Is this how you run your team

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Is this how you run your team

an industrial company in Foshan, Guangdong Province, recently recruited a professional manager to govern the human resource management of the company. The company used to have only one administrative personnel department, with a staffing of three people: a minister, a supervisor in charge of administration, and a clerk. Because the company neglected human resources work for a long time in the past, there was no formed human resources management system, and the recruitment system, salary system, training system, performance appraisal system and so on were all blank. In addition, the company has no job description and has never done job analysis. The boss doesn't pay attention to human resources work now. Do not have the awareness of modern human resources. The new human resources department has changed its ideal. This phenomenon is that it has no way to start, and many employees of the company do not support its work, because the reform will touch the interests of many people. At present, the professional manager is very confused, "what should I do?"

when reviewing and reviewing the current situation of human resource management in Chinese enterprises in 2004, the above phenomenon shows that HR work is facing greater and greater challenges. Therefore, China's human resource development has conducted an investigation on human resource practitioners on "the biggest challenge encountered by HRM in 2004"

the survey results show that among the 1253 participants, 492 chose performance management as the biggest challenge, accounting for 39.29% of the total number of respondents; 205 people choose salary and welfare, accounting for 16.29% of the total; 197 people chose personnel training, accounting for 15.73% of the total; 136 people choose to recruit, accounting for 10.86% of the total; 96 people chose to streamline institutions, accounting for 7.66% of the total; 59 people chose HRM informatization, accounting for 4.71% of the total; 53 people chose employee relations, accounting for 4.23% of the total; There are also 15 people who choose, accounting for 1.19% of the total

performance management

someone said, "our company began to implement performance appraisal last year, but through the implementation of this year, I feel that the effect is not very good. Of course, this is related to the fact that the leaders of various departments have gone through the motions and are not responsible in the process of implementation. But how to make the best use of performance appraisal in the end is still a big problem for our human resources department."

someone also said, "our company has not had a special person to be responsible for and follow up the performance appraisal for a long time. In general, the appraisal results cannot objectively reflect the actual situation."

another person said, "in our company, it is the boss who decides whether to do a good job or not. Performance appraisal is too subjective and stays on the traditional appraisal method. The biggest challenge facing our company is to not establish scientific and reasonable modern human resource management performance appraisal indicators and systems."

some people said, "I haven't done a successful assessment so far, so I give up temporarily."

there are also many questions about the operation of performance management, such as: how to deal with the relationship between monthly performance management and daily rewards and punishments? Should the assessment results be made public? People are not machines, and it is difficult to measure them completely with quantitative things. There is human subjectivity in soft assessment, so what should we do? Even if the quantification of performance management begins to improve, the implementation is a long-standing problem. The company is small and all knowledge-based employees, so it is not easy to operate

amid sighs and doubts, performance management seems to have become an illusory career that HR people need to strive for all their lives and are difficult to achieve perfection. What is the reason why HR people feel "perfect illusion"? On this issue, I interviewed Mr. Li Feng, a management consulting expert of Shanghai talent Co., Ltd

it is not surprising that Li Feng believes that performance management has become the top challenge for HR people. This is because the concept and method of performance management itself has been questioned by experts in theoretical circles; At the same time, it also has some inherent defects. Enterprise managers blindly adopt the seemingly scientific performance evaluation system and "automate" the management that should be done by people, which is also an important reason for the difficulty of performance management

Li Feng's advice to HR is: "Trust your intuition and use your common sense. If you want to manage performance, use the simplest way to communicate work progress and employees' personal progress between superiors and subordinates frequently and moderately. How an employee is doing, he and his direct superior have their own scales in their hearts. These two scales should be often weighed and compared. This is the simplest and most practical performance management. As for things like KPI, the hard finger inside Mark, everyone can see. "

salary and welfare

Mr. Wang, a gas company in Jinan, said, "our company made a joint venture at the beginning of the year, and all the personnel of the joint venture came from the original state-owned enterprises. Due to the unreasonable salary and welfare treatment of the Chinese employees of the joint venture in the early stage, the state-owned enterprise employees are unwilling to come to the joint venture, which makes the recruitment of technicians urgently needed by the joint venture unable."

