欢迎您参加以下课程基于胜任能力的面试PDF 文件使用 "pdfFactory Pro" 试用版本创建
为了能更好的完成培训,请您注意以下方面:nFire RegulationsnFoodnFree TimenFact FilenFahrenheitnFumesnFacilitiesnFunnFonesPDF 文件使用 "pdfFactory Pro" 试用版本创建 Àw
课程目标课程结束后,你们将能够:-n说明选人过程的重要性n确定选人/面试时的场地(环境)n解释这一理论并举出行为面试的例子n陈述招聘活动中与法规相关的事项n在进行以能力为基础的招聘前完成适当的准备工作n示范在针对某一职位选择合适的人的时候所使用的技巧n以公司/集团的标准进行”以胜任能力为基础的面试”PDF 文件使用 "pdfFactory Pro" 试用版本创建
）为什么面试技巧对于经理人员来说是一个如此的重要? nAAccept answers and show OHP of Regional / Hotel Recruitment Statistics . Annual Budget, numbers recruitednIt is also a very important skill for your own development and careernTutor Note: The relevant OHP/3 will need to be inserted depending on the region / hotel in which the Programme is running . turnover % -cost of recruitment, number of vacancies, new hotel openings 文件使用 "pdfFactory Pro" 试用版本创建
）为什么我们被选择来参加这样的一个课程? n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.nWell then let's go !PDF 文件使用 "pdfFactory Pro" 试用版本创建
时间安排早上 am课程介绍 am选人过程的重要性 am 面试框架: 准备及联系 am咖啡/茶时间 am面试框架: 控制及结束面试 am午餐PDF 文件使用 "pdfFactory Pro" 试用版本创建
时间安排下午 pm行为面试的原理 pm咖啡/茶时间 pmThe pm设计考核行为的提问 pm做决定的过程 pm与法律条文的牵连 pm总结PDF 文件使用 "pdfFactory Pro" 试用版本创建
选人过程的重要性目标在这一部分学习之后,您将能够:-n详细说明“招聘”和“选择面试”的含义n列举为特定职位选择”正确的人”的利益n此列举重”要正确的人”的主要特点并解释这些特点为何如n解释什么叫”合适”PDF 文件使用 "pdfFactory Pro" 试用版本创建
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!PDF 文件使用 "pdfFactory Pro" 试用版本创建
面试的定义n带有目的的交谈n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PDF 文件使用 "pdfFactory Pro" 试用版本创建 ÿw
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PDF 文件使用 "pdfFactory Pro" 试用版本创建
行为能力nOn our list we mentioned that Human Resources are screening for the right competenciesnQHow would we define a behavioural competency?nAThe personal attributes and modes of behaviourthat individuals need to display, in order to be effective in their jobsPDF 文件使用 "pdfFactory Pro" 试用版本创建
行为能力nQWhy is that definition so important to us as recruiters?nAWe must employ people who already have these competencies as they are difficult to learn. They are a spontaneous reaction, not a trained response. They can only be further enhanced through training. If the competency is not there in the first place, it is near impossible to learn. Everyone hascompetencies and can be highly successful if they are placed into the right position PDF 文件使用 "pdfFactory Pro" 试用版本创建
行为能力nQWhat is the difference between a behavioural competency and a technical skill?nATechnical skills are easier to identify, assess and train and are specific to the role or job. Competencies are the behaviours required from every employee regardless of the rolenQWhere else do we refer to competencies, other than the selection interview?nADuring the Performance Management processnQHow are they used in that process?nA-To assess and measure performancenIdentify development needsPDF 文件使用 "pdfFactory Pro" 试用版本创建
Assessing CompetenciesnQWhen can we start to discover about a candidate’s competencies?nAFrom the Application Form or letter, their presentation and neatness, telephone conversation, from initial contact at the screening interviewnQWhat sort of immediate things are going to give an indication ofthese competencies?nACare taken over filling out the Application Form, appearance, enthusiasm, promptness, does the candidate smile, do they know and use your namenThis basically will form an important part of the Human Resources screening interview and will then be carried on into the interview with the Head of the 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Competency SetsnIt therefore makes sense to interview a potential employee against the required competencies as it will be these behaviours that he/she will be assessed against during their employment with usnThe Company has Competency Sets for both corporate and hotel populations at different levels. Competencies are arranged in clusters of activity under key headings PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（招简聘称就：中是人如网此）,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)PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Recruitment Equation(C + F) x I = G(Competence + Fit) x Investment = Growth(10 + 10) x 4 = 80(10+10) x 10 = 200Growth = Training, Development, Performance Review, Coaching, Feedback 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The Structure of the Interview ObjectivesBy the end of this session you will be able to:-nState the structure of the interview processnExplain the preparation required prior to conducting an interviewnExplain how to ensure a successful contact stagePDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Preparation before the InterviewnRead Job Description and Employee SpecificationnFamiliarise with competency definitions and indicatorsnRead . or Application FormnForm an agenda of the main points to be covered and plan questionsnIf appropriate, meet with HR if they have screened, to see if there are any particular areas that need further investigationnEnsure sufficient time for the interview, free from interruptions and distractionsnOrganise a quiet place, plan seating arrangements and refreshmentsnFamiliarise self with package and benefitsPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The Application Form nHow long has the candidate been in each job?nDoes the job history show a steady progression?nWhat are reasons for leaving the previous jobs?nWhat is the progression of leaving salaries?nPersonal details -age, mobility, domestics, marital statusnWhat hobbies