企业人才管理系统总览Enterprise Talent Management System
基于薪酬绩效工具包 5.0 + 品誉VIP工具包，融合 Google / Netflix / 华为等顶尖企业最佳实践Built on your uploaded HR toolkits, integrated with best practices from Google, Netflix, Huawei & more
8
核心管理模块Core Modules
13
职级层次Job Levels
9
核心能力指标Core Competencies
4
职业发展通道Career Tracks
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人才全生命周期管理地图Employee Lifecycle Map1
吸引Attract
雇主品牌
招聘渠道Employer Brand
Channels
招聘渠道Employer Brand
Channels
2
甄选Select
行为面试
能力测评BEI Interview
Assessment
能力测评BEI Interview
Assessment
3
入职Onboard
90天融合
导师制度90-Day Plan
Buddy System
导师制度90-Day Plan
Buddy System
4
激活Engage
薪酬体系
绩效考核Compensation
Performance
绩效考核Compensation
Performance
5
发展Develop
晋升通道
培训学习Promotion
Training
培训学习Promotion
Training
6
留存Retain
激励机制
股权激励Incentives
Equity
股权激励Incentives
Equity
7
离职Offboard
离职面谈
知识留存Exit Interview
Knowledge Mgmt
知识留存Exit Interview
Knowledge Mgmt
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您的工具包包含Your Toolkit Includes- 绩效考核管理制度（月度 + 年度）Performance management system (monthly + annual)
- 薪酬结构设计与工资管理规程Compensation structure design & payroll management
- 各部门KPI指标库（营销/财务/行政/研发）KPI library by department (Sales, Finance, Admin, R&D)
- 招聘全流程表格（21套）Full recruitment form set (21 templates)
- 行为面试 & 经验面试题库（按岗位）BEI & experience interview banks (by role)
- 晋升标准 & 生涯规划通道Promotion standards & career path charts
- 股权激励方案（15套完整协议）Equity incentive plans (15 complete agreements)
- 奖惩机制 & 奖金管理制度Reward & discipline system & bonus management
- 团队培训100套PPT课件100 training slide decks for team development
- 工资自动计算Excel模板（30套）Auto-calculation payroll Excel templates (30 sets)
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全球顶尖实践融合Global Best Practices| 企业Company | 核心实践Key Practice |
|---|---|
| OKR目标管理，季度校准OKR goal management, quarterly calibration | |
| Netflix | 精英文化，顶级薪酬，高度自由Elite culture, top-of-market pay, radical freedom |
| Amazon | 14条领导力原则，Bar Raiser机制14 Leadership Principles, Bar Raiser hiring |
| 华为 Huawei | 以奋斗者为本，末位淘汰Striver-first culture, PIP for underperformers |
| 字节跳动 ByteDance | OKR+360°反馈，快速晋升OKR + 360° feedback, fast-track promotion |
| 阿里巴巴 Alibaba | 3+1+1考核，价值观权重30%3+1+1 review system, 30% weight on values |
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2025–2026 人才管理实时趋势2025–2026 HR Trends to Watch
技能优先招聘Skills-First Hiring
持续绩效反馈替代年度考核Continuous Feedback over Annual Reviews
AI辅助人才评估AI-Assisted Talent Assessment
弹性薪酬Flexible / Total Rewards
员工心理健康重视Employee Wellbeing & Mental Health
内部流动性优先Internal Mobility First
DEI多元包容文化DEI — Diversity, Equity & Inclusion
混合办公绩效管理Hybrid Work Performance Management
招聘与人才甄选Recruitment & Talent Selection
五大招聘方法 · 结构化面试体系 · 全流程管理5 Recruitment Methods · Structured Interviews · End-to-End Process
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五大招聘方法5 Core Recruitment Methods1
简历标杆筛选法Resume Benchmark Screening
制定各岗位简历标杆标准，量化评分，减少主观偏差Set standardised resume benchmarks per role; score objectively to reduce bias
2
行为面试法 (BEI)Behavioural Event Interview (BEI)
STAR结构提问：情境→任务→行动→结果，以过去行为预测未来STAR structure: Situation → Task → Action → Result; past behaviour predicts future performance
3
经验面试法Experience-Based Interview
针对岗位专业能力深度挖掘，按部门分类（财务/销售/HR/生产/IT）Deep-dive into role-specific expertise; question banks by department
4
文化匹配度测评Culture Fit Assessment
评估候选人价值观与企业文化契合度，降低文化冲突离职风险Assess alignment with company values to reduce culture-mismatch attrition
5
会议式结构化面试Panel / Structured Interview
多面试官同场评估，减少单人偏见，适合中高层岗位Multiple interviewers assess simultaneously; reduces individual bias; ideal for senior roles
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招聘全流程Full Recruitment Process| 环节Stage | 负责人Owner | 工具/模板Tool / Template |
|---|---|---|
| 年度招聘需求汇总Annual headcount planning | 各部门Dept. Heads | 招聘需求汇总表Headcount Request Form |
| 招聘计划审批Plan approval | HR总监/GMHR Director / GM | 年度招聘计划总表Annual Recruitment Plan |
| 简历筛选评分Resume screening & scoring | HR专员HR Specialist | 简历标杆评估表Resume Benchmark Sheet |
| 初面 (HR关）1st interview (HR) | HR | 行为面试表BEI Form |
| 复面 (专业关）2nd interview (technical) | 用人部门Hiring Dept. | 经验面试表Experience Interview Form |
| 终面 (文化关）Final interview (culture) | 部门负责人/GMDept. Head / GM | 文化匹配测评Culture Fit Assessment |
| 背景调查Background check | HR | 前职核实Reference verification |
