HR uses DeepSeek in eight scenarios: a complete list of god-level prompts

DeepSeek has been quite popular recently, and everyone is discussing how to use prompt words to ask questions to DeepSeek.

Based on the experience of netizens, it is generally believed that there is no need to deliberately use the very complex structured prompt words of the past, and it is enough to speak in plain language.

In order to enable HR to obtain more targeted and valuable information through reasonable and effective prompts with the help of DeepSeek, and improve work efficiency and decision-making quality, I have also prepared the following based on the eight major scenarios of HR work.Examples of prompt words, hopefully they can help HRs improve their ability to communicate with artificial intelligence.

I suggest you choose a scenario related to your daily work, slightly modify the prompts, reflect the actual situation and then ask DeepSeek. I believe you will be surprised.

1. Recruitment scenario

1. Job JD Production and Optimization

1. As a senior HR, please prepare a recruitment JD for [Position Name] based on the popular responsibilities and skill requirements of [  Position Name]  in the current market, as well as the industry status and development stage of our company [Company Name]. Highlight the unique advantages of our company, such as team atmosphere, development opportunities, etc., and make the responsibilities and job requirements clearer and more precise to attract more high-quality candidates.
2. I am the HR of [Company Name] and I am currently recruiting for [Position Name]. The existing recruitment JD is not very effective in attracting candidates. Please analyze the problems in this JD and optimize it in terms of language expression, key points, etc. Refer to the recruitment copywriting style of excellent companies in the same industry, add some elements that can stimulate the interest of candidates, such as the development prospects of the position, interesting work content, etc., and finally present the optimized content in the form of email body.

2. Candidate screening

1. I have received [X] resumes for [position name]. Please help me extract key information from the resumes, including work experience, educational background, professional skills, project experience, etc., organize them in a table, and give a preliminary score of each candidate's match based on the position requirements using a scale of 1 - 5 (1 is the lowest and 5 is the highest), and briefly explain the reasons for the score.
2. Regarding the recruitment of [position name], I have selected 5 candidates for the interview stage. Please design 5 interview questions for each candidate based on their resume information. The questions should focus on the core skills required for the position, problem-solving ability, teamwork ability, and understanding of the industry. At the same time, each question should indicate the purpose of the investigation.

(III) Talent Market Analysis

1. Please analyze the current talent market trends in [industry name], including talent supply and demand, popular skills, changes in salary levels, etc. Based on these trends, provide suggestions for our company's [position name] recruitment strategy for the next six months, such as the selection of recruitment channels, salary adjustment direction, etc. Output in the form of a PPT outline, with brief key points on each page.
2. Compare the [industry name] talent markets in [city 1] and [city 2], and analyze the advantages and disadvantages of recruiting [position name] talent in these two cities. Consider factors such as the talent pool, the intensity of competition, and the attractiveness of local policies to talent. Finally, give priority recommendations and specific recruitment strategies for recruiting in these two cities, presented in a structured text format.

2. Training and Development Scenarios

1. Training needs analysis

1. I am responsible for the training of employees at [company name] [department name]. Currently, the positions of employees in the department cover [list major positions]. Please analyze the training needs of employees based on the job requirements of these positions and the current skill levels of employees (assuming that a preliminary skill assessment has been conducted, the results can be set by yourself), including the direction of skill improvement, knowledge supplementation areas, etc. Present the analysis results in the form of a mind map and briefly explain each training need point.
2. The company plans to carry out new employee induction training, and the training targets are fresh graduates from different professional backgrounds. Please formulate a new employee induction training needs questionnaire based on the characteristics of new employees and the company's business needs. The questionnaire should cover the needs for understanding the company culture, job skills learning needs, career development planning needs, etc., with no less than 15 questions, and indicate the design intention after each question.

2. Training course design

1. As a senior trainer, I will design a training course to improve the [skills] of [position name] employees. The course should include course objectives, course outline (with details of the key points of each chapter), teaching methods (such as case analysis, practical exercises, etc.), training duration, and recommended training materials or references, and should be output in the outline format of a Word document.
2. The company has decided to conduct customer relationship management training for the sales team. Please design a two-day training course based on the work characteristics of the sales team and common customer relationship management issues. The course should focus on practicality, including actual case analysis and simulation exercises. Make a detailed course schedule, clarify the training content and training methods for each time period of each day, and finally attach a training effect evaluation plan.

