How to apply for a human resources manager position?

Among all the job contents and job categories within the enterprise, although various jobs and various positions have different requirements for relevant professional knowledge and skills, the position of human resources manager is very important for individuals. It is a position with the highest character requirements, because people's work is the most complex and subtle work, and it requires a refined mentality to devote oneself to it. I think a good human resources manager needs to have the following qualities.

1. Justice, loyalty, firm and brave willpower

1. Justice is the most important quality. For HR managers. Only by being fair can we be selfless, have the open-mindedness of "the world is wide for selflessness", and have the ability and courage to "do not avoid relatives when doing things internally, and do not avoid enemies when doing things externally." Only with the quality of justice can we objectively treat human resources. Only through evaluation and determination can we not be confused and influenced by various illusions when selecting, recommending and using talents, and adhere to the principle of "use only those who are qualified".

2. Loyalty refers to maintaining loyalty and trust in the enterprise and in the handling of interpersonal relationships. Only with loyalty can we take corporate interests as the criterion and ensure the principle of fairness in the construction of human resources. Only by being loyal can you establish a noble personal character, maintain attraction in interpersonal relationships, establish extensive and good social and interpersonal relationships, and ensure contact, discovery, and absorption of all kinds of outstanding talents that companies and organizations need.

3． Strong and brave willpower. People are the most complex of all resources. Human nature is unpredictable, and it is also difficult to establish, select, and use talents. Therefore, an excellent human resources manager must have a firm and brave willpower so that he can endure pressure and challenges from all aspects in the process of constructing human resources and carrying out his own work, and adhere to the principles of fairness and loyalty.

2. Correct and comprehensive understanding of human nature and extensive knowledge

One of the main responsibilities of the human resources manager is to find, confirm, and select companies or organizations for them Required talents. Then, only by having a correct and comprehensive understanding of human nature and the ability to analyze human nature can we fully understand the characteristics of human nature, understand people's social and physiological needs, and understand the abnormal behaviors that occur when needs are not met. The ability to understand the psychology of others through appearances, and the necessary practical work abilities such as keen observation ability, judgment, love and patience, to ensure the correct analysis and judgment of the character and ability of talents, so as to ensure the evaluation of talents. Effectiveness and success in finding, judging, and choosing.

Have extensive social science knowledge. On the one hand, you can make full use of various social science knowledge or methods to provide technical guarantee for the analysis and judgment of human nature. On the other hand, a person in charge of human resources has to get in touch with people from different majors and fields at the same time. Extensive social science knowledge can help improve the verification and discrimination of various talents and talents at different levels. It is also helpful for human resources to establish extensive social relationships and create conditions for building the human resource pool required by the enterprise or organization.

3. Affinity and excellent interpersonal skills

Only with affinity can you maintain good interpersonal relationships, get close to and understand others, and have the opportunity to listen to different opinions. Voice and discover the truth hidden under the surface of things, and know the true needs and opinions in the deep inner consciousness buried under the surface of people.

Therefore, having affinity is particularly important for human resources managers. For any manager, he must be "good at listening to voices that others cannot hear, and seeing things that others cannot see." And for human resources managers, it is even more important to be able to hear voices and see things from others. Discover the ability to listen to more different things and sounds among the things you get. Affinity is an important guarantee for the effective use of this ability.

Human resources are one of the essential elements of productivity. In addition to ensuring that the human resources of the enterprise or organization are well structured, the person in charge of human resources also shoulders the responsibility of ensuring the effective use of the human resources of the enterprise or organization.

Therefore, human resources managers must have excellent interpersonal skills and fully and effectively use these skills to improve corporate and organizational cohesion through the reasonable construction, matching, adjustment, and reserve of human resources, and through good and effective communication skills To assist enterprises or organizations in resolving internal conflicts to ensure that human resources can fully play their role in productivity factors.

4. Professional knowledge and professional abilities to achieve effective management of human resources

These knowledge and abilities include:

1. Ability to manage human resources planning and design human resource management manuals.

2． Job analysis and performance appraisal management capabilities.

3. Compensation and benefits management capabilities.

4． Human resource development and training capabilities.

5. Personnel system management capabilities.

Of course, as a human resources manager, you should also have other qualities such as organizational skills, leadership skills, expression skills, self-confidence (and interest or hobbies in human resources management work).

