Recruitment principles of tourism enterprises

A successful enterprise should not only design a reasonable organizational structure, but also select suitable personnel for different positions in these institutions. This is staffing. Then, as an enterprise, how to do a good job in staffing? The Singapore Tourism Board gave us a good example in the process of recruiting management trainees through absolute challenge.

Recently, Singapore Tourism Board openly selected and recruited management trainees among domestic college graduates. This process has gone through campus recruitment, demonstration and expert selection of resumes. Finally, three lucky candidates were born among 7,000 candidates, namely Peng Chuang of Peking University University of Economics, Yang Yixin of Shanghai University of Finance and Economics and Jiang Hao of Xi University of Architecture and Technology. In the end, through the absolute challenge of "galloping in the lion city" and the collaborative link-designing the theme dinner of "reward trip", the final winner was produced in the open recruitment on TV, that is, the only girl among the three contestants, Yang Yishen.

Next, we analyze how the Singapore Tourism Board selects management trainees from the aspects of staffing tasks, principles, sources, standards, methods, evaluation contents and enlightenment to us.

Staffing task

1. Make the organization system work through staffing. Tourism Singapore openly selects and recruits management trainees among domestic college graduates. Finally, through the absolute challenge, the final winner was produced in the open recruitment on TV. This is to select the right people to join the organization and make the organization develop better.

2. In order to train cadres with organizational development, Singapore Tourism Board has injected new strength into organizational management by recruiting management trainees. Through the training during the trainee period, management trainees can eventually become personnel conducive to organizational development.

3. Maintain members' loyalty to the organization. In the recruitment process, the Singapore Tourism Board also demonstrated its excellent working environment and high salary, and also provided a good development platform for management trainees. These are all to stabilize people's hearts, retain talents, give members generous treatment and make members loyal to the organization.

4. Provide staffing, so that everyone's knowledge and ability can be fairly evaluated, recognized and applied. Absolute Challenge always pays attention to the comprehensive quality of players by means of "task". This method is not accidental, but actually comes from an advanced way of quality assessment: situational assessment. This evaluation method has been widely used in the field of western human resources evaluation. This method can examine the appraisee's expressive ability, communication ability, resource management ability, pressure resistance ability, adaptability and so on under the real set environmental conditions. Many domestic human resources experts have pointed out that this method is more clear and accurate for the investigation of candidates. This will also allow every applicant to have a fair and just competitive environment.

5. Through staffing, everyone's knowledge and ability are constantly developing and their quality is constantly improving. The purpose of recruiting students. It is to select suitable personnel for training, thus improving the management level of trainers in all aspects. In order to facilitate future management work.

Staffing principle

1. The principle varies from person to person. The purpose of selecting people is to let them hold certain positions. First, workers are required to have the corresponding knowledge and ability. This recruitment is Singapore Tourism Board, which needs good communication skills and affinity, and can promote Singapore's tourism culture well. The second contestant, Yang Yishen, although her planning ability is not strong, her affinity and sincere attitude still touched the judges. When she saw a new dollar while riding a bike, she didn't pick it up, which showed the judges her honest character.

2. The principle of using materials. Different jobs need different people, and different people have different abilities and qualities. Only by arranging work according to people's characteristics can we give full play to people's potential. In the collaboration, although the result is not satisfactory, Yang Yishen has made great contributions in the process of communicating with two stubborn male players with different opinions, and can inspire others and unite members when they fail.

3. The principle of personnel dynamic balance. The coordination between people and things needs constant adjustment, so that everyone can get the most reasonable use and realize the dynamic balance between people and work. In the collaboration, everyone thinks he is suitable to be a leader, but the leader can only make members trust him. In the end, they chose Jiang Hao, who is calm and determined, as the team leader.

Source of personnel

1. External recruitment; The source of personnel is mainly the required management personnel hired from outside or promoted from inside. The recruitment method in the film belongs to external recruitment. The advantage of outsourcing is that there is no "historical burden". If you have the ability, you can quickly open the situation. Conducive to appease and ease the tension between internal competitors. Can bring fresh air to the organization. The disadvantage is that the external staff are not familiar with the internal situation of the organization, and the organization can't deeply understand the situation of the candidates, so several links are set up in the movie Absolute Challenge to let recruiters know about the candidates. The biggest limitation of external cadres lies in the blow to internal employees. Therefore, the recruiter finally chose the one with the most affinity, not only for his career and tourism, but also for the management of a new organization.

