Internal competition plan

Internal Competition Plan (1)

A subsidiary of the group that has been under the group some time ago is facing organizational structure adjustment and reform. Last time, the company’s organizational structure was mainly re-completed. Design, senior executives were gradually put in place, and then the open competition process was implemented for the middle level (department heads and workshop directors), which was basically in place. The next step was for these department heads to submit their department organizational charts and prepare job descriptions. Under the leadership of the general manager and with the assistance of the human resources department, it was finalized. As the HR support staff assigned by the group's human resources department, I also participated in the two-day meeting. The talks were difficult, but fortunately everything was finalized. The position The first draft of the instruction manual was also produced.

Therefore, I am considering the competition for middle-level deputy and supervisor-level personnel in the latter stage. Because the personnel levels are different, and it is an open competition for nearly a thousand people in the company, we can no longer copy the previous ministerial-level competition plan. , so I made modifications based on the original plan and initially formed an assessment idea for the competition for deputy positions and supervisors:

1. Written test: At the beginning, I considered that the written test was not suitable for this type of competition because it involved positions. There are 18. The professionalism of each position is different, and the written test is suitable for situations where multiple people are competing for the same position. However, I still consider adding this assessment method, firstly to diversify the assessment form, and secondly to test the basic qualities of the candidates. . I consider the content of the test paper to be mainly based on management knowledge and industry knowledge (all managers are supervisors or above), combined with the elaboration of work ideas for the competitive positions, to examine the basic management qualities and ideas of the candidates. The question types are divided into 30 points for selection and judgment. The 2 questions on the case analysis are worth 40 minutes, and the final explanation of the work idea is 30 minutes. The time is 60 minutes, and the marking time is 10 minutes. I am also in the process of designing the test paper and will submit it to the leader for review after completion. This item accounts for 20% weight.

2. Competition interview assessment: This set of procedures is an inevitable assessment method in internal competitions. By writing a competition speech (prescribed format and content, it should at least include basic personal information, advantages of applying for this position, Work ideas, work goals and methods of checking goals after applying for this position, etc.) and give an on-site speech-defense. After the speech, you must accept questions from the judges and be evaluated by the competition evaluation team members based on the ten indicators of the "Competition Interview Evaluation Form" , the weighted average of all the judges' scores is used to obtain my competitive interview score. The composition of the judges is initially considered to consist of the company's general manager, deputy general manager in charge, department heads and department heads who have business dealings with the department, and 10 employee representatives who will observe the whole process and notarize the score statistics. This item accounts for 40% of the weight.

3. Comprehensive quality evaluation: This evaluation mainly evaluates the past performance of the competition candidates. The evaluation content includes attitude, ability and performance. The "Comprehensive Evaluation Form" is designed by my direct superior and in charge. Leaders carry out scoring and evaluation item by item.

4. Democratic evaluation: It is unrealistic to use the large-scale form evaluation for ministers in this competition evaluation for deputy positions and supervisors. The workload is heavy and meaningless, so I consider direct submission. Democratic review is done through a vote of confidence, which is also known as PK. The 10 people who participated in the entire evaluation process mentioned in item 2 will vote on the candidates one by one. Each person has a vote of confidence and can only vote for a certain person or abstain. 1 vote counts as 1 point. The main purpose is to assess the public’s recognition of the candidates. Account for 10% weight.

Through the above four evaluation methods, the scores of the candidates will be comprehensively determined and the candidates will be selected on the basis of merit. Although the competition method is somewhat complicated, I personally think it is relatively feasible.

The forms and tools generated during the entire competition process include: "Internal Competition Registration Form", "Internal Competition Written Exam Paper", Internal Competition Speech Draft, "Internal Competition Interview Evaluation Form", "Comprehensive Quality Evaluation Form" "wait. The idea has been communicated with the general manager and basically agreed with it. Now we mainly implement this idea in operation and will enter the actual operation stage next week.

Internal Competition Plan (2)

Contents

1 Purpose of Internal Competition

2 Principles of Internal Competition

3 Internal competition management team

4 Information collection, preparation and role of job description

5 Internal competition announcement

6 Competition employee qualification review

7 Written test

8 Interview

9 Competition assessment information feedback interview

10 Determination of candidates for internal competition positions

11 Final Determine the work arrangements for candidates

12 Handling of internal competition materials

1 Purpose of internal competition

1.1 The competition and assessment activities for internal management positions of the enterprise are referred to as "internal competitions".

