Five principles that HR managers should master

Big Belly male: This article mentions five principles. I think it will be helpful for the project manager to master them, so I posted them again.

Tool 1: STAR principles for recruitment interviews

Recruitment interview is an important part of HR manager's work. Every successful manager must have superb recruitment interview skills so that the right person can create high job performance in the right position.

The so-called STAR principle is the combination of the first letters of Situation, Task, Action, and Result. When interviewing candidates, try the STAR principle. The STAR principle is the talk procedure involving substantive content during the interview process. Any valid interview must follow this procedure.

When talking to a candidate, you must first understand the background of the candidate, that is, the so-called background check (Situation), and then focus on the specific tasks of the employee) what are they, how each task is done, what actions are taken, and what results are taken ).

Through the above four steps, the HR manager can basically control the entire interview process and recruit appropriate talents. The SATR principle is a good recruitment and interview tool for managers, which contains a lot of skills. HR managers should constantly explore and improve their abilities in recruitment.

Tool 2: 6W1H principle with clear responsibilities

Clear responsibilities are the basic principles of management, and any management starts from the management position. However, in actual management, unclear responsibilities and unclear rights and responsibilities still exist in large numbers. As an HR manager, you must think deeply and effectively solve this problem so that employees can clearly define their responsibilities.

To make the employee's job description more accurate and clear, the manager must understand the important principle of 6w1h. The so-called 6w1h is: 1. Who-who is responsible for the work? 2. For whom-who is the service and reporting target? 3. Why-why? 4. What-What is work? 5. Where-where is the job? 6. When-working time period? 7. How-what are the methods and programs used to complete the work? Only by answering these questions one by one can employees be clear about their work, be more willing to take responsibility, and be more responsible.

Tool 3: SMART principle of target management

The implementation of target management not only helps employees to work efficiently, but also sets goals and assessment standards for performance appraisal. This makes the appraisal more scientific and standardized, and ensures the openness, fairness and justice of the appraisal. Setting goals seems simple, but if it comes to a technical level, managers must learn and master the SMART principles. The so-called smart principle is:

1. The target must be specific );

2. The target must be measurable (measurable );

3. The target must be achievable (attainable );

4. The target must be relevant );

5. The target must have a clear deadline (time-based ).
Both team goals and employee performance goals must comply with the above principles. The five principles are indispensable. The preparation process is also a process of increasing HR manager capabilities. HR managers must work with their employees to improve their performance in the Process of constantly setting high performance goals.

Tool 4: PDCA Principles for Effective Management

The so-called PDCA is the initial combination of plan, do, check, and adjustment. No matter which task is inseparable from the PDCA cycle, each task needs to go through four stages: planning, execution plan, inspection plan, adjustment of the Plan, and continuous improvement. For HR managers, This is a tool that effectively controls the management process and quality of work. By using PDCA, you can develop your management in a virtuous circle. through implementation and skillful use, HR managers will be able to continuously improve efficiency and control your work more effectively.

Tool 5: MKASH principles for manager professionalism

The so-called mkash principle is:

1. Motivation: positive motives have a huge incentive effect on success. The personnel manager should constantly adjust his or her own mentality, face work and challenges with positive motives, constantly motivate and surpass himself, and achieve the goal and vision set under the guidance of positive motives.

2. Knowledge: professionalism must be based on professionalism and background. To do any job, you must first have the professional knowledge to deal with the job. To do well, you must have other relevant knowledge to form a complete knowledge system, support the development and expansion of work.

3. Skill: skills are necessary for managers to carry out their work. Only knowledge, no skills, and hard work. If a manager does not have the communication skills, how can he communicate with others and how can he carry out his work? Without interpersonal skills, how can we establish a harmonious interpersonal relationship with our subordinates? Skill Training should be upgraded to the same level as knowledge, and knowledge should be continuously transformed into ability.

4. Action: A high-performance manager must have the ability to perform fast actions and strong execution. Some people are excellent in all aspects, have a high level of knowledge and have a strong ability, but they cannot do a good job, because they lack the ability to act. "Quick planning and action should be a kind of cultivation," says Tom Peters ". To become a professional talent, you must change your indecisive attitude, take actions seriously, and use actions to prove everything, constantly improve your execution.

5. Habits: habits determine fate. This sentence is no exaggeration. Good habits give people a good impression and feeling, and can help you succeed to a great extent. Professional talents must have good habits. Both life and work should pay attention to cultivating professional behavior habits to show professional style.