How to deal with HR is very important when transferring jobs within the company.

Hello, I have a question about the confusion in the workplace. I am 1 1 fresh graduate, engaged in real estate. I entered the company in English, and my post is commercial real estate, internationalization and dealing with people. However, because there are more girls in the leadership, I was directly transferred to the current position of project assistant without communication. Although I can learn a lot, my interest is really not housing, materials and trivial matters. 1 1 At the end, I won the Outstanding Newcomer Award with a ratio of 5%, but I still need to keep hinting that I am interested in it. Yesterday, in the performance interview, the leader clearly pointed out that my interest was not here, encouraged me to leave my present position and engage in the original position I was interested in, and promised to tell the personnel and the original position leader that I would also create opportunities for that leader to say something. I'm very upset. How can I create opportunities to tell leaders? What should the personnel pay attention to when talking to me? My wings are not hard yet, and I don't want to lose my job. What should I do?

Senior career planner replied:

First of all, the problems you encounter are very common in enterprises. It's normal. Don't be too nervous.

Secondly, such problems must be handled skillfully, otherwise it will be easily marginalized by companies or departments.

Specific suggestions are as follows:

1. Post adjustment is actually a tripartite meeting.

If the transfer has been decided, it must be agreed by the current department head, the receiving department head and the human resources department. In other words, some people are willing to let you go and others are willing to accept you without violating the regulations or principles of the company's HR department.

2. The reason for leaving must be correct.

When you propose a transfer, you should first talk to the leaders of your department, and generally talk about three points:

1. Your own growth and achievements.

2. Reason for changing jobs: explain your ability advantages and matching departments. If you change jobs, you will play a better role and make greater contributions to the company (the reason why you are interested can be briefly mentioned, but it is not the point).

3. Statement: I would appreciate it if you agree. If I don't agree or I can't transfer for various reasons, I will definitely work hard.

3. Why do I want you? Because it works!

Collect the information of the departments to be visited in time, such as whether there are any new projects to be launched recently, or where there is a special need for manpower. Do a SWOT analysis for yourself according to the data. Then write an email to the head of the department you want to go to, briefly describe your thoughts on the new project or a certain job, and explain what advantages your current department has that can complement the new project or the department you want to go to. There is only one purpose: to make the other person realize your value. No one in the enterprise will pay for your interests, only your ability. If the other department is willing to accept you, there can only be one reason: you are useful! Whether the other party particularly wants you to go there is only one decisive factor: how useful you are! At the end of the email, I said that I really wanted to work in another department. At the same time, I must say that I have formally talked about this issue with the current leader and reached an understanding-he agreed. ) Finally, I thanked him and asked if I could have an interview.

4.HR's opinion is very important

After the two sides talk, be sure to write an email to HR (be careful not to ignore the existence of HR in this process. Many white people in the workplace believe that as long as the bosses of both departments agree, there will be no problem. I don't know if I ended up stuck in HR, because HR has to consider the internal balance of the company. For example, if you are transferred, will others come one after another? There may be different working hours and how to balance them. These are all things that HR should consider. If you don't reach an understanding with HR in advance, you will often fail in the last step. The email attitude to HR must be good, not the attitude of informing but the attitude of consulting. The content is simple: briefly describe the reasons for the transfer, such as the project needs. Then say the attitude of both sides-both agree with you to go. Finally, I asked to interview HR on this issue, hoping to get the support and guidance of HR.

Summary: Generally speaking, post adjustment itself looks simple, but it is more troublesome to operate. There are many factors to consider. It is strongly recommended that you start with email, because you can show your professionalism and leave a buffer for each interview, so that the other party has sufficient time to prepare.