篇一：recruit -招聘记者作文
自己要到一家英语报社去应聘记者，请按照应聘书的要求，写一篇英语应聘书，表达想加入的意愿，加入的优势，可以自行发挥一些细节。字数120左右。
Dear Sir or Madam,
My full name is Li Hua, Tremendously (极其；非常) captured (=attracted) and inspired by the advertisement published by your
newspaper, I am extremely interested in becoming a part of your team. The dream of being a reporter has long been deeply/firmly rooted in my mind (深深扎根于我的心里) since my childhood. Practicing English writing has become my daily routine（常规）, which is of great
importance to make me a distinguished（杰出的；卓越的） person in this field（领域）. Additionally, I am a diligent student with responsive （反应积极的；热情的）character, so I have confidence in fulfilling (完成) the required task.
I am looking forward to your reply (hearing from you).
Yours sincerely/truly, Li Hua
篇二：hr成长之道人力资源总监心谈记
hr成长之道人力资源总监心谈记(部分转载）
(2012-05-10 15:15:53)
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杂谈
第一篇:走近HR
进过企业，特别是外资企业的朋友都知道，在企业里有个HR部门，有一群人做的工作是HR，并且这群人以HR自称，那HR到底是什么呢，从今天开始，请随我一起走近HR，认识HR，学习HR。
一．HR的由来
HR这个词来源于英文human resource的缩写，中文译过来就是人力资源的意思。最早提出这个概念的人来自美国，叫戴夫·乌尔里克。在这之前，HR的工作被称为人事管理，虽然人事管理与HR管理有着许多本质的不同。以前刚提出HR这个概念时，我还为是将人事的作用比喻成防火设备，因为防火设备的英文简称也是HR,其实将人事比喻成防火设备也不无道理，在大多的公司里，人事都是扮演着救火员的角色，哪里出事就出现在哪里。在HR管理资格认证考试出台前，人事的工作内容并不明确，有点与居委会大妈的角色类同，张家李家吵架了，王家刘家生娃了，都要管，有的单位管人事部叫劳资科，有的干脆就归为后勤处，大多数公司人事与行政后勤合并在一起。称得上人事的单位，都让人想到国家人事部或人事局，老实的讲，人事部门以前确实是蛮让人羡慕的部门，也是很难进得去的部门。人事部门掌握着人员的升降、考核、工资及福利，人事部门的人，是谁都得罪不起，想巴结还巴结不上的特殊人群。做人事的人员大多有高学历、好关系。中国从2003年开始，以前的劳动与社会保障部，现在的人力资源与社会保障部推出企业人力资源管理资格考试以后，才确定HR的工作内容即今天大家一致公认的HR六大模块，内容包括：人力资源规划、招聘与配置、培训与开发、绩效管理、薪酬管理、劳动关系。
