精品文档Lab ManagerA.docx
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精品文档Lab ManagerA.docx
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精品文档LabManagerA
InterviewGuide
TheCocaColaChina(Beverages)Ltd.
March,2002
Interviewer:
InterviewerA
Estimatedlengthinminutes:
60
ConfidentialInternalUseOnly
TargetPosition
Date
Candidate
Interviewer
PreparationChecklist
1.
Reviewapplicationmaterials,includingresume(curriculumvitæ)andanyapplicationforms.Decidewhichjobs/experiencesaremostrelevanttothetargetjob.
2.
PreparetoconducttheKeyBackgroundReview.
Noteanyjobs/experiencesonwhichyouareunclearorwouldlikemoreinformation.
Noteanygapsinemployment.
3.
PreparethePlannedBehavioralQuestionssection.
Reviewthecompetency/skilldefinitionsandkeyactions.
Modifyquestionstobetterfitthecandidate’sexperience.
Decideiftheorderofthequestionsshouldbechanged;developadditionalquestionsifnecessary.
4.
EstimatethetimeneededtocovereachsectionoftheInterviewGuide.
OutlineforOpeningtheInterview
1.
Greetthecandidate,givingyournameandposition.
2.
Explaintheinterview’spurpose:
Toacquaintinterviewerandcandidate.
Tolearnmoreaboutthecandidate’sbackgroundandexperience.
Tohelpthecandidateunderstandthepositionandorganization.
3.
Describetheinterviewplan:
Brieflyreviewjobs/experiences.
Askquestionstogetspecificinformationaboutthosejobs/experiences.
Provideinformationaboutpositionandorganization.
Answercandidate’squestionsaboutthepositionandorganization.
Pointoutthatyoubothwillgetinformationneededtomakegooddecisions.
Indicatethatyouwillbetakingnotes.
4.
Explainthejob’sessentialfunctionsandaskifthecandidatecanperformtheessentialfunctionswithorwithoutreasonableaccommodation.(RequiredintheUnitedStates.)
5.
MakethetransitiontotheKeyBackgroundReview.
WorkBackground
Job/Experience
Dates
Whatwere/areyourmajorresponsibilities/duties?
Anychangeinresponsibilities?
Whatdid/doyoulikebestabouttheposition?
Whatdid/doyoulikeleast?
Whydidyou(orwhyareyouplanningto)leave?
Communication
WorkBackground
Job/Experience
Dates
Whatwere/areyourmajorresponsibilities/duties?
Anychangeinresponsibilities?
Whatdid/doyoulikebestabouttheposition?
Whatdid/doyoulikeleast?
Whydidyou(orwhyareyouplanningto)leave?
Communication
Commitmenttoexcellence
Demonstratespersonalworkhabitsandwaystoapproachworkthatsupportorganizationalvalues,thatexemplifythewaytheorganizationwantstoconductbusiness,andthathelpensurepersonalandprofessionalsuccess.
KeyActions
Generatesideasforimprovements
Sethighperformancestandards
Emphasizeshighstandardforothers
-Dissatisfiedwithsubstandard
-Seeksopportunitiesforself-
improvements
performance
-PlannedBehavioralQuestions
1.
Tellmeaboutatimewhenyouputinextraefforttohelpmoveaparticularprojectortaskforward.Howdidyoudothat?
Whathappened?
2.
Givemeanexampleofatimewhenyourcompany’sobjectivesdidnotmatchyourcustomer’sneeds.Howdidyouapproachthesituation?
3.
Givemeanexampleofwhenyouknewthataprocessortaskwasbeingdonepoorly.Whatdidyoudo?
Whateffectdidthathave?
Situation/Task
Action
Result
Commitmenttoexcellence
Rating:
Communication
Planning&Execution
Establishacourseofactionforselfand/orotherstoaccomplishaspecificgoal;planningproperassignmentsofpersonnelandappropriateallocationofresources.
KeyActions
Setpriorities
Establishobjectivesandmilestones
Estimatetimesandscheduleactivities
Identifyandallocateresources
Usetools(eg.Calendar,files,charts,etc.)
PlannedBehavioralQuestions
1.
Whatobjectivesdidyousetforthisyear?
(Whatstepshaveyoutakentomakesureyou’remakingprogressonallofthem?
)
2.
We’veallatonetimeoranotherforgottentodosomethingimportantforacustomer.Tellmeaboutarecenttimethishappenedtoyou.(Whatdidyouforget?
Why?
Whathappened?
)
3.
Tellmeaboutatimeyouwerefacedwithconflictingpriorities.Inschedulingyourtimehowdidyoudeterminewhatwastoppriority?
Situation/Task
Action
Result
Planning&OrganizingRating:
Communication
Influencing
Usingappropriateinterpersonalstylesandmethodstoinspireandguideindividuals(directreports,peers,andsuperiors)towardgoalachievement;modifyingbehaviortoaccommodatetasks,situations,andindividualsinvolved.
KeyActions
Usingrelationshipskillseffectively
Followlogicalsequenceindiscussion
Focusonthesituationnottheperson
Presentsuggestions/pointofviewinanappropriateandconvincingmanner
Anticipatereactionsandhaveplantodealwiththem
PlannedBehavioralQuestions
1.
Tellmeaboutatimewhenyouincludedoneofyourpeers/directreports/teammemberstosolveaproblem.(Whatwasyourapproach?
