What is the hr department?

It's human resources (human resources department)

It is a bridge between the company and employees. We should think from the perspective of both enterprises and employees, so as to satisfy both enterprises and employees. Often go deep into the grassroots of employees, listen to employees' dissatisfaction and complaints, and reflect employees' mentality and needs to enterprises; Properly handle various relationships between departments and employees; Coordinate various internal contradictions and conflicts in the process of salary, welfare, assessment, recruitment and training.

Since 1990s, although the concept of human resource management (HR) has been gradually understood and accepted by people in Chinese mainland, and various training courses, seminars, professional companies and websites on HR management are in full swing, the practical combination of HR and China has encountered practical difficulties for those emerging industry companies that first introduced and implemented this concept in Chinese mainland, which will affect the survival and development of HR enterprises in China for a long time.

First, the "dilemma" and "embarrassment" faced by the human resources department.

In China, the biggest rival of people-oriented management thought is not "capital", but "official-oriented". This sense of "official standard" accumulated from thousands of years of historical and cultural traditions in China has left a deep or shallow mark on each of us. Choosing human resource management means choosing to confront the traditional mainstream culture, and the difficulty can be imagined.

Because the management foundation of Chinese enterprises is not perfect and the social management and support system lags behind, human resources departments spend a lot of time on basic work and administrative affairs, but little time on strategic planning, management technical consultation and human resources development, which not only deviates from the fundamental purpose of human resources management, but also leads to the weakening of the position of human resources management departments in enterprise management.

Traditional business departments are usually skeptical about such new departments as HR. They usually think that these guys who know neither technology nor business just coordinate and handle some daily affairs for them, and don't feel the role of HR department in supporting business development. "Those who know technology do technology, those who know business run business, and those who don't know technology and business do personnel." For a long time, this positioning mode of personnel department makes it difficult for human resources department to gain status and attention in enterprises. Therefore, the reform of identity and status has become the first thing to do in the process of human resources department transformation.

With the acceleration of social specialization, some functions and businesses of enterprises began to be outsourced to some professional companies or institutions. If the human resources department of China enterprises is always immersed in administrative affairs, "outsourcing" will be the inevitable result, and many headhunting companies, training institutions and multinational consulting companies are eyeing it. If the human resources department does not reflect and transform, it will never escape the fate of "foil".

Second, the reflection of human resources department.

Different stages of enterprise development put forward different requirements for human resources departments. When an enterprise goes through a difficult start-up stage, the requirement for HR is not only administrative support. However, if the human resources department can't adjust its position and working ideas in time, it will be passive step by step in the development of the enterprise, and finally it will be difficult to escape the fate of "outsourcing". Therefore, for the HR department, it is necessary to ask myself from time to time, what do I live on? What is the value of my existence?

The work of human resources department should not just stay on the slogan of "people-oriented". If you can't have a clear understanding of the problems, development direction, challenges and opportunities faced by enterprises, if you can't help business departments solve practical problems and provide value-added services, if you can't create value for investors, employees and customers, and if you can't turn into the main force and partner to achieve the strategic goals of enterprises, such human resources departments naturally have no prestige, and ordinary employees or managers naturally can't find HR when they encounter things.

Third, transformation and role repositioning are the inevitable way out

In the original concept of human resource management, "&; A department is a department that provides business support services, which is usually understood as a kind of "rear" support and "passive" service; However, with the acceleration of market changes, the intensification of industry competition and the flattening trend of enterprise organizational structure, business departments pay attention to "&; The requirements of the department are improving, and the changes in the external environment require "&; The department makes corresponding adjustments. In some multinational enterprises, the reform of human resources department is quietly unfolding, and the transformed human resources department has the following roles: strategic partner of business department, "&; Technician, employee spokesperson, change promoter, administrative affairs expert, internal public relations expert.

Strategic partner of business department: the human resource manager directly enters the business department to understand the specific business and development direction; As a human resources expert, provide management consulting and personnel technical support for business departments in development planning and daily management, and actively provide suggestions and solutions; Through exchanges and courses, line managers in business departments are trained and guided, so that they can implement the concept of human resource management in their daily work and skillfully use various management methods and skills. In short, establish a relationship of mutual trust with business departments, so that business departments can be prepared to consider some issues in advance, and provide "front-line" support and "active" services.

HR technicians: HR departments should strengthen their own ability training, improve the management level of human resources, and become HR technicians of the company. The development of HR in various fields, such as salary design, recruitment channels, training methods, performance management and employee career planning system, should help enterprises make professional analysis and diagnosis and provide professional solutions. For the human resource management tools that have been developed and used in the world, the human resource department should become an expert.

Employee spokesperson: pay attention to the needs of employees, listen to their voices and improve their overall satisfaction; Coordinate and integrate employees' personal interests and enterprise interests, help employees' personal development, thus promoting employees' participation and establishing employees' sense of loyalty; Between employees and line managers, from a more objective point of view, it plays the role of middleman, which not only ensures employees' sense of security, but also solves the problem of line managers and becomes a lubricant for enterprises; Promote various vertical and horizontal communication within the company, create cohesion and team spirit through communication, and promote the formation of corporate culture and core values.

Impeller of change: in the organization of adjustment and change, the most critical and difficult thing is how to deal with company personnel affairs. Enterprises should not only properly arrange old employees, but more importantly, find suitable candidates for every key position in the future. Starting from the long-term planning of the enterprise, mobilize everyone and actively support the company's reform. By helping to determine a process to promote change, human resource managers provide line managers with suggestions on management skills, system analysis technology, organizational change and personnel change, helping employees to eliminate the panic in the face of change and uncertain factors, adjust their mentality and reposition themselves, thus promoting the company's change smoothly.

Administrative affairs experts: whether the file is established completely, whether the employee information collection is in place, whether the recruitment process is properly controlled, whether the post adjustment of training, salary and welfare assessment is reasonable, whether the basic data construction, data analysis and data information transmission are accurate and timely, etc. The human resources department should continue to perform its traditional duties and provide professional support in the fields of recruitment, training, performance appraisal, salary and welfare, personal career development planning, labor law, file management and administrative affairs of relevant government departments.

Master of internal public relations: HR department is a bridge between the company and employees, so we should think from the perspective of both enterprises and employees to make them satisfied; Often go deep into the grassroots of employees, listen to employees' dissatisfaction and complaints, and reflect employees' mentality and needs to enterprises; Properly handle various relationships between departments and employees; Coordinate various internal contradictions and conflicts in the process of salary, welfare, assessment, recruitment and training.

Fourth, the requirements of role change for human resource managers.

The change of the role orientation of human resources department makes the position of HR more challenging. GE company in the United States believes that human resources practitioners in modern enterprises should have four talents. First, functional talents refer to the evaluation of employees' ability, the evaluation of enterprise human resource efficiency and the design of salary system. Second, the ability of enterprise management includes internal politics and power, overall evaluation of enterprise and finance, enterprise organization and work design, development strategy and strategic alliance. Third, organizational ability, including strategies to improve the efficiency of all employees, corporate culture and the construction of diversified values. Fourth, personal talents include personal influence, personality charm, professional knowledge, skills and leadership style. Some people also summarize the characteristics and abilities of HR supervisors into eight aspects: macro-integration ability, good planning ability, excellent coordination ability, high action ability, standardization ability, innovative consciousness and ability, high willpower and professional ethics. In addition, the human resources department has changed from "administrative support" to "strategic planning and implementation" to provide value-added services for business departments, so whether the work is predictable and whether it has management skills and management ability has become an important criterion to measure whether the personnel manager is competent.