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      Business report寫作格式:Recruitment Selection Process Methods

      論文價格: 免費 時間:2022-10-07 15:05:41 來源:www.ourpropertyvalue.com 作者:留學作業網

      Business report寫作格式-招聘選拔流程方法。本文是一篇留學生report寫作格式范文,本報告將討論的主題是招聘和選拔流程,以及2013年公司為填補空缺而采取的一些更具創新性的方法。招聘可以定義為“產生一批有能力的人申請到一個組織工作的過程”,以及選擇“根據管理目標和法律要求,經理和其他人使用特定工具從申請人中選擇一個或多個更有可能在工作中取得成功的人的過程”?!昂唵蔚卣f,招聘協議就是吸引一群潛在候選人申請空缺;甄選是從通過招聘確定的人才庫中選擇最合適的候選人的過程。下面就一起來參考這篇report寫作格式范文的全部內容。

      Business report寫作格式

      In this report the topic that will be discussed is the Recruitment & Selection process and some of the more innovative approaches being taken by companies in 2013 towards filling vacancies. Recruitment can be defined as “the process of generating a pool of capable people to apply for employment to an organisation” and selection the “process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.” (Bratton & Gold, 2007) In simper terms recruitment deals with attracting a group of potential candidates to apply for a vacancy; Selection is a process of choosing the most suitable candidate from the pool identified through recruitment.
      People are a company’s most important asset. Your employees are the face of your business and in today’s competitive environment making the right recruitment and selection choices is crucial to the success of your business. Choosing the best most suitable applicant to join the organisation is a key stage in developing an effective workforce. Recruitment and selection helps ensure that your company is a strong and successful one, by attracting, screening, and securing the best candidates for the position.
      人是公司最重要的資產。您的員工是您企業的代表,在當今競爭激烈的環境中,做出正確的招聘和選拔選擇對您企業的成功至關重要。選擇最合適的申請人加入組織是培養有效勞動力的關鍵階段。招聘和甄選通過吸引、篩選和確保職位的最佳候選人,有助于確保您的公司強大而成功。
      Recruitment has many important functions some of these include attracting a pool of suitable applicants for the vacancy, to deter unsuitable candidates from applying and to create a positive image of the company by choosing a suitable applicant, one that will represent the company appropriately.
      招聘有許多重要的功能,其中一些功能包括為空缺職位吸引一批合適的申請人,阻止不合適的候選人申請,并通過選擇合適的申請人來創建公司的正面形象,合適的申請人將代表公司。
      The methods of recruitment open to a business are often categorised into internal and external recruitment. Internal recruitment is when the business tries to fill the positionfrom within its existing workforce. External recruitment is when the business looks to fill the position from a suitable applicant external to the business. Both internal and external recruitment methods possess advantages and disadvantage to the company.
      對企業開放的招聘方法通常分為內部招聘和外部招聘。內部招聘是指企業試圖從現有員工中填補職位空缺。外部招聘是指企業希望從外部合適的應聘者那里填補職位空缺。內部和外部招聘方法對公司都有利弊。
      Internal recruitment is cheaper and quicker to recruit also the people applying are already familiar with the business and how it operates. It can also be seen to be motivating for the current staff if they are competing with each other for a new and often superior position. A negative reaction is also found from internal recruitment as it can sometimes cause resentment amongst candidates not appointed to the new position. Also no new ideas are introduced from outside which can have a damaging effect on the business. If the company carries out external recruitment procedures, it is opening the business to new ideas and people who have a wider range of experience, skills and ideas. Even though the process may be longer and more expensive there is a larger pool of workers from which to find the best candidate. (Riley, 2012)
      內部招聘成本更低,招聘速度更快,而且申請者已經熟悉企業及其運作方式。如果目前的員工相互競爭一個新的、通常是更高的職位,這也可以被視為是對他們的激勵。內部招聘也會產生負面反應,因為它有時會引起未被任命擔任新職位的候選人的不滿。此外,沒有從外部引入可能對業務產生破壞性影響的新想法。如果公司實施外部招聘程序,它將向新思想和具有更廣泛經驗、技能和想法的人開放業務。盡管這個過程可能會更長,成本更高,但有更多的員工可以從中找到最佳候選人。
      Some Internal recruitment methods include promoting existing employees to a higher role, a supervisor or manager may make a recommendation of an employee they see suitable for the role. Other methods include succession planning which is a process for identifying and developing internal people with the potential to fill a new role. Transfers have become increasingly popular in recent years, especially in the hotel industry, transferring department heads from different locations and departments help save the business both time and money also. Previous applicants or previous employees may also be eligible for the role needing to be filled. Using existing employee contacts can be seen to work also but sometimes a bias opinion may render the recommendation.
