The same is HR, why is there a big wage gap?

There are many reasons for the salary gap of HR practitioners. I think the main reasons are as follows:

First, the industry gap, the HR salary gap in different industries is relatively large, and the HR salary gap between traditional property companies and the Internet industry is very large.

Second, the company gap, the head enterprise HR is much higher than the average enterprise, and the scale is small. The HR salary in the initial stage is definitely not high, the profitability is weak, and there is not much ability to pay the cost. Companies that value HR must pay higher wages than companies that don't.

Third, the geographical gap, the salary of HR level in different cities is still very different. For example, there is a big wage gap between HR in Tianjin and Beijing.

I believe everyone knows the above points, but why not choose a good industry, a good enterprise and a good city job?

The answer is simple, not that I don't want to go, but that I can't. Many people may be limited by their own abilities, resulting in few choices.

Capacity gap, this is the most critical.

Let's share an interesting phenomenon:

On the one hand, many HR complain about low wages; On the other hand, many companies ask me for excellent HR managers and directors with high salaries, but they can't recruit people.

The most essential reason for this phenomenon is the gap in ability, and there is a huge gap between enterprise demand and talent ability.

This ability is not a professional ability in a narrow sense, but a comprehensive ability.

Its external performance is that you have strong problem-solving ability;

For enterprises and employees, they don't care much about what tools you use. What they care about is whether you have solved their problems.

For example, if the company asks you to do recruitment, the boss will not care whether you use behavioral interview or situational interview. What he wants to see is whether the person you recruited is qualified.

In fact, what we solve is how to recruit the right people. To solve this problem, it is definitely not enough to rely on professional methods and techniques. The same methods and techniques are completely different for different people.

Methods and techniques are similar to knives, which become kitchen knives in the hands of chefs and murder weapons in the hands of gangsters.

If the quality of the recruiter is not good, even if you can pick the right person, you will send it.

Now, no one else wants to come.

Through so many years of research, I have extracted several key factors that determine the ability to solve problems from thousands of excellent HR, which I call the seven practices of high-value HR managers.

Including your thinking, mentality, pattern, vision, literacy, communication and professionalism.

We all know that HR is divided into different stages. In fact, the so-called stage is your gap in these aspects.

The price is determined by the value. On the surface, HR salary difference is caused by position, and its essence is value difference.