Teach you to be a likable HR at 27 o'clock.

Teach you to be a likable HR at 27 o'clock.

I will teach you to be a likable HR at 27 o'clock. If you want to be a good HR, you must do it. Don't do anything wrong, don't speak ill of others behind their backs, talk a lot, talk less in crowded places and so on. See 27 o'clock for details to teach you to be a likable HR.

At 27 o'clock, I will teach you to make a lovely HR 1 1. The appearance is not annoying. If you are not good-looking, let yourself be talented; If you have no talent, always smile.

2. temperament is the key. If you can't learn fashion, you'd rather be simple.

3. When shaking hands with people, you can shake hands for a while. Sincerity is a kind of wealth.

You don't have to use "I am the subject" for everything.

5. Don't borrow money from friends.

6. Don't "force guests to look at your family photo album.

7. When fighting with others, please sit next to the driver first.

8. Insist on saying nice things about others behind their backs, and don't worry that these nice things won't reach the ears of the parties.

9. When someone speaks ill of someone in front of you, you just smile.

10. Drive your own car and don't stop to say hello to your colleagues who ride bicycles. People will think you are showing off.

1 1. Visit your colleague when he is ill. Sit naturally in his hospital bed and wash your hands carefully when you get home.

12. Don't let everyone know the past.

13. Respect people who don't like you.

14. Things are not people; Or be ruthless about things and have feelings for people; Or do first and do second.

15. Self-criticism always makes people believe, but self-praise is not.

16. Nothing can improve your bowling performance like a bystander. So, don't be stingy with your cheers.

17. Don't take others' kindness for granted. You know, gratitude.

18. The "myna" on the banyan tree is talking, just talking but not listening, and the result is a mess. Learn to listen.

19. Respect the master and cleaning aunt in the reception room.

Remember, when you speak, you must use "Let's start".

2 1. Give a hand to everyone who sings on the stage.

22. Sometimes you should know perfectly well that your diamond ring is expensive! Sometimes, even if you want to ask, you can't ask, for example, how old are you?

23. If you talk too much, you lose. There are many people, so you talk less.

Change the word "don't export" to "need time", "I'll try my best" and "I'm not sure", and I'll call you when I decide.

25. Don't expect everyone to like you. It's impossible. Making most people like you is a sign of success.

26. Of course, you should like yourself.

27. If you are performing or giving a speech, if only one person is listening, you should continue with your heart, even if no one is cheering, because this is the road and cradle of your success. You should not watch others succeed, but hope you succeed.

Teaching you to be a likable HR2 talent at 27 o'clock is the first resource of an enterprise and the source of power for its growth. Zhao Sheng, the human resources director of XX Company, revealed to the reporter of Oriental Corporate Culture how XX Company started the talent "power source".

Help new employees cross the threshold

XX Company recently launched 20 10 "Campus Recruitment Campaign" in four major cities where universities are concentrated in China, which attracted the attention of many universities and media.

The recruitment of 20 10 was advanced by half a year. Why are you in such a hurry?

Zhao Sheng said with a smile that the current talent market seems abundant, but the polarization of talents makes the competition for high-end talents among enterprises more and more fierce. For enterprises in China, the main source of talents is universities all over the country.

"XX company to win the war, the trick is three forwards. Talent is the most important resource of XX company, and the human resources work of XX company is also surprising.

XX company will set the campus recruitment work in the junior stage of students, set up campus recruitment stations in recruiting universities, and select some outstanding junior talents;

Then the training plan will be moved forward to the last semester of the university, and the teachers from the training department will enter the university to train the pre-selected talents, and the students will basically complete the basic training courses of the company before entering the company;

The training content of simulated projects will be added, and each project will be guided by the company's senior staff. Before going to the company, students have learned about the company's working mode, project process and the whole research and development field through the company's training project. In this way, the "three steps" of recruitment, training and work have been completed gracefully.

At the presentation of university job fairs, many companies will vigorously promote their products, which Zhao Sheng thinks is wrong. He believes that to do campus recruitment, we must first understand what students are most concerned about the company they are applying for. That is to know what the students' needs are.

"Compared with the company's products, students are more concerned about his growth opportunities in this company. Confirming this point, XX Company will clearly tell students at the campus recruitment presentation the "all over the sky star training system" carefully designed by XX Company for employees and the career development channels of each employee in Wanxing.

