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在各种招聘、面试过程中,很多企事业单位人事主管没有形成规范的招聘选聘的体系,完全是凭感觉。一部分企事业单位动辄要高学历、高文凭,执意要求有工作经验,而对应聘人员实际能力以及是否适合岗位,都没有或不能够行之有效地进行考核和评估,一部分人迷信“一见钟情”的感觉,欣赏对方高谈阔论。对某职位与专业知识、能力、工作态度、心理状态等进行科学有效的测试和考问是很有必要的。现在有些企业也在用人才测评软件、小组讨论、模拟现场工作环境、考卷、即兴演讲等方式来甄选人才,当这些方式不能很好地完成甄选人才的任务时,建议不妨用使“问”的艺术来帮助我们选聘需要的“千里马”。如何针对本单位对人力资源的需求和劳动力培养体系的建设来进行科学的提问是一门艺术。所以,面试中人事主管面试的语言艺术是值得研究的。
In a variety of recruitment, interview process, many enterprises and personnel personnel did not form a standardized system of recruitment and recruitment, entirely by feeling. Some enterprises and institutions often have highly educated, high diploma, determined to have work experience required, and the candidates for the actual ability and suitability of posts, are not or can not effectively carry out assessment and evaluation, some people superstitious “love at first sight” Feeling, enjoy each other talkative. It is necessary to carry out scientific and effective tests and questions on a certain position and professional knowledge, ability, work attitude and mental state. Now some companies are also using talent evaluation software, group discussions, simulate the site work environment, exam papers, impromptu speeches, etc. to select the talent, when these methods do not complete the task of selecting the best talent, it may wish to use the “ask” Art to help us select the needs of the “Maxima.” It is an art how to ask scientific questions about the demand for human resources and the building of a labor force training system in this unit. So, the language art of interviews with HR executives is worth studying.