从事HR工作的人，不管你参不参加人力资源管理师考试，这六大模块内容一定要说得出，并且要知道HR常用的一些专业术语。我有个HR的朋友，做了5年HR管理，去面试一家公司的HR主管，面试官是一个香港人，问话里时不时夹几句英文，问我朋友：“对ER、C&B二个模块熟不熟？”我朋友当时就被问懵了，做了这么多年人事，不知道对方讲的是什么意思。回来问我，“这二个英文是什么意思？我做这么多年怎么就没听说过？”坦白的讲，这位朋友做人事超过了5年，凭经验、论能力，应聘那个职位，一点问题都没有，卡就卡在这几个英文缩写上面。所以做HR这行的，一些HR专业术语，必须要清楚地了解，熟记于心，否则让人怀疑你的专业程度，有的时候也会错失一些好的工作机会。
ER是员工关系Employee Relationship的缩写，C&B是薪资福利Compensation 薪资、Boon 福利的缩写，绩效管理的英文是performance management ，招聘的英文是recruitting，HRD是人力资源开发Human Resource Development的缩写，HRM是人力资源管理Human Resource Management 的缩写。还有一些职位的专业术语比如：HR manager是人事经理，HR supervisor是人事主管，HR Director是人事总监， HR Specialist是人事专员，HR Assistant是人事助理等等，都是做HR必须要掌握的基本单词。更多的HR专业术语，请参见附录。很多跨国公司HR招人的时候，都会用英文面试，即使你英文不好，HR的一些常用单词也必须读得准，写得出，听得懂，说得来。否则大好机会就会白白的溜掉了，你也不能怪人家刁难你，作为跨国公司的HR，连几个本专业的英文还认不全，是无论如何都说不过去的。有些公司的HR招储备干部，是不是HR专业都无关紧要，倒是英文专业的毕业生特别受轻睐，为什么呢？因为作为一家跨国公司的HR，不论是在工作中，还是在面试时，都会用的上英文。我在这里倒不是要求大家为了做HR去恶补英文，而是想告诉大家，作为HR，学一些英文尤其是一些必需掌握的英文对你来讲，会比人家更有优势，有更大的发展空间。
二．HR的组织架构
大型的公司一般由一位高层主管来统管HR的工作，制造型企业一般叫管理副总，服务或IT业称为HR总监或行政总监，当然小型的企业HR直接由老板或总经理管理的情况也不在少数。一般负责HR全盘管理的中层称为人事经理，人事行政合并在一起的公司称为人事行政经理，也有些公司称为人力资源部长，也有企业人事由同时分管几个部门的经理兼任，比较常见的称呼有管理部经理、厂务经理、总务部经理等等。负责专门日常管理的主管因企业情况不同，职称不同，制造企业为人事科长、人事主管、人事行政主管、人资主管等，服务性公司也有称人事经理、人事行政主管、人资主管等等。以上是常见的一些负责人事的主管人员职务名称。HR具体工作担当者的职务名称比较普遍的称谓有专员，比如人事专员、薪资专员、培训专员等，另有管理师之称，比如人资助理管理师、副
管理师、管理师等，一般的公司还是以人事助理、行政助理、人事文员、劳资员、事务员等称谓为多。一些小的公司干脆就以人事相称的也不少见。大家明白了以上一些常见的职务称谓，也知道各个职务在公司的层次情况，去面试时心里就会有算。我们很多HR人员去面试时，自己都搞不清楚自己适合做什么，所以对职位层级的一个大概了解是必要的。关于HR人员的编制问题，一直在业界存在着分岐，有主张按员工人数比例配备的，从我多年的经验来看，就行业不同，人员配备情况是不一样的，一般的服务类型的行业，比如酒店、零售业等人事专职人员都较少，主要的工作也是负责人员考勤及招聘及一些社保福利的处理，有些需要培训的行业会有专人培训，这样的行业HR人员配备与人数没有太多直接的关系，一些制造企业人数较多，HR的配备按照各大模块来配置人员。有一个经验值，HR的配备与员工人数比例按1：300左右配备人员,但是这些意义都不大，随着HER及HR外包的出现，很多大型企业HR人员的配备呈少人化趋势，有些发展中的企业，在招工和培训二大模块上配备的人员，可以根据业务情况作调整。但是大部分的公司HR专职人员还是限定在10人以内。
