How does the boss interview the personnel manager?

Question 1: How to interview the HR manager? In all the job contents and job categories of an enterprise, although all kinds of jobs and posts have their own advantages in the requirements of relevant professional knowledge and skills, the position of human resource manager is the one with the highest requirements for personal morality, because people's work is the most complicated and subtle work, and they need to devote themselves wholeheartedly to it with an attitude of Excellence. I think an excellent human resource manager needs to have the following qualities.

First, the willpower of justice, loyalty, firmness and courage.

1. Justice is the most important quality. Human resources manager. Only justice can be selfless, selfless, broad-minded, capable and courageous to avoid relatives at home and enemies abroad. Only with fair quality can we objectively evaluate and determine the manpower, and we can not be confused and influenced by all kinds of illusory illusions when selecting, recommending and using talents, and adhere to the principle of meritocracy.

2. Loyalty refers to maintaining loyalty and trust in the handling of enterprises and interpersonal relationships. Only by loyalty can we take the interests of enterprises and oceans as the criterion and ensure the fair principle of human resources construction. Only loyalty can make you establish a noble personal character, so as to remain attractive in interpersonal relationships, establish extensive and good social and interpersonal relationships, and ensure contact, discovery and absorption of all kinds of outstanding talents needed by enterprises and organizations.

3. Strong and brave willpower. Man is the most complicated resource of all resources. Human nature is unpredictable, and it is also difficult to establish, select and use talents. Therefore, an excellent human resource manager must have firm and brave willpower, so as to bear the pressure and challenges from all sides in the process of human resource construction, carry out his own work well and adhere to the principle of fairness and integrity.

Second, a correct and comprehensive understanding of human nature and extensive knowledge.

One of the main responsibilities of human resource managers is to find, confirm and select the talents needed by enterprises or organizations. Then, only when we have a correct and comprehensive understanding of human nature and the ability of insight and analysis, can we fully understand the characteristics of human nature, understand people's social and physiological needs, and abnormal behaviors when their needs are not met, have the ability to understand others' psychology through appearances, and have the necessary practical working abilities such as keen observation, judgment, love and patience, can we ensure the correct analysis and judgment of talents' personality and ability, thus ensuring the search for talents.

With extensive social science knowledge, on the one hand, we can make full use of various social science knowledge or methods to provide technical support for the analysis and discrimination of human nature. On the other hand, a person in charge of human resources should contact people in different occupations and fields at the same time. Extensive knowledge of social science helps to improve the verification and screening of all kinds of talents, talents of all kinds and talents of different levels, and also helps to establish a wide range of social relations for human resources and create conditions for building the human resources pool needed by enterprises or organizations.

Affinity and excellent interpersonal skills

With affinity, you can maintain good interpersonal relationships, get close to and understand others, have the opportunity to listen to different voices and discover the truth hidden under the surface of things, and know the real needs and opinions hidden in the deep consciousness of people.

Therefore, it is particularly important for human resource managers to have affinity. For any manager, he should be good at listening to what others can't hear and seeing what others can't see. For a human resource manager, he should be able to find and listen to more different things and voices from what everyone can hear and see. Affinity is an important guarantee to use this ability effectively.

Human resources are one of the elements of productivity. The person in charge of human resources should not only ensure the perfection of the human resources structure of the enterprise or organization, but also undertake the responsibility of ensuring the effective utilization of the human resources of the enterprise or organization. Therefore, human resource managers must have excellent interpersonal skills, and fully and effectively use these skills, improve the cohesion of enterprises and organizations through the reasonable construction, collocation, adjustment and reserve of human resources, and help enterprises or organizations solve internal conflicts through good and effective communication skills, so as to ensure that human resources play a full role in productive factors.

Four, to achieve effective management of human resources professional knowledge and professional ability.

These knowledge and abilities include:

1. Human resource planning ... >>

Question 2: What questions will the boss interview for the second interview of the personnel supervisor? How to answer? You should know that the boss is not a professional personnel department.

The boss doesn't know the major.

The first impression is the most important.

It will involve the management and personnel planning of the company.

Personal behavior is generous, and fit is also an important aspect.

Question 3: I became a personnel manager today, the first day to interview new people. What kind of talents does the boss want? 40 years old, with rich work experience, having worked in an enterprise for 20 minutes, depending on the position.

1, if it is a management position, it is recommended to use an older one. After all, compared with me, he has rich work experience and handles some special affairs more easily. But as you said above, he used to be the boss and lost all his business. The boss is very worried about his practical management ability. If he is young (about 30 years old), it is better to have relevant work experience. After all, he is still young.

2. If it is not a management position or a particularly critical position, just graduate. Everyone knows this process from ignorance, so we should give new people a chance.

3. If it is not a management position and it is a special key position, it is not recommended. Neither is suitable, because it requires a suitable candidate with major, work ability, experience and age.

Sometimes different jobs have different requirements for people. In addition to being professional, financial personnel should also have good conduct. If something serious happens, it will be terrible, especially the financial cashier, who is either a relative or an older person, and has to be guaranteed. Each location should be defined in detail. This is easy to choose.