(III) Employee Career Development Planning

1. I am the HR of [Company Name]. I have an employee who is currently working in [Position Name]. He has a good job performance and possesses [list the employee's strengths, skills and characteristics]. Please formulate a career development plan for this employee in the next three years based on the company's business development direction and job promotion path. The plan should clearly define the development goals, skills that need to be improved, and possible promotion directions for each stage, and present it in the form of charts and text descriptions.
2. Analyze the career development path of [position name] in [industry name], including the skills, experience and time period required for promotion. Combined with the company's internal position system, provide diversified career development suggestions for the company's [position name] employees, such as related positions that can be transferred to horizontally and the required preparations, specific steps and requirements for vertical promotion, etc., and output them in detail in the form of a list.

3. Performance Management Scenarios

1. Performance indicator setting

1. Design a comprehensive performance indicator system for [position name] in combination with the company's strategic goals and the job responsibilities of the position. The indicators should cover aspects such as work performance, work ability, and work attitude. The definition, calculation method or evaluation criteria of each indicator, as well as the weight of each indicator in the overall performance should be clearly defined and presented in a table format, with brief explanations of important indicators.
2. The company is implementing the OKR performance management model. As HR, please set quarterly OKRs for [job name] of [department name]. Objectives (O) should be closely related to the company's strategy and department goals and be challenging; key results (KR) should be measurable, achievable, and time-bound. Set at least 3 key results for each objective, and briefly explain the formulation ideas for each OKR.

2. Performance evaluation and feedback

1. I am conducting a performance evaluation for [department name] [position name], and I have performance data for [X] employees (assuming that you have collected evaluation data on work performance, work ability, work attitude, etc., which can be set by yourself). Based on this data, please conduct a comprehensive evaluation of each employee's performance, analyze their strengths and weaknesses, and give targeted improvement suggestions. Finally, feedback the evaluation results and suggestions to the corresponding employees in the form of an email. The content of the email should be formal, objective, and motivating.
2. The company plans to carry out performance interview training to improve managers' performance interview ability. Please design a performance interview training material, including the purpose, process, skills (such as listening skills, feedback skills, etc.) of the performance interview, as well as common problems and coping methods. The training material should be presented in the form of PPT, with each page being concise and clear, and equipped with relevant cases or charts to assist in explanation.

3. Development of performance improvement plan

1. The employee performed poorly in the recent performance evaluation, with the main problems concentrated on [list specific problems, such as low work efficiency, substandard task completion, etc.]. Please develop a performance improvement plan for the employee based on these problems. The plan should clearly define the improvement goals, specific improvement measures, implementation time nodes, and methods for evaluating the improvement effects, and should be output in the form of a Gantt chart with text descriptions.
2. Analyzing the company's overall performance data, it is found that the performance of [department name] has declined in the past quarter. Please analyze in depth the possible reasons for the decline in performance, and conduct a comprehensive analysis from the aspects of personnel, process, market environment, etc. Based on the analysis results, formulate a performance improvement plan for the department, including short-term and long-term improvement measures, responsible persons and resource requirements, etc., and present it in the form of a report with clear conclusions and recommendations.

IV. Human Resources Shared Service Scenarios

1. Optimization of shared service processes

1. At present, our company's human resources shared service center has problems with inefficiency in the employee onboarding process, such as untimely information transmission and cumbersome approval procedures. Please analyze the specific problems in this process in detail and propose an optimization plan. The optimization plan must clearly define the improvement measures, responsible parties and expected results of each link, and be presented in the form of a flowchart combined with text descriptions.
2. As a human resources shared service expert, we will conduct a comprehensive assessment of our company's existing salary calculation and payment process. We will analyze the potential risks in the process in terms of accuracy, timeliness and compliance, and propose corresponding risk response measures and process optimization suggestions. Finally, we will present it in the form of a report, which should include current situation analysis, risk assessment, improvement suggestions and implementation plan.