2. Internal promotion: Management trainees recruited by Singapore Tourism Board can improve their internal promotion methods and become formal managers after a period of training and exercise.

Staffing standards

1. The desire to manage. Strong management desire is the basic premise of effective management. In Absolute Challenge, the recruitment of management trainees needs management desire in order to choose the right manager and undertake the right management work. At the same time, managers should deeply understand their real desires, observe the reality objectively and correctly judge the objective reality. They should have different desires in different periods and have different management methods and models for different desires. We should learn to pursue balance in the expansion and control of desire and master the art of balance.

2. The quality of integrity. Integrity and honesty are the basic qualities that every member of an organization should possess. This is especially true for managers. Managers must be moral, trustworthy and honest. In Absolute Challenge, all three contestants have their own characteristics. Among them, Yang Yixin has the characteristics of integrity, sincerity and affinity, and also has the characteristics of not bad money. Finally, to stand out from the crowd in recruitment is one of the criteria for recruiters.

3. adventurous spirit. The task of management is not only to carry out the orders of superiors and maintain the operation of the system, but also to innovate constantly in the work of organizational systems or departments. Only by continuous innovation can the organization be full of vitality and continuous development. In Absolute Challenge, Peng Chuang, who ranks first, has this spirit of adventure and innovation. He is creative, energetic and quick-thinking. Adventure is a sharp weapon for successful people. He won a management training fund of 20,000 yuan. Adventure spirit is a valuable quality of managers, and adventure requires courage and capital. If you can take risks from the spirit of uncertainty and rely on some inspiration, you may have a chance of success, but it may also lead to failure.

4. decision-making ability. It is very important for managers to master certain decision-making ability. Managers should at least have the ability to analyze problems and the courage to make decisive choices. Successful managers usually make decisions and take action when others are still hesitant. In Absolute Challenge, contestants can quickly observe the changes of food, master information, find problems and make decisions. Among them, No.3 contestant Jiang Hao has a clear goal, firm will, unique creativity and practical style, and makes full use of the resources at hand. Be able to make decisive decisions.

5. communication skills. Managers need to understand others and others need to understand themselves. Mutual understanding among members of an organization is the basic guarantee for the success of the organization. Understanding should be accomplished through the exchange of information. In Absolute Challenge, as a manager, communication skills are very important. Players can be good at communication, balance and coordination, and cooperate with others spontaneously to achieve the task requirements. No matter what job or position, good communication skills are necessary.

Procedures and methods for selecting and appointing managers

Through competition, organizations can choose the most suitable managers.

1. Open recruitment. Employment agencies should announce the number, nature and requirements of candidates to be recruited through appropriate media in a corresponding way, open "recruitment" to the inside and outside of the enterprise, and encourage those applicants who think they meet the requirements to participate. Tourism Singapore openly selects and recruits management trainees among domestic college graduates.

2. Rough selection. First, the candidates are preliminarily screened. Through a brief preparatory meeting, learn as much as possible about their situation and eliminate those who can't meet the basic requirements in these aspects. In this process, after campus recruitment, promotion meeting and resume selection by experts, Singapore Tourism Bureau finally gave birth to three lucky candidates among 7,000 candidates, namely Peng Chuang of Peking University University of Economics, Yang Yixin of Shanghai University of Finance and Economics and Jiang Hao of Xi University of Architecture and Technology.

3. Evaluate the knowledge and ability of those who have passed the rough selection.

(1) Intelligence and knowledge test. Intelligence test is to test the ability of some of his managers by the candidate's answers to certain questions, because managers must have above-average intelligence. Knowledge test is to understand the applicant's knowledge about the position to be hired. The three candidates selected by the Tourism Bureau all have strong cultural backgrounds, and they are definitely talents with above average intelligence and knowledge.

(2) competing for speech and defense. Introduce your plans and intentions after taking office and answer questions from its participants. There was a "Ultimate PK" Q&A session at the scene, which was a series of questions from the Director of Tourism Singapore Greater China.

(3) Case analysis and examination of candidates' practical ability. Test and evaluate the candidate's ability to analyze and solve problems, observe his working ability and adaptability by using various evaluation techniques, and judge whether he meets the requirements of a certain job. The "Absolute Challenge" adopts situational assessment, and the contestants participate in the "Lion City Galloping" and design a theme dinner of "Incentive Travel" in Singapore Bird Garden to examine the candidates' expressive ability, communication ability, resource management ability, stress resistance and adaptability.

