HR who does not understand business strategy has no opportunities to communicate with CEOs within the company.
Editor’s note: This article is from WeChat public account “Startup yeast” (ID: chuangyejiaomu ), author Zhang Lijun.
This year, Peng Lei shared a point at Lakeside University: For HR leaders, the most important goal is to integrate with the company’s strategic goals. HR is not just a chores, but a high-quality dialogue.
But I understand that the status quo of most traditional enterprises in China is: HR is not very high, and it plays a major role in administrative support.
The former HR may be able to do its job safely, but in the wave of new commercial civilization, human resources can no longer be implemented according to the previous six modules. In the future, HR who doesn’t understand business strategy, let alone want to promote high-quality conversations, has no chance to communicate with CEOs within the company.
01 Good HR should look like
Before talking about what kind of HR is good HR, let’s think about a question: How to improve the status of HR in the enterprise?
I think I can start from the following three aspects.
First, industry change.
The development of many industries in China in the first two decades is a resource-based monopoly, not to mention that HR has no status, vice president There is no status because the company does not depend on you.
But today’s new business civilization, why promote open, fair, just, and transparent, why is people at the core? Because the new technology companies that have grown up from grassroots are not resource-based companies. They go from zero to the trillions of markets. Every step depends on the cohesiveness of people and the growth of people. People must be placed in the most important position.
Alibaba’s first management is that management is the result of a team. Different formats have determined that HR in Tencent, Ali, and Huawei has more power than business, and has one veto power for any person’s promotion, appointment, promotion, and employment. We called the platoon of the running water, the soldiers who beat the iron, because the boss has been changing, finance and HR as the company’s goalkeeper, almost no change.
Second, an HR is valuable, and the biggest core is to understand business strategy.
How many HRs in your business really understand the business?
I was the first batch of sales of Alibaba. It was also the first political commissar to sell HR. I deeply understand that if HR does not understand business, he is a vase, an administration.
Sometimes we don’t want to HR HR is not doing well, think about whether we have created opportunities to let him know about the business. When he became the most HR in the business, the most HR in the manpower. His power in the enterprise broke out.
If he doesn’t understand the business, how can he be a partner of the CEO? He doesn’t know what the business boss thinks, thinks, and does. How can he do a good job of boosting?
Third, two positions in a company must be over-allocated: HR and finance.
What is super-match? The over-alloyed person must be the most versatile and outstanding person in the company.
HR is difficult to do because they are often not the best people in the company. The improvement of HR is not how to improve HR, but to improve how to do business, from strategy to business operation and landing. To become a person who especially loves to learn, has a strong professional knowledge.
I think a good HRBP has three conditions:
1 The quality of truth, goodness and beauty. True, it is truth; goodness is kindness and friendliness; beauty is the very good quality of integrity.
2HR To be extremely knowledgeable about strategy and business, stay with business people, think together, and work together.
3 Know what the emerging HR structure should do and have the expertise of HR.
02 How does Ali grow new business
We are in the era of “three waves superimposed”. Only when enterprises adapt to the requirements of the times and constantly reform and innovate themselves can they become evergreen. The most difficult and deepest change in business is organizational change.
But 99% of companies will fail when they make organizational changes. Because change itself is non-continuous, it breaks from one era to the middle of a decade.
So how does the remaining 1% of companies change their success, from the first quadrant to the second quadrant?
It built a ladder in the two quadrants, the first ladderThe child is the second leg of the business; the second ladder is the responsibility of HR, and the ability of these people on the shore is connected to the other side.
For example, in the real estate industry, the original residence, now the long-term business opened, the business has a second leg, the human resources structure will certainly change.
The responsibility of HR is to learn how to do new business human resources, just like sending Earth people to space.
We first use Ali as a case to do an analysis. First look at Ali’s curve, every curve of Ali is broken.
The earliest Alibaba B2B culture, like most real estate companies, is a pure sales culture, has nothing to do with the Internet, it is small and medium-sized enterprises;
Next step to To C’s Taobao, Taobao is an innovative culture, is a small business hawker hypermarket;
Then cross to Alipay, pure financial culture, more like “Wall Street + Internet.”
Review Alibaba Cloud, each engineer is the top three in the global segment, and research patents every day. This is pure technical culture. Today’s cloud computing companies account for the third place in the global market, the first is Amazon, and the second is Microsoft.
Why can Ali’s new business grow up when the business is extremely incompatible? This stems from Ali’s values: customer first.