2. Shared service data analysis

1. I have obtained employee resignation data from the Human Resources Shared Service Center over the past year, including the department, position, time of joining, reason for resignation, etc. (the data can be assumed by yourself). Please conduct an in-depth analysis of this data, find out the departments and positions with high resignation rates, analyze the distribution of reasons for resignation, and predict possible resignation trends in the future. Based on the analysis results, formulate targeted employee retention strategies for the Human Resources Shared Service Center, and output them in the form of data visualization charts (such as bar charts and pie charts) combined with text analysis.
2. Analyze the employee satisfaction survey data collected by the Human Resources Shared Service Center (assuming the survey covers work environment, salary and benefits, career development, etc.) to identify key areas where employee satisfaction is low. Through data analysis, explore the key factors that affect employee satisfaction and provide practical suggestions for improving employee satisfaction, such as the priority ranking of improvement measures and resource investment suggestions. Present the analysis results and suggestions in the form of PPT, which requires the PPT page to be concise and beautiful, and the data to be clearly presented.

3. Shared service employee support

1. Some employees reported that they encountered difficulties when using the human resources shared service platform to query their personal social security information. The platform's operation interface is not user-friendly and the instructions are not clear. Please design an optimization plan for the social security information query function of the human resources shared service platform from the perspective of user experience optimization. The plan should include suggestions for improving the interface design, measures to simplify the operation process, and provide clearer operation instructions.
2. The Human Resources Shared Service Center has received inquiries from many employees regarding inconsistent interpretations of the overtime policy. Please write a detailed overtime policy interpretation document based on the company's overtime management system. The document should cover the overtime application process, overtime approval standards, overtime salary calculation method, and special situation handling. The language should be easy to understand and avoid the use of professional terms. Finally, it should be presented in the form of questions and answers for easy reference by employees.

5. Compensation and Benefits Scenarios

1. Design and optimization of salary system

1. As a compensation and benefits expert, I will design a comprehensive compensation system for our company [Company Name] based on its industry characteristics, development stage, financial status, and talent market compensation level. The system should include basic salary, performance salary, bonuses, allowances, and other components, and clarify the calculation method and payment standards for each component. At the same time, I will formulate a compensation adjustment mechanism, such as regular or irregular adjustments based on employee performance, market compensation changes, and other factors. I will present the design plan in the form of a report, detailing the design ideas, the basis for setting each component's compensation, and the expected results.
2. Our company's current salary system is not very effective in motivating employees. The salaries of some positions are out of line with the market level, and there are also problems with internal fairness. Please analyze the specific problems of the existing salary system and propose targeted optimization plans. The optimization plan must cover aspects such as salary structure adjustment, salary level calibration, and optimization of the performance-salary linkage mechanism. Use a table to compare the differences before and after the optimization, and explain the important adjustment points.

2. Welfare Program Planning and Innovation

1. Design an attractive welfare plan based on the age distribution, job nature, and regional characteristics of our employees. The welfare plan should include statutory benefits and supplementary benefits. Supplementary benefits can consider health protection, work-life balance, career development support, such as commercial insurance, flexible work system, training subsidies, etc. Detailed description of the content, implementation methods, and budget estimates of each benefit should be made to make the plan intuitive and convincing.
2. In order to enhance the company's competitiveness in the talent market, we plan to innovate and upgrade the existing welfare programs. Please research the cutting-edge welfare initiatives in the same industry and propose innovative welfare project suggestions based on our company's actual situation. For example, we can develop online health management benefits based on the digital trend; we can consider employees' interests and hobbies and set up interest club subsidies, etc. We should explain the implementation plan, potential risks and countermeasures of each innovative welfare project and output them in the form of a feasibility report.

(III) Salary and benefits cost control

1. At present, the company's salary and welfare costs are too high, which puts a certain pressure on the company's profits. Please analyze the composition of the company's salary and welfare costs and find out the main factors for the high costs, such as the excessively high salary levels of certain positions and the low cost-effectiveness of welfare projects. Based on the analysis results, formulate cost control strategies, including salary adjustment strategies (such as freezing the salary growth of some positions, optimizing the salary structure to reduce costs) and welfare optimization strategies (such as adjusting welfare projects and reasonably controlling welfare budgets). Present the cost control plan in the form of data charts (such as cost composition pie charts, cost trend line charts) combined with text analysis, and clarify the implementation steps of each strategy and the expected cost savings effect.
2. The company plans to control the cost of salary and benefits within a certain range in the coming year, while ensuring that employee satisfaction is not greatly affected. Please formulate a specific cost control action plan, clarify the work focus, responsible persons and time nodes at each stage. For example, complete the detailed sorting and analysis of salary and benefits cost data in the first quarter; start the optimization and adjustment of welfare projects in the second quarter, etc. And formulate a corresponding risk warning mechanism, so that timely countermeasures can be taken when cost control deviates, and display the action plan and risk warning mechanism in the form of a combination of Gantt chart and risk matrix chart.

