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年初是企业制定新年战略、业务规划的时候,也是大量招聘、引进人才的时候,而年中则是业务大发展的时候,也是用人之际。此时,如果人员大量流失,则会让公司管理层措手小及。而与如何应对员工离职永远相伴的,就是如何招聘到新的合适的员工。A司面临的就是这样的问题,业务的大规模开展需要大量“合适”的人来做,这时些人走了,尽管有些人的离开让他们感到如释重负,囚为这些人真的小适合,但是“合适”的人在短时间内又从哪里能找到呢?如何才能从众多的应聘者中挑出需要的人才?这时选人的方式是精益求精还是大进大出? 人力资源经理被老总下了最后通喋,要求在限定的时间内必须让人员到位,此时人力资源经理应该怎么办?在此,我们将与新浪人力资源总监段冬、中信网络科技股份有限公司副总经理邹正毅、北京腾驹达管理顾问有限公司董事长景索奇以及中国人民大学人力资源专家杨伟国博上、北京技术交流培训中心副主任汪群博上共同探讨这话题。
At the beginning of the year, it is time for a company to formulate its strategy and business plan for the new year. It is also time for a large number of recruitment and introduction of talents while mid-year is the time for business development and employment. At this point, if the loss of a large number of personnel, it will let the company management be less involved. And how to deal with employee turnover is always accompanied by how to recruit new suitable staff. A Division is faced with the problem that large-scale operations require a large number of “right” people to do when people are gone, and although some people leave them relieved, the prisoners really fit these people, However, the “right” people in a short period of time and from where to find it? How to pick out the required candidates from a large number of candidates? At this time the way the election is better or bigger? HR manager was boss Under the last vial, requiring a limited time must allow people in place, this time, human resources manager should be how to do? Here, we will work with Sina Human Resources Director Duan Dong, deputy general manager of CITIC Network Technology Co., Ltd. Zou Zhengyi , Jing Tengqi, chairman of Beijing Teng Ju Management Consultants Co., Ltd. and Yang Weiguo, a human resources expert of Renmin University of China, and Wang Qunbo, deputy director of Beijing Technology Exchange and Training Center, discussed the topic.