What are the problems of HR in China at present?

First, I am confused by all kinds of so-called ideas and tools and lack judgment.

As we all know, as far as China is concerned, enterprise management is an era with ideas first. 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 concept 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 foreign consulting institutions, and the result was often endless. However, human resource managers in China seem to have this disease, and they are almost obsessed with it. What "balanced scorecard, quality model, strategic model, e-hr" and so on, they should learn and use it immediately. As we all know, the implementation of these things is often linked to the comprehensive management level of enterprises, and it is unacceptable to use them like a gourd ladle, but many of our human resources managers do not understand this truth. Instead, I complain that the boss has poor ideas and the company does not support enough. Over time, depression will inevitably occur. Drucker said: management is a kind of practice first, 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. I hold the theory of the 1970s and 1980s (or even longer) and give speeches everywhere. In fact, you are right and good, but not providing how to do it is equal to zero. I sometimes joke: Hello, expert, please make an attendance system for me. You may not be able to do it, so the essence of management lies in doing it, not knowing it.

Second, there is a serious lack of professional knowledge and practical knowledge.

As a human resource manager, you must be very professional in your field. Human resource management is definitely not what some people think. As long as you are friendly, beautiful and patient, you can do it well. There are many professional problems. You are at least half an expert in labor law. I'll give you 10 the simplest questions about the six modules of recruitment and training, and you can test them 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 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 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, it is too dogmatic and rigid to judge the situation and cling to the contents of the book. Some human resource managers have taken many certificates to prove their abilities, such as human resource managers and international human resource qualification certificates. In fact, those books prove nothing. Can you provide value to the company or the boss when you encounter practical problems such as "employee slack, annual salary adjustment and bonus payment"? 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 the employees' interests. Your role is actually "upload and release, live within your means". Some HR often try their best to save all kinds of expenses for the company, such as reducing employees' wages, not paying all kinds of insurance, and deducting employees' benefits ... On the surface, you save expenses for the company, but in the long run, it often leads to tension between employees. The turnover rate remains high, which leads to the decline of enterprise benefits. Therefore, HR must not only pay attention to the current interests of enterprises, but also damage the long-term interests of enterprises. However, some HR can't realize this well, and come up with many bad ideas to evade the law and infringe on employees' interests, such as not signing the contract, desperately depressing the salary of the candidates, extending the probation period, and formulating excessively strict punishment regulations (such as fine 50 yuan for being late for one time), and so on. Therefore, their own departments. Some people say: look, there is no way. That's what the boss asked me to do. However, have you conveyed the voice of the employees to the boss? Have you informed the boss of the consequences of this? Or are you just stuck behind your back and afraid to communicate? You've been depressed for years. In other words: you are also an employee of the company. 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 cannot completely obey the boss. Think carefully, if the boss always wants to harm the interests of employees so much, do you think such a boss is worth following? Therefore, if you want to be a good HR, you must strive for reasonable benefits for employees and learn to save unreasonable benefits for the company, instead of blindly following Nuo Nuo and drifting with the flow.

Fourth, lack of macro-control ability and systematic thinking.

Under the current situation in China, human resources managers will inevitably do some trivial work, but I don't think this will prevent you from becoming a strategic partner of the company. The problem is that most of our human resource managers have lost the ability to think systematically because of too many processes and routine work, and rarely consider the dilemma faced by the company's human resource management from a strategic perspective. On the one hand, they want to do something big, but they don't know where to start. So, as a human resource manager, for example, how to improve the competitiveness of the whole organization? How to build a talent echelon? How to design employees' career paths? How to better motivate employees? ..... I think many managers are confused by insurance, recruitment and employee relations, but have you ever wondered why the turnover rate remains high? Why is the company's business broken after employees leave? Why do you recruit people so often? ..... So the most important thing for human resource managers is to find the root cause, not the "fireman" of the enterprise. Deal with labor disputes today, explain salary tomorrow and the day after tomorrow ... You must think from a higher level, which is what we often say: learn to think from the perspective of the general manager and dance with the CEO. What does the enterprise lack? What do enterprises need to solve? ..... instead of indulging in routine work every day and being too busy to have a sense of accomplishment (I think most human resources managers may feel this way at present). The boss also thinks that it doesn't matter whether you and this department exist or not, and as a result, you are less confident, but in the final analysis, it still lies in your own height and lack of systematic analysis ability!

Transfer from Time Guanghua Information Center Channel