What Does a Human Resources Manager Do?

Human resources manager, manager of human resources department work. It turned out to be a personnel manager. The biggest difference between them is that human resources managers focus on developing human resources, while personnel managers focus on using human resources. Human resources are different from traditional natural resources and belong to unlimited development resources; of course, they will be exhausted even if they are not used. This is why today's enterprises have taken down the personnel department brand and replaced it with the human resources department. Human resources manager: plan, direct and coordinate the personnel activities of the organization, ensure the rational use of human resources, manage claims, personnel strategies and recruitment.

Human resources manager

Human resources manager, manager of human resources department work. It turned out to be a personnel manager. The biggest difference between them is that human resources managers focus on developing human resources, while

Most corporate management and highest

What kind of professional characteristics should people in this profession have? Combining Kang Yingtao's point of view, it can be summarized into the following four missions:

Corporate strategic partners. Human resource management is not a job in a vacuum, but must become a strategic partner of the enterprise and bring continuous value to the enterprise. Although the human resources department is also a number of companies

Due to the special positioning and role of human resources managers in the industry, it is decided that human resources managers should deal with the following ten aspects of the working relationship in their daily work.

In the management of the organization, it is actually divided into two categories, one is the management of human resources; the other is the allocation and management of productivity resources, or material

I. What adverse phenomena should human resources managers overcome?

1. Don't pay attention to the relationship with the direct supervisor. The direct supervisor is your direct leader, and also the direct arranger of your work and the direct appraisal of your work performance. Making a good relationship with your superiors is not to let you go to flattery, but to pay attention to communicating with your superiors regularly, to understand the intentions of your superiors to arrange work, and to discuss some solutions to problems together. This will make your job more profitable.

2. Ignore corporate culture. Every company has its own corporate culture, and whether or not the company promotes these cultures, it exists objectively. Especially 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 the corporate culture, it will be incompatible with other people and affect your impression among other employees.

3. Be prepared for others' responsibilities. Everyone can make mistakes at work. When a problem arises at work, it should be assisted to solve it, rather than just making blameful comments. Especially when you can't do it, letting your subordinates or others to meet these requirements can easily make people disgusted. In the long run, such people have no prestige in the company.

4. Be opposite. Things that have been identified but often changed will make your subordinates1 or assist employees unable to get started. If you make a promise that you cannot fulfill, you will lose credit.

5. Slow action. A lot of work is carried out by multiple employees in collaboration with each other. Due to your delay, it affects the overall work progress and will harm everyone's interests.

6, please blindly. A truly competent employee should make suggestions to his superiors on the problems in his or her job, and should not just agree. Mr. Haohao temporarily pleases a few people but loses the support of the majority.

7. Spread rumors.

Second, how do human resources managers treat employees?

1. Respect employees (the content is omitted here, the same below).

2, full of interest to each employee.

3. Don't judge employees casually.

4. Treat employees in the way you expect them to treat you.

How to write a system?

1. Involve the parties (the content is omitted here, the same below).

2. Pay attention to employees' working habits.

3. Concise.

4. Easy to operate.

5. Do not seek perfection and justice.

6. Take measures to change habits.

How to help new employees understand the company?

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

2. Understand the company's organizational structure.

3. Duties and authority of each department.

4. Management of customers and employees Ni Nian.

5. Company products and technologies.

6. Expectations for new employees.

7, the company's

1. Human resources management must pay attention to three measurement standards. Human resources managers must treat the operators as their own standards. One is profit; the other is cost; the third is time. Human resource managers must consider themselves as operators, so when planning or implementing human resource management projects, they must pay attention to the human capital of the project and the economic indicators of the enterprise, center on costs and profits, and make human resources work create profits for the enterprise. Must be able to reduce costs for the business or

One: Wuwen get ink

Most managers in the company have a business background and lack basic management training. Most of them work based on experience and feelings. They only work hard, get up early, get greedy, and work hard. They have no time to rest. People like to write long essays when they have nothing to do. They publish documents three days and two days, and they spend a lot of time on large pages. Who has the time to read them? Over the past year, the human resources department issued a lot of documents, but what staff members may have read but did nt know.

