What are the employment prospects for human resources management majors?

Human resources engineers have good salary and good employment prospects

Human resources is one of the popular subjects at present, and what we call human resources now is not the simple personnel work in the past. Nowadays, recruitment , training, assessment, corporate culture, etc. are all covered. All levels of society attach great importance to human resources as never before, especially human resources talents, which has made some companies hungry for talents. The Liaoning Provincial Talent Center even stated that it would spend 100,000 yuan every year to cultivate high-end talents in human resources.

Human resources managers refer to professional managers who are engaged in human resource planning, employee recruitment and selection, performance appraisal, salary and benefit management, incentive training and development, and labor relations coordination. This profession requires its practitioners to have strong interpersonal communication skills, be able to coordinate various relationships within the enterprise, and be good at solving problems. Currently, this profession is divided into three levels: corporate human resources managers, human resources specialists, and senior human resources specialists.

Employment prospects

Ensuring that an enterprise has a human resources team with pioneering and innovative capabilities is a major responsibility of enterprise human resources managers. "American economist Schultz once estimated that if physical investment increases by 4.5 times, profits will increase by 3.5 times; while if human investment increases by 3.5 times, profits will increase by 17.5 times." Human investment is a long-term, indirect, high- For investment projects with benefit characteristics, the benefits they produce are intangible and subtle. According to reports, the salary of the human resources director of a large group company generally ranges from 8,000 to 10,000 yuan or even 15,000 yuan per month; the salary manager, recruitment manager, etc. generally range between 2,500 yuan to 8,000 yuan, and the salary of general human resources managers can also be Reaching 2,000-3,000 yuan, it seems that a human resources engineer with a good salary can still be called a popular profession.

Enterprise human resources personnel are not passive executors

Wu Zhigang has been engaged in ideological and political work when he was in the army. After retiring from the army, he also chose human resources work with a similar nature. "It is not equivalent to the simple work done by the traditional human resources department in the past. It should be said that it is more specific and covers more content." Wu Zhigang believes that human resources is also a very challenging job, although it is an emerging industry. profession, but it places very high demands on practitioners. Manager Wu said that for example, this job is responsible for the coordination of labor relations, which requires that you must be familiar with the country's legal regulations on labor relations. At the same time, it also has the content of interpersonal relationships, which is to coordinate the relationship between enterprises and workers.

In particular, two years of human resources work made Wu Zhigang deeply aware of the creativity of this job. "You cannot be devoid of creativity. In the development stage of the company, you have to respond to the senior management according to the development of the company." "Propose some meaningful suggestions for the development of the company in terms of personnel recruitment, treatment, etc." He said that first of all, he must clarify and position his position as a human resources manager. He is not a decision-maker or a passive executor. He should stand in the company respectively. Get to know the employees’ standpoints and perspectives, understand their situation, think about the problem from their perspective, and then unify their ideas. There are always conflicts between enterprises and employees. What is important is how to resolve conflicts. Only in this way can enterprises develop. We need to understand each other, "When employees develop, the company will also develop. In turn, if the company develops, employees will naturally benefit."

Traditional human resources departments generally only perform passive tasks, and their scope is limited. It is also very small, and the requirements for individuals are relatively small, and the scope of human resources work now is wider. Therefore, Wu Zhigang chose to continue to systematically study this knowledge and passed the exam to obtain the qualification of human resources teacher.

Career prospect design, helping others and yourself

Zhao Lei, who is just 26 years old this year, became interested in human resources because of his work experience last year. At that time, he was working in human resources in a Taiwan-funded company, and this job also deeply attracted Zhao Lei. Then he discovered that his understanding of human resources was still very superficial. He hoped to have a deeper understanding of human resources, systematically learn relevant knowledge, and understand advanced human resources management concepts. For this goal, he participated in the human resources program. Teacher training and successfully obtained the employment qualification certificate.

