人员补充管理 Personnel supplement management

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• 业务规划分析
  
  • 企业依据长期战略目标制定年度或阶段性业务计划，明确业务拓展方向、新产品研发、市场份额增长等任务。
  • 根据业务量变化趋势预测人员需求，
  • Business Planning Analysis
  • Enterprises formulate annual or phased business plans based on long-term strategic goals, clarifying tasks such as business expansion direction, new product research and development, and market share growth.Predicting personnel demand based on the trend of business volume changes
    

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组织架构与岗位调整

• 当企业进行组织架构变革，如从传统的职能型架构向项目驱动的矩阵式架构转变，会新增项目经理、项目协调员等岗位，同时部分传统职能岗位的职责与人员配置也需重新调整，进而产生人员补充需求。
• 岗位优化升级也会引发人员变动，例如企业将财务部门的手工记账岗位升级为自动化财务管理系统操作岗位，原有人员技能不匹配，就需要招聘具备新技能的财务人员
  

Organizational Structure and Job Adjustment
When enterprises undergo organizational structure changes, such as transitioning from traditional functional architecture to project driven matrix architecture, new positions such as project manager and project coordinator will be added. At the same time, the responsibilities and personnel configuration of some traditional functional positions also need to be readjusted, resulting in a need for personnel supplementation.
Job optimization and upgrading can also lead to personnel changes. For example, if a company upgrades the manual bookkeeping position in the finance department to an automated financial management system operation position, and the skills of the existing personnel do not match, it is necessary to recruit financial personnel with new skills

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• 人员流失替补
  
  • 定期统计员工离职率，分析离职原因，针对主动离职（如寻求更好发展机会、薪资待遇不满等）和被动离职（绩效不达标辞退等）情况，分别计算各岗位的平均流失人数，以此为基础确定需补充的人员数量，确保关键岗位的人员稳定性。
  • Personnel turnover replacement
  • Regularly calculate the employee turnover rate, analyze the reasons for resignation, and calculate the average number of employees who leave voluntarily (such as seeking better development opportunities, dissatisfaction with salary and benefits, etc.) and passively (dismissal due to poor performance, etc.) for each position. Based on this, determine the number of personnel that need to be supplemented to ensure the stability of personnel in key positions.
    

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• 内部招聘
  
  • 优点：内部员工熟悉企业文化、工作流程，能快速适应新岗位，且有利于激励员工成长，形成人才晋升通道。
  • 方式：包括内部公告、员工推荐（老员工推荐合适人选并给予一定奖励，若推荐成功，被推荐人顺利入职且稳定工作一定期限后发放奖励）、人才储备库调用（从过往表现优秀但暂无合适岗位的员工储备中筛选）
  • Internal recruitment
  • Advantages: Internal employees are familiar with the company culture and workflow, can quickly adapt to new positions, and are conducive to motivating employee growth, forming a talent promotion channel.
  • Methods: including internal announcements, employee recommendations (old employees recommend suitable candidates and give certain rewards. If the recommendation is successful, the recommended person will smoothly join and work stably for a certain period of time before receiving rewards), and talent reserve pool calls (screening from the reserve of employees who have performed well in the past but currently do not have suitable positions).
    

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• 外部招聘
  
  • 校园招聘：适合招聘基础岗位、有潜力培养的应届生，可通过参加校园双选会、举办企业专场宣讲会、与高校就业指导中心合作等方式吸引学生投递简历。
  • 社会招聘：面向有工作经验的人群，能快速满足专业技术、高级管理等岗位需求。
  • 劳务外包与派遣：对于临时性、辅助性岗位，如企业旺季的包装工、大型活动短期安保人员，可与劳务外包公司合作，由外包方负责人员招聘、培训、管理，按工作量或人头支付费用；劳务派遣则是派遣公司将员工派往用工企业工作，用工企业负责日常管理，支付派遣费用，员工劳动关系在派遣公司。
  • External recruitment
  • Campus recruitment: Suitable for recruiting fresh graduates with basic positions and potential for cultivation. Students can be attracted to submit resumes by participating in campus double selection events, holding enterprise specific lectures, and cooperating with university employment guidance centers.
  • Social recruitment: aimed at people with work experience, able to quickly meet the needs of professional technical, senior management and other positions.
  • Labor outsourcing and dispatch: For temporary and auxiliary positions, such as packaging workers during peak seasons and short-term security personnel for large-scale events, cooperation with labor outsourcing companies can be established, with the outsourcing party responsible for personnel recruitment, training, and management, and paying fees based on workload or headcount; Labor dispatch refers to the dispatch company sending employees to work for the employing enterprise, which is responsible for daily management, payment of dispatch fees, and the employment relationship of employees is handled by the dispatch company.
    

