How to integrate personal growth into enterprise development

How to integrate personal growth into enterprise development

How to integrate personal growth into enterprise development, individuals have certain technical problems in the successful development of enterprises, so for us, the integration of enterprise development and personal growth is the key, so how to integrate personal growth into enterprise development, the following is a related introduction to understand.

How to integrate personal growth into enterprise development 1 Author | Tian Zhuo, a human resource veteran

David Ulrich, known as the pioneer of human resource management, said: Business is the starting point of HR work.

Ren Zheng Fei also mentioned in Huawei's internal speech that human resources should be reformed, HR who knows business should be promoted, and those who don't know business may be killed.

0 1, knowing the business is the "real HR"

Chen Chunhua said: Management is to serve enterprises. How does the human resources department serve the business and the thought? There is no doubt that you must know the business. After understanding the business, your thinking and cognition will be different. If the model is improved, you will want to take the initiative to solve business problems. ?

Therefore, we often see that many large companies are transferred from business departments to be HR leaders, which often works well; On the other hand, excellent HR will develop into an operation manager like Peng Lei.

Therefore, only HR who knows the business can really play the role of HR, and now is the era when HRBP is popular. Even if you don't hang up the title of BP, HR who doesn't understand business can hardly gain the trust and reuse of leaders. Then how to learn business quickly and deeply? The author has also been asked by HR colleagues many times how to learn business knowledge, so I will share it with you today.

First, learning business knowledge must be an active process, because no one will teach you. If you don't take the initiative, the reality will only "educate" you again and again, and you will be blamed again and again.

02. What should I learn?

What information and knowledge does the business need to collect? Holding three magnifying glasses, looking at the triple circle of knowledge, drawing slowly from the outside to the inside.

1, industry circle, what is the development trend of this industry, which companies are leading competitors, and what are their business characteristics, development status and trajectory; There are also important industry profiles of upstream and downstream enterprises.

2, enterprise circle, business development track, what is the main business process (this is often a lot of people only know the general situation, do not know how to operate), the core advantages and disadvantages of business technology.

3. Manpower circle, the first two posts are the content and information of talents, such as the characteristics of talent supply and demand in large industries, the talent structure and positions of excellent enterprises and competitors. The advantage of an enterprise must be supported by talents, and the disadvantage must be the lack of talents (this is also the information we will dig up in the future).

Finally, through these circles, we can really understand the thinking mode of the boss and the core team. As I said just now, it depends on the development history and core competitiveness of the enterprise, because the characteristics of the enterprise are consistent with the inherent characteristics of the boss himself, and the enterprise must be the child of the founder. Only by understanding these can we truly share the same frequency with the core team.

03, access to information channels

There are usually two methods.

1, self-study, quick retrieval of information, massive reading of important information in a short time, and patchwork of basic knowledge of industry technology through memory and fragmented information. You can "get" through the Internet:

Data and Industry Report: Baidu Index China Statistics Netease View iResearch.

* * * Enjoy the Library: Baidu Library Douding Network Think Tank Document Library Daquan \CSDN IT Technology Community:

Science and technology media: 36Kr Tiger Sniffing Network Geek Park Ai Faner

Literature Q&A: official website, a competitor of China HowNet Zhihu Douban.

In the new environment, people are the first to come into contact with it. Find "allies" within the enterprise or find industry talents to obtain information through their contacts, and directly ask questions in their hearts.

You know, the information you collect through the internet is just a foreshadowing, and only 80% of the non-core elements are obtained. According to the 28 th rule, the core data is in the hands of the core people. Therefore, only by finding the core person and asking the core questions directly can the fragmented knowledge be connected in series to form a basic cognition, and there will be no logical mistakes. After forming basic knowledge, go online to collect knowledge and constantly supplement it. There are also websites, books and materials recommended by Daniel, and then ask them how to get information.

04. Learn from work

Usually through meetings, work communication, project promotion (recruitment, training, salary, performance, process sorting, job analysis, talent inventory, job qualifications, corporate cultural activities, etc. ) to understand the business. Then make clear the organizational structure, internal processes, teamwork, leadership and management style, team status and output: work input (efficiency), culture and value orientation. Among them, the energy should be quantified as much as possible, and the unquantifiable should be evaluated.

For example, we often do interviews. In fact, the process of interviewing candidates is the best opportunity to learn business. Candidates in different positions state their work experience and content, and we can ask about the development of the industry and work details. Under normal circumstances, we interview candidates with rich work experience. After five people, we should have a basic understanding of the' content' involved in this field of work. In addition, in the process of salary design and performance appraisal, it is also a basic way for us to understand our job responsibilities.

There are many internal HR projects that we should take the initiative to do, such as business process combing, performance improvement, job analysis, talent inventory, job qualifications and so on. These projects need a lot of contact with the front line to understand the actual work. In this process, we can gradually learn more about the business.

Meetings are the most common form of understanding business, but many human resources personnel are invited to leave in the middle of the meeting. It's not how confidential the content of the meeting is, but basically when everyone starts to talk about business, HR won't listen, because everyone thinks you can't attend.

