The transformation issues of HR in small cities

I saw an article a few days ago about how HR needs to transform. I talked about the current situation in third- and fourth-tier and even fourth- and fifth-tier small cities.

In small cities, the HR of micro-enterprises is more of an administrative staff member, and is managed together with the administration. It is an ordinary position.

In the resume library of Baoqing Talent Network, there are many job seekers who intend to apply for such positions, because there are too many people applying for jobs, and because companies have little demand for such positions, in It is generally easy to recruit positions such as administrative personnel, so the wages offered by most companies are not very high, and if the previous staff member leaves, she can find the same benefits as the next local company. The treatment is not necessarily better than that of the original company.

In many companies, due to the popularity and ease of recruitment of administrative and human resources personnel, most of the staff in this position will ask for jobs other than their own position. There is little room for improvement in salary, and there will be There are standards for performance appraisal. Most workers in this position will not see a "future" after working for a long time, and many will eventually choose to resign or change jobs.

My conclusion is that such positions have low technical content, poor benefits, and strong competition. Moreover, as age increases, the room for appreciation of the position is small, and most people will choose to leave. Job-hopping, etc., the administrative personnel position has become a youthful job.

Since it is such a common position with no “prospect”, why are there still so many job seekers? I analyzed the reasons. First, the entry barrier is low. Second, the employment environment is relatively relaxed compared to other positions and has strong mobility. Third, the income is stable and stress-free. Fourth, it is in line with women’s intention to find a job. Based on the above four points, there are many applicants.

In terms of age, most job seekers are young or have just graduated. From a career perspective, it is also a suitable position for young people, but it is difficult to become a long-term job, so it is There are the transformation issues mentioned at the beginning.

In 2012, I met Xiao Cheng, who was working in an administrative personnel position in a construction company. At that time, she had been working in this company since she graduated from school. She had been working for 3 years. What an impression she left on me. She is a serious, responsible and hard-working person.

Later she resigned from this company due to personal reasons. After taking a break, she successfully applied for an administrative supervisor position in another local company. In this new company's supervisor position, she She has been working for more than 3 years. During this period, I saw her improve in all aspects after successfully switching jobs. I think she is a woman with strong goals and I feel lucky for her. I think she will improve step by step and do better in the future.

Until 2016, she consulted online after not contacting me for a long time to find out which companies were recruiting. She told me that she was looking for a job now. She had applied for another job since she left her previous job as a supervisor in the company. Several companies, but not very long hours at each company.

Because as she grew older, the companies she applied for no longer met her career requirements in all aspects, so she frequently chose companies to change jobs. I knew that she also had a bottleneck in her career development. , are also facing transformation needs.

But I don’t know what kind of job position or company meets her requirements. The reason why she resigned from her previous company was because the company's overall performance was poor and all employees had market performance requirements. Therefore, the company required all employees to mobilize the people around them to achieve performance. Although she was in an administrative position, she was also assessed. I felt the pressure was increasing and I felt uncomfortable, so I finally chose to leave my job.

Xiaocheng is one of the outstanding people I have met who is engaged in administrative personnel work. I also saw her improving step by step during her first two job transfers, but in the end she also faced As age increases, she no longer meets the needs of administrative and human resources work. Not only she, but also more people are facing this situation.

So in what aspects or directions can people in ordinary administrative and personnel positions transform? I summarize the following directions.

1. Transformation to the management level, from ordinary employees to management, requires certain management capabilities, team coordination capabilities, etc.

2. Transforming into professional training or career planning and becoming a lecturer in the training field requires strong learning ability.

3. Combining your own interests and hobbies, and having certain specialties, you can transform into a career you like.

4. Job-hopping to other large companies with potential for improvement, which require long-term and stable jobs.

5. Turn to the civil service examination ranks, become a civil servant, and have an "iron rice bowl."

From my actual contact with people, the transformation of most administrative and personnel personnel is the five development directions summarized above. I have also witnessed the career development paths of many people, but in small cities, few can When I see people who have made perfect transitions, many of them have unclear career plans and no clear goals. As they grow older, they increasingly don’t know what they want?

I hope these experiences and summaries can give everyone working in this position a reminder to plan their career development in advance and understand what they want?

Director of Shaoyang Baoqing Talent Website——Chen Feipeng