What Is a Director of Human Capital?

The HR Director is one of the most important and valuable top management positions in modern companies, a strategic partner of the CEO, and an important member of the core decision-making layer. As a human resources director, you must strive to build an efficient and practical human resource management system from a strategic perspective, successfully select talents, establish scientific assessment and incentive mechanisms, maximize the potential of talents, create outstanding teams, and shape an excellent corporate culture. , Promote organizational change and innovation, and ultimately achieve sustainable development of the organization.

Director of Human Resources

Director of Human Resources (DIRECTOR OF HUMAN RESOURCES) refers to the main

In theory and in practice in developed countries or regions, the human resources director should be a senior employee and a senior manager, because he has to participate in the management of various decision-making and deployment personnel, and is a core member of the organization. Domestic companies will generally

1. Formulate the company's human resources plan according to the company's actual situation and development plan, and organize implementation after approval.

2. Organize the company

1. Organization building

Participate in discussing the organizational structure of the company above the department level;

Determine the organizational structure of lower-level departments;

When it is found that the post setting or division of labor in the lower-level department is unreasonable,

If something goes wrong, make adjustments and notify the Human Resources Department.

2. Recruitment and appointment

A. Employment needs

Put forward the employment needs of the direct subordinate posts, and write the post's

Application conditions 1, Level 4 Human Resource Manager Qualification Certificate: 16 years of age or older.
2. Level 3 human resource manager qualification certificate: a college degree or below, continuously engaged in this job for more than 6 years; obtained a level 4 certificate, engaged in continuous work for more than 3 years; obtained a college certificate, engaged in continuous work for more than 3 years; After obtaining a bachelor's degree, he has been engaged in this job for more than 1 year.
3. Qualification certificate for the second-level human resources management division: a college degree or below, continuously engaged in this job for more than 13 years; after obtaining the third-level certificate, continuously engaged in this job for more than 4 years; after obtaining a bachelor's degree certificate, engaged in the work of this employee for 5 years Above; After obtaining a master's degree, he has been engaged in this job for more than 2 years.

I. Establishing a human resources strategic plan to promote enterprise development

An effective human resources strategy is the guarantee for an enterprise to realize its business strategy. Therefore, based on a full understanding of the enterprise strategy, the director of human resources must analyze the opportunities and threats of the external human resources environment in which the enterprise is located, based on the actual situation of the enterprise. Advantages and disadvantages of human resources, clarify the challenges faced by human resources management of enterprises and the shortcomings of the existing system, establish a human resources strategic plan that meets the actual needs of the enterprise and the development of the enterprise, and formulate the vision goals of the organization's future human resources management and with them Matching human resource management mechanism. Under the guidance of human resources strategy, an effective human resources strategy and policy to attract outstanding talents and stimulate the growth of talents is formed.

The human resources strategy of an enterprise determines the human resources management activities of an enterprise. The human resources strategic planning is the program and guideline of the company's human resources business activities. Developing an innovative and forward-looking human resources strategic plan that is in line with the company's actual situation is the first task of the human resources director. .

Building a strategic human resources management system to achieve the strategic performance goals of the organization

The director of human resources should formulate a human resources strategy based on a thorough understanding of the strategic goals of the organization, carry out the construction of the organizational system according to the organizational strategy, determine the job system based on the organizational system, carry out job design and develop the competency and quality system, and identify the positions required to achieve the strategic goals. Strategic capabilities, including knowledge, skills and other requirements. Perform staffing and training development based on the competence and quality system, establish an objective and impartial human resources evaluation system, and objectively evaluate the competence and performance of employees, and ensure that the company's strategic goals and employees' individual performance are effectively combined. Establish a scientific compensation and welfare and long-term incentive system to stimulate employees to fully realize their potential and realize their own value on the basis of creating value for the company. The core of the strategic human resource management system is to realize the integration of the organization's strategic objectives to performance output, and to realize the organizational strategy by building core human resource capabilities.

