Personnel managers face the following problems:
Talent shortage and brain drain. If talent shortage is a common problem in all kinds of enterprises, then brain drain will make some small and medium-sized enterprises worse.
Lack of motivation and low morale.
Labor disputes are frequent.
Internal conflicts and frictions.
The problem makes the bosses of all kinds of enterprises at a loss. However, when they set their eyes on the personnel manager at the office meeting, they felt so helpless that they couldn't wait to fire them at once.
The embarrassing personnel manager is seen as such an image:
Lack of creativity, only know how to deal with daily affairs, mechanically passive, and can't do research and analysis;
"universal oil", do not know business, manage by experience, do not know management technology and computer technology;
The method of dealing with personnel problems is single, which can not effectively solve the problem;
Lack of legal knowledge, full of loopholes in labor contracts, ignorance of avoiding legal risks, and difficulty in protecting the company's interests;
Lack of crisis management tools. The personnel crisis sometimes becomes the biggest crisis of the company. When the company needs a solution, the human resources management department can only hand over the contradictions and can do nothing;
If you don't understand the business, it is difficult to support the business development.
Lack of foresight about accidents. Take the brain drain as an example. Generally speaking, the resignation of key personnel is well thought out, and once put forward, it will not be easily withdrawn. If the personnel manager doesn't understand the employees' situation, fails to foresee it, and always does "being wise after the event", then I'm afraid it's time to be fired.
Modern human resource management presents the following development trends: the main responsibility of personnel managers who have passed the enlightenment stage of basic management theory is not to coordinate daily personnel relations, but to provide effective solutions for enterprise development; Human resource management has changed from simple transaction management to all-round and in-depth development of human potential in all corners of the enterprise; Engaged in post-control to process and even advanced management; Whether there are management skills and management ability has become the main criterion to measure the ability of personnel managers; Standardization, instead of experience management, has become an important means for enterprises to improve efficiency.
Requirements for personnel managers include:
Study individuals, master and improve management skills and solve problems. Everyone has his strengths, weaknesses and even blind spots. If management stays on general slogans such as "people-oriented" and "giving full play to talents", then management will become empty talk.
Mastering management skills and turning daily affairs into problem-solving experts, many human resources management departments are regarded as "slums" of technology, and they don't know business, computer operation and management technology. If you can't make an action plan, help the business department solve problems and make constructive suggestions to the top, then the human resources department and personnel department will have no prestige and certainly won't play much role.
Understand key management principles. If you can authorize daily events, you can authorize them, and put most of your energy into research, prediction, analysis, communication, making plans and taking measures to solve the fundamental problems of enterprises.
Master the management standardization technology and formulate the third-level document of human resource management, that is, the operation document.
For most enterprises, the first and second levels, that is, enterprise human resources strategy and personnel rules and regulations, are quite perfect. However, due to the lack of standardized operating procedures, the operation of management rules and regulations is more or less different from person to person and chaotic. For personnel managers, if management can't solve the third level, that is, the operational level, human resource management will become an armchair strategist.
"Always look for a solution, don't complain."
Human resource management is a complex management discipline. Every enterprise has its own different problems, and new problems will appear constantly. The essence of management is to find solutions and implement them. Finding problems and finding solutions is the most important way for personnel managers to improve their own management quality and promote the continuous improvement of enterprise management level.
In the training of some foreign companies, there is often a saying, "Never solve it, never ex-xousc", that is, "always look for a solution and don't complain about others". I hope it will become the motto of enterprise personnel managers, and always remind personnel managers not to forget their responsibilities: to provide effective and timely solutions for human factors in enterprise human, financial, material and information management.