How to become a top HR expert?

Similarly, for the increasingly popular HR profession, true HR masters are also a rare treasure that can only be found in a lifetime. In other words, why should we become masters? First, it is easy for experts to find jobs, and only good jobs can lead to good harvests. With financial freedom, we can do what we want to do and live the life we ??want. Second, the master's work is easy. A master can handle his work like a game, like a butcher unloading his cattle. In addition, he can train some disciples to do some clerical, low-nutrition, and repetitive labor for him, while he himself is like a fairy, acting as a consultant and guide. Third, if you are not tall, rich, handsome, fair, thin and beautiful, then you should become a master. What age should you do something? If you are a lot older and have not yet become a master in the workplace and are still struggling with many trivial chores, how can you compete with the cute juniors and juniors? In other words, if you cannot become a master, you may be eliminated at any time. However, in the actual workplace, many HR people are immersed in daily tedious work, and gradually become numb or even lose the way forward. There is an article on the Internet "Seven Common HR Problems" (author: Zhang Aiqing, currently the human resources manager of a multinational company in China), which provides a brief overview of common HR occupational problems, which is very representative. We selected the viewpoints and slightly modified them to share them as follows: Common problem 1. Being confused by various so-called concepts and tools and lacking judgment. Today's economy is developing extremely rapidly, and various new management concepts are emerging in an endless stream. However, many concepts, tools, and methods must be combined with the company's development status and comprehensive management level, and cannot be used just like a gourd. Otherwise, they will become acclimated, but many of our human resources managers do not understand this truth. Instead, they complain about the boss's poor ideas, the company's insufficient support, etc. Over time, depression will inevitably arise. Drucker said: Management is first of all a practice, and all theories must be tested in practice before they can be accepted by the public. Common problem 2 is the serious lack of professional knowledge and practical experience. Human resource management is definitely not as some people imagine. As long as you are more approachable, more beautiful, and more patient, you can do it well. In real life, there are many human resource managers, but there are very few excellent human resource managers. The reason is that most human resource managers in China are impetuous and cannot use their professional knowledge to solve practical problems for enterprises. The other is that in practice, they cannot assess the situation and stick to the content in the book. They are too dogmatic and have no flexibility. Some human resource managers take many certificates to prove their abilities, such as human resource managers, international human resources resource qualifications, etc., this will also lead to a dead end. Common problem three is the inability to recognize the dual role of HR. Many HRs do not realize that they are actually not only the defenders of the company's interests, but also the spokesperson for the interests of employees. Your role is actually to "upload and issue orders, and have both sides." Some HR often try their best to save various expenses for the company, such as lowering employee wages, not paying various insurances, and withholding employee benefits... On the surface, these behaviors save the company expenses, but in the long run, It often leads to tense labor-management relations and high personnel turnover, which results in a decline in the company's efficiency. Therefore, HR must not only consider the company's current interests and damage the company's long-term interests. Common problem four is the inability to accurately position oneself. Human resource managers should be clear: this department is a department that does not directly create value. It is a partner of the company's business department, or at most a partner of the company's strategy. However, many human resource managers position themselves as a power department (or in (I show this attitude intentionally or unintentionally at work), you have to listen to me, but it is often difficult for the business department to follow the ideal operation, so the two parties have a lot of conflicts, and as a result, HR starts to complain about the status of human resources. Low. In fact, the human resources management department is first and foremost a service department. It must first provide logistical support and support for everyone, so that the soldiers (business departments) at the front can better "conquer cities, seize territory, and fight the enemy bravely." Common problem 5. Lack of communication skills. Many human resources managers have very strong tempers and are very strong. This is very bad. Why, because you are dealing with people, you must learn to unite everyone around you (even if you hate them in your heart), not because The salary and bonus are in your hands. You have these rights, so others are afraid of you.