Implementation of human resource management activities that create value for the enterprise

The director of human resources is one of the core leadership members of the company's operation and management, and is responsible for the task of integrating human resources work into the overall operating system of the enterprise to support its development. The director of human resources should guide the company's business development from the perspective of human resources management and participate in business management decisions, promote human resource management from the perspective of corporate development, and integrate the human resources role with the company's overall business role to enable human resources Management activities drive the realization of corporate business strategies. Improve organizational efficiency through organizational construction and reasonable staffing, improve employee cohesion, personal ability, and employee satisfaction through training and development, assessment and incentives to increase per capita output, so that human resource management creates value for the enterprise.

Fourth, integrate the resources to create a strategic team of talent and management mechanisms to maximize the effectiveness of human resources

The director of human resources should also be an expert in motivating talents. Incentives are the main means to improve the vitality of the team and change the working status of employees. Incentives are an art. Only incentives can motivate employees to work enthusiastically. Work. Comprehensively use various incentive methods, integrate various incentive measures, formulate incentive measures and incentive policies that are in line with the actual conditions of the enterprise, and exert the best effectiveness of human resources through incentives.

V. Advocate and promote corporate management change

Change is the eternal theme of corporate development. Understanding, promoting and guiding change is also the eternal mission of the director of human resources. The director of human resources should fully understand the needs of organizational change and the environment for change. Guide employees to form transformative ideas and create transformative technologies, transformative products, and transformative corporate management processes. Only through the implementation of changes can companies stay young and rejuvenate.

In promoting and implementing change, the human resources director must maintain efficient communication with management, business units, employees, and external agencies. Through communication, human resources policies can be effectively understood and implemented, and through communication, management and employees can accept change ideas, and actively participate in and promote change.

To promote and implement change, the human resources director must introduce and promote innovative management models and enterprise operating systems based on the actual situation of the enterprise. In the process of implementing the change, the human resources director plays the main role of coordination, guidance, and communication. Therefore, human resources Directors are the main advocates and enablers of organizational change.

6. Implement knowledge management to promote organizational innovation capacity building

The director of human resources should improve the learning of the organization through human resources management, promote the technological innovation of the organization, and form the core competitiveness of the organization. Through knowledge management, the technical expertise and personal resources of core talents in the organization are transformed into the knowledge and resources of the organization.

The organization's innovation power is formed through knowledge management to avoid the loss of core technical personnel and cause major losses to the enterprise. Use the mechanism and means of knowledge management to realize the transformation and value-added of personal knowledge and the formation of organizational innovation capabilities.

Create an excellent corporate culture and build an organization's core competitiveness

The director of human resources is responsible for the mission of corporate culture construction. Through the understanding and interpretation of the personal culture of the founders and management team of the company, and the historical traditions, common values, and ethics summed up and refined during the long-term development of the company, Combining the actual situation of the enterprise and the development of the enterprise to form an enterprise-specific culture. The director of human resources is an advocate and communicator of corporate culture. Human resource management is the carrier and support of corporate culture, and a reliable guarantee for the construction and implementation of corporate culture. The human resources director unifies the employees' thoughts, values and behavior patterns through the spread of corporate culture. Enable member companies to form cohesion and unify goals and actions. Use culture for corporate management, and let corporate culture become the soul and power of enterprise development.

8. Be an expert coach and train an excellent human resource management team

The human resources director must be familiar with the business knowledge and practical operations of human resources, not only to master the most advanced human resource management theories, but also to be familiar with the basic human resources business operations. With solid professional skills, only in this way can we effectively formulate human resources policies and business practices. Leadership and human resources departments conduct business activities, do well as coaches and mentors, and become expert leaders. At the same time, the human resources director must also have a personal integrity of integrity, influence the team through the charm of personal personality, and establish a good image among employees.

The human resources director should provide business guidance to the subordinates and members of the human resources system, lead the team, and create an efficient, innovative, and pragmatic human resources management team to promote and achieve the organization's human resources management goals.

In short, the director of human resources is responsible for the mission of the organization's human capital appreciation and the realization of the organization's human resources strategy. Therefore, we must continue to learn and innovate, surpass ourselves, and achieve personal life value while fulfilling the organizational mission.