5.3 Working conditions of market segmentation as marketing strategy, you must select willing to buy

Nickname: Collin Suen positive digital pocket scale comments: Horde Level 39: Creek Tribal Tribal categories: reading experience / Business Marketing / Introduction: Human resource department of financial institutions; National Chengchi University doctoral digital pocket scale candidate (majoring in human resources and information technology); U.S. registered Management Accountant (CMA); Global Human Resource Management Division (GPHR); American senior human resources management division (SPHR); human resource management experts (HRMP); international Project Management digital pocket scale Professional (PMP); has been nominated for the American Journal digital pocket scale of Human Resource digital pocket scale Executive , the world's best human resources manager selection; at the International Symposium and journals, published several articles.
HR-based engineering and theoretical [16] appointment digital pocket scale management [5] compensation management [6] Organizational Development [2] Training and Development [5] career management [2] Performance Management digital pocket scale [8] Employee Relations [3] General Human Resource Management [ 7] Strategic Human Resource Management [8] International Human Resource Management [4] Human Resource Information System [3] Other human resource related issues digital pocket scale [6]
HR Infrastructure [8] Org. Behavior [11] Staffing [12] Compensation [9] OD [9] T + D [11] Career Mgmt. [6] Performance Mgmt. [11] Employee Relations [6] General HRM [15 ] Strategic digital pocket scale HRM [10] International HRM [7] e-HR [11] Unclassified article [0]
The so-called digital pocket scale tribal statistics recruiting digital pocket scale (Recruiting), meant to attract qualified candidates to come to candidates involved in the selection process and are willing to accept the hire; while the selection (Selection) digital pocket scale by means of scientific processes and tools to gather information about people, and use these information to pick out the conditions for job openings and candidates that best meet the organization wants. Some people will be appointing (Staffing) word to summarize describe recruitment digital pocket scale and selection, but according digital pocket scale to school management, in addition to the recruitment and selection and appointment, but also include manpower planning (Workforce Planning or Human Resource Planning, HRP), hiring (Employment), digital pocket scale Configuration (Deployment), mobilize (Transfer or Relocation), task dispatch (Assignment), promotion / demotion (Promotion / Demotion), retention stop / leave salary (Leave without digital pocket scale / with pay), employment (Separation or Resignation), severance ( Termination), and retirement (Retirement) and all other areas of personnel changes. If using the language of human resources information systems operations, personnel master files that add, modify and delete. Therefore, I believe the word "appointment" is not completely equivalent to the recruitment and selection.
The so-called job openings condition (qualifications) means through job analysis, job description output (Job Description) and job specifications (Job Specification), define the duties to do the necessary professional and management functions (Functional / Managerial Competencies), considering personnel and job suitability (Person-Job Fit, PJ Fit), the main task of the office to do the set. On the other hand, different organizations have different core values big, it must define all job openings are core functions should possess (Core Competencies), consider the suitability of persons and organizations (Person-Organization Fit, PO Fit), on a Rapid integration into the organizational culture and mode of operation; worse, some organizations will consider the degree of employer matchmaking competent management style and characteristics among subordinates, considering suitability (Person-Supervisor Fit with the competent person or with peers, PS Fit & Person- Group Fit, PG Fit), on to produce good interpersonal and cooperation mode, then play productivity and reduce turnover rates. Indeed, job openings condition is described qualified candidates should possess their knowledge, skills, abilities, and characteristics, referred KSAOs. The so-called qualified, not only to be able to show the desired job performance, but also to be able to get down!
3.2.1 Vacancies Announcement Announcement digital pocket scale adopt internal job openings by way of recruiting. 3.2.2 colleagues cite recommended by colleagues in the regular employees of other units licensed by the competent employer, without going through a formal selection digital pocket scale directly digital pocket scale transferred internally. 3.2.3 Internal informal staff recommendation by the head of the employing unit through a formal selection process, directly promoted to full-time employees after the adoption. 3.2.4 succession planning and succession planning known (Succession Plan), mostly in management positions, through a systematic process to evaluation and development within the organization has the potential talent pool.
