Is it easy to find a job for human resource management majors?

Human resource management, mainly through recruitment, selection, training, salary and other management forms, effectively utilizes relevant human resources inside and outside the organization, meets the needs of the current and future development of the organization, and ensures the realization of organizational goals and the maximization of member development.

What is the future development direction of human resources, and what is the future of different directions? The work scope of human resources is relatively wide. Generally speaking, it is usually divided into the following different categories:

I. Personnel Department/Human Resources Department

This is the most common human resources-related work, and it is also the human resources work that most people know or contact.

This kind of work can be divided into two types:

(A) the personnel work of small and medium-sized enterprises

For most small and medium-sized enterprises and traditional enterprises, the work of human resource management is actually not complicated and profound. This is easy to understand. To put it bluntly, enterprises make money. The scale is still small, and the focus must be on doing business. At present, the requirements of human resource management in enterprises are not high, which are nothing more than attendance, contract, social security, salary payment and so on. (Some social security may not be available)

This kind of work is characterized by complexity and triviality. To put it mildly, it is low in technology, low in threshold and limited in development space. If you just want to engage in this type of work, in fact, the professional requirements and technical content are not high. The preparation is nothing more than office software, some laws and regulations, social security payment and other knowledge and related processes.

(B) human resources management of large and medium-sized enterprises

The scale of enterprises is getting bigger and bigger, and the scale of personnel is getting bigger and bigger. Without a certain division of labor, the efficiency of enterprise activities will be reduced. After reaching a certain scale, the benefits of management can be better reflected.

For such large and medium-sized enterprises, the same situation should also be divided into:

1. Monopoly state-owned enterprises/institutions

Monopoly state-owned enterprises and institutions naturally do not have such high requirements for management, because there is no competitive pressure or less pressure, and most of them are mainly transactional work. Of course, because the scale is there, human resource management will still have a division of labor and modules. Common ones are recruitment, training, performance, salary and labor relations.

However, the work of these different modules actually does not require high professional requirements. Recruitment may mainly involve recruitment information collection, demand release, door-to-door screening and simple interview (not so high-end) and entry procedures. Training is more about the organization and implementation of training, such as understanding the training needs of departments, contacting external lecturers, organizing training and writing training summaries. And performance is more about the collection and collation of assessment information. You can't design the company's overall performance plan. For wages, more is to calculate and pay wages. For labor relations, it is mainly about contracts, employee activities and resignation procedures.

2 competitive private enterprises, state-owned enterprises or large and medium-sized enterprises with standardized management.

Due to the large scale of the organization and the great pressure of competition, such enterprises begin to have higher requirements for human resource management, hoping to attract, select, motivate, train and retain people through human resource management.

The division of labor of modules is still roughly the same as last class:

Promotion channel: (different companies will have differences)

Direction: recruitment, training, performance, salary, labor relations, etc.

Grade: Commissioner, Supervisor, Manager/Minister, Human Resources Department, Deputy Director.

However, recently, many listed companies have begun to exert their efforts in talent development/organizational development and so-called HRBP, and there is a certain demand for talents in this field, and the treatment is better. Of course, the requirements are definitely higher.

In the human resource management of such companies, there is a characteristic that the overall quality of employees is improved, the management is more standardized, the work of human resource management is professional, and the professional requirements for human resource management are higher.

In the recruitment, we began to consider the effective selection of talents based on quality model, and used written test, structured interview, behavioral interview and leaderless group discussion interview to evaluate and select personnel, but many companies actually outsourced to external professional institutions; In terms of talent training, there have been reserve talent training plans, new employee training and even talent echelon construction, but many core tasks in these work have been outsourced to training consulting companies. As for the performance-based pay system, due to its wide coverage and complex interest relationship, the overall scheme design is basically carried out by high-level and external professional organizations, and the staff of general HR departments are more cooperative, coordinated and promoted.