(IV) Salary and benefits communication and employee feedback

1. The company is about to implement a new salary system and benefits plan. To ensure that employees can understand and accept it, a detailed communication plan needs to be developed. Please design the communication content and channels according to the characteristics of the new plan and the questions that employees may have. The communication content should include the advantages of the new plan, the impact on employees, the operation process, etc.; the communication channels can consider internal emails, online live broadcasts, offline seminars, etc. Develop a communication schedule, clarify what communication methods to use at different stages to convey what information, and present the communication plan in the form of a project plan document.
2. After collecting employees' feedback on the current salary and benefits, it was found that employees were dissatisfied with the fairness of salary and the practicality of benefits. Please classify and analyze these feedbacks in depth to find out the key issues and root causes of low employee satisfaction. In response to these issues, formulate improvement measures and communication scripts to reply to employees. The communication scripts should reflect the company's attention to employee opinions, explain the improvement measures taken by the company and the expected results, and output the analysis report and communication scripts in the form of a Word document.

6. Employee Relations Scenarios

1. Employee Conflict Mediation

1. Two employees of the company [department name] had a serious conflict during the project cooperation, which hindered the progress of the project. Please analyze the possible causes of this conflict based on the common causes of conflict in the workplace and the performance of these two employees in their past work (assuming that they are known to be strong and focus on personal results). And develop a detailed plan for me to mediate the conflict, including the words to communicate with both parties individually, the process of organizing joint meetings and mediation strategies, to ensure that their relationship can be eased and the project can be smoothly promoted.
2. Recently, there have been many minor frictions between employees in the company. Although no serious consequences have been caused, they have affected the team atmosphere. Please analyze the common causes of these frictions, such as poor communication and unreasonable work allocation. Based on the analysis results, design a mechanism to prevent and resolve minor frictions between employees, including measures such as establishing regular communication channels, optimizing work allocation processes, and setting up an employee feedback platform. Present it in the form of a system document and clarify the execution subjects and operation procedures of each measure.

(II) Employee Satisfaction Survey Analysis

1. I have just completed the company's employee satisfaction survey and collected data covering work environment, career development, team atmosphere and other aspects (the data can be assumed by yourself). Please conduct an in-depth analysis of this data to find out the specific dimensions of high and low employee satisfaction. Through data mining of the key factors affecting employee satisfaction, provide specific and actionable suggestions for improving overall employee satisfaction, such as proposing improvement measures for low satisfaction and consolidation strategies for high satisfaction. Present it in the form of a report, with data charts and detailed analysis process.
2. Comparing the employee satisfaction survey results of different departments of the company, it is found that the satisfaction of [Department A] and [Department B] is quite different. Please analyze the reasons for this difference in depth, considering factors such as the nature of department work, management style, and team collaboration methods. Based on the analysis results, formulate a personalized plan to improve the satisfaction of employees in the department with lower satisfaction, and provide maintenance suggestions to maintain the good status of the department with higher satisfaction. Output it in the form of a comparative analysis report to clearly show the differences between the two departments and the corresponding solutions.

7. Scenarios for Corporate Culture Construction

1. Cultural activities planning

1. As a corporate culture specialist, I plan to organize a company event with the theme of "Innovation and Collaboration". Participants include employees from different levels of various departments. The budget is [X] yuan and the time is [specific time]. Please design the event format (such as innovation competition, team building games, etc.), event process, personnel division of labor, and publicity and promotion plan based on the corporate culture theme and event goals, combined with the work rhythm and interest preferences of employees. The event should be able to enhance employees' understanding and recognition of corporate culture, promote communication and cooperation among employees, and be output in the form of an event plan, including detailed event budget.
2. The company hopes to hold an online event related to corporate culture on [specific holiday/anniversary] to increase employee participation and awareness of corporate culture. Please design the content and form of the online event based on the characteristics of the holiday/anniversary and the connotation of corporate culture, such as online cultural knowledge competitions, live broadcasts of corporate culture story sharing, etc. Develop promotion strategies, participation rules, and reward mechanisms for the event to ensure that the event can attract employees to actively participate, present it in the form of an online event plan, and explain in detail each link and implementation steps of the event.