Also, some HR people often complain online that their bosses don’t understand human resources and don’t support their work. However, we believe that the root cause lies with ourselves and there is a problem with our communication skills. In actual work, you will encounter many problems, such as how to better cooperate with line departments, etc., all of which require communication skills. Therefore, the human resources manager must be a master of communication. If your communication skills are not good, it will take longer to grow in human resources management. There is a saying that says harshly, "If you have been working in HR for a long time, if you don't get chronic pharyngitis, it means you have not done a good job in communication!" Common problem six is ??lack of true understanding of the company's business, high ambitions but low intentions, and insufficient comprehensive management capabilities. In fact, the human resources manager must be a master of management and should have knowledge in finance, human resources, production, purchasing, sales, psychology, etc. In other words: a miscellaneous person. If you don’t understand this knowledge and the company’s processes, how can the business department take you seriously? If you are more professional than him and provide more in-depth advice than him, he will naturally look for you and treat you as a strategic partner. , otherwise, you will be just a handyman, studying a system and theory every day, and the result will be "useless and a scholar." Therefore, human resource managers must strengthen their own learning of various types of knowledge and at the same time have a deep understanding of the company's business. Only when you have a deeper understanding of the company's overall operations can you realize the difficulties of the business department's work and understand them. 7. Lack of systematic thinking and macro-control capabilities. Most human resource managers have lost the ability to think systematically because of too much process and transactional work, and rarely start from The company's strategy considers the dilemma faced by the company's human resources management. On the one hand, it wants to do something big, but it doesn't know where to start. Therefore, as a human resources manager, we must learn to think and solve problems from a systemic perspective. Question. We must think from a higher level, which is what we often say: learn to think from the perspective of the general manager, and talk to the CEO about what is missing and what does the company need to solve? I indulge in routine work every day and am so busy that I don't have the slightest sense of accomplishment. The boss also thinks that you and this department exist or not. As a result, the more I work, the less confident I am. But in the final analysis, it still depends on my own height and ability. What is the lack of systematic analysis ability that hinders our career development and causes us to have the above-mentioned common problems? There is a Weibo joke on the Internet that analyzes the reasons as follows: 1) Being content with the status quo, no sense of crisis, and no motivation for achievement; 2) Have not found personal interests and hobbies, don’t know what they want to do, and lack a life plan; 3) Don’t want to learn, even if the company organizes training; 4) Close themselves, cannot listen to other people’s good advice, and attribute all unsatisfactory results to Factors such as environment and other people; 5) Inability to communicate well with others and poor interpersonal communication interface; 6) Lack of self-discipline and always putting things off until tomorrow. Do we see the above phenomenon among many people working in HR? It’s understandable that you started out by “following the crowd”, or you just started working in HR when you first got the opportunity. Of course, if you can get a high starting point in your HR career, you will be even luckier. But. It is difficult to regard HR as your lifelong career. Only by loving it and focusing on it for a long time, and being able to continuously learn, practice, summarize and accumulate, can HR practitioners gain something and make achievements. Make a choice between "constant ambition" and "establish long-term ambition"; if we aspire to be an HR practitioner that is beneficial to the growth, success and achievement of organizations and individuals, it may determine the height and outcome of our HR work. What about HR experts? On Weibo, the most lacking HR in the next ten years is as follows: 1) Recruitment experts who know how to search for talents around the world; 2) Compensation experts who know how to design compensation based on different job incentive factors; Training experts who understand curriculum planning and development; 4) Labor relations experts who understand national laws, policies and arbitration rules; / M/ t2 ]# h" N/ E& D5) Performance experts who understand goal management and assessment system design; + P0 N * ]7 w, p5 Q Y6) Masters of corporate culture who understand influence building; U, y$ n1 Q& J7) Understanding HRM/HRD of operations management;, |2 Q: O3 n A$ g- n8) Understanding leadership Construction cadre management experts and so on.

