Successful human resources staff have many similar advantages, which can be summarized as "eight hearts and eight minds", namely: sincerity, integrity, humility, love, care, loyalty and chivalry, perseverance and creativity, and peace of mind. Through the analysis of "eight hearts and eight minds", this paper puts forward some guiding opinions on doing a good job in human resource management.

Keywords:: human resource management with eight hearts and eight minds

Human resource management is an important job for any unit, but human resource staff often say: hard work, thankless work, dissatisfied leaders, great opinions from employees and great pressure. Many people even have a strong desire to change careers. Those who design careers for others for a long time often have their own career puzzles.

There are also many human resources staff who have developed smoothly in their careers and are widely welcomed by leaders and colleagues. Their typical career path is to start from the manager, go through the human resources supervisor, manager and director, and finally reach a higher position. Through observation, we can find that successful human resources staff have many similar advantages, which can be summarized as "eight hearts and eight minds"

I. Sincerity

Treating every employee sincerely is the basic requirement of human resource management, so as to gain the trust and understanding of the employees, get support in their work and let the leaders assign their work with confidence. If the work is erratic and full of empty talk, it will lose the trust of employees and the work will not be carried out smoothly.

Salary increase, promotion and other human resources management work involves the vital interests of employees, many of which are the secrets of the unit, which requires human resources personnel to face employees sincerely and explain the policies thoroughly under the premise of keeping secrets, with the aim of creating a healthy and upward atmosphere. When dealing with difficult and intractable problems, you must never cheat employees for temporary needs. For the work arrangement made by the leaders, if it conflicts with the national labor law or will lead to employee fluctuation, suggestions should also be made from a professional perspective for the leaders to make decisions. As human resources personnel, only by treating others sincerely will they win respect.

Second, be fair to the public.

Fairness and justice are the basic principles of human resources work. In the work, all businesses are operated in accordance with the prescribed standards and procedures, so as to achieve fair opportunities, open processes and fair results, and avoid the situation of inspiring one group of people and hitting another group of people. The purpose of doing things fairly is to ensure that employees are calm and willing to contribute to their own units and improve their work efficiency and competitiveness.

Human resource managers should treat employees as human beings, and should not engage in black-box operations, let alone show favoritism. They should not take special care of important people and people with backgrounds or break through policies, but arrogantly and lazily shirk their responsibilities to ordinary employees. Work arrangements that workers are generally concerned about or easily lead to speculation should be made public in the form of notices, business presentations and policy answers, so as not to give opportunities for the generation and spread of gossip. Only by being calm can we establish prestige in the unit and be conducive to the implementation of human resources matters.

Third, respect modestly.

Employees often report that the human resources department is superior. They are full of terms such as 360-degree performance appraisal and broadband salary, but they are not familiar with the business of other departments, and the human resources plan introduced is out of touch with the grassroots departments. This situation shows that the human resources department lacks an open-minded learning attitude, and laymen will definitely affect the work effect.

The ancients said that "three people must have a teacher", so does human resource management. Human resource managers must communicate with grass-roots departments and ordinary employees with an open mind to understand their business characteristics and technical content. Only by respecting and learning each position with an open mind can we do a good job description, salary scale design and performance appraisal methods, meet the development requirements of the unit, and let everyone feel that the human resources department is pragmatic, professional and trustworthy.

Fourth, love and warmth

Caring for employees in their work, putting themselves in their shoes and making employees feel warm is a way that we often say "emotional retention", which can inspire employees to be proud of and contribute to the unit. By transmitting love, human resources personnel can make employees regard themselves as bosom friends and enhance cohesion.

There are many ways to convey love, such as talking, getting together and solving practical difficulties. When communicating with colleagues or answering questions, talk as much as possible and talk less. The state promulgates or adjusts labor and personnel laws and regulations, extracts the essence and shares it with employees to make the laws and regulations clear and thorough. For those who have negative emotions or signs of resignation, take the initiative to communicate and intervene in advance. If the employees who are in short supply leave, analyze the advantages and disadvantages for them and retain them again. For employees who are about to be dismissed by the unit, we should take the initiative to care for them, and strive to make employees negotiate more and arbitrate less to resolve the risk of labor disputes. Problems are not as good as usual communication.

