Compared with the HR of foreign-funded enterprises, the HR environment of domestic-funded enterprises seems to be more uncertain. The mechanism and organizational state of different enterprises have their own characteristics. The job of HR is not only to provide professional solutions at the practical level, but also to solve a large number of non-technical problems arising from the differences in enterprise management awareness and ability. Relatively speaking, the organizational system and operation management mechanism of state-owned enterprises are relatively stable, paying attention to following traditional management norms, with sound systems and good management foundation, but the pace is slow, emphasizing the structure and position level, and lacking reform and innovation. In this environment, HR only needs to organize and implement the business according to the established plan, and the transactional characteristics of the work are obvious, while the focus needs to be on interpersonal issues. It is the core to handle the relationship with leaders, teams and employees and maintain a balanced and harmonious situation.
Second, strengthen strategic positioning.
Today, some enterprises are still in the traditional personnel management stage, and even some enterprises do not set up a separate human resources department in the organizational structure design because of the lack of awareness of human resources management, and only set up a human resources Commissioner to pay salaries and manage files. Their views on human resources are only about the operation and handling of various daily affairs. With the fierce competition of market economy, the cultivation and development of human resources has become an important way to enhance the core competitiveness of organizations. Under the trend that external competitors win new profit growth mode by vigorously developing human capital, domestic enterprises gradually upgrade their positioning expectations of human resource management from the operational level to the strategic decision-making level by re-examining the role and significance of human resource management. This is undoubtedly a good opportunity for HR to enhance its own value. How to give full play to the strategic role of human resource management? It is necessary for HR to step out of the traditional personnel management level, quickly create a new functional orientation, build a human resource strategy around the enterprise strategy, and then plan to establish a human resource management system to provide strategic support for the realization of organizational goals.
Third, expand and enrich the management connotation.
With the improvement of organizational standardization, the quality structure of human resources within the organization is becoming more and more complete, which also puts forward higher and higher requirements for the ability and quality of HR managers. As HR, when we realize that today's earth has become a village and the business model is gradually moving from the real economy to the virtual economy, concepts such as "wiki economy" and "crowdsourcing" have swept through and changed our lifestyle like a storm. Faced with the proliferation of new ideas and new economy, human resource management is also facing the urgent need of rebirth and fission, and the role of human resource management will be endowed with richer connotations.
Fourth, be proficient in business.
Many bosses put forward their own views on the knowledge structure of human resources directors when selecting human resources directors. They think that the academic background of only studying management or liberal arts may not be suitable for the needs of enterprises. From the actual demand, the ideal knowledge structure of human resources director should be engineering background +MBA. This problem expresses the enterprise's demand for HR to know business and management, and also shows that human resource management does not have certain business operation knowledge and cannot connect with business departments. In fact, HR is often proficient in its own professional knowledge and skills, and is willing to share these experiences and suggestions on human resource management with business departments to help them manage personnel. But the first premise is that HR must be able to understand the questions raised by business managers in professional terms.
Fifth, broaden our thinking and establish a lifestyle.
A complete management system includes three levels: tool level, system level and spiritual level. The instrument level mainly includes technology, tools and ideas. The system level includes property right, organizational form and structure. The spiritual level includes values and beliefs.