manpower planning
Based on the company's phased development strategic plan
medium and long term planning
Organizational structure
Principle: clear functions and clear hierarchy
The organizational structure is adjusted in real time as the organization changes to achieve strategic goals at different stages.
The organizational form of the company’s organizational system {pyramid structure form}
1. Top management? people
2Middle management? people
3. Grassroots management? people
The construction content of the company’s organizational system
1 Position assignment: According to the company’s goals and task functions, functional departments are divided.
2. Capacity: Capacity according to the work characteristics, work tasks, workload, etc. of each functional department.
3. Set salary: Set a reasonable salary package.
corporate culture
Formulate and refine corporate culture system
{1}Business philosophy: including organizational goals\strategic goals\, etc., clearly define what the company advocates?
{2}Establish corporate image and the image of outstanding individuals
{3}Integrate corporate culture and corporate systems organically
recruitment
Recruitment principles
Starting from the overall development of the company, in line with the principle of "clear plans, focused recruitment, total control, and priority on urgent needs", we will strive for all kinds of talents who identify with the company's culture and business model, identify with the company's team organization, and identify with the company's business and development concepts. Recruit first.
Recruit people with potential, who can tap their potential, and have good professional qualities to form the first and second echelons of the company
Regarding technical R&D talents, in the later stage, the company's technology, equipment, processes, etc. can be combined to clarify the direction of career development. As a stable driving force for talents, skills training, technical competitions, mentoring and apprenticeships and other carriers can be used to gradually promote the cultivation and development of high-skilled talents. reserve.
Recruitment channels
Online recruitment
Commonly used recruitment apps
BOSS direct recruitment, worry-free career, Zhaopin recruitment
Shaoxing local E network recruitment
Various labor force employment exchange groups
Temporary jobs such as general packaging workers
Various skill talent groups
Use individual communities to publish recruitment information
Offline recruitment
Job fairs held in Shaoxing City (usually arranged during the Chinese New Year)
Campus job fair
Shaoxing local colleges and universities
Vocational school (blue-collar)
Shaoxing Vocational and Technical School
Zhejiang Industrial Vocational and Technical School
Zhejiang Agriculture and Commerce
University type
Shaoxing University of Arts and Sciences
Yuexiu International Studies University
Hangzhou colleges and universities (generally organized and arranged by the Human Resources and Social Security Bureau)
labor agency
Headhunter
Headhunting (key positions or targeted talents or positions that are scarce in the talent market)
General labor agency
Front-line operator labor dispatch or outsourcing
School-enterprise cooperation, industry-university-research, and targeted training classes
Support from human resources and social security departments and school leaders
Poverty alleviation recruitment activities (usually organized by the government), for example, the poverty alleviation city that Shaoxing connects with is Mabian County in Sichuan. There are general labor service agencies stationed in Shaoxing. Shaoxing also has corresponding support and subsidy policies for hiring people from this area.
Internal introduction (not suitable for early stage)
How to recruit quickly and efficiently
Recruitment advantages sorting out
company level
Establishment and creation of employer brand influence
Purely foreign company background
The new company brings new career opportunities, new challenges and new milestones from 0-1
Advantages of salary and benefits
Company vision, corporate culture
Human Resources Department Recruitment Portal Reputation
external
Promotion of talent attraction in Shaoxing city
As a famous historical and cultural city in Zhejiang Province, Shaoxing has always had a profound cultural heritage and economic foundation.
Shaoxing has always attached great importance to improving people's livelihood and strives to create a better living environment and conditions for residents. It is very livable.
Shaoxing's per capita immediate disposable income in 2023 is 69,707, ranking third in Zhejiang
Promotion of various talent subsidy policies in Shaoxing
Form a competitive and attractive employer profile to the outside world
Choose appropriate recruitment channels and tools based on different levels of talent
Manager-level and above and scarce talents in technical research and development
Various recruitment APP headhunting
General office, clerical, and technical talents
Shaoxing E-Net Campus Recruitment Reserve
blue collar
1. 58 cities
2. Ganji.com
3. Poverty alleviation recruitment activities (usually organized by the government). For example, the poverty alleviation city that Shaoxing connects with is Mabian County in Sichuan.
4. Labor dispatch
5. Social networks (labor WeChat groups, etc.)
6. Mobile stalls, night markets, etc. in densely populated areas (if necessary)
Reserve student talents
School-enterprise cooperation
Scientific and reasonable talent screening mechanism
Interview screening
Talent assessment tools
In my previous job, when recruiting management, financial positions, administrative positions and key positions in the production sector, DISC personality test and PDP were relatively used.
competency quality model
professional knowledge
Human resources knowledge
Skills/Abilities
Recruitment and development capabilities
Ability to recognize and employ people
Expressive communication skills
Judgment, adaptability and decision-making abilities
performance oriented ability
Professionalism
Integrity, service awareness, team awareness
Interview method
semi-structured interview
Based on the pre-designed questions, ask some random questions to further understand
Interact with candidates efficiently and quickly without delay
Recruitment team building
Add recruitment specialists at the right time and train the second echelon of the human resources department.
Train one to two recruiters in each department and participate in daily trial work of human resources to strengthen recruitment cooperation and improve recruitment efficiency
Construction of talent pool
Build a talent pool so you can quickly find the right candidates when hiring needs arise in the future
System construction
normative institutional system
system
It is necessary to write down the basic personnel, administrative and financial rules and regulations necessary for the company's operation before personnel enter the company.
process
The development of various departments' work is inseparable from "process", especially when the company is just established, it should establish "process awareness"
New employee induction training
Based on the training of new employees and the different development stages of the company, we gradually improve
Responsible institutional system
Assessment system: including clear responsibility standards, design of indicators, quality and quality control, and performance assessment.
Tracking system: supervise the implementation of various systems, enforce them and give timely feedback. We cannot pursue decoupling or give up halfway. We must persist for a long time and be deeply rooted in culture.
Incentive institutional system
Targeted system: including production planning\production preparation\purchasing and material control\product quality control and requirements.
Reward and punishment system: follow the principles of openness, justice and fairness
Understanding of various local policies in Shaoxing
Talent introduction policy
Skills training policy of the Bureau of Human Resources and Social Security
Social security and provident fund policies
Salary planning
salary survey
Investigate local salary levels in Shaoxing City and benchmark company salary structures with peers and products to provide a reference for formulating the company's salary system.
The annual salary table for various industries and positions published by the Shaoxing Human Resources and Social Security Department every year is for reference only.
Salary setting
Headquarters salary design and cost direction control
Shaoxing Company has set a salary plan for the first-tier positions in the early stage based on its own actual situation.
As the company develops, we will gradually improve variable flexibility solutions at different stages.
The schedule for other modules will be upgraded after arrival based on the progress of the company's preparations and the progress of related work.
Administrative or other auxiliary work will be gradually carried out under the arrangement of the general manager.
6 key dimensions: technical skills, communication skills, leadership, problem-solving skills, teamwork skills, self-management skills
Example of competency model for human resources manager position
At present, the company is in the early stage of the first phase of preparation, and will continue to go through the stages of factory construction, equipment installation and commissioning, trial production, formal production (centered around the first phase production capacity target), and second phase construction. A newly established company starts from scratch. For a qualified personnel manager, under the guidance of the general manager, he must first do a good job in the company's manpower planning, job setting, basic management system writing, recruitment and introduction of urgently needed talents, and Matters such as personnel reserves for key positions
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