The bottom line that human resources work can't touch

Gentlemen do something, and human resources teachers also have a "bottom line" for their work. Once touched, it means an accident and the consequences are hard to estimate. Let's take a look together.

Human resource management must not have an accident. This is the "bottom line" of human resource management, and this bottom line must not be broken. In fact, once the risk of enterprise HR management is brewed and accumulated, it will cause problems, or if it is not handled properly in the process of problem handling, it will bring trouble to HR practitioners, and in severe cases, it will bring direct economic losses to enterprises.

1, the root of human resource management risks

Human resource management risk is a common management risk in the process of enterprise management. The causes of human resource management risks mainly include:

(1) the particularity of human beings

A: The complexity of human beings.

Man is the most complex animal, with not only secular desires, but also different people's needs at different levels.

As the saying goes, "know people, know faces, but don't know hearts." Today, with the development of natural science and social science, although natural science and social science have deeply studied human beings, there is not a set of theories that can accurately reveal all human psychological structures and human nature. The problem of studying people is really too complicated.

B: the dynamic nature of human resources

The dynamic performance of human resources is the dynamic performance of quality and behavior.

Man is not a machine, but has feelings and subjective initiative. Due to the complexity of human beings, human resources can't be executed mechanically like a machine, and human behavior may lead to a certain degree of difference between the results and expectations due to various reasons, which can't be accurately predicted.

The imbalance of human resources

Everyone's education and family background, experience and personality are different, which leads to the difference between intellectual skills and knowledge. It is this imbalance of human resources that often leads to the risk of improper employment and improper employment in enterprises. No matter how many interview and employment books are on the market and how scientific they seem on the surface, the wrong person and the wrong person are extremely easy to happen, which is inevitable from the perspective of probability.

D: the subjective initiative of human resource management

Human resources are the most active and only subjective factor among many factors of productivity, while people are controlled by the brain and advanced nervous system, and everyone has his own unique thoughts, thinking, emotions and personality.

The exertion of people's subjective initiative is not only related to physiological factors, but also related to people's economy, politics, society and beliefs. In enterprises, the exertion of people's subjective initiative is directly related to corporate culture, working environment, management system, especially the management, development and encouragement of human resources.

E: the mobility of human resources

Enterprise human resources are a kind of mobile resources, and the flow of talents is a common phenomenon in developed societies. A person's wisdom and ability will fluctuate with the flow of people, thus producing enterprise innovation and management.

(2) increasingly complex social environment

In the current economic and social environment, the human resource management system has become more and more complex. On the one hand, in order to maintain the normal production order of enterprises with serious labor discipline, relatively fixed rules and regulations are needed to effectively manage human resources; On the other hand, due to people's subjective initiative and complexity, we must use other means to mobilize people's work enthusiasm.

The change of enterprise's competitive environment makes enterprise's human resource management more complicated. The complicated and changeable economic and social development environment has greatly increased the uncertainty of human resource management.

(3) Poor management of human resources in enterprises

The poor management of human resources in enterprises is mainly reflected in the imperfect management system of human resources in enterprises, which makes employees take advantage of loopholes, diversified management concepts and uneven management levels.

Poor management has both historical reasons and differences in managers' ideas about each enterprise. Whether managers attach importance to human resources and are willing to invest in human resources to improve human resources will cause significant differences in the management level of enterprises.

2. Risk level of human resource management

The risk of human resource management mainly exists in the concept, system and business process of human resource management.

(1) management philosophy

Idea is the most basic and concentrated value orientation of an enterprise. What kind of ideas you have, what kind of practices you have.

There is a saying that "many SME cultures are boss cultures" and "fish begins to stink at the head". In fact, the management concept from enterprise executives is very important to the employment concept of enterprises. Many enterprises advocate people-oriented, but how many enterprises have really achieved people-oriented Some enterprises say one thing and do another, which can be reflected in daily management, not just slogans.

(2) Management system

The imperfect design of human resource management system has caused various problems in human resource management.

Enterprises must solve two major problems in establishing various human resource management systems: one is the positioning of the system, and the other is the comprehensiveness and systematicness of the system. The function of human resource management is a whole system, not a simple addition. A systematic management system is to make all systems of human resource management, including job analysis, recruitment, assessment, motivation, salary, promotion, rewards and punishments, form a complete system.

It can be said that the defect of human resource management system is the biggest defect of human resource management and must be remedied.

(3) manage business.

The risks of human resource management include improper staffing, improper post setting, improper recruitment, improper performance appraisal, improper salary management, improper training management, improper employee relationship management and improper corporate culture construction.

3, human resource management risk avoidance

Preventing human resource management risks is the goal of enterprise human resource management. When all preventive measures are carried out in a standardized and orderly manner, it is also a sign that human resource management has improved to a certain level.

By analyzing the risk levels of human resource management, we need to divide it into three levels, and we can still divide prevention activities into three levels: concept, system and business.

In order to effectively avoid the risks of human resource management, human resource practitioners must do the following:

(1) On the management concept level, it is necessary to establish a correct human resource management concept and a scientific human risk early warning mechanism, so as to match words with deeds and ensure that human resource management concepts and management ideas keep pace with the times.

(2) At the institutional level, through the process of problem analysis and diagnosis as soon as possible, we will comprehensively improve the construction of various human resource management systems, ensure the perfection, effectiveness and continuity of various systems, ensure that the company's human resource management is implemented under a standardized operating system, and resolutely avoid the phenomenon that human resource management problems are slap in the face and particularly arbitrary.

(3) In enterprise practice, any management technology and method has limitations, and there is no universal key to solve the human resource management problems of all enterprises in the world.

In the practice of human resource management, HR practitioners must combine the actual situation of the enterprise and implement effective management methods suitable for the enterprise through democratic means to ensure the smooth implementation of various management methods and laws. In addition, solving the common problems of human resources and summarizing them in time is the only way to improve the management level of human resources.