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3200456 2010 年 08 月 03 日 09:40 Reading (loading. ..) Comments (0) Category: Personal Diary
a human resources director of human resources manager job interview impression this is a human resources director at a Web site published an article, reads as follows: Recently, about a dozen Human Resources Manager candidates to do the interview the candidates, let me surprise, found the current one is bold and overconfident people, the second is the lack of grass-roots work great experience and professionalism poor third,
团购网, fourth, the money first. I put one of the candidates as the analysis: such and such a (call it A), female, 78 years old, time, the four companies have appointed deputy director, personnel director, personnel manager, which made a 3-year human resources manager. First, introduce yourself, and she used to be 3 minutes of their brief, I think the general satisfaction, but the next time bad. I have the background and life situation, work experience and achievements in three aspects of learning and training experience to do the question, no problem First, second and third aspects of the great. Simply comes down to: -
1, does not correctly state the standard national childbearing -
2, do not know what is the standard working time -
3, do not understand post valuation -
4, can not fully state the characteristics of part-time employment contract -
5, left side does not know what to talk nearly the content -
6, do not know the job description consists of several parts -
7, the last link can not say what the training -
8, false statements of the trial period the provisions of -
9, do not know the principles of performance interviews -
10, have not heard of the principle of recruitment STAR -
11, the wrong interpretation of the monthly pay-days and the number of days -
12,
团购导航, on paid leave only heard, do not know the specific circumstances -
13, forget the local average salary last year -
-14, forget who is the founder of scientific management -
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1, National childbearing criteria: male 26 years old, female 24 years old -
under the years old) married, can enjoy 3 days marriage leave. 2, in line with late marriage age (women 23 years of age, male 25 years of age), may enjoy a late marriage and leave for 15 days (including 3-day statutory marriage.) 3, both men and women is not a marriage work, and visual journey distance, the other to give away false. 4, in the home leave (exploration parents) during the marriage, not the other to leave. 5, the marriage, including public holidays and statutory holidays. 6, remarriage may enjoy the legal marriage, late marriage can not enjoy the holiday. -
wages during marriage: marriage and the journey in the holiday period, with full pay. In 1959, the Ministry of Labour in the within days, with full pay. Employees can receive a marriage license application after the marriage to the employer, the employer shall give, not to your marriage on the grounds deduction of wages. To encourage late marriage, late marriage meet the conditions stipulated by the State, can increase the marriage, but the specific increase in the number of days the provinces, cities and regions to decide for themselves. -
2, the standard working time: the daily working time is 8 hours, 5 days per week, ie 40 hours. -
standard working hours system -
standard working hours system, also known as standard operating system is determined by the legislature to work for a length of day and night, working days of the week, and require employers and workers generally exercised by the general basic system of working hours. Standard working hours are standard and the basis for other special working hours system is calculated on the basis and reference standards. Therefore, the standard working hours of critical importance, but also in the national labor legislation substantial. -
standard working hours in the standard is not static,
大学最流行的30个脑筋急转 你不会 OUT啦 - Qzone日志, with the social development, the standard is constantly evolving and improving. According to the All units and individuals are not allowed to extend the working hours of employees. -
this system and the labor law is somewhat different. more than the upper limit of four hours. How do the extra four hours? According to the Ministry of Labor treatment, but the labor administrative departments have the right to require the employer to correct. Thus, although this in four hours, the employer is not required to pay overtime wages to employees, but only as a special treat, or by accident, the employer should not be forty-four hours per week as the basis for calculating overtime pay, If so, the labor department the right to ask employers to correct and press the forty hour work week standard. -
that the required standards in the realization of the work completed within the time given to additional wage incentive plan. Organization to determine the standard time to complete a task, such as built in a certain time on the car engine. If the pilots in the standard time to complete the work, you can get the equivalent of working full-time wage standards. Assume that the engine fitted with a time of two hours. If the mechanical one and a half hours to complete with the job, then this is equivalent to a half-hour pilots earn two hours of wages. -
standard working hours and the piece rate system similar to a large extent. They encourage employees to complete the work as soon as possible and not necessarily fancy the quality of work. -
standard time is calculated: -
Standard Time = Normal time + (put the percentage of normal time × W) = normal time × (1 + W discharge rate) -
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3, job valuation: also known as job evaluation, including assessment of the effect of jobs, authority, responsibility and the size, qualifications, working conditions, and finally, to establish a position value system, can be used for salary structure design, performance evaluation, and promotion channel design. -
also known as post Valuation
job or work valuation assessment is based on the analysis in the work, to take certain methods,
北京团购网, the impact of position in the organization, responsibility and the size of the work strength, work difficulty, working conditions, job characteristics to evaluate working conditions, etc., to determine the relative positions in the organization value, and as a result the process of establishing position value sequence. -
4, part-time labor contract characteristics: working time, not more than 4 hours per week to 30 hours; to enter into a written contract; companies to pay industrial injury insurance; pay by hour, day, month, calculated . -
-time part-time labor contract, labor contract is agreed upon by workers and employers working time in hours as a unit for the establishment of labor relationship. Part-time employment is the employment of the market economy and developed in various forms, employment forms. compared to full-time employment, part-time employment is more convenient, flexible, flexible employment is conducive to the employer, but also help create more employment opportunities and promote the employability of workers. -
-time labor contract has two characteristics: -
(1) part-time labor contract is based on hours of labor relations for the unit; and general labor relations are based on day, month, year in establishing a labor contract. Correspondingly, that part-time labor contract payment unit is hours -
(2) workers with two or more employers to establish labor relations. China's If the worker in the formal work for other employers in addition to service, you can only be counted as part-time, and can not be considered official labor relations,
上海团购网, can not pay social insurance premiums. Rather than the standard full-time labor relations labor relations, and thus not bound by this provision. -
working hours: -
-time workers in the same employing unit that the general average daily working time is not more than four hours, weekly working hours total no more than twenty four hours of labor form. part-time employment -
sixty-eighth Stipulations not of full-time employment refers to the hourly rates the main employer of workers in the same general average daily working time is not more than four hours, weekly working hours total no more than twenty four hours of labor form. -
sixty-ninth Stipulations not of full-time labor may deem an oral agreement. -
workers engaged in part-time employment with one or more Employers, labor contracts; However, after the labor contract shall not affect the first performance of labor contracts. -
Article
ten part-time labor may not stipulate a probation period. -
第七十一条-time labor by both parties either party may terminate employment at any time notify the other party. Termination of employment, the employer not to pay economic compensation. -
seventy Stipulations not of the standard hourly rates for full-time employment the employer shall not be less than the local people's governments at the minimum hourly wage requirement. -
remuneration of part-time employment shall not exceed the settlement cycle on the 15th. -
Guangzhou - Biology - Momo (646603906) 11:14:31 -
Ministry of Labour and Social Security
-time employment on a number of views on the issue -
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(BMA [2003] No. 12) -
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three-time employment on Social Security -
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⒑ work part-time workers should participate in basic pension insurance, in principle, with reference to the insured individual business approach to the implementation. To have participated in basic pension insurance and the establishment of personal accounts staff, before and after the payment years together, the inter-regional co-ordinating the transfer should go through the basic endowment insurance and the transfer of personal accounts, follow procedures. Eligible for retirement when the total issued by the state basic pension. -
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⒒ work part-time workers can participate in the basic medical insurance personal capacity and in accordance with the level of treatment and payment linked to the level of principle, enjoy the corresponding basic medical insurance upsides. Basic medical insurance over the specific measures for the development of labor and social security department. -
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⒓ employer shall, in accordance with the relevant provisions of labor relations for the establishment of paid part-time workers industrial injury insurance premium. Workers work part-time work injuries take placered, according to the law to enjoy the work injury insurance strengths; been identified as disabled 5-10 level, the employee and the employer so agree, to a one-time settlement of disability benefits and related costs. -
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5, the content of exit interviews: -
understand the reasons for staff leaving the service, to appease; that the provisions of the company's turnover management, organization and implementation of financial funds transfer and settlement separation, independence war quick decision. -
exit interview refers to the employee leaves the company before the interview with him. From the employer's point of view, the main purpose of exit interviews is to understand the reasons for staff leaving the service to promote continuous improvement. Exit interviews are also companies who will be leaving the transfer of knowledge and experience to their successors a chance. Companies can even exit interviews, to invite staff to leave the existing team to complete the current project on how to solve the existing problems and provide recommendations on how to cooperate with each other. -
The purpose of exit interviews
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to the real from the employee left the company decided to leave the period (days, weeks or even months), is the enterpincrease to obtain significant information from him, and knowledge of the significant period. When leaving the accumulation of a large number of knowledge workers and customer resources, such as when his position was sales, inducement officer or business unit managers, exit interviews have become particularly vital. Outgoing staff knowledge is very valuable, but companies often wait until he has to leave or argueing cardboard boxes containing items about their own rush to leave, will be aware of this value. -
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whatever the employee submitted his resignation or dismissal of business decisions which employee, ask yourself: should we take the time to think around how knowledge transfer this matter? In other words, if we value the knowledge of staff have left, are not worth considering to move it to the company the right person? -
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more common situation is, however, if key employees leave the company, the face of all the resulting headaches, senior managers often a The key contacts in the information or the loss is not terrible. These words is clear uply undesirable. -
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fact, most people do have left a very valuable (and often is important) knowledge and experience. Moreover,
很晚了，却很苏醒 - Qzone日记, as long as the company to be friendly to their departure (exit interviews to help do this) and made in good faith invitation, most of the departing staff are happy to share their knowledge, or afford help for the successor, or supply recommendations for the management team. This is also the reason why companies need to think carefully roughly exit procedures, and the rational organization of the exit interview process is a major reason. -
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all of which depend on the atmosphere of the time of separation. Often, especially when sales staff turnover, the business and departing staff will be suspicious of each other and see each other as a threat. This greatly affects the effectiveness of the transition. This suspicion is not any good to both sides, efforts should be eliminated. The ideal situation is to be encouraged (or even reward) personnel to participate in a brief departure left the meeting, interested parties (if possible, of course,
团购网站大全, including the successor) should attend to get the knowledge they want. -
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6,
皮特搞笑图片集 - Qzone日记, job description consists of several parts: job title, qualifications, job responsibilities, promotion channels, performance evaluation criteria related to job organization chart. -
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7, the last part of what training: training effectiveness assessment and feedback (training requisition surveys, training plans, select the training institutions and courses, training, organization and implementation, training for transfer, training effectiveness evaluation and feedback) - / p>
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8, on a trial basis: labor contract period of 3 months of age, no probation period; labor contract for a period exceeding 3 months (including 3 months) is less than 1 year, the probation period of not more than one months; labor contract for more than 1 year (including 1 year) less than 3 years, the probation period of not more than 2 months; labor contract for more than 3 years (including 3 years), the probation period of not more than 6 months. -
the provisions of the trial period: 1 term probationary period and the corresponding relationship between the duration of labor contracts there are provisions that the labor contract less than one year, the probation period shall not exceed one month; more than one year labor contract less than three years, the probation period shall not exceed two months; three years fixed term and no fixed term labor contract, the probation period shall not exceed six months. To complete the task as the term of the contract or labor contract shall not be less than three months probation period. -
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2, the same worker with the same employer can only stipulate one probation period. Renew the labor contract, whether or not change the positions are no further probation period. -
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3, the probation period should be included within the term of the labor contract. Separate contract does not set up the trial period, the probationary period the contract is the labor contract, the employer as to abandon the trial period. -
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4, a new wage standards for probation. -
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5, trial law to pay compensation. , has been performed by more than the statutory period of probation to pay compensation to the employee. In addition to the extended trial probationary period wages paid, but also turned positive after an additional payment of wages as compensation. -
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9, the principles of performance interview: not the person, matter-; seek a fair and objective; the two sides have equal status; talk less and listen more; to talk to each other acceptable way to operate; in order to reach a consensus on performance results; must be removely defined performance improvement plans; achieve the above objective, the timely conclusion of the dialogue, so as not to disperse the center of gravity. -
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10, the principle of recruitment STAR: Situation (background), Task (the task), Action (action), Result (the result). -
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11, the monthly pay-days and the number of days: 21.75 days -
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12, paid annual leave: the cumulative work experience than or equal to 1 year, less than 10 years, the statutory paid annual leave for 5 days; total length of service is greater than or equal to 10 years, less than 20 years, with the statutory 10 days paid annual leave; total length of service is greater than or equal to 20 years, the statutory paid annual leave of 15 days. -
13, the local average wage last year: Shanghai, the average social wage in 2007, 2892 yuan; 2008, the average social wage, 3292 yuan. -
14, founder of Scientific Management: Taylor (Taylor) -
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