What should you pay attention to when applying for a human resources performance appraisal manager?

Interview question 1: How to manage the increasing proportion of employees born in the 1980s?

Answer key words: respect, adjustment, integration

Within the company, employees born in the 1980s are rising rapidly, and their proportion is increasing. Some of their personalities are often incomprehensible to people in the 1960s and 1970s. HR managers should develop rules and regulations that suit the behavior style of this generation. For example, when people in the 1970s join a company, they tend to consider long-term development; while people in the 1980s respect individuality, work if they feel happy, and leave if they don't. They are unwilling to be restrained and go their own way, which gives the company's human resources Management brings a lot of stress. In addition, paying attention to the diversity of interests and value orientations is also a typical feature of the people in the 1980s. In this regard, human resources managers must first adjust their thinking, understand and think about the behavior of people in the 1980s, respect their independence and self, and no longer simply use corporate rules and regulations to restrict them. Applicants can tell the boss during the interview that you will design some equal opportunities and fair rules so that everyone in the 1980s will feel that there are opportunities, fun and benefits in this environment, and achieve the greatest harmony between the company and the new generation. growing up.

Interview question 2: How to retain employees and reduce the job-hopping rate?

Answer key words: Create an attractive employer brand

A white-collar worker can see more than 2,000 recruitment advertisements in a day. In this case, employee loyalty generally decreases. In this regard, human resource managers should do their best to build the company into a portal that attracts talents. Many foreign companies rely on excellent employer brands to attract talents and extend the time that talents work in the company. Applicants may wish to elaborate from this perspective, such as "I will become an excellent brand manager, so that internal employees can constantly feel the charm of the company, and let people of insight come here."

Interview question three: How to build a more effective employee team?

Answer key words: Awakening the creativity of talents

The word "creativity" has become one of the most mentioned words in enterprises. It can be seen that the current competition among enterprises is not only Competing for funds, hardware, and even "soft resources" such as human capital, a creative talent team is the magic weapon for enterprises to win. Faced with this situation, the human resources manager should tell the boss, "I will try my best to create an environment to stimulate the creative enthusiasm of talents, awaken their creative talents, and contribute to the enterprise good methods and resources that cannot be obtained through conventional channels. This allows the company to gain an edge in the competition. ”

Interview question 4: How to allocate talents in the most reasonable and optimal manner?

Answer key words: Understand business operations

The goal of any business is to obtain profits. Human resources managers can only follow this path if they understand the links from which the profits of the business are generated. This main line drives the chain related to human resources. After understanding the operation process, HR will have more mature ideas about what kind of people should be assigned to each position, and will also consider the design of the salary system more comprehensively and maturely.

Interview question five: How do customer-oriented companies screen talents?

Answer keywords: Focus on customer needs

Nowadays, more and more companies are customer-oriented, and the recruitment of employees in such companies also focuses on it. At this time, as a human resources manager, you should also pay attention to the needs of customers, and then organize, arrange and plan various positions in the company according to the customer's ideas. In addition, focusing on customer growth can also be applied to recruitment. For example, one candidate is very good at communication and affable, while the other candidate can be keenly aware of the potential needs of customers, and can conduct in-depth exploration and guidance on these two needs points to stimulate the customer's next purchase. Behavior. Then, it is obvious which of these two people is better.

Interview question six: How to save labor costs for the company?

Answer key words: Understand finance and cash flow

The importance of cash flow to an enterprise is unquestionable, but human resources departments often do not have a particularly deep understanding of this. , business owners also always think that the human resources department is a department that “spends money” rather than “makes money”.

At this time, HR managers should focus on cash flow. Today, when human capital is rising rapidly, the analysis of personality traits conducted by human resource managers during talent selection, the cultivation of values ????for corporate employees, and the design of salary systems and work processes, etc., are all ultimately aimed at saving corporate costs. Therefore, pay attention to cash flow, be able to understand financial statements, profit and loss statements, balance sheets, communicate with the boss in business language, tell the boss how much to invest in labor costs, and how closely related performance growth is to talent... this way The HR manager is undoubtedly much smarter.