基于胜任能力人力资源管理 - 面试甄选

欢迎您参加以下课程,基于胜任能力的面试,为了能更好的完成培训,请您注意以下方面:,FireRegulationsFoodFreeTimeFactFileFahrenheitFumesFacilitiesFunFones,课程目标,课程结束后,你们将能够:-说明选人过程的重要性确定选人/面试时的场地(环境)解释这一理论并举出行为面试的例子陈述招聘活动中与法规相关的事项在进行以能力为基础的招聘前完成适当的准备工作示范在针对某一职位选择合适的人的时候所使用的技巧以公司/集团的标准进行”以胜任能力为基础的面试”,为什么面试技巧对于经理人员来说是一个如此的重要?,AAcceptanswersandshowOHPofRegional/HotelRecruitmentStatisticse.g.AnnualBudget,numbersrecruitedItisalsoaveryimportantskillforyourowndevelopmentandcareerTutorNote:TherelevantOHP/3willneedtobeinserteddependingontheregion/hotelinwhichtheProgrammeisrunninge.g.turnover%-costofrecruitment,numberofvacancies,newhotelopeningsetc.,为什么我们被选择来参加这样的一个课程?,作为选人的人,我们将用接下来的时间在这里提升我们在这方面的技巧.我们将在下面的一分钟时间内了解我们将如何进行这个课程,同时我们必须认识到要涉及的方面很多,它将需要我们用一整天来学习.Wellthenletsgo!,时间安排,早上09.00am课程介绍09.30am选人过程的重要性10.15am面试框架:准备及联系11.00am咖啡/茶时间11.15am面试框架:控制及结束面试12.30am午餐,时间安排,下午01.30pm行为面试的原理03.30pm咖啡/茶时间03.45pmTheMonitor04.15pm设计考核行为的提问04.45pm做决定的过程05.15pm与法律条文的牵连05.30pm总结,选人过程的重要性,目标在这一部分学习之后,您将能够:-详细说明“招聘”和“选择面试”的含义列举为特定职位选择”正确的人”的利益列举”正确的人”的主要特点并解释这些特点为何如此重要解释什么叫”合适”,吸引合适的候选人,“正确”的人将符合工作技能的需要,具有完成工作所要求的能力,并且适应其所在的团队.我们要的不是一串坏葡萄中最好的一个!,面试的定义,带有目的的交谈一个双向沟通:并非一个调查,一次严刑逼供,也不是一次压力下的考试,行为能力,个人行为的特点和方式需要具体的表现出来以使工作更有效,行为能力,OnourlistwementionedthatHumanResourcesarescreeningfortherightcompetenciesQHowwouldwedefineabehaviouralcompetency?AThepersonalattributesandmodesofbehaviourthatindividualsneedtodisplay,inordertobeeffectiveintheirjobs,行为能力,QWhyisthatdefinitionsoimportanttousasrecruiters?AWemustemploypeoplewhoalreadyhavethesecompetenciesastheyaredifficulttolearn.Theyareaspontaneousreaction,notatrainedresponse.Theycanonlybefurtherenhancedthroughtraining.Ifthecompetencyisnotthereinthefirstplace,itisnearimpossibletolearn.Everyonehascompetenciesandcanbehighlysuccessfuliftheyareplacedintotherightposition,行为能力,QWhatisthedifferencebetweenabehaviouralcompetencyandatechnicalskill?ATechnicalskillsareeasiertoidentify,assessandtrainandarespecifictotheroleorjob.CompetenciesarethebehavioursrequiredfromeveryemployeeregardlessoftheroleQWhereelsedowerefertocompetencies,otherthantheselectioninterview?ADuringthePerformanceManagementprocessQHowaretheyusedinthatprocess?A-ToassessandmeasureperformanceIdentifydevelopmentneeds,AssessingCompetencies,QWhencanwestarttodiscoveraboutacandidatescompetencies?AFromtheApplicationFormorletter,theirpresentationandneatness,telephoneconversation,frominitialcontactatthescreeninginterviewQWhatsortofimmediatethingsaregoingtogiveanindicationofthesecompetencies?ACaretakenoverfillingouttheApplicationForm,appearance,enthusiasm,promptness,doesthecandidatesmile,dotheyknowanduseyournameThisbasicallywillformanimportantpartoftheHumanResourcesscreeninginterviewandwillthenbecarriedonintotheinterviewwiththeHeadoftheDept.,CompetencySets,Itthereforemakessensetointerviewapotentialemployeeagainsttherequiredcompetenciesasitwillbethesebehavioursthathe/shewillbeassessedagainstduringtheiremploymentwithusTheCompanyhasCompetencySetsforbothcorporateandhotelpopulationsatdifferentlevels.Competenciesarearrangedinclustersofactivityunderkeyheadings,招聘就是如此,不要期望改变,那么,有什么改进的话都可以看做是额外的收获!(好象结婚一样),RecruitmentEquation,(C+F)xI=G(Competence+Fit)xInvestment=Growth(10+10)x4=80(10+10)x10=200Growth=Training,Development,PerformanceReview,Coaching,Feedbacketc.,TheStructureoftheInterview,ObjectivesBytheendofthissessionyouwillbeableto:-StatethestructureoftheinterviewprocessExplainthepreparationrequiredpriortoconductinganinterviewExplainhowtoensureasuccessfulcontactstage,PreparationbeforetheInterview,ReadJobDescriptionandEmployeeSpecificationFamiliarisewithcompetencydefinitionsandindicatorsReadC.V.orApplicationFormFormanagendaofthemainpointstobecoveredandplanquestionsIfappropriate,meetwithHRiftheyhavescreened,toseeifthereareanyparticularareasthatneedfurtherinvestigationEnsuresufficienttimefortheinterview,freefrominterruptionsanddistractionsOrganiseaquietplace,planseatingarrangementsandrefreshmentsFamiliariseselfwithpackageandbenefits,TheApplicationForm,Howlonghasthecandidatebeenineachjob?Doesthejobhistoryshowasteadyprogression?Whatarereasonsforleavingthepreviousjobs?Whatistheprogressionofleavingsalaries?Personaldetails-age,mobility,domestics,maritalstatusWhathobbiesdotheyhave?-gregariousorlonerIseverysectioncompleted?,TheContactStage,DontleavethemwaitingWelcomethemwarmlySmileitalsoassumesthatsocietywillmakethebestpossibleuseofitstotalmanpowerresources”MarvinDunnette(1967),“Recruitinhaste-Repentatleisure!”,TheDecisionProcess,ObjectivesBytheendofthissessionyouwillbeableto:-ExplainhowtocompleteanInterviewAssessmentFormListthealternativeactionsyoucantakeasaresultoftheinterviewStatewhenandhowreferencesshouldbesought,InterviewAssessmentForm,AlternativeActionsFollowingtheInterview,ShortlistthecandidateAskthecandidateforasecondinterviewRejectthecandidateReferthecandidatetoanotherdepartment/hotelOfferHoldforanotherposition,FourQuestionstoConsider,Hasthecandidatethecompetenciesneededtobesuccessful?Willthecandidatefitintotheteamandstyleofthedepart