After systematic training, Zhao Lei feels that in many cases, especially at work, his ideas are different and his thinking is clearer. "I see the importance of human resources. It is important for the management of the enterprise and is also very important for personal development." Zhao Lei has been able to apply some of the professional methods learned in the training to his current work. The effect is also very good. He feels that the assessment of employees is more systematic, the evaluation is more accurate, and the deviation is very small.

Frequent participation in recruitment also allowed Zhao Lei to use some scientific methods to help others and himself. "People nowadays have a very high mentality. Many people have a very high position for themselves, especially some students who have just graduated. They have a very high career position for themselves. In fact, their own quality is not high, and their own abilities are not high. It is relatively low, and it has put forward higher requirements for the jobs provided in the market. I feel that I am not willing to take the lower positions, so the way back and forth is blocked.

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Now in recruitment, Zhao Lei also uses some techniques, such as career prospect design, to first let job seekers fully understand the nature of the career and have a general understanding of the work they are engaged in, including the work environment. , job nature, requirements, interpersonal relationships and ability measurement standards, etc., so that job seekers can not only fully understand the job they are applying for, but also conduct a "clean-up" and summary of their own abilities. "In this way, job hunting and Both recruiting parties will have an understanding of each other. Those who are not suitable for the job will also have a very clear understanding of why they are not suitable. The company will also understand who is suitable for what kind of jobs and who is not suitable. These professional methods are very effective in actual recruitment work. ”

Human resources are the foundation of a career

Che Jie Shenyang Talent Market Development Department

Che Jie said that he was the first batch of people to take the exam the year before last. Because daily contact is closely related to recruitment, it is natural to study this aspect. Che Jie, who has a background in computer science, has been mainly responsible for the management of human resources information in his more than 4 years of work, especially in communication. When I work in the department, I am always in contact with companies, and my job is to help and collaborate with companies in recruiting. Many companies choose a relatively single and one-sided approach when recruiting, such as job fairs, the Internet, or local area networks. In fact, many companies have not found a suitable method. Your own recruitment method. Recruitment is not a simple act. You must first conduct a comprehensive analysis of the nature, product positioning, and characteristics of the company, and then introduce the corresponding more suitable products. "Our job is to help companies choose a recruitment method that is more suitable for them. . "Learning knowledge about human resources is like laying the foundation, making these jobs more convincing and authoritative. According to the characteristics of human resources, the recruitment process is made more scientific.

Once there was a very formal The company wanted to recruit medical representatives, and the nature of the job was to maintain a customer network, which required some experience in customer maintenance. The recruiter first used an online search method, but felt that it could not recruit people, so Che Jie asked about the recruitment method. The recruiter adopted a recruitment method that was not suitable for his company. He finished his work every day and only called the job seeker during his break at 5 or 6 in the afternoon. The first sentence he said on the phone was: "Do you want to find a job?" "As a result, many job seekers expressed their reluctance to accept the job. Che Jie said, "It is actually a very formal group. It is because of problems with the recruitment method that it creates a sense of distrust among job seekers. As long as it targets this group of people, Characteristics, the effect will change if you change the method. "First of all, we need to analyze the characteristics of the people in demand. The age of the selected people should be between 25 and 35 years old. The best ones are on-the-job personnel. These people do not often go online. Based on these characteristics, the recruiter is best to choose to call in the afternoon. Because there are usually meetings in the company in the morning, people who want to change jobs don't dare to answer such calls in front of their leaders or subordinates. When making calls, they should first introduce their company to create a sense of recognition and trust before they are anxious. It is also necessary to arrange unified interviews, which actually saves time. You can also arrange simple tests as a whole, so that it is easier to find the people you need. According to these human resources rules, the company has indeed found the right people for the position.

Che Jie’s current job is to manage human resources in the talent market through system software, which also requires a lot of human resources knowledge, “such as the management of probationary personnel, personnel promotion, assessment, etc., in software is also an indispensable component. I didn't know much about these software when I was working on them before. After systematically learning this knowledge, I have a more thorough understanding and can truly integrate the computer software system and the human resources system organically. Che Jie also said that she would continue to study if she has time. She has realized that human resources is also a subject that gradually changes with social changes.