do they have? -gregarious or lonernIs every section completed?PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The Contact StagenDon’t leave them waitingnWelcome them warmlynSmile & shake handsnAppropriate dressnIntroduce yourselfnOffer tea or coffeenSit in a reasonably relaxed manner yourselfnAvoid physical barriersnExplain the format of the interviewnExplain that you will be taking notesnEstablish a rapport using neutral questionsPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Control and Close ObjectivesBy the end of this session you will be able to:-nExplain what areas need to be covered during the control stage and why these are importantnExplain how to close an interview effectivelyPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Key Areas for QuestionsnEmploymentnEducationnPlans for FuturenHobbiesnDomestic CircumstancesPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Halo & HornsPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Types of Question to AvoidnClosednLeadingnMultiplenHypotheticalnConfusingnAgreement SeekingPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Listening ProcessI TalkI ListenTLTYouYou TalkLTLListenPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Listening ProcessL L L L I I I I S S S S Evaluate Plan Rehearse T T Reply T Reply T E E E E N N N N PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The Theory of Behavioural InterviewingObjectivesBy the end of this session you will be able to:-nExplain the theory behind Behavioural Interviewing nExplain how to read “The Monitor”nGive examples of suitable questions to use under each of the key topic areasPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Behavioural InterviewingBehavioural Interviewing means …nGathering relevantinformation in predeterminedtopic areasnGetting the candidate to talk about themselvesnCollecting details of actualpast performancePDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Inertia ModelPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Two Types of MemorySemantic“Cat"EpisodicPDF 文件使用 "pdfFactory Pro" 试用版本创建 ÿw
中国人力资源开发网（简称：中人网）Memory StoragePDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Memory StoragePDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Properties of an EpisodenTime -When?nPlace-Where?nPeople-Names?nSequence-Beginning / Middle / EndnBehaviour-What did YOU do?nConsequences-What did YOU do next?PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The MonitorQuesiton Candidate Candidate Candidate asked thinks reacts answers EPISODIC What is an Eyes flick Acceptable . “What acceptable down – answer to did you do answer? monitor ON please when ..?” EPISODIC What did Eyes flick Details of “What did happen to up – relevant true you do when me then? monitor episode …?” OFF PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Competency –Drive for ResultsnTell me about an occasion when you have felt under pressure at work to achieve a particular goal?nDescribe the situation?nWhere were you?nWho was involved?nWhat happened exactlynHow did you react?nWhat were the consequences?PDF 文件使用 "pdfFactory Pro" 试用版本创建
Competency Based InterviewingPhase Two PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Programme ObjectivesBy the end of the programme you will be able to :-nState the importance of the Selection ProcessnIdentify the stages of a selection interviewnExplain the theory and give examples of Behavioural InterviewingnState the legal implications associated with recruitmentnComplete appropriate preparation prior to conducting a Competency Based InterviewnDemonstrate the techniques involved in selecting the right person for a positionnConduct a Competency Based Interview to the standard of the CompanyPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Quote“In an idealised world, our aim would be all persons in jobs perfectly suited to them and society. This aim assumes that each person should use his abilities, temperament and motivation in the best possible way for him; it also assumes that society will make the best possible use of its total manpower resources”Marvin Dunnette(1967)PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）“Recruit in haste -Repent at leisure !”PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）The Decision Process ObjectivesBy the end of this session you will be able to:-nExplain how to complete an Interview Assessment FormnList the alternative actions you can take as a result of the interviewnState when and how references should be soughtPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Interview Assessment FormPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Alternative Actions Following the Interview nShortlist the candidatenAsk the candidate for a second interviewnReject the candidatenRefer the candidate to another department / hotelnOffernHold for another positionPDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Four Questions to Consider nHas the candidate the competencies needed to be successful?nWill the candidate fit into the team and style of the department?nWhere some of the technical skills are missing, can the candidate be trained?nIs the right candidate interested?PDF 文件使用 "pdfFactory Pro" 试用版本创建
中国人力资源开发网（简称：中人网）Legal Implications ObjectivesBy the end of this session you will be able to:-nState the main pieces of legislation which affect the Recruitment Process, and explain their implicationsPDF 文件使用 "pdfFactory Pro" 试用版本创建
