One of the answers to the exercises after class in the three-level tutorial: Chapter I Human Resource Planning Chapter I Human Resource Planning 1. Briefly describe the content of human resource planning: 1. Strategic planning. That is, the strategic planning of human resources is the stipulation of the general principles, policies and strategies for the development and utilization of human resources in enterprises according to the objectives of the overall development strategy of enterprises. It is the core of various specific plans of human resources, and it is a key plan that concerns the overall situation. 2. Organizational planning. Organizational planning is the design of the overall framework of the enterprise, which mainly includes the collection, processing and application of organizational information, drawing of organizational chart, organization investigation, diagnosis and evaluation, organization design and adjustment, and organization structure setting. 3. System planning. Enterprise human resource management system planning is an important guarantee to realize the overall planning goal of human resources, including the procedures and institutionalized management of human resource management system construction. 4. Personnel planning. Personnel planning is the overall planning of the total number, composition and flow of employees in an enterprise, including the analysis of the current situation of human resources, the staffing of the enterprise, the forecast of personnel demand and supply, and the balance of personnel supply and demand. 5. Cost planning. Human resource cost planning is the overall planning of enterprise labor cost and human resource management cost, including human resource cost budget, accounting, auditing, settlement and human resource cost control. 2. Briefly describe the content, function and procedure of job analysis: Content: In an enterprise, every job has its name, working conditions, working place, working scope, working objects and working materials used. 1. On the basis of obtaining relevant information after completing the post investigation, firstly define the time and space scope of the post, and then systematically analyze the internal activities of the post, that is, compare, analyze and describe the name, nature, tasks, powers and responsibilities, procedures, work objects, work materials, and the relationship and constraints between the post and related posts one by one, and make necessary induction and summary. 2. After defining the work scope and content of the post, according to the characteristics of the post itself, clarify the quality requirements of the post for employees, and put forward the qualifications and conditions of the employees in this post, such as knowledge level, work experience, moral level, psychological quality, physical condition, etc. 3. According to certain procedures and standards, express the research results of the above job analysis in the form of words and charts, and finally work out job descriptions, job descriptions and other personnel documents. Role: 1. Job analysis is the basis of recruiting, selecting and appointing qualified employees. 2. Job analysis provides a basis for employee evaluation and promotion. 3. Job analysis is a necessary condition for enterprises to improve their job design and optimize their working environment. 4. Job analysis is an important prerequisite for making effective human resources planning and forecasting the supply and demand of all kinds of talents. 5. Job analysis is the basis of job evaluation, and job evaluation is an important step to establish and improve the salary system of enterprise units. Procedure: (1) The specific tasks in the preparation stage are: to understand the situation, establish contacts, design the scheme of post investigation, and clarify the scope, objects and methods of investigation. 1. According to the overall objectives and tasks of job analysis, get a preliminary understanding of the status quo of each position in the enterprise and master all kinds of basic data and materials. 2. Design the post investigation scheme. (1) Clarify the purpose of post investigation. (2) Determine the survey object and unit. (3) Determine the investigation items. (4) Determine the questionnaire and fill in the instructions. (5) Determine the time, place and method of investigation. 3. To do a good job analysis, but also do a good job in the ideological work of employees, explain the purpose and significance of this job analysis, establish friendly and cooperative relations, and make relevant employees have good psychological preparation for job analysis. 4. According to the tasks and procedures of job analysis, it is decomposed into several work units and links, so as to be completed item by item. 5, organize relevant personnel, study and master the investigation content, familiar with the specific implementation steps and investigation methods. If necessary, we can make a preliminary investigation and analysis of several key positions to accumulate experience in post inspection. (2) Investigation stage The main task of this stage is to conduct a serious investigation and study on the post according to the investigation plan. (3) Summary and analysis stage This stage is the last link of job analysis. Firstly, the results of the after-the-fact investigation are analyzed in detail, and finally, they are comprehensively summarized in the form of words and charts. Third, briefly describe the principles and methods of homework design: principle: 1, the principle of clear mission objectives. 2, the principle of reasonable division of labor and cooperation. 3. The principle of consistency of power and responsibility. Methods: (1) The traditional method research technology is a special technology that uses the empirical method of investigation and research to comprehensively and systematically observe, record and analyze the contents and steps of current post activities, find out unnecessary and unreasonable parts, and seek to build a safer, more economical, simpler and more effective operating procedure. Including: 1, program analysis. 