According to the analysis, HR has a very broad prospect and a very broad career path. People's management is done well, what else can't be done well? This may be the reason to attract more young people to participate in this career. Generally speaking, a hard-working HR manager first benefits from broadening his horizons, having more opportunities to get in touch with the latest and strongest management concepts and knowledge, and is the first beneficiary of management knowledge.
Human resource crisis, industry crisis and product service crisis are the top three crises faced by various industries, accounting for 53.8%, 50.0% and 38.7% respectively. In the beauty salon industry, the proportion of human resource crisis is higher.
At present, the human resource crisis in the beauty and hairdressing industry is mainly manifested in the frequent job-hopping of ordinary employees, and the unexpected resignation or dismissal of senior managers or important technicians for no reason.
Form a corporate culture to prevent employees from changing jobs frequently.
Now some enterprises poach employees in the same industry at all costs for the sake of temporary competition. In the end, not only the peers face the crisis, but also they are passive because of their thoughtlessness. For example, in order to crush store B, store A poached most of the employees in store B, resulting in insufficient employees in store B and facing a crisis; As a result of the increase in personnel, the operating cost of Store A is too high and the profit declines. In the end, I had to lay off a large number of employees and return to the original point ... In the end, not only the two stores were damaged, but also the employees who were poached in Store B wasted their development prospects and human resources.
How can we solve the problem of frequent job hopping? As a manager, we should not only pay attention to giving employees relatively generous wages and benefits compared with the same industry, but also pay attention to forming corporate culture and increasing corporate cohesion. If employees want to work with peace of mind, we should pay attention to the development of corporate culture, carry out more cultural and recreational life related to enterprises, let employees participate more, let employees enjoy the fun brought by work in activities, provide employees with as many development opportunities as possible, realize the equality of maximizing self-worth, really improve work efficiency, and attract employees and gather talents with the good development prospects of enterprises. If we blindly adopt the means of "high salary" to retain people or squeeze other peers, we can only be complacent for a while and get no talents who are truly loyal to the enterprise. What's more, it makes the job-hopping phenomenon of the whole industry more frequent, hurting people and hurting themselves, which is not conducive to the development of the beauty and hairdressing industry.
Prospect 1: general manager or professional manager
Recently, after careful consideration, manager Du of the human resources department of an enterprise decided to give up the HR management position and choose to be a department manager in a big company. It turns out that he has been doing HR work in a resin handicraft enterprise in Quanzhou, dealing with personnel recruitment, staff training, performance appraisal and even procurement. Trivia is miscellaneous, but it is "substantial". Recently, recommended by a friend, a large clothing enterprise in Jinjiang intends to ask him to be a department manager in the past, and his salary has also increased.
Coincidentally, according to friends in the industry, recently, a manager Wang who has been engaged in human resources management in northern enterprises for five or six years just arrived in Shishi and was hired as executive vice president. In their eyes, HR manager's rich experience in dealing with people is easier to grasp and adapt after the opportunity, so HR manager can be a professional manager and have more practical experience and experience. The reporter visited a number of enterprises in Quanzhou and found that the executive vice presidents of some enterprises, the secretary of the chairman and other vice presidents were all from HR.
Man struggles upwards, and it is best to become the vice president of the enterprise. Some enterprise managers believe that "becoming a general manager or a professional manager" is the source of motivation for human resource managers in many enterprises.
Prospect 2: CFO
Another goal of the human resources manager is the chief financial officer. Financial resources and manpower are far apart, which seems to be irrelevant. If you analyze them carefully, you will know their details. Finance plays an increasingly important role in management. Every step of enterprise development is inseparable from finance, and HR management that is not linked to finance does not exist.
So, what is the relationship between CFO and human resource management? Nowadays, more and more foreign companies allocate financial power and personnel power to one person, who is directly responsible to the general manager, and the ultimate goal of the enterprise is to make a profit. Therefore, the role of finance in enterprises can be imagined, and it is understandable that the director of human resources is responsible to the chief financial officer. Therefore, one of the outlets for human resource managers is the chief financial officer.
However, some insiders have suggested that this prospect is very small in Quanzhou enterprises. Because so far, there are only a handful of enterprises with human resources departments in Quanzhou, and HR can manage finance. Moreover, HR managers are more inclined to enterprise management, especially conventional enterprise management, and know little about the financial field.
Prospect 3: Transfer to business department
Miss Chen works as a human resource manager in an electrical equipment company. It is said that Mr. Chen is a "half-way monk". Although I know the responsibilities of various positions within the company like the back of my hand, I feel powerless in management and communication. The boss seems to regard the human resources department as a decoration, and colleagues in the enterprise also think that the person in charge has the final say and doesn't listen to her at all. Miss Chen is very confused and doesn't know what to do. Insiders suggest that if you feel that there is a "bottleneck" in your work development, you may wish to think in another way, change jobs or change departments. HR personnel can enter other business departments of the company and engage in some management work, because they have a better understanding of the work content of each position. Of course, the premise of changing careers is to have the professional knowledge of the business department.