| 发放OfferOffer letter | HR | 入职通知书Offer / Onboarding Letter |
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行为面试六大维度评分标准BEI — 6 Evaluation Dimensions| 维度Dimension | 1分（低）Score 1 (Low) | 3分（中）Score 3 (Mid) | 5分（高）Score 5 (High) |
|---|---|---|---|
| 主动性Initiative | 等候指示才行动Acts only when instructed | 主动提出建议再行动Proactively suggests before acting | 单独行动，先于上级识别问题Acts independently; identifies issues before manager does |
| 承担责任Accountability | 推卸责任，指责他人Deflects blame onto others | 承认失误，着手解决Admits mistakes and resolves them | 有预见性，防误设计，防患未然Proactive error prevention; designs safeguards |
| 廉洁自律Integrity | 不违反财务制度Follows financial rules minimally | 主动节省公司费用Proactively saves company resources | 廉洁行为对团队产生影响力Integrity influences and sets a standard for the team |
| 领导力Leadership | 任命员工基本合理Assigns work adequately | 客观评价员工绩效与态度Objectively evaluates performance & attitude | 影响力大，员工自愿追随High influence; team willingly follows and contributes |
| 人际关系Interpersonal | 维持正常工作关系Maintains basic working relationships | 社会交往广泛发生Wide professional network | 感染各层次伙伴成为战略合作方Converts connections into strategic partnerships |
| 客户中心Customer Focus | 提供必要基础服务Delivers minimum required service | 挖掘客户深层真实需求Uncovers deeper customer needs | 维护客户利益，促进组织长远发展Balances customer and long-term organisational interests |
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高级人才引进策略Senior Talent Acquisition Strategy1
猎头 + 定向邀约Headhunting + Direct Outreach
中高层人才优先通过猎头，辅以LinkedIn行业人脉定向触达Use headhunters for mid-senior roles; supplement with LinkedIn direct outreach
2
内部竞聘优先Internal-First Promotion Policy
开放空缺先面向内部竞聘，降低外招风险与磨合成本Post openings internally first; reduces onboarding risk and cost
3
"慧眼识鹰"甄选系统"Eagle Eye" Talent Assessment
建立人才评估矩阵，识别高潜力候选人（参照工具包PPT）Talent matrix to identify high-potential candidates (see toolkit PPT)
Amazon Best Practice
设立"Bar Raiser"机制：每次招聘引入专职评估者，确保新员工能力不低于现有团队平均水平。"Bar Raiser" mechanism: every hire must include a dedicated assessor to ensure new hires raise the overall team bar.
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2026年招聘新趋势2026 Recruitment Trends- 技能优先Skills-first: 弱化学历要求，以实际能力测试替代Reduce degree requirements; use capability assessments instead
- AI 初筛screening: 节省HR 60%简历筛选时间Saves HR 60% of resume review time
- 异步视频面试Async video interviews: 提升候选人体验，扩大人才池Better candidate experience; wider talent pool
- DEI 指标targets: 多元化纳入招聘KPIDiversity metrics built into hiring KPIs
- 雇主品牌Employer brand: 招聘平台口碑主动管理Actively manage reviews on job platforms
- 人才社区Talent community: 维护候选人数据库，降低下次招聘成本Build a candidate pipeline to reduce future hiring cost
入职与试用期管理Onboarding & Probation Management
90天融合计划 · 导师制度 · 转正标准90-Day Integration Plan · Buddy System · Confirmation Standards
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90天新员工融合计划90-Day New Employee Integration Plan第1–30天：了解与适应Days 1–30: Learn & Adapt
- 入职手续 & 资料备档Paperwork & filing
- 公司文化、制度、流程培训Culture, policy & process training
- 认识团队成员Meet the team
- 岗位职责说明书交底Job description walkthrough
- 配备导师/BuddyAssign mentor / buddy
- 第1周主管面谈Week 1 check-in with manager
第31–60天：投入与贡献Days 31–60: Contribute
- 独立承接具体任务Take on independent tasks
- 参与团队项目Join team projects
- 提交30天工作总结30-day self-review submission
- 主管中期反馈面谈Mid-point feedback meeting
- 识别技能缺口Identify skill gaps
- 确定60天具体目标Set Day-60 targets
第61–90天：绩效与评估Days 61–90: Perform & Evaluate
- 独立负责重要项目Lead a key project or task
- 转正绩效考核Confirmation performance review
- 360°反馈收集360° feedback collection
- 职业发展规划面谈Career development discussion
- 薪酬确认 & 岗位确定Salary confirmation & role lock-in
- 转正审批Formal confirmation approval
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试用期薪酬规则Probation Period Pay Rules| 项目Item | 规则Rule |
|---|---|
| 试用期时长Duration | 标准3个月（高层可协商）Standard 3 months (negotiable for senior hires) |
| 薪酬结构Pay structure | 基本工资 + 福利津贴（不含岗位工资）Basic pay + welfare allowance (no position pay) |
| 晋升/调岗试用Promotion / transfer | 1个月试用期，同等薪酬结构1-month probation, same pay structure |
| 降职/降薪Demotion | 直接执行调整后薪酬Adjusted salary applies immediately |
| 转正后After confirmation | 启动岗位工资，进入绩效考核体系Position pay activated; enters full performance cycle |
注意：Note: 试用期工资不得低于当地最低工资标准的80%，且不低于合同约定工资的80%。Probation pay must not be below 80% of local minimum wage or 80% of the contracted salary.
