"My job now is to walk around them every day." Zhang Xin, the personnel manager, said with a sad face that the personal contradictions between the business backbones of the two departments of the company are almost irreconcilable: Hu Jianyong in the business department is responsible for after-sales service of products, and Fan Youbin in the sales department is responsible for product release and sales. Both of them are unwilling to cooperate with each other and their colleagues, and each adopts an attitude of non-participation, non-communication and non-cooperation. "The two are incompatible in personality. They are both people who are competitive, arrogant, have good performance, and work hard but know how to shirk their responsibilities."
It's not the HR manager's job to mediate the contradiction between Hu and Fan, but both Hu and Fan's line managers have avoided handling this matter and handed it over to the company's top management, who authorized Zhang Xin to handle this matter with full authority. In order not to affect his performance in front of the boss, Zhang Xin crustily skin of head took the job.
In order to mediate the contradiction between the two, Zhang Xin can be described as both soft and hard. Recently, Fan Youbin signed a big order, and Hu Jianyong's consent must be obtained in advance for some jobs, but Hu Jianyong ignored it and prevented the sales department from communicating with him for various reasons.
"I'm so tired, but no matter what I do, I have to go to heaven. The one who agrees, the other thinks I'm partial to each other, and I can't offend them." Zhang Xin is in a dilemma. The struggle between Hu and Fan at work has risen to the point where every little thing will turn into a big "war".
How can HR be a "mediator" between Hu and Fan?
"This phenomenon exists in many companies, and most managers will hand over their unresolved workplace disputes to HR," said a consultant. "In fact, mediating employee disputes should be the responsibility of the line manager, not the job of HR."
The following steps are recommended:
First, understand the cause of the dispute. The HR manager had a formal interview with two related employees. Through the analysis of employees' responsibilities and roles in the company, find out the reasons that lead to the contradiction between them, such as personality problems, working methods, process management and so on. In this process, the human resource manager can communicate with the relevant employees first, communicate with the line manager, and convene two people to communicate formally to understand the reasons why the personal contradiction between them is so strong. The important point here is to promote the participation of line managers. It is certainly unreasonable for the line manager to avoid, and the solution of the whole dispute and contradiction can not be separated from the support of the line manager.
Second, analyze the nature of contradiction. After understanding the main causes of contradictions, determine the nature of disputes. If it is personal grievances, remind them that personal grievances can't be brought to work, and emotional feelings will have a negative impact on post work. If personal conflicts cause losses to the company or improper procedures, you must bear the responsibility. It is suggested that both parties should pay attention to the problems existing in communication with others, change the way of communication and absorb the opinions and viewpoints of others.
If the contradiction between two people is purely caused by the company's process, then analyze the process loopholes between the two departments to which the employees belong in detail. The uncoordinated cooperation between departments is generally due to problems in the process. The HR manager can ask the line managers of two departments to cooperate, analyze the workflow of two employees, find out the crux of the problem, and then hand over the process to the line managers of two people to solve it.
Third, make a solution and follow it up regularly. After analyzing the nature and crux of the contradiction, set a specific solution, which requires two people to have time limit and cannot affect the workflow and work results. At the same time, the line manager is required to follow up the implementation of this plan and give regular feedback to HR, who will communicate face to face with them regularly to follow up the resolution of contradictions.
Expansion: the common fault of human resources failure
First, the use of memory theory and machinery.
Learning theory is right, but digestion will be very important! If in the process of work, the boss asks, how many human resource management theories are there? What is the background of these theories? How many people are studying these theories? How did these theories evolve? Which human resources research experts in China are doing extended research on these theories? What research results can this enterprise learn from? Why? Wait, these questions are very elementary. If you don't "learn thoroughly" and "digest", what is the value of engaging in HR work in enterprises? For example, when designing the salary and welfare system for enterprises, our habitual thinking is: conduct market research first, then look at the internal salary of employees, then make adjustments, draw a table and report it to the management for approval. This is called "operation". If you can deeply study "Adam Smith's theory of fairness and Herzberg's theory of two factors", your work will become a kind of "achievement", otherwise, it will be a "work task" at best.
Second, proficient in laws and regulations, will not use.
China has two important laws, namely, the Labor Law of People's Republic of China (PRC) and the Labor Contract Law of People's Republic of China (PRC). The Labor Law was promulgated on1July 5, 1994 and came into force on1October 5, 1995+ 1. The Labor Contract Law was promulgated on June 29th, 2007 and came into effect on June 29th, 2008. Articles of Labor Law 13 107 and Labor Contract Law, chapter 8, article 98. In fact, every word in the two laws is particular. On the surface, you can't feel the logic between the lines. You can't guide the practice of enterprise human resource management only by personal feelings or understanding. For example, is it legal for employees to be dismissed rashly because they are dissatisfied with the probation period? It feels ok, but it is obviously not feasible to rise to the level of legal provisions. You may say that Article 32 of Chapter III of the Labor Law is not clearly written, and the employer may terminate the labor contract at any time during the probation period. However, Article 39 of Chapter IV of the Labor Contract Law clearly stipulates that "if the employer is proved to be unqualified for employment during the probation period", the contract can be terminated at any time, and the enterprise must provide evidence. Both the arbitration and the court must submit official documents and submit them to the arbitrator or judge for confirmation. If the set human resource management process is not rigorous and scientific, more than 99% will lose.
Third, learn knowledge and swallow dates.
As the director of human resources, once you are in the upper position, your work content determines that you can no longer pay attention to the operational level, such as how to calculate the salary. Wait, what you should pay attention to is the control of labor cost and salary strategy; As a general HR, you need to pay attention to the work at the operational level, such as the accuracy of salary calculation, how to make the salary results clear, and how to let employees know the contents of salary receipts clearly, rather than a lot of problems.