2. Corporate culture implementation strategy

1. The company has established the corporate culture concept of "integrity, innovation, and win-win", but in actual work, it is found that employees do not practice these concepts enough. Please analyze the possible reasons why the corporate culture is difficult to implement, such as the lack of specific behavioral norms and insufficient publicity. Based on the analysis results, formulate a set of corporate culture implementation strategies, including formulating employee behavioral codes that match the corporate culture, designing diversified cultural communication channels (such as internal publications, cultural walls, etc.), and establishing a cultural evaluation and feedback mechanism. Present it in the form of PPT to facilitate reporting to management.
2. New employees are slow to understand and integrate into the company's corporate culture, which affects team collaboration and work efficiency. Please develop a corporate culture integration plan for new employees, including cultural course design in on-the-job training, cultural inheritance guidance in the mentor-apprentice process, and cultural activity planning for new employees. Clarify the implementation time nodes and responsible persons of the plan, and present it in the form of a project plan document to ensure that new employees can quickly and deeply understand and integrate into the company's corporate culture.

8. HR Strategic Planning Scenarios

1. Strategic planning

1. Combined with the company's business development strategy for the next three years, it is expected that the business scale will expand by [X]% and [new markets/new business areas] will be developed. Please analyze the company's human resource needs under this development, including the number of personnel required for each position, skill requirements, and the direction of talent structure adjustment. At the same time, predict the human resource challenges that may be faced, such as shortage of key talents and imbalance of talent structure, and formulate corresponding human resource strategic planning, covering strategies and action plans in terms of talent recruitment, training and development, performance management, etc., and present it in the form of a strategic planning report with clear goals, measures and time nodes.
2. The company is in a period of transformation and plans to transform from traditional business to digital business. Please analyze what adjustments need to be made to human resource management during the transformation process. For example, gap analysis between existing employee skills and new business needs, organizational structure design suggestions for digital business, talent attraction and retention strategies for transformation, etc. Develop a human resource transformation strategic plan to ensure the company's smooth business transformation, and present it in the form of PPT for easy reporting to the company's senior management.

2. Human Resources Benchmarking Analysis

1. Select three leading companies in the same industry (assuming they are A, B, and C companies) and conduct a benchmark analysis of our company and these three companies in terms of human resource management. The comparison includes aspects such as human resource management system, talent attraction and retention strategy, training and development mechanism, and performance management model. Find out the gaps and advantages between our company and the benchmarked companies, and based on the analysis results, put forward suggestions and improvement directions for improving the company's human resource management level, output in the form of a comparative analysis report, and use a table to compare and display the differences in various contents.
2. Analyze the human resource management practices of innovative enterprises in the industry and summarize their successful experiences in stimulating employees' innovation and creating an innovative culture. Combined with the actual situation of our company, we propose specific measures to learn from these experiences, such as the design of innovative incentive mechanisms and the planning of innovative training projects, to help companies improve their innovation capabilities. This report is presented in the form of an experience learning report, detailing the implementation points that can be implemented.

3. Human resource cost planning

1. Develop a human resource cost budget plan based on the company's strategic plan and business development forecast for the next five years. Consider the costs of various human resource activities such as recruitment, training, compensation and benefits, and performance management, and combine market price levels and industry salary trends to predict human resource cost expenditures at different stages. Develop cost control goals and strategies to ensure that human resource costs match the company's financial situation and development strategy, and present them in the form of a cost planning report with a cost budget table and cost control measures.
2. The company plans to control the growth of human resource costs within [X]% in the next two years, while ensuring that human resources effectively support business development. Please formulate a specific cost control plan, including measures such as optimizing staffing, adjusting salary structure, and improving the return on investment of training. Clarify the implementation steps, responsible persons, and expected results of each measure, and present it in the form of a project implementation plan to facilitate tracking and evaluation of cost control results.