Some people worry that it is not easy to change careers, and it will also be a great challenge for HR who has worked for many years. However, some people who have successfully changed careers believe that HR is inherently broad. For example, Miss Chen in the case was originally a "half-way monk", so human resource management is a kind of study and exercise, and maybe other positions will be more suitable for her development. For enterprises, they should be better at finding talents, put talents in the most suitable places, and avoid being overqualified or even wasted.
Prospect 4: Director of Knowledge Management
If it is a "balanced transition" from human resource manager to business department and enterprise management consultant, then there is a more challenging career, that is, knowledge management director. This position gives HR manager more connotations and functions, which will involve a wider scope and a wider development path.
By then, HR manager is not only a management expert, but also a knowledge expert, with rich industry knowledge and professional knowledge, including economy, politics, law, microcomputer, network and so on. The human resources department will also be a knowledge base, storing and distributing information and knowledge, and providing relevant information and knowledge to all departments at any time. Of course, this is only a current trend, but I believe that with the development of the times and the efforts of HR managers, this must be a more promising career.
Prospect 5: consulting experts
With the rapid increase of human resource management consulting companies in Quanzhou, there is another way to develop human resources personnel, that is, to turn to professional consulting. Relying on the work experience of enterprises, consultation will be more emboldened and practical. It is understood that engaging in consulting work, not only the work background is very important, but also the academic qualifications are a threshold, and the master's and doctoral degrees are not high.
As the related person of Broadcom enterprise management introduced, Quanzhou arc Consulting Group has many hidden dragons and crouching tigers, many of which are transformed from enterprise HR, for example, there are several Broadcom. The insiders believe that from human resource management to management consultant, it is familiar to more professional human resource managers. After accumulating some experience, it should be no problem for human resource managers to provide management diagnosis consultation for enterprises with their rich experience and practical experience. As long as they are willing to do it, they are good at expressing and sharing.
Find the best position according to the human resources level.
When communicating with reporters, Guo thought that HR was also graded. In some enterprises, HR is only responsible for basic personnel work, belonging to middle and high-level management and doing performance appraisal. There are also high-level management, engaged in human resources integration, participation in company decision-making and other major work. Different levels of HR have different expectations.
Besides promotion, independent portal and post adjustment, HR's career path is still very broad. Such as: recruiting experts. HR manager has accumulated rich recruitment experience and knowledge in enterprise personnel management, and cultivated his own unique employment concept and vision. One way out is to find a good horse for the enterprise as a recruitment expert, or go to a headhunting company to specialize in headhunting.
Training experts. The training function of human resources enables them to exercise profound training skills. Today, enterprises pay more and more attention to training, so it is a good way for human resource managers to go out and specialize in training.
Salary and welfare experts. The role of salary in enterprises can not be ignored, and the rich experience and knowledge of human resource managers as salary experts will certainly be developed.
Performance manager. The core function of performance management makes it unique. HR managers with rich experience in performance management will have more energy and time to play in performance management and provide unique management tools and experience.
Labor dispute handling experts and legal advice. Their rich knowledge of laws and regulations gives them every reason to become experts in this field. HR practitioners can find the most suitable position according to their own level and expertise.
When interviewing about HR career planning, the reporter found such an indisputable fact, which was verified in the industry-that is, in Quanzhou, most enterprises did not make career planning for their employees, and even if they did, they stayed on paper. "The company's own development has not been planned. What about the employee's career planning? " Li Chu, director of human resources department of Jiuwangmu, believes that enterprises should first have a unique corporate culture, whether for employees or HR. After doing a good job in selecting, retaining and educating people, we can talk about career planning according to the development needs of employees.
Cultivate "successors" to prevent backbone from leaving their posts
Senior managers or important technical personnel of the enterprise are familiar with the operation mode of the enterprise and have a stable customer base. Their resignation will bring huge losses to the enterprise, because generally speaking, they will not change industries after leaving, and often go to the competitors of the original enterprise. What is more serious is that they will take away other employees of the original enterprise, who are often the business backbone and skilled workers of the original enterprise.
To avoid this phenomenon, on the one hand, we should give senior managers and technicians corresponding treatment, let these enterprises participate in the development of enterprises, and even become shareholders, so that they are closely related to the honor and disgrace of enterprises; On the other hand, enterprises should also pay attention to cultivating the talent pool of senior managers or technicians. Once important managers or technicians leave their jobs, they can be replaced by "successors" to minimize the excessive impact on the normal operation of enterprises.
Whether ordinary employees leave their jobs or senior managers and technicians leave their jobs unexpectedly, it will cause human resource crisis in enterprises, and prevention is better than cure. It can be said that crisis prevention is the cheapest way of crisis management. The difference is that specific beauty salons should take flexible and diverse preventive measures according to their own special circumstances.
I suggest you choose HR. . Develop very well