HR Division in 2009: What's the difference between senior HR and ordinary HR?

What's the difference between senior HR and ordinary HR

They are all HR, with an annual salary of 200,000 for the personnel director and 30,000 for the personnel specialist. Judging from the market demand and salary, there is a big gap between them. So, what is the difference between ordinary HR and advanced HR? In this regard, Liu Dawei, a senior human resources expert and general manager of Shanghai Professional Enterprise Management Consulting Co., Ltd., believes that human resources management is a highly professional industry, so the difference between ordinary HR and senior HR is mainly in professional ability and quality.

Ordinary HR is the executor of the enterprise human resource management system, which only plays a role in the human resource department. Although ordinary HR also has some professional knowledge, it is often limited to one aspect, and its breadth and depth are obviously lacking; Although I have 2-4 years working experience, I lack higher-level training because of my short working years, limited knowledge and lack of experience.

In contrast, senior HR, as a senior manager of an enterprise, plays four different important roles: 1, an expert in personnel management, familiar with the enterprise personnel management process and aware of relevant government laws and policies; 2, business partners, familiar with the business, participate in the formulation of business plans, and supervise the effective implementation of business plans; 3, exert influence, coordinate and balance various relationships within the enterprise; 4. Change promoter, assisting the senior management of enterprises, effectively planning and responding to changes, and providing strong support for changes in staffing and training.

Because of his multiple roles, the characteristics of senior HR are obviously complicated: he is responsible for the whole human resources department, exerts influence on the whole organization, and shoulders the heavy responsibility of designing and planning the blueprint for enterprise development. Therefore, senior HR should be superior in knowledge and ability, not only have profound professional knowledge, but also be familiar with all aspects of marketing, marketing and planning. Have rich practical experience in human resource management, and be familiar with various businesses of the enterprise, and be able to make accurate judgments by using experience in work; In addition, in addition to the necessary management skills, communication skills, leadership skills, negotiation skills, etc.

Senior HR must have five "internal strengths"

As the saying goes, there is no free lunch. Senior HR, with a high salary of more than 10,000 yuan per month, must undertake greater work responsibilities and have the ability to be "all-rounder" for more complicated work situations. In this regard, Sun Li, director of human resources of Hong Fei International Trade Co., Ltd. pointed out that if you want to become a senior HR, you need to practice five "internal strengths"

Strategic awareness of human resources

Senior HR needs to analyze and predict the future human resource allocation in combination with the overall development strategy of the enterprise, so as to formulate the enterprise human resource development strategy. Therefore, senior HR must cultivate the strategic awareness of human resources, broaden their horizons and ideas, be far-sighted and make suggestions for the long-term development of enterprises.

Salary management ability

Salary management is the core content of enterprise human resource management, which directly affects the management effect of enterprise core resources-talents. Therefore, senior HR must have superb salary management ability, be able to formulate a comprehensive salary solution strategy system, be familiar with salary design workflow, job evaluation method, salary structure design and reasonable combination of salary, bonus and welfare, and be good at using various salary incentives to retain talents.

Training management ability

Staff training is regarded as the "reservoir" of talent supply in enterprises, and its importance is increasingly apparent. Senior HR, as the leader of the human resources management department, must be an expert in training management, be familiar with the various training needs, methods and forms of employees, establish a training system with administrators on this basis, supervise the implementation of various training plans and projects, and be able to conduct effective evaluation.

Performance management ability

Effective performance management helps to mobilize the enthusiasm of employees and improve the overall performance of enterprises, so it also plays a decisive role. For senior HR, it is necessary to fully understand the types, advantages and disadvantages of various performance evaluation tools and evaluation index systems, as well as the legal issues, procedural justice issues and goal setting issues in performance evaluation, and be familiar with the operation process and design methods of performance management.

Recruitment management ability

This is an essential "basic skill" for HR. For senior HR, although it is not necessary to participate in trivial work, the quality of recruitment directly determines the quality of employees. Therefore, we must be cautious in human resource analysis and planning, talent selection criteria, recruitment cost evaluation and so on. Senior HR must have the ability of recruitment management, know how to carefully arrange and manage the recruitment activities at all stages of the enterprise through project management methods, and adjust the recruitment plan in time according to the situation to recruit the really needed talents for the enterprise.

Three ways to cultivate advanced human resources

How is senior HR cultivated? Senior HR is a highly professional profession, and the possibility of self-study is relatively small. Only through professional training can we improve our professional ability. At present, there are three main ways to learn advanced HR:

Methods: Academic education.

In recent years, many universities in China have set up advanced courses in human resource management, some of which are aimed at advanced HR, such as MBA degree courses with HR as the core. Although these training programs systematically impart professional knowledge, help students lay a good theoretical foundation, and at the same time get academic diplomas, but due to the disconnection between university education and practical application, there is a lack of theoretical talk.

Ways: domestic vocational training

At present, HR vocational training is a hot topic in the domestic training market. There are nearly 100 related projects with a wide range of choices, but not many of them are suitable for senior HR, especially in the aspects of training content, teaching materials, methods and teachers, which are obviously in line with international standards and slightly lacking in the cultivation of practical ability. According to the latest survey data of "265438+20th Century Talent Newspaper", in 2004, 96% of HR participated in various trainings, and 68% of them were dissatisfied with the training effect.

Ways: foreign vocational training

Foreign HR vocational training, such as SPHR of American Institute of Accreditation (ACI), HRCI of the United States, and HR management of British Chartered Institute of Personnel and Development, focuses on cultivating students' ability of strategic decision-making and policy-making. The training content is authoritative and the training management is more rigorous, so the gold content is relatively high.