How to position administrative personnel?

At present, many enterprises in Dongguan have no complete and concise rules and regulations, no clear division of labor, no clear and sufficient step-by-step authorization and interlocking working procedures; Some enterprises have no rules to follow at all, or no rules to follow; Everything depends entirely on the wishes of the boss or the person in charge at all levels at that time. Any big or small matter is decided by patting the head. No research, no discussion, no decision, no implementation procedures; Decision-making only depends on a brainwave at that time, and whether it is correct or not depends on luck. The heads of departments and levels are nominal, and the superiors interfere too much in the affairs of subordinates, leaving them at a loss. Often the boss is very busy, but the cadres and employees are too energetic to be busy; The boss always feels that cadres and employees take too much and do too little; Cadres and employees are full of resentment against their bosses, blaming them for not paying attention to themselves. This can neither arouse the enthusiasm, initiative and creativity of cadres and employees, but also easily lead to the estrangement and opposition between employers and employees. Because there are no written "justice" and "rules", there are "fairness and justice, and women say women are right" in enterprises, and they buck-passing each other; I am fighting for it and arguing endlessly; Or don't discuss something, or discuss it for a long time, or decide not to do it, or do it without success; Repeated discussions, repeated decisions, and repeated work; Change your mind, change your mind. Enterprises are in a state of "interruption", which seriously affects work efficiency and staff morale and causes great waste of people, money and materials. There are also many new domestic-funded enterprises, which have a strong "bureaucratic" management, completely ignoring the actual needs of the company and the characteristics of enterprise administration, completely copying the current government management, and engaging in formalism and superficial articles; Red tape, rules and regulations, rules and regulations, red tape, pen and ink lawsuits, talking about words, being high above others, bossing around, divorced from reality. Such administration is a waste of energy and time; It wastes both manpower and money; Grandstanding, flashy; Rigid and unreasonable; Turn the administrative department of the enterprise into the "yamen" of the old days. The above two phenomena may be found in many small and medium-sized enterprises and even some large enterprises. We don't judge whether the whole enterprise is right or wrong, but we must always bear in mind that the purpose and essence of administrative personnel management lies in serving the fundamental purpose of the enterprise, serving the company leaders, departments and cadres and employees, and doing a good job in communication between all parties. Never put the cart before the horse and fall into a heavy "current government habit". Otherwise, everyone knows what will happen. Of course, if you are a smooth person. There is a common phenomenon for administrative personnel, that is, administrative personnel are not accurate in positioning their own enterprises, management is often divorced from the reality of various departments, and the regulations issued cannot be fully taken care of, which leads to the impossibility or inappropriateness of implementation, causing resentment and rejection of other departments. All departments always think that administrative staff are bad people with too long hands and feet, and wish they would never appear in their own departments and not interfere with their work; As far as I am concerned, unless there is something that must be solved by the administrative department, I would rather die of old age than contact with the administrative department. The estrangement and conflict between the two sides fall into a vicious circle: the less contact the administrative department has with other departments, the less understanding it has, and the more divorced from realistic management; On the other hand, the more divorced from reality, the more rejected by various departments, and thus the less aware of the situation of various departments. For enterprises, personnel management is more and more important. In addition to the rigid system, there must be a soft corporate culture. After all, enterprises are made by people, and some people have ideas. Thought leads to culture. Enterprises need systems to form rules and culture to promote development. These two are the relationship between chicken and egg, which complement each other. If it is not handled well, it may cause such and such problems. In fact, the position of managers plays an important role in enterprise management. It is between employees and management, whether left or right, which may lead the process of the enterprise. For employees, the administrative personnel department is the representative of employees' enterprises and parents' families. For enterprises, the administrative personnel department is the talent pool of enterprises and needs to motivate employees from time to time. Oh, it's all theoretical. In fact, can the administrative personnel department do it? It depends on the boss. At present, most companies are in the primary stage of development, and survival and profitability are the main tasks facing the company. From the market point of view, it seems that the supply of talents exceeds demand, and employees can do things seriously. Is it necessary to ask employees to do things seriously? Although administrative staff is an important link in enterprise