What advantages should a human resource manager have?

In the management of an organization, the abilities that a human resource manager should have are actually divided into two categories: one is human resource management; The second is the distribution and management of production resources, or the management of material resources. The management ability of human resources The person in charge (manager or supervisor) of human resources management shoulders the important responsibility of the structure and management of human resources of enterprises (or organizations), and holds half of the productive forces (even all of them, because human resources can be regarded as the first resource for the survival and development of enterprises (or organizations) in a sense). Therefore, in this sense, what kind of personnel to choose for human resource management is an important factor to ensure the effectiveness of human resource management. So what basic abilities should a qualified human resource manager have? 1) Fair, faithful, firm and brave willpower. 1. Justice is the most important quality. Human resources manager. Only justice can be selfless, there will be "selfless heaven and earth" open-minded, and there will be the ability and courage to "promote internally without avoiding relatives and promote externally without avoiding enemies." With fair quality, we can objectively evaluate and determine the manpower, and we can not be confused and influenced by all kinds of illusory illusions when selecting, recommending and using talents, and adhere to the principle of "using only talents". 2. Loyalty refers to maintaining loyalty and trust in an enterprise (or organization) and in the handling of interpersonal relationships. Only by loyalty can we take the interests of enterprises as the criterion and ensure the fair principle of human resources construction. Only loyalty can make you establish a noble personal character, so as to remain attractive in interpersonal relationships, establish extensive and good social and interpersonal relationships, and ensure contact, discovery and absorption of all kinds of outstanding talents needed by enterprises and organizations. 3. Strong and brave willpower. Man is the most complicated resource of all resources. Human nature is unpredictable, and it is also difficult to establish, select and use talents. Therefore, an excellent human resource manager must have firm and brave willpower, so as to bear the pressure and challenges from all sides in the process of human resource construction, carry out his own work well and adhere to the principle of fairness and integrity. 2) A correct and comprehensive understanding of human nature and extensive knowledge. One of the main responsibilities of human resource managers is to find, confirm and select the talents needed by enterprises or organizations. Then, only when we have a correct and comprehensive understanding of human nature and the ability of insight and analysis, can we fully understand the characteristics of human nature, understand people's social and physiological needs, and abnormal behaviors when their needs are not met, have the ability to understand others' psychology through appearances, and have the necessary practical working abilities such as keen observation, judgment, love and patience, can we ensure the correct analysis and judgment of talents' personality and ability, thus ensuring the search for talents. Have extensive knowledge of social science. First, you can make full use of all kinds of social science knowledge or methods to provide technical support for the analysis and discrimination of human nature. Second, a person in charge of human resources should get along with people from different occupations and fields at the same time. Extensive knowledge of social science is helpful to improve the ability to verify and distinguish all kinds of talents, talents and talents at different levels. Third, it is conducive to internal and external communication. Imagine that it is essential for human resource managers to communicate with people from all corners of the country in their work and understand the customs of various nationalities, regions and countries. Fourth, it is conducive to establishing a wide range of social relations for human resources and creating conditions for building a human resource pool needed by enterprises or organizations. (To be continued) 3) Affinity and excellent interpersonal skills. With affinity, you can maintain good interpersonal relationships, get close to and understand others, have the opportunity to listen to different voices and discover the truth hidden under the surface of things, and know the real needs and opinions hidden in the deep consciousness of people. Therefore, it is particularly important for human resource managers to have affinity. For any manager, he should be "good at listening to what others can't hear and seeing what others can't see", while for a human resource manager, he should be able to find more different things and voices from what everyone can hear and see. Affinity is an important guarantee to use this ability effectively. Human resources are one of the elements of productivity. The person in charge of human resources should not only ensure the perfection of the human resources structure of the enterprise or organization, but also undertake the responsibility of ensuring the effective utilization of the human resources of the enterprise or organization. Therefore, human resource managers must have excellent interpersonal skills, and fully and effectively use these skills, improve the cohesion of enterprises and organizations through the reasonable construction, collocation, adjustment and reserve of human resources, and help enterprises or organizations solve internal conflicts through good and effective communication skills, so as to ensure that human resources play a full role in productive factors. Distribution and management capabilities of production resources These capabilities include: 1. Be able to plan and manage human resources and design human resources management manuals. 