HR management problems, enterprise HR management, what are the problems?

It's a good idea to think about the question, what are your team goals? If it's just a one-man task, then this person naturally doesn't need him to leave. If the team is working towards a goal, look at how much this person has contributed to your team and how much negative impact it has.

Also think about whether he would pose a threat to himself if he left for another team, and if so, why would he be a threat, and why would he not affect that team if he was on someone else's team? There are a lot of things that need to be thought through before making a decision. First of all, you must be clear about why this person is staying and why he is leaving.

If you can't even convince yourself, how can you convince others?

So if you eventually want him to leave your team, then you have to look at his personality, how you usually relate to him, and how he is inextricably linked with your surroundings (other members of the team, other teams, your boss, etc.), this intricate thing is only known to you, so what to say is only for you to think about.

Hangzhou University of Electronic Science and Technology.

How to make him happy to leave? This depends on his character.

If he is a person who has the courage to accept challenges, it is recommended to give him anything higher and more difficult to complete, so that he is happy to accept the challenge of renewal, of course, he should also be promised accordingly, if he can complete it, he can be promoted to a salary increase, if not.

It is better to motivate a person positively, and also to let him know his own shortcomings.

Asking someone to leave is the next step, and the problem of the team should be found, not necessarily the problem of him alone.

For such a talent, why is it your choice to let him go? Why don't you think about a better way to use his abilities?

According to your description, he may be very capable and able to work independently, but he is not very good at teamwork and does not know how to get along with people. Why don't you consider talking to him and see if you can help him change the style of work?

I think it's not his problem that comes up, it's your problem, and if you're up to the idea of letting people go, the best way to say it is: you're very capable of doing your job, but you're not a good fit for our job, I don't know how to say it

Because I don't think your choice is not the right one, hehe

Yes, don't let yourself be this wicked man! Handed over to the Personnel Department!

Since he can't develop the team well, he's a waste!

If I'm smart and I don't study, I'm not a waste!

Doesn't do anything about one thing.

It's useless to tell him anything.

It is best to hand it over directly to the HR department.

You have to give the HR department a good reason first.

There is no better way! Better a finger off than always aching!

Find him a better job.

HRM is Human

resource

The abbreviation of management refers to human resource management (also known as HR management) human resource management system (human

resource

On the one hand, it can make the daily routine personnel work of the enterprise possible to be completed quickly and efficiently through human resource management software, reduce the cost of human resource management, and enable managers to concentrate on the strategic goals of the enterprise.

On the other hand, a large amount of human resource management data is collected, sorted out and analyzed in a timely manner through software to provide strong support for the strategic decision-making and implementation of enterprises, so as to improve the possibility of achieving organizational goals. Human resource management software has become an important tool for effective business management.

Modern enterprise human resource management has the following five basic functions:

1) Acquisition. According to the required employee conditions determined by the company's goals, through planning, recruitment, examination, evaluation, selection, and acquisition of the personnel required by the enterprise.

2) Integration. Through the effective integration of corporate culture, information communication, interpersonal harmony, and conflict resolution, the goals, behaviors, and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, so that they can form a high degree of cooperation and coordination, give full play to the collective advantages, and improve the productivity and efficiency of the enterprise.

Some of the problems in the process of management are that many employees do not obey their own arrangements, and there will be a lot of contradictions, there are no relevant standards, and some problems of employees do not know how to solve, and there is no timely communication in the case of resignation, so this is blind recruitment.

There are backward concepts, no specific training methods, brain drain, lack of management, no incentive system, and so on.

There will be a lot of problems, that is, in the process of management, there will be a lot of employees who are disobedient, and they do not know much about some legal knowledge, which will damage the interests of employees, and there will be many problems in the process of management, and sometimes they will hurt the interests of the company.

Formatted, fixed, high-minded, without understanding the specific meaning of corporate recruitment, there is no way to better grasp talented people.

If you don't know people clearly, there is no way to screen talents, there is no way to find enough human resources, there is no way to accurately judge a person, and there is no way to identify the other party's lies.