How to be an excellent HR

One of the skills: Choose a good boss

More and more attention is paid to human resources work, but some bosses are backward in thinking, low in cultural quality, stubborn and unwilling to accept new things. If you meet such a boss, I suggest you don't waste your time and find another job quickly, otherwise there are only two results. One is that you won't leave until the enterprise closes down, and the other is that you will be young until the boss changes. "A leopard cannot change his spots, but a leopard cannot change his spots".

once upon a time, there was a place where a scorpion and a frog lived. Scorpions want to go to the pond, but they can't swim. So he climbed up to the frog and begged, "Excuse me, Mr. Frog, can you carry me across the pond?" "Of course I can." The frog replied. "But under the present circumstances, I must refuse, because you may sting me while I am swimming." "But why should I do this?" Scorpion asked. "Sting you is not good for me, because if you die, I will sink." Although the frog knows how vicious the scorpion is, he thinks what it says is also reasonable. The frog thought that maybe the scorpion would put away the stinger this time, so he agreed. The scorpion climbed onto the frog's back and they began to swim across the pond. Just as they swam to the middle of the pond, the scorpion broke through and bent its tail and stung the frog. The badly injured frog shouted, "Why did you sting me? Sting me is not good for you, because you will sink when I die. " "I know." Said the scorpion as he sank. "But I am a scorpion, and I must sting you. This is my nature. "

As the saying goes, "A leopard cannot change his spots." Everyone has their own advantages and disadvantages, unique way of thinking and communication style. As an excellent manager, you should realize that there is a limit to transforming a person. What we need to do is not to try to eliminate these disadvantages, but to make reasonable use of their advantages, try to avoid their shortcomings, and try to help everyone make continuous progress on the basis of their unique nature.

Skill 2: Be a person before doing things

In many enterprises, the human resources department is relatively independent from other departments, but in fact, what the human resources department manages is for all employees, which affects production, sales, service and the whole company. Therefore, to carry out human resources work, it is necessary to get the support of all departments. The HR manager is first of all a relational scientist, who manages you as a brand and sets an example to establish a good image of HR.

due to the special position and role of human resource managers in enterprises, it is decided that human resource managers should handle all aspects of working relationships in their daily work: dealing with the relationship with superiors, subordinates, colleagues, internal and external relations, as well as the relationship between the overall situation and the local situation, management and service, decision-making and implementation, competition and fairness, and effect and benefit. This requires HR to be a man before doing things.

The job responsibilities of a human resource manager can be summarized by "two kinds", that is, creating an environment to enable employees to accomplish their tasks consciously and efficiently; Create a team to provide the best human resources guarantee for enterprise management. The so-called creation of an environment is to create an atmosphere that enables employees to accomplish their work goals consciously and efficiently through rules and regulations, incentive mechanism, team atmosphere, employee relations, corporate culture and other means. To build a team is to build a professional staff team that can complete the business strategy according to the requirements of the business strategy of the enterprise. It is an efficient elite team with special combat effectiveness.

tip 3: train the boss

no matter what the boss is, it is necessary to keep improving and train the boss. There are several ways:

1. Communicate more with the boss, often publicize the concept of human resources and promote various schemes. There is also a process for the boss to accept various schemes. Before communicating with the boss, he should prepare for the implementation of various schemes in the future.

2. Provide various bosses with opportunities to participate in internal and external training for them to learn.

3. Introduce some consultants or trainers to communicate with the boss.

4. Carry out various activities and let the boss participate. Gradually change the boss's consciousness and support human resources work.

Tip 4: Take the mass line

Any scheme and system must be formulated with extensive consultation. I think if you take the initiative to be modest, everyone will be willing to participate, others will feel respected, and there is no rebellious mentality. At the same time, you will also make a publicity for your system, and the implementation of the natural system will be much smoother. China people have one feature, and everyone has no opinions when formulating the system, but everyone has opinions when implementing the system. Therefore,

HR managers need to face the fact clearly: for people, work has increasingly become an important way of life, rather than a simple means of making a living; Work is no longer separated from personal life, all people are the same, work is unhappy, and life will not be very happy. Now, one of the core values of human resources work is to mobilize the initiative of employees; However, human resource managers are faced with more and more complex employee groups. They come from different times, different age groups, different family backgrounds and different living environments, and they have diversified values. As you can imagine, if human resource managers don't understand the target of the human resource system-employees, what they expect from their work, what their work brings to their lives, what they value or care about, what they care about or worry about, the human resource system will be "as blind as a bat" and "aimless", so we must take the mass line.