Whathappened?
)
2.
Tellmeaboutatimeyouinspiredsomeonetoworkhardtodoagoodjob.(Howdidyoudothat?
)
3.
Noteveryoneweencounterisascooperativeaswewouldlike.Tellmeaboutatimesomeonerefusedtodosomethingyouneededtohavedone.(Howdidyourespond?
)
Situation/Task
Action
Result
Influencing
Rating:
Communication
Teamwork
-Workingeffectivelywithteam/workgrouporthoseoutsideformallineofauthority(e.g.,peers,seniormanagers)toaccomplishorganizationalgoals;takingactionsthatrespecttheneedsandcontributionsofothers;contributingtoandacceptingtheconsensus;subordinatingownobjectivestotheobjectivesoftheorganizationorteam.
KeyActions
Buildingrelationships
-Contributetoteam/organizational
success
PlannedBehavioralQuestions
1.
Describeatimewhenyouworkedwithagroup/teamtodetermineprojectresponsibilities.(Whatdifficultiesdidthegroup/teamhave?
Whatwasyourrole?
)
2.
Canyougivemeanexampleofateamdecisionyouwereinvolvedinrecently?
(Whatdidyoudotohelptheteamreachthedecision?
)
3.
Tellmeaboutasituationinwhichapeer/teammemberstronglydisagreewithyourideasoractions.(Howdidyouhandlethesituation?
).
Situation/Task
Action
Result
Teamwork
Rating:
Communication
DecisionMaking
Identifyandunderstandissues,problems,andopportunities;comparedatafromdifferentsourcestodrawconclusions;useeffectiveapproachesforchoosingacourseofactionordevelopingappropriatesolutions;takeactionthatisconsistentwithavailablefacts,currentsystemicviewofreality,constraints,andprobableconsequences.
KeyActions
Identifiesissues,problems,andopportunities
Surfacesandtestsassumptions
Generatesalternatives
Choosesappropriateaction
Demonstratesdecisiveness/action
Involvesothers
Makesdecisionswithinthecontextofthedestination
PlannedBehavioralQuestions
1.
Atonetimewehaveallthoughtwehandledaproblemsuccessfullyonlytofindwereallyhadonlyaffectedasymptomofalargerproblem.Canyougivemeanexampleofwhenthishappenedtoyou?
2.
Thinkaboutarecentgooddecisionyoumadeandarecentdecisionthatwasn’tsogood.Describetheprocessyoufollowedinmakingbothdecisions.
3.
Describeanoccasionwhenyoudecidedtoinvolveothersinmakingadecision.Whydidyoudoso?
Towhatextentdidyouusetheirinputs?
Situation/Task
Action
Result
DecisionMakingRating:
Communication
MotivationalFit
Theextenttowhichjobactivitiesandresponsibilities,theorganization’smodeofoperationandvalues,andthecommunityinwhichtheindividualwillliveandworkareconsistentwiththetypeofenvironmentthatprovidespersonalsatisfaction;thedegreetowhichtheworkitselfispersonallysatisfying.
Manyopportunitiesfor:
Achievement
ChallengingWork
CoachingOthers
HighinvolvementLeader
HighinvolvementMember
HighResponsibility/Accountability
InternationalExposure
Position/Status
Questions
1.
Whenwereyoumostsatisfied/dissatisfiedinyourwork?
Whatwasmostsatisfying/dissatisfyingaboutthat?
2.
[Achievement]Tellmeaboutatimewhenyouhaddifficultgoalsinyourwork.Howsatisfied/dissatisfiedwereyouwiththat?
WhenSatisfied/Dissatisfied
WhatwasSatisfying/Dissatisfying
MotivationalFit
Rating:
1.AdditionalInformation
Introducethebuytimequestion."I’mgoingtoaskaquestionthatI’dlikeyoutothinkaboutforafewminutesbeforeanswering.Whileyou’rethinking,I’llreviewmynotestoseeifthereisotherinformationIneed."Thequestionis:
Whyshouldyoubeconsideredforthisposition?
2.Reviewnotes
Whilethecandidateisthinkingaboutthequestion,reviewyournotestoidentifyanyareawheremoreinformationisneeded,orinformationneedsclarification.
3.Buytimeanswer
Askforthecandidate’sanswertothebuytimequestion.
4.Additionalquestions
Askanyadditionalquestionsbasedonthereviewofyournotes.
5.Position/Organization/Location
Provideinformationonposition,organization,orlocation.Ifyouarethelastinterviewer,checkthecandidate’sunderstandingoftheseareas.(Noteanythingthatappearstomatchorconflictwiththecandidate’sstatedmotivationsandpreferences.)
Givecandidatetheopportunitytoaskquestions.(Notethequestionsaskedhere.)
6.Endtheinterview.
Explainnextstepsinselectionprocess.
Thankthecandidateforaproductiveinterview.
1.
IdentifycompleteSTARsthroughouttheInterviewGuide.
2.
CategorizeSTARsintoappropriatecompetencies/skills.
3.
IndicatewhethereachSTARiseffective(+)orineffective().
4.
ConsidertheweightofeachSTARaccordingtoitsrecency,impact,andsimilaritytothetargetjob.
5.
Determineandrecordtheratingintheratingbox(lowerrightcorner)foreachcompetency/skill.
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