How Was HRD Made?

< p > < strong > 1, professional < /strong > /p >

< p > professionalism, what is the level of our HR? It is knowledge level.

The study and accumulation of professional knowledge, combining theory with practice, will enable us to reflect these six words from inside to outside: what to do and what to do.

This is the truth from the heart, and from the abdomen.

Professionalism, how to get it, learning, training and communicating.

For example, we are here today to participate in the professionalism of manpower, the combination of theory and practice. Here, we form a circle. We all know the knowledge and theory of each module of < a href= "http://www.91se91.com/news/index_s.asp" > human resources < /a >, practice it, carry on beneficial discussion, exchange and share, and enrich our knowledge structure and system well.

Accumulation and precipitation of knowledge are gradually pformed into abilities and professional abilities.

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< p > < strong > two, systematic < /strong > < /p >.

< p > systematicness is the requirement for thinking.

HR managers should have systematic thinking.

HR of some enterprises are very busy. They are busy with fire fighting and busy with specific affairs. They serve as the role of tiger oil, golden sore medicine and fire brigade.

This is not an ideal state for HR managers.

How can we be systematic? From a philosophical point of view, we should always look at problems from the perspective of connection and development. What seems to be independent is actually related to certain logical relations.

Sometimes we do some headaches, but we often know that they do not know what they are doing.

What are the internal relations between the six modules of HR and how can we effectively connect them to form a strict scientific a href= "http://www.91se91.com/news/index_q.asp" > HR < /a > management system? How can the HR management system have a positive impact on the environment? Such as the improvement of corporate atmosphere, performance improvement, employee satisfaction enhancement, staff capacity development, and even the strong support for the company's sales and profit targets.

Externally, it is related to employer brand building, recruitment and attraction, industry and social responsibility.

When we do HR, we will do some systematic thinking and summarization, which will be of great benefit to our ability improvement.

People who are more systematic and logical are generally IQ high and savvy. In the educational background, they are graduates of prestigious schools. Most of them are 985 or 211.

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< p > < strong > three, business based < /strong > < /p >.

< p > HR management is based on business.

Some large enterprises will set up posts like HRBP. HR can't float on top and sink down. As a HR manager, we must have a deep understanding of the company's business.

Most of the HR managers or directors of our headhunters < a href= "http://zs.sjfzxm.com/" > hunting hire < /a > have industry requirements and be familiar with their business.

Cross industry hunting is also available, but relatively few. Generally speaking, there are more opportunities for cross industry development for people with prestigious and prestigious backgrounds.

When you are a HR supervisor, you need to change industries quickly. If you go to the manager level, you will be more difficult in changing the industry. Generally, you will not be optimistic about the business and our headhunters.

Men are afraid of entering the wrong profession. The 1 is the industry of choice, and the 2 is the profession of choice.

Choice is more important than effort. This is very important.

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P > < strong > four and strategic height < /strong > /p >

< p > reporting to whom determines your position in the organizational structure.

Not to report to the first person in charge of the enterprise is not the real meaning of HRD or CHO.. We look for a candidate in the headhunter, first of all, find out where the candidate is in the organization, who is up there, what people there are and how many people there are.

HRD in one area is always slightly worse than HRD in group headquarters.

Therefore, it is suggested that those HR who are placed outside must not be "self appointed by the local government officials, who are far away from the high mountains and have their own" and complacent. Once they have the chance, they must work at headquarters. Opportunities, abilities, horizons and promotion are all difficult for you to compare with the regional companies.

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