The topic of group discussion is best related to the position itself, because in all the selection methods, the efficiency of job simulation is high, and the design and implementation of this method is relatively easy. You can directly select a fragment from your daily work, or pick out the problems that you often encounter in this position as the topic of discussion. Or take "customer service manager" as an example. The difficult problem that this position may often encounter in practical work is the handling of customer complaints. The process of dealing with this difficult problem can best reflect the applicant's ability. Therefore, a customer complaint handling case can be designed as the subject of investigation.

The way of group discussion is best designed to be similar to the form of debate. Candidates are divided into two groups, which are both competitive and cooperative, which can not only give the members of the group sufficient opportunities to speak, but also examine the team spirit and aggression of the members.

Subject content

(1) open question

The answer can be very wide, very wide. It mainly examines whether the candidates' thinking questions are comprehensive, targeted, clear-headed, and whether they have new views and opinions. What kind of leader do you think is a good leader? Candidates can answer this question from the charm, talent, affinity and management orientation of leaders. For examiners, this kind of question is easy to think out, but it is not easy to evaluate candidates, because this kind of question is not easy to cause disputes among candidates, and candidates' ability range is limited.

(2) Dilemma

It is to let candidates choose one of the two answers with their own advantages and disadvantages. It mainly examines candidates' analytical ability, language expression ability and persuasiveness. For example, do you think a work-oriented leader is a good leader or a people-oriented leader is a good leader? For candidates, such questions are not only easy to understand, but also can cause full debate; For examiners, it is not only convenient in compiling questions, but also effective in evaluating candidates. However, it should be noted that the advantages and disadvantages of the two alternative answers are similar, and there is no selective advantage that one answer is obviously superior to the other.

(3) Multiple choice problem

It is to let candidates choose several effective answers from a variety of alternative answers or rank the importance of alternative answers. This paper mainly examines the ability of candidates to analyze problems and grasp the essence of problems. For example:

1994 1 month 14, you were transferred to a tourist hotel as the general manager. After taking office, you found that 1993 failed to achieve the profit target set by the superior in the fourth quarter. The reason is that there are many problems in this hotel that affect the completion of profit targets. They are:

(1) The food in the canteen is poor, the staff have great opinions, and the catering department lacks characteristics and poor service, which is not attractive to foreign guests, causing foreign guests to eat in other restaurants;

(2) The deputy secretary of the Party Committee who is in charge of the organization and personnel work has been transferred for more than a month, and those who are not in charge of personnel arrangements cannot mobilize the enthusiasm of employees;

③ The service staff in guest rooms and restaurants don't know foreign languages, and they rely on translators to receive foreign tourists;

(4) Low service efficiency. After the sign of "clean as soon as possible" was put up in the guest room, it was still impossible to clean the room in time. Foreign tourists have great opinions and stayed in other hotels.

(5) Improper procurement of goods leads to some goods being out of stock and some goods being overstocked;

⑥ The main service desk can't timely transmit market information, room sales information, financial revenue and expenditure information, guest needs and opinions to the general manager and housekeeping department and other relevant departments;

⑦ Don't overbook in the tourist season, for fear of disputes affecting the reputation of the hotel;

(8) The hotel reports fraud to the superior, exaggerates achievements, and covers up shortcomings, while the actually determined profit index is inconsistent with the actual situation of the hotel;

Pet-name ruby warehouse management confusion, eat from the same pot, material stacking is not standardized, theft is serious;

Attending cronyism, some children of incompetent bureau and company cadres are assigned to important positions.

Excuse me: Which three factors are the main reasons for the failure to achieve the profit target of 20 1 1 in the fourth quarter (only three are allowed to be listed)? Please state your reasons.

This kind of topic is difficult for the evaluator, but it helps to reveal the ability and personality characteristics of the examinee in all aspects.

(4) operational problems

This is to give materials, tools or props, so that candidates can use the given materials to make one or some objects designated by the examiner. This paper mainly examines the initiative, cooperation ability and role characteristics of candidates in a practical operation task.

In this kind of questions, candidates have more operational behaviors than other questions, and the degree of scenario simulation is greater, but their ability to examine language is less. The required materials should be fully prepared, and the requirements for examiners and topics are higher.

(5) Competition for resources.

This type of question is suitable for the leaderless group discussion with assigned roles, that is, to let the candidates in the same position allocate limited resources, so as to examine the candidates' language expression ability, generalization or summary ability, enthusiasm for speech and sensitivity of reaction. For example, let candidates serve as managers of various sub-departments and allocate certain funds. Because if you want to get more resources, you must be reasonable and convincing, so this kind of questions can arouse the full debate of candidates and help examiners evaluate candidates, but the requirements for test questions are higher. The general process of group interview can be divided into the following stages:

Rule explanation stage: interviewer 1-3 minutes to explain the interview process and rules;

Self-introduction stage: 1-3 minutes for each team member to introduce themselves;

Examination and thinking stage: the interviewer explains the topic and distributes the corresponding materials, and the applicant has about 5 minutes to examine and think about the problem;

Point of view presentation stage: the group members explain their respective points of view for about 2 minutes.

Group discussion stage: according to the actual situation of the problem, the discussion time is different;

Summary and presentation stage: the group summarizes and then makes a presentation or answers human resources questions.