Practical management points of property managers: human resource management

Recruitment and dismissal of employees

(A) to develop employee recruitment plans

According to the development strategy of the enterprise, the types of projects under its jurisdiction, the size of the property area, the composition of the owners, the income and consumption tendency, and the consumption characteristics, the recruitment plan is formulated. The contents include:

1. The total number of personnel to be recruited and the personnel structure, including the professional structure and academic structure;

2. Recruitment conditions of all kinds of personnel;

3. Time, method and scope of recruitment information release;

4. recruitment channels;

5. recruitment methods.

(B) the organization and implementation of employee recruitment

1. Publish recruitment information

Publicize relevant recruitment information through certain channels or ways, including recruitment time, positions to be recruited, number of recruits and relevant qualification requirements.

2. Design application form

No matter what form of application form, it should generally reflect the following information: the applicant's personal basic information, the applicant's educational background, the applicant's previous work experience, achievements, abilities and specialties, professional interests, etc.

When designing the application form, we should pay attention to the following questions:

(1) The content design should be determined according to the job description, and the application form should be designed according to different job requirements and different levels of applicants.

(2) When designing the application form, we should consider the storage and retrieval of the application form, especially in the computer management system.

3. Conduct a preliminary examination of the applicant.

The preliminary examination is a kind of qualification examination of whether the candidates meet the basic requirements of the position, with the purpose of screening out those candidates whose background and potential are equivalent to the requirements of the position.

4. Determine the selection method

The realty service enterprise shall determine the selection method according to the characteristics of the recruitment position, the ability and quality of the recruiter, and the number and level of the candidates. Commonly used selection methods are:

(1) Interview

Interview means that the interviewer can objectively understand the applicant's business knowledge level, appearance, work experience, job hunting motivation, expression ability, reaction ability, personal accomplishment, logical thinking and so on through formal conversation with the applicant. And the process of making judgments and decisions about whether to hire or not.

① interview method

Generally, the important questions to be asked can be determined before the interview, listed as an outline, and asked according to the outline. At the same time, according to different job requirements and the specific situation of candidates, targeted questions can be put forward in the interview to fully understand the situation of candidates.

② interview procedure

Interview procedures generally include five steps: preparation, creating a harmonious atmosphere, asking questions, ending and reviewing.

(2) Psychological test

Psychological test refers to measuring the intelligence and personality differences of subjects through a series of scientific methods.

① Intelligence test. Intelligence refers to the ability of human beings to learn and adapt to the environment, including observation, memory, imagination and thinking.

② Personality test. Personality refers to the characteristics and sum of a person's relatively stable psychological activities. Through the personality test, we can know a certain aspect of a person's personality (such as interpersonal relationship, etc.). ), and then combined with other indicators to consider what kind of work this person is suitable for.

③ Special ability test. Special ability refers to the ability that one person has but others don't.

(3) Knowledge test

The purpose of knowledge test is to know whether the candidate has mastered the basic knowledge and professional knowledge necessary for the job. Generally, written examination is adopted.

(4) Labor skill test

When recruiting employees at the operational level, you can test the job skills of the candidates according to the needs of the positions you apply for.

example

Among the commonly used selection methods, () generally adopts the written test method. (3)

A. Interview B. Psychological test C. Knowledge test D. Labor skill test

5. Personnel recruitment

Personnel recruitment is the last step of personnel recruitment, which mainly involves a series of employment matters after personnel selection, such as informing the hired personnel, signing the probation contract, initially arranging the staff's work, probation period, formal employment and so on.

(3) dismissing employees

1. Employee resigns

Resignation refers to the personnel adjustment activities in which employees ask to leave their current posts, terminate their labor contracts with enterprises and resign from their jobs. The management of resignation should pay attention to:

(1) If an employee does not meet the conditions for resignation, the personnel management department cannot agree to his resignation. If the labor contract has not expired, there is a special work agreement with the enterprise.

(2) When an employee resigns, the personnel management department and the relevant employer shall urge him to handle relevant work handover and personal property cleaning.

(3) The realty service enterprise shall clearly inform the employees when they join the company, and notify the employer in writing 30 days in advance when the employees resign.

Step 2 fire employees

Dismissing employees means terminating the labor contract. The dismissal of employees must be carefully considered and properly handled. Generally speaking, for those who have no gross negligence, do not use the means of dismissal. However, in any of the following circumstances, the party concerned shall be dismissed:

(1) is proved not to meet the employment conditions during the probation period;

(two) a serious violation of labor discipline or the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;

(4) Being investigated for criminal responsibility according to law.

3. Employee severance payment

Dismissal is a personnel adjustment activity that an enterprise proposes to terminate the labor contract with its employees for some reason. Dismissal is not caused by the fault of employees, but the enterprise voluntarily terminates the labor contract with employees according to its own business needs.

(1) Dismissal procedure and review authority

The dismissal procedure is a top-down process in enterprise personnel adjustment. After receiving the notice of dismissal, the personnel department shall determine the dismissed personnel and report to the relevant competent department for verification. The authority of resignation audit is similar to other personnel adjustment work.

(2) severance payment

The severance payment is the economic compensation for the dismissed personnel. The standard of severance payment shall be paid according to the provisions of the local labor administrative department and the actual situation of the enterprise. The general principle is that laid-off workers with long service life, great contribution and high status will have high severance pay standards.

example

1. () is a personnel adjustment activity that an enterprise proposes to terminate the labor contract with employees for some reason. It's not the fault of the employees. (3)

A. dismissal B. resignation C. dismissal D. internal retirement

2. Dismiss employees, including employees (). (automatic call distributor)

A. Resignation B. Retirement C. Dismissal D. Dismissal E.