/ L& u; |6 y- {) \ ^Becoming the above-mentioned HR master is the dream of all HR people. How far are we from this requirement? Mr. Liu Jianhua from HR-Bar summarized HR practitioners into the following five growth stages. It is quite interesting. Peers can check the numbers to see which level they belong to, and then find their own position and move towards the top experts: $ S : I, _+ a$ J3 Z0 f9 Z& B9 V$ a7 K. t1 dThe first stage, entry level. . Q0 i; d3 f1 |: P6 a/ |+ z d Getting started depends on the individual's potential qualities, just like the "roots" written in martial arts novels. To use a professional term, "Are you suitable for HR?", do HR needs to be able to withstand loneliness (actually not lonely), need to endure the supercilious looks of bosses and colleagues (primary stage), and need to maintain poverty (temporarily); of course, being an HR also requires a lot of competency requirements, and recruiting people must To have the quality of "Bo Le", those who do training must have the demeanor of a "teacher", those who do performance must have the ability to think broadly, those who do compensation must be very sensitive to numbers, etc. . `1 h3 Z; q9 [5 M) P$ M" o: P8 SThe basic characteristics of entry-level HR are that they understand a lot of concepts and can talk about a lot of HR terms, which often confuses people. For example, from the interview Leaderless group discussions, performance KPIs, and competency models. The overall characteristic is that I have felt that doing HR is a very complicated thing. I feel that I don’t know how to start the job. I have done some HR work, but most of it They are all transactional. # [7 p* h+ E, x' p( u& BThe second stage is to enter the Dao level. Entering the Dao means "getting on the Dao". You no longer have to worry about seeing a lot of human resources concepts. Not only do you know I can also talk about a lot of theories about HR, and it sounds like that. I have a better understanding of a certain module, and through training, study, practice in the company, etc., I also understand the process and standards. I have tried a lot of HR tools, and they all make sense. I feel like there are so many things to do, and I am very busy every day. I can’t talk about success, but at least I have accumulated a lot of lessons from failures. The third stage is a little bit. Xiaocheng level. Study carefully on a certain module, work hard in the company, start to think about problems from a systematic perspective, be able to handle all the work of at least one module, and also have a certain understanding of other modules. I was worried about not being able to find a job, and everyone knew me in the circle, and I started to have fans. Many people thought that this was the end of HR, so they started to have other ideas, some changed careers, and some still stuck to the fourth stage. , Tips for hard training. This is the hardest stage, so the number of people who have reached this stage is much smaller than that of the third stage. This stage requires you to go to a larger company to practice, to practice in all modules, and at the same time, you need to be familiar with the company's capabilities. We need to think deeply about the business model and the nature of management, turn the previous human resources module into a system, and have a thorough understanding of the application methods and techniques of each tool. This needs to be promoted by secrets. If there are no secrets, we must create them through creativity. Study and research to become a well-deserved HR expert! ) The fifth stage is the top expert. The top expert is someone who has forgotten the concepts and tools of HR and can use the simplest method to solve problems, just like in "The Legend of Heaven and Dragon Sword". Zhang Wuji studied Tai Chi and his understanding of martial arts has reached an extreme level. All the moves have no meaning in his eyes. There are no moves. All he has to do in a duel with different masters is to act randomly. In fact, the ideal HR in the boss's mind is that. Can have a deep insight into the core issues of the company's human resources, and can quickly come up with simple and practical solutions and implement them in place. In addition, the nine-segment HR model described for recruitment positions on the Internet is similar to this. HR recruiters can take a look. Which section do you belong to? First section HR: "Send a message and wait for the news." Send the recruitment information and wait for the results. h5 {; ~) r( {) j0 P, S Second section HR: "Follow closely." , do analysis". You can analyze and judge the effectiveness of the channel based on the quantity and quality of resumes collected., {5 E- {4 w- h P2 D: ~# u Three paragraphs of HR: "Make judgment based on experience." Interview employees and use your own life experience and standards to make decisions. 2 I, f, a8 K; e. g }& y. D9 k$ S. B Section 4 HR: “Make standards and conduct strict assessments.”

