How to learn human resource management well? Methods and book recommendation
First of all, to learn human resource management well, HR is strongly recommended to read Human Resource Management Required Reading 12 in terms of related textbooks and books. It is enough to really understand this book in the early stage, or even a few years. Don't need to read too many other miscellaneous books. Believe me, this is the experience of people who have experienced it.
"Human Resource Management Required Reading 12" is the most worth reading for HR practitioners. No matter whether they are entry-level or have some work experience, they can learn something corresponding.
This book is not a traditional publication, nor is it written for the purpose of writing a book. There is no lengthy theory and meaningless words piled up, and its purpose is only one: to really help HR managers improve their professional skills. That's true.
As a management training textbook, Required Reading for Human Resource Management 12 occupies a high theoretical perspective on the one hand, and attaches great importance to sketching the knowledge map from the reality of enterprises and the practical challenges faced by HR on the other. I read a lot of books on human resource management theory because of my work and study. They are nothing more than six modules moving around, nothing new, nothing to be desired. Few books can make the theoretical knowledge so fresh and refined as "Human Resource Management Required Reading 12", which makes people remember it at first glance. Not to mention the books about actual combat and practice, the books that can do this are basically blank in the market, and can't be compared with "Required Reading of Human Resource Management 12" at all. Many books on human resource management like to advertise themselves as "actual combat", but when they are actually opened, they are nothing at all!
At present, it is common in enterprises that most people engaged in human resource management have not been trained (in fact, this phenomenon is very strange, as if many people who study HR themselves have not taken up HR posts in the end), and these people urgently need to improve their professional ability. It is really difficult to find a human resource management book that can really lead them into the professional door like looking for a needle in a haystack from a sea of books. And "Human Resource Management Required Reading 12" just fills the gap in this respect.
Many people who recommend books like to list a lot of books. What I want to say is that this is a very headache for beginners, which is not conducive to their clear direction and way out. Not to mention those listed book recommenders may not have read them carefully. Real knowledge is not hidden in that pile of books. On the premise of choosing the right book, it is actually enough to read only one book, which is also the most efficient reading method. If you only read a book on human resource management, it is enough to read Human Resource Management Required Reading 12. Less misleading, more focused, and really lay a good foundation for this major.
In fact, human resource management is not just as simple as six modules. These six modules look complicated, but this is only the surface. Beneath the potential surface is the overall cognitive and thinking framework. This is also the reason why I often say that to do a good job in human resource management, we must jump out of human resource management. And "Human Resource Management Required Reading 12" can help you cultivate this way of thinking. The six modules are the foundation, without which it is impossible, but for those who are interested in becoming excellent human resource managers, only this foundation is absolutely impossible.
With a professional foundation and a way of thinking, the last thing is practice. Fortunately, "Required Reading for Human Resource Management 12" does not miss the theme of "practice", and practice has always been skillfully integrated into every link of human resource management expertise in a specific way. This is also the place where I value this textbook most, and one of the important reasons why I don't want to classify this book as a general publication.
Management is both art and science, but through reading, I think what we want most is to have less art and more science. After all, "art" is often out of people's control, but science is much more practical. As a training textbook, Required Reading of Human Resource Management 12 has completely deviated from the category of "art" from the perspective of "science" to the greatest extent.
This is also the original intention of recommending this book to everyone.
Secondly, the methods of learning human resource management are summarized as follows:
First, study hard, think hard and communicate more.
Learning HR professional knowledge is the first course to become a professional HR practitioner. Human resource management needs to learn a wide range of knowledge, mainly including management foundation, organizational behavior, psychology, labor economics, enterprise management, financial management, sociology and so on. There are many ways to learn, such as reading HR professional books (there are not many books, but you must be optimistic about them. It is suggested that each professional module should read at least 10 books, including theoretical textbooks (foreign textbooks are better) and practical books), browse HR professional websites, watch HR professional videos, participate in HR training, open classes and forum activities. At the same time, we should be good at thinking and summarizing, finding and solving problems, and be able to achieve mastery. If you have the opportunity, communicate, discuss and consult with HR professionals as much as possible, which will make you take fewer detours and make you grow faster.
Second, imitate first, then summarize, and then innovate.
For those who have just engaged in HR, the most effective way to get started and learn is imitation, that is, "drawing a gourd ladle". For example, your superior wants you to write a performance management system, but you have no experience in this field. At this time, the best way is to find several performance management systems of other companies, and then write a preliminary framework and fill in the contents according to their formats. After this kind of work is repeated, it is necessary to summarize and analyze, find out the main framework, causality and theoretical basis, and form your own views and ideas. Then on this basis, innovation and optimization are carried out to form their own set of method system.
Three, in-depth business, close to the scene, dare to practice.
As a professional HR, we should first understand "don't do human resource management for the sake of human resource management", have a correct understanding and understanding of the concept of human resource management, and don't focus too much on what we have done and professional routines. Instead, we should combine the company's strategy and business development, go deep into the company's business and management, be close to the company's work site, explore the needs of the company and various departments for HR management, and then propose professional HR solutions. Finally, we should dare to practice and be brave in practice. Only in this way can HR really create value for the company.
As a professional HR, in addition to mastering the professional knowledge in the HR field, you also need to understand the company's business processes and enterprise operations, including market, R&D, sales, manufacturing, supply chain, procurement logistics, quality management, engineering technology, financial management and so on. And the position of the value chain in the enterprise's industry and internal value chain, so as to design HR policies and solutions that are more in line with the requirements of the company and various departments and truly play the value of HR.
Fourth, from a professional module of HR, or from the overall operation of HR?
Some people may ask, for the career development of HR, is it better to specialize in a professional module of HR from the beginning or to operate comprehensively? Before answering this question, let's take a look at two realities, that is, the difference between engaging in HR in small and medium-sized enterprises and large enterprises. In small and medium-sized enterprises, one person is often responsible for several HR professional modules at the same time, with a wide range of contacts, but it is often difficult to master each module. In large enterprises, HR is often only responsible for one HR professional module. Although the work of this module can be done very carefully, the vision of the whole HR is often limited. If you can't stick to it, it's actually difficult to master this module and become an expert in a certain HR module.
It is generally suggested that if small and medium-sized enterprises have accumulated some comprehensive experience in trading HR, and if they feel that they are not professional enough, they can go to large enterprises to accumulate experience in professional modules that they are good at for several years and improve their professionalism in this module. If you have worked in a certain HR professional module in a large enterprise from the beginning and accumulated some experience, if there is no room for development, I suggest you go to small and medium-sized enterprises or other large enterprises for overall HR work to enhance your overall understanding of most HR.
In practice, many professional HR or HRD are not very proficient in all HR modules, but at least one or several HR professional modules are very proficient in themselves. It can be seen that, in fact, many professional HR gradually transits from point to surface to overall management through a certain major. In fact, all the professional modules of HR are interlinked, because the theoretical basis of human resource management is the same, so if you want to master/become an expert in a certain module of HR, this in itself requires you to have a thorough understanding of the basic management of HR, and at the same time have a certain understanding and understanding of other modules of HR (just lack of practical opportunities). It should be noted that the so-called HR experts are not only proficient in the professional module they are engaged in, but also have a deep understanding and understanding of other HR modules, otherwise they are not HR experts in this module.