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导师制度Buddy / Mentor System1
分配职场导师Assign a Buddy
入职第一天指定同部门资深员工，负责工作融入指导Day 1: assign a senior colleague in the same team to guide work integration
2
每周1对1面谈Weekly 1-on-1
每周不少于1次面谈，识别困难并提供支持At least one check-in per week to identify blockers and provide support
3
导师绩效挂钩Buddy KPI Accountability
新员工转正率纳入导师季度绩效，激励导师认真投入New hire confirmation rate is tied to the buddy's quarterly performance score
Google Best Practice
Google数据：入职前一天向导师发送检查清单，可提升新员工25%的效率达成速度。Google data: sending a checklist to the buddy the day before onboarding increases new hire productivity by 25%.
薪酬体系设计Compensation System Design
薪酬结构 · 13级职级 · 提成设计 · 津贴福利Pay Structure · 13 Job Levels · Commission Design · Allowances & Benefits
💰
薪酬结构组成Salary Structure Breakdown基本工资 40%Basic Salary 40%
员工最低生活保障，不低于当地最低工资标准，不出勤期间仍发放Minimum living guarantee; not below statutory minimum wage; paid even during non-attendance
福利津贴 30%Welfare Allowance 30%
国家规定生活补贴及政策补贴，员工不出勤期间不发放Statutory living and policy subsidies; not payable during absence
岗位工资 30%Position Salary 30%
与具体岗位绑定，不同岗位不同金额，不在岗不发放Tied to the specific role; varies by position; not payable when not performing the role
月薪公式：Monthly Pay Formula: 标准工资 × 出勤率 + 绩效奖金 + 提成Standard Pay × Attendance Rate + Performance Bonus + Commission
年终奖公式：Year-End Bonus Formula: 员工上月平均标准工资 × 实际工作月数 / 12Employee's average standard monthly pay × Months worked / 12
年终奖公式：Year-End Bonus Formula: 员工上月平均标准工资 × 实际工作月数 / 12Employee's average standard monthly pay × Months worked / 12
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13级职级薪酬体系13-Level Job Grade & Pay System| 层级Tier | 职级Level | 对应岗位Typical Role | 薪酬倍数Pay Multiplier | 附加权益Additional Benefits |
|---|---|---|---|---|
| 高管层Executive | L1 | 总裁 / CEOCEO / President | ×8–15 | 股权 + 年度分红Equity + Annual dividend |
| L2 | 副总经理 / 总监VP / Director | ×5–8 | 股权 + 年终奖Equity + Year-end bonus | |
| 经理层Manager | L3 | 高级经理Senior Manager | ×3–5 | 绩效奖金 + 补贴Performance bonus + allowances |
| L4 | 部门经理Department Manager | ×2.5–3.5 | 绩效奖金 + 补贴Performance bonus + allowances | |
| L5 | 初级经理Assistant Manager | ×2–3 | 绩效奖金Performance bonus | |
| 主管层Supervisor | L6 | 高级主管Senior Supervisor | ×1.8–2.5 | 季度奖金Quarterly bonus |
| L7 | 主管Supervisor | ×1.5–2 | ||
| L8 | 助理主管Senior Staff | ×1.3–1.8 | ||
| L9 | 高级业务员Senior Associate | ×1.2–1.5 | ||
| 员工层Staff | L10 | 资深员工Senior Staff | ×1.1–1.3 | 年终奖Year-end bonus |
| L11 | 员工Staff | ×1.0 | ||
| L12 | 初级员工Junior Staff | ×0.85–1 | ||
| L13 | 见习/实习Trainee / Intern | ×0.7–0.85 |
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提成型薪酬体系（销售类）Commission-Based Pay (Sales)工具包原版：From your toolkit: 总提成比例20%Total commission pool = 20% of sales
| 职级Level | 底薪Base | 个人提成Personal Comm. | 管理提成Override Comm. |
|---|---|---|---|
| 高级总监Sr. Director | 5,000 | 18% | — |
| 总监Director | 4,200 | 18% | — |
| 经理Manager | 2,000 | 18% | — |
| 高级业务员Senior Agent | 1,400 | 14% | 4% |
| 业务员Agent | 1,200 | 12% | 6% |
| 见习业务员Trainee Agent | 1,000 | 10% | 8% |
服务业 ≤22% · 快消品 ≤14% · 代理业 ≤8% · 工业品按毛利率推算
Service ≤22% · FMCG ≤14% · Agency ≤8% · Industrial: based on gross margin
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附加津贴与福利Allowances & Benefits| 津贴类型Type | 说明Description |
|---|---|
| 责任津贴Responsibility allowance | 担任监督管理职位者额外补贴Extra pay for supervisory roles |
| 抚养津贴Dependant allowance | 配偶 + 子女生活补助Spouse + child living subsidy |
| 住宅津贴Housing allowance | 无自有住房员工租房补贴Rental subsidy for non-homeowners |
| 技能津贴Skills allowance | 专业资格证书补贴Professional certification supplement |
| 交通津贴Transport allowance | 按通勤距离分级发放Tiered by commute distance |
| 加班费Overtime pay | 平日×1.5 / 休假日×2 / 法定节假×3Weekday ×1.5 / Rest day ×2 / Public holiday ×3 |
| 年终奖Year-end bonus | 春节前，按工作月数折算Before CNY; pro-rated by months worked |
绩效考核体系Performance Management System
月度 + 年度双轨考核 · 业绩 + 品行双维度 · 与薪酬晋升直接挂钩Monthly + Annual dual-track · Performance + Conduct dimensions · Directly linked to pay & promotion
⚖️
考核维度占比Review Dimension Weightings| 岗位层级Job Level | 业绩维度Performance | 品行维度Conduct |
|---|---|---|
| 基层员工Frontline Staff | 85% | 15% |
| 中层管理Middle Management | 80% | 20% |
| 高层决策层Senior / Executive | 70% | 30% |
评分权重：Scoring Weight: 直接上级 90% + 自评 10%Direct manager 90% + Self-assessment 10%
🅰️
考核评分等级Performance Rating Scale📅
考核周期与流程Review Cycle & Process月度考核（次月1–5日完成）Monthly Review (completed by 1–5th of next month)
