000 ÷ 60390) ×100% = 2484%

2. Solution:

(1) Total training cost = direct training cost+indirect training cost.

Direct cost = project procurement cost+teacher's class fee and subsidy+material fee+training classroom and audio-visual equipment rental fee+meal fee.

=8000+ 3500+2000+ 1200+800

= 15500 (yuan)

Indirect cost = training management fee+students' wages and benefits

= 2400+16000 =18400 (yuan)

Total training cost =15500+18400 = 33900 (yuan)

Cost per student = 33,900/40 = 847.5 yuan.

(2) Net return on investment = project net profit/project cost × 100%

=( 120000+60000-33900)/33900 × 100%

=43 1%

Verb (abbreviation of verb) case analysis problem

Case study 1

(1) The evaluation of training level is as follows:

First, there is no good analysis of training needs before training.

Second, the selection of training methods should be consistent with the training objectives, and the training methods should be reasonably selected according to the needs and possibilities of the company's training, training content and training objects. In this case, the teaching method is mostly used, which is more suitable for knowledge-based training, and has little direct influence on employee behavior and little help in improving employee's work behavior ability.

Third, inviting external theory teachers to give lectures will easily lead to the disconnection between theory and practice.

(2) Role-playing, behavior imitation and outward bound training are more suitable for this kind of training. Because these methods are more suitable for adjusting and changing employees' behaviors. For example, the role-playing simulation of transaction processing can improve the ability to deal with various problems; Outward bound training can help students improve their ability to cope with difficulties and cultivate team spirit.

(3) internal and external collocation, foster strengths and avoid weaknesses.

Case study 2

(1) The unreasonable training of Rb Company lies in:

1) did not investigate and analyze the training needs of employees, resulting in unclear training objectives and ignorance of employees' cognition of training programs;

2) The training schedule is unreasonable, and the trainees are "absent-minded" when training on Friday night, which affects the training effect;

3) Without monitoring the training process, problems cannot be found and solved in time;

4) The training work summary is not enough, and the training effect is not evaluated;

5) There is no detailed training plan, which is reflected in the treatment of students, and there is no "institutional" regulation, which is not conducive to improving students' learning enthusiasm.

(2) As the human resource manager of RB Company, I should do the following in this training:

1) First, analyze the training needs and understand the employees' understanding and requirements for quality supervision training;

2) Do a good job in the overall planning of training, including reasonable training time and place, training budget, the arrangement of training instructors and even the training of lecturers;

3) Select suitable candidates to monitor the whole process of training, and find and solve problems in time;

4) At the end of the training, the trainees are trained and assessed to understand the training effect;

5) Summarize the whole training process and results, maintain advantages, eliminate problems and deficiencies, and accumulate experience for the next training.

Case study 3

(1) The reason why this training is invalid is that the training demand analysis is not done well.

(2) The enlightenment is as follows:

First, when there are problems in organizational performance, we should not simply think that it is the result of lack of training, but deeply understand the real reasons;

Second, when looking for real training needs, we should collect information through multiple channels;

Third, when collecting information about training needs, we should also use various methods to make scientific analysis;

Fourthly, through the analysis of the present and the future, find out the gap and confirm the real demand, so as to design the corresponding courses according to the demand analysis and achieve the corresponding effects, and then help enterprises achieve the expected goals.

VI. Programming Problems

Reference answer:

Training questionnaire

Course name

date

lecturer

Do you have a clear understanding of the content of this lesson before class? Yes □ No.

How did you feel during the activity?

What part of this course is helpful to your work?

Subitem evaluation

Please make suggestions to improve the course content.

1. The course structure is good but poor.

2. The atmosphere is good and bad.

3. Practical activities are good, but poor.

Lecturer performance

1. Professional ability is good, but poor.

2. The teaching skills are good, but poor.

Student participation

1. My participation is good, but poor.

2. The participation of other students is good, but poor.

Please give an overall evaluation of this training (overall satisfaction 100).

Besides this training, what other aspects of training do you want to receive?

Please give your comments or suggestions on this training:

Name: Department: