创意的辞职面试.doc

创意的辞职面试求职要面试，如今辞职也要面试。刚刚从某外资通讯公司辞职的沈先生(化名)就刚刚经历了这样一次特殊的面试。面试题目包括辞职原因、公司是否没有为其提供用武之地、相应的培训和奖励是否到位等。按照固有思维，员工辞职意味着员工和公司之间的矛盾已不可调和，并最终走向决裂。从这个角度来看，公司相关方面负责人会与员工进行面对面交流的辞职面试，不仅体现公司容人的广阔胸襟，也展示了公司求变创新的积极心态，可谓企业人力资源管理创新的一大亮点，其好处显而易见。其一，它有利于增进企业与员工之间的沟通。员工辞职的理由可能很多，其中不乏一些不可抗因素，比如说薪酬和福利太低，或者因家庭原因而不得不换一下工作环境。但是，必然也有一些因素是可以探讨的，关键在于能否通过二者之间的有效沟通，阐明需求，留住人才，实现双赢。事实上，一些员工之所以辞职，很可能是由于对企业存在误会与隔阂。这时，主管与其进行一对一的倾心交谈，可化解矛盾、澄清疑虑、消除误会，第一时间让员工回心转意；即使挽留不成，也争取最大限度地获知企业自身在管理上不尽如人意之处。从这个意义来说，员工辞职不仅不是损失，反倒是一次次加快发展的机遇。其二，辞职面试也有利于企业提高人力资源管理水平。由于社会分工和职业选择多元化的趋势渐趋明显，相对于资薪水平而言，很多员工更看重企业能否为其提供展示自己的空间，能否铺就一条企业与个人共同发展的道路。这意味着，企业已经从单向的需求发布方，变成了双向选择的一个端点，这无疑向企业的人力资源管理体系提出了严苛的挑战。反观辞职面试，不仅可以通过员工的切身感受得到最直接、最真实的企业管理体验，还可以为企业内省管理漏洞提供第一手反馈资料。这些宝贵的意见也将为企业在未来的管理工作提供良好的改革借鉴。从这个意义上讲，员工的辞职仅是微观上的个体损失，而它对于整个企业管理体制的改进则有着更为重要和积极的推进作用。总而言之，人才是提高企业核心竞争力，推动企业创新发展的关键所在。因此，如何更准确地把握人才需求，以更加人性化的管理方式留住人才，当是企业重点关注的问题。在这个意义上，“辞职面试”是人才管理上的一个创新。但与此同时，辞职面试的结果能否得到真正科学的分析，并用于改进管理制度，这是辞职面试成败的关键因素。Job interview, now resign to interview. Just from a foreign communications company resigned Mr. Shen (a pseudonym ) has just experienced such a special interview. Interview topics included reasons for resigning, whether the company did not provide the play, the corresponding training and incentives are in place.According to the inherent thinking, the employee resigns means employees and the contradictions between the company has irreconcilable, and finally to break. From this point of view, the company responsible person will be related with the staff to communicate face to face interview not only reflects the company you resign, broad mind, but also demonstrated the companys innovation and change positive mental attitude, is the enterprise human resources management innovation is a major bright spot, the advantage obviously.Firstly, it is conducive to enhancing communication between enterprise and employee. The resignation of employees can be for a variety of reasons, some of which are not resistant to factors, such as salary and benefits too low, or for family reasons and had to change the work environment. However, inevitable also has some factors can be discussed, the key lies in whether the pass between the two effective communication, to elucidate the demand, retain talent, to achieve a win-win situation.In fact, some of the reason for the resignation of employees, is likely to be due to a misunderstanding and estrangement of enterprises. At this time, supervisor and a heart-to-heart talk, can resolve contradictions, clarifying, eliminate misunderstanding, the first time for staff to change ones mind about; even retain not, also seek to maximize learning enterprise in management is not just as one wishes. In this sense, the employee resigns not loss, it is a time of opportunity that accelerates development.Secondly, the resignation interviews also will help enterprises to improve the level of human resource management. As a result of the social division of labor and the occupation choice of pluralistic trend gradually clear, relative to the salary level, many employees more enterprises can provide their own display space, whether a paved the road to common development of enterprises and individuals. This means, the enterprise already from one-way demand release party, became a two-way choice as an endpoint, it to the enterprise human resources management system put forward severe challenges.On the resignation of the interview, not only through their personal feelings get the most direct, the most realistic enterprise management experience, can also provide enterprises introspection management provides first hand feedback information. These suggestions will also for the enterprise in the future management work to provide a good lessons from the reform of. In this sense, the staff resignation is microcosmic individual loss, and it is for the entire enterprise management system is more important and positive role in promoting.To make a long story short, the talent is to enhance the core competitiveness of enterprises, promote enterprise innovation development of the key. Therefore, how to accurately grasp the demand of talent, with more humanized management mode of tarry talent, when the enterprise is to focus on the issue. In this sense, quit interview is the innovation of