HR工作流.docVIP

  初始化： The following scenario illustrates typical work processes in Recruitment: 以下场景 Schmitt Co. has a vacancy for a Financial Accountant which must be filled by 01.09.1996. The vacant position is advertised in the New York Times. FA空缺，必须是01.09.1996之前填补。 The applications received in response to the advertisement are entered in the system by the personnel department. Personnel officer Lisa Jordan checks which applicants meet the minimum requirements. She enters further data on these applicants and assigns them to the vacancy advertised. In addition to applications received in response to the advertisement, unsolicited applications are also to be considered in the selection procedure. Ms Jordan uses a qualifications profile listing the company’s principle requirements of the applicant to select the suitable applicants from the applicant pool. She also assigns these applicants to the vacant position “Financial Accountant”. 收到应聘后，人力资源部的从事官员检查应聘是否满足最低要求。然后，输入申请者数据，并且将他们分配给广告的空缺。主动申请者（与申请广告职位无关的），也被考虑在选择过程之中，只要符合公司用人政策，都被罗列出来了。同样为其分配空缺。 Frank Fisher, line manager for the vacant position, creates a list of all applicants assigned to the vacancy. From this list screen, he can use the optically archived application documents and short applicant profile to check the applicant’s suitability. Mr Fisher rejects some applicants immediately while others are invited for a job interview with the personnel officer. Based on the results of the job interviews and the data stored on the applicant, Mr Fisher decides to hire Edwin Edison. The personnel officer closes the selection procedure for the vacancy. She transfers Edwin Edison’s data to Personnel Administration. 某个空缺的业务经理，创建了某空缺应聘者的一系列清单。在这个屏幕清单上，业务经理可以可视化检索申请者文档和short applicant profile。检查申请者的合适程度。可以马上拒绝一些人，基于面试结果，人事官员空缺的关闭选择过程。把选择的员工传到PA之中。  创建vacancy Schmitt Co. has a vacancy for a Financial Accountant that is to be filled by 01.09.1996. Personnel officer Lisa Jordan, on behalf of the personnel department, and line m