HR practitioners are divided into five levels. How to judge their needs?

The first level and the lowest level are responsible for the daily maintenance and attendance of personnel files and the management of other daily routine work. More than 80% HR practitioners in China belong to this level, resulting in the market of HR software from several hundred yuan to several thousand yuan. Because such HR personnel have no bargaining power, the positioning of their work by the company belongs to the nature of logistics assistance. In other words, this job is very replaceable and has nothing to do with the company's core business; HR practitioners have low wages and are not valued. Because of the shortage of HR specialists, HR department managers often do the work of HR specialists, such as paying social security and running for the personnel bureau. Such a HR level, if it is a small company, can be said that there is no demand and purchasing power. If so, the most desirable thing is free, with a maximum lock of 1000 yuan. This kind of customers are suitable for newly established HR software small manufacturers and studios, with limited profits or even losses. If it is a relatively large company, attendance is troublesome and the amount of labor is very large. HR vendors should focus on attendance and earn more money than hardware. If enterprises want to standardize and standardize personnel file management and improve work efficiency because of the large number of personnel, such companies have certain bargaining power, which generally belongs to the level of 1 10,000 yuan to 6.5438+10,000 yuan. Human resource suppliers should focus on daily affairs management. According to UFIDA's selection principle for HR enterprise customers, if the industry, enterprise scale, number of people, enterprise profit and financial status of the enterprise are put in a proper position, such enterprises can rarely enter UFIDA's HR customer list. The second level is to manage the performance appraisal of employees and make changes to wages. HR personnel at this level can formulate performance appraisal standards for employees in various departments, and the appraisal results will directly affect employees' salary and income. Many bosses of state-owned enterprises have no right to decide the salaries of their subordinates. No matter how well the subordinates do, they can't change their salary level and structure, let alone dismiss them. In order to break this shortcoming, some enterprises take the introduction of HR software as the starting point to innovate their enterprises, the most effective of which is the salary change brought about by performance appraisal. The price elasticity of this level of HR software is very large, and the demand of most domestic enterprises for HR is at this level, which makes HR software compete for hegemony, so you can sing and I will appear. The third level is responsible for the recruitment of the company, planning the training and career of employees. The recruitment referred to here refers to the initiation right and the final decision right of personnel recruitment, that is, the people in the HR department completely control the recruitment of personnel in all departments of the company, and their power is far greater than that of the managers of all departments. The recruitment plan is initiated by the human resources department, which can adjust the recruitment number or application time of each department according to the company's situation, and even refuse the recruitment application put forward by the department. If the boss wants to recruit acquaintances, he has to negotiate with him, or even refuse to recruit acquaintances introduced by the boss because of actual needs. After becoming a regular employee, you generally need to receive induction and on-the-job training. If the company has a perfect training mechanism, it can predict the bargaining power of customers according to the content and level of its training courses. If the training content is all entry-level, the number of projects will not be much; If moral cultivation accounts for a large proportion in the training content, it shows that the enterprise has embarked on the road of stable development, the project amount will not be low, the quotation is too low, and customers think you have no grade. The amount of such projects can be increased to1000000 yuan. A lot of information seems to be nothing, but it is actually business intelligence. Look at the development stage of an enterprise and its enterprise training content. It can be said that there is no training in the early stage of entrepreneurship, and training is intermittent during the development process, focusing on practicality; After the survival period, employees will be trained in evaluation, standards and management. Entering the period of rapid development, mainly focusing on the concept training of enterprises; When entering a stable and sustainable development, the quality and personal accomplishment of employees are the main factors; When the company develops to a higher level, the advanced courses of training become philosophy of life, including Confucianism, Buddhism and Taoism. The vast majority of domestic enterprises have reached this level at the highest, and the power of HR personnel at this level is very great. Imagine, who dares to mess with the department that controls enterprise recruitment, training, performance appraisal and salary?