3.2.5 volunteered applicable to all categories of human resources unit can be retained in line with the basic requirements of job descriptions, but no list of candidates digital pocket scale for job openings, the first for elementary screening. 3.2.6 colleagues elected external candidates digital pocket scale recommended by a colleague. From empirical research in the past, held by colleagues and hiring foreign employees, its performance in line with expectations, with low turnover. 3.2.7 Job Bank due to the low cost, has become digital pocket scale one of the main pipelines of the major recruiting outside the organization. digital pocket scale 3.2.8 In addition to the company's external recruitment websites outside sources can be used for recruitment, but also with a smaller cost to improve the image of the organization. 3.2.9 Hunting and above only applies to companies lack of rank / grade, if the lack of internal candidates may be appointed by external recruitment issues head-hunting company. But to pay attention to their professional digital pocket scale advisers to the job openings and industry knowledge, it may be a sudden, the dogs, but it sent a group of Maltese joke. 3.2.10 digital pocket scale students in internships or job openings reserve system applicable management positions digital pocket scale other than the implementation of existing intern system, recruiting better quality and potential students as formal work, once graduated, if its performance in line with expectations, may direct hire full-time employees for the organization. The benefit is that lower prices are available to hire highly qualified but inexperienced labor to do the work of the higher original cost, but also as a tool for future formal snare talent, save recruiting costs. digital pocket scale 3.2.11 digital pocket scale Staffing given the human cost-effectiveness considerations, job openings for all grassroots routine work can be to recruit manpower dispatch as another source. The reason is that most of the jobs are in the nature of routine digital pocket scale duties, limited operational digital pocket scale or strategic digital pocket scale objectives of the organization's influence, while low-cost labor camp left, so that funds can be invested in the organization's key human, in the best combination of investment digital pocket scale in human capital . 3.2.12 Business Competition for marketing, public relations, and management talents Finance aides category hard to find, you can project the way to conduct business case competitions and the selection of ways to snare the young elite, but also to strengthen the image of the organization.
4.5.1 recruiters need to have "affinity" character, if the lack of this trait, no matter how good the other conditions, were recruited to work in any discomfort. Therefore, human resources units have absolute digital pocket scale obligations and professional organization of internal potential customers carefully choose digital pocket scale future digital pocket scale recruitment. digital pocket scale 4.5.2 recruiters need to have the necessary social skills and interpersonal skills, able to feel each other's reaction immediately, digital pocket scale and give an appropriate response, regardless of the answers to why and performance seekers should be given respect and recognition, job seekers are willing to sincerely thank take the time to attend the screening. Especially in interviews or work samples to assess the process, recruiters need to familiarize themselves with all the "Interview Handbook" (compiled by Human Resources Unit). 4.5.3 professional recruitment younger sister is definitely not working, just to deal with the administrative procedures of recruitment even qualified? They are representative of potential internal customers, in addition to job openings to understand their professional knowledge, whether in the face of job seekers show a professional image is also a major requirement. In addition, depending on the rank of the class with the staff shall select recruiters similar conditions. Therefore, digital pocket scale the recruitment of staff responsible for interviews or work samples assessed by the employer should be selected for the rich professional image as the supervisor or senior colleagues. 4.5.4 recruiters should be familiar with the basic concepts of recruitment and selection, and have some sales skills, the ability to execute the proportion of recruitment and selection activities, draw the line right. Therefore, all of the recruiters before the actual implementation of recruitment activities, are required for the recruitment and selection of formal training. 4.5.5 To ensure the relevance of the content of recruitment interviews and responsibilities between digital pocket scale consistency and, should adopt pre-designed structured or semi-structured interviews interview score sheet, so that all recruiters digital pocket scale ask the same questions or the same assessment indicators.