      一些內部招聘方法包括將現有員工提升至更高職位,主管或經理可能會推薦他們認為適合該職位的員工。其他方法包括繼任計劃,這是一個識別和培養有潛力擔任新角色的內部人員的過程。近年來,調任越來越流行,尤其是在酒店行業,從不同地點和部門調任部門負責人有助于節省業務時間和金錢。以前的申請人或以前的員工也可能有資格擔任需要填補的職位。使用現有的員工聯系人也可以被視為有效,但有時可能會產生偏見意見。
      Some of the most popular and classic methods of recruitment include Job advertisements which are the most common form of external recruitment. They can be found in many different places and use many different mediums. Some examples include local and national newspapers, notice boards, and recruitment fairs. Advertisement should include some important information relating to the job, job title like pay package, location, job description, how to apply-either by CV or application form.
      一些最流行和經典的招聘方法包括招聘廣告,這是最常見的外部招聘形式。它們可以在許多不同的地方找到,并使用許多不同的媒介。一些例子包括地方和國家報紙、布告欄和招聘會。廣告應包括與工作、職位相關的一些重要信息,如工資待遇、地點、職位描述、如何通過簡歷或申請表申請。
      Companies sometimes use employment and recruitment agencies if they have limited resources themselves. These companies can save a business a huge amount of time and money and general hassle involved with the recruitment and selection of a candidate. These companies normal charge a fee and can be expensive. They also sometimes specialise in a certain areas or industries e.g. ie have a bank of positions and cvs available in the hospitality industry.
      如果公司自身資源有限,有時會使用就業和招聘機構。這些公司可以為企業節省大量的時間和金錢,以及在招聘和甄選候選人時所涉及的一般麻煩。這些公司通常收取費用,而且可能很昂貴。他們有時也專門從事某些領域或行業,例如在酒店業有一個職位和簡歷庫。
      Career fairs can also be a useful tool of recruitment. A career fair can be held independently or sometime sponsored by a college. This can be a great way of recruiting well educated and new graduate to a company.
      招聘會也是一種有用的招聘工具。職業博覽會可以獨立舉辦,也可以由學院贊助。這可能是一個很好的方式來招聘受過良好教育的新畢業生到公司。
      Once a pool of applicants is created the Selection methods or screening devices which include application blanks, employment interviews, aptitude tests, and personality test are used to narrow down the applicants to find a suitable candidate.
      一旦創建了一個申請者庫,就會使用篩選方法或篩選設備,包括申請空白、就業面試、能力測試和個性測試,以縮小申請人范圍,找到合適的候選人。
      The interview is the most commonly used method of the selection. This method is the exchange of information between an applicant and an interviewer regarding their suitability and interest in a job the employer seeks to fill. the interview give the employer an opportunity to probed more deeply into any information the applicant has already give through the means of a cv or application form. Since interviews can be rather flexible, any missing pieces of information about an applicant can be collected at this time. Even though interview have shown to be a useful tool of selection in the past this method has posed some problems such as pre-existing criteria of what the ideal candidate should be and the comparison of an applicant to this. Also some interviewer may hold a bias opinion on what they are looking for and what they are not. They’re are many different forms an interview can take these include Selection interview this procedure is designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries, a Non-structured interviewer asks questions as they come to mind and there is no set format to follow, a Structured questions interview id when there are specific question drawn up in advance and the responses may be rated.
