English HRM human resources management questions, begging experts to answer them

Take "a. a taxi driver" as an example. This type of work is a professional and technical job, and the cultural level is not necessarily very high. However, the overall strategic plan of the employing company must be comprehensively considered. If it only satisfies the driver, it will be very difficult. It’s simple, as long as you can drive, which means you must have a driver’s license. If the driver's position requires picking up and dropping off customers, etc., then in addition to being able to drive, you must also know etiquette knowledge. If most of the customers are foreign guests, then you must also understand international etiquette and foreign languages. What I mean is that if you only want to hire a driver, then the driver is easy to find, but it is difficult to find a suitable driver. One of the purposes of human resources when employing people is to "match people with jobs." This requires a clear job description for a certain position and selecting people who meet the conditions according to the description.

Okay, now back to your question. If you want to hire people, the first step is to post a job advertisement and let others know that you are hiring people. During this process, you need to give the qualifications for employment. Obviously, a and c require certificates to work. This is a must. Remember not to post discriminatory conditions, such as gender requirements, which are illegal in some Western countries. You can then screen resumes or eliminate those who don't meet the requirements during the interview process, but don't publish them publicly. There is a key link in this process that can determine the success or failure of your entire recruitment in the future, which is the design of the application registration form, so that your form can collect all the information you need as much as possible.

The second step is to screen resumes (application registration forms, hereinafter referred to as resumes). In principle, all those who cannot be hired will be removed, and the rest will be notified for interviews. Whether it is a phone call, email, or other means, if there is a problem with the time for the other party to reply to you, you need to arrange the rest of the time for them, and try to listen to their opinions the second time. This communication is actually the first face-to-face communication between you and the interviewer. Not all job seekers will tell you to change to another time when they encounter a time conflict. So from this point on, you can already have a preliminary understanding of the job seeker.

The third step is the interview. The interview is generally divided into two rounds. Under normal circumstances, one round can be done by the human resources department. The significance is to see the quality of a person and verify the authenticity of the resume content. . When verifying the authenticity of a resume, you need to design questions to ask job seekers to answer. For example, if I say that I am proficient in using Excel, then if your question is just "When did you start using Excel? How is it? How do you usually use it?" What functions are used? "Obviously this question is too low. Your question should focus on the use of Excel. "What is the summation formula? Tell me about the use of pivot tables? How about using charts to reflect the relationship between monthly and sales?" After passing a round of interviews , retain qualified job seekers and invite them for second-round interviews. The second round of interviews must be organized by the Human Resources Department and brought with the hiring department. The hiring department selects based on professional skills. For example, drivers will usually get on the bus for practical testing and retain those with better skills. After the second round of interviews, you will basically know who will be hired and who will not be hired.

The fourth step is to go through the entry procedures, notify the personnel to be hired to go through the entry procedures and submit entry materials.

Different textbooks may separate these steps, but they remain the same.

The following list is about b.a graduate trainee. This situation is a bit special. Obviously you should contact various universities when posting recruitment advertisements and do it within the campus network. This is different from social recruitment. Similarly, you will receive a lot of resumes, but for interns, don’t expect them to do a lot of things. They come to the company as training objects. Of course, everyone needs training, but interns not only have professional and technical training, but also It's more about being a human being. When selecting internships, try to ask them to provide transcripts, clubs and social practice activities during college. In addition, their teachers’ evaluation of them is also very important. More needs to be examined on their learning ability. Some students have mixed credits. , mixed diploma.

Teachers can say that their academic performance is not very good, but it does not mean that they are not good students, and it does not mean that they will not become good employees. Thinking about it from another perspective, they may be better able to adapt to this society. This is difficult to grasp. When hiring interns, as long as their resume is up to standard, the interview is pleasant, and they can be seen as positive, then let them come. After arriving, it is the real assessment period. They are different from a and c. When a and c come, they have to create benefits.

In fact, there are many more detailed things that can be discussed in detail.