Summary: The above related posts and jobs, regardless of size, belong to Party A (HR of Party A is an auxiliary post rather than a value-creating post, especially a basic post). The difference is that small companies' human resources work is more trivial and repetitive, and even one person covers all human resources-related work, while large companies may have a finer division of labor and relatively higher professional requirements. However, most of Party A's positions actually have low professional requirements, and even if many positions reach the top level, they actually have high comprehensive quality requirements (communication, coordination, influence, etc.). ) than professional knowledge and skills (of course, you still need to have the minimum understanding and cognition).

Second, professional organizations related to human resources.

If you want to work in a professional organization related to human resources, there are actually many. Let me pick a few main ones to talk about.

(1) headhunting

Headhunter, a famous headhunter in Britain, as its name implies, hunts the head, that is, senior management talents or R&D talents. However, the ideal is full and the reality is very skinny. Don't think that you are dealing with awesome people every day when you are engaged in headhunting, or you are full of people.

The headhunting industry in our country can be described in one word-mixed fish and dragons (not only headhunting, but also consulting and training). I know that some so-called headhunting companies actually go to major recruitment websites to see who is applying, and then see which company needs people before matching. It is conceivable that the threshold is still relatively low.

If you go to a headhunting company, then, if there is no accident, your main job should be to make phone calls, which is also commonly known as sales calls. How to describe it? Did you get a sales call? Kind of like this.

Of course, anyone who has just entered starts with a phone call. If you really like being a headhunter, willing to accept the challenge, make unremitting efforts and accumulate rich resources for a long time, it is not impossible. I have a man who has worked for 89 years and earns about 300 thousand a year. I don't know what you think.

However, I really don't recommend the average person to be a headhunter. Even if there is, you should choose the company carefully.

human resources management consulting

At present, there are many types of consulting companies in the market, including strategic consulting, well-known McKinsey, IT consulting, such as IBM, and human resource management consulting.

Human resource management consulting companies can be simply divided into foreign capital and domestic capital. Well-known foreign investment includes four major human resources consulting companies-Hewitt, Mercer Consulting, He Yi Consulting and towers watson. Please refer to/note/515101722/

If domestic investment is required, there will be many well-known consulting companies, including Huaxia Cornerstone, Luzheng Junce, Peking University Zongheng, Hejun, Han Zhe, and of course some small local consulting companies.

The position of management consulting company generally depends on personal ability and nature from the perspective of analyst-consultant-project manager-partner.

Generally speaking, consulting industry is a good choice in HR-related work. If you can choose a reliable company and partner, do it in a down-to-earth manner, persist for several years, and accumulate constantly, management consulting can still give people solid professional knowledge, cultivate strong logical thinking and analytical ability and broaden their horizons, and later you can transfer to Party A to engage in high-end HR positions.

(3) Training industry

Training industry is also related to human resources. The income of trainers is also relatively high. The market has three or five thousand days, and the market has eight thousand and one days. As for those well-known scholars or best-selling authors, there is no need to mention them, which is of no reference significance.

But as a fresh graduate, it is not necessarily a good choice to enter the training industry directly, because an excellent trainer is generally refined and constructed by his own system through years of management experience.

If you enter the training industry directly after graduation, you can only be a training consultant of a training company. The name of the training consultant will be fine. In fact, to put it bluntly, it is to contact teachers, be teachers' teaching assistants, and connect with enterprises. It is still difficult to become an excellent trainer without my own experience after listening to more classes. (Trainers are not limited to human resources, and outstanding people from all walks of life can be trainers. )

Of course, there is also a way to train consultants, that is, to integrate the needs of enterprises and the resources of trainers and go it alone when resources are sufficient. However, there are more and more intermediary training institutions and the competition is becoming more and more fierce. Without its own core competitiveness, the future will become more and more difficult to mix.

Third, university teachers and researchers.

Besides Party A and Party B, there is a third way, that is, university teachers and researchers. In the university, he taught the course of human resource management, and conducted relevant theoretical and academic research.

But nowadays, universities attach great importance to scientific research, but not to teaching. University teachers are not so relaxed and their income is not so high, unless you can get the subject or go out to make money.

(Source: What are the prospects for finding a job after graduating from human resources? )