Recently a lot of contact with the circle of human resource managers, directors, management, teacher and professional trainer, from the mouth, and I understand their situation more or less aware of some of the current manager of our human condition, a very interesting phenomenon is the
Circle a little "celebrity" is the most job-hopping "master" and have their own not stay, but also by businesses in the "trial period proved not meet the employment conditions or can not do this job work" to terminate the labor relationship. I am part of
Do an analysis, found that 90% of the problems are not because of our own professional, can not adapt to various changes in the environment, resulting in "flash in the pan" phenomenon. Concluded with the following points:
First, the experience of first
Most new recruits human resources manager at the entry after the original unit did not escape mode of thinking and working methods, often the original company forms a new unit inside the system to be used directly. Experience often kill people to know it. What is by
Experience, experience is a specific time period, there was a specific event, the method used to solve the time at the event, but the time in advance, the environment is changing, how the method can be used to solve past problems now it? Ox
Once said that imitation is always super, but who Mengniu Mengniu, but who will one day learn more than Mengniu Mengniu. Can learn from others, mainly to learn other people's way of thinking, learn from others advanced the concept, learn from others present management methods, but
This is their own business needs and realities, can not copy the ah! So, at the times of human resources to do the same for our people. Revolutionary predecessors have long taught us, "be sure to Marxist theory and concrete practice of China" in order to
Solve the problems we face.
Second, the unrealistic expectations
When talking about the interview, the human resources of a set of theoretical understanding, quite everyone's style, so that finally found a leading expert, it seems that the problem encountered by enterprises he (she) can be solved . In fact the basic ability
Particularly poor, even the most basic EXCEL spreadsheet methods are not relevant, it will use the WORD; even human resources analysis will not do, you know about a lot of reasons; to do the work of previous batches of a mess, the highest level on their own ; that the company's system
There are no standard, the units on their own copied is the best; and so on. Business is looking to solve our problems now, rather than find people who would say that blaming others Club Road. Have a good theoretical foundation of human resources managers not only non-
Often deep, and basic vocational skills are also very outstanding, not only do the analysis of strategic human resources, and do basic business operations, it also could get the next release.
Third, grumble
No boss is willing to hire disgruntled people, any people will not complain will be raised. Like to complain about people, life will not have success. The destruction of life, often begins with complaints and grievances. A lot of people do not know the boss invited us to business
Do come, that as the "said (shuo) off" the. That this is inappropriate, what not, grumble, the company said nothing. Therefore, each human resource practitioners must understand their career orientation and work orientation, such as
If all systems in normal operation of enterprises that want us to do?
Fourth, the quick success
No one took 10 days to amend the company's rules and regulations and operating manuals, and copying the original's basic model, so I called "zombies." Why? First, rigid thinking and the brain, do not understand the theory with real
Occasion, did not know each business has its own characteristics, do not know to find a suitable system for the healthy functioning of the enterprise system; second, a human brain is not functioning and not on the "body" the same? I understand that people's actions, like in the old as soon as possible
Board before being appreciated and recognized, some "performance", to prove that the brain has "water." In the past few days may not even understand the company's mode of operation is not it, even the most basic of the company do not understand it, the courage to "hit" "medical disease"? This
Kind of person is often counter-productive, can not be long until they become "unemployed" in one, and if the boss is a sensible words.
Five castles in the air
Human Resources Manager started going to the new business the most difficult is the "root", can often, but some people are hanging in the air, can not agree with the corporate culture and find fault.
And "maverick" and can not put their own views and business practices together, Dakan their ideas and theories, can companies that are not useful, the final choice himself "retired from" the.
Sixth, the narrow field of vision
Zhang Aiqing teacher once said, human resource managers must be a management guru, should have the financial, human resources, production, purchasing, sales, and other aspects of psychological knowledge, ie: is a hybrid home. They know you do not know
Knowledge, do not understand the company's processes, how will your business seriously then, if you're better than he has professional advice than he has in-depth, he will naturally find you, put you as a strategic partner, otherwise, you is a hands-on mission, every day
Holding a system, theory ah in the study, the results of "a hundred no one with a scholar." Therefore, human resource managers must enhance their knowledge of various types of learning, while in-depth understanding of the company's business, only the company's overall operations are the more profound the
Solution, you will realize the hard work of business units to understand their real needs, rather than the day "behind closed doors." Here, also put forward a little quiz to see if your knowledge or ability to manage exactly to what level: 1, what is the amount of profit
Analysis? 2, mergers and acquisitions have attention to those matters? 3, What is 5S? Each S's mean? 4, how do the financial analysis? 5, the financial balance sheet, income statement and what is the difference? 6, what is the sale of the 4P and 4C? 7, "The Wealth of Nations"
Who wrote it? 8, if you are a party, the Party's basic line? 9, the next three years and this year's business objectives? 10, according to your understanding, write the company's business plan next year? (Less than 3,000 words).
Answered the 10 questions above, then ask yourself, my presence, the presence of my department to create much value for the company? Then apply the 16 questions and see how their own level in the end? 1, when calculating overtime pay, overtime and days to the base
Set? 2, part-time labor contract are those characteristics? 3, employees and the company did not sign labor contracts, labor relations form the fact that the company can at any time terminate the labor contract? If not, how? Renewal of the contract, the company in advance
30 days inform the employees? If the deadline is not renewed, how to deal with? 4, recruitment in the behavioral interview method STAR stand for? 5, for human resources management tool we often use roi, what is it? 6, performance appraisal
The last two aspects of that? 7, What is post value assessment? The most popular of which method? 8, what is management by objectives? What is the principle of smart? 9, the staff of the punishment a man named hot stove effect, it's four characteristics? 10 results
Effective interview in Hamburg principle how is it? 11, the monthly pay-days are working days and how many days? 12, SWOT analysis is what? 13, teams and groups What is the difference? 14, staff training, the whole process is like? 15 posts
Bit instructions include those parts? 16, working conditions, recruitment of staff how to write?
In real life, many human resource managers, human resource managers, but very little good reason is that most human resource managers are more impulsive, can not use their professional knowledge to solve real business problems,
So you do not complain about the company's human resources department of major policy decisions were not always!
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