2. Action research. (2) The method of modern ergonomics is a science to study the working rules, working methods, working procedures, subtle movements, working environment, fatigue rules, man-machine matching and man-machine relationship in the overall design of engineering technology. (3) Other methods that can be used for reference, in addition to the above two methods, the most practical significance is the basic theories and methods elaborated by industrial engineering. 4. Briefly describe the function and principle of enterprise personnel quota: Function: 1. Reasonable labor ability is the scientific standard of enterprise personnel. 2. Reasonable labor ability is the basis of enterprise human resource planning. 3. Scientific and reasonable staffing is the main basis for the deployment of all kinds of employees within the enterprise. 4. Advanced and reasonable labor ability is conducive to improving the quality of the labor force. Principle: (1) The staffing must be based on the production and operation objectives of the enterprise. (two) the staffing must be streamlined, efficient and economical. 1, product design should be scientific. 2. Provide part-time jobs. 3, the work should have a clear division of labor and responsibility. (3) the proportion of all kinds of personnel should be coordinated, including the proportion of direct production personnel and indirect production personnel; Proportional relationship between basic production workers and auxiliary production workers; Proportional relationship between all kinds of indirect production personnel and all kinds of posts in basic production workers and auxiliary production workers. (4) People make the best use of their talents. (five) to create a good environment for the implementation of staffing standards. (six) staffing standards should be revised in a timely manner. 5. Explain the basic method of enterprise staffing: (1) Staffing according to labor efficiency means calculating the number of employees according to production tasks, labor efficiency and worker attendance. (2) According to the equipment quota, calculate the number of personnel according to the number of units, shifts, workers' supervision quota and attendance required to start the equipment. (3) Calculate the number of posts according to the number of posts and the workload of posts. (four) according to the proportion of the number of employees in the enterprise or the total number of people in a certain category, calculate the number of people in a certain category. (five) according to the organization, scope of responsibilities and business division, it is mainly applicable to the staffing of enterprise management personnel and engineering and technical personnel. 6. Introduce a new method of enterprise personnel allocation: (1) Use mathematical statistics to manage employees. (2) Using probability inference to determine the economic and reasonable number of medical staff. (3) Using queuing theory to determine the economic and reasonable number of tool keepers. (4) Zero-based staffing method. Seven. Characteristics and composition analysis of human resource management system: Features: (1) The enterprise human resource management system embodies the basic functions of human resource management. 1, employment. 2. Keep it. 3. development. 4. evaluation. 5. adjust. (B) Enterprise human resource management system embodies the unity of material existence and spiritual consciousness. Composition: Enterprise human resource management system can be planned and designed from two aspects: basic management system and employee management system. The system belonging to the basic management of labor and personnel can include: provisions on organizational structure and setting adjustment; Provisions on job analysis and evaluation; Provisions on post setting and personnel cost budget; Provisions on internal and external recruitment; Staff performance management regulations; Provisions on personnel training and development; Wage and welfare regulations; Provisions on labor protection articles and handling of safety accidents; Provisions on prevention and inspection of occupational diseases, etc. The system of managing employees mainly includes: the provisions of working hours; Attendance regulations; Vacation regulations; Provisions on annual leave; Provisions on labor protection and family planning for female workers; Employee reward and punishment regulations; Staff travel expenses management regulations; Rules for employees to wear badges; Provisions on employees going abroad for personal reasons; Provisions on internal communication channels for employees; Provisions on rationalization proposals for employees; Provisions on employees' leapfrog complaints; Provisions on employee satisfaction survey, etc. Eight. Briefly describe the principles, requirements and steps of formulating human resource management system: principle: (1) * * * the same development principle; (two) suitable for the characteristics of enterprises; (3) Pay equal attention to learning and innovation; (four) in accordance with the law; (five) consistent with the collective contract; (6) keep dynamic; (1) It starts from the specific situation of the enterprise; (2) Meet the actual needs of enterprises; (3) Abide by laws and ethics; (4) Pay attention to systematicness and compatibility; (5) Maintain rationality and advancement. Steps: (1) Propose the draft human resource management system; (2) solicit opinions extensively and organize discussions seriously. (3) gradually modify, adjust, enrich and improve. 