How to view the position of the human resources department in an enterprise

How to view the position of the human resources department in an enterprise

Judging from the current situation in China, human resources are still in a relatively embarrassing position. my country's human resources started late, and the professional capabilities of professionals are limited. The most important thing is that most Chinese companies have the final say. The business philosophy of corporate decision-makers does not include the factors that people can play in long-term development. In some positions. In fact, the human resources department should be in a position similar to the decision-maker's assistant in the enterprise. It should have a transcendent status in the enterprise system. It directly corresponds to the company's decision-making leaders, so as to avoid the business of the human resources department. Most conflicts of interest with other departments cause unfavorable situations in which work is difficult to carry out. How to view the positioning of Land's human resources department in the enterprise

1. Meet the overall strategic development requirements of the enterprise; 2. Promote the development and management of human resources management; 3. Coordinate various human resource management plans; 4. Improve the utilization efficiency of human resource management; 5. Make the development goals of the organization and individuals consistent. How to view the human resources department, interview questions

Tell the people in the human resources department: If a company is a country (in ancient times) and the boss is the monarch, then the human resources department is the prime minister! In fact, the problem is not difficult for you! The answer must be self-explanatory! Don't be too nervous!

Let me tell you a true story. When I applied for a job at a company recently, the interviewers were compared and I interviewed in groups of two. The examiner asked a woman among me, "What is your biggest shortcoming?" The woman replied: The biggest shortcoming is that you don't look like a woman! The examiner said: OK, you can come to work tomorrow!

Take it as a joke! I wish you all the best in finding the right job. How to improve the human resources department's decision-making participation in the enterprise

Enterprise performance can be divided into three levels, organizational performance, department performance and individual performance.

The core influencing factors of organizational performance are the company's own development strategy and management team, and are also affected by other external factors, such as the industry in which the company is located, the company's development stage, the company's overall development strategy, and core competitiveness. Strength or weakness, the complexity of the competitive landscape, and the intensity of market competition. Departments are the basic units for strategy implementation and operation. After the overall goals are broken down into various departments, the performance of the departments will be affected by the results of execution. After the department goals are broken down into positions, the management of individual performance of human resources is involved.

To improve corporate performance, we must start with the overall strategic plan and detailed planning of various markets and businesses in which the company operates, including organizational structure adjustment, division of department responsibilities and responsibility boundaries, information flow, and capital flow. , logistics and other processes are reasonable and smooth, the creation of corporate culture atmosphere, the standardization of organizational behavior, human resource planning, salary and performance appraisal design and many other contents.

In short, corporate strategy and high-level decision-making teams directly affect organizational performance, departmental performance partially affects the achievement of organizational performance, and personal performance affects departmental performance. The three combined constitute corporate performance. From a top-down perspective, human resource management is the most basic work and has an indirect impact on the overall performance of the enterprise. The logic of hoping to improve the overall performance of the enterprise through human resource management is problematic and difficult to work.

In the face of real problems, we must prescribe "medicine" to the "symptoms". Western medicine-style quick-acting treatments for headaches and foot pains must be used with caution, otherwise it will either press the gourd to make it float, or it will be a mechanical imitation of Handan's toddler style.

Corporate strategy and high-level decision-making teams directly affect organizational performance, departmental performance partially affects the achievement of organizational performance, and personal performance affects departmental performance. The three combined constitute corporate performance. How does the human resources manager view this problem and make suggestions

If I were a human resources manager, my understanding, analysis and suggestions are:

1. At the beginning of the company’s establishment, there was not much capital. Given the circumstances, several partners offered not to receive wages until the company became profitable. Inspired by their spirit of working hard regardless of remuneration, the company's employees often work overtime voluntarily. Relations within the company are harmonious and morale is high.

In the early stages of entrepreneurship, the operators, managers and employees of the company are of one mind, united, and focus on the overall situation of the company. The operators and managers do not do anything special, take the lead in consciously abiding by the rules and regulations, and encourage employees to do their best. The management method of doing all the work well and treating everyone equally touched the hearts of all employees, so employees often work overtime voluntarily.

2. In the past few years, the company has been in a stage of rapid development. The company's economic benefits have increased significantly year after year, and employee benefits have also been continuously improved. In addition, the company's industry is a sunrise industry. Employees generally feel that there is hope in such a company, and it has also attracted a large number of young people with professional and technical knowledge to join the company.

While the company is developing rapidly, the company is constantly paying attention to the improvement and reform of its own management, and the treatment of employees is also constantly improving. The improvement of employee treatment is the most direct and effective affirmation of the work of employees, and it is also It is the most effective way to motivate employees. At this stage, business operators can no longer care about and motivate employees anytime and anywhere like they did in the entrepreneurial stage. At the same time, they are busy formulating the company's development strategy and making decisions about corporate development, so using it at this time Motivating employees with salary packages is most in line with actual needs!

3. Since the company entered a stable period, as the growth rate of economic benefits has decreased, there has been an atmosphere of being content with the status quo and not wanting to make progress within the company, and there are serious signs of disengagement, especially among the middle management. The problem of the loss of readers needs to be solved urgently. The frequent turnover of middle managers has caused the company's management to become disconnected. The morale of other employees has been greatly affected, and the company's productivity has dropped significantly. The company has since fallen into a vicious cycle. Recently, a saying has begun to spread among employees: Anyone who changes jobs from our company can do well in their current position, with better pay than when they were in the company, and the work intensity is less than that of the company: other companies treat employees at the same level Evaluation is not solely based on performance.