Determine the employment standards with the employing department and pass them one by one. ) }/ w2 Q( J: }/ j Five-paragraph HR: "Make briefings and give recommendations." Report the interview to the employing department, and make key introductions to key people.! @. t5 i5 D* ]: R; _ Six-paragraph HR: “Provide training and supervision”. Provide business and cultural training for new employees and supervise their growth. 7th paragraph HR: “Provide culture and promote career planning”. , Help the president to develop cultural values. 4 r7 Z8 k2 F+ l4 B/ W6 r# W* o3 f5 l; Y$ T; C aThe eighth paragraph of HR: "Build strategy and build echelon" to develop talent echelon plan. And execute. Jiuduan HR: "Make the process, make the inheritance". Make the work into a process, so that anyone can take over their own work. f8 dFinally, we return to the topic, how can we become a top HR master? It seems that we have not mentioned the topic for so long, haha ??( ]/ p9 _8 A4 e- Y6 c5 r @; J' ^; k$ D# h. The first is to complement HR professional knowledge. For example, as analyzed earlier, a common HR problem is a lack of professional knowledge, a lack of in-depth understanding and study of common concepts and tools, and a lack of judgment. In fact, recruiting from us. From a professional perspective, the first dimension we require in the candidate quality model is the professional knowledge dimension. So for us HRs, how well do we master our professional knowledge? Therefore, if we want to become a master, we must first be comprehensive. , study and delve into the professional knowledge of HR in depth. This kind of learning is not just about memorizing for exams, nor is it about buying a few human resources books and studying them in detail. It is about reading a lot of books, including online videos and PPTs. , PDF, WORD materials, etc., think and comprehend based on the problems found in the work, and summarize it into your own professional knowledge system and brew your own honey. This can be regarded as truly mastering professional knowledge! Turn other people's thoughts into pieces of stone, and then build your own thought palace. Second, practice, practice, or TM practice, what you learn on paper is ultimately shallow. We must know that this matter must be practiced. The theory without personal and successful practice is just a theory on paper. Many people just do whatever their leaders ask them to do in their daily work, without taking the initiative to innovate and strive to practice new knowledge, new ideas, and new tools. Opportunities, you have only scratched the surface of your current job, and gained your meager experience through seniority. In fact, you thought you had several years of work experience, but in fact you only used a few years of one year's work experience; you thought you were making a mistake. You have made hundreds of mistakes, but in fact you have just made the same mistake hundreds of times; seeking the distant future and staying put are the most common situations in our careers. Therefore, we have to take on a larger number of work projects, and if we want to make breakthroughs, we must make the right mistakes. Be cruel to yourself and grow up through torture. Through practice, we can have the most intuitive experience. For example, through a lot of practice, we can truly establish the working system (system, process, form) of each module of HR, and then we can turn various concepts into practical work actions. Come up. 1 o; m. l3 t: R$ k. u: v9 h4 P8 M) | g( L, @ Third, think systematically and build your own HR system. Combine your own professional knowledge learning and work practice, think deeply, Carefully sort out and summarize to form your own HR knowledge and work system, and write it down. Especially good work experience must be solidified in time. This can be regarded as your own knowledge system and experience crystallization. To put it bluntly, you start on your own. Knowledge management, write your own art of war, we all know that Sun Tzu has "The Art of War", in fact, many experts have their own art of war, such as Zhuge Liang's "24 Chapters of the Art of War" (later passed to Jiang Wei), Cao Cao's "Mencius" "De Xin Shu" (eventually burned). Therefore, we can compile our own professional knowledge system just like compiling textbooks and writing art of war. In terms of work experience, we can write systems, methods, manuals, FAQs and combine them with processes and forms in a timely manner. Wait for the form to form a real text of experience. In this way, with continuous accumulation and continuous progress, we will get closer and closer to the goal of being a master.

