Some HR managers are so poor in professionalism that they can

Because, professionalism is not the problem, it is the people who have the problem: character, integration, and messy ones.

HR will also be divided into a lot, but the popularity of the HRBP concept will change the industry, and the current market has a good HRBP salary of more than one million.

In the past, HR only managed the recruitment, entry, and resignation of employees, made payroll, or engaged in training, and it really had no status in a company, and it was a relatively marginal department.

However, with the rise of new industries such as the Internet, the popularity of foreign-funded enterprises such as HRBP (Human Resources Business Partner) and the concept of human capital, more and more enterprises have put forward higher requirements for HR. It is required that the first chain HR should be able to provide support for the development of the business while managing the previous business, and should be able to help the enterprise improve the efficiency of the utilization of human assets, improve the skills of workers according to the needs of the business, and take effective targeted actions and training.

This is a very good change and innovation for the diversification trend of modern enterprises' demand for talents. However, there is a lack of such tools in the market that can help HR make the transition to HRBP. There is a mountain called the realm of the all-round labor tool, which seems to do this.

It is recommended to study in the field of HRBP that can better integrate with the business of the enterprise.

Hope I answered your question.

HR is also a job with technical reputation.

After all, HR is to see people, and this collapse is technology.

The longer you do it, the more technical it is.

Jinyi used to make screws, and the quality of screws was quite good. It is said that it is because Shida bought materials in Jinyi, and Jinyi saw that people made money, so they bought equipment and then dug a group of people to come over and start making tools, and it is said that they invested hundreds of millions of dollars, I don't know if it is true or false. Just looking at the surface, I really thought it was Skadden.

After using it for two months, I feel that the quality is not bad, so it is recommended that you can buy two pieces to try first.

I also make injection molding machines, but I have never heard of this brand. Maybe maybe I'm a loner.

There are many reasons for resignation, on the one hand, the more important influencing factor is the bottleneck of the career, and no one wants to be a personnel manager forever, hehe. On the other hand, there are many enterprises, especially small private enterprises, generally family-owned enterprises, in the early stage of entrepreneurship after the explosive original capital accumulation will also encounter bottlenecks, that is, the management level can not keep up, so there will be an excellent HR to serve and configure the management team, but when the company is on the right track, the entire management system and operation mechanism mature, there will be a common problem of family business, that is, nepotism, will let a person follow HR to learn, Even train people in their relatives to be HR, and when they train such people, the original recruiter will have a very embarrassing status, no real power, and will be hollowed out, so that the work will naturally not be smooth and happy, so job hopping has become an inevitable choice. In addition, there are some personal reasons, such as not adapting to the management style of the new general manager of the company, or having something at home that requires long-term leave.

In a word, there is no money. Being an HR manager compared to other productions. The income in administration, business and other aspects is much lower, and on the surface, what performance appraisal and recruitment seem to be trendy, but in fact there is no real power at all, and any person can be on top, which is half lower than the personnel of the same job level.

Human resource management is not so valued in Chinese mainland, especially in small and medium-sized enterprises.

Enterprises are developing and growing, and the demand for talents is a growing trend in most cases, and the corresponding talent supplement is necessary, of course, there are also personnel adjustments. For the individual personnel manager, of course, he also hopes to have a bigger platform and better development.

It is very important to constantly improve one's professional level and psychological cultivation. There is also the need to keep practicing and constantly summarizing and improving.

It is necessary to aggregate all kinds of resources of the enterprise, make full use of the functions of management, and obtain the best return with the best investment to achieve the established goals of the enterprise.

The content of enterprise management: 1. Plan management Through the means of planning, budgeting, decision-making, etc., the economic activities of the enterprise are effectively organized around the requirements of the overall goal. Program management embodies management by objectives.

2. Organizational management Establish an organizational structure, stipulate positions or positions, and clarify the relationship between responsibilities and rights, so that the members of the organization can cooperate with each other and work together to effectively achieve organizational goals 3. Material management The various means of production required by the enterprise are planned to organize procurement, storage, economical use and comprehensive utilization. 4. Quality management supervises, examines and inspects the production results of the enterprise. 5. Cost management: Carry out cost, cost planning, cost control, cost accounting, cost analysis, cost assessment, etc. around the occurrence of all expenses of the enterprise and the formation of product costs.

6. Financial management manages the formation, distribution and use of the financial activities of the enterprise, including fixed funds, working capital, special funds, profits, etc. 7. Labor and personnel management: Carry out comprehensive planning, unified organization, system control and flexible adjustment of labor and personnel in all links and aspects of the economic activities of the enterprise. 8. Marketing management.

It is the management of the pricing, ** and distribution of products by enterprises. 9. Team management. It refers to the formation of various departments in an organization according to the nature and ability of members, and participates in various decisions and problems of the organization, so as to improve organizational productivity and achieve organizational goals 10.

It refers to the combing, condensation, deepening and promotion of corporate culture. Under the guidance of corporate culture, it matches the company's strategy, human resources, production, operation, marketing and other management lines and management modules.

It's simple: purposeful management according to the current situation of each company. Don't be too idealistic about Tomoto! Practical enough! Something too ideal will make you go nowhere! You're the best at that.

Enterprise management, in addition to rules and regulations, is more important is humanized management, communication and exchange with people.

HR practitioners can keep pace with the times and continue to improve their business capabilities through learning. The business ability of HR workers is reflected in the fact that it can help the enterprise determine what is the core competency of the organization's success, and on this basis, through the optimization of the enterprise incentive system, the employees' attitude towards work can be transformed to a positive direction, and the work skills can be continuously improved, and the attitude and skills can be improved, which is an important sign of potential stimulation.