Mr. Wu of the dairy company said, "the current salary level of the company is low, which is unfair among internal employees. When the price of external raw materials rises, ethylene downstream is forced to reduce the operating rate of the device, and the Department is not competitive. While adjusting wages, it is also faced with the limitation of the company's limited financial ability to pay. Due to the loss of wages, employees are strict. Copper tube pulse fatigue life testing machine is mainly used for fatigue testing of copper tubes and other equipment."

it seems that the poor performance of salary and welfare work will directly affect the stability of enterprise personnel. Human capital is difficult to guarantee, and the efficiency and development of enterprises will be in crisis

Li Feng believes that "if the salary and welfare eat a big pot, no matter how big the financial resources are, it is difficult to play the incentive role of salary; if treated differently, no matter how small the budget can be used in the blade. The equalitarian distribution concept and the inflexible salary management system are the biggest challenges for managers of salary and welfare."

personnel training

hr people generally feel that no matter what kind of talents, to a new environment, there are always mismatches. They need to undergo comprehensive training and training to make them become comprehensive talents, integrate with the enterprise, develop and advance together, and achieve the expected goal

in this regard, Mr. Zhang, who is engaged in HR work in the IT industry, said: "the company has high requirements for personnel quality, and the elimination rate is also high. We should cultivate new people as soon as possible to make them competent for the work, which takes a lot of energy."

for the challenge of personnel training, "we thought this was a good market war, and Mr. Wang of a life insurance company was deeply impressed:" it is really not easy to cultivate and retain talents. Employees will complain about their lack of sufficient training, but it also costs a lot of money to train employees. When there is no obvious improvement in their work, the boss has questions: "what is the effect of your training fee?"‘ This is one aspect of the problem. In addition, employees are independent individuals with different values and development expectations. Enterprises cannot meet the needs of each employee. I don't know if it is because of this that the centrifugal force of the enterprise is strengthened. Employees feel more about the work is to complete the task than I want to fight for the goal of the enterprise. I think if there is no job, maybe everyone will be happier. I have been puzzled by the occurrence of this situation. Why on earth? "For this problem, Li Feng's suggestions are:

first, not all talents can be trained. The cost and time of training should be spent on the talents that can be trained.

Second, we should first diagnose the training needs, and then plan the training plan. Diagnosing the training needs requires an inventory of the overall ability structure and distribution of employees. This requires the use of ability evaluation tools.

Third, curriculum training improves knowledge and basic skills Effective; But it has no effect on the improvement of management skills and abilities. The development center, that is, it will be better to improve management skills by simulating actual combat exercises

personnel recruitment

on the one hand, the supply of talent market exceeds the demand, on the other hand, enterprises feel that they cannot recruit suitable people; On the one hand, talents feel that they do not meet their wishes after entering the post, on the other hand, enterprises feel that the people they recruit are not ideal, so there is a new round of job hopping and recruitment - this market report also provides a detailed analysis and prediction of glass fiber composites in different industries. This phenomenon is very common in enterprises at present, so the number of people who choose "personnel recruitment" is also close to 20%

a phenomenon, as Ms. Zhao in Wuhan said, "at this stage, recruiting and retaining talents is a very difficult thing for the company. It often takes a lot of cost to cultivate people, but in the end, it still can't stay."

another phenomenon, as Mr. Ye in Xi'an said, "the boss is always dissatisfied with the recruiters! What should we do!"

Li Feng said: "if there are no specific standards and selection tools in the recruitment process, the degree of 'person post matching' and 'person organization matching' of the recruitment results is normally distributed, and there are not many people who really deserve to stay."

in addition, the survey also shows that the simplification of institutions, HRM informatization, employee relations, talent evaluation, job analysis, and changing leadership concepts have also become the biggest challenges faced by a considerable number of HR practitioners in 2004

finally, We conclude this article with Mr. Dong's words: "The beginning of human resource management activities is recruitment, the basis is performance appraisal, the guarantee is salary, welfare and labor relations, and the premise is the scientific setting of the organization. It is difficult to imagine that a company with redundant institutions, overstaffing, unclear functions and powers, and chaotic processes can carry out modern human resource management. It is precisely because of the wisdom and decisiveness of the senior management of the enterprise that a clear organization can be established for human resource management Provide the necessary environment for operation. "

for this, Expert Li Feng made the following summary: "The following two major reasons will lead to HR work facing challenges and difficulties: first, the high level of senior management is not high, and it is difficult for human resource managers to perform. Second, the level of human resource managers is not high, and they engage in strategic human resource management in the way and mentality of managing transactional work. Therefore, I suggest that enterprises put the best talents in human resource management positions and treat them as strategic partners of senior management; or , the senior management pays attention to human resources management personally, and the CEO is the director of human resources. " (end)

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