"After being admitted, employees' concerns have changed again. He is concerned about whether he can start as soon as possible. Zhao Sheng said that in human resources work, it is very important to know the needs of employees at every stage.

He thinks that new employees will worry about two things: whether they can integrate into the team as soon as possible and how to get along with old employees.

In view of this, XX Company stipulates that when each new employee reports for duty, the department manager must go to the Human Resources Department to pick up the new employee, and then stop for a briefing no matter what he is doing, and the company will take care of the new employee in terms of food, clothing, housing and transportation in the future, so that the new employee can feel the company's attention to him.

XX Company assigns a mentor to each new employee, who will give detailed guidance and inspection on his work, hold weekly seminars, and clarify the assessment requirements and reward and punishment measures for the mentor, so as to ensure that new employees can quickly integrate into the team.

Don't get entangled in tools.

The human resources department should be the most important strategic partner of the company boss, but at present, the role of human resources management in many domestic enterprises has not been fully exerted, and the work of human resources departments in many enterprises simply stays at the level of personnel operation. What is the reason?

"It is a pity that Zhao Sheng is caught in the misunderstanding of tools." They use a lot of human resources tools, such as 360-degree evaluation tools, balanced scorecard, KPI and other performance tools.

They are good at using tools from the west, but ignore the concept of "people", but the use of professional tools is only the most basic. If human resources work stays at the level of tools and data, it can only reach the realm of "skill" but not the realm of "Tao".

"As a human resources worker, I think we should always pay attention to the company's business development. For example, the performance of a business department of a company has declined. As a human resources department, we must first analyze the reasons.

Is this because of the loss of old employees? What are the skills of employees? Or is there a management problem within the department? Or is the department manager not competent for the post, resulting in a decline in team morale?

The human resources department should actively participate and find relevant personnel to communicate and coordinate. Then come up with a preliminary solution to the problem after meeting and discussing, and report it to the company's decision makers for reference.

"Human resource management should rise to the development level of the whole enterprise, and HR executives should pay more attention to how to optimize the human structure of the organization, update and grow talents, so as to promote organizational development. Excellent human resources workers should improve their horizons in order to keep up with the thinking and development speed of company decision makers.

"If every department is a bead, then the human resources department is a string of these beads. Zhao Sheng's other point of view is that the work of the human resources department must not be done by one person behind closed doors, and the whole organization must play a role in order to achieve good results.

He believes that the responsibility of human resources workers is to guide and do a good job in threading the needle. Doing a good job in human resources must be the result of the joint efforts of all employees in the company.

The human resources policy of XX Company is not formulated by the human resources department alone.

Before XX Company and Human Resources Center make a plan, it is necessary to investigate and collect the opinions of the heads of various departments, analyze the operability of the plan, and estimate the resistance to the implementation of the plan.

In fact, when we talk about reform, there is always pressure. If we want to make changes in human resources, we must fully consider the pressure of change. Not everyone will support your change. How to make these people agree with your ideas requires skill. Zhao Sheng said.

It is normal to have conflicts in making plans. Zhao Sheng always tells everyone in XX Company that the human resources center is the employee's maiden, and his office door is always open to employees. Welcome to come in at any time.

He believes that communication can solve contradictions, and the opinions and ideas put forward by employees from his position always have some truth. These opinions may not be considered in the plan, but communication with the employee will promote his work.

When the reporter asked if there would be differences with the top decision-maker, he said calmly: "It is normal to have differences of opinion at work. In XX company, all major decisions must be discussed and approved by high-level meetings.

But if there are differences, we must admit that the top decision-makers are forward-looking. He looks at the problem from the perspective of the whole company, even from the perspective of the company's five-year or ten-year development. The most critical issue is to analyze whether his plan and the company's existing resources can be realized.

If you insist on doing it, as a human resource worker, you should unswervingly carry it out, but when you do it, you should be prepared to avoid risks.

"Emphasis on preaching, not notice. We need to ensure that the information is conveyed to every employee accurately.

At present, many human resources workers do not pay attention to the work of conveying decisions to every employee, and often only make simple notices, lacking necessary publicity and guidance. There are many biased problems in implementation, but they will think that employees do not cooperate.

Zhao Sheng said that everyone has different understandings of the same clause and plan, and there will naturally be deviations in the final implementation process. He believes that many times it is not that employees don't want to implement it, but that different understandings of the plan hinder him from implementing it correctly.

