10 Tips To Teach You To Win In The Workplace.

More and more attention to human resources work, but there are also some of the owners of backward thinking, low cultural quality, stubborn, unwilling to accept new things, if such a boss, it is recommended that you do not waste time, and quickly find another way, or there are only two kinds of results: first, the failure of the business you go; first, until the boss changes, your youth is gone.

Each person has its own advantages and disadvantages, the unique way of thinking and the style of communication.

As a good manager, we should realize that there is a limit to pforming one person.

What we need to do is not to try to eliminate these drawbacks, but to make reasonable use of their advantages, avoid their shortcomings as far as possible, and try to help everyone to make continuous progress on the basis of their unique nature.

Skill two: do things before you do things.

In many enterprises, the human resources department is relatively independent from other departments, but in fact, the things that the human resources department controls is for all employees, affecting production, sales, services and the entire company. Therefore, human resources work must be supported by various departments. HR manager is a relational scientist first. He takes you personally as a brand to operate, set an example, set up a good image of HR, and strengthen communication so as to get support from all departments.

HR Manager

Skill three: follow the mass line

Human resources managers need to soberly face the fact that work has become an increasingly important way of life for people, rather than a mere means of livelihood, and that work is no longer separated from personal life. All personnel are equally unhappy in their work and life is not very happy.

Now, one of the core values of human resources work is to mobilize the initiative of the staff. The human resources managers are facing increasingly complex employees, who come from different times, different ages, different family backgrounds and different living conditions. They have diverse values.

Therefore, we must follow the mass line.

Skill four: to enter the line

Many human resources managers have a misunderstanding in their understanding: human resources work is a professional job, which is naturally "outsider" to the operation and business of the company; if we master the professional skills of human resources, we can do well in human resources work.

On the contrary, it is impossible for HR managers who do not understand the company's business and operations to do well in human resources work.

For human resources managers, expertise is not the main thing.

The human resource manager should go out and go to the place where the top leaders of the enterprise are concerned, and go to the front line of the enterprise management and walk to the side of the line manager.

Only in this way can we better understand business and business needs, grasp the main points of management, and serve well both internal and external customers.

Skill five: inside and outside the circle.

The rules and regulations must be implemented without delay, but it does not mean that there is no flexibility. Flexibility should be considered when formulating rules and regulations.

The ancients said well: "there is no fish to the water", the highest level of management is not perfect, but incomplete. How to achieve it is not only a violation of the system but also a good job, which requires skill and an art.

Skill six: set a good direction.

No matter what stage the enterprise develops, it is necessary to work out a strategic plan for the company's human resources and clear up the train of thought.

If the thinking is not clear, it is impossible to do well in HR work. At the same time, we must do well the annual and monthly human resources work plan, implement the "PDCA" cycle, constantly adjust the plan, and do every job well.

The lack of strategic planning of human resources has seriously hindered the realization of the development strategy of enterprises. The old concept of talent makes the talent development ability of enterprises only stay at the present level, can not tap the potential of human beings, and can not mobilize the enthusiasm and creativity of employees, which is extremely unfavorable to the development of enterprises.

Skill seven: targeted

Management itself is a complex system engineering. Any management work must be done according to the specific needs of the enterprise development stage, as well as human resources work. Choose the right time, the right place, the right person and the right way to do the right thing.

Many HR managers move to a new company to copy a whole set of human resources management systems. Whether they need it or not, they are doomed to failure.

Skill eight: be pragmatic.

To do well in HR work, we must have a down-to-earth mind. Only by proceeding from reality can human resources management achieve its proper role and value. At the same time, it also confirms the familiar saying: practice is the sole criterion for testing truth.

Skill nine: do what should be done.

To figure out the positioning of the human resources department, we must find out what things should be done and what should not be done. In particular, we must draw a clear line with our administrative affairs and not get caught up in administrative affairs. HR managers can only become clerks. We should not be able to catch up with brownbeards and pay attention to priorities.

Skill ten: define authority

This is very important, which things you can cling to, what things should be asked, must be clear, and must be fixed in the form of system, to be fully authorized, otherwise big and small matters are requested, you can not work, and the efficiency is very low, for example, in the recruitment problem, in the salaries of new recruits, must have clear authority.

In order to make the operation of the enterprise smooth and unimpeded, and promote the optimal combination of human resources in space and time, we should achieve the maximum workload by the best manpower, the smallest consumption, the shortest process, the minimum time and the simplest operation, so we must correctly handle the relationship between responsibility and power.

On the one hand, it can avoid bosses' hands-on efforts and concentrate on energy management decisions. On the other hand, it will help enhance the sense of responsibility of HR owners, mobilize their independence and initiative, and bring their intelligence into full play and improve their work efficiency.