1
员工自评Self-assessment
月末最后1–2天完成Completed in the last 1–2 days of the month
2
直属上级评分Manager scores
次月1–3日完成并写反馈Completed by 1–3rd of next month with written feedback
3
绩效面谈Performance conversation
1对1反馈，确认结果，设定下月目标1-on-1 feedback; confirm results; set next-month goals
4
工资结算Payroll calculation
绩效系数纳入当月薪酬Performance multiplier applied to monthly pay
年度考核（次年1月25日前完成）Annual Review (completed by Jan 25th)
1
全年业绩汇总Full-year performance summary
12个月月度考核加权汇总Weighted aggregate of 12 monthly reviews
2
能力维度增加Competency review added
年度增加沟通/领导力/判断力等能力考核Communication, leadership, and decision-making competencies assessed
3
360°综合评价360° review
上级 + 平级 + 跨部门多方评估Input from manager, peers, and cross-functional colleagues
4
薪酬调整 & 晋升决策Pay adjustment & promotion decision
决定年薪调级、晋升资格、年终奖Determines salary grade, promotion eligibility, and year-end bonus
晋升与职业发展Career Development & Promotion
四大职业通道 · 半年度涨薪标准 · 高潜人才计划4 Career Tracks · Semi-Annual Pay Review · Hi-Po Talent Programme
🛤️
四大职业发展通道4 Career Development Tracks👔
管理职系Management Track
主管及以上，各部门管理人员Supervisors and above
员工→主管→经理→总监→VPStaff→Supervisor→Manager→Director→VP
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专业技术职系Professional Track
HR/财务/设计/研发/质检HR, Finance, Design, R&D, QC
初级→中级→高级→专家→首席Junior→Mid→Senior→Expert→Principal
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业务职系Sales / Business Track
营销部门、销售、业务代表Sales, marketing, business reps
见习→业务员→高级→经理→总监Trainee→Agent→Senior→Manager→Director
⚙️
行政事务职系Operations Track
保安/生产/文员/行政助理Security, production, admin
初级→普通→资深→班长→主任Junior→Mid→Senior→Team Lead→Supervisor
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半年度涨薪标准Semi-Annual Pay Review Standards薪酬变动Change
达成条件Conditions Required
说明Notes
+2
5× A 无C以下No C or below
顶尖表现，快速晋升通道。已达顶级可再上浮2档Top performer; fast-track. At ceiling: can still gain 2 extra grades
+1
3× A 无C以下No C or below
优秀表现，正常晋升通道Strong performance; standard promotion track
±0
2× A 无C以下No C or below
良好表现，维持现有薪酬等级Good performance; maintains current pay grade
−1
无ANo A 含2个C2× C
绩效不达标，启动绩效改善计划（PIP）Underperforming; trigger Performance Improvement Plan (PIP)
−2
无ANo A 含2个D2× D
严重不达标，考虑岗位调整或劝退Serious underperformance; consider role change or exit
规则：Rule: 先考核上级，再考核下级；下级考核平均分原则上不高于上级Review managers before their direct reports; the team's average score should not exceed the manager's score
激励与奖惩机制Incentives & Discipline
奖金制度 · 股权激励 · 惩戒管理 · 非物质激励Bonus System · Equity Incentives · Disciplinary Process · Non-monetary Recognition
🏅
奖金制度设计Bonus System Design| 奖金类型Type | 触发条件Trigger | 发放时间When Paid |
|---|---|---|
| 月度绩效奖Monthly bonus | 等级A/B，按系数发放Rating A or B; multiplier applied | 次月工资日Next payroll |
| 季度奖Quarterly bonus | 部门目标达成≥90%Dept. target achieved ≥90% | 季度末End of quarter |
| 年终双薪Year-end bonus | 全年在职，按工作月折算Full year; pro-rated by months | 春节前Before Chinese New Year |
| 项目奖Project bonus | 重要项目超额完成Exceeds project targets | 项目结项后After project closes |
| 创新奖Innovation bonus | 提案建议带来实际效益Suggestion generates real value | 效益验证后After value verified |
| 推荐奖Referral bonus | 内推员工转正留任3个月Referred hire confirmed for 3+ months | 转正后发放After confirmation |
📉
惩戒机制Disciplinary Framework| 违规程度Severity | 处理方式Action | 后续影响Consequences |
|---|---|---|
| 轻微Minor | 口头警告 / 书面提醒Verbal / written reminder | 纳入当月品行考核Affects monthly conduct score |
| 一般Moderate | 绩效扣分 / 书面警告Performance deduction / formal warning | 当月奖金扣减Monthly bonus reduced |
| 较重Serious | 降薪 / 降职 / 罚款Pay cut / demotion / fine | 影响半年晋升资格Ineligible for promotion for 6 months |
| 严重Gross Misconduct | 停职检查 / 解除合同Suspension / termination | 永久记录，不予推荐Permanent record; no reference provided |
💎
股权激励体系（非上市公司）Equity Incentive System (Private Companies)认股权（期权）Stock Options
给予员工未来以固定价格购买股权的权利，通常4年Vesting，1年CliffRight to buy shares at a fixed price in the future; typically 4-year vesting with 1-year cliff
分红权Profit-Sharing / Phantom Equity
不转让实际股权，只享有分红。操作简便，适合初期激励No actual equity transfer; share in profits only. Simple to execute; ideal for early-stage incentives
实股激励Real Equity Grant
直接转让部分公司股权，分红权达标后可转实股Direct transfer of company shares; profit-sharing can convert to real equity upon meeting targets
适用对象：Eligible employees: L3级以上管理层 / 核心技术骨干 / 高潜力员工（服务满2年以上）。工具包含15套完整协议模板。L3+ management / key technical talent / hi-po employees (min. 2 years service). Your toolkit includes 15 complete agreement templates.
