Why is the line manager the first person responsible for human resource management? We all know that employees join a company because of the company's brand, including the company's popularity, reputation, current treatment and future prospects, but when an employee leaves the company, 85% of the reason is that the employee and the line manager can't handle the relationship well.
Similarly, the output of employees directly depends on the management and guidance of line managers; Employee engagement depends on daily interaction with line managers; The efficiency of employees depends on the supervision of line managers; The behavior of employees depends on the daily supervision of line managers. Although the system and process design of human resources will also affect the morale of employees, in the final analysis, these are not the most important, and the daily perception of employees plays a decisive role. In short, the line manager is the key for employees to do well. There is an old saying in China that "a soldier never tires of it", which is not just an expression.
How to make a line manager become a human resource manager
In this case, how can a line manager become the first responsible person of excellent human resources?
First of all, a good HR should give up nanny thinking first. Many HR are worried that the company's money is not worth spending, and help the company calculate every penny. In terms of recruitment, even the needs of business are no longer the criterion, but "whether it is worth it" becomes the criterion. But the key criterion of "worth it" is the return on investment, not a simple price issue. However, it is precisely in the degree of business return that human resource managers and business managers have many conflicts. For example, the business department took a fancy to a competent business expert, but because the asking price of this person is relatively high (which is usually the case in reality), the human resources department refused to recruit this person on the grounds that this person would destroy the internal balance and the existing system. It seems that they saved the company a sum of money, but did they lose this man's salary?
For another example, the HR of a company often helps managers to approve some routine contents, such as employees' overtime applications, employees' leave applications, and employees' transfer applications. Some companies that have implemented the online approval function usually need to add the role of human resource manager in the approval process. As everyone knows, in this way, the line manager's inaction or dependence will occur. These are all caused by the nanny's thinking.
Secondly, excellent HR should know how to help line managers manage human resources. "Enterprise management is actually synonymous with human resource management", which is a famous saying of peter drucker. Really smart managers understand that it is not important to be in charge, but to manage talents well, as Han Feizi said.
"The little wise man is in charge, and the great wise man is in charge of people". Every manager should understand that managing people is his top priority, and the real essence of management is to "accomplish what he wants through others". Unfortunately, at least 90%
The above managers in China are all promoted from professional posts. They are experienced in how to do things, but they are not proficient in how to manage people. Therefore, it is very important to train the employees of new managers and promote the change of thinking.
To solve the problem of thinking, we must also solve the problem of system or system, specifically to solve the equality of responsibility and rights, that is, to help managers realize weapons and equipment. In many companies, the personnel responsibilities and rights of line managers are not equal. Managers have no right to appoint important people and reduce people, nor to set wages and bonuses. They only have obligations, such as setting work goals, assessment obligations and so on. Therefore, they give up personnel management and rely on the human resources department instead. Personnel management is an all-round process, and the traditional four processes of selecting, using, educating and staying in human resource management are end-to-end processes. Of course, this kind of manager with only partial rights can't undertake all the tasks of managers. And only the manager is responsible for all the content, he can't shirk any responsibility.