1.2 The main purpose of carrying out this activity:

1.2.1 To meet the manpower needs of some management positions;

1.2.2 Through internal competition activities, it is found that there are Potential employees should be trained in targeted ways to build the company’s talent echelon;

1.2.3 Provide opportunities for employees with positive intentions to exercise themselves;

1.2.4 Promote employees to learn through continuous learning , improve self-cultivation and improve work ability.

2 Internal Competition Principles

To carry out internal competition activities, the following principles should be followed:

2.1 Targeting principle: Similar general positions should be competed for the same or related positions. High-level management positions. That is to say: Loss prevention officers can generally only compete for loss prevention management positions; cashiers can generally only compete for cashier management positions.

2.2 Level-by-level principle: When employees participate in internal competitions, they can only sign up level by level. For example, loss prevention officers can only sign up for internal competitions for loss prevention team leaders; loss prevention team leaders can only sign up for loss prevention directors. internal recruitment activities.

2.3 Principle of suitability: Suitable candidates generated through internal competition should meet the job requirements. < /p>

3.1.2 Executive deputy team leader: head of the department to which the competitive position belongs, assessment specialist of the Administrative and Human Resources Department (2 people);

3.1.3 Team members: those related to the internal competitive position Department heads (2 to 3 people), recruitment specialist of the Administrative and Human Resources Department (1 person);

3.1.4 Special evaluators: administrative director, deputy general manager and other department leaders (2 to 3 people) .

3.2 Responsibilities of the internal competition management team:

3.2.1 Each internal competition announcement is regarded as an internal competition project, and the internal competition management team is responsible for the entire internal competition project planning, resource implementation, organizational implementation, information statistics summary and reporting matters.

3.2.2 The internal competition management team should:

3.2.2.1 Ensure that the entire internal competition activities are carried out in a planned, efficient and orderly manner according to process requirements;

3.2.2.2 Ensure that the entire internal competition activity has high test reliability;

3.2.2.3 Ensure that the possible negative impact of the entire internal competition activity is minimized.

3.3 Responsibilities of each member of the internal competition management team:

3.3.1 Responsibilities of the team leader: sign work announcements and internal competition reports, chair working meetings related to internal competition, and implement internal Resources required for recruitment activities.

3.3.2 Responsibilities of the deputy team leader: implement various specific tasks in internal competition activities, including: qualification review, organization of written examinations, summary of written examination results, notification and organization of interviews, statistics of internal competition results and Prepare internal competition results report, etc.

3.3.3 Responsibilities of team members: collect and provide relevant information for the written examination and interview questionnaires; participate in the marking of the written examination and the interview evaluation.

3.3.4 Responsibilities of special evaluators: review written examinations and interview questionnaires; participate in interview evaluation activities; put forward opinions and suggestions on the results of internal competition activities.

4. Data collection, preparation and function of job descriptions

4.1 Data collection: Before the announcement of internal competition, the administrative personnel department should first implement the "Job Description" for internal competition positions , the management positions that have been established shall refer to their original "Job Description"; for the newly established management positions, the "Job Description" shall be prepared by the job requirements department and reviewed and finalized by the Administrative and Human Resources Department.

4.2 "Job Description" is mainly used for:

4.2.1 Comparative verification during qualification review;

4.2.2 Guide employees to participate in programs suitable for their own development Internal job competition activities;

4.2.3 Prepare the reference basis for written examination and interview questionnaires.

5 Internal Competition Announcement

5.1 Not all job vacancies will be filled through internal competition. The Administrative and Human Resources Department will conduct an internal competition feasibility analysis for the required positions. After obtaining a positive result, Only then will internal competition be implemented.

5.2 When internal competition is required, the Administrative and Human Resources Department will issue an "Internal Competition Announcement" after implementing the "Position Description" and establish an internal competition management group.

5.3 Employees who meet the conditions and are willing to compete internally should bring a recent personal photo, education and qualification certificates, and go to the store affairs department of each branch to sign and apply during the registration time required in the job announcement. "Internal Competition Application Form", please fill it out correctly.