能力模型与评估Competency Model & Assessment
9大核心能力（5级递进制）· 年度能力考核框架 · 高潜人才9宫格9 Core Competencies (5-level progression) · Annual Capability Framework · Hi-Po 9-Box Matrix
🧠
9大核心能力指标（5级递进）9 Core Competencies — 5-Level Progression💡 创新力 InnovationInnovation
L1
关注周围，有好奇心Curiosity; observes surroundingsL2
勤于思考，主动动脑Thinks proactivelyL3
综合能力 + 想象力Combines skills with imaginationL4
唤醒创造潜力，输出方案Unlocks creative potential; outputs solutionsL5
创新方案落地，有实际发明/成果Delivers innovations with tangible impact🤝 人际关系 InterpersonalInterpersonal Relations
L1
维持正常工作关系Maintains basic working relationshipsL2
建立融洽关系Builds rapport beyond work topicsL3
广泛的社会交往Wide social and professional networkL4
成为密友，正当拓展业务Deep relationships that drive businessL5
感染各层次，形成战略合作Converts network into strategic partnerships🎯 决策力 Decision-MakingDecision-Making
L1
本职决策，反应时间较长Decides within own scope; slowL2
讨论后能获取正确决策Reaches correct decisions through discussionL3
无依赖，运用理性工具Independent; uses rational frameworksL4
有预见性，感理性误差小Forward-looking; high accuracyL5
超出预见，成为团队决策基准Sets the standard others follow📖 学习力 LearningLearning Agility
L1
有学习意识但无行动Awareness but no actionL2
主动学习Proactively learnsL3
自费学习并获得技能Self-funded learning; gains real skillsL4
学习后用于实际工作Applies learning on the jobL5
学以致用，产出出色成果Learning drives measurable results🌱 成长认知 Growth MindsetGrowth Mindset
L1
出错不抱怨，不报复Accepts mistakes without blame-shiftingL2
低分时主动找症结提建议Self-diagnoses and proposes improvementsL3
工作链点不出现失误Consistently error-free in work chainL4
角色认知清晰，积极投入Clear role identity; fully engagedL5
进步递进，价值显著提升Visibly and consistently grows in value🔒 自律慎独 Self-DisciplineSelf-Discipline
L1
不做工作无关事宜Avoids non-work activities during hoursL2
按制度和标准达成结果Follows systems and standardsL3
无因质量问题被扣罚记录No quality-related deductions on recordL4
上级在不在都一样Performs consistently regardless of oversightL5
内心认同工作，超出期望Intrinsically motivated; consistently exceeds🌈 宽容力 ToleranceTolerance & Coaching
L1
有条件谅解失误员工Conditionally forgives mistakesL2
知错不改则合理处罚并指导Coaches then disciplines repeat offendersL3
有消除误解的沟通案例Has examples of resolving conflictsL4
改变攻击者价值观Shifts the mindset of resistant employeesL5
激励使员工极少出错Environment of motivation keeps errors minimal👨💼 职业化 ProfessionalismProfessionalism
L1
掌握岗位理论基础Has foundational job knowledgeL2
危机中用经验化解问题Resolves crises using experienceL3
无监督下主动节约Conserves resources without being askedL4
在本职工作中获得快乐Finds genuine satisfaction in the roleL5
认知岗位价值，内心愿意付出Fully owns the role's purpose; intrinsically driven🚀 创业精神 EntrepreneurshipEntrepreneurial Spirit
L1
关心创业案例，分享理想Interested in business; shares ideasL2
有职业生涯规划Has a clear career planL3
掌握资金/产品/人才三支柱Understands capital, product & peopleL4
有创业尝试经历Has attempted a ventureL5
有创业成功经验Proven track record of entrepreneurial success📊
高潜人才9宫格矩阵Hi-Po Talent 9-Box Matrix| 低潜力Low Potential | 中潜力Mid Potential | 高潜力High Potential | |
|---|---|---|---|
| 高绩效High Perf. | 核心员工Reliable Core | 高效能者High Performer | ⭐ 明日之星Rising Star |
| 中绩效Mid Perf. | 稳定员工Steady Staff | 成长员工Growing | 待观察者Watch & Support |
| 低绩效Low Perf. | 离职候选Exit candidate | 改善计划PIP | 换岗候选Consider re-role |
明日之星特殊待遇Rising Star Benefits
- 一对一高管导师计划Executive mentoring programme
- 跨部门轮岗，扩展视野Cross-functional rotation
- 重要战略项目优先参与Priority access to strategic projects
- 加速晋升通道（正常2倍速度）Accelerated promotion (2× standard pace)
- 提前纳入股权激励计划Early entry into equity incentive plan
- 外部高端培训赞助Sponsored external executive training