      面試是最常用的選拔方法。這種方法是求職者和面試官之間就他們對雇主希望填補的工作的適合性和興趣交換信息。面試讓雇主有機會通過簡歷或申請表更深入地了解申請人已經提供的任何信息。由于面試可能相當靈活,因此此時可以收集申請人的任何缺失信息。盡管面試在過去已被證明是一種有用的選擇工具,但這種方法也帶來了一些問題,例如預先存在的理想候選人應該是什么樣的標準以及申請人與之的比較。此外,一些面試官可能會對他們想要的和不想要的東西持有偏見。面試有很多不同的形式,包括選拔面試。這個程序是為了根據應聘者對口頭詢問的口頭回答預測未來的工作表現,非結構化面試官會在想到問題時提出問題,而且沒有固定的格式可遵循,結構化問題面試指的是事先擬定的具體問題,并且可能對回答進行評分。
      Another method of selection which proves quite successful is the Psychometric tests. These tests include the measurement of knowledge, abilities, attitudes, personality traits, and educational measurement. These test use measurement instruments such as questionnaires, tests, and personality assessments to determine the above attributes.
      另一種被證明非常成功的選擇方法是心理測試。這些測試包括知識、能力、態度、性格特征和教育測量。這些測試使用問卷、測試和個性評估等測量工具來確定上述屬性。
      An assessment centre is an important tool in the method of selection. It is normally used to see how a candidate will act in a typical situation they will face in their new position. Different test and simulations are carries out in assessment centres; the candidates are observed and evaluated by psychologists and experienced managers. The candidates are also interviewed during the tests. Then an evaluation report is prepared for each candidate. This evaluation report is given to the Selection Committee. The Selection Committee uses this report to select a right person for right post. This method can last from 1-5 days. It is usually in the final stage of assessment. This is a good form of selection because it gives employers the opportunity to observe candidates over a longer period of time in formal and informal situations, (Gunnigle, Heraty, & Morley, 2006)
      評估中心是選擇方法的重要工具。它通常用于查看候選人在新職位上面臨的典型情況下的表現。在評估中心進行不同的測試和模擬;這些候選人由心理學家和經驗豐富的管理人員進行觀察和評估??忌矔诳荚嚻陂g接受面試。然后為每個候選人準備一份評估報告。本評估報告提交給遴選委員會。甄選委員會利用這份報告為合適的職位選擇合適的人選。這種方法可以持續1-5天。通常處于評估的最后階段。這是一種很好的選擇形式,因為它讓雇主有機會在正式和非正式的情況下對候選人進行更長時間的觀察
      Despite the rapid pace of change in HR methods, many of the classic recruiting methods still have roles to play in today’s world. Recruitment strategies vary. In the past, a company with job openings placed a classified help wanted ad in the newspaper or stuck a help wanted sign on the door. The world is growing and changing, and so is the world of recruiting. New technologies like the internet and smart phones have made information available to job seekers and employers any time and anywhere. With the increase in technology, it has become easier to approach candidates all over the world.
      盡管人力資源方法的變化速度很快,但許多經典的招聘方法在當今世界仍然發揮著作用。招聘策略各不相同。過去,一家有職位空缺的公司在報紙上刊登招聘分類廣告或在門上貼招聘廣告。世界在增長和變化,招聘世界也在變化?;ヂ摼W和智能手機等新技術使求職者和雇主可以隨時隨地獲取信息。隨著科技的發展,與世界各地的候選人接洽變得越來越容易。
      One of the biggest movements in the recruitment and selection process is the introduction of social networking. Companies are now using social networking sites such as LinkedIn and Facebook to both recruit new applicant and in the selection of a new employer. Employers and third-party recruiters can now search these social networking platforms using specific key words to find groups of individuals who meet their pre-defined job criteria, regardless of whether they are currently on the job market. They can also use these sites to advertise any job opportunities they may have available in their businesses. This gives companies a much larger pool of candidates to choose from but also lets them choose the candidate they see as suitable. Social networking sites can also prove quite useful in the screening of new candidates.  Doing a basic search of their public activity in cyberspace can be conducted to reveal any potential risks they may create for the employer.
