targetedselectmastermanual-目标选才(编辑修改稿)

targetedselectmastermanual-目标选才(编辑修改稿)内容摘要：

练习：判断行为事例是完整的，假的，或是不完整的。 ( 附材料 ) CBU Targeted Selection 13 Motivation Fit 动力适合度  Importance of interviewing for the Motivational Fit dimensions 考察动力适合度能力的重要性 – increase the odds that people will stay on the job and be personally satisfied, decrease turnover 提高满意度，降低流动率 – minimize one of the mon biases in selection: hiring someone who “looks like me”, increase workforce diversity 注意各人不同特点，提高整体员工素质 Three Dimensions of Motivation Fit 组成动力适合度的三类 – Job Fit: satisfaction with job activities and responsibility 工作适合度 : 工作性质本身是否让员工满足 – Organization Fit: satisfaction with the anization’s values and method of operation 机构适合度：机构的运作模式及价值观是否让员工满意 – Location Fit: satisfaction with the geographic location of the job 地理位置的适合度： 工作或机构的地理位置和它的特点是否让员工感到满意或配合个人需要  Motivational facets and motivational fit fourquadrant grid 动力配对图 ( 附材料 )  How to interview for behavioral examples in the Motivational Fit dimensions 如何通过面谈收集动力适合度的行为事例 – Use a when/what/why technique 使用“时间 /内容 /原因”提问技巧 • when a candidate was most/least satisfied with a characteristic in a job/ 什么时候。 • what the person was doing or experiencing that caused the satisfied/dissatisfaction 什么工作或经验。 • Why the situation was satisfying/dissatisfying 原因是什么。 CBU Targeted Selection 14  Use the Interview Guide 使用面试指南  Ask followup questions 跟进问题  Take notes 记笔记  Build rapport 建立良好气氛  Manage the interview 调节面试步伐 Interview Techniques 面试技巧 CBU Targeted Selection 15  Interview Guide is a most useful tool being developed based on Pepsi petencies necessary to the target positions, like UM/TDM/CR 面试指南是有用的工具，是依据百事公司职位的各项能力发展而来的 Contains necessary Competencies (including definition, key actions) for the target position, and planned behavioral questions designed to get pleted STARs (Situation/task, Action, Result) in assigned petencies 它包含职位所必需的各项能力 (能力定义，关键行为 )，有计划的提问以收集完整的 行为事例  Contains the evaluation form to help anize and evaluate the information you collected and rate targeted dimensions to make sound decision 它包含评估表，帮助 分析，判断应聘者各项能力，作出正确的聘用决定。  Contains clear instructions to guide what to do before/during/after interview 它给予清晰的指示：面试前 /中 /后所应做的每个步骤 ( 附：区域职位的面试指南 / 面谈时间表 ) Using the Interview Guide 使用面试指南 CBU Targeted Selection 16  Three Types of Questions 三类问题 ( 附练习材料 ) – Behavioral: asks the candidate to provide specific information, describe “an experience you’ve had,” “a time when”, “a situation in which” 行为事例的问题：要求应聘者提供具体资料。 应聘者要描述“一次曾有过的经历”、“一段时间”、“一个情况” ... – Theoretical: asks candidates for theories, opinions, or general actions. 理论性的问题：询问应聘者的理论和意见，对一情况的看法或者他们怎么做。 X – Leading: prompt candidates to give the answer they think you want to hear. X 引导性问题：提示应聘者提供他认为你所期望的答案。 Only behavioral question can help you get plete STARs 只有行为事例的问题可助你获得所需资料：完整的行为事例  Situations Requiring Followup 需要跟进的情况 ( 附材料 )  Tips 提示 – Words such as “ usually”, “ typically”, or “ would” in a followup question indicate a theoretical question 如。