从一家公司的HR部门组织架构，基本上可判断这家公司的规模、管理水平及对HR的重视程度。一般的企业，HR人员的工作并没有严格按照HR的六大模块的内容来分工，有两种分工结构具有代表性，一种是中等规模企业HR组织分工，
大部分设有HR专职部门的企业都是以上这二种组织分工。但是很多公司人事与行政都不分家，这个也是目前HR难以做得专业的原因之一。在管理方面，有的公司HR直接独立出来由总经理管理，有的公司由分管行政及HR的副总或总监管理，有的只是被当作附属部门，挂到行政主管下面。其实HR部门分管的领导越大，做真正的HR机会就越大，所以我建议HR新人去面试时，选择HR部门是独立的单位的公司去历练，接触得到的HR运作管理相对会比较正规。
三．HR的定位
我去许多公司面试时，经常有人问我：“你觉得HR是做什么的？”显然他想问HR的定位问题，虽然关于HR的定位在不同类型公司及不同发展时期有不同的定位，关于HR定位在业界也有不同的说法，我经历这么多家企业，觉得如果能从以下四个方面去定位，HR的工作方向就不会出错。
1、HR应是人力资源管理方面的权威
HR部门应该是公司里面选、育、用、留、裁各个环节的专家，做HR的不懂《劳动合同法》，要懂亚当斯公平理论、马斯洛人类需求五层次理论、X与Y及Z理论、彼得原理、马太效应等等基础理论知识，当然更要明白HR实务处理的细节及要点。要明白以上的东西，一是靠有针对性地去学习，另一个是需要自己在工作中积累与总结。在后面有一节讲到HR如何快速成长中，我介绍了一些经验，大家可借鉴一下。关于一基础的HR理论，我罗列了一些供大家参考，
2、HR是公司的业务伙伴
任何一家公司的工作设置都是围绕或服务于核心业务这个中心，同样HR这个部门也是一样。不懂公司业务的HR是不合格的HR，也永远无法进入决策层面。所以做制造行业的HR就要了解公司的产品开发到生产制造出货的各个环节，做服务的HR要了解客户的需求，服务的要点等，虽然不要求比一线部门的人员还要专业，至少你要做到十分清楚了解。比如让你带一位重要客户参观，你就要有说出公司产品的特点，生产的基本情况，品质的基本要求，研发的开发流程，仓库的出货流程等等。
3、HR是公司的领导者及变革的推动者
所谓领导者不是说HR部门要当领导，而是说你要进入到战略层面，要成为企业的战略合作伙伴，要成为引导者。一个企业组织的变革、流程的变革，从深层次来讲是人的思维方式、人的价值观、人的行为理念的变革，它需要靠HR制度的创新来推动变革的实施，所以在企业变革中，HR管理者要变参与为推动。
4 、HR既是管理者又是服务者
作为管理者，企业人力资源管理者与其他部门管理一样，都是政策制订者和发号施令者，他们所从事的工作都是相应的管理活动，包括计划﹑组织﹑领导﹑控制等，他们根据企业发展的需要及自身管理职能制订相应的人事政策或制度，然后组织实施并对过程与结果进行相应的控制。作为服务者，HR的宗旨是帮助业务部门解决实际问题，共同为企业发展创造最大价值。这一宗旨告诉我们HR的工作应该是服务于各个层级的员工。有家500强的HR经理曾经告诉我，他们公司HR不管人，不管事，只做服务。随着企业制度化，规范化，HR由以管理偏重开始转化为以服务偏重，这就要求所有从事HR的人应该转变思想观念，改变工作方法，适应公司的发展需要。
当前很多企业的HR大多备感压力与无奈，虽然与企业快速发展对HR的要求在不断变化有关，但是大部分还是与HR从业人员的素质及能力有关，HR这个行业，可以说是一个入门特别容易，基本上没有门槛的行业，很多都是洗脚上田第一次做HR，有的是半路转行，即使是HR专业，科班出身的大学生，因为我国的专业教育与职业的严重脱节，也是对HR一知半解。就如同我的一个下属，学了四年本科相关专业知识，最后到企业竟不如一个人事文员。其实这一切都不是问题，问题是需要我们要有自知之明，不要抱怨，不要放弃，不要折腾，在工作与学习中努力提升自己的各方面素质与能力，做一个真正合格的HR人。
HR管理的六大模块.
