How should HR department and employing department cooperate?

Below, I will expand these four points in detail: First, in general, the HR department and the employing department should strengthen communication and cooperation and reduce differences. Talent recruitment and allocation is the starting point of human resource management, and the quality of talent acquisition determines the cost and benefit of overall human resource management. Moreover, human recruitment is also a very systematic work, which requires the cooperation of HR department and employing department. Specifically, the two sides need to communicate and cooperate in recruitment: the top five foundations of recruitment: demand analysis and manpower planning, position analysis and employment standards, recruitment channel selection and publicity strategy, recruitment team building and recruitment cost management. The core of recruitment; Select and evaluate strategies; A key after recruitment: probation evaluation. The whole recruitment system runs through the communication and cooperation between the employing department and the HR department from beginning to end. The enterprise in the case and many other enterprises usually have a common problem in recruitment, that is, the lack of systematic and effective communication and cooperation between HR department and business department. In the case, why are the candidates recommended by the human resources department always rejected by the employing department? The important reason is that the two sides do not cooperate in recruitment and lack communication. After the demand was put forward by the employing department, the HR department did not make systematic analysis and suggestions, and the two sides did not reach a basic understanding of the employment standards and recruitment evaluation methods for the required positions. In this way, there will inevitably be differences in the recruitment process. Therefore, in order to solve too many differences in recruitment, the first thing to do is effective communication between HR department and employing department, so as to reach an understanding of the basic standards of the whole recruitment. Second, according to the specific situation of recruitment, adopt different strategies of division of labor and cooperation: in fact, apart from communication, for some specific recruitment work, we can make corresponding division of labor and cooperation according to the respective advantages of HR department and employing department in recruitment evaluation. For example, the advantage of HR department is that it is clear about the overall strategy and human resources strategy of the enterprise and has long-term recruitment interview skills and experience, so it is appropriate to grasp it from the perspective of the overall strategy of the company and the comprehensive quality of talents in the recruitment process; The employing department has a better understanding of the actual business work and the content and structure of the related work of the department, and should grasp it from the perspective of the professional quality of employees, including knowledge, skills and experience. According to personal experience, some specific case suggestions are provided: 1. Reserve talents, such as fresh graduates, mainly assess the comprehensive quality, and the human resources department should take the lead in organizing recruitment and selection. After the trial is qualified, the human resources department will make planned deployment and adjustment according to the personal intention of employees and the development needs of the company; 2. On the basis of comprehensive quality evaluation of practical grass-roots talents in technology, sales, production, logistics and finance. The human resources department recommends the employing department to evaluate its professional quality, and the two parties are the same before hiring; 3. The middle managers or key talents of the company will be interviewed by the top management of the employing department and the human resources department, and the general manager will make an interview decision. 4. Senior management personnel are selected by the Human Resources Department, recommended by the general manager after the interview and approved by the board of directors. Third, HR departments should participate in corporate strategy as much as possible and fully understand the work of various business departments. In most of our enterprises, the position of HR department in the company is still very embarrassing, which is not valued by senior management and respected by business departments. Enterprises lack the strategic vision and professionalism of human resources. When some multinational groups expand their business strategies in China, the first consideration is not business funds, but talent analysis and strategy. However, many domestic enterprises, whether doing strategic planning or mergers and acquisitions, often only do a lot of feasibility analysis from the financial point of view, rarely from the perspective of industry human resources. In this way, the human resource strategy has finally become a step-by-step plan to implement the enterprise strategy, but it has not become an important factor in the formulation of the enterprise strategy. In fact, HR personnel lack forward-looking vision and work passively. On the other hand, HR personnel can't get professional respect from the business department, often because we know little about the work of the business part, that is, we are amateurs. So how should HR personnel understand the work of the business department? I think it is mainly to understand the business operations of business departments and positions. Such as: the business structure and logical relationship of each department, the internal post setting of each department, the work content, process, work cycle and post quality requirements of each post; The performance objectives and realization of each department, the talent planning of each department, the quantity and quality of each department, and the successful research of different departments. Only in this way can the HR department give professional advice and guidance to the employment plan and standards of the employment department. Fourthly, 60-80% of the employees who have mastered the skills related to human resource management system in business departments leave their jobs because they disagree with their direct supervisors. Mainly lies in the lack of human resource management ability of the leaders of the employing department. For example, the person in charge of the business department should avoid selecting talents according to personal preferences and emphasize the complementarity of personality, knowledge and ability; For the selection factors of talents, besides the evaluation of professional knowledge, it is more important to evaluate the comprehensive quality and values of candidates. In addition, the selection of talents should not only consider the immediate needs, but also have a strategic vision. Only in this way can the employing department understand and attach more importance to human resource management, implement various policies and systems of human resource management, ensure the performance of the department and enhance the contribution of the department to the sustainable development of the company's overall talents. Finally, I suggest that the company and other enterprises in the case should establish a systematic operation method of recruitment and selection system to ensure the scientific and systematic recruitment.