📄 AI简历评估AI Resume Assessment
上传候选人简历 → 系统直接分析 → 4维度100分评估 + 录用建议，无需切换页面Upload a resume directly here → AI analyses instantly → 100-point score + hire/no-hire decision
1️⃣
候选人信息Candidate Info2️⃣
上传简历Upload Resume点击上传或拖放简历Click to upload or drag & drop resume
PDF · DOCX · TXT · 最大 10MBMax 10MB
📊 多人简历对比排名Compare & Rank Multiple Candidates
同一职位上传多份简历，AI 自动评分并排名推荐最适合的候选人Upload multiple resumes for the same role — AI scores and ranks all candidates for you
🎯
对比设置Comparison Setup点击选择 2–5 份简历Click to select 2–5 resumes
PDF only · 可同时选择多个文件select multiple files at once
🎥 AI面试深度评分（全程语音分析）AI Interview Score — Full Speech Analysis
上传录像 → AI 提取全程语音逐字转录 → Claude 分析整段对话内容 → 8维度深度评分 + 录用建议Upload video → AI transcribes every word → Claude analyses the full conversation → 8-dimension deep score + hire verdict
1️⃣
候选人基本信息Candidate Info2️⃣
上传面试视频 / 录音Upload Interview Video or Audio
推荐格式：Best formats: MP4 · MOV · WebM · M4A · MP3 · WAV |
Zoom / Teams / Google Meet 录制均可Zoom / Teams / Google Meet recordings all work
点击选择面试视频或录音文件Click to select interview video or audio
AI 将提取全程语音内容进行深度分析，而非只看截图AI extracts & analyses full speech — not just screenshots
4️⃣
面试官补充笔记（选填）Interviewer Notes (optional)
Claude 逐字分析整段面试对话，从沟通表达、专业知识、问题解决、文化契合等 8 个维度给出深度评分与录用建议
Claude analyses every word across 8 dimensions — communication, knowledge, problem-solving, culture fit and more
✍️ AI职位描述生成器 & 马来西亚招聘平台JD Generator & Malaysia Job Platforms
告诉 Claude 你要招什么人 → Claude 研究市场后生成专业 JD，提供薪资基准，并连接马来西亚各大招聘平台Describe the role in plain language → Claude researches the market, generates a professional JD, advises on Malaysia salary ranges, and links to every major platform
🚀 如何生成职位描述How to generate a Job Description
1
描述你的需求Describe what you need用普通语言告诉 Claude 你要这个人做什么事（不需要专业术语）Tell Claude in plain language what you want this person to do — no jargon needed
2
Claude 进行市场调研Claude researches the market实时获取马来西亚薪资基准和职位名称规范Real-time salary benchmarks and job title norms for Malaysia
3
获取完整 JD 套装Get your JD package职位名称 + 完整描述 + 要求条件 + 薪资范围 + 各平台格式化版本Job title, full description, requirements, salary range — formatted for each platform
4
发布到平台Post to platforms复制粘贴到下方各平台，或让 Claude 帮你直接打开平台网站Copy-paste to platforms below, or ask Claude to open the sites for you
💬
使用这个模板告诉 Claude 你要招什么人Use this prompt template to brief ClaudeJD 生成提示词（填空即可）JD Generation Prompt (fill in the blanks)"I need to hire someone in Malaysia. Here's what I need them to do:
[用自己的话描述职责，例如："我需要一个人管理我的社交媒体，创作内容，回复客户留言，和我们的营销公司沟通协调，还要能做基本的图片设计。"]
Please:
1. Suggest the best Job Title for this role based on Malaysia market norms
2. Write a full professional Job Description (English)
3. List the Requirements (experience, skills, education)
4. Research and advise the market salary range in Malaysia for this role
5. Format the JD for JobStreet, LinkedIn, and Hiredly
6. Give me the direct links to post on each platform"
📄
示例 JD 输出 — 数字营销专员Sample JD Output — Digital Marketing ExecutiveDigital Marketing Executive
📍 Kuala Lumpur, Malaysia · Full-time · Market Salary: RM3,800–5,500/month
About the Role
We are looking for a creative and data-driven Digital Marketing Executive to grow our online presence, drive customer acquisition, and manage our social media channels. You will work closely with the marketing team and external agency to execute campaigns that generate measurable business results.