Skill 5: To enter the business

A human resource manager must be familiar with the basic situation of the industry, the overall operation of the company, various business processes, the hidden organization, the personality of the person in charge of each system, and the development stage and strategy of the enterprise. In short, you should know a lot about the company's situation. Only in this way can you know how to carry out HR work.

Many human resources managers have a misunderstanding: human resources work is a professional job, and it is naturally a "layman" to the company's operation and business; As long as you master the professional skills of human resources, you can do a good job in human resources. On the contrary, it is impossible for a human resource manager who does not understand the company's operation and business to do a good job in human resources. For human resource managers, professional skills are not the main thing at all. Human resource managers should go out, go to the places that senior leaders of enterprises care about, go to the front line of enterprise management and go to the side of line managers. Only in this way can we better understand the business and business needs, grasp the management points and serve internal and external customers well.

Skill 6: Think outside and inside.

Rules and regulations should be implemented to the letter, but it doesn't mean that there is no flexibility. When formulating rules and regulations, flexibility should be considered. As the ancients said well, "When water is clear, there is no fish." The highest level of management is not perfect, but incomplete. How to do it without violating the system and doing things well requires skill and is also an art.

Haier Building has four columns, 12 floors and 365 windows, which are square in shape, but round in the building. The square represents principle, and the round represents flexibility, which indicates Haier people's style of doing things. I think this is the same in any enterprise, and it is even more important for human resources managers to know how to think about things. Zheng Banqiao put it well: "It's hard to be confused"!

Tip No.7: Set a good direction

If you don't manage the development stage of an enterprise, you must make a strategic plan for human resources of the company and clarify the working ideas. As the saying goes, "thinking determines the way out", if the thinking is not clear, it is impossible to do a good job in HR work. At the same time, you must also do a good job in annual and monthly human resources work plans, implement the "PDCA" cycle, constantly adjust the plans, and do every job well.

when formulating development strategies, private enterprises in China often ignore human resources planning, and do not consider the human resources situation of their own enterprises and whether their human resources system can effectively support the development strategies of enterprises. Human resources do not match the development strategies of enterprises. Many private enterprises only carry out talent signboard and staff training when human resources become the bottleneck of enterprise development. At the same time, many private enterprises in China have utilitarianism, regard people as a cost rather than a resource, only use talents without training, and lack the concepts of developing talents, training talents, rationally using talents and effectively managing talents. The lack of human resources strategic planning has seriously hindered the realization of enterprise development strategy. The outdated concept of talents makes the enterprise's talent development ability only stay at the existing level, unable to tap people's potential and mobilize employees' enthusiasm and creativity, which is extremely unfavorable to enterprise development.

Tip 8: Lay a good foundation

Nowadays, it is a common problem to recommend human resource management, that is, if the foundation is not solid, it is bound to fail. For example, if the training investigation and analysis are not done well, and the company does not know what training it needs, it will immediately carry out a lot of training, just like the patient's stomach doctor prescribing headache medicine to the patient, which is definitely thankless. Therefore, we should do a good job in the basic work of human resources and do a good job analysis.

Tip 9: Targeting

Management itself is a complex system engineering. Any management work should be based on the specific needs of the development stage of the enterprise, as well as human resources work. Choose the right time, the right place, the right person and the right way to do the right thing, and never aim too high and encourage others. Many HR managers move a whole set of human resource management system to copy every time they go to a new company, and they are doomed to fail whether they need it or not.

tip 1: be pragmatic

after a few years of HR uproar, both pragmatic operators and human resources experts seem to be nostalgic again, and advocate that everything should start from the root! Recently, a well-known talent organization in the Pearl River Delta has also been holding a big discussion on "the return of human resources to the starting point". As a result, many senior HR and operators unanimously believe that to do a good job in HR, we must have a down-to-earth heart. Only by proceeding from reality can human resources management realize its due role and value, and at the same time, it also confirms the well-known saying that practice is the only criterion for testing truth!