9. Briefly describe the methods and procedures of human resource expense audit: Methods: When conducting expense audit, we should first carefully analyze all aspects of human resource management activities and their processes, and then determine what resources and how many resources are needed to support these activities and their processes (such as human resources, financial resources and material resources). The principle of budget and implementation of these expenses is "separate budget, overall control and case execution", and the company puts forward the control amount according to the comparison between the budget and settlement of the previous year. Most of them are controlled by the human resources department, and the project can be adjusted and used according to the surplus and deficiency after the economic approval process. Some projects, such as training expenses, should be controlled according to departments to prevent departments from crowding each other and failing to complete their respective training tasks. Procedure: When reviewing the labor budget for next year, we should first check whether the project is complete, especially those sub-items. In the audit, we must ensure the completeness of these projects, and pay attention to the changes of relevant national policies, whether it involves the increase or decrease of personnel costs. In particular, we should pay close attention to the increase and decrease of personnel costs when enterprises adjust a certain human resources policy, and make it fully reflected when auditing the expense budget in order to obtain financial support. In short, wages and funds must be strictly distinguished and cannot be confused. When reviewing the expense budget, we should pay attention to the new changes in the relevant national regulations and payment standards, especially the important items such as fund management and social insurance that involve the interests of employees, so as to ensure that they can be reflected in the human resources expense budget. 10. Briefly describe the functions and processes of human resource cost control: Function: 1. The implementation of human resource cost control is an important means for enterprises to achieve labor cost objectives on the premise of ensuring the vital interests of employees and making the work completed smoothly. 2, the implementation of human resources expenditure control is an important way to reduce the recruitment, training, labor disputes and other human resources management costs. 3. The implementation of human resources expenditure control provides a guarantee for preventing the abuse of management expenses. Procedure: 1, establishing control standards; 2. Implement human resources expenditure control; 3. Difference Handling Chapter II Personnel Recruitment and Allocation 1. What are the recruitment channels for employees? Briefly describe the characteristics of various employee recruitment channels. Channel: internal recruitment: (1) recommendation method; (2) notification method; (3) Archives Law. External recruitment: (1) advertising; (2) Using intermediary; 1, talent exchange center; 2. job fairs; 3. headhunting company. (3) campus recruitment; (4) online recruitment; (5) recommendation by acquaintances. Features: Internal trick: 1, high accuracy; 2. Quick adaptation; 3. Strong motivation; 4. Low cost; 5, causing some contradictions in the organization, causing adverse effects; 6. It is easy to inhibit innovation. External recruitment: 1, bringing new ideas and methods; 2. It is conducive to recruiting first-class talents; 3. The role of establishing image; 4. The screening is difficult and takes a long time; 5. Slow entry into the role; 6. High recruitment cost; 7. High decision-making risk; 8. Affect the enthusiasm of internal employees. 2. What are the methods for preliminary screening of candidates? Methods: 1. Method of selecting resume (1) resume structure analysis; (2) Review the objective contents of the resume; (three) to judge whether it meets the requirements of post technology or experience; (4) Reviewing the logic in the resume; (five) the overall impression of the resume. Second, the method of screening application forms (1) judges the attitude of candidates; (2) Pay attention to the problems related to occupation; (3) Mark suspicious places. Third, briefly describe the basic steps of the interview. The preparation stage before the interview; (2) the initial stage of the interview; (3) the formal interview stage; (4) the interview stage is over; (5) Interview evaluation stage. Fourth, briefly describe the interview skills. (1) Open question; (2) Closed questions; (3) list the problems; (4) hypothetical questions; (5) repeat questions; (6) Confirmatory questions; (7) Ask questions with examples. 5. Briefly describe the classification of psychological tests. First, personality test; Second, interest test; Third, ability test; 1, general aptitude test; 2. Special professional ability test; 3. Psychomotor function test. Fourth, the situation simulation test method; 1, language expression ability test; 2. organizational ability test; 3, transaction processing ability test. Six, briefly describe the classification of scenario simulation method. 1, language expression ability test; 2. organizational ability test; 3, transaction processing ability test. Seven, briefly describe the classification of employee employment decision-making strategies. First, multiple elimination; Second, the type of compensation; Third, the combination type. Eight, briefly describe how to evaluate employee recruitment. 