Case analysis of human resources

First, the problem generally speaking, the boss's view of human resources is incorrect. The breakdown is as follows:

The way of employment is wrong, and there should be no collective seasonal employment.

Departmental functions are not set in place. Sales department personnel can not only reflect their functions in the peak sales season.

The concept of employing people is also wrong. I give you a high salary only because I need you. Can every department of the company sing such a play to improve the weight of its own department?

Second, the solution

(A), the current problems

Get paid at the bottom of the bucket. Since the leaders can't get out, lobby some capable sales backbones. And lured by most of the interests of department leaders. At the same time, convince most key personnel to participate in the formation of the sales department and the sales process in the peak season. Leaders will vomit blood like this. But you have to know enough about this group of people. Otherwise, it will be counterproductive.

High-priced hunting. In view of this phenomenon, simply put, the previous team should not recruit, and should hire the sales manager of the opponent with high salary. After the leaders came over, they naturally came forward to fix the things built by the team and some of the original backbone sales. This method not only makes the former leader vomit blood, but also faces the risk that the company's performance may decline. But at least not too passive.

Keep lobbying. But it is unlikely to succeed, so it is suggested to take a multi-pronged approach, and it is best to let them hear the news of outsourcing. In this way, they will panic and come back smoothly.

(2) Long-term problems

Expand the human resources department and reposition the human resources management function. According to the principle of 50- 100 people need 1 HR, the corresponding personnel are equipped. It is best to hire an HRD or HRM with enough industry experience (not experience) to take charge of the overall situation. If there are the right people inside. However, in view of the company's current situation, it is recommended to hire outside.

Led by the person in charge of human resources, the core personnel of the company will be reorganized, repositioned and appropriately deleted to build the basic organizational structure of the company.

Cooperate with existing personnel, take the boss as the keynote of the company's future development, and establish a correct view of talent, development and strategy. And sort out the human resources system including job analysis system, assessment system, salary and welfare system, talent development system and so on, and equip with corresponding systems.

The direct goal of the above steps is to prevent the recurrence of related and similar problems, and the ultimate goal is to keep the company running orderly, well and efficiently. The development time depends on the questioner's industry experience and post experience. Should be able to sort something out.

If in doubt, please consult in detail. Thank you!