Inexperienced HR can independently master recruitment, interview, employment, resignation, employee relations and training (for various employee needs).

As a human resources practitioner, try to answer this question.

First of all, how to become an excellent professional.

1, HR is no different from other occupations, as shown below.

(1) Every time you enter this profession, you will never start from scratch;

(2) Each stage is easy at the beginning, difficult at the back, and even feels that there has been no progress for a long time;

(3) The gap between stages is not the accumulation of simple quantitative change to qualitative change, but the lack of a certain latitude in the occupational latitude.

2. Career development mainly depends on three aspects: professionalism, emotional intelligence and vision;

In the past, we talked about "being a man first, then doing things", but now we still talk about "T" talents; Being a man is emotional intelligence, "T" talent, "L" major and "one" vision.

(1) Some people enter a profession by virtue of their majors, continue to deepen their majors, and get good results in the first stage, but they just can't cross the second stage; For example, we often say that "talents do not meet", or the plan cannot be implemented, or it is evaluated as ungrounded; At this time, it is often because of the lack of "emotional intelligence". Only by strengthening this point can we cross the gap and enter the second stage;

(2) Some people enter a profession with emotional intelligence, and they are getting stronger and stronger, and they will encounter obstacles after accumulation; For example, our common smooth hands, such as terrapin, such as layman leaders directly transferred from other departments; At this time, it is necessary to strengthen "professionalism" in order to cross the gap and enter the second stage;

(3) No matter which door you enter, it is only possible to enter the third stage from the second stage, such as understanding the company's main business and the company's value chain, such as knowing more or less the work of other departments of the company, such as thinking about strategy.

3. I won't talk about the third stage, which is beyond the excellent category and a career gap that 99.99% people can't cross.

There are too many influencing factors in the three stages, so it is better to practice by yourself.

Let's talk about "how to be an excellent HR"

1, HR is a profession with a very low threshold, and the entrants are often varied, especially in the early years, most of them come from "emotional intelligence". In recent years, there have been many more students from "majors".

2. Latitude comparison:

Specialty: professional knowledge, professional skills, professional image, professional conversation. The tools that HR often talks about should be familiar with and used, and the theories should be known; In the six modules, recruitment and training must have effective practical experience, and one of performance or salary must have practical ability. Others may not have strong practical ability, but at least they must have some understanding. (The requirements for the first stage are roughly the same. If you have "EQ", you should be able to enter the second stage. )

Emotional intelligence: worldly wisdom, dealing with the relationship between superiors and subordinates; How to deal with cross-departmental work, how to quarrel with people, how to make people willing to help you with the project, and so on. In the end, it is a process of gradually becoming a child prodigy, gradually understanding human nature, joining the society and dancing with wolves;

Vision: Understand the business process, grasp the demand and formulate more accurate policies; Familiar with the value chain and industry trends, assist in the formulation of strategies and the realization of facts; Understand the general business of each department and know what to look for.

3. Growth within the period

(1) 1-3, value, the median value of "major" below can generally show the dynamic development process and span;

(2) Progress at each stage is not just about doing one thing;

(3) Method: This matter is the easiest to strengthen. The stupid way is to stick to the original practice, and the smart way is to sum up the breakthrough.

4. Cross-stage growth

(1) extremely painful fission, to break the original behavior;

(2) clear priorities;

(3) Every breakthrough is an internal process of outward expansion and verification. The premise must be to go outward and come out from the heart, that is, to practice and keep practicing; Theory is preparation and practice is the core;

(4) Method: Learning, learning from people in the department, learning from people in other departments, learning from people outside the company, learning theory, thinking and practicing.

Finally, let's talk about ideas and attitudes.

1, clear the direction, work hard and don't give up easily;

2. Find a balance between yes and no;

3. Only if you work hard enough can you become a bridge and find a common path between the interests of employees and the interests of bosses;

4. The system is based on human nature and the rule of man is based on rules; Return to the essence of enterprises, departments and posts;

6.HR is sales;

5, personality is not important, HR has no fixed template,