Five Mistakes That HR Novice Can'T Make

No gold is perfect, no man can make mistakes, and successful leaders are less likely to make mistakes.

But as a new human resource management, if you can not prevent the following five bad habits, it will not become a brilliant HR manager. You are doomed to be mediocre.

Of course, do not misunderstand me. The five kinds of mistakes are serious and may be a bit too long, but if they continue, they will be very bad.

As a HR job novice, if you can work in a more positive and active way, solve problems to offset or make up for your shortcomings, overcome your shortcomings, you will become more successful.

Error 1:

Nowadays, many of the HR newcomers are professionals in the field of human resources, and often the "old birds" in the human resources workplace are not human resources, but they have rich experience and extraordinary qualities. They are experienced and worked hard in the workplace.

If HR novice is arrogant and arrogant because of this, he looks down upon his predecessors. He thinks he is very talented and professional, and he overbelieves his ability and narcissism.

This is the most serious problem, which may be the reason for the dysfunction of most HR managers.

Error two: jealous of others

Jealousy is a kind of "red eye disease" to people who surpass themselves.

Hope to possess others' expertise, status, ability and talent.

When HR newcomers make such a big mistake, when he recruits and trains talents for the enterprise, he can not hire talented people. Because of his existence, enterprises have refused many talented people to enter the door.

At the same time, people who are jealous can not listen to their superiors' criticism and colleagues' suggestions. They will become obstacles on the way to the workplace, and it will be difficult to achieve greater progress.

Error three:

- HR newcomers tend to be blind.

The giant of language, the dwarf of action.

The expectations are high, but it's not the case.

Always feel that human resources work is not as good as imagined. Every day, we should be busy with pactional work, recruiting interviews, making reports, conducting research and organizing meetings and communicating all the time. These things are too simple. They do not need to move too much brain and are not worth doing on their own.

Therefore, often fooling around the leadership, fooling around colleagues, fooling employees, eventually hurt their career.

Error four: taking knowledge as skill

A lot of HR novices in the workplace, apart from having professional qualifications, have also obtained many certificates, such as human resource management certificate, TTT Trainer Certificate and career planner certificate. It is good to have these certificates, indicating that you are good at learning, but you can never equate these certificates with professional skills and experience. They are just theories.

I used to see a HR newcomer having six certificates in a clothing enterprise, but she had to make a detailed analysis of staff training needs, and designed a complete employee satisfaction questionnaire, which made 7788.

Obviously, human resource management must have practical experience.

Error five: refusal

Effective managers are responsible for their actions.

Often HR novice in the workplace does not like to take responsibility.

In the face of human resources management, such as recruiting new recruits, training staff, performance appraisal, salary management, employee relationship management, etc., new people often only emphasize their faces, do not pay attention to details, and feel that they have already done, but are they really doing a thorough job?

Be good at direct responsibility to superiors and colleagues.

In order to be afraid of responsibility, some jobs that can be done or not are usually not done. They can provide staff assistance and help to solve problems.

Soaking in front of the computer all day, seemingly busy and seldom moving around, is actually talking at work time, QQ, playing games, and not knowing the real situation of departments and enterprises, and understanding the true thoughts of leaders and staff of other departments, so his work can not be promoted to the decision-making level in HR management.

The above phenomenon is that when I was tutoring an enterprise recently, I discovered the problems and errors that exist in the new human resources of his company. Today, I summarize and publish these problems, hoping that he can see and help him, and at the same time, let the new HR managers in the workplace be able to check themselves.