First, look at the company’s development period from a time perspective, and then it will be the company’s stable period, especially when the social market changes and the company’s economic benefits increase, other peer companies are also developing, and The salary and benefits are much higher than those of our company. A saying has begun to spread among employees: Anyone who changes jobs from our company can do well in their current position. The salary is better than that of the company, and the work intensity is less than that of the company: Others The company's evaluation of employees at the same level is not based solely on performance. It can be known that the salary of employees in the same industry has exceeded the company's salary. At this time, the company's salary is no longer motivating and competitive, so there are internal problems within the company. Create an atmosphere of being content with the status quo and unwilling to make progress.

Suggestions:

1. Collect salary information from peer companies and reform the salary system based on the actual situation of the company.

2. The salary system must always adhere to the principles of "fairness, motivation and competitiveness".

3. Carry out performance management and use a part of the salary to conduct performance appraisals in the form of performance bonuses to motivate employees' work enthusiasm.

How to view the position and role of marketing functions in enterprises

Marketing activities play a very important role in the survival and development of enterprises. The most basic activity of a business is marketing. The most central activity is marketing. The role can be explained at two levels: the company's products and services ultimately need to be exchanged into the hands of consumers. In this process, marketing plays a key fundamental role. Second, focusing on marketing concepts, companies need to have marketing concepts to launch their own brands, products or services, so that companies can have better opportunities in development and further enhance their image. How does a company assess its human resources department?

As a functional department, human resources has many assessment methods. The first thing to do is to look at your company’s current performance assessment system.

If it is an agency type, many will adopt a 360-degree evaluation method, that is, let the heads of other departments and the supervisor's leaders score the work throughout the year, and then weight the final score results. Finally, the results can be transformed by ranking among functional departments of the same type.

In addition, there are also performance management systems that are relatively complete. They can use the balanced scorecard method to break down some of the company's indicators, such as recruitment plan completion rate, labor cost proportion, average training time, etc., based on each Each company has different situations and traction targets to choose from.

There are also some auxiliary indicators, such as financial budget accuracy, internal service satisfaction, etc., which can also be part of the system.

I hope my answer can help you! How does the human resources department support corporate development

Formulate competitive salary and benefit plans to attract and retain high-quality applicants;

Set up an organization that is in line with scientific and efficient operations Organization and position;

Recruit suitable employees according to job responsibilities;

Develop and implement effective training and development plans (entry education, on-the-job improvement training, career development training, etc. );

Develop and implement evaluation and incentive plans.

In short, one of the keys to enterprise development is "people." If the human resources department wants to help the enterprise develop, it must select the right people, improve people, develop people, and retain people. How to view the human resources professional qualification certificate

1. The construction of the professional qualification certification system should be a non-profit undertaking guided by the government and developed by private industry associations. At present, China's vocational qualification certification system has just begun to be established, but it is obviously a utilitarian behavior aimed at making profits. Vocational qualification examinations are bundled with the requirement to go to designated institutions for prescribed hours of training. To participate in the vocational qualification certification examination, you have to pay a high price. The training fees and professional qualification examinations are suspected of being kidnapped. 2. Not all occupations require compulsory certification. Except for certain professions, such as lawyers and accountants, which require certification for their practice, other professions do not require compulsory certification, including the United States and Japan, which have developed market economies. This is also a respect for the rights of workers. Now, the national labor power department has launched a series of professional qualification certifications (basically covering every occupation in society), and interest groups also deliberately mislead in their propaganda as if any occupation in the future must undergo certification to achieve the interests of the interest groups. The biggest business goal, *** credit has also become a business tool. 4. The employer has the final say on whether the professional qualification certificate is good or bad. In the face of different professional qualification certificates, we cannot just rely on the authority of the Ministry of Labor. Whether the professional qualification certificate truly measures professional skills is left to the employer. Different professional qualification certificates themselves also need to compete, and only in competition. It can reflect its content as much as possible. The history of the professional qualification certificates we have launched is still very short, and it is too early to say which certificate is more valuable. 5. China’s huge employment pressure brings huge business opportunities to the vocational qualification certification system. Some overseas institutions are also actively participating in China’s vocational qualification certification market. I also found that some professional certification agencies, such as the Certification Association of a certain country (Chinese people who are accustomed to a large country may misunderstand it as a "national brand" enterprise of a certain country, but who knows, it is just equivalent to China's private enterprise), they have launched many different You can’t even imagine the level of human resources management certificate certification. In fact, their certification is mainly for the Chinese market (you know that it is easiest for Chinese people to earn money from foreigners). 6. Friends who are undergoing vocational qualification certification must not think that they can get a golden job after getting a vocational qualification certificate. Real professional skills come from work, and most of the targets of our vocational qualification certification are students. Therefore, judging from the current status of professional qualification certification, professional education is much more important than professional qualifications. For example, it is more meaningful for you to obtain an MBA diploma than to obtain a professional qualification certificate for a professional manager, although the measurement of the two The standards are different. How to set up positions in the human resources department?

The establishment of positions in the human resources department requires comprehensive consideration of the size of the enterprise, the nature of the enterprise, the entrepreneurial management style, corporate culture, corporate habits, personnel quality, the location of the enterprise, etc.

Taking the size of the company as an example, if it is a small enterprise, it can have one HR manager and one assistant; for a medium-sized enterprise, it can have one HR manager and two to three specialists, who are responsible for recruitment, salary, training, For performance appraisal, another clerk can be appointed to assist in the work; if the company is a large enterprise, the positions of the human resources department should be more detailed. There needs to be a human resources director who is responsible for overall decision-making and a human resources manager. Coordinate the work of various supervisors. There are several human resources supervisors, who are responsible for recruitment, training, salary, performance, labor relations and other human resource modules. Of course, it is not one person per module, but more adjustments based on the specific nature of the company. There are two or three specialists. .

Of course, all of the above should be macro-adjusted taking into account the industry, the business level of the department, and the policy environment.