The original B2B was mostly a foreign trade enterprise in China. When Ali took off in China, the Yiwu small commodities reached a peak. Why did you open Taobao later? On the one hand, there is a great investor called Sun Zhengyi, and he is willing to vote when the world is not willing to vote for Taobao.
The most suitable investment is the timing. In the next three or five years, it will become the mainstream and always look at the trend. Sun Zhengyi talked about the Ebay model, and we were actually very entangled, because at that time, Ali’s organizational ability could not be supported.
The decision is made to do this because the export business was blocked after the increase of tariffs. The entire Chinese export business is wailing, we want to help customers open the way, export can not be transferred to domestic sales. So I did Taobao.
How did Alipay come from? We find that the most difficult problem to solve in all transactions is trust. Foreign trade companies have a guarantee company, Ali wants to be able to develop a product online, like a foreign trade company to serve each company, to do a third party to the bigHome guarantee. Doing Alipay is not a far-sighted view of the so-called future strategy, because it can not solve the customer’s problems.
How did Alibaba come? At that time, To B and To C paid data in a mess, so Ali first engaged in a software company, positioning is to serve the company, save the data and analyze it.
Big data is massive, real data, but the data needs to be stored, processed, analyzed, and cleaned. Later, we found that our ecological customers have such appeals, and they all manage bad data. Alibaba Cloud is free for everyone to use. It has been free for eight years. It was not until a few years ago that it began to charge, and it received $25 billion.
Through Ali’s case, you will find that it is not so difficult to cross the discontinuity. The key is the starting point and the initial heart of the business.
03 Amazon’s growth flywheel
After the case of Ali, let’s talk about Amazon’s growth flywheel.
The first curve of Amazon is to open a bookstore, the second curve is to do e-commerce, and the third curve is cloud computing. How powerful is its cloud computing? Google and Microsoft add up to it. You will find that the second curve of each company must be 10-100 times the first curve. This is called the second curve – the new business model is presented.
How does the second curve Amazon do? We drew a picture called the Amazon Flywheel and the core axis is growing. Amazon’s first value is also the customer’s first, doing e-commerce, and changing it is three things:
1 Unlimited selection, the more categories the better;
2 lowest price;
3 fast delivery.
It believes that these three are the ultimate, and the business grows every year, and the annual business operations indicators are all around. The head of a company is the vision, the values, the waist is the strategy, and the legs are the annual business indicators. How many companies think about the legs every day?
Amazon is the number one in the world, it adheres to the values - customer first, values are decomposed into strategy: unlimited choice, lowest price, fast delivery.
The strategy is when the “legs” tribes are protected:
1Day One status, entrepreneurial status;
2 remove formalism;
3 open systems.
Why is Amazon cloud computing the best in the world? This system was originally Amazon’s internal system, and later found out that its customers need it, it is open to customers, so the biggest result of opening up is to make yourself stronger.
All subsequent PM systems in Amazon, when each project arises, PK is internal, three internal squads, the best out and external PK, PK out the best system is its system, this set The system is well used and is open to the world. Amazon’s system is for you, you will update the data, this data is in Amazon, you can use it normally.
Ma always organizes two resignations every year and personally talks about what happened to the company. If you are outside, what kind of support do you need from the company?
Ali has no bad things, too much. But why no one who goes out will say that this organization is not good because it cultivates your underlying values. I think that a good corporate culture must be to shape people and teach you how to behave. This is very important.
HR is top-notch, and must adhere to its vision, mission, and values, and then have strategies, indicators, and security systems. The work that HR does is to make the employee atmosphere more like entrepreneurship, to make the internal system more open, to remove the formalism that people are overwhelming, and to make the organization more agile.
When the entire business era changes, 99% of the companies will die. The new business is not 100% of the employees. We must send some of the employees to the past, and some employees will be eliminated and then come in.
Ending
The top-level architecture of a company is three legs:
First, business strategy determines HR strategy, and HR strategy determines capital strategy. The company encountered a bottleneck because the three legs were unbalanced.
Second, HR has to learn to be a consultant and has a driving force for entrepreneurs. It must be higher than him. This is your inspection system and see if the company is wrong.
Third, the mission of leadership: cultural heritage, to do a system to ensure business landing, organizational development.
How employees and cadres develop, how to survive in a strong culture, this is what HR is the top manpower model to do.
Interaction today
You are HR, what is your position in the company?