Am I going to leave or stay?

You should think like this: there will be conflicts in other companies or companies, there will also be very complex interpersonal relationships, you can't have the idea that you can't afford to hide, since I have encountered difficulties that I have never encountered before, I have to find a way to overcome it, everyone has weaknesses, everyone has strengths, everyone has fatal places, so you have to grasp the strengths and weaknesses of the HR director, and strive to get along with everyone in harmony, so that you will have a good time.

Don't be unhappy, because any organization or company has something or something that we are unhappy about, so instead of hiding, it is better to face it directly or calmly.

Remain!! And stay hard!

Actually, I am also in human resources, and my experience is the same as that of your director, I have been in this company for less than a year, and I have also changed my previous human resources assistant.

The reason is very simple, the company plays a very decisive factor, my basic salary is 3800 plus performance is about 4500, the company is not too big employees within 200 people, the company's human resources department financial expenditure will generally not exceed 6000, and there is no need to exceed so much, as you said, you do these jobs can be done by a clerk, and the cost is about 1500.

What would you do if you were the CEO?

The company will increase the strength of the human resources department to prove that your current job is not satisfactory to the boss.

There is no way to transfer you to the front desk, and it is also considering your seniority in the company, can you directly reduce your salary to 1500, will you do it?

Maybe your director is really insidious, but it's just a way for the business to survive, and you can either change your work mindset now or leave your job.

Please don't be upset, I'm telling the truth, please think again.

Five factors that affect an individual's salary.

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Generally speaking, the talent market is restricted by a variety of factors, among which, five factors play a direct role in the salary of talents:

1. Psychological factors.

In the past, little has been said about the impact of this factor on individual salaries. However, according to the relevant theories of human resources, psychological factors are one of the key factors affecting salary.

The author has studied the introduction of market salaries by the management of some enterprises**, and in the face of the high salaries of some positions in the market**, most of the enterprises with good benefits and high incomes do not care, and those enterprises with poor benefits must be dumbfounded. Even businesses that have good results but have never paid high salaries will be shocked by rising salaries**. Therefore, psychological factors, or reactions to high salaries, are the first key factors that affect the salary of talents.

Second, market factors.

Market factors are a broad category, and there are many small factors that play a role in each other, including prices, currency, prosperity, etc. The author believes that the scarcity of talent, that is, the availability of resources, seriously affects the level of salary. For example, in the past, the salary of personnel managers who were fluent in English in the talent market was basically more than 15,000 yuan, but due to the impact of a large number of MBAs and new forces in recent years, the salary of ** fell down.

3. Enterprise factors.

The diversity of investment portfolios and backgrounds of companies leads to a wide range of salary structures. If the same talent can switch to two adjacent companies, due to the different added value of the company's portfolio and industry products, even if he or she takes on the same job, his salary will be completely different, not to mention the differences in scale, location, and manager's permission between the enterprises.

Fourth, self-factors.

That is, the degree of matching or matching between the individual and the position. Even if a person is a scarce talent in the market, and the company, product, etc. are in an ideal state, if the same position is poorly matched (overqualified or incompetent), it will also lead to a large fluctuation in salary.

Fifth, the timing factor.

Choosing the best time, i.e. when to do what kind of work, is a big deal. Businesses, like living things, have their "life cycles", and individuals have career cycles. Sometimes, there are all the advantages of location, people and people, but time is running out.

For example, many people flocked to apply for foreign trade and finance majors, just because these positions were lucrative at that time, but it is a pity that when the applicants graduated from college, the foreign trade and financial industries were already overcrowded, and the industry also entered the stage of "bottoming out".

Of course, there are many other factors that affect an individual's salary, and sometimes there is also a personal "luck" factor. But the above five factors are worth careful attention to by job seekers**.

What you do is to handle the most basic work of the human resources department, such as onboarding, resignation, and file management. Quite simply, he can find anyone to take your place.

Maybe in his eyes, your salary is too high now. So he wants to move you to the front desk.

But now that it's over, there's no need to leave. After getting along, these things of you will soon fade away.

If you change jobs, the pressure and nagging of your family will not necessarily make you happier than you are now.