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企业管理是一个系统,HR是其中的一个环节。这个环节的问题,HR工作人员的水平不够,只可能涉及了一小部分原因,更可能是整个管理体系的有问题。系统问题不解决,而指望环节部门出奇迹是不现实也不应该的。但在现实生活中,有的领导甚至将HR当成劣质管理体系的替罪羊,将员工把对企业的不满转移到HR部门,认为企业管理上的问题是由于他们的工作不力所致。如果企业没有令员工兴奋的使命做最终目标、没有明确的远景为间断性的方向、没有上下一致的核心价值观为行为准则,HR的工作是不可能做到“更快、更多、更强,”也不可能真正“高效,”因为HR首先是企业想要落实战略计划的工具。
Enterprise management is a system, HR is one of the links. This aspect of the problem, HR staff level is not enough, only a small part of the reason may be involved, more likely the entire management system is a problem. System problems are not resolved, and it is unrealistic and should not expect the miracle of the sector. However, in real life, some leaders even regard HR as a scapegoat of a poor management system, and shift employees’ dissatisfaction with the enterprise to the HR department, thinking that the problems in business management are due to their poor work performance. If the business is not the ultimate goal of the staff excited to do the task, there is no clear vision for the intermittent direction, there is no consistent core values of the code of conduct, HR’s work is impossible to do “faster, more and stronger ”It’s impossible to be truly efficient," because HR is first and foremost a tool for companies that want to implement strategic plans.