According to the employee, HR of Huya Company announced to him on June 2 165438 and issued a written notice of dismissal. However, because the employee refused to sign the notice, the company HR sent five big men to drag him from the office to the company's public stairwell, and then dragged him from the corridor on the 13 floor to the 1 floor and threw him to the ground. In the process of dragging, his elbow was also damaged to varying degrees. To tell the truth, as a human resource, I feel puzzled and even angry about this treatment. Obviously, I can choose a better solution. Why does the HR of this company adopt this way to solve it?
Combined with such questions, I carefully read Huya Company's late response to the incident, and learned that the employee's resume was falsified, and he often used his working hours to do part-time jobs during his tenure, which seriously violated the relevant rules and regulations of the company. Of course, it is not clear whether the actual reason for this is as stated in its official statement. But when dealing with related employee relations cases, we can't simply and rudely solve the problem. Sometimes, instead of solving the problem, it hurts the image of the company itself to some extent. ?
Human resource managers not only need to solve human resource problems for the company from the perspective of company management, but also serve as the most direct communication bridge between the company and employees. Excellent human resource managers should not only solve problems for the company, but also take into account the feelings of employees, understand their demands and establish the best dialogue mechanism for the company and employees. The role of human resources should not be to create confrontation between the company and employees, but to provide relevant talent management services for the company, rather than being a dog stick for the company's talents. At this point, I think Huya's human resources management department needs to think about it. ?