At present, human resources management are more and more attention to Chinese enterprises, but in relation to China’s economic take-off and the rapid development of enterprises, human resource managers did not receive the quality and enhance the quality, but restricted the development of enterprises, but at major web and real life, we have to admit: Human resource managers are many practitioners of the most difficult, a lot of stress, one of the crowd.
This is, of course, and Chinese enterprises on the fast pace of development, but I believe that human resource managers of their own qualities they feel are the important one of the reasons for stress, together, the current resource managers in China have the following deficiencies with the experts to explore.
First, the various concepts and tools for the so-called confusion, lack of sense.
As we all know, on China’s current term, enterprise management is a concept the first time, China is not a strong ability to learn, but powerful, no matter for the U.S. enterprise has no use, the boss of the concept of the new one look good, quickly the introduction, so high-profile study, training, implementation, those who give advisory body abroad to earn a lot of money, the results are often aborted.
And domestic resource managers in person, seems to have contracted the disease, and almost reached the point of obsession with what “balanced scorecard, quality model, strategic model, e-hr” and so on, immediately study the use of, not knowing These things often are introduced and enterprise level contact management integrated together, and should not, used to use are not acclimatized, but we have a lot of human resource managers do not understand this truth, instead of complaining about the boss bad idea, the company’s lack of support and so on, time goes by,inevitably arise, and Drucker said: First of all, is a management practice, all of the theory must be able to practice accepted by the public.
Very frankly speaking, some of the domestic human resources in the so-called experts are very scorn of me, with a 7,80 era theory (or more) to give lectures everywhere, in fact, you listened to the entire right, well and good, but how to do , did not provide, none of … … I sometimes joke: Hi experts, please give me to be a “performance appraisal system,” he does not necessarily make the out, therefore, management is of the essence of firms, rather than knowledge.
Second, expertise and practical knowledge of the serious shortage.
As a human resources manager must be in their own field of a very professional performance, human resources management is definitely not the same as some people imagine, as long as the affinity of good points, nice point, be patient, you can do a good job.
There is a lot of professional questions, you are at least half a labor law expert, for recruitment, training modules, such as 6 to show sympathy with the people not the same as the ability to give me 10 the simplest questions, you can test, if the correct answers 6 count passes, if the following three, you complain that the company not to give you a low salary or a boss give you enough support.
1, the calculation of overtime wages, overtime base and how to set the number of days?
2, except statutory holidays, when you consider the calculation of their earnings, in accordance with the calculation of how many days?
3, employees and the company did not sign labor contracts, the formation of the fact that labor relations, the company may at any time labor contracts? If not, how to deal with? At contract renewal, the company informed 30 days in advance of workers? If the deadline is not renewed, how to deal with?
4, recruitment in the conduct of the interview method separately STAR represent?
5, for human resource management level, we often use the roi tool, What is it?
6, what is the employee exit interviews, What is the purpose of it?
7, What is the value of assessment of positions? The most popular is the method?
8, what is management by objectives? What is the principle of smart?
Nine employees of the penalties called hot stove effect, and its four characteristics are what?
10, performance in interviews is how the principle of Hamburger’s going on?
In real life, there is a lot of human resource managers, but the excellent human resource managers is extremely rare, the reasons lies in the fact that the majority of Chinese human resources managers are more impetuous, can not use their professional knowledge to solve real business problems , and its status has naturally declined.
Another is that in practice, should not size up the situation, clinging on the contents of books do, too dogmatic without modifications, and some human resource managers a lot of the so-called test certificates to prove their abilities, such as human resources management division, the international qualified human resources, etc., in fact, that books can not prove any thing, encountered “strike by its employees, negative going slow, the annual salary adjustment, bonus payment,” such as the reality of the matter, can you give a company or boss to provide valuable and creative recommendation? If not, you should not complain about the company’s major decisions of the Human Resources Department is always no!
Three, not understanding the dual role of HR.
HR did not realize a lot of them in fact is not only the defenders of the interests of the company is also the spokesman for staff benefits, the actual role you are “From down, the best of both worlds.” Some HR tend to do everything possible for companies to save all kinds of costs, such as lower wages, non-payment of various insurance, deduction of fringe benefits. These acts of the surface you are savings for the company, but from the long-term, often lead to strained relations between employees, staff turnover remains high, resulting in decreased efficiency of enterprises, so HR should never sighted and obsessed and corporate benefits of the current long-term interests of businesses damaged, but HR should not have very good recognition of this, come up with a lot of the stupid idea to circumvent the law, against the interests of the employees such as non-contract, desperately down the candidates wages, extension of probationary period, to develop punishment too harsh Ordinance (such as a fine of 50 yuan for being late) and so on, the results of their own department is also under enormous pressure to meet the staff frequently asked, labor arbitration, unable to recruit suitable people. However, there is no thought of yourself: these are caused by it yourself? Some people said: You see, I have no way, the boss is asking me to do. However, you have failed to do the voice of the staff communicated to the boss, it has not put the consequences of doing so to inform the boss, or just behind the grievances, nor dare to communicate, perpetual state.
From another point of view: you is also a work, you are willing to be their legitimate rights and interests of people against it? Therefore, HR must be aware that the legitimate interests of employees, they should learn to fight, can not completely obey the boss, think about, if the boss has to go thinking this deduction staff, you think you deserve this kind of employers to follow? Therefore, we should want to do a good HR, must be reasonable for the employee for benefits, benefits unreasonable for the company to learn how to save, not just stuck to drift.