HR, that is, human resources, refers to employees in the human resources department of the company in this paper. With the continuous development of the Internet era, this department is experiencing unprecedented challenges.
On the "Red Rabbit" app, there is such a topic: "Is HR's salary high or low now? Why? " There are many discussions below, one of which can particularly illustrate the present situation: "Without credit, why bother!"! It's no use just talking about hard work. Regarding the human resources department, I remember that the ancient official department and the modern organization department are both strong departments, so should the human resources department show its great value in the process of recruiting for the company with its own' methodology'? " .
Comparing HR to the official department, I like this metaphor very much, which is very appropriate. The low salary of employees in the human resources department seems to confirm the statement that there is no "credit" from the side. However, is it an exaggeration that an "official department" of a "country", such an important department, has no credit?
Human resources can be roughly divided into six modules: personnel planning, recruitment and allocation, training and development, performance appraisal, salary management and labor relations management. So what's wrong with these modules? Not in the past, but now, let's take a look:
Personnel planning is simply to adjust the number and proportion of employees according to the company's planning and business needs, and to achieve it through the subsequent recruitment process. But there is a problem here, that is, the company has a clear medium-and long-term plan, and HR people can achieve effective personnel planning. However, the biggest theme of today's business is uncertainty, and the CEO doesn't know what wonderful things will happen tomorrow! This means that although most companies still have medium-term or even long-term plans, they are more and more like waste paper in reality. The actual practice can only be to follow the trend and adapt to the situation ... It is common to send recruitment notices in the morning and close the channel in the afternoon.
Due to the uncertainty of the plan, the function of recruitment and distribution has become the most difficult task for HR. Screening resumes, conducting telephone surveys, arranging interviews, and conducting background checks every day ... too tired. Then the question is, these credits and hard work are not right? Please read on. ...
With the development of social networks, it becomes easier and easier to screen and identify a person. The most intuitive performance is that the interview time is getting shorter and shorter, and the process is getting simpler and simpler. It used to be one side, two sides, three sides and four sides, but now it turns out to be a few words. In other words, this function has become manual labor. ...
Training and development aims to cultivate and tap talents from within to meet the various needs of the company. The good news is that this is definitely the most valuable function and we can't attach too much importance to it; The bad news is that the broken concept of lifelong career leads to high employee mobility. Often, the talents that the company has made great efforts to cultivate are dug into the corner in a blink of an eye; Many people have gone out to start businesses and become potential competitors of the company. In this way, training and development have become chicken ribs, and most of them have become forms, which can not achieve the expected results. Over time, the company will not put resources into such a project with extremely low cost performance.
Performance appraisal and salary management, to put it bluntly, are "carrots and sticks", which stimulate employees' enthusiasm, improve work efficiency and reduce operating costs through reward and punishment mechanism. However, after so many years of development, the reward and punishment mechanism of violence has gradually failed. The latest psychological research results also show that this reward and punishment mechanism based on material means only has obvious effect on simple tasks and short-term performance, but when faced with slightly complicated or long-term work, it will dampen the enthusiasm of employees ... forcing HR to design the assessment plan more and more complicated, and sometimes deceiving themselves. This also lost!
The last one is labor relations management. At this point, HR people do not have much autonomy. The boss has set the tone, and the company can't blatantly violate the law, so HR people can only make minor adjustments in the gray area, and the rest are process regulations, which are completed in cooperation with other departments ... The situation is not good.
So far, the basic functions of human resources have been sorted out, and the conclusion is that this is indeed a relatively depressed position. No matter how hard HR people try, it is difficult to set off any big waves. No wonder they are gradually marginalized in more and more companies, and their prospects are not optimistic.
Google is a model of modern companies. In this company, HR people have almost no right to recruit. The logic of this is that new employees will work with many colleagues in many departments in the future, and the core requirement is only one point, that is, they must have a strong ability to cooperate with others. Whether HR likes him or not doesn't matter at all, does it? A new employee will go through many "interviews" when he joins the company. The interviewees are all ordinary employees, just to see if this person is pleasing to the eye. Finally, the boss makes the final decision, that's all! What's the effect? Google's performance is believed to have given the answer.
I feel depressed when I am typing here. To be honest, I'm not here to hack human resources! Does HR really have no future Not exactly. Next, the second half: the rise of sense of meaning.
Even the best managers are not easy to cheer for their employees. Just like the reward mechanism mentioned earlier. Money incentive can easily become a reference point, and people will use it as a reference in the future. An employee gets a bonus this time, but if he doesn't get it next time, his motivation will be weakened. Economic incentives sometimes erode inner enthusiasm. However, the biggest disadvantage of this incentive method lies in a simple fact: expensive.
However, behavioral science research shows that adding an ingredient to your motivation "recipe" can improve the effect without paying the price. More importantly, this change is very small, and the preparation time only takes 5 minutes.
Adam Grant, a professor at Wharton Business School, believes that employees often fail to develop their maximum potential because they lack a basic factor: they forget the significance and importance of this job. Grant believes that if someone can remind employees how important their work is, they may be more motivated and thus become more efficient.
In order to prove his idea, he conducted research in the call center of a university. The task of these employees is to call alumni and persuade them to donate to the school scholarship. Grant first randomly divided the employees in the call center into three groups. The first group of employees read articles written by other employees about what benefits this job can bring to individuals (personal benefit group); The stories read by the second group of employees were written by students who benefited from this fundraising activity. They can therefore pursue precious dreams and goals (significant groups); The third group didn't read any articles. They are the control group.
His discovery is surprising. Regardless of the amount or amount of donations, the performance of the "personal interest" group and the control group has hardly changed before and after the intervention. However, the number of donations raised by "Significant" organizations has more than doubled after the intervention, from an average of 9 to 23 per week. Donations have also more than doubled, from an average of $65,438 +0.288 to $365,438 +0.30 per week.
So, why can this method achieve such remarkable results? Further analysis, the improvement of performance is mainly because these employees who were not motivated enough before realized their value in these touching stories, so they became energetic. They are energetic, make more phone calls and talk to more people every hour, so they raise more donations. For those who want to inspire others, this research result is very enlightening. No matter in private enterprises, public sectors or social enterprises, almost every job has its own significance and importance. The small change that managers should make is to take some actions to ensure that employees will not forget the meaning of work.
Specific practices The company can make adjustments according to specific conditions. Smart managers can invite customers to introduce themselves, let employees hear their voices with their own eyes, or share their thank-you notes before each meeting. ...
There are many ways to improve the sense of meaning, and the above example is only one of the specific applications. I think that HR people surrounded by depression should be able to see some hope from here. The basic work may have to continue, but the strategy of "four or two" with almost no cost should be the focus of HR future research and application.
Since manpower is a resource, we can't just dig it, but also develop it, right?
To sum up, I am not HR, but I am optimistic about the future of HR. Even though we are in a difficult situation at present, the dawn of breakthrough has already appeared, and we may have to make some innovations, make some breakthroughs and struggle, but the future is endless.
The positioning coordinate system of "industry+enterprise+occupation" under the impact of the Internet is loosening or even disintegrating, and a new positioning coordinate system of "circle+ability+characteristics" is slowly taking shape. This is a very complicated process. As a non-HR person, I don't have much knowledge, so I can only talk about my views from a very small starting point. Even if there is a little merit in it, I already feel extremely satisfied. I hope that many great gods will correct me. Spray is also very popular ... but I hope it is not pure spray. Better give some advice. Thanks to Steven's encouragement and support, this article was born ... I haven't written such a long composition for a long time.