从招聘到选拔管理的正确路径.docVIP

从招聘到选拔管理的正确路径 Job analysis is the foundation of HR management In China, only about 30% of enterprises have made preparations for the selection before the selection, that is, the analysis of the competency characteristics. 70% of the enterprises rarely do this work systematically, but the leader pat his head or the human resources department, think about it and make sure what the person is like. In fact, job analysis should be done before selection and recruitment. Job analysis is the foundation of human resources management, recruitment, selection, training with it, even the performance management salary design have a relationship. From the point of view of selecting talents, we should pay attention to three very important issues. First, what is the function and function of this position? What role does it play in the whole team or the whole organization? Now in the enterprise, because the people set up hillock has been very little, therefore, setting up this post must have structural and strategic considerations. This requires our functional departments must make clear the role of function, to allow people to perform such functions and play such a role. Second, what is the content of the work? This requires HR very understanding of the job requirements, and the finer the description, the easier it is to find the right person. Third, what are the specific requirements for practitioners? For example: from physiology, physical fitness, from knowledge, skills, what are the requirements? Do you even have special needs such as personality traits? Many enterprises have neglected this point, which has resulted in unsatisfactory results. Found icebergs below the surface of the water Into the selection stage, iceberg model tells us: the best identification, training, that is, icebergs on the surface of the water, that part is visible knowledge and skills. What is knowledge? It is the professional knowledge that each line of work should have; what skills and skills are relate