Change passivity to manage bottleneck to walk out of manpower resource actively current and character, the demand that the enterprise manages to manpower resource is higher and higher, send a hope to work through the management of manpower resource ministry, achieve " little fertilization, much result " high yield is low the surprise effect that throw. Because this often is complaining manpower resource cost is high while, resent again the working outstanding achievement of manpower resource. (awkward to this situation, oneself ever were in " step forward management of resource of dimension difficult, manpower is in civilian look forward to developing current situation " one article became detailed explanation, the extensive self-identity that also got personnel of network a person of same business) . In the meantime, what manage theory as manpower resource is careful change development, to manpower the standard of resource management also promoted an enterprise to develop strategic height.
Accordingly, to make the job fruitful, many manpower resource directors learn professional and academic knowledge, hard job conscientiously, how does think hard support the strategy, service effectively linear manager and employee... . But often things go contrary to one's wishes, the boss is the working effect of ministry of dissatisfactory manpower resource, linear the manager makes to manpower resource ministry " science " the system objects, employee criticises manpower resource ministry often stands on company position to consider an issue. Face this kind of awkward unfavorable situation, let manpower resource practitioner puzzle even more, passive and does the acceptance of grievance come from is different dissatisfaction at a loss with criticism? Be what reason brings about manpower resource director to pay with redound unbalance? Be professional level insufficient? Was the work that still is a person done too hard really?
In fact, through analysing the working pattern of director of numerous manpower resource, a when not difficult discovery causes these problems common cause -- manpower resource director " sit in the office to do manpower resource to work " ! Main job program -- beautiful many time plans policy program, the organization begins delibrate about the manager, explain to public to departmental door later carry out, undertake supervisory executive finally! Main job way is the doubt that accepts manager of company high level, a gleam of and employee in the office is mixed seek advice, all sorts of documents are signed in the office, all sorts of human affairs programs are examined and approve in the office...
With " more than 3 " the working way of director of wraparound manpower resource: Ponder over research much, move the mouth to persuade explain to public much, await an issue processing is much. "More than 3 " it is the typical show that takes in the office to become manpower resource. "More than 3 " , make manpower resource director " get enmeshed in a web of one's own spinning " , was far from manpower resource value (demand of company management demand, manager of a gleam of, employee expects) , be immersed in very easily pure from manpower resource major angle thinks, the error that begins the work, fall into alleged manpower resource very easily also to manage science to change, the trap of standardization. The most terrible is, forgetting manpower resource to work is measure of a kind of government, its value is running development at supporting an industry, depend on producing performance value.
Previous12 Next