What are the difficulties and pain points in enterprise personnel work and the ideas and methods to solve them?

The hardest thing for HR is to carry the pot. Starting with an employee, there may be many pits, how to avoid them and how to fill them!

Another pain point is how to realize the value of HR. In many cases, HR is a cost center with logistics administration and no strategy and core value. Therefore, how to exert the value of HR with business strategy is something that many HRBP should consider.

Enterprise personnel:

The pain points of routine work are mainly reflected in: cumbersome, redundant and repetitive, but it still needs people to do it at present. A typical case is that a personnel Commissioner spends about 20% of his time in dealing with the answers and handling of various personnel questions, feeling dull and boring, feeling that his personal value is not high, and there is limited room for development and progress, and there is no future.

Business-oriented work is more challenging, but it also puts higher demands on HR, and it will face inquiries and suggestions from strategic C-level management without business department bosses.

The human resources industry is often qualitative, and few HR do a good job of data governance and use internal and external data to drive decision optimization. But in fact, for most enterprises, the cost of employing people is the biggest fixed cost of enterprises every month.

The selection and retention of talents also determines the success or failure of enterprise development. Some theoretical principles in our human resources discipline will fall into the actual business scene. How to formulate a scientific methodology, collate and obtain relevant data, and analyze the employment strategy and job responsibilities of enterprises in a quantitative and scientific way?