2. Job analysis and performance evaluation management skills. 3. Salary and welfare management ability. 4. Human resource development and training capacity. 5. Ability of personnel system management. Of course, as a human resource manager, you should also have organizational ability, leadership ability, expression ability, self-confidence (and interest or hobby in human resource management) and other qualities. An excellent human resource manager, just like Bole looking for a swift horse, should have Tian Bin's talent, rich experience and comprehensive ability. Therefore, enterprises and organizations must attach importance to the selection of human resource managers and treat them well. Because "there are always swift horses, and Bole is hard to find." Other abilities 1. Honest Character A person's integrity may not achieve anything by itself, but if a person lacks integrity, it is enough to fail, Peter. Drucker's words are not specifically aimed at HR workers, but they do have great enlightenment to HR workers. HR holds the company's most valuable resources, and all the human resources of the company are well known. If there is something wrong with HR's character, it will undoubtedly be a huge time bomb for employees and the whole company. Therefore, it can be said that integrity is one of the most basic and important characteristics of excellent HR. Second, strategic vision, macro vision It is not enough for modern HR to focus only on the affairs within the company or even within the department. It must have a strategic vision and a macro vision. On the basis of being familiar with the company's human resources and talent market, we must also be familiar with the company's overall production and operation, including the financial situation and the challenges and opportunities that the company faces now and even in the future. Only in this way can HR really get rid of the past affairs officer and become a strategic partner of the company. Third, excellent communication skills HR, as its name implies, is dealing with people, so HR's communication skills are undoubtedly a very important part of its work ability. Strong affinity can attract outstanding talents to the company just like magnetic force; Honest and trustworthy communication can retain real talents; Artistic communication can resolve many disputes and contradictions within the company, and so on. Therefore, excellent communication skills are indispensable for excellent HR. Fourth, excellent learning ability Modern society advocates lifelong learning, and stopping learning means elimination, so this puts forward higher requirements for learning ability, especially for HR, HR workers are always at the forefront of management, they are the first to come into contact with the most advanced management ideas and concepts, and they have a fairly high update rate. If HR can't keep up with this rhythm, not to mention serving and managing employees, even the most basic job requirements may be difficult to meet. Therefore, an excellent HR must have excellent learning ability. V. Good emotional control ability If the business department is an external airbag, then HR becomes the company's internal airbag. HR directly faces the individual employees, and its work directly affects the vital interests of employees, which will inevitably become the department with the most complaints and complaints in the company. In addition, it is generally difficult to directly quantify the results of HR work, and sometimes it is difficult to get recognition from relevant departments and even the top management of the company. However, as long as there are mistakes, it will inevitably be criticized by many parties. Excellent HR must have good emotional adjustment and control ability to deal with the above situation and devote himself to the new job with passion. Intransitive verbs have excellent organizational and coordination skills. Human resources work, such as recruitment, training, assessment, etc. It is inseparable from the support and cooperation of other departments of the company and needs various resources. This requires excellent HR with good organizational skills, especially cross-departmental communication skills. Otherwise, it will not only affect the work efficiency, but also affect the position of HR in other departments. 7. People with high sensitivity are sensitive animals, especially knowledge workers. Therefore, excellent HR should have high sensitivity, so as to care for employees in every possible way, find various problems in work and predict the development trend of things. Of course, this includes sensitivity to all kinds of information.