Question 4: What questions should the interview personnel manager ask? 1, your work experience, experience, etc. , whether you have experience in similar positions and how long you have worked in this position;

2. What is the most difficult personnel problem you have ever encountered? How did you handle it and why did you handle it like this?

How familiar are you with the personnel system and our company?

4. What are the salary considerations? What's wrong with working long hours?

5. How do you solve the problem when your opinion is different from the leader's?

6. Do you have any suggestions for personnel management?

Question 5: How to be a good human resource manager must first master the work content and corresponding requirements of the department, rationally allocate the positions of the department staff, and mobilize the enthusiasm of the staff.

Secondly, when encountering problems, analyze them at two levels and think about them. To determine the problem, we must deal with it from the standpoint of fairness, justice and principle, and control the "temper" according to the size, inevitability and contingency of the problem.

Finally, it is necessary to cultivate team cohesion, so that the department staff think that the manager is the "parent officer" of the department, and believe that they will mediate and handle problems fairly and reasonably, so that everyone can trust them.

It is not enough to be a good manager. More importantly, managers should constantly improve themselves and change themselves through learning to meet the needs of development.

No matter in the HR forum or in the real communication with HR, the most frequently asked question by HR is: How can I manage human resources well?

This may be an eternal topic. There is no standard answer to this question, and even a world-class management master may not be able to give a standard answer.

Many times, many HR expect to do a good job in human resource management with the help of several professional human resource management books or the so-called high-quality human resource plan downloaded from the Internet. This quick method can never really understand the true meaning of human resources.

This is an information age, and it is also an era full of various theories and masters. Whenever you open your email, you can receive master XXX's human resources course. Which ones apply and which ones don't? We lacked analysis and identification, accepted and absorbed it completely, and finally found that it was effective in the East.

Mr. Drucker, the real management master, told us very early that management is a kind of practice, and its essence lies in' behavior' rather than' knowledge'; Its verification lies not in logic, but in the result; Its only authority is achievement.

The same is true of human resources, and all standards for testing the quality of human resources management are the result of practice. Because of management consulting, I can contact different enterprises and encounter all kinds of complicated problems. While solving these problems, the author finds that what most HR lacks in human resource management is not skills, but a breakthrough in thinking mode. The following five aspects of HR are often easily overlooked, and these five aspects are exactly the most needed thinking mode for human resource management.

First of all, find out the root causes of human resource management problems: first, why, and then how.

As long as they have been in the consulting field for some years, their thinking mode is mostly why first and then how, while HR of enterprises mostly like to think directly with how.

For example, for example, employee turnover, HR of enterprises will mostly consider how to retain talents and how to recruit talents. Then think about ways to retain talents. Recruitment and interview skills and so on. The consultant's first reaction is why employees are losing. If it is because there is no development prospect, it will optimize the career development channels. If it is because the salary is too low, it will enhance the competitiveness of the salary. Only by figuring out why first can we do HOW better.

I don't want to deliberately belittle the HR of the enterprise here, because most of the thinking modes are formed in the enterprise environment. I have also worked as HR in the enterprise for many years. The bosses of many enterprises are mostly business-oriented, and don't take human resources as an important position at all, so you can do whatever you want. Over time, HR has formed a mindset: What can I do to satisfy my boss?

So I formed a very bad habit. Everything revolves around the boss. Everything is to please the boss and concentrate on my work. The boss said he wanted to recruit five technicians quickly, so he kept posting recruitment information everywhere. In fact, he wouldn't even consider it. Does the company really need to recruit five technicians? Perhaps according to the analysis of personnel profit ratio, there is no need to recruit five, two is enough. Doesn't this save the company a lot of costs?

Second, two magic weapons to get high-level support: data+logic

As a human resource manager, a lot of work needs the cooperation of various departments to be completed smoothly, and the cooperation of various departments depends on the support of senior management.

Most HR jobs have failed, mainly because of the lack of high-level support. In fact, it's not that HR doesn't want to get the support from the top, but that it doesn't know how to get the support from the top. It's unconvincing and impossible to get the support from the top with a human resources plan.

A few years ago, on my first day in the consulting industry, my boss asked me, "Do you know how to convince customers of your plan?" I thought ... >>

Question 6: What should foreign companies pay attention to when interviewing? What questions do interviewers (HR managers or bosses of foreign companies) usually ask? How to answer in English? Answering Skills of Frequently Asked Questions in Interview Personnel managers often have various interview questions. If you can master some common questions before the interview, the chances of success will increase accordingly. The following are the 13 interview questions I often use for your reference.

1. Please tell me about yourself first.

Answer this question: After a brief self-introduction, quickly turn the answer to your current job skills, experience and training, so that you can answer your greatest strengths, characteristics, professional skills and so on. Be sure to understand the specific requirements of the position you are applying for and combine your own advantages and job requirements. Don't be like personals, who said so many figures but didn't make it clear. Don't simply list your internship process, but talk about what you have gained through internship, what aspects of your ability you have improved through social practice, and some of your feelings.