      在招聘和選拔過程中,最大的運動之一是引入社交網絡。公司現在正在使用LinkedIn和Facebook等社交網站來招聘新申請人和選擇新雇主。雇主和第三方招聘人員現在可以使用特定的關鍵字搜索這些社交網絡平臺,以查找符合預定義工作標準的個人群體,而不管他們目前是否在就業市場。他們還可以利用這些網站來宣傳他們在企業中可能獲得的任何就業機會。這為公司提供了更多的候選人供選擇,同時也讓他們選擇自己認為合適的候選人。社交網站在篩選新候選人方面也很有用。對他們在網絡空間的公共活動進行基本搜索,可以揭示他們可能給雇主帶來的任何潛在風險。
      There are many other social networking trends which are set to make huge influences on the future of the recruitment and selection process these include Klout. Klout is the biggest player in the growing world of digital influence at present. Klout measures your influence and ability to drive action on social networks. This site gives an insight into how influential someone is and what they are influential about. It is said that this rating scheme will find a prominent place on your resume. (Meister, 2013)
      還有許多其他的社交網絡趨勢將對招聘和選拔過程的未來產生巨大影響,其中包括Klout。Klout是目前數字影響力不斷增長的世界中最大的玩家。Klout衡量你在社交網絡上推動行動的影響力和能力。這個網站提供了一個關于某人有多大影響力以及他們有什么影響力的見解。據說,這個評分方案將在你的簡歷中占據重要位置。
      Although the use of social networks prove an advantage to many companies a recent study in which HR professionals from 20 science companies across the country were interviewed showed, while 70% said that social media is very important for the future of recruitment, only 25% are actively using social media to promote jobs. The reasons for the low use are: Most are not using social media because they find it hard to measure the return on investment for the amount of time they spend on it and haven’t so far been able to justify the time investment. Also from the companies that tried using social media the result was a bigger response from hopeful job candidates but of much lower overall quality. (Gormely, 2013)
      盡管社交網絡的使用對許多公司來說都是一種優勢,但最近一項調查顯示,來自全國20家科學公司的人力資源專業人士接受了采訪,其中70%的人表示社交媒體對未來的招聘非常重要,只有25%的人積極使用社交媒體來促進就業。使用率低的原因是:大多數人沒有使用社交媒體,因為他們發現很難根據花費在社交媒體上的時間來衡量投資回報,而且迄今為止還無法證明時間投資的合理性。此外,嘗試使用社交媒體的公司的結果是,有希望的求職者做出了更大的回應,但總體質量卻低得多。
      Dr. John J. Sullivan, a management professor at San Francisco State University and critic of traditional hiring practices states that “The first rule of recruiting is that the best people already have jobs they like, So you have to find them; they’re not going to find you. It’s amazing that so many companies still use job fairs to recruit talent. Who goes to job fairs? People without jobs! ” . A successful recruitment strategy which has been seen to be doing quite well in the US is “road rally” in which teams of recruiters travelled around different companies and shops looking for suitable candidates. The recruiters spent hours inside stores like Best Buy and Circuit City and restaurants like T.G.I. Friday’s. They walked the aisles, bought merchandise, ordered meals and hunted for employees and managers who stood out by virtue of their energy, enthusiasm and rapport with customers.
      John J.Sullivan博士,舊金山州立大學的一位管理學教授對傳統招聘做法持批評態度,他表示:“招聘的第一條規則是,最優秀的人才已經有了他們喜歡的工作,所以你必須找到他們;他們不會找到你。令人驚訝的是,這么多公司仍在利用招聘會招聘人才。誰會去招聘會?沒有工作的人!”。一個成功的招聘策略是“公路集會”,該策略在美國表現良好,招聘人員團隊在不同的公司和商店尋找合適的候選人。招聘人員在百思買(Best Buy)和Circuit City等商店以及T.G.I.Friday’s等餐廳待了幾個小時。他們走在過道上,購買商品,點餐,尋找那些因精力、熱情和與客戶關系融洽而脫穎而出的員工和經理。
      “Too many companies focus on industry experience when they recruit,” Dr. John J. Sullivan said. “We’re after certain kinds of people, not people from a certain business. We’ve turned waiters and waitresses into great mortgage bankers. We’ve hired soap-opera actors and electricians. We can teach people about finance. We can’t teach passion, urgency and a willingness to go the extra mile.” (Sullivan, 2013)
      約翰·J·沙利文博士說:“太多的公司在招聘時注重行業經驗?!??!拔覀冏非蟮氖悄撤N類型的人,而不是某個企業的人。我們已經把服務員變成了偉大的抵押貸款銀行家。我們雇傭了肥皂劇演員和電工。我們可以教人們金融。我們不能教人們激情、緊迫感和愿意多做一點?!?br/>Company websites have grown and developed hugely in recent years. Many business are only contactable and only also recruitment through their website. These businesses recruit simply by posting jobs on their website and waiting for applicants to find the job posting and apply. They find don’t need to do anything else as there is such a large volume of people searching for employment.  For example, Southwest Airlines had a 4349 job opening in 2011, the company received a staggering 193,636 resumes. Southwest Airlines has a Careers section on the company’s website where it has information on jobs, benefits, the company culture, internships. Applicants can apply here by uploading, copying and pasting, or using the resume wizard to get their resume into Southwest’s applicant systems.
