Is there a typical case of human resource planning in any company?

Case analysis of human resource manager: Real recruitment failure

A foreign SP company located in Dongdan Oriental Plaza in Beijing recruited new employees from outside at the end of October 25 due to development needs. During this period, two administrative assistants (women) were recruited successively, and both failed. The details are as follows:

The first person, A, didn't come to work the next day, didn't call, and the company couldn't contact him by phone in the morning. After her brother explained, she didn't plan to come to work in the company, the specific reason was not explained. In the afternoon, she finally answered the phone and refused to come to the company to explain the reasons for her resignation. Three days later, I came to the company again, repeated twice in the middle, and finally decided not to go to work. Her job responsibility is to be responsible for the reception at the front desk. On the evening of her employment, the company held a dinner party, and she had a pleasant talk with her colleagues. Her self-reported reason for resigning: the work content is different from her expectation, trivial and complicated, and she feels that she is not qualified for the front desk work. HR's impression of her: introverted, thoughtful, unwilling to do trivial and entertaining work, very sensitive to criticism (even well-intentioned).

the second b resigned after working for ten days. B's job responsibilities are to be responsible for reception at the front desk, cashier, office supplies procurement, company license handling and change procedures, etc. Self-reported reasons for resignation: Grandma died of illness and needed to resign and take care of Grandpa at home. (But wearing a red sweater and makeup that day) revealed that the family was rich and no one at home worked for anyone. HR's impression: excellent image, clear thinking, strong communication skills and rich administrative experience. General manager's impression: business etiquette is not good, and it is often a child's gesture and coquetry, which requires training in business etiquette.

recruitment process: 1. The company publishes recruitment information online. 2. The general manager personally screens resumes. Screening criteria: fresh graduates or young graduates, preferably with photos and beautiful looks, and the school is preferably a prestigious school. 3. Interview: If the general manager has time, interview the general manager directly. If the general manager doesn't have time for HR to conduct a preliminary interview, the general manager will conduct the final interview. The post, responsibilities, salary and entry time of new employees are determined by the general manager. 5. Hire after passing the interview, and enter the work directly without pre-employment training.

company background: this company is a wholly-owned subsidiary invested by a foreign SP company in China. Its main business is to provide technical support by telecom operators, provide mobile value-added services and mobile advertising. The company's industry is a high-tech industry, and its salary is higher than other traditional industries. The company is located in a famous office building in the bustling business district of Beijing, which is very attractive to white-collar women. The general manager is a foreigner who studied in China and thinks he knows China well.

background of the recruited employee:

A23-year-old Beijinger, majoring in Beijing Technology and Business University, then transferred to Renmin University. During the period from January to December 24, I worked as a teacher of Cambridge English for children for one year.

B21 years old, from Beijing. College degree, majoring in e-commerce in China Central Radio and TV University. During my school days, I worked in two units: one was an auction company and the other was a telecom equipment company. The positions are business assistant and administrative assistant respectively. In B24, B participated in the semi-finals of Ruili Cover Girl North China Division, which shows that B's image and temperament are all good.

The recruitment of administrative assistants has failed twice in a row. As the general manager of the company and HR, it is not an accidental phenomenon. There must be a major problem in recruiting administrative assistants. What's the problem?

Failure analysis:

From the above cases, we can get that the main factors that directly affect the recruitment of administrative assistants are the general manager of the company, the selection method and its recruitment process.

general manager analysis: during the recruitment process, the general manager interfered too much, did not fully authorize the HR department, and arranged HR to screen resumes. Secondly, if he doesn't understand China's national conditions, he will naturally let unsuitable people be selected, while suitable talents may be eliminated in the selection of resumes. For this kind of low-level employee recruitment, the power should be fully delegated to HR who is familiar with the national conditions. He should bear the main responsibility in this incident.