2. Why did you apply for a job in our company?

Applicants should generally prepare more reasons before the interview, but the reasons should be short and practical. In order to show the reason and willingness to work, the answer should be related to the products and enterprises of the company you are applying for. It is best not to answer because there is room for development in the future, because of stability and other answers, but to show the appearance of fully studying the enterprise.

How much do you know about our company?

This is a question to test the applicant's interest in the company and his willingness to work in the company. Just answer some company profiles and advertisements of recruiters. This requires candidates to fully understand the basic situation of the company before the interview, such as introduction, history, products, corporate culture and so on. , which can be learned through websites and posters.

What do you think of the current situation of this industry?

This problem is mainly to understand the job seekers' understanding and prospect of the current situation of the industry. For an inexperienced person, it is a test of his willingness and concern for this job. As I just graduated from school, this knowledge only stays in books. There is no need to pretend to be an expert in front of the personnel manager, and there is no need to state any original opinions. You just need to convey the correct and true point of view. This requires that candidates must know something about the company and the industry in which they submit their resumes. He should choose his favorite industry and enterprises related to his knowledge. Don't blindly submit his resume. Finally, he didn't know which one it was. On one occasion, an applicant voted for more than 120 sets through the internet overnight, and there was no news for three days. She was disappointed and told me that she never wanted to look for a job again.

5. How is your career designed?

On this issue, we are mainly concerned about the stability of applicants. We also don't want to recruit an employee and change jobs in less than three months or six months, which is very unfavorable for the development of the enterprise. Some people will say, I don't have a job now, I want to find a temporary job first, and then I'll talk about it later; Some will say, I just came out and have no experience. I can find a better unit after one year. People will say,. . . Such a statement is not advisable. We don't like employees who change jobs frequently, and we don't like employees who are fidgeting. You should show that the purpose of coming to the company is to learn technology and accumulate experience, so as to better contribute to the development of the enterprise in the future.

6. Why are you looking for such a position?

If you ask this question, the other person wants to know whether you belong to the kind of person who has a job in any company. If so, he won't be interested in you. Employers are looking for people who can solve problems at work. Such people work harder and are more efficient. So, you can answer: "I spent a lot of time designing my career, and I think this job is suitable for me, because many questions required by this job are my hobbies and my strengths."

7. Can you accept overtime?

This is a test of your "work enthusiasm". As a young man, you should show great attention to your work and a high degree of work enthusiasm. Of course, unreasonable overtime is not necessarily a good thing. It's best to answer questions like "If it's within your responsibility, you can't count overtime".

8. What kind of treatment do you want?

It is best to give a clear and definite answer to the treatment problem. Before answering this question, you must clarify some basic information about the enterprise, such as: the nature of the enterprise, whether it is private, foreign-funded, state-owned, or Taiwan-funded, Korean-funded, European and American enterprises, non-European and American enterprises, etc. Everyone knows that the wage standards of different enterprises are different; The industries in which enterprises are located are IT, telecommunications, chemical industry, real estate, commerce and so on. , and the salary standards of different industries are also ... >; & gt

Question 7: How to communicate with the company's front desk and personnel department leaders when applying? There is no need to communicate at the front desk. Just tell her what you are doing here, mainly to communicate with company personnel. People in general companies don't ask tricky questions, but mainly talk about their personal work experience, or introduce themselves, as well as their understanding of the industry where the interview company is located. Answer questions fluently and confidently. Can have their own independent thinking ability, but not arrogant.

Question 8: What is simple personnel? Why are managers interviewed instead of personnel? 1, your work experience, experience, etc., whether you have similar work experience, and how long you have worked in this position; 2. What is the most difficult personnel problem you have ever encountered? How did you handle it and why did you handle it like this? How familiar are you with the personnel system and our company? 4. What are the salary considerations? What's wrong with working long hours? 5. How do you solve the problem when your opinion is different from the leader's? 6. Do you have any suggestions for personnel management?

Question 9: Going to interview the HR manager and saying that you can ask the boss to let me wait for the call is usually an evasive word, that is, a euphemistic refusal. In addition, there may be several qualified people, and the HR manager needs to hand them over to the boss and finally decide who to hire.

Question 10: I went to the interview today, and the personnel and the supervisor came together. I talked well with personnel, but I feel that the director of the technical department is not very good. It's hard to say if I have anything. Generally speaking, the interview needs to go through every process before I can be hired.

1, first of all, HR, which is good in personnel, mainly depends on communication skills and their basic qualities, such as resume and experience.

2. The technical department has high requirements. If they examine your ability and find that the matching degree is ok, they will hire you.

3. Leadership talk, physical examination, etc. This is generally better. However, some companies must go through this process if they really want managers and leaders to decide. So don't worry. If the matching degree is not high, it may be a spare tire.

When you interview the technical department, most of the time the manager is on a business trip, not refusing, wait slowly. There is still hope. I think it's a good thing for personnel to ask you, which shows that personnel still care about you.