商业英语_05Recruitment

Can you just imagine an organization without people?
No employees, no supervisors, no managers, executives, or owners, just pretty tough assignment. Can the company still exist, run or develop without people?
Q2: What is your biggest weakness? ---self-analysis---relation with the job---overcome it/turn to strength “lack of experience”, “too cowardly to do self presentation” “impatience to do things”, “too active/talkative”… Q3: How long do you plan to work in our company? ---Do not say exact time limit, like one, two or five years. ---Working attitude. ---work hard, contribute all the energy to work every day.
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What is Performance appraisal? Performance appraisal:
a. Upper managers and HRM Dept establish the policies to guide all performance appraisal; b. Employee’s immediate supervisor conducts an employee’s performance.
Socialization:
---to help the selected individuals fit smoothly into the organization. ---to introduce the newcomers to the colleagues; ---to understand their responsibilities; ---to study the corporate culture, policies, ---to see ,to think, to act.
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Human What isResource HRP? Planning
To be effective, what factors must the managers of a human resource program consider?
HRP is accomplished through analysis of both internal factors and factors in the environment. Internal factors--- organization’s human resource needs; ① current and expected skill needs; ② vacancies; ③ departmental expansions and reductions.
Q1: Are you willing to work without any reward? Q2: What is your biggest weakness? Q3: How long do you plan to work in our company?
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Q1: Are you willing to work without any reward? ---Question designed to test your working attitude, salary attitude. ---“Yes” or “No”---statement to support your answer. --- “Yes.” “I cherish the chance to work in this company.” “Graduates or newcomers do not have the right to negotiate salary or fringe benefit.” “If I’m good enough, I’ll get what deserved to me.” “NO.” “Reward can encourage/motivate employees to work.” “Payment can prove my value.”
a. Job analysis:职位分析 a process to identify and determine in detail the particular job duties and requirement and the relative importance of these duties for a given job. Job description:职位描述 a written statement of job content, listing the objectives, responsibilities, main tasks of the job, working environment, etc Job specification:职位要求/雇佣条款 to define the specific skills, education, experience, and qualifications that an individual must have. b. HR Forecasting c. HR consideration d. HR recruiting channels: hiring from outside: campus recruiting, agency, ads, rivals promoting from within
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What is HRP?
Human Resource Planning: HRP is designed to ensure that personnel needs will be constantly and appropriately met. What are the basic aspects in HRP?
c. Informal performance appraisal Formal systematic appraisal d. Low performance additional training demotion separation raise bonus promotion
High performance
P&G believes: “our success is because of our people.” “We attract and recruit the finest people in the world.”
In Business, “HR” refers to the productivity of people. People can provide labor and skills to the company. “Human capital”, HRM, Dept. of HR, “Intellectual assets” Recruiting
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Lead-in activities---Campus recruiting
Campus recruiting, a part of HRM, has been the main job-hunting channel for graduates-to-be. Every year, major business organizations set up stands in colleges and universities to recruit employees for the position.
External factors-- economic environment of the future. ① labor market; ② financial & economic environment.
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Plant Recruitment What Location is Recruitment? Recruitment: to provide enough people to let managers to select qualified employees.
Recruiting→Selection →reading application form job interview /skill test A successful job interview→neat appearance polite behavior, clear expression question answering---key
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What is HRM?
Human Resource Management
---to get the right people in the right position
---the key to the lock
---12 fields: HR planning, recruitment, selection, socialization, training & development, performance appraisal, promotions, transfers, demotions, separations, compensation
① planning for future needs; ② planning for future balance; ③ planning for recruiting or laying off employees; ④ planning for the development of employees.