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百事可乐:潜能与品质与单纯的学历相比,百事更注重员工的潜能与品质,团队协作和发展。百事在面试、招聘员工时,特别注重3大方面——专业能力、管理能力(潜能)和个人品质。他们强调:一个优秀的百事员工,应具有在既有能力基础上培养发展的可塑性(潜能)。百事建立了一套自己独有的目标选才系统,进入百事一般要经过3至4次面试。面试前,公司根据职位的能力要求对理想人选设定统一标准。在面试过程中,运用行为科学的方法来考查应聘者的能力和潜力。最后内部形成一致意见。
Pepsi: potential and quality Compared with the simple academic qualifications, Pepsi pay more attention to the potential and quality of staff, teamwork and development. When interviewing and hiring staff, PepsiCo pays special attention to three major areas - professional competence, managerial skills (potential), and personal qualities. They emphasize: An excellent Pepsi employee should have the plasticity (potential) to develop development on the basis of the existing capabilities. PepsiCo has set up its own unique selection system that goes into Pepsi’s three to four interviews. Prior to the interview, the company sets uniform standards for the ideal candidate based on the job competency requirements. In the interview process, using behavioral science to examine candidates’ abilities and potential. Finally, the formation of internal consensus.