How does HR coordinate the relationship with department managers?

The position of human resource manager in the enterprise depends on the ceo's positioning of human resource department, the cooperation of other department managers and the recognition of employees. It's not enough to get the support of the ceo. A successful human resource manager must establish a close partnership with the department manager of the enterprise. Effective human resource management depends on the proper division of labor and cooperation between department managers and human resource managers, just as the education of students needs the division of labor and close cooperation between schools and parents. So, how can hr managers get the support of department managers? First of all, hr must go out of the human resources department, go deep into the company's business, and become a business expert of the company, not just the executor of other department managers' policies. In a sense, in the process of enterprise strategy realization, the human resources system is not all passively adaptive, but actively affects the realization of enterprise strategy. When making a strategy, the most important thing for an enterprise is to analyze the human resource status of the enterprise and whether the human resource management system of the enterprise can effectively support the strategy. If you don't understand the company's business, it is difficult to make some substantive suggestions to the organization and people in it. You can only "follow" the ideas of the business department, and you can't make important decisions independently.

The human resources department should take the initiative to understand the operation of the enterprise, although the human resources manager does not need to be a technical expert or sales expert of the enterprise; You don't need to be good at market planning, but a qualified human resource manager must be familiar with every link of enterprise operation, deeply understand the operation mode and process of the company's business, know which places are the focus of the company's business, know which places may have problems, and most importantly, know the relationship between human resources and these places. A deeper understanding of the company's entire business process can better cooperate with the work of other departments and play a more effective forward-looking role in various departments.

Wang Tong of Nortel Network Human Resources Department is an important member of the company's human resources department in the "front line" of the business department. He is directly stationed in the business department, attends various business meetings, understands the business development direction, and pays attention to important indicators that affect the company's business. She said: "We need all kinds of technical talents in the wireless network market, and we will change our recruitment strategy at any time according to the different needs of the market, customers and products."

In Novartis, hr should not only attend business meetings, but also go deep into customers. Gao Lan, director of human resources at Novartis China Headquarters, believes that if hr doesn't know the company's business and customers, it won't know who the company needs and what kind of company culture it needs to build. It is just empty talk for hr to become a strategic partner. She told an example of "cooperation and trust building" between herself and the business department. "Novartis's global contact lens business is quite good, ranking second in the world, but its practice in China market is not as good as expected. China market has its particularity, such as consumption level and customer demand, so the company decided to change its strategy. After the strategic change, the staffing, arrangement and organizational structure need to be adjusted accordingly. So how to adjust? She had many exchanges with the general manager of Shanghai Shikang Contact Lens Co., Ltd., and learned from him the development direction of the business, helping them to design the configuration and framework of personnel. Now the Shanghai company is making adjustments according to the results of the discussion between the two sides. She thinks this relationship is a partner.

Please come in. Mr. Huang, director of human resources of BenQ Dentsu, said: To get the support of business departments, the most important thing is to get to know each other and establish a partnership of mutual trust. In fact, human resource management is the work of the whole enterprise management, and every department manager must directly face the problem of personnel management. It can be said that any successful professional manager must first be a successful human resource manager.

The implementation of most human resources activities (such as employee recruitment and employment, performance management, training and development, salary management, corporate culture and employee relations, etc.). ) It needs to be completed jointly by the department manager and hr department, or even entrusted or authorized by hr to be completed independently by the department manager. In fact, it is impossible for hr department to know the details of every employee, and only the front-line department manager knows the situation and needs of subordinates best. What the human resources department should do is to formulate plans, processes and strategies for human resources management (that is, to design and manufacture human resources management products and provide consulting and service platforms), and to train front-line and middle-level managers to be familiar with and good at implementing these plans, processes and strategies in daily management. At the same time, the human resources department can also focus on cultivating the communication skills of first-line and middle-level managers to ensure the smooth and effective communication channels. Through training and authorization, middle managers can participate in all activities of human resource management, thus improving management ability and promoting business development.

Division of labor between department manager and human resource manager in human resource management

Therefore, on the basis of understanding the business of other departments, hr departments also need to guide department managers to understand HR. All departments of an enterprise are very busy and have their own pressures, which often makes them neglect the management of human resources. In addition, they may not have received training in human resource management. The human resources department needs to play the role of a training expert, providing human resources management training for department managers, helping department managers to formulate and implement their subordinates' skills development plans, and giving guidance when department managers manage their subordinates. There is a kind of human resource management called "non-human resource manager", which is mainly aimed at the managers of various functional departments and other departments to carry out human resource management training and enhance their awareness of human resources. If the teachers are all good, and a symposium will be held later, it should help them better understand the functions of hr and facilitate communication.