How to be a good human resource manager? What bad phenomena should human resource managers overcome?

1, does not attach importance to the relationship with the immediate boss. The direct supervisor is your direct leader, the direct arranger of your work and the direct evaluator of your work performance. Doing a good job with superiors is not flattering you, but paying attention to communicating with superiors frequently, understanding their intention of arranging work, and discussing solutions to some problems together. In this way, you can finish the work more smoothly.

2. Ignore corporate culture. Every company has its own corporate culture, which exists objectively whether the company publicizes it or not. Especially for new employees, when they first come to the company, they must pay attention to the company's corporate culture. If you don't pay attention to corporate culture, you will be out of tune with others and affect your impression among other employees.

3. Be responsible for others. Everyone can make mistakes at work. When there is a problem at work, you should help solve it, not just express some criticism. Especially when you can't do it yourself, it's easy to be disgusted to let your subordinates or others meet these requirements. In the long run, such people have no prestige in the company.

4. Break your word. Things that have been determined often change, which will make your subordinates 1 or assist employees at a loss. If you can't keep your promise, you will lose your credit.

5. Slow action. A lot of work is done through the cooperation of many employees. Because of your slowness, the progress of the whole work will be affected and everyone's interests will be harmed.

6. Please people blindly. A truly competent employee should make suggestions to his superiors about the problems existing in his work, rather than blindly echoing them. Mr. Nice guy will please a few people temporarily, but he will lose the support of the majority.

7. spread rumors.

Second, how does the human resource manager treat employees?

1, respect employees (omitted, the same below).

2. Be interested in every employee.

3. Don't judge employees at will.

Treat employees the way you expect them to treat you.

Third, how to write the system?

1, let the parties participate (the content is omitted, the same below).

2. Pay attention to employees' work habits.

3. Be concise.

4. Simple operation.

5. Not seeking perfection, not seeking justice.

6. Take measures to change habits.

Fourth, how to help new employees understand the company?

1. Understand the company history (the content is omitted, the same below).

2. Understand the organizational structure of the company.

3, the responsibilities and authority of each department.

4. Treat the management of customers and employees.

5. Company products and technologies.

6. Expectations for new employees.

7, the company's human resources policy, etc.

5. How to prevent employees from jumping ship?

1, do a good job in recruitment. (The content is omitted here, the same below).

2. Standardize the management system.

3. improve wages and benefits.

4. Strengthen equal communication.

5. Employee stock ownership plan.

6. What are the characteristics of employee complaints?

1, complaining is an outlet. When employees think they have been treated unfairly, they will take some measures to vent their dissatisfaction. Complaining is the most common and least destructive way to vent. With complaints, there may be situations that reduce work efficiency, and sometimes even refuse to perform work tasks and destroy company property. Of course, most of the venting generally stays in verbal complaints, which affects work mood. With the passage of time or the solution of the problem, the emotions calm down and the complaints disappear.

2. Complaining is contagious. Although there may be only one employee complaining at first, there may be more and more employees complaining soon. This phenomenon is not surprising, because the complainant needs the audience when complaining and tries to win the audience's approval, so he will unconsciously exaggerate the seriousness and scope of the incident and try his best to contact the audience's interests. Encouraged by this, more and more employees will naturally become biased and eventually join the ranks of complaints.

3. Complaints are related to employees' personalities. Complaining may be more related to personality than events. The same unfair thing, the degree of emotional fluctuation of people with different personalities is quite different. Sometimes we find that in the company, there are always a few employees who like to complain, or even are dissatisfied with anything, or a trivial matter may make a fuss.

Seven, how to deal with employee complaints?

1, willing to accept complaints. Complaining is nothing more than an outlet. He needs an audience, and these audiences are often the people he trusts most. When you find your subordinates complaining, you can find a separate environment for them to complain freely. All you have to do is listen carefully. As long as you can get him to complain in front of you, your work is half done, because you have won his trust.

2. Try to understand why. Any complaint has its roots. In addition to learning what happened from the complainant, managers should also listen to the opinions of other employees. If it's because of complaints between colleagues or departments. We must listen carefully to the opinions of relevant parties and don't take sides with any one.

Managers should not make any comments until things are completely clarified. Premature statements will only make things worse.

3. Equal communication

In fact, 80% of the complaints are about trivial matters or unreasonable complaints, all from employees' habits or sensitivities. Such complaints can be solved through equal communication with the complainant. Managers should first listen carefully to the complaints and opinions of the complainers, then answer the questions raised by the complainers carefully and patiently, and criticize the unreasonable complaints of employees in a friendly way. Doing so can basically solve the problem.

Another 20% of complaints need to be dealt with. It is often because of problems in the management of the company or the work of some employees. Byodoji should communicate with complainants at the first time to calm them down, prevent complaints from spreading, and then take effective measures.