(4) opinion polls. Whether the management effect is ideal or not depends not only on the manager himself, but also on the acceptance of the managed personnel. In the collaboration link, it is often seen that reporters interview the managed person, which is the leadership opinion of Peng Chuang and Yang Yishen on Jiang Hao.

(5) Select management personnel. According to each work performance, the comprehensive score is calculated by weighting method. Finally, the judges finally selected Yang Yixin according to the comprehensive scores of various evaluations.

How to evaluate personnel

1. About contribution evaluation. The contribution evaluation needs to pay attention to the following two issues:

(1) We should try our best to distinguish the personal efforts of managers from the achievements of departments, that is, we should try our best to determine what proportion of the contributions or problems of the departments under our jurisdiction are attributed to the efforts of supervisors.

(2) Contribution evaluation is not only for subordinates, but also for superiors. The second part of "Absolute Challenge" requires the use of resources at hand and teamwork to set up a theme dinner to reward tourism. Their contributions will be donated to wildlife protection organizations, from which participants' organizational planning, marketing skills and execution ability will be assessed. Contribution is often a function of effort and ability. Therefore, contribution assessment can be used as the main basis for recruiting managers' salary.

2. About the ability evaluation. By investigating the management work of managers in a certain period of time, we can evaluate their actual ability and development potential, that is, whether they meet the requirements of their current posts, whether their quality and ability have improved after taking up their current posts, and whether they can undertake more important tasks. In Absolute Challenge, in the first two links, the abilities of three players are assessed, including their ability to use resources, their adaptability, execution, organization, communication and expression, and their ability to cooperate with others. Therefore, according to the basic requirements of the organization for different managers, with the knowledge of management, a series of specific questions are used to explain the work and evaluate the ability of managers in these work.

How to improve their market competitiveness

1. Prospective managers should constantly improve their psychological quality. An excellent manager must have energy-vitality and passion; Motivation-the ability to motivate others; Edge determination; Execution-execution. Only when managers have some necessary psychological qualities can they take on greater responsibilities and have the courage to stand up when risks or crises come, bear the pressure alone and face more new opportunities and challenges.

2. Quasi-managers should establish a firm sense of market competition and hardship. 2 1 century is the era of competition and cooperation, that is, there is cooperation in competition and competition in cooperation. In order to build an enterprise into a century-old shop, managers must establish a firm sense of hardship, especially in each stage of the development process of enterprises, and must identify the crux of hindering development and their own problems. If they are never satisfied, they will fall behind, and backwardness will be eliminated.

3. Quasi-managers should pay close attention to the signboard of innovation, because the key to managers' success lies in innovation! Managers should always pay attention to the current social environment and status quo, capture accurate information, and then make short-term plans and long-term coping strategies to prevent problems before they happen.

4. Quasi-managers must have a variety of social skills to improve their management level in practice.

5. The ability of quasi-managers to form and maintain the long-term competitive advantage of enterprises on the basis of the organic combination of strategy, talents, management, technology, capital and brand. Therefore, managers should have a unique overall and long-term strategic thinking, let their own enterprises have their own corporate culture, business philosophy, employment mechanism and talent training system, and managers should shape a good organizational structure and operation process within the enterprise. Monitoring system, decision-making and control ability, market expansion ability, and coordination ability between departments and enterprises enable enterprises to have the technical research strength and technical updating ability needed by the industry, have patents and core technologies, always ensure that they can be in the leading position in the industry in technology, have good financing ability, and have reasonable balance sheet results, so that enterprises can have well-known brands and product quality is first-class in enterprise quality.

For example, in Absolute Challenge, from the three players, we can undoubtedly see the advantages of being aggressive, daring to work hard, being able to have more contact with the Internet and having stronger learning ability, but we can also clearly see the defects in teamwork ability and psychological quality. Therefore, to improve the market competitiveness of prospective managers, we must develop ourselves in an all-round way, meet challenges and seize opportunities. The winner of Absolute Challenge can stand out from the challenge because she has strong psychological pressure, teamwork ability, communication ability, valuable change spirit and heartfelt affinity. This kind of person is just the new generation of talents needed by enterprises in the new society.

From the above analysis, we can see how to do a good job in staffing and human resource management, so as to make our own enterprises successful. Therefore, enterprises should use the knowledge of personnel allocation to select suitable management talents, so that talents can be fully and reasonably used, while maintaining organizational stability, which is one of the keys for enterprises to win.