1. Cost-benefit evaluation: (1) Recruitment cost; (2) Cost-utility evaluation; (3) The ratio of recruitment income to cost. Second, quantity and quality evaluation: (1) quantity evaluation; (2) Quality evaluation. Third, reliability and validity evaluation: (1) reliability evaluation; (2) Validity evaluation. Nine, briefly describe the content and principle of division of labor. Content: 1, division of functions; 2, professional (type of work) division of labor; 3. Technical division of labor. Principle: 1. Separate direct production from management and service; 2. Separate different process stages and work types; 3. Separate preparation from implementation; 4. Separate basic work from auxiliary work; 5. Separate jobs with different skills; 6, to prevent the negative impact of the division of labor is too fine. Ten, briefly describe the content, requirements and forms of labor cooperation. Content: In addition to arranging the organization of grass-roots teams and operation groups, the labor cooperation of enterprises should also do a good job at the workshop level. Requirements: 1. As far as possible, all kinds of cooperative relations should be fixed, and strict regulations should be made in the enterprise management system on the procedures, methods and examination and approval authority for establishing, changing and dissolving cooperative relations. 2, the implementation of economic contract system. 3. Comprehensively strengthen the management of planning, finance, labor and personnel, and borrow various economic levers and administrative means to ensure the realization of cooperative relations. Form: simple collaboration and complex collaboration XI. Briefly describe the method of employee distribution. Configure according to human standards; Configure according to the post; Configuration is based on two-way selection. Twelve. Briefly describe the connotation of "5S" activities. 1, being sorted. Improve and increase the working area; Make the site free of sundries, keep the streets clear and improve work efficiency; Reduce collision opportunities, ensure safety and improve quality; Put an end to accidents such as mismatch and mixing in management; Conducive to reducing inventory and saving money; Change work style and improve work mood. 2. correct. Scientifically and reasonably arrange and place the items that need to be left at the site, that is, put the items that need to be used in order according to the designated position, manage them with signs, get the needed things at the fastest speed, and complete the operation with the simplest process. 3. clean up. Perform self-inspection when cleaning. 4. clean. Consolidate and maintain the results of sorting, rectifying and cleaning up, and institutionalize them. 5. Be literate. That is, education, striving to improve the quality of employees, forming good work habits and strictly observing the code of conduct, without the need for supervision and inspection by others, is the core of "5S" activities. Thirteen. Briefly describe the content of labor environment optimization. (1) lighting and color; (2) noise; (3) temperature and humidity; (4) greening. Fourteen, briefly describe the organizational form of labor transfer. (1) double shift system; (2) Three shifts; 1, intermittent three-shift system; 2. Continuous three-shift system (3) Four-shift system; 1, "48 cross"; 2, 46 working system; 3. Five-shift rotation system. 15. Briefly describe the organizational forms of Class Four, Class Three, Class Five and Class Four. Four-shift and Three-operation: Also known as the four-three system, its rotation system is a four-shift system with eight days as a cycle, with three shifts of production in the morning, middle and evening, and continuous production of equipment, with workers taking two days off every eight days. You can also arrange a rest day after working for three days, or arrange a rest day after working for nine days. From the perspective of cycle, it can be divided into four days, eight days, twelve days and other forms. Under the working hours system of 40 hours per week, enterprises need to arrange a public holiday every month when adopting the current shift system. Five shifts and four shifts: that is, the five-shift rest system, which is a shift system in which employees have two days off every ten days of work. Take ten days as a cycle, organize a five-shift system, implement the production of three shifts in turn in the morning, middle and evening, maintain the continuous production of equipment, and arrange a deputy shift to go to work at normal daytime hours every day, responsible for completing auxiliary and service tasks such as cleaning equipment, cleaning and maintaining the environment. Sixteen, briefly describe the procedures of labor dispatch and introduction. 1. Individuals fill in the application form for laborers and make an appointment for registration. 2. The dispatching company is responsible for arranging the employer to interview the workers, or recommending the personal data retained by the applicant to the employer for selection. 3. The dispatching company signs a labor contract with the employing unit, and the employing unit sends an invitation letter to the hired personnel. 4. The employed personnel shall submit the relevant materials required for the formalities. 5. Workers receive exit training. 6. Laborers shall go to the quarantine organ to apply for international travel health certificate and vaccination certificate. 7. The dispatching company is responsible for the formalities of examination and approval, passport and visa. Seventeen, briefly describe the management of labor distribution and introduction. Management of labor dispatch: (1) Audit of labor dispatch projects; (2) the choice of expatriate laborers; (3) Training of expatriate laborers. Labor introduction management: (1) Employment of foreigners for approval; 1, the resume certificate of the proposed foreigner; 2. Letter of intent for employment; 3. Report on the reasons for the proposed employment of foreigners; 4, intends to hire foreigners to engage in the job qualification certificate; 5. Proof of the health status of the foreigner to be employed; 6. Other documents stipulated by laws and regulations. (2) Basic conditions for employing foreigners for employment; 1, age 18, healthy; 2. Have the necessary professional skills and corresponding work experience for this position; 3. No criminal record; 4. Having a definite employer; 5. Hold a valid passport or other international travel documents that can replace passports. (3) Work after employment. 1, apply for an employment permit; 2. apply for a residence permit.