How human resource management supports business and organizations

?In the previous article, I emphasized that human resource management is a supporting department. This article writes about my understanding of how human resource management supports business and organizations.

Let’s start with a point of view: If human resources management is not done well, it will affect the organization’s cooperation lubrication, work efficiency, and management costs.

Traditionally, human resource management has been divided into six major modules: human resource planning, personnel recruitment and allocation, training and development, performance management, salary management and labor relations management. Let me first talk about the understanding and practice of human resource management work under traditional classification.

Let’s assume a scenario: Someone has a very good technology project, and he has received investment from an incubation company. Then he needs to create a company to provide related products. So, what is he going to do?

Looking for someone! Find the right people for the job. Technical talents are essential and a technical team must be formed. Just take on the job of running the market yourself. The technical team needs to be paid, and someone in the office needs to deliver documents, process documents, and make reports. Who else is needed?

What the founder is thinking about is part of human resource planning: organizational planning, personnel planning and cost planning. At first it will be a very simple organizational chart, identifying levels and specific positions, and setting salary standards. Then draft simple rules and regulations to stipulate the working hours and when to pay wages.

Next, we will recruit people according to the plan. This enters the scope of recruitment and allocation work. Key talents have to go to the industry to recruit people themselves, and ordinary positions can be advertised through various channels according to demand. Then the written test, interview, screening, and onboarding, everyone was happy.

As payday approaches, employees must be assessed on their work completion. This is performance appraisal. Employees are calculated and paid based on the assessment results and the previously agreed salary payment method. Those who deserve payment are paid, and those who deserve commendation are commended. Benefits such as five insurances and one housing fund for commercial insurance are completed in the middle of the month. All of these must be retained in forms, which are important labor cost data. This is performance appraisal and salary and benefits work.

There are also some things that are not classified: entry and exit processing, physical examinations, employee communication, satisfaction surveys, dinner parties, etc., to enhance employees’ sense of belonging and make employees feel good and happy in the organization. , retaining talents. This is what employee relations is about.

What did you say? Why is there no training and development? At the beginning, of course, we should directly recruit employees who can get started, and money should be spent wisely. Of course, you should attend some industry conferences to keep up with the times. In the early stage, training planning and regular training development will basically not be done.

?This set of rules is: although the sparrow is small, it has all the internal organs. It has everything it should have. What is not available for the time being will be gradually enriched as the enterprise develops.

Any work is about solving problems. As big as a business, Didi is to solve the problem of people not being able to get a taxi, and Meituan Takeout is to solve the problem of people not wanting to cook or go out to eat. Within a company, marketing is to let customers know about our products, while HR is to ensure that the company has sufficient talent supply.

To understand the various modules of HR from this perspective, let me summarize:

The overall human resources work, as mentioned earlier, is to ensure that the company has a sufficient supply of talents. The six modules each solve branch problems under this big problem.

Human resource planning is a strategic task, and the problem to be solved is: ensuring that the company always has a sufficient supply of talents in the future. Therefore, it is necessary to analyze the current employee situation, meet the development needs of business departments, estimate future talent supply, and establish a talent pool.

Recruitment and deployment are frontline tasks, and they are also the most familiar HR work content. It solves the problem of finding and hiring the people who best fit the needs of the organization.

The problem that training and development should solve is: enabling employees to achieve their maximum potential.

Newly recruited employees need to be integrated into the organization's culture, and future development requires employees to improve their skills and abilities. These are all issues that need to be addressed in training and development.

Performance appraisal is to understand the efficiency and effectiveness of employees' work, so as to determine employee promotion, training, salary changes, and dismissal arrangements. Performance appraisal reflects the organization's requirements for employees. Drinking tea and reading newspapers for a day is not in the interests of the organization.

Salary and benefits are important motivational tools, which solve the problem of recruiting and retaining talents at controllable costs. A complete rank system also allows employees to position themselves and their promotion direction. I guess one of my New Year wishes is a promotion and a salary increase. Me too, haha.

Employee relations solve the problem of employees being happy in the company. ?There was a joke circulating on the Internet before, ?People basically left their jobs for two reasons, ?Not enough money, and they were not happy with their work. Money is a matter of salary management, and whether you are happy or not is a matter of employee relations.

After understanding this set of logic, when we are working on individual modules, we will have this goal in mind.

Depending on the company’s development stage, industry, and scale, the specific work carried out will be different. The application of new technologies and differences in reference theoretical models will make the operation of logic implementation different. ?

In the example mentioned above, a start-up company has a simple personnel structure and a flat organizational structure. In the early stages, training is the employee's own business. Salaries and benefits are also set by the boss, and the accounting and payment work is left to the finance department. Employee relations and administrative work are merged, and the employee relations boss with core talents takes care of it. Performance reviews are vague. The most intuitive one is the recruitment team, which is indispensable, but it may also be recruited by the boss himself.

On the surface, it seems that there is no dedicated human resources department, which does not mean that there is no human resources work, but that the work content is scattered. There are few people and few organizational levels. Everything is geared toward efficiency, and costs must also be taken into consideration. One or two personnel administrative specialists can do it.

In more mature companies and larger companies, there are dedicated personnel responsible for the six modules of human resources, so the demand for it is large. When recruiting more than one or two people, you also need to maintain recruitment channels and use recruitment channels to promote the company. It may also be necessary to maintain a candidate pool and reserve talents. In addition to social recruitment, there is also the same kind of school recruitment work. I go to various universities to hold presentations and participate in university job fairs. Salaries need to be budgeted, data reports made, and talent cost analysis done. Establish a system, from pricing based on person to setting salary based on position. Understand the government's welfare policies, tax policies, pay five insurances and one housing fund, and do external window business. Carry out talent reserve, talent development, and reserve talent plans, establish job competency models, establish on-the-job and off-the-job training mechanisms, use training tools to improve employee efficiency and potential, and maintain the company's dynamic system. Performance appraisal is a direction indicator, indicating the performance direction that the company and leaders care about, and it can be rough or detailed. Corporate culture is a propaganda work.

After the Foxconn jumping incident, some companies will also pay attention to employee psychology. The mental state of employees will directly affect production efficiency. We all have a deep understanding of it. When we are in good condition, our concentration is enhanced, our thinking power is online, and our mobility is at full capacity. I had a quarrel with my family, or there was something stuck in my mind that I couldn't solve, and I really couldn't control my distraction at work. Conflicts with colleagues will most likely affect cooperation between the two parties. It is normal for us who are not saints to be affected by our seven emotions and six desires. EAP (Employee Assistance Program) can be included in the work map of employee relations. Organize employee activities, employee family activities, hold a sports party and have a meal together to improve employee satisfaction. Investigate the reasons for resignation and fill in any gaps. There are many things that can be done in employee relations, and the country’s rules and regulations must also be studied well.

The emergence of the non-traditional HRBP position brings together the core functions of human resources and highly cooperates with the business department. The two giants, Huawei and Tencent, have explored more and done more in the field of human resources.

It's a pity that I'm not one of them and don't know much about it. I still envy those who can continue to rotate positions to enrich their experience and complex problem-solving abilities.

Finance has a financial language, and human resources also has a human resources language. I'm trying to summarize this language. Next, with this goal in mind, I will dismantle the companies I have worked for and try to organize such a language module by module using actual cases and human resource management tools.