Step 4 deal with it decisively

Among the complaints that need to be handled, 80% are caused by management confusion, and only 20% of employees are dereliction of duty. Therefore, standardizing work processes, job responsibilities and rules and regulations is an important measure to deal with these complaints. The principles of democracy, openness and fairness should be followed when standardizing the management system. The management norms of the company should be formulated by the parties in the lectures, and the formulated norms should be open to all employees and deeply rooted in the hearts of the people. Only in this way can the fairness of management be guaranteed. If employees neglect their duties, they should take timely punishment measures against the parties and try to be fair and strict.

Eight, how to carry out risk knowledge?

In order to prevent risks, we must first identify risks. Identifying risks means actively discovering risks. For example, in employee management, the risk of losing technical backbone may be caused by the following aspects:

1. Treatment: Is he satisfied with his treatment?

2. Sense of job accomplishment: Does he have a sense of job accomplishment?

3. Self-development: Did he improve his ability at work?

4. interpersonal relationship: is his interpersonal relationship in the company good?

5. Sense of fairness: Does he think the company is fair to him and others?

6. Status: Does he think his status in the company is directly proportional to his contribution to the company?

7. Self-confidence: Is he full of confidence in the company's development and personal development in the company?

8. Communication: Did he have a chance to communicate with you?

9. Care: Can he get the care of the company and employees?

1 1. Identity: Does he disagree with the management mode and corporate culture development strategy of the enterprise?

12. Others: Is it possible for him to leave his job for reasons such as marriage, studying abroad, and continuing construction?

Human resource managers should effectively identify possible risks on the basis of careful understanding of the objective situation, which is the first step to prevent risks.

9. How to conduct risk assessment?

Risk assessment is an analysis of the friendliness that may be caused by risks. The evaluation is mainly carried out through the following steps:

1. Conduct targeted research according to risk identification projects;

2. According to the investigation results and experience, predict the possibility of occurrence, and express the degree of possibility with the correct score ratio;

3. Prioritize the queues according to the degree.

For example, human resource managers can conduct research by talking with the parties and sending questionnaires, and determine the possibility of employees resigning in various risk identification items according to the research results and experience. The results are as follows:

( 1) 10% (2)20% (3) 10% (4)0% (5)50% (6)20%

(7)0% (8)30% (9)0% ( 10)0% ( 1 1)0%

Priority queues are: (5), (8), (2), (6), (1), (3), (4), (7), (9), (10) and (1/kloc-.

Human resource managers can find that employees are dissatisfied with fairness and communication, because fair resignation is the most likely, followed by communication.

X. How to control risks

Risk management is to solve the problems found in risk assessment, so as to eliminate risks in advance. It usually consists of the following steps:

1. Further investigate the predicted risks;

2. According to the investigation results, draft a risk elimination plan;

3. Discuss the scheme with relevant personnel and report it to the superior for approval;

4. Implementation plan.

For example, human resources managers can hold special talks or surveys on fairness and communication issues, find out the root causes of the problems, and draft corresponding plans. For example, the solution to the fairness problem is as follows:

1. When formulating the company's rules and regulations, employees' opinions are widely solicited (through investigation, it is found that the system itself is not fair because of not participating in the formulation of the system. )

2. Distribute bound copies of the company system to all departments to facilitate employees to understand the company system (through investigation, it is found that some systems are not clear in details, which leads them to mistakenly think that the implementation of the system is unfair. )

3. Make the salary increase standard public and make the salary increase transparent.

Through investigation, it is found that because the salary promotion standard of the company is not clear, it is easy to feel unfair treatment. )

4. Increase inter-departmental exchanges

Through the investigation of the current situation of women, I mistakenly think that other departments are easy to work, and I am the hardest, which is easy to produce unfairness. )

The HR manager can discuss the above suggestions with you, and finally it will be approved by the office meeting or the general manager.

Through the implementation of the above scheme, it may increase everyone's sense of fairness, and the specific effect remains to be investigated and summarized. )

XI。 How to carry out risk monitoring

When the old risks are eliminated, new risks may reappear, so risk identification, risk assessment and risk control are carried out continuously to form an effective monitoring mechanism.

After a period of time, the risk needs to be re-analyzed to ensure that the control plan for the risk can be effectively implemented. And re-evaluate the problems in implementation.

In addition, we should pay attention to summing up experience and provide data for future risk management.