Sun Heying, senior human resources manager of Lucent Technology (China) Co., Ltd. said, "Our approach is to equip department managers with the basic qualities of being professional managers and managing employees through a series of trainings. For example, recruiting, interviewing, retaining people, and cultivating people's professional skills are all qualities that front-line managers should master, which actually requires hr management ideas to penetrate into their minds and their daily work. "

In principle, in the design and implementation of personnel processes and systems, human resource managers should bear greater responsibility, but in the design of future and strategic personnel systems, senior managers should also actively participate to ensure that human resource management meets the needs of enterprises and is consistent with the overall strategy of enterprises. In the leadership and management of employees, it is obvious that the responsibility of the line manager is the most important, and the role of the human resource manager is counseling.

If human resource management is compared to a game, the human resource manager is more responsible for formulating the rules of the game, while the department manager is the person who executes the rules of the game. The close cooperation between the two sides makes the game go smoothly and efficiently.

Third, establish close partnership with department managers.

Where there are people, there is a "class struggle", and hr must face this fact. Doing any business requires careful handling of interpersonal relationships. For hr practitioners, it is particularly important to establish their own good interpersonal relationships in the organization. Human resource managers should regard business department managers as their own customers.

Huang believes that in fact, some hr can't get the support of department managers, and many times it is hr's own problem. For example, some hr managers do not start from how to solve the problem, but from the system and norms, giving other departments the illusion that "hr departments are dedicated to creating obstacles for other departments", avoiding hr departments, and of course not supporting them. And if the hr department can give priority to things and provide support to the business department from the perspective of finding solutions to problems, then the business department will naturally reciprocate. BenQ has set up a new mobile phone division and recruited many promoters. According to the company's recruitment process, employees need to go through the entry procedures before going to work. However, due to many initial affairs of the mobile phone division, the promoters were directly sent to work without going through the entry formalities, and they were reissued afterwards. According to the routine practice, such a situation is not allowed, but the hr department in BenQ has gone through the recruitment procedures for these new employees from the perspective of solving the problem, and has also trained the mobile phone business department on the recruitment procedures, and given corresponding instructions and penalties to those responsible, so as to avoid the same situation next time. This treatment not only solves the problem, but also takes into account the principle, and the business department is convinced. That is to say, as an hr department, we should handle the personnel affairs in the company with a service and coordination attitude, and actively communicate and discuss the problems in the personnel management of department managers to promote the solution of the problems.

In addition, some hr is the opposite. They realize that their work can not be separated from the support of the business department, so they look at the business department and are cautious everywhere, as if the business department is the master and they are just slaves. They always follow the business department for help. These hr often blame their poor work on uncooperative business departments.

You should put down your self-esteem, communicate with the business department manager with a supercilious attitude and a language that the business department can understand, worry about the business department's urgency, think about the business department's thoughts, and let the people in the business department use the services you provide with actions. This is HR's greatest skill. If the R&D center manager wants to recruit several system engineers as planned next month, before the R&D manager comes, the personnel manager will take the initiative to contact the R&D manager: "Lao Yan, Has this plan changed? What preparations do you need me to make here? ..... "In this case, you don't need to enlighten or" beg ",and the business department will treat you as a treasure because you can solve practical problems for them. Learn to say "thank you" to them-although these are their jobs, learn to say "My plan is …"-although these things are meant for them to plan.

Once winning in a business department, hr should take this department as its stronghold, establish close partnership with department managers, and continuously consolidate and expand the results. On various occasions, taking this as an example, we used HR to attract other business departments to improve their work performance. In this way, one by one, we finally established a close cooperative relationship with most business department managers in the whole company. When you really want to conflict with individual business departments, you will be in an extremely favorable position, because most people are already your close partners, and you will be invincible. If this close cooperative relationship cannot be established, many business departments are in opposition, indicating that hr itself has problems. It must be understood that hr essentially serves the business department. If the service provider provides services but is not recognized by customers, it can only be said that there is something wrong with the service provider. Hr is a global job, not just a matter of hr department, but the management of enterprises and various functions and business departments.