Two: keen to show

Some employees reported that the leaders of the Human Resources Department always love to talk about ideas and mobilize at the small meeting of the conference. The scene is really beautiful and sensational, but often they do nt see specific actions afterwards, let alone see practical results, giving people A feeling of "high thunder and small raindrops", bluffing, tiger heads and tails. The Human Resources Department is keen to make a show. Although the event opens vigorously, if the implementation is not in place and cannot be carried out, the higher the employee's expectations, the stronger the sense of loss. Human resources work should not just stop at sensationalism, but also spread it.

Three: self-righteous

This is the first problem. Since the position of the Human Resources Department is the company's strategic partner, cultural spokesperson and consultant, it has a high self-esteem. It is impossible to extricate ourselves into the ivory tower built with a stylish management concept. When formulating measures and plans, they are often divorced from reality, pursue idealization, and do their own thing. From business managers to ordinary employees, no one buys it. The result can only be self-singing, singing, and widowhood.

Four: Chameleon

Although the Ministry of Human Resources assumes the role of coordinator of labor relations, it is difficult to maintain a neutrality that is acceptable to both parties in the labor conflict. On various issues, the human resources department has to always look at the boss's head, but capital will be paramount.

When it is necessary to reduce the staff turnover rate by attracting people's hearts, the Human Resources Department spares no effort to instill the "people-oriented" concept, and introduces various programs to improve welfare benefits. We can't wait to turn human resources into a charity. When the market is sluggish , The Human Resources Department immediately formulated and implemented the layoff plan, and transformed into a cruel "professional terminator"; when the profitability of the business declined, the Human Resources Department had to find ways to help the boss figure out how to make the cattle eat less grass and squeeze more. The performance evaluation method of milk comes. Let you be the negotiator today, let you be the judge tomorrow; let you be the assistant of the middle manager today, let you be the supervisor of the middle manager tomorrow; let you be the good messenger today, and let you be the gunner tomorrow ... , Business managers are jealous of HR, and ordinary employees stay away from HR. Trust in the human resources department is less and less, and resentment in the human resources department is more and more.

Five: layman

I often see colleagues in the human resources department proactively discussing issues such as performance appraisal and employee training with business unit managers, and the embarrassing situation where some business unit managers talk badly and touch their noses. Due to the special nature of the industry, the operating modes and methods of each company are different. Without a few years of scrutiny in a certain line, it is difficult to understand the company's business operation process. This is one of the important reasons why HR is difficult to be accepted by business departments.

The human resources department is responsible for the formulation of the company's performance appraisal plan and the drafting of performance contracts. Especially in the formulation of KPIs for various departments and positions, the human resources department has no way to start. Does HR need to be familiar with the business? How much business do I need to know? Need to change from a layman to a layman? How to change from lay to lay? It is indeed a huge challenge that the Human Resources Department cannot avoid.

Six: Sell combs to monks

I often hear complaints from business managers and employees that the training courses provided by the Human Resources Department have no practical effect on improving their work performance. Instead, they sacrifice their poor leisure time for busy work. The company's training programs are not generous, but the more training, the more employees complain. When formulating human resources development plans, recruitment plans, training plans, salary design, and performance evaluation programs, the Human Resources Department often starts from the theory and thinking set of human resources management. For the special needs of different stages of development, The lack of in-depth understanding of the company's external environment and industry characteristics makes it easy to overlook issues such as the relevance of various human resource management programs to the company's phased goals, the compatibility of the company's own specific cultural traditions, and the operability of the program itself. The implementation of some programs not only did not benefit the enterprise, but increased the company's ineffective input, and the value of the human resources department could not be calculated in the enterprise's internal value chain.

Four basic requirements for a human resources manager:

First, master degree or above, research on human resources has reached a certain depth, understand the development process and application model of human resources management of international companies. Not only must have solid theoretical knowledge, but also understand practical operation.

Second, be creative. As a human resource manager, without new ideas and creativity, it will be a fatal weakness. Human resource managers should know the essence of the policy, dare to break the status quo, and constantly provide strategic advice to the highest level of the company.

Third, be influential. As a human resources manager, he must be good at passing his boss (director or general manager of the human resources department) and direct subordinates (hiring manager, compensation manager, etc.) to pass his influence to the boss, thereby affecting the company's personnel policy.

Fourth, you must have strong language skills and information communication skills. Only when human resource managers express their thoughts and research results vividly and accurately can their schemes be used by the company's decision-makers.