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1、人事決策的制定程序Proceduresformakingpersormeldecisions〃Agooddirector,willbeinafactory;thewrongonewillbringdownafactorydirector?"Thisiscommonsense,itispractica1.Itisthiscommonsenseandreality,sothatmanyprivateentrepreneursnotauthorized,evenjustbelievemyconfidant,alsomaketheenterp
2、riseisverydifficulttogatherneededtalents.Sointheprocessofthedevelopmentofenterprises,enterprisescandevelop,solvepersonnelmanagementdecisionwithpeopleisoneofthekeyissues?Thepersormelmanagementdecision-makingandauthorization,butitisnotjustaproblemofauthorization.Manypeopl
3、esaid:didnotfindtheavailableperson.〃"Doesnothavetheabilityofloyalty,Idonotdaretouse?"Theproblemhereisactuallytheproblemofjudging,evaluationoftheabilityofapersonandaperson，sloyaltydegree?Ifwecanaccuratelyevaluatetheabilitytojudgethedegreeofloyalty,others,personnelmanagem
4、entdecisionproblembecomesasimplecalculationproblem?Amethod,caneffectivelyevaluatetheabilityofothers1,psychologicalevaluationofthelimitationsoflawHowtoappraisetheabilityofothers?Sofar,noonehasfoundaonehundredpercenteffectivemethod.Graspthepsychologicalevaluationforotherp
5、otentialhelp?Butoftenbecausetheanswertothequestionbytheevaluationoftheirownchoice,andhewillalwaysbeintentinthechoiceofthatevaluation,sothisevaluationoftenlosetheirobjectivity?Atthesametime,thepotentialandabilityisnotthesameconcept,theirpotentialabilitytohaveaknowledgeac
6、cumulationproblem.Thereisnocorrespondingknowledgeandexperience,thepotentialnevertransformedintoability,knowledge,andexperiencemaybealongprocess?Inaddition,thisevaluationworkistooprofessional,onlythepsychologisttomakeeffectiveanalysisandevaluation.So,itisverydifficulttob
7、ecomeamethodwidelyusedinpersonnelmanagementinthedecision-makingprocess?1,practicetest--smallrun"Theonlywaytorestisthepracticetestmethod?Bymeansof〃what〃and"whatmade，z,"inwhatcircumstancesmadethe"threequestiontesttodetermineitsexistingcapacity?Theproblemhereisthatatalentt
8、ogrow,thereisnoonefromdoingtodo,alwaysneedsomeonetoputhiminthecorrespondingpost,whichmakesenterprisesintheuseo
