How Can HR Practice Both Inside And Outside?

< p > 1. The so-called "inner maturity" mentality means that through practice, we can achieve a mature and steady character and maintain a positive and optimistic attitude.

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< p > 1., making a href= "http://www.91se91.com/news/index_c.asp" > HR < /a > requires insight into all kinds of complex interpersonal relationships, sensitivity to human beings, and stripping from all kinds of complicated interpersonal relationships.

HR is a management department, often facing all kinds of difficult interpersonal problems, such as other departments do not cooperate with the work, a leader's relatives often violate the company system and so on, all these require HR to have excellent interpersonal skills.

For other departments who do not cooperate with the human resources department, it may be that the human resources department can not bring any help to them.

Therefore, the Ministry of human resources does not attach importance to it.

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< p > a simple example, the company once had a very important R & D department. One of the senior engineers was leaving the company. As a HR, through observation, he found that he had been very close to several other engineers in the same department recently. Sometimes he saw that they seemed to be exchanging something private.

At this point, HR needs to guard against the possibility of collective job hopping.

So the deputy chief of the technology center hurriedly reflected the matter. The deputy chief was not aware of it. He didn't think so. As a result, not long after, he left an engineer.

This led to the deputy general's high vigilance.

In fact, HR also has a bad place to do. Why didn't we take it seriously before the first employee left, and take corresponding measures? < /p >

< p > 2.HR also needs to maintain a positive and optimistic attitude.

The strength of the mind is more important than any other. As HR can bear the pressure of role positioning, for example, the boss regards HR as the executive level as a logistics service personnel.

At the same time, it may serve as a sandwich biscuit between the boss and employees. At this time, if there is no optimistic attitude, it is very difficult to persevere in the HR post.

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< p > 3. maintains good professional accomplishment.

Let employees and business departments realize that you are professionalized. For example, when dealing with sensitive employee relations, can you show your professionalism, deal with problems fairly and fairly, and let each other feel your professional qualities.

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< p > note: the practice of internal strength needs to be experienced for a period of time and can not be accomplished overnight.

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< p > two, foreign refining expertise is in the cultivation of super HR professional ability, such as the professional knowledge of human resources, the combination of theory and practice.

How can we train ourselves to a super professional ability? < /p >

< p > 1., the system's human resources < a href= "http://www.91se91.com/news/index_c.asp" > management knowledge < /a >.

Many HR are HR from halfway house, and knowledge of HR is only a smattering of knowledge. Therefore, if we want to go further on HR Road, we need systematic knowledge of human resource management and link up the fragmented knowledge in the past.

There are many ways to learn, such as human resource management certificate, self-learning human resources teaching materials, network learning and so on.

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< p > 2.. Learn to use basic human resources tools.

Quite a lot of HR empty learning has full knowledge of human resources. When asked how many tools it will use, it can not answer a word in half a day.

I posted a post in the China Internet, calling on people to share their familiar human resources tools. Few days later, there are few followers. It is obvious that China's HR's ability to master human resources tools is still very weak.

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< p > why is it emphasized here that the importance of a href= "http://www.91se91.com/news/index_c.asp" > human resources < /a > tools is because human resource tools are the basis for solving the problem of human resources, tools are not clear, and the effect of solving problems is certainly questionable.

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< p > a lot of people think that consulting firms do professional work, but in fact, they use professional tools only. Consulting companies will use multiple tools when consulting any human resources project.

For example, when Mercer makes the job evaluation, it will be pported to the IPE3 tool. Hay's Hay's assessment method is a dedicated employee engagement model.

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< p > how much you master is the height of your human resources.

When you can skillfully use all kinds of human resources tools, your professional knowledge has reached a certain level.

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< p > 3. accumulate experience in actual combat, sum up a set of train of thought.

Book knowledge and tools are not enough, because book knowledge is theoretical, and the effect of tools in different companies is different. Only by summing up experience in practice is it the most valuable asset.

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