人力资源的六大模块其实并不能完全将HR的工作内容概括完整。有些工作是无法归纳到模块之下去的，随着HR的发展与进步，将来可能会分为更多的模块，原因是分工越来越细，越来越专业。
1．人力资源规划
很多做了好多年HR的人，都说不清楚人力资源规划的内容，更不要说去做规划了。其实人力资源规划并不复杂，只是一般的HR从业人员无法接触到规划的内容或已经在做这个规划而自己不清楚罢了。HR的规划因为涉及到管理的组织基础理论、战略管理理论、成本会计学等内容，被一些所谓的专家搞得艰涩难懂，让人望而生畏。因为难，
篇三：How to Recruit Staff
How to Recruit Staff
The job market is constantly changing, but the heart of any business large or small will always be its staff. Regardless of the state of the job market or economy in your industry, recruiting knowledgeable and competent staff is the best way to keep your business successful and to get ahead. It’s important to know how to recruit staff in a time-efficient and economical way that will ensure that you find the right employees to work with. Different industries can employ different methods to recruit staff based on needs and requirements, but there are some surefire tips to recruit staff that will work for any business.
Part One of Three:
Assessing Your Company Before You Recruit
1、Consider hiring internally.
Instead of bringing someone in from outside the company, you may have the ideal candidate already in your employ. This method has both its advantages and disadvantage.
The advantage of recruiting in-house is that the employees are already familiar with the corporate culture of your business. Corporate culture "describes and governs the ways a company's owners and employees think, feel and act." [1] This kind of employee will have a valuable knowledge of the company and you will have the resources of their past work achievements to help you determine if they’re right for the job.
The disadvantages of hiring in-house include being limited in your pool of applicants and exposing yourself to the possibility of resentment from other employees who went out for the job but were not chosen.
Being very clear about the requirements of the job as well as the hiring process can alleviate any disadvantages and ensure a quality applicant.[2]
Image titled Recruit Staff Step 2
2、Establish an intern program.
Work with local colleges or schools to employ interns or students seeking work-study credits and experience. Working with interns will give you the inside edge to recruit the best and brightest as soon as they graduate.
Network with local colleges and job placement centers to increase the presence of your business. Student advisers will be more likely to send recruits your way.
Image titled Recruit Staff Step 3
3、Write a Job Description.
Before you write a job description, look at your company's current needs for employment. Decide what features you believe are most important to the job and the criteria that an applicant should meet.
You should include position titles, salary, time requirements, job duties, required education or credentials, and any other requirements or requests that an ideal candidate should have. This will help you present a clear vision to potential candidates.
You can also list criteria that would be a plus but that is not required. This will help outline your
dream candidate but will not limit the applicant pool too much.
Make sure to talk to those that will be working with the new recruit and ask them what they require. This will ensure a better placement for the new staff and keep your current staff happier.
Part Two of Three:Attracting the Best Applicants
1、Reach the right audience.
Think about where you believe your ideal candidate would spend time, both in person and online, and advertise your company and job vacancy in those places.
Advertise the job opening with professional organizations and online communities that pertain to your business. This will increase the number of qualified candidates that see your listing.
Think of businesses that an applicant with your intended skill set might frequent and put up a billboard nearby. You can also use skill-based language on the sign that will attract the necessary applicants.
Purchase ad space that will appear when certain keywords are searched in online search engines. This will ensure that people that have the skill set you need will see your ads.
Image titled Recruit Staff Step 5
2、Post job offers on job boards.
Use job search sites to recruit staff by posting the job description and checking it often. You should also post on a regular basis. Many job seekers only search new postings that are less than a week old to save time. Posting more than once will make sure your posting gets read. Image titled Recruit Staff Step 6
3、Advertise in new places.
The new employee that you're looking for may not frequent the traditional places that job advertisements are posted. You may also be able to attract candidates that are currently employed but that might want a promotion or are looking to change up their current employment.
Post in the sports or local news section of the newspaper. A job advertisement is more likely to be seen if it isn't lost among the crowd of other help wanted ads.
Place flyers in places that are frequented by the most residents in the areas you are looking for possible employees. Gyms, recreation clubs, and libraries are visited by large groups of people on a regular basis and usually have posting boards for advertisements. Posting in these type areas will expand the reach of your job advertisements.
Image titled Recruit Staff Step 7
4、Use social media.