management, many enterprises in China lack experience in how to use and play their functions. Is the manpower of administrative personnel management a resource or a cost? Is it service or supervision? There seems to be no definition. Now even the name is popular in the market. From the administrative department, personnel department and human resources department, the supervisor is also called manager, human resources director, HR and so on. In fact, the personnel department of many enterprises is just a big drawer, with nothing but a lot of registration forms, many of which are administrative departments or offices. It is true that some large companies have set up personnel directors, basically organizing some cultural and sports activities and attendance training. It is precisely because of the reality that the work of executives or human resources personnel in many of our companies has not received the attention of the company's top management, and the work of executives has unconsciously become an unstable security risk of the company. To sum up, there are three reasons, 1, and indifference to employees. The administration and personnel department is just a mobile yamen, just a keeper of employee files and attendance management. Wages are financial and there is a market for business. I don't contact at other times except in and out of the company. This kind of personnel department is just an empty name, and the future development of the company will let nature take its course. 2. With the system manager, the administrative personnel department is the law enforcement department, which plays a supervisory role beyond the administration, finance and market in the implementation of personnel, so that the employees below the company unconsciously become the objects of labor reform, and the personnel department is easy to give orders below, and the employees are silent and speechless. Now that labor laws and regulations are gradually improving, employee job-hopping and labor arbitration incidents are bound to emerge one after another. 3, do things according to personal preferences. I am a pig to attract a group of pigs, and I am a dog to attract a group of dogs. Employees are not treated equally, nepotism, background, professional ability, or treated differently, or completely obey the boss's will. The big boss will change the company's system as he said. It only needs a notice and a document to change the constitution of an enterprise in a similar country. It changes all the time, leaving employees at a loss and doing things inexplicably. From the aspect of "management", the administrative personnel department should have its own thoughts and opinions on the management concept, existing management, corporate culture, employment policy and other major issues of superiors and companies, and put them into practice. In other words, don't just be a trader, but be a leader who always thinks, innovates and learns new management methods. From the perspective of "coordination", administrative personnel managers should not think that everything will be fine if they do well the orders and tasks given by the leaders; And to study that person, that department violated the factory rules in that detail, relying on its "management" position in the enterprise, judging people by their appearance and oppressing people by power. In fact, in the current enterprise, the administrative and personnel departments should actively communicate, from top to bottom, from left to right, from inside to outside, coordinate and balance the relations between all parties on the basis of full communication, so as to maximize the interests of all parties. Coordination without adequate communication will not become real coordination. In terms of "service", the administrative personnel department should be willing to be behind the scenes. No matter how well you do, after all, the enterprises in Dongguan all take manufacturing as their ultimate goal. The work of administrative and personnel departments, especially logistics services, must not be expected to become the "center" of enterprises' attention. Not only is it impossible, but it should not be. Because if the focus of an enterprise unfortunately falls on the administrative department, it can only show that the administrative work is really bad, affecting all aspects of the work of the enterprise, affecting the realization of the ultimate goal of the enterprise, and even attracting everyone's attention. The realm of administrative personnel management should be "smooth and silent". The administrative department is most taboo to show its existence everywhere, like a highly automated machine, where raw materials (tasks) go in and finished products (results) come out; Many twists and turns are absorbed in the administrative system, and it is forbidden to publicize everywhere, wasting others' time, energy and feelings. We should oppose using our control over the company's resources to seek convenience for ourselves and our own departments, especially against turning the administrative department into an official yamen with "hard access, ugly face and difficult things". Management is to implement the system; But the implementation of the system is also an art, so there is no need to sell yourself short. Especially in places where high-quality talents are concentrated, we should pay more attention to respect for people, so as to be salty and human. In a word, administrative personnel management serves production. Safeguarding the company's rights and interests is very important, but it is also important in safeguarding the rights and interests of employees and motivating employees. Administrative personnel should be the bridge between employees and the company.