Talent list:
Obviously, according to the ID of the employing department, after a while, it was vomited by the employing department: "How do you recruit? No one can recruit. "
This pot HR doesn't recite! At this time, talent inventory is very important!
1) Who plays?
Recruiting specialist; HRBP； OD； HRM small partners human resources development and training development section.
2) Why?
JD just tells you what employees need to do and what kind of experience they encounter. Talent inventory will involve the key responsibilities of sorting out positions:
1) What kind of things need to be done and how good it is.
2) What kind of knowledge, skills, qualities and abilities are needed to do this well.
3) What?
The talent list is not just about people or talents. The first course is a post. Only by defining the position first can we know what kind of talent portrait is needed, meet the demand of the position to be recruited now and produce higher performance of this position.
Reflections on talent inventory: what kind of talents should be deployed in recruitment positions and what kind of work can be done to achieve ideal performance standards.
Structured interview:
Structured interview is not a question bank, but an optimized screening process.
Features of structured interviews:
① Design interview questions according to the structure of post analysis:
Different positions will have different characteristics and needs. It may be a character or a knowledge reserve. List the job requirements first, and then design the problem.
② Adopt the same testing process for all applicants:
In addition to using the same interview questions for all applicants applying for the same position, the presentation order of guidance and interview questions should be the same, so as to continuously optimize the interview content.
(3) There are standardized and operable evaluation criteria for interview evaluation:
After discussion between HR and the employing department, the evaluation standard shall be formulated according to the post qualification. For example, on a five-point scale, five points means complete competence, and so on, and finally the total score is calculated.
According to the qualification requirements, determine the assessment indicators and design test questions.
The common mode of structured interview: iceberg mode.
① Interview dimensions include knowledge, skills and ability.
② Different positions have different dimensions, and a position needs to extract 5-8 interview dimensions.
Knowledge and professional skills are above the iceberg, and quality and ability are below the iceberg.
Gallup Q 12 assessment:
A measurement tool for employee engagement and working environment.
What is the Gallup Q 12 evaluation method?
Gallup analyzed the attitudes of more than 2,500 business departments of 24 companies and 12 employees of different companies and cultures, and finally came to the conclusion that 12 key issues can best reflect the four hard indicators of employee retention rate, profit rate, production efficiency and customer satisfaction.
Four stages of Gallup Q 12:
① My acquisition (question 1 and question 2):
Reflect the most basic problem of employees: knowing what they should do and the resources they need to do a good job. The question that employees are thinking at this time is: What can they only get from this position?
(2) My dedication (questions 3 to 6):
Employees' talents must be recognized and matched with their work. If they are concerned, praised and encouraged by their superiors, they will have further confidence and motivation. The question that employees think at this time is: Do others think I am excellent? Am I capable?
③ Where do I belong (questions 7 to 10):
Only good teamwork can ensure the efficient completion of the work. The question that employees think at this time is: Have I adapted to the surrounding environment?
④ My growth (question 1 1 and 12):
Only by closely linking employees and enterprises for a long time can we move forward to a higher goal. The question that employees think at this time is: How can I grow with the enterprise?
Q 12 list of questions
1. I know the company's requirements for my work?
Inspection content: employees must be very clear about their work standards, know the requirements of the company and know the path to success.
I have the materials and equipment needed to do a good job?
Investigation content: It is necessary for the company to provide the materials and equipment needed to do a good job, and the lack of this condition will affect the normal work and potential of employees.
I have the opportunity to do what I do best at work every day?
Inspection content: It is an important duty of managers to give full play to their personal advantages and put the right people in the right position.
In the past seven days, I have been praised for my excellent work?
Survey content: Recognition and praise have become an effective way for employees to communicate, which can stimulate employees' sense of accomplishment and motivation. "Seven days" is to cultivate managers to form a normal behavior of encouraging and appreciating subordinates.
Feeling that my supervisor or colleagues care about my personal situation?
Survey content: Most employees' resignations are related to their direct supervisors, and they have good communication and care. It can enhance mutual trust, which will affect employees' views on the company.
6. Someone encourages my development at work?
Survey content: Being employed for life by a company is no longer suitable for the new era, and employees pay more and more attention to their own development. It is the responsibility of managers and companies to help employees get more growth opportunities at work.
Q 12 question list:
7. Do you feel that your opinions are taken seriously at work?
Survey content: Every employee wants his opinions to be taken seriously by the company, which measures the employees' sense of value to the work and the company.
The mission/goal of the company makes me feel that my work is very important?
Investigation content: the direction and value of employees' efforts can be closely combined with the company's values, goals and missions, resulting in a sense of mission and goal.
My colleagues are committed to high-quality work?
Survey content: The improvement of employees' work quality is the key factor affecting team performance. High-standard and high-quality work of employees can enhance team spirit and improve the overall work efficiency and quality of the team.
10. I have a best friend at work?
Survey content: High-quality interpersonal relationship constitutes a good workplace, which helps employees to establish loyalty to the company, and the depth of the relationship between employees will have a decisive impact on employees' stay.
1 1. Did someone in the company talk to me about my progress in the past six months?
Survey content: employees need to get feedback from their direct supervisors in order to give full play to their talents and generate benefits. Managers need to communicate with employees frequently, recognize their progress in time, and help them understand how to give full play to their talents in their work.
12. In the past year, I had the opportunity to learn and grow at work?
Survey content: Learning and growth are the normal demands of employees, providing them with opportunities for learning and development in the workplace. Help employees grow up quickly and work more effectively.
Q 12 data analysis:
Accounting index value:
(1) The average value of each question = the total score of the question/the number of samples of the question.
(2) the big mean = 12 sum of the mean ÷ 12.
The above two indicators are used to test individual employees. The 50th percentile refers to the enterprise level that exceeds 50% of the participants in Gallup assessment: 50th percentile (3.62 points), 75th percentile (3.9 1 point) and 99th percentile (4.33 points).
③ Ladder ratio of each major = number of people/number of answer samples.
Used to judge organizational climate, mainly divided into four types:
① Efficient type:
Standard: 4~5 scores account for more than 80%, 5 scores account for more than 20%, and 1~2 scores account for less than 5%. Features: It enables employees to give full play to their potential. This organizational atmosphere is characterized by employees' dedication and their best efforts to complete organizational tasks.
② Excitation type:
Standard: 4~5 is more than 70%, 5 is more than 65,438+05%, and 65,438+0 ~ 2 is less than 65,438+00%. Features: can promote employees to complete the tasks assigned by the organization as much as possible.
③ Neutral type:
Standard: 4~5 points, accounting for more than 60% Features: Employees may not complete tasks as much as possible, but organizational performance can be greatly improved through organizational atmosphere.
④ Negative type:
Standard: 4~5 points account for less than 60%. Features: It may lead to high turnover rate and absenteeism rate of employees, limit employees' efforts, and make employees unable to perform their best work.