Five, pay close attention to

Human resources work does not need rhetoric and flowery slogans. What is needed is a careful understanding of the situation of the unit and the situation of the employees, and the work will be successful. Every link of human resource management, a little negligence will affect the mood of employees, so we must be careful and avoid mistakes. An error of 1% will result in a failure of 100%. Being earnest and careful is actually a rigorous work attitude. Only by carefully training into a habit can we improve our execution.

In the face of complicated work, human resources personnel should form the habit of observation. For example, when recruiting, faced with hundreds of resumes, you can quickly find out the right candidate for the position and feast your eyes. Anyone who has signs of leaving the company should make a prediction in advance and make a good staff reserve in advance. Speak with data and facts. When you explain the per capita labor efficiency of the unit, the position of salary in the market and the cost of recruitment and training through data, you will have more say and improve the influence of this department.

Sixth, loyalty and chivalry.

Loyalty does not require loyalty to the enterprise, but loyalty to the profession, that is, having a responsible attitude and professionalism; Chivalry is not about fighting bravely for enterprises and employees, but about shouldering heavy burdens and taking responsibility in work. For enterprises, loyalty and righteousness can enhance cohesion and enhance the competitiveness of enterprises; For employees, loyalty and chivalry bring a sense of security and let them work with peace of mind.

Loyalty and chivalry are embodied in human resources work, that is, they are not afraid of difficulties, dare to take responsibility when problems arise, take the initiative to take responsibility, do not shirk responsibility, and keep the work content secret. Human resources workers should become the link between leaders and employees, so that the unit can form a United force, instead of often reporting to leaders as spies, with one set in front and the other behind. Do not disclose personnel information in advance, do not spread uncertain plans, do not discuss the decisions of the unit, and do not disclose the privacy of others.

Seven, perseverance and creativity

Perseverance and creativity are not contradictory, but unity of opposites. Perseverance requires perseverance in work, and you can't give up halfway. You must overcome all difficulties to complete your work goals and plans. Persistence does not mean that the work remains the same. Human resources work is an important driving force for unit reform. Only by constantly innovating human resource management can we maintain the sustained prosperity of the unit.

The unit should have a medium-and long-term human resources development plan, and carry out all the work according to the plan. On the basis of perseverance, human resources work should always be innovative, so that employees feel innovative and willing to participate. For example, a foreign-funded enterprise pointed out that employees should be rewarded if they can pick out sick sentences or typos in the documents issued by the human resources department. Such an innovation not only attracts employees' attention to human resources work, but also makes employees in this department work more seriously. The accumulation of small innovations will greatly improve the management level.

Eight, calm and comfortable

This is the ability of human resources personnel to adjust themselves. No matter whether your work and your development path are smooth or difficult, you should keep a peaceful mind and comfortable mood, learn to relax and adjust yourself, forget your troubles and unhappiness as soon as possible, actively participate in outings, social entertainment and other activities, integrate into the collective to feel happy, and cultivate your healthy and sunny personality.

The work of human resources department is often the focus of contradictions, often misunderstood and contradicted, and often encounters difficult situations. In addition, the human resources department knows the internal core situation of the unit, grasps the information such as salary promotion, and there may be some people with worse conditions, less contribution and better income than their positions. This requires us to adjust our mentality and firmly believe that as long as we work hard, we will be rewarded and we must not let negative emotions affect our work and life. As a qualified human resource manager, you should not only have the feelings of serving the people, but also accept setbacks frankly. All experiences and experiences will bring us one step closer to success.

In a word, the "eight hearts and eight minds" quality of human resources employees is helpful to improve the management level and create a harmonious and efficient human resources environment. The ultimate goal is to satisfy the leaders and employees, and to satisfy the human resources employees themselves.

refer to

Wu Weiping. Three-point ability and seven-point sharing when [M]. Beijing: Current Affairs Press, 20 13.

[2] Song Jincheng. Three points with seven points to know people [M]. Beijing: Tide Press, 20 14.

[3] Pan Xinmin. Management Notes of Fortune 500 HR Directors [M]. Beijing: Chemical Industry Press, 20 15.

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