Who can provide the work schedule of the human resources manager?

I have been engaged in human resources for more than three years. During the period, I experienced many setbacks, hesitation, depression, joy and excitement, and I also hesitated and retreated. However, due to the trust of the company and the encouragement of the boss, I adjusted my mentality and opened my heart to study, which gave me a deeper understanding of human resources work. At the same time, I am also aware of the shortcomings in my work, and strive to improve, so that I can feel happy with a sense of accomplishment at every small progress, so that I can devote myself to finding the shortcomings and strive to improve. What kind of mechanism is used to let employees play their potential as individuals in the team and create the greatest benefits is the fundamental value of human resources work. So when President Hu made me think: What should a human resource manager do? The first thing that comes to mind is many theories in books, but theories can only be effective if they are applied to practice. The combination of theory and practice requires the joint efforts of human resource managers and direct managers. These theories and tools are not "flowers in the mirror" and will eventually work. Integrating theory with practice requires an inventory of the company's current development stage, corporate culture, strategic objectives, profitability, organizational structure and human resources, so as to understand what we can do on the basis of our existing management level and personnel structure. 1. Corporate culture construction: Corporate culture is the standard for enterprises to judge right or wrong. At present, the corporate culture embodied in the management of each business segment of our company and its role in management are different:

Schematic diagram of secondary market evaluation of tertiary market: the influence of corporate culture on each business segment is 1. The main reason: (1) At the early stage of the company's development, the third-level market was directly managed by the general manager of the company, and the implementation of culture has been relatively positive and direct, so the ordinary employees in the third-level market have already embodied the corporate culture in their consciousness and behavior. (2) The secondary market starts from the tertiary market, and its management is relatively independent, which can be influenced by corporate culture. At the top, the influence of corporate culture has been relatively weak in the third-tier market, and the employees at the grass-roots level are basically unaffected by corporate culture.

Specific model template

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