What is the difference between headhunting and hr
First, let's learn what headhunters and hr do:
Headhunter, which means a person looking for talents, helps excellent enterprises find the talents they need. Another way of saying this word is called senior talent search, which is generally aimed at high-end positions.
The work of human resources mainly includes recruitment, training, performance, salary and employee relations. In contrast, headhunting is just a kind of recruitment.
If there is any difference between headhunters and hr, it is that the nature of their work is completely different. Hr is the representative of the enterprise, directly serving the enterprise, and responsible for making human resource planning, employee recruitment and selection, employee incentive training and development, performance management, salary management, employee welfare and health management, etc. Its work content is also more comprehensive. Headhunting is to find talents that meet the needs for all kinds of enterprises for economic benefits. Compared with HR, the job content is relatively simple. Headhunting should find suitable talents to recommend to customer enterprises according to the needs of enterprises, and pay more attention to job matching. Headhunters are better at recruiting than HR. Simply put, hr is internal and headhunting is external.
What is the hr department?
HR—— The human resource management department is the bridge between the company and employees, and it is necessary to think from the perspective of both enterprises and employees, so as to satisfy both enterprises and employees. Often go deep into the grassroots of employees, listen to employees' dissatisfaction and complaints, and reflect employees' mentality and needs to enterprises; Properly handle various relationships between departments and employees; Coordinate various internal contradictions and conflicts in the process of salary, welfare, assessment, recruitment and training.
Since 1990s, although the concept of human resource management (hr) has been gradually understood and accepted by people in Chinese mainland, and various training courses, seminars, professional companies and websites on hr management are in full swing, the practical combination of hr and China has encountered practical difficulties for those emerging industry companies that first introduced and implemented this concept in Chinese mainland, which will affect the survival and development of HR enterprises in China for a long time.
1. What is the human resources department facing? Dilemma? With what? Awkward? In China, the biggest rival of humanistic management thought is not? Capital? , but? Official book? This is formed by thousands of years of historical and cultural traditions in China? Official standards? Consciousness will leave a deep or shallow mark on each of us. Choosing human resource management means choosing to confront the traditional mainstream culture, and the difficulty can be imagined. Because the management foundation of Chinese enterprises is not perfect and the social management and support system is backward, the human resources department spends a lot of time on basic work and administrative affairs, but little time on strategic planning, management technical consultation and human resources development, which not only deviates from the' fundamental purpose' of human resources management, but also leads to the weakening of the position of human resources management department in enterprise management. Traditional business departments are usually skeptical about such new departments as HR. They usually think that these guys who know neither technology nor business just coordinate and handle some daily affairs for them, and don't feel the role of hr department in supporting business development. ? Those who know technology do technology, those who know business run business, and those who don't know technology and business do personnel, right? . For a long time, this positioning mode of personnel department makes it difficult for human resources department to gain status and attention in enterprises. Therefore, the reform of identity and status has become the first thing to do in the process of human resources department transformation. With the acceleration of social specialization, some functions and businesses of enterprises begin? Outsourcing? For some professional companies or institutions, if the human resources department of Chinese enterprises is always immersed in administrative affairs, outsourcing? Will it be an inevitable outcome? Many headhunting companies, training institutions and multinational consulting companies are eyeing it. If the human resources department does not reflect on the transformation, it will never escape. Tin foil? The fate of.
Second, the human resources department reflects on the different stages of enterprise development and puts forward different requirements for the human resources department. When an enterprise goes through a difficult start-up stage, the requirement for hr is not only administrative support. However, if the human resources department can't adjust its position and working ideas in time, it will be passive step by step in the development of the enterprise, and eventually born to die? Outsourcing? The fate of. Therefore, for the hr department, it is necessary to ask myself from time to time, what do I live on? What is the value of my existence? The work of the human resources department should not stop at? People-oriented? If you can't have a clear understanding of the problems, development direction, challenges and opportunities existing in the enterprise, if you can't help the business department to solve practical problems and provide value-added services, if you can't create value for investors, employees and customers, and if you can't turn into the main force and partner to achieve the strategic goals of the enterprise, such human resources departments naturally have no prestige, and ordinary employees or managers naturally won't seek solutions from hr when they encounter things, because they think that hr is powerless or has little to do with them. Third, transformation and role repositioning are the inevitable way out. In the original concept of human resource management, "