Based on the above, the director of human resources should pay attention to the systematic study of strategy and theory and need to concentrate on it. Breaking through the brain with theory is a "qualitative" breakthrough! As a general HR, you need to learn more training in operational skills, such as what is the "employee relationship" stipulated in the labor law? What does 2 1.75 mean? How to define the calculation of big month and small month wages? What are the legal provisions for absenteeism and what are the routine treatment methods in the industry? How to sign a labor contract? How to interview? How to recruit? How to calculate wages without going into a misunderstanding? In short, what should we learn at every stage of the workplace? Because a person's time is limited, so let your time quality be higher!
Fourth, work objectives, from far to near.
Walking in the workplace is not much better than the physical forest. In the forest of human nature, it is easy to get lost, and the owner is like a forest. This is the best time and the worst time. In the era of pursuing economic and personal utility, sharing has become the main theme of the times. As human resources, we should dance with business owners and line managers and with the external environment. How can we step on a beat together? Otherwise, it is useless to have knowledge of heaven and earth!
Have a clear career goal. Career goals should be drawn, not too far away, 1-2 years is appropriate. In order to go better, we should formulate a "personal business model", including financial objectives, market, operation and dynamic repair.
Fifth, general scholar, stay away from heaven and earth.
As the saying goes, there is a difference between initiative and passivity, but there is a distance between heaven and earth. Similarly, the relationship between a scholar and a general is the same. There was a story of "an armchair strategist" in ancient times, and many similar cases have been staged or are being staged today.
When the enterprise develops to a certain stage, performance management is put on the table. In the process of business operation, business owners are faced with the difficulties of lack of superior talents and high turnover of technical talents. At this time, management scheme is needed to solve one problem after another, but whether the scheme can guide practice will be very important. The human resource management solution from HR seems to be unresponsive in the hands of the boss. The reason is that the problem of "not landing" is a heart disease.
Sixth, the work point of view, ignoring the establishment
Rousseau once wrote: "Experience precedes education". Experience can be divided into direct experience and indirect experience. Direct experience comes from one's own specific practical activities, while indirect experience comes from the direct experience of others. Be good at applying what you have learned and constantly sum up in your work. If we can hold the notes in our hands, it will be an improvement. John Wooden, a famous American basketball coach, once wrote in his book Champion that understanding is the most important thing after everything is clear.
Let yourself progress in summary and mature in humility. Whether you go to the salon or participate in a large-scale HR activity, you should carefully record and experience it after the end, especially chew the logic between PPT pages carefully, savor it carefully and form your own things. But in fact, HR often ignores the above points. For example, recruitment skills training, some teachers directly talk about experience, and some teachers talk about theory. In any case, every course is carefully prepared by the teacher, regardless of experience or theory. Listen first, combine your previous practice, form your own views, and then verify them in practice, which will greatly promote your career planning.
Seven, HR ecosystem, unintentional formation
When she was doing career consultation for a senior operation manager of Tencent last month, she also put forward many novel concepts when explaining the confusion, such as mobile games, end games, pan-entertainment circles and so on. I can't help thinking that HR also has a circle, mainly depending on whether you have consciously operated it yourself. With your own circle, you are undoubtedly not lonely.
In the workplace, we will encounter "harassment" from our own external world, such as telephone, QQ, WeChat and so on. For example, a management consulting company calls to invite you to the salon and asks if you have any headhunting needs and consulting needs. Your attitude is very important If you hang up directly, you will undoubtedly close a communication channel; If we simply communicate, write down the phone number of the other party, and the kind words are relative, we will naturally plant the seeds of friendship, because everyone will make progress. Are you fighting alone? On your own. If you want to make friends, you must first make yourself worthy of association. Only if you are good at running a circle of friends, you won't be unable to press the phone number with your fingers when you pick up the receiver.
Eight, quick success, waste of land
Everything is done in advance. HR likes to design career plans for people around him in the process of work. There is no right or wrong, but it often ignores its own existence. HR should endure the loneliness in the workplace, and can't jump ship just to solve unsatisfactory things. Of course, there will be temptations from all sides in the workplace. For example, some companies find your resume and throw out the fruits that attract you to join (the salary is several hundred yuan or several thousand yuan). What do you need at this stage? As I said before, "accumulation of experience" and "perceived things" are both important. Therefore, we should plan what crops to plant and how to take care of them for our fields.
Nine, the idea belongs to the idea, and I want to do it overnight.
We learned the relationship of "point, line and surface" as soon as we went to school. If the "point" is divided, it is isolated; But if they are closely arranged together, they form a surface. In fact, the same is true of human thought structure. Former Egyptian President Answar Sadat once said: If a person can't change his ideological structure, he will never change the reality and never make progress. Let's move forward step by step, form a "self" point of view, use more and share more, and get everyone's approval. Even if you don't agree, you should practice first and succeed, then analyze the conditions for success and sort it out. For ourselves, it is a direct experience, for others, it is an indirect experience.
With the accumulation of personal opinions, seek theoretical support, arrange opinions with logical lines, and form your own ideological system. Only by forming their own "VTS" (value ideology), V: values, T: thoughtfulness, S: system can we make achievements in the research field.
Ten, eager to become everyone, lost the country.
The presentation of any scientific achievement has been scientifically and rigorously demonstrated, including its scope of application and limitations. Obviously, achievements in the field of human resource management are no exception.
Experience can only rise to the theoretical stage after experiencing a large number of calculations, inferences, induction and other processes of data, and it is a true theory without putting a "name" on itself.
The real theory comes from practice and has been scientifically verified. Practice can consolidate people's knowledge and understanding of the laws of natural operation. Without practice, theory will eventually have a life cycle.