      近年來,公司網站發展迅速。許多企業只能通過其網站進行聯系和招聘。這些企業只需在網站上發布招聘信息,等待應聘者找到招聘信息并申請即可。他們發現不需要做任何其他事情,因為有這么多人在找工作。例如,2011年西南航空公司有4349個職位空缺,公司收到了驚人的193636份簡歷。西南航空公司在公司網站上有一個“職業”部分,其中包含有關工作、福利、公司文化和實習的信息。申請人可以通過上傳、復制和粘貼,或使用簡歷向導將簡歷輸入西南航空的申請人系統,在這里申請。
      An new style of recruitment which is seeing to become more popular with the recruitment and selection. Rather than a formal interview, candidates will be asked to apply for the jobs with a personal sales pitch, in the style of the Apprentice TV show. This style is in play in A newly formed software company in Belfast. They are using the unusual job application process in a bid to recruit a 20-strong sales team. Mr McCaul a spokesperson for the company said: “This is a unique way of hiring staff but this is a chance for those people who may have a lack of experience in their CV, struggled in interviews, or for one reason or another, find themselves unemployed at the minute”.
      一種新的招聘方式,隨著招聘和甄選越來越受歡迎。求職者將被要求以《學徒》電視節目的形式,通過個人推銷來應聘這份工作,而不是進行正式面試。這種風格在貝爾法斯特一家新成立的軟件公司中發揮了作用。他們正在利用這一不尋常的求職流程來招聘一支20人的銷售團隊。該公司發言人麥考爾先生表示:“這是一種獨特的招聘方式,但對于那些可能在簡歷中缺乏經驗、面試中遇到困難或出于某種原因而立即失業的人來說,這是一個機會”。  
      Applicants were asked to submit their CV to Dealtronic and a selection of successful candidates that they feel suitable for the position will be invited to pitch their own credentials as a potential sales representative in front of a panel of three judges that will include Mr McCaul.
      申請人被要求向Dealtronic提交簡歷,他們認為適合該職位的成功候選人將被邀請在包括麥考爾先生在內的三名評委面前展示自己作為潛在銷售代表的資歷。
      PricewaterhouseCoopers which a firm in Ireland that provides integrated Audit, Tax and Advisory services across all industries in Ireland has taken a lead from Google in unconvential and innovative ways in which they recruit and select their employees. PwC has been known to use Lego when recruiting at British universities. The company asks it potential recruits build a tower using the smallest number of bricks. 
      普華永道會計師事務所是一家愛爾蘭公司,為愛爾蘭所有行業提供綜合審計、稅務和咨詢服務,該公司在招聘和選擇員工方面以非傳統和創新的方式領先于谷歌。眾所周知,普華永道在英國大學招聘時會使用樂高。該公司要求潛在員工用最少的磚建造一座塔。
      In South Korea a company has been noted that it gets recruits to climb a hill, in order to identify potential leaders and see how people will react in given situations. The British hardware company B&Q was criticised in early 2007 when potential recruits were asked to dance to a Jackson Five song. While the union said the practice was “demeaning and irrelevant”, the company said it was “to make sure candidates were relaxed before the interview process.” Nicola Monson, of the Chartered Institute of Personnel and Development (CIPD), in London, supported the company on this occasion, saying, “Companies are beginning to look further than just the skills and competencies to do the job”.
      report在文末提到,在韓國,有人注意到一家公司招募員工爬山,以確定潛在領導者,并了解人們在特定情況下的反應。2007年初,英國五金公司百安居受到了批評,當時該公司邀請潛在員工跟著杰克遜五世的歌曲跳舞。雖然工會表示,這種做法“有失身份,無關緊要”,但該公司表示,它“是為了確保候選人在面試前得到放松?!眰惗靥卦S人事與發展研究所的尼古拉·蒙森在這一場合支持該公司,表示:,“公司開始關注更多,而不僅僅是做這項工作的技能和能力”。本站提供各國各專業report寫作指導服務,如有需要可咨詢本平臺。


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