; c+ Through the efforts in the above three aspects, at this time, we have our own core knowledge system and viewpoint integration. Then, it is time to compete with experts in the industry to understand our own weight, exchange knowledge, and learn from each other. For example, you can boldly express your opinions, opinions, experiences, insights, etc. through blogs, Weibo, forums (such as Tianya where experts gather), SNS communities, etc. (focus on originality) and comment, and communicate with experts in the circle. Exchange, learn, and grow together. At the same time, this also plays a role in personal brand marketing and network building. We can get to know some masters in the same industry, and gradually gain fans. We can even bring ourselves job opportunities that can better showcase our own style. 3 |/ x1 O- \; y+ u' f1 u! R7 h) V6 W: u$ [5 [Fifth, worship the master as your teacher and learn from the master. As the saying goes, "Famous teachers give birth to great apprentices." Why is Guo Jing in "The Legend of the Condor Heroes" recognized as the "best martial arts master" in the world (no one among them)? Do you think he has many masters? Zhebie (archery), Jiangnan Seven Monsters (basic skills), and Hong Qigong (eighteen palms for subduing the dragon), these are what he calls his master. In addition, Taoist Master Ma Yu of the Quanzhen Sect taught him to meditate and breath; after meeting the old naughty boy on Peach Blossom Island, he learned to use his hands to play with each other and memorized the Nine Yin Sutra unconsciously; and then, he was taught by his father-in-law Huang Lao Under the guidance of Xiehe Nandi (who became Master Yideng after becoming a monk). However, experts can only be met but cannot be sought. Therefore, if there is an expert around you, you must not let him go. Watch and imitate what the experts do. Once you are free, consult and learn from the experts more, and ask the experts to criticize and criticize more. Correction. In addition, you can meet people with a higher professional level than you outside the workplace and ask for advice when you have time. As the saying goes, "Listening to what you have to say is worth ten years of reading." : W3 @% Z7 f2 In the HR world, Zhang Xiaotong is already a well-known human resources expert. In fact, she, like every one of us, started from the dust. In 1990, Zhang Xiaotong graduated from the Department of British and American Literature at Capital Normal University (formerly Beijing Normal University). After working as a middle school English teacher for two years, she couldn't bear to stay there and was judged based on seniority. In 1992, Zhang Xiaotong jumped to British and American with her advantage in English. Tobacco company, from an ordinary clerk to an office manager, responsible for overall administrative affairs of the company. In 1994, she moved to Nokia China Investment Co., Ltd. and worked as a human resources secretary, then as a recruitment specialist, human resources manager, and then as the northern region human resources manager and Nokia Academy non-technical course manager. Starting in 1995, while doing her job well, she began to use her weekends to be invited to give lectures, until she later became a well-known human resources professional trainer. 9 _# V6 L( x$ |5 K6 w8 O0 s/ f& Learn and study HR management systems by studying top companies in the industry, such as Huawei's human resources system, Google's corporate culture construction, etc. Learning starts from AD 631 (the fifth year of Zhenguan) to AD 838 (Kaicheng). During the more than 200 years (three years), Japan sent 16 envoys to the Tang Dynasty, and systematically learned from the Tang Dynasty advanced production technology, philosophy and history, political and economic systems, literature and art, architectural techniques, living customs, etc. Therefore, there is now a saying, "To understand the culture of the Tang Dynasty, go to Japan." For another example, Huawei is considered a top company in China, but he has also grown through continuous learning and imitation. Ren Zhengfei has visited Toyota several times. Studying and studying, the famous article "Huawei's Winter" was written after studying how Toyota spent the winter. 3 ?8 {( O9 p/ i# A5 p3 E8 BThe eighth and ten thousand hours of practice. Best-selling in Canada. The author Malcolm Gladwell pointed out in the book "Odds": "The reason why people see geniuses as extraordinary is not because of their superior talent, but because of their continuous efforts. As long as they have spent 10,000 hours of tempering, anyone can become extraordinary." Can go from ordinary to extraordinary.

"He called this the "10,000-hour rule." What is the concept of 10,000 hours? That is about three hours of practice every day, rain or shine, for ten consecutive years. Gladwell cited a large amount of research data to show that no matter what industry in the world, when you After possessing basic skills, whether you can eventually become an expert, an authority, or a master, only one factor is most important, and that is practice, practice, and practice again, at least 10,000 hours. Scientists do not believe in inspirational stories, they only believe in investigation and research. . It is said that scientists have reached a certain understanding through a large number of investigations and studies, that is, all top experts are trained. 7 [* h# z& G. W/ aThe above is my experience in the HR industry on how to become the top. Some thoughts from experts, hoping to inspire discussions with HR colleagues.