Key Responsibilities
- Plan, execute, and optimise digital marketing campaigns across Facebook, Instagram, TikTok, and Google Ads
- Create engaging social media content (copywriting and basic graphic design)
- Manage and respond to community interactions across all social platforms
- Liaise with external creative and media agency on campaign deliverables
- Track KPIs including reach, engagement rate, CPL, and ROAS; report monthly
Requirements
- 2–4 years of experience in digital marketing or social media management
- Proficiency in Meta Ads Manager and Google Ads
- Hands-on experience with Canva, Adobe Express, or similar design tools
- Strong written English and Bahasa Malaysia; Mandarin is a bonus
- Familiar with analytics tools (Meta Insights, Google Analytics)
马来西亚薪资基准 (2026)Malaysia Market Salary Benchmark (2026)
| 经验级别Experience | 薪资范围Salary Range |
|---|---|
| 0–2年（初级）0–2 years (Junior) | RM2,500–3,500 |
| 2–4年（中级）2–4 years (Mid) | RM3,500–5,500 |
| 4–7年（高级）4–7 years (Senior) | RM5,500–8,000 |
| 7年以上（经理）7+ years (Manager) | RM8,000–13,000 |
🌐
马来西亚主要招聘平台Malaysia Job Platforms — Posting Guide🎯
选哪个平台？快速参考Which Platform Should You Use?| 职位类型Role Type | 推荐平台Best Platform(s) |
|---|---|
| C级 / 总监 / VPC-Suite / Director / VP | LinkedIn + 猎头Headhunter |
| 经理 / 高级主管Manager / Senior Executive | LinkedIn + JobStreet |
| 主管 / 中级（白领）Executive / Mid-level (white collar) | JobStreet + Hiredly |
| 应届毕业生 / 初级Fresh Graduate / Entry Level | Glints + JobStreet + Indeed |
| 销售 / 业务拓展Sales / Business Development | JobStreet + LinkedIn |
| 运营 / 行政 / 服务Operations / Admin / Service | MauKerja + Indeed |
| 技术 / IT / 开发Tech / IT / Developer | Glints + LinkedIn |
| 创意 / 设计 / 市场Creative / Design / Marketing | Hiredly + LinkedIn |
🔍
LinkedIn Boolean 搜索 — 主动挖掘未公开求职的候选人LinkedIn Boolean Search — Find Passive Candidates专业技巧：Pro tip: 最优秀的候选人往往不在招聘平台上。LinkedIn 搜索让你主动找到他们。让 Claude 帮你生成任何职位的精准搜索字符串。The best candidates are often NOT on job boards. LinkedIn search lets you find them directly. Ask Claude to generate the exact search string for any role.
示例：在吉隆坡寻找市场经理Example: Finding a Marketing Manager in KL("Marketing Manager" OR "Head of Marketing" OR "Digital Marketing Manager") AND ("Kuala Lumpur" OR "Petaling Jaya" OR "Selangor") AND ("FMCG" OR "e-commerce" OR "consumer brand") -"looking for" -"open to work"
将此字符串粘贴到 LinkedIn 人才搜索框中。找到匹配的候选人后，发送个性化连接请求或站内信。让 Claude 帮你写外联消息。Paste into LinkedIn People Search. Connect with matching candidates and send a personalised InMail. Ask Claude to write the outreach message for you.
👥 员工总览Employee Dashboard
管理全体员工档案，追踪绩效 KPI 和出勤率。数据保存在本浏览器中，可随时导入/导出 CSV。Manage all employee records, track performance KPI and attendance. Data stored in your browser — import/export CSV anytime.
0
在职员工Active Staff
—
平均绩效Avg Performance
—
平均KPI达成率Avg KPI Achievement
—
平均出勤率Avg Attendance Rate
| 姓名Name | 部门Dept | 职级Level | 职位Title | 状态Status | 绩效Perf | KPI达成率KPI % | 出勤率Attend % | 入职日期Join Date | |
|---|---|---|---|---|---|---|---|---|---|
|
👥
暂无员工数据。点击"添加员工"开始，或导入 CSV 文件。No employees yet. Click "Add Employee" or import a CSV file.
CSV 格式：Name, Department, Level, Title, Status, Performance, KPI%, Attendance%, JoinDate, Email
CSV format: Name, Department, Level, Title, Status, Performance, KPI%, Attendance%, JoinDate, Email
| |||||||||
⚙️ 系统设置Settings
配置 API Key 以启用 AI 功能。只需 Groq Key 即可免费使用全部功能（简历评估、面试评分、JD 生成、入职包）。Claude API 为可选高级选项，PDF 解析效果更佳。Configure API keys to enable AI features. A free Groq key unlocks everything — resume scoring, interview analysis, JD generation, onboarding packs. Claude API is optional and gives best PDF parsing.
🔑
Claude API Key 可选（有 Groq Key 时不必填）Claude API Key Optional — Groq key covers all features🆓
已有 Groq Key？可以免费使用全部 AI 功能！Have a Groq key? Use ALL AI features for FREE!
✅ 你的 Groq Key 可以同时用于：
• 🎙️ 面试视频语音转录（Whisper large-v3）
• 🤖 AI 简历评估 + 面试打分 + JD 生成 + 入职包（Llama 3.3 70B）
无需购买 Claude API。只要填好下方的 Groq Key 并保存，全系统 AI 功能即刻激活。
注：PDF 简历分析效果最佳仍推荐 Claude API；纯文字简历/面试转录分析 Groq 完全胜任。 ✅ Your Groq Key covers everything:
• 🎙️ Interview video transcription (Whisper large-v3, free)
• 🤖 Resume scoring + interview analysis + JD generation + onboarding packs (Llama 3.3 70B, free)
No Claude API purchase needed. Just save your Groq key below — all AI features activate instantly.
Note: Claude API gives best results for PDF resumes; for transcripts + text tasks, Groq is excellent.