Complementary preparation of 1+ 1 > 2

This year, XX Company completed the first round of strategic financing, became the first consumer general software export enterprise in China to obtain venture capital, and put forward a clear goal-to be the largest listed enterprise exporting general consumer software in China.

"For this goal, I will start to consider what talents the company needs after listing, and start to reserve talents who are proficient in the company's listing operation and capital market planning in advance. One of the reasons for the failure of overseas M&A of many enterprises in China is the lack of overseas M&A operators and human resources to match the overall strategy.

When a reporter asked the number of personnel growth and personnel optimization of XX Company in the next three years, Zhao Sheng said with a smile, "The specific figures are meaningless, and the proportion of personnel growth will be high.

With the rapid growth of the company's personnel, it is necessary to maintain the stability of the talent team. Because the company is developing rapidly, the proportion of new people will be high. If human resources can't keep up with the construction of training, employee relations and the whole enterprise culture, there will be certain risks.

Zhao Sheng said that in order to meet the company's future goals, it is necessary to analyze and optimize the human structure in detail, and make various measures for training adjustment and corporate culture shaping.

"When preparing the personnel structure of a department, we should take into account the complementarity of talent advantages. For example, if the manager of a certain department is strong, I will match a softer or more delicate assistant.

Most of the business in the software industry is projects, which need developers and testers. Therefore, we need to pay more attention to the types of talents that organizations need more, and how to allocate teams according to the complementarity of talents in order to improve the operability of teams.

Considering the optimal allocation of talents in the organization, Zhao Sheng not only introduces the job content of each position in detail when recruiting, but also evaluates whether each new person is suitable for this position during training, and adjusts the positions of personnel in time at work to form the most efficient team through layer-by-layer adjustment.

"Conversely, the evaluation of the work carried out by the whole organization in operation is an indicator to measure the progress of human resource management. In addition, there are two indicators to measure the progress of human resource management: quantitative indicators of work performance and indicators of work situation and satisfaction of all employees.

Zhao Sheng said that when recruiting new people, professional skills are the starting point, and the most important thing is the applicant's recognition of XX company culture. XX Company is a company serving young people, and we also hope that the team is a group of passionate, like-minded young people who are really willing to work together for the same goal.

The responsibility of the best employer

In the 2009 Best Employer Selection in China, XX Company won the title of "Excellent Employer in China in 2009". In this regard, Zhao Sheng was very happy: "We want to be a long-term enterprise and a world-class brand.

This goal is destined to continuously improve the welfare of employees, create a bigger platform for employees and create greater value for society.

Zhao Sheng believes that to be the best employer, we should not only improve the welfare of employees, but also keep abreast of the needs of employees at different stages, and then formulate various measures to improve human resources according to the needs of enterprises at different stages of development. This is a win-win method for enterprises and employees.

Based on this, XX Company has launched a "training system for all over the sky", including a series of training programs at different levels such as "New Star", "Silver Star", "Venus" and "Venus".

In 2009, on-the-job rotation training was also launched. There are at least two courses for training every Tuesday to Friday, and employees can freely choose training courses according to actual needs;

In XX Company, all employees, including new employees, employees who have grown up for one year, and middle and senior managers, can take corresponding training to improve their professional ability.

Most positions in the company face internal competition. The company has set up two career development channels for employees: one is the management channel and the other is the professional channel.

No matter where the employee's specialty is, he can find his own development channel, let him see where his way is, so as to avoid employee's occupational fatigue. Because some old employees stay too long and don't know where their development path is, it is easy to have occupational fatigue.

"All rivers run into the sea, tolerance is great, and there is no desire to stand on the wall. This has always been Zhao Sheng's motto. He said that human resources workers must be outsiders and insiders. They should not only have principles, but also have broad minds. They should have the spirit of gardeners and pursue the realm of "goodness as water" tirelessly.

Postscript:

Zhao Sheng believes that the HR director must be separated from the heavy daily affairs, and the focus of his work should be promoted to the strategic level. He should know more about organizational development and employee growth, communicate with senior decision makers and understand the future development goals of the enterprise.

Only when these tasks are done to a certain extent can the corresponding human resources strategy be formulated. The highest level of human resources is to participate in and guide the operation.