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MindMap Gallery The company's human resources department plans recruitment methods and plans

The company's human resources department plans recruitment methods and plans

The company's human resources department plans recruitment methods and plans: Personal performance appraisal is important, but as senior talents, they should have a certain overall thinking and overall judgment. Therefore, the mastery and application of organizational performance tables is a step that touches the strategy and assists the realization of the strategy. Good application tool.

Edited at 2022-11-08 09:54:35

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The company's human resources department plans recruitment methods and plans

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Outline

Effective Recruitment Strategies: Balancing Internal and External Hiring
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The company's human resources department plans recruitment methods and plans

1. Human resources planning

1.1 5 steps to do real human resource planning

The first step, "Learn a foreign language"

Learn the language of business

Buy an industry-related book and learn professional vocabulary

The second step is to hold a meeting

Weekly meetings and monthly meetings are opportunities to learn business and are sources of information.

The third step is to understand the business process

Step 4: Understand business goals

The fifth step is to design human resources to support business goals.

Solution ideas:

What is the root cause of the problem?

How to solve it?

do what?

Questions for business departments:

respond to appeals

Comprehensively and accurately find the pain points of business departments

Maybe the business department itself is not aware of it

Propose plans based on local conditions

Suitable for the development stage of the business

Use data and cases to enhance your persuasiveness

What problems can be solved with data?

Comparison of the company's salary level with the industry

Analysis of reasons for personnel resignation

Personnel structure analysis

Analysis of personnel changes in different departments and levels

Analysis of employee salary growth trends

Number of annual training hours for personnel at different levels

A specific solution consists of the following factors:

First, what problem should be solved:

Analyze the demands made by the business department

What is the real pain point behind the appeal?

Second, analyze the root causes:

What are the root causes of these problems?

The best question: What do you think is causing this problem?

What is the core problem we want to solve?

Third, the design of the plan:

Includes policies, procedures, activities, implementation, tool templates

Fourth, evaluation of the results of solution implementation:

How to measure implementation results and design quantitative evaluation standards

1.2 Sand table exercise of annual human resources planning

Two horizontal and several vertical

The first "horizontal":

Basic work that must be done every month, routine work

Wages, social security, attendance, probation period assessment, labor contract renewal, file management

easily replaceable

The second "horizontal":

Key tasks for each month or quarter

Able to complete key monthly tasks in a planned and orderly manner

Have certain competitiveness

A few "vertical" ones:

Integration capabilities, the ability to assist company operations, and be more closely integrated with the internal and external environment

Annual Human Resources Planning:

Draw a panoramic view of human resources work for the next year

Three tables that high-level HR who understands business must know:

Based on position management - position potential energy map

The job potential energy map is different from the job rank chart and the organizational structure chart, and some people think it is a combination of the two. But after all, it is a change in thinking and a difference in understanding that causes the charts to differ.

The job potential energy diagram can better show the

The value of the position Level assessment between positions and bonus distribution basis and other functions.

Example of job potential energy diagram:

Based on performance management - organizational performance table

The organizational performance table assesses an overall state

Organizational Performance Statement Example:

Personal performance appraisal is important, but as senior talents, they should have certain overall thinking and overall judgment. Therefore, the mastery and application of the organizational performance table is a good application tool to touch the strategy and assist the implementation of the strategy.

Based on training and development - talent map

Why do we make a talent map:

In the situation where the talent supply and reserve are in short supply, the talent quick-fire method of "pulling seedlings to encourage growth" has begun to appear. In developed countries, it takes at least 10 years for a director to mature, but in China, it takes less than 5 years to be entrusted with the important task of a senior executive.

Training and development are the highlight of human resources work. If training and development are not paid attention to, talent supply will always encounter problems, and big problems will be encountered at critical moments.

The assessment and inventory of talents themselves is the main function of human resources management. This is an important function, but it is ignored by many companies. Only the combination and matching of job standards and talent standards can produce a multiplier effect.

Only when senior human resources managers have a detailed understanding of the comprehensive talent situation within the company can they better understand the clear layout at the strategic level and strategizing at the execution level. Therefore, talent map is one of the necessary tools for senior human resources managers.

The essence of promotion and training in human resource management is the process of systematic thinking. The organization itself is a very sophisticated system. Small human resource management behaviors are often closely related and implicated in each other. As a member of an organization, it is not easy to see the whole situation clearly.

Talent map example:

1.3 Annual Talent Inventory

How to carry out talent inventory?

Current structure and preparation status

Statistical analysis of current personnel in each position

Employees’ annual performance, professionalism, and shortcomings

Employee’s academic qualifications, joining time, stability, career plan, areas of expertise, and personal characteristics

Talent distribution table

2. Effective recruitment

2.1 Campus Recruitment

Different experiences lead to different feelings and interpretations of the same thing

Big data analysis, how to do school recruitment most effectively

2.2 Recruitment is a sexy thing

To learn recruitment well, this is enough

First: passing by various industry elites, if you guide them properly, you can gain a top class lesson;

Second: Contact questioning skills, your questions can be a perfect pyramid

Starting from horizontal, vertical and multiple angles, progressing step by step

Third: Use your work to collect samples of people with different personalities. Your life experience is far richer than others.

Fourth: You have become an information garden. The salary manager will draw on your salary indicator library. You have interviewed countless employees for the same position in different regions and different companies. Your first-hand information source is more effective than various websites.