What are the principles of talent selection in personnel management? What are the ways to choose managers?

First, the principles are mainly fairness, justice and openness.

1. The principle of attaching great importance

The competent leaders of enterprises should consider the talent problem as a strategy, authorize the human resources management department to set up a special selection organization composed of senior managers, enterprise professionals and technical personnel representatives, formulate strict selection standards and requirements according to the needs of enterprise development, and the human resources department will be responsible for it and implement it in strict accordance with the procedures.

2. According to the principle of work characteristics

The most important thing is to do a good job in the human resources planning of the enterprise, understand the present situation, needs and specific requirements of the personnel in each position of the enterprise, and select talents according to the characteristics of the position and the nature of the work. It should meet the needs of the post and the value of people. As the saying goes, what applies is talent.

3. The principle of "having both ability and political integrity"

Talent selection must be based on morality, ability, education and experience, starting with attitude, ability and performance; In the details, it is found that we should grasp major events and strive to develop and train talents with both ability and political integrity.

4. The principle of multi-channel talent selection

The arrival of the information age provides a broader space for enterprises to select talents. According to the actual needs, the human resources management department of an enterprise can recruit the talents it needs through various effective talent recruitment channels such as talent market, newspaper advertisements, Internet, headhunting companies and acquaintances.

5. The principle of selecting talents by evaluation.

The progress of science and technology promotes the scientific management of human resources. Through the use of special evaluation software, interviews, written tests, debates and other scientific evaluation methods, we can understand the quality structure, ability characteristics and occupational adaptability of personnel, and provide reliable basis for teaching students in accordance with their aptitude and authorizing people to use them. In order to realize the principle specification, the detailed rules are flexible.

Human resource managers can adopt the "walking management" mode, which can not only help managers to objectively understand all aspects of enterprise employees in advance, but also provide factual basis for the fairness of talent selection. Don't deduct a case with talents.

The sustainable development of enterprises requires modern enterprises to build and cultivate compound backbone talents with high quality, strong business, good management and fine professionalism; Let them play the role of leverage and deduction in departments or posts. At the same time, enabling them to constantly stimulate their potential and share reasonable achievements is the key to talent management refined by the author: "Get it, keep it and use it".

Second, there are two ways to choose managers: internal promotion and external employment. In fact, to put it bluntly, it is to look at the leadership.

1. Promotion within the organization: training, selecting and appointing managers from within the organization.

Advantages: 1) people are conducive to ensuring the correctness of the selection work; 2) it is beneficial for the hired person to start work quickly; 3) It is beneficial to arouse the enthusiasm of organization members; 4) It is conducive to attracting external talents; 5) The selection cost is low.

Disadvantages: 1) causes dissatisfaction among competitors; 2) It is easy to cause inbreeding; 3) The range of candidates is narrow.

2. External recruitment: according to certain standards and procedures, managers who meet the requirements of management positions are selected from candidates outside the organization.

Advantages: 1) Employees have "external advantages", for example, employees have no "historical burden", and internal members (subordinates) of the organization only know their current work ability and achievements, but little about their history, especially the failure records in their careers; 2) External recruitment helps to calm and ease the tension between internal competitors; 3) External recruitment can bring fresh air to the organization.

Disadvantages: 1) Long adaptation period for external cadres; 2) it is difficult to accurately judge the management ability of the hired person; 3) It is easy to hit internal employees.