analysis of selection method: when recruiting administrative assistants, the company did not formulate structured selection criteria according to the qualifications of the position of administrative assistant, but only selected according to the interviewer's intuition, which caused unscientific recruitment process. Because the interviewer will be influenced by classification effect, halo effect, self-effect and personal prejudice (region, blood relationship, religious belief, etc.) in the interview process. In the case, the general manager has obvious prejudice on appearance, graduation institution and whether he is graduating this year. Did not consider whether the candidate is consistent with the culture and values of the enterprise, and whether he really has the knowledge, ability, personality and attitude needed for the job.

process analysis of recruiting administrative assistant: the normal recruitment process should be to publish the application form for preliminary interview evaluation of recruitment information and resume selection test, verify the employment interview certification materials and background materials, check and select decision-making bodies, and use pre-employment training to join the job. In the recruitment process, the company lacks two important steps: selection test and pre-employment training.

companies can basically test the personality characteristics and value orientation of candidates through selection tests. For example, A's personality is introverted, and his mentality is not practical, and he is unwilling to do trivial and complicated work, which is far from the personality and mentality needed to be a receptionist. So blindly letting her do the front desk work caused her to leave. Through the test, it can also be detected that B's values are inconsistent with the corporate culture, so that they can be eliminated in the testing stage, thus saving the cost of recruitment.

Pre-employment training is very important for employees who join the company. Because pre-job training can instill the company's corporate culture and values into new employees, and help them establish a correct working attitude and have a deeper understanding of their work. If A and B are given systematic pre-employment training, it is entirely possible to change their original value orientation and attitude towards work, and they may not leave their jobs.

Countermeasures after this case analysis

From the above analysis of the reasons for failure, we can draw a conclusion that this company did not recruit suitable employees from outside because it did not have a scientific human resource management system. To establish a scientific human resource management system, we need to pay attention to the following aspects:

1. Doing a good job in human resource planning

Human resource planning helps enterprises adapt to the changing environment. The change of environment requires the corresponding adjustment of the quantity and quality of human resources. According to the strategic planning of the enterprise, the corresponding human resource planning needs to predict the demand and supply of human resources, and determine whether it is necessary to yearn for external recruitment or layoffs after comparison.

second, do a good job analysis

job analysis is the process of comprehensively understanding and obtaining detailed information related to work. Specifically, it is the description and research process of the job content and job specification (job qualification) of a specific job of an organization, that is, the systematic process of formulating job descriptions and job specifications. Job analysis includes two aspects: 1. The job itself, that is, the analysis of jobs, should analyze the purpose of each job, the job responsibilities and tasks undertaken by the job, and its relationship with other jobs. 2. Personnel characteristics, that is, qualification analysis, mainly analyzes the necessary conditions and qualifications of the incumbent who can do the job and complete the goal, such as work experience, academic qualifications and other characteristics.

Third, do a good job in recruitment and selection

Among the four functions of human resource management, talent selection is not only the most important, but also the basis for education, use and retention. If the selected person can't adapt to the work and organization, human resources will become' human liabilities'.

Fourth, do a good job in employee training and performance appraisal

The characteristics of human resources are exploitable, and organizations can develop the potential of employees through employee training, improve efficiency and effectiveness, improve the flexibility of using human resources, and improve the competitiveness of the organization.

performance management is an effort to make employees' performance consistent with organizational goals. Performance appraisal is a process of evaluating and communicating the performance of employees at work. The purpose of performance appraisal is to grasp the contribution and deficiency of employees in achieving organizational goals, and to serve as the basis for evaluating employees' promotion, deployment, reward, training and development.

5. Do a good job in salary management and employee turnover management

Through salary management in three aspects: salary level, salary structure and nuclear salary form, talents can be ensured and maintained, personal and organizational performance can be improved, and labor costs can be controlled.

Resignation management must analyze the reasons for resignation and calculate the turnover costs. It is necessary to set up positions for resignation management and equip professionals to actively manage employees' resignation behavior.