• 🎙️ 面试视频语音转录（Whisper large-v3）
• 🤖 AI 简历评估 + 面试打分 + JD 生成 + 入职包（Llama 3.3 70B）
无需购买 Claude API。只要填好下方的 Groq Key 并保存，全系统 AI 功能即刻激活。
注：PDF 简历分析效果最佳仍推荐 Claude API；纯文字简历/面试转录分析 Groq 完全胜任。 ✅ Your Groq Key covers everything:
• 🎙️ Interview video transcription (Whisper large-v3, free)
• 🤖 Resume scoring + interview analysis + JD generation + onboarding packs (Llama 3.3 70B, free)
No Claude API purchase needed. Just save your Groq key below — all AI features activate instantly.
Note: Claude API gives best results for PDF resumes; for transcripts + text tasks, Groq is excellent.
🎙️
Groq API Key（免费转录 + 免费 AI 分析）Groq API Key — Free Transcription + Free AI Analysis
Groq 提供免费的语音转录（Whisper）和 AI 对话（Llama 3.3 70B）。填入后，系统会自动用 Groq 替代 Claude API 进行所有 AI 分析。每天可转录 2 小时面试视频。
Groq provides free speech-to-text (Whisper) AND free AI chat (Llama 3.3 70B). Once added, the system automatically uses Groq for all AI analysis instead of Claude API. 2 hrs/day video transcription free.
1
访问 Groq ConsoleVisit Groq Console
2
创建 API KeyCreate API Key
左侧菜单 "API Keys" → "Create API Key" → 复制Left menu "API Keys" → "Create API Key" → copy it
3
粘贴到上方并保存Paste above and save
保存后即可在 AI面试评分 页面点击"AI 自动转录全程语音"After saving, go to Interview AI and click "AI Auto-Transcribe Full Video"
📋
如何获取 API KeyHow to get an API Key1
访问 Anthropic ConsoleVisit Anthropic Console
2
创建 API KeyCreate an API Key
点击左侧 "API Keys" → "Create Key" → 复制Click "API Keys" on left → "Create Key" → copy the key
3
充值信用额度Add credits
Billing → 充值（推荐先充值 $5 USD，约可分析 200 份简历）Billing → add credits (start with $5 USD — enough for ~200 resume analyses)
4
粘贴到上方输入框Paste into the field above
保存后即可使用 AI 简历评估和面试评分功能After saving, AI resume and interview features will be fully active
🔒
隐私与安全说明Privacy & Security- API Key 仅存储在你自己的浏览器 localStorage 中，永不上传API Key stored only in your browser's localStorage — never uploaded anywhere
- 简历和视频内容直接从你的浏览器发送至 Anthropic，不经过任何第三方服务器Resume & video content sent directly from your browser to Anthropic — no third-party servers
- Anthropic 的数据处理政策：api.anthropic.com 上的 API 调用默认不用于训练模型Anthropic's API calls are not used for model training by default
- 评估结果和员工数据存储在浏览器 IndexedDB 中（比 localStorage 容量大、更稳定）Assessment results and employee data stored in browser IndexedDB — larger capacity, more stable than localStorage
🟢
Google Sheets 同步员工数据Google Sheets Sync — Employee Data用途：Use this to: 把员工数据备份到 Google Sheets，方便多台电脑访问、与 HR 团队共享，防止浏览器数据丢失。Back up employee data to Google Sheets — accessible from any device, sharable with HR team, survives browser wipes.
📖 如何设置 Google Apps Script（点击展开）📖 How to set up Google Apps Script (click to expand)
1
创建 Google SheetCreate a Google Sheet
打开 sheets.google.com，新建一个表格，命名为"员工数据"Go to sheets.google.com, create a new sheet, name it "Employees"
2
打开 Apps ScriptOpen Apps Script
在 Google Sheet 菜单：扩展功能 → Apps ScriptIn the Google Sheet menu: Extensions → Apps Script
3
粘贴以下代码（清空原有内容）Paste this code (clear existing content first)
function doPost(e) {
try {
var data = JSON.parse(e.postData.contents);
var ss = SpreadsheetApp.getActiveSpreadsheet();
var sheet = ss.getActiveSheet();
sheet.clearContents();
var headers = ['Name','Emp ID','Department','Level',
'Title','Status','Performance','KPI%',
'Attendance%','Join Date','Email','Manager',
'Notes','Updated'];
sheet.appendRow(headers);
data.employees.forEach(function(emp) {
sheet.appendRow([emp.name,emp.empId,emp.department,
emp.level,emp.title,emp.status,emp.performance,
emp.kpi,emp.attendance,emp.joinDate,emp.email,
emp.manager,emp.notes,emp.updatedAt]);
});
return ContentService
.createTextOutput(JSON.stringify({ok:true,count:data.employees.length}))
.setMimeType(ContentService.MimeType.JSON);
} catch(err) {
return ContentService
.createTextOutput(JSON.stringify({ok:false,error:err.message}))
.setMimeType(ContentService.MimeType.JSON);
}
}
4
部署为 Web AppDeploy as Web App
点击右上角"部署" → 新部署 → 类型选"网页应用" → 执行者"我" → 访问权限"所有人" → 部署 → 复制URLClick "Deploy" → New deployment → Type: Web app → Execute as: Me → Who has access: Anyone → Deploy → Copy URL
5
粘贴 URL 到上方输入框Paste URL in the field above
保存后即可点击"同步员工数据到 Google Sheets"After saving, click "Push Employees to Google Sheets" to sync