First, I am confused by all kinds of so-called ideas and tools, lacking judgment ... As we all know, as far as China is concerned, enterprise management is an era with ideas first, and China people's learning ability is not very strong, but super strong. No matter whether it is useful to our enterprise or not, the boss introduced the idea as soon as he saw that it was new and good, so he studied, trained and implemented it with great fanfare, earning a lot of money for those consulting institutions abroad. As a result, people and resource managers in China seem to be suffering from this disease, and they are almost obsessed with it. What "balanced scorecard, quality model, strategic model, e-hr" and so on. It should be studied and used immediately, but as we all know, the implementation of these things is often linked to the comprehensive management level of enterprises, and it is impossible to use them. However, many of our human resources managers don't understand this truth, but complain that the boss's ideas are poor and lack the support of the company. Over time, depression will inevitably occur. Drucker said: management is first of all a practice, and all theories must be tested by practice before they can be accepted by the public ... Frankly speaking, I am very disdainful of some so-called human resources experts in China. Lecturing everywhere with a theory from the 1970s and 1980s (or even longer), in fact, what you have heard is correct, which is very good, but not providing how to do it is equal to zero ... I sometimes joke: Hello, expert, please make me an attendance system, he may not be able to do it, so the essence of management lies in doing it, not knowing it. ...
Second, there is a serious shortage of professional knowledge and practical knowledge ... As a human resources manager, you must be very professional in your own field. Human resource management is definitely not what some people think. As long as you are friendlier, more beautiful and more patient, you can do well ... there are many professional problems. You are at least half an expert in labor law, and you must show different abilities from others in six modules, such as recruitment and training. I'll give you 10 the simplest question, and you can take the test yourself. If you answer six questions correctly, you will pass. If there are less than three, don't complain about the low salary given by the company or the boss's disapproval. 1. How to determine the overtime base and days when calculating overtime pay? 2. How many days do you think it is when calculating wages on legal holidays? 3. The employee has not signed a labor contract with the company, forming a factual labor relationship. Can the company terminate the labor contract at any time? If not, how to deal with it? Should the company inform employees 30 days in advance when renewing the contract? What should I do if I don't renew it after the deadline? 4. Behavioral interview method in recruitment What does STAR stand for? 5. We often use roi tools in human resource management. What is this? 6. What is an employee exit interview and what is its purpose? 7. What is job value assessment? What is the most popular method? 8. What is management by objectives? What is the principle of intelligence? 9. The punishment for employees is called the hot stove effect. What are its four characteristics? 10, what is the Hamburg principle in performance interview? In real life, there are many human resource managers, but there are very few excellent human resource managers. The reason is that most human resource managers in China are impetuous, unable to use their professional knowledge to solve practical problems for enterprises, and their status naturally declines ... The other is that in practice, they cannot assess the situation, cling to the contents of books, and are too dogmatic and rigid. Some human resource managers take many so-called certificates to prove their abilities, such as human resource managers and international human resource qualifications. In fact, that book proves nothing. Can you provide valuable and creative suggestions to the company or boss when you encounter practical problems such as "employee strikes, slowdowns, annual salary adjustment and bonus distribution"? If not, don't complain that the company's major decisions are always not made by the human resources department!
Third, the dual role of HR cannot be recognized. Many HR don't realize that they are actually the defenders of the company's interests and the spokespersons of employees' interests. Your role is actually "uploading and distributing" ... Some HR often try their best to save various expenses for the company, such as reducing employees' wages, not paying various insurances, and deducting employees' benefits ... These behaviors seem to save expenses for the company on the surface, but in the long run. It often leads to employee tension and high turnover rate, which leads to the decline of enterprise benefits. Therefore, HR must not be short-sighted, only pay attention to the current interests of enterprises and harm the long-term interests of enterprises. However, some HR can't understand this well and come up with many bad ideas to circumvent the law and infringe on the interests of employees. For example, not signing the contract, desperately depressing the salary of the candidates, extending the probation period, and making too severe punishment regulations (such as a fine of 50 yuan for being late). Therefore, our department is also under great pressure. We have to constantly handle employee complaints and labor arbitration, and we can't recruit suitable people ... But have you ever thought: Are these all caused by yourself? Some people say: Look, I can't help it. My boss asked me to do it ... But, did you convey the employee's voice to the boss, did you inform the boss of the consequences of this, or did you just complain behind your back and be depressed for many years ... In other words: you are also a part-time worker, do you want your legitimate rights and interests to be violated? Therefore, HR must be aware of the reasonable interests of employees, learn to argue according to reason, and can't completely listen to the boss. Think carefully, if the boss has been using this thinking to deduct employees, do you think such a boss is worth following? Therefore, if you want to be a good HR, you must strive for reasonable interests for employees and learn to save for the company for unreasonable interests, instead of blindly following Nuo Nuo and drifting with the flow. ...