Why is this? Without trust, what is trust? Trust is a gamble to believe that others may act in the future, and trust is a kind of judgment and expectation. Because we seldom take the initiative to undertake tasks and solve business problems, this forms a cycle. We don't understand business and can't participate in business support, so we can't be trusted. If we can't be trusted, we can't participate in business.

For example, recruitment, business departments often say that people must be recruited within a certain period of time, and HR will be passively implemented. Not if you can't recruit, just if you can't recruit.

Why? Because I can't discuss the rationality of the recruitment demand with the business department, I can't communicate with others in the logical language and professional terms of the business department, and I don't know whether the job content of the recruitment position can support the business realization.

Always find a breakthrough in this cycle, that is, professional knowledge+understanding of the business, even if it is a small matter, we must take the initiative to incite and take the initiative to do it in order to succeed. Empowered the development of the enterprise, gradually gained the trust of the boss, and then expanded circle of influence. Establish your own trust bank in the enterprise, and have enough ability to pay the trust.

Take recruitment as an example. For example, the sales staff of high-end imported car 4S stores are much higher than those of ordinary 4S stores, and the requirements for image and quality are particularly high, because service and customer experience are the core values of high-end imported car 4S stores. If HR knows the business, then it can confirm who is the key talent of the enterprise, which plays a key role in the profitability and future business development of the enterprise. You can discuss the recruitment needs with the front line.

In addition, rotation, work observation and even a period of internship in the front line of business are all good ways to learn business. Some HR never go to the front line, so how to establish good contact with the front line? A senior HR once told me that the key to his success is to use people who understand the business (transfer people from the front line to enrich the HR department). It turns out that the author is in charge of organization and management, and there is a front-line colleague in the department, so the communication with the business is smooth.

05. Summarize the reply.

If you have a good brain, you can't compare with a poor writing. You should take notes separately in the process of learning business. If you can draw a brain map, you must draw a brain map, organize it regularly, verify it with experts and business colleagues, and exchange your experiences and ideas with executives and bosses at a temperature (if there is no opportunity for communication, you must create opportunities for communication).

We should give full play to the characteristics of our HR high emotional intelligence. A good HR must have a high emotional intelligence, that is, emotion, emotion, will and frustration tolerance.

What is the law of survival? The rule of survival is to put up with what others can't stand and what capable people can't stand. When we endure what others can't bear and do what others can't do, we will gain more living space than others, and the victory or defeat will be within one millimeter, as long as you breathe more than him.

Chief Joint Lecture-Advanced HR Course in Agitating Times will be held on March1June-April 12 (missed live broadcast, replayed).

How to integrate personal growth into enterprise development 2 In recent years, some enterprises have had safety and environmental accidents from time to time, which has caused enterprises to get into trouble for a while and threatened their survival. Facing the sudden crisis, enterprises must introduce crisis management.

Enterprises need crisis management regardless of scale or industry level. According to relevant data, in China, 45.2% of enterprises are in a state of general crisis, 40.4% are in a state of moderate crisis, and 14.4% are in a state of high crisis. Nip in the bud is always the most basic and important requirement of enterprise crisis management. Therefore, it is necessary to integrate crisis management into corporate culture construction.

First of all, enterprises should establish the crisis consciousness of all employees. Born in sorrow, died in happiness. Without a strong sense of crisis, all crisis early warning mechanisms are useless. Zhang Ruimin of Haier Company often says: "I walk on thin ice every day, as if I were on the edge of an abyss"; Little Swan Company implements "doomsday management", the purpose of which is to make enterprises from top managers to grass-roots employees always aware of the potential crisis. Integrating crisis consciousness into corporate culture and strengthening crisis consciousness at all times can improve the ability of enterprises to resist crisis and effectively prevent the occurrence of crisis. Advanced and comprehensive crisis awareness is the strongest line of defense for enterprise crisis prevention.

Secondly, establish a perfect crisis prevention and monitoring system. Crisis monitoring is to estimate the possibility and harm degree of crisis by using forecasting technology. This estimate is obtained by closely observing the precursors and causes of the crisis and processing and evaluating the obtained information. Crisis monitoring is of great significance for organizations to pre-control crises and improve their response speed to crises. Therefore, it is necessary to establish a highly sensitive information detection system in corporate culture, collect information resources from all parties at any time, and give timely feedback. If there is a problem, seize it at the first time, deal with it calmly, and nip it in the bud.

Furthermore, improve the sense of corporate social responsibility and establish an image of integrity. Honesty is the source of sustainable development of an enterprise, and the cultivation of sense of hardship comes from an open and responsible corporate culture. Any fraud can only cause fatal damage to the enterprise. Establishing an honest corporate image needs to be realized by improving the sense of social responsibility of enterprises, which requires enterprises to establish an honest corporate culture. Crisis public relations is a remedial measure after the crisis, and improving corporate social responsibility is the basis for resolving the crisis.

As the saying goes, "It is better to repair a house on a sunny day than to fill a loophole on a rainy day." The fundamental thing for enterprises to deal with the crisis is to plan ahead and nip in the bud. Integrating crisis management into the connotation of corporate culture construction is the top priority of crisis management system construction.