5.2 In addition to the corporate image individual digital pocket scale looking digital pocket scale for a job in exchange for tangible and intangible remuneration for work, another important reward is the organization itself. According to many theories show that humans tend to judge based on the evaluation digital pocket scale of social self-worth, and by the organization itself belongs to differentiate themselves from other members of the organization, and the formation of self-concept. When the companies employed more positive image of the outside world, the staff will produce self-reinforcing and social desirability. On the contrary, it makes employees generate frustration and stress. For example, the total staff hope to inform others when serving their own organization to get praise of others, by others, certainly extends to the organization of self-affirmation. Generally, when companies in the commodity markets have a strong brand in the labor market often has a strong brand. Lenovo's most important business itself likely to be triggered by the public, covering four main image: 1 product image (the quality digital pocket scale and innovation of the product); 2 employees of the image (the staff service and attitude); 3 corporate citizen (community welfare digital pocket scale and environmental protection digital pocket scale and other CSR); 4 corporate digital pocket scale reputation (business expertise and integrity).
5.3 Working conditions of market segmentation as marketing strategy, you must select willing to buy our products, let us profitable, and for our customers to meet the target. Therefore, the message must also be included in the recruitment of "what we are looking for people," including the conditions required for job openings digital pocket scale and business core functions where the meaning and culture, so that unqualified job seekers can do some self-selection, in order to avoid wastage of both time and cost. On the other hand also to convey the real work environment and content, in order to avoid job seekers to work or unrealistic expectations of the business environment, create more trouble in the future unnecessary turnover or personnel management. Therefore, the main functions of the job description and qualifications are required as a recruit on one of the necessary information.
5.4 Selection Process Research shows that job seekers feel about the selection digital pocket scale process and assessment tools will affect its organizational Jobs fairness perception. If job seekers think that the organization was unfair levy, in addition may refuse to participate in the selection process complete, refused to accept the hiring, spread out negative messages or reduce adverse tissue self-efficacy after his tenure (self-efficacy), turn affect job performance . Duty is, therefore, even if the selection results for all job seekers feel unable to meet, but should prompt the selection process in the recruitment message why, in order to strengthen the perception of procedural fairness by job seekers in advance to determine if they pass screening tests, self- screening, digital pocket scale selection assessments to avoid facing the future of live ammunition, the resulting resist or perceived injustice. For example there are many studies have found that personality tests for job seekers in general, the reaction is more negative aptitude tests; while managing job seekers are more specialized knowledge of written tests to resist. Therefore, the organization should do in advance obligation to inform job seekers know that we have to make these assessments and the assessment of these reasons.
Therefore, any recruitment activities should digital pocket scale be recorded as a recruitment form or report clearly documented the effectiveness and efficiency of the implementation of the various digital pocket scale stages of the recruitment and recruitment project as a management tool. In this way, the project officer responsible for recruiting can effectively track (follow-up) recruitment, employers and job seekers to give an immediate and correct response, internal recruitment unit to show the performance of human resources and services; Foreign demonstrate good corporate image . Especially in the war for talent everywhere staged today, the talent market clients in the first direct contact with the internal recruiting process is. Job seekers not only to the company's recruitment to the perception of a company's operational efficiency and effectiveness, which determines whether this is a worthwhile Touxiao organization? Worse, the company digital pocket scale portfolio worthwhile investment? Goods worth buying?
For this reason, organizations should bear in mind that you want to recruit only as never recruited look, it is a corporate image management activities, it is not only the face of potential employees is also potential customers or investors. Regardless of whether the other goal for our employees must be courtesy. For example, a candidate does not pass the selection or not being employed, we have to send a thank you note. Come to participate in the selection process for candidates, in addition to the implementation of our selection process, this process digital pocket scale should also be a good time as the corporate image management, at the end of the selection events, corporate profile video playback, and give the organization the underlying commodity Small gifts or merchandise DM. In the interview, in addition to the functions of the information gathered to determine whether candidates meet the conditions digital pocket scale for job openings, but also to promote the image of the organization should use good interaction.
Recruitment activities like business development, should be passive to active, active manpower digital pocket scale supply and demand forecasting, manpower planning, recruitment plans for the year so as not always wait for the employer to fill fill staff notice