4. Unable to locate yourself accurately ... For most human resource managers, being unable to locate yourself accurately is also an important reason why the work is difficult to carry out. Human resource managers should be clear: this department is a department that does not directly create value, and it is a partner of the company's business department, and at most it is a strategic partner of the company (very popular now) ... but many human resource managers position themselves as power departments, so you have to listen to me. However, it is often difficult for business departments to operate according to idealization, so there are many contradictions between the two sides. As a result, the human resources department began to complain about its low status and so on. In fact, the human resources department is first and foremost a service department. You should do a good job in logistics and support everyone. The soldiers in front (business department) are "fighting bravely". Think what everyone thinks and do what everyone does, and Lenovo's personnel and financial departments will do it. In my opinion, this is the best explanation for the positioning of the personnel and financial departments ... Secondly, the human resources manager should realize that the human resources department should also play the role of control, consultation, reform and innovation, and service is of course an important responsibility, but excessive unprincipled service is irresponsible to the enterprise, and you should dare to refuse unreasonable demands put forward by the business department, instead of losing your principles and being afraid of complaining because you are a service department. For example, a department proposes to be an employee. How do you handle the performance appraisal of the business department? These are all very realistic questions ... of course, they also have the function of consultation and change, but they are all related to your knowledge and ability. What advice can the business department give if employees are out of control and don't know how to deal with it? What will you do if the system can't be pushed down? ..... So the human resource manager will only do his job well if he has a good position in the enterprise. I suggest you do high-profile things and keep a low profile. ...
Fifth, there is a serious lack of communication skills ... I have met many human resources managers who have a big temper and are very strong. I think it's unacceptable. Why? Because you are dealing with people, you should learn to unite everyone around you (even if you hate him), not because you have salary and bonus, others are afraid of you ... and some HR often complain online. However, I think the root cause is you, and your communication skills are problematic ... For example, if you want your boss to pay more attention to and invest in training, how would you talk to your boss? I don't think the average HR knows how to tell the boss. Maybe you don't know much about this problem yourself. I can't even convince myself. How can you convince others? Many years ago, I worked in a company. It turns out that the training is blank, and the boss does not agree to invest, because the return of training is invisible, but it is very important. I thought about it for a long time and came up with many ways. First, I often discuss the benefits of training with him, such as why the Fortune 500 companies are enduring, and one of the most important points is training. Then I collected some things that happened in some companies and analyzed them one by one. It is pointed out that some problems can be completely avoided if you train in advance. After several exchanges, he felt that this was indeed the case. Later, I encouraged him to attend a presidential class at Fudan University, which broadened his horizons. Every time he comes back, he will give us lessons and share what he has learned with us. For me, I used the company's existing resources to do some basic training, such as new employee training, product knowledge training, etiquette training and so on. At the same time, I often communicate with the line departments and get their support. You see, I didn't have to go out by myself later, and it was all settled ... One more thing, in the past, our employees had a large turnover, and the boss refused to provide social security for all employees, saying that he would save costs. But as we all know, insurance is the statutory welfare of employees, and labor supervision is very strict. For this reason, the human resources department often has to "communicate" with the personnel of the labor bureau. Sometimes the labor inspector comes and talks about some policies and consequences. I usually exaggerate the consequences and tell my boss, and then give an example of a nearby company that was fined tens of thousands for insurance (exaggerated twice). And every time the labor inspector comes, I bring it to his office and talk to him directly about the seriousness of this problem. Several times, when he was scared, I would strike while the iron was hot with him, analyze and produce data reports to explain the actual cost of paying insurance instead of not paying insurance. As a result, he said yes and paid it all ... You see, your human resources department can spare time and energy to do something more valuable and meaningful, such as training, performance appraisal, etc ... Of course, in actual work, there will be many problems, such as how to get the support of the directly affiliated departments. It takes skill ... so the human resource manager must be a master of communication. If your communication skills are not good, I suggest you not to.