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简历筛选

• 根据岗位要求设定关键词，如软件工程师岗位要求熟悉 Java 编程、有 3 年以上开发经验，筛选出包含这些关键词的简历，排除明显不符合学历、专业、工作年限等基本条件的简历，快速聚焦潜在候选人。
• 关注简历中的工作经历连贯性、项目成果（如主导完成的重大项目、取得的业绩数据），判断候选人的专业能力与职业发展稳定性
  

Resume screening
Set keywords according to job requirements, such as being familiar with Java programming and having more than 3 years of development experience for software engineer positions. Screen resumes that contain these keywords, exclude resumes that clearly do not meet basic requirements such as education, major, and work experience, and quickly focus on potential candidates.
Pay attention to the continuity of work experience and project achievements in the resume (such as leading major projects and obtaining performance data), and assess the candidate's professional abilities and career development stability

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• 笔试与测评
  
  • 专业知识笔试：针对技术、财务、法务等专业性强的岗位，考查岗位所需专业知识，像会计岗位笔试涵盖财务会计、税法、审计等知识点，以选择题、简答题、案例分析题等形式出题，了解候选人专业功底。
  • 能力素质测评：运用标准化心理测评工具，评估候选人沟通能力、团队协作、问题解决、领导力等通用素质，辅助判断其是否适配岗位与组织文化。
  • Written test and assessment
  • Professional knowledge written test: For highly specialized positions such as technology, finance, and legal, the required professional knowledge for the position is tested. For example, the accounting position written test covers knowledge points such as financial accounting, tax law, and auditing. Multiple choice questions, short answer questions, case analysis questions, and other forms of questions are used to understand the candidate's professional background.
  • Competency assessment: Using standardized psychological assessment tools, evaluate candidates' general qualities such as communication skills, teamwork, problem-solving, leadership, etc., to assist in determining whether they are suitable for the position and organizational culture.
    

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• 面试环节
  
  • 结构化面试：面试官按照预先设计好的固定流程与问题清单提问，确保公平性，全面考察候选人，如针对客服岗位，依次询问客户投诉处理流程、沟通技巧运用等问题，每位候选人回答相同问题，便于横向对比。
  • 非结构化面试：面试官根据候选人简历与现场表现灵活追问，挖掘更深层次信息，如发现候选人有海外项目经历，即兴询问在跨文化团队合作中的挑战与应对措施，更深入了解其综合能力。
  • 小组面试：将多名候选人组成小组，给定案例或任务，观察他们在团队讨论、协作中的表现，评估团队合作、领导潜质等，常用于选拔管理培训生、项目团队成员。
  • 多轮面试：一般针对重要岗位，由不同层级面试官（如部门主管、经理、分管领导）依次面试，从专业能力、管理视野、战略思维等不同层次把关，确保选拔出最合适人选。
  • Interview process
  • Structured interview: The interviewer asks questions according to a pre designed fixed process and list of questions to ensure fairness and comprehensively evaluate the candidates. For example, for customer service positions, they ask questions about customer complaint handling processes, communication skills, and other issues in sequence. Each candidate answers the same questions for horizontal comparison.
  • Unstructured interview: Based on the candidate's resume and on-site performance, the interviewer flexibly questions and explores deeper information, such as discovering that the candidate has overseas project experience and spontaneously asking about the challenges and countermeasures in cross-cultural team cooperation, in order to gain a deeper understanding of their comprehensive abilities.
  • Group interview: Form a group of multiple candidates, give them a case or task, observe their performance in team discussions and collaborations, evaluate team collaboration, leadership potential, etc. It is commonly used to select management trainees and project team members.
  • Multiple rounds of interviews: Generally for important positions, interviewers at different levels (such as department heads, managers, and responsible leaders) interview in sequence, checking from different levels such as professional ability, management perspective, and strategic thinking to ensure the selection of the most suitable candidate
    

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入职手续办理

• 新员工入职当天，人事部门提供详细入职指引，协助其填写员工信息表、签订劳动合同、办理社保公积金等手续，发放办公用品、工牌，介绍公司基本规章制度，让新员工快速完成身份转换，开启工作。
• 安排新员工与直属上级、同事见面，进行简单的团队破冰，营造友好氛围，帮助其融入工作环境
  

Handling of onboarding procedures
On the day of new employees' entry, the HR department provides detailed entry guidelines, assists them in filling out employee information forms, signing labor contracts, handling social security and housing fund procedures, distributes office supplies and work permits, introduces the company's basic rules and regulations, and enables new employees to quickly complete identity conversion and start work.
Arrange for new employees to meet with their immediate supervisors and colleagues for a simple team break, create a friendly atmosphere, and help them integrate into the work environment

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• 入职培训
  • 组织集中入职培训，内容涵盖公司历史、文化价值观、组织架构、业务范围等，让新员工了解公司全貌，增强归属感。例如通过企业宣传片播放、高管分享、实地参观公司展厅等形式传递企业文化。
  • 开展岗位技能培训，由部门资深员工或培训师传授岗位所需专业知识、操作流程，如对新入职的数控机床操作工进行机床操作演示、编程培训，使其尽快上手工作。
  • Onboarding trainingOrganize centralized onboarding training, covering company history, cultural values, organizational structure, business scope, etc., to enable new employees to understand the overall picture of the company and enhance their sense of belonging. For example, conveying corporate culture through the broadcast of corporate promotional videos, executive sharing, and on-site visits to company exhibition halls.Conduct job skills training, where senior department employees or trainers impart professional knowledge and operating procedures required for the position. For example, provide machine operation demonstrations and programming training to newly hired CNC machine operators to help them quickly get started with their work.