In addition, the qualities and abilities of the human resources manager in the above aspects can also be judged from the following aspects:

1. Good interpersonal communication skills. Human resources managers must have the ability to communicate and respond in two ways with upper management and other personnel within the enterprise. This ability includes the use of language, modern communication methods and other skills.

2. Ability to master and apply policies proficiently. Personnel policy can be described as an all-encompassing encyclopedia. Mastering and applying it proficiently should be the basic quality of a human resources manager.

3. Keen and meticulous insight. The human resources manager of a modern enterprise is no longer the senior clerk responsible for recruiting and handling employment procedures in the past. He must provide insights into human resource management issues in the company's long-term planning, make suggestions for effective employee management, and respond promptly to changes in supply and demand in the talent market.泳呗yu?member 芄鄄笠Di萑菜junpan;?nbsp;

4. The ability to handle interpersonal relationships. Whether the human resources manager can be tepid in handling superior-subordinate and labor-management relations is very important.

5. High degree of organizational ability. Facing the ever-changing needs of enterprises, it is necessary to maximize the potential of human resources and make them play a role in enterprise operations. If the human resources manager lacks organizational skills, it will be difficult to complete the mission.

6. The ability to deal with crises. The market competition is fierce, and various emergencies in enterprises can happen at any time. How to deal with such things as leaders in important positions leaving without saying goodbye is also a question that human resources managers must answer at any time.

The selection of human resources managers can be achieved through assessment, judgment of previous work experience, interviews and communication, and interviews are a commonly used method. (Of course, in reality, many people choose people by facial recognition, that is, judging a person's character by facial appearance).

The interview is a comprehensive and comprehensive analysis. It is actually a process of speculation and judgment. Interviews can be conducted through the following aspects:

1. Make judgments based on background assumptions. That is, infer his abilities, skills, motivation points, etc. through his family, education, and work background, and judge whether he is a good person through his university education, career changes in his own development, and his personal interests and hobbies. Meet the requirements.

2． Make assumptions and judgments based on experience. That is, through his work experience or his answers to questions, you can see what he thinks are achievements, challenges, and difficulties. From this, you can judge what problems he will encounter in the future and whether he is qualified for the position given to him. You can also judge his behavior through his interpersonal relationships at work. In his past work, what kind of colleagues did he think he pushed back, what kind of supervisors and bosses did he admire, and what kind of The way he behaves and works is what he aspires to. These aspects can reflect his personality. Because what he is pushing is probably the direction in which he hopes to develop.

3. Through value judgment, understand how he views achievement and failure, and see what kind of talent he thinks is successful.

Through his understanding, we can judge his outlook on life, values ??and way of thinking. And through his evaluation of society, his ideas, and entry points, we can see whether his values ??and life concepts are in line with the company's model.

4． Speculation on abstract problems. That is to say, the analysis of unfamiliar problems. Through his analysis of a series of issues, see whether his thinking is very broad, very logical, very thoughtful, has a strategic vision, or is it only limited to a low-level level. Only in this way can his potential be judged. Because answers to unfamiliar questions can reflect a person's different situations, not just his answers, but his ideas, methods and vision.

5. During the interview questioning process, you can judge whether a person is good at listening. If a person is eager to answer questions, it usually means that he has weak listening skills and poor communication skills. If a person always attributes conflicts between himself and others to others, he may lack a sense of justice. If a person always answers questions with a complaining tone, or denigrates his or her original boss and colleagues too much, then it is possible that this person lacks loyalty.

6. A person's affinity can be judged by his sitting posture and his attitude in answering questions. People who sit backwards with their arms folded across their chests, and who always have a straight face and don't smile, probably don't have much affinity. If several people are asked to participate in an interview together, this competitive situation can best reflect a person's skills in handling interpersonal relationships and whether he has a fair mentality. If this kind of competitive relationship cannot be handled in a peaceful way, this person's ability to handle interpersonal relationships will be affected. The skills will be weak.

7. Human judgment and professional knowledge can be tested through direct questions. Adaptability can be examined using the “frustration experience method”. For example, tell him "You are not suitable to be a human resources manager" and see how he reacts to this problem. If he immediately becomes dejected or at a loss, then his ability to adapt is too poor