5.4 After completing the "Internal Competition Application Form", submit it to the department leadership office for review. After the department leadership review is completed, it will be transferred to the Administrative and Human Resources Department for qualification review.

6 Qualification review of competitive employees

6.1 Main review of the employee’s department:

6.1.1 Whether the employee’s long-term work performance in the department is qualified to participate in internal competition

6.1.2 Do you agree that the employee will participate in this internal competition and bear the job risks of job vacancies and new hires that may occur due to successful internal competition?

6.2 The Administrative and Human Resources Department should review:

6.2.1 Whether the information and qualification certificates provided by employees are authentic (check the academic qualifications and qualification certificates provided by employees);

6.2.2 According to relevant information, whether the employee's long-term work performance meets the conditions for participating in internal competition;

6.2.3 Review whether the basic conditions meet the requirements of the "Job Description".

7 Written test

7.1 The written test accounts for 50% of the competitive assessment components

7.2 The purpose of the written test:

To examine internal candidates Professional knowledge, management ideas and skills, logical thinking ability, overall planning ability, word processing ability, etc.

7.3 The data collection and formation process of the written examination questionnaire:

7.3.1 Internal competition Members of the management team collect information, and the executive deputy team leader summarizes, adds, and deletes to form a first draft of a written test questionnaire (including standard answers), which is submitted to the company leaders for review, and the content of the questionnaire is finally determined.

7.3.2 The written examination questionnaire is confidential information and will be kept by the executive deputy team leader before the written examination is conducted.

7.4 Written test question types: 50% multiple choice and judgment questions, 25% brief description questions (including case analysis), 25% essay questions

7.5 Written test time: about 1 hour (depending on (Depends on the actual situation)

7.6 General distribution of test content: 50% basic knowledge and professional skills, 25% case analysis, 25% explanation and analysis of relevant work ideas

7.7 Written test process Brief description:

7.7.1 Notify internal competition employees to take the written test at the designated time according to the registration list after qualification review

7.7.2 Before the written test begins, sign in and organize personnel to explain the test notes Matters

7.7.3 The written test begins

7.7.4 The written test ends, the test papers are collected and sealed

7.7.5 Marking

7.7. 6. Count the scores, review them correctly, and fill in the "Assessment Score Statistics Form"

7.7.7 The internal competition management team determines the candidates who have entered the interview, and at the same time issues the "Assessment Information Feedback Form" to the candidates who have not entered the interview and conducts assessment interviews.

8 Interviews

8.1 Interviews account for 50% of the competitive assessment components

8.2 Only internal candidates selected after passing the written examination can participate in the interviews

8.3 The purpose of the interview: to examine the image and temperament, appearance, language expression ability, management ideas, method expression and communication skills, planning ability and adaptability of internal candidates

8.4 Interview The data collection and formation process of the questionnaire is the same as that of the written examination questionnaire.

8.5 Interview format and time:

8.5.1 Explain work ideas for 15 minutes

8.5.2 Accept questions from the interview panel for 15 minutes

< p>8.6 Brief description of the interview process:

8.6.1 Notify interviewees to write a "Work Ideas Outline"

8.6.2 Notify interviewees to attend the interview at the designated time

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8.6.3 Before the interview begins, sign in, draw lots, and organize personnel to explain the interview precautions

8.6.4 After the interview begins, proceed in the order of the draw

8.6.5 Self Introduction for 2 minutes

8.6.6 "Explanation of work ideas" for 13 minutes

8.6.7 Accept questions for 15 minutes, end

8.6.8 Interview group discussion 3 minutes, score, and fill out the "Internal Competition Interview Evaluation Form"

8.6.9 After all interviews are completed, the interview team returns the "Internal Competition Interview Evaluation Form"

8.6.10 Statistical score, Summarize and rank, and fill in the "Assessment Score Statistics Table"

8.7 Outline content of work ideas explanation

8.7.1 Setting work goals (achieved within three months)

< p>　8.7.2 Working methods and required resources

　8.7.3 Working ideas, that is: how to carry out work

　8.7.4 How to test the extent of achieving goals

< p>8.7.5 What innovative ideas and methods should be applied.

8.8 During the interview, employees can use the outline to explain. After the interview is over, the outline will be submitted to the internal competition management team as assessment materials.