How to position the role of human resource management department?

Huaheng Zhixin believes that at present, the high-level executives of many enterprises have unclear positioning of the human resources department, which is mainly manifested in two extremes: either they think that the human resources department is an office department and undertakes some simple operational functions; Either they think that since the establishment of the Human Resources Department, people's problems are arranged by the Human Resources Department, and even this information is passed on to the person in charge of the business department. As a result, everyone is unwilling to assume the responsibility of human resources management, which makes it difficult for human resources departments to carry out their work.

1, the strategic partner of the enterprise and the participant in the strategic decision of the enterprise.

The human resources department should assist the company to achieve the established strategic objectives, provide strategic-based human resources planning and system solutions, make the strategy of the human resources department consistent with the company's strategic objectives, help the company achieve its business objectives through staffing and development, and give full play to its strategic management functions.

2. Promoters and innovators of enterprise change. According to the changes inside and outside the organization, constantly update the organizational structure, actively participate in enterprise reform and innovation, introduce new organizational management methods and change management methods, deal with all kinds of human resources problems in the process of organizational management change, promote the process of organizational change, and help enterprises reduce the harm of change to enterprises.

3. Human resource experts. Utilize human resources technical ability to develop human resources products and services,

Design an effective human resource workflow and always pay attention to improvement, solve the human resource problems of enterprises, improve customer service-oriented employee service, and implement human resource process service management.

4. Employee representatives and employee relationship management. Human resource managers should understand the needs of employees, provide timely support to employees, maintain a high degree of sensitivity and positive response to employees' situation, balance the interests of employees and enterprises, establish barrier-free communication, provide resources and system assistance, and implement employee relationship management.