Where is the HR gap between China enterprises and foreign countries?

HR is not a new term. With the rapid development of human resource management, HR is really popular in China. But after years of testing, people seem to think that HR is not the savior. In the face of deep-seated problems and contradictions, there is still nothing to do. This is a hot industry, and now it is also in danger. People who are engaged in HR work have a popular saying in the industry: "Are you ready? If you want to engage in HR! " Why is this?

From September last year to 10, China Human Resources Development Network conducted a special survey on the salary status of HR in conjunction with 20 well-known websites such as Sina, Sohu, Qianlong, Jinyang, Xinhua, People's Daily and Dongfang, com, Shanghai Hotline and Guangzhou Window, which really made people feel nervous about the stability of HR.

The report shows that 16.07% HR has the intention to change jobs during the year; 68.93% HR is waiting to see; Only 15% HR chose not to move, and stayed in the existing unit to do things honestly. It's really surprising that the two indicators of job-hopping and wait-and-see add up. Among the surveyed 122 1 HR workers, 85% HR workers are on the verge of instability and belong to the state of job-hopping, which has been extended to the whole country. I wonder how big this data will be?

In the eyes of most people, HR is considered as a decent and solid job. Why with the development of today's society, HR has become an unstable factor and strength for employers? Through this HR salary survey and the author's personal experience, we can tell a story.

Job-hopping reason 1: It is far from the operator's expectation.

HR frequently changes jobs. From the analysis of its motivation, I think the reason for ranking first is not the low salary of HR mentioned by China Human Resources Development Network, but the gap between the work value of HR and the expectations of operators.

According to the author's understanding, more than 90% HR admitted in various forums or salons that after a period of implementation, it is always difficult to achieve the expected effect or even worse, and the operator's investment can not achieve his expected effect or achievement. In the market economy environment, the contradiction between HR's unconstrained style, mirage and operators' pragmatic and quick success will become more and more obvious and intense. In personnel administration, the design and development, efficacy and function of human resources are still in the exploratory stage in China, and most operators are unwilling to spend the trial cost. It can properly solve all kinds of labor disputes, fully mobilize the enthusiasm of employees, and enable enterprises to earn maximum profits at the lowest labor cost. For operators, it is more realistic and useful than any colorful human resource planning and scheme. In this way, the operator will feel that HR is worth the money, otherwise, even if the HR theory is advanced and extensive, the operator will not rule out choosing another husband in order to ensure that the interests of the enterprise will not be harmed.

In fact, in a short time, HR can easily achieve the operator's goal. Under the immediate effect of the concept of employing people in modern enterprises, many HR often have to make a living without even sitting on a chair.

Reason 2: It's all caused by exaggeration.

Since the registration of human resource management in Chinese mainland, many HR who don't know the truth have begun to submit some popular improvement schemes abroad, such as performance management, BSC, KPI, BPR, ERP, etc., without fully understanding the human resource theory. As an operator, you can have the magical effects of "coming back to life" and "living forever" mentioned in the book. Why not? HR moved when he was stupid. But what is the final result? Needless to say, in this land of Pearl River Delta, there should be few successful BSC or KPI management. Even some so-called experts who have written books and made presentations, I have been to several companies and implemented BSC or KPI in their leading enterprises. After several years, there are still many contradictions. Problems cannot be solved, and resources are constantly consumed. As an operator, it's you from another angle. Are you willing to listen to a person preaching the existence of utopian HR all day?

Many operators believe that there is almost a common problem in the recruitment of human resources directors, managers and even directors. They like to formulate some unrealistic systems and schemes, and they like to brag about how the enterprise operates according to his or her ideas, how to operate smoothly, increase business and develop continuously. But the fact is, some HR have no idea how to follow up the follow-up work after blowing the cowhide. What's more, they packed their luggage and left a mess. Only the operator admitted his bad luck and cleaned up the mess.

They are all "exaggerations", just like the Great Leap Forward. There are people in the industry who call the current situation of human resource management supervision in China "HR Great Leap Forward", and satellites are flying all over the sky.

Reason 3: HR work is not pragmatic.

Before writing this article, the author went to dozens of enterprises for interviews. When I interviewed some directors, managers and directors of human resources departments, I found that none of these HR people talked about various cutting-edge theories, and their depth and breadth could even be called experts and scholars. However, it involves the specific operation within the enterprise, and it is rare to know the operation process of each department in detail. Some people can't even answer how many functional departments there are in the company, let alone how many employees work in the front line. HR doesn't understand the specific operation of the enterprise, just like the architect didn't lay a good foundation when he built Qionglou Yuyu. Even if the blueprint is beautiful and the shape is pleasing to the eye, it is an indisputable fact that it has collapsed. If HR does not go deep into the enterprise, how can it escape the fate of self-destruction? !

After several years of HR uproar, both pragmatic operators and human resources experts seem to be nostalgic again, advocating everything from the root!

Recently, a well-known talent organization in the Pearl River Delta is also holding a big discussion on "returning human resources to the starting point". Therefore, many senior HR and operators agree that to do a good job in HR, we must have a down-to-earth heart. Only by proceeding from reality can human resource management achieve its due role and value, and it also confirms the famous saying that practice is the only criterion to test truth!

Reason 4: HR salary level is low.

The fourth reason for HR's frequent job-hopping can now be applied to the low salary of HR mentioned by China Human Resources Development Network. Take the author's company as an example, the supervisors at the same level engaged in production and technology are higher than those in personnel administration 10%. Perhaps many people don't understand why HR is engaged in a kind of advanced labor with wisdom as a tool, but the salary is lower than that of those workers who were once called "blue-collar". According to the prevailing theory of labor value distribution, mental work should be paid more than manual work. However, after more than 20 years of reform and opening up, the distribution of labor force in China has changed obviously. First, in recent years, a large number of colleges and universities in China have expanded enrollment, which makes the supply of professionals who know management exceed demand; Second, thousands of years of traditional ideas have made a bunch of people in the workplace tirelessly move toward the "white-collar area", just like the college entrance examination that year, when thousands of troops crossed the wooden bridge, in order to survive, the price trend prevailed; Third, the core technology of an enterprise is not controlled by HR. For an enterprise, compared with management, it is really possible to choose technology in the first place. And so on, taking into account the core interests of enterprises and retaining core talents, operators also have to lean towards production, technology, market and business talents who can bring direct economic benefits to enterprises. In the words of the CEO of a multinational company, "it is easy for me to find an HR, but difficult to find a production manager." This can be seen.

The depreciation of HR also hurts the self-esteem of HR workers to a certain extent, and it is reasonable that unfair treatment leads HR to remarry for ideal salary.

Reason five: the social popularity of job-hopping

A human resource management association once conducted a special survey on thousands of members, and the surveyed HR reflected that less than 3% of them worked in a unit for 5 years or more; Less than10% who have worked in a company for 3 to 4 years; 62.5% have worked in a unit for 1 to 2 years, and the rest are guerrilla warfare and will change jobs in less than one year. The world is like this. What can I do?

At present, there is a popular saying in the workplace that "those who quit are idiots, those who don't quit are idiots, and those who jump around are rotten eggs", from which we can feel how popular the current job-hopping trend is, and it can also touch the embarrassing heart of HR.

"Are you ready? Always ready! " It shows that HR feels unstable psychological pressure under the current situation. This is really like a war that is always ready.

In the words of our human resource management experts, "Job-hopping has become an epidemic in society, and HR has also been greatly infected!"