Make some achievements, and the boss will naturally support you.

tip 11: do what you should do

to understand the positioning of the human resources department, you must figure out what you should do and what you shouldn't do, especially draw a clear line with administrative affairs, and you must not get caught up in administrative affairs. Maybe the HR manager can only become a clerk, not frown and beard, and pay attention to the priorities of things. If you do too much, you must do what you should do.

Many times, doing one right thing is much more important than doing ten things correctly. In the face of a short life, doing the right thing is the best way to "prolong" life.

Being in the right place at the right time, facing the right object and doing the right thing are the foundation of all success.

remember what should be remembered and forget what should be forgotten. Do what should be done and don't do what shouldn't be done.

Tip 12: Define the authority

This is very important. What you can decide and what you should ask for instructions must be clear, and it must be fixed in the form of a system and fully authorized. Otherwise, asking for instructions on major issues and minor issues will make your work impossible and inefficient. For example, you must have clear authority on recruitment and the salary of new employees.

in order to make the business process of an enterprise smooth and unimpeded, apart from streamlining, employees should be given due responsibilities, and so should human resources. How to do things and when to finish them, promote the optimal combination of human resources in time and space, and complete the maximum workload with the best manpower, the least consumption, the shortest process, the least time and the simplest operation. Therefore, the relationship between responsibility and right should be handled correctly. On the one hand, it can avoid the boss's hands-on, and it is convenient to concentrate on business decisions; On the other hand, it is conducive to enhancing HR's sense of ownership, mobilizing its independence and initiative, giving play to its intelligence and improving work efficiency.

Tip 13: Establish prestige

Just now, after talking about having certain authority, you should grasp and make good use of your power. Sometimes you should know how to kill the chicken to teach the dog, combine both soft and hard, establish authority through your power influence and non-power influence (personal charm), strengthen personal cultivation, and become the leader of a hidden organization.

I think it is very important that the prestige of HR manager in the enterprise definitely affects the development of human resources work in the whole enterprise. Your prestige comes from several aspects, on the one hand, the authority given to you by your boss, on the other hand, your way of dealing with people and setting an example, on the other hand, your knowledge. More importantly, the comprehensive performance comes from personal influence.

HR managers must strengthen the practice of internal skills, including dealing with people, theoretical knowledge and practical experience. As the ancients said, "cultivate one's morality, keep the family in order, govern the country and level the world". When you practice to a certain extent, a lot of truth will naturally be understood.

By dealing with some problems, establish prestige, win the support and attention of the boss, successfully carry out various HR work, enhance the importance of the department, enhance the sense of honor of the department, participate in the formulation of corporate strategy, and gradually play the four new roles of human resources.

Skill 14: Borrowing from the outside brain

As the saying goes, "foreign monks are fond of chanting scriptures", which is absolutely true. On the one hand, his ethics is really high, and he can guide fans. On the other hand, even if it is not high, because he is a foreigner, everyone believes that he is tall, the same plan you made is absolutely different from his, and there is no harm in hiring a management consultant or training teacher.

But to be honest, the ideas brought by foreign monks can be used for reference, but their applicability and operability are not as good as ours. Often, monks hide their scriptures as soon as they leave, and no one reads them anymore.

Skill 15: Systematization

The human resource management system is a large system, and it is necessary to consider systematization and systematic thinking when doing all the work. Haier's advantage lies in the systematization and systematization of its management system. Zhang Ruimin said, "It is necessary to consider the problems systematically, not just the facts, but the similar things systematically." However, we often find that many aspects of an enterprise, such as strategic management, performance management and salary system design, are relatively independent and cannot be an interactive system, and some even contradict each other.

each module of human resources work must be made into a system to be effective. for example, if you engage in corporate culture construction, you can only engage in one activity, which can't be effective. Only by systematically considering the aspects of concept, system and behavior, you can see certain effects after a year or so.