n class = “text-remarks” label = “Remarks”> (Business Partner) and other positions.
It can also be found from the search and comparison on the recruitment website that the average salary of “function posts” that include HR is also ranked relatively late in each sequence.
Comparison report of salaries for hot jobs on the Internet, data and pictures Source: tecdat 拓 端
The role of HR is very important, but salary capital is the result of the game between supply and demand, which can objectively reflect the value positioning of HR in the mind of the business owner.
Many miscellaneous work, earned less, and tired. This is the normal working condition of many HR. Most of them are deeply involved in the clerical work of screening resumes, interviewing candidates, and handling attendance.
From the portrait of the HR crowd, I believe that many people in the workplace share the same sentiment. Many HR graduates from general-purpose majors that lack relatively hard core skills, such as Chinese language and literature, may lack strategic skills and business departments. Full understanding.
In general, the HR department and the business department belong to two circles, two worlds, and two language systems.
For a very simple example, an ordinary HR may not know a business person in the company. (such as programmers, lawyers, reporters) In the circle of industry status and voice, simply holding a rigid KPI or articles and regulations, to require a creative employee to strictly adhere to the commute punch card system, it is easy to produce “I am desperate on the front line, but you talk to I care about the conflict picture “. The contradictions between the two are accumulated day by day, and the gap will deepen.
A poll counts that 32% of people think that HR and administration are mostly untrustworthy. Photo and data source: Public account “caoz’s nightmare” “programmers should not trust HR”
Do “add, subtract, multiply and divide” every day, and push HR to the front line to solve the “differential equation” when you need to lay off. This kind of danger is ordered, and the boss ca n’t deal with it. Not fair.
Contradiction 2: Mismatched positioning of service department or power department
HR (Department) Is it a service department or a power department?
Either, neither. In different companies, or different perspectives within the same company, different answers can be drawn. You can say it is “Schrödinger’s HR”.
From the source, HR is of course the service department.
There are companies first and then HR. Because of the expansion of business units, it is necessary to separate the HR function. In many startups, the recruitment affairs are done by the founders themselves, which illustrates this. It’s only when the company grows that the founder needs a supporting role to deal with transactional issues.
However, when a module is separated and gradually expanded into a department as the company expands, the hidden rules of the “bureaucratic bureaucracy” begin to run quietly, and the boundaries of responsibility begin to expand and blur- Cognitively, service departments often equate with marginal departments.
A department related to “people” does not want to be positioned as a “service department”. What will it do? The answer is to exercise power and strengthen your sense of existence.
In essence, the power space of HR comes from asymmetric information. Application and approval of various forms in the company, department members/ 1 / q / 85 “img_width =” 1013 “img_height =” 408 “style =” “>
Yes, people who point out “elephants in the room” will be excluded. The reality is so cruel.
A simple truth is that the stronger your sense of power, the more your sense of service will be compromised.
If we go back to this NetEase incident, the personnel department still tries to terminate the labor contract within the scope allowed by the rules when the parties are hospitalized, which does not reflect sufficient humane care. In fact, it is also a sense of power at work.
3 contradiction: layoffs also need localization approach, Chinese managers lack experience
There are differences in ideas and culture at the bottom of the East and the West. Human resources management, as a product of the West after entering the industrial era, is essentially “exported” and requires localized reform and creation.
Specifically, the western management thought is based on the humanism of independent personality. The employees pursue the full realization of personal value and the enterprise pursues the continuous improvement of operating profit. A set of contractual spirits.
How did the spirit of contract come about? It can be traced back to the ancient industrial and commercial civilization that existed in ancient Greece. Because merchants traded and there was no blood relationship between people, to ensure order requires a set of rules and regulations. The spirit of contract and the recognition of individual values came into being Raw.
The eastern farming civilization and Confucian culture emphasize the synergy between the individual and the whole, and relatively emphasize the spirit of collectivism and the idea of big family. It is not uncommon for some Internet company bosses and employees to cultivate father-son relationship.
In terms of management, Japanese companies generally implement a life-long employee system, eating a bowl of rice for a lifetime, and emphasizing the difficulties of sharing together. The chairman of Seibu Group, Ti Yiming, also put forward the principle of “no smart people”.
We do not intend to make a value judgment on the “good and bad” of the two methods here, but we just want to show that it is impossible to use a set of universal methods on different soils.
In fact, during the global financial crisis in 2008, Reuters reported on the differences in layoff culture between the East and the West. Some observers believe that the paternalistic style of Eastern companies reduces wages but does not lay off employees. Taking care of each other will help enterprises to speed up production quickly after the economic recovery and overcome difficulties.
In contrast, Western companies and capital markets have gone through several cycles of the industry, and large-scale layoffs are often seen by capital markets as a reflection of their determination to reform, which is a positive signal in a crisis. And employees and bosses have not established intimate ties like Eastern companies, and there is not much psychological burden on sending them to both sides.
It should be noted that China’s Internet companies are in a position of “scrabbling.”
They are deeply influenced by the call of Silicon Valley’s innovation spirit. They are happy to see super talents exert their energy in technology and products, but in related functional departments, ( Including the entrepreneur himself) , and was unable to completely let go of the oriental family-style management culture.
Because of financial market policies, most of these companies choose to list in the United States, and they must consider the judgment of Western investors.
That’s why, we can see that during this round of layoffs, many technology companies resorted to brutal methods, and even just wanted to layoffs without giving money. The employer ignored the rules and regulations of the contract and the law in black and white, and left the high cost of rights protection to the labor.
You ca n’t throw all the pots at HR, but as a functional department of the labor dispute vortex center, HR has become a concentrated manifestation of contradictions.
From reform and opening up to now, China ’s private enterprises have only gone through more than 40 years, and the Internet industry has only been in just 20 years. Sudden layoffs, employees and companies have no coping experience.
From this perspective, chaos is inevitable. Figured out a management philosophy and operation path that is in line with China’s mainland. The Chinese Internet and private enterprises still have a lot of lessons to make up and have a long way to go.