In the modern technology age, social media platforms are more popular than ever and are visited by thousands of people on a daily basis. This option is both far reaching and cost effective for both applicants and employers. You can also add company information, link to the company website, upload business logos, and link to the application for no extra charge.
Possible online venues are Facebook, Twitter, LinkIn, and MyCareer.
5、Ask for recommendations from colleagues and past employees.
Others in your industry will likely have recommendations for potential recruits. Ask around to colleagues whose opinions you trust for any recommendations of people that might fit the job requirements. You may also want to contact former employees that might know qualified candidates since they would be familiar with your company.[9]
Image titled Recruit Staff Step 9
6、Offer a finder's fee.
Offer your current employees as well as third parties such as suppliers, customers, or the general public a small fee if you end up hiring someone they referred. There will be even more people searching for qualified candidates aside from those charged with hiring the new applicant.
For current employees, you may can offer non-monetary rewards and instead give them company perks. These can be anything from a better parking space for a year to additional days off.
7、Use referral cards.
Send your current employees out with recruitment cards that have the company's website and information on it. If they see someone that they believe will fit the job opening, they can hand them the card to let them know about your company and the job opening. This method will bring you applicants from places that normal job advertisements may not reach and give you a larger and more diverse pool of applicants.[12]
8、Highlight the benefits.
Enhance any perks or benefits to the job when recruiting, including health insurance, vacation options, investment and stock opportunities, employee discounts, performance bonuses, and pay raise options. Making the job look as good as possible will increase the enthusiasm of candidates.
9、Offer more than anyone else.
New hires that are fielding offers from more than one company will go where the money is, so offer slightly above the average pay for the position. You can also state that you are willing to negotiate. Not every company is, so this will add to your appeal.
10、Recruit diversely.
Improving diversity when you recruit staff will enhance your business and give you more opportunities to find great new staff. You should open the job to a wide variety of candidates, making sure to not distinguish who you hire based on age, race, sexual orientation, religion, gender, or marital status.[13]
Avoid putting any modifiers such as "young" or using gendered pronouns in your job description that might deter certain groups of people from applying.
Part Three of Three:
Interviewing and Hiring the New Employee
1、Make a shortlist of candidates.
Once you have received all applications, eliminate those who do not fit the basic qualifications you laid out in your job description. If you have too many applicants at this point, consider the qualifications you listed for the ideal candidate that were not mandatory. This will give you those candidates that stand out above all the others based on their extra skill set.
Make sure you think about how much time you have to interview. You want to make sure the number of applicants you call in for interviews is low enough that you can give adequate attention to them all.
Have multiple people create a shortlist. This will ensure there is no personal bias.
2、Have a multiple step interview process.
Perform phone interviews, in person interviews, and if necessary, followup interviews. This gives you more time with each candidate and will help you to fully understand how they would work within your business.
If you are interviewing someone who lives far away or out of state, consider online video interviews. This helps to make sure your applicant reach is as far as possible.
3、Ask the right questions.
During each type of interview, make sure you ask pointed and relevant questions to the job you are filling. Ask the same set of core questions, but also tailor some of your questions to each applicant's particular qualifications and experiences.
Take this time to ask about possible holes in their experience or qualifications. You can also ask applicants about particular skills that might be above and beyond what you were expecting.
4、Hire based on skill.
You want to make sure that your final decision is based off of the applicant's overall qualifications and skill set, not just their personality. While having a person that will fit in with your company's corporate culture is important, if the possible hire cannot adequately perform their new job, then you will soon be back in the same position again.
5、Check references.
By checking reference, you can find out about the applicants work ethic from past employers. Take the time to call some of the references provided in their resume and ask about work performance, strengths and weaknesses, and reliability. This will give you a better idea of whether the recruit is right for your company.
6、Give yourself as much time as possible.
It’s important to take your time when making staffing decisions to ensure that you choose the best candidate for the job. Leave a window of opportunity to reflect on potential candidates instead of rushing to make a hasty decision.
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