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HR,从幕后到台前

上一篇 / 下一篇  2009-03-17 19:54:12 / 个人分类:HR的定位与发展

                       文/肖作举

提起HR,我们马上会想到一个词:公司幕后支持者。在传统的概念中,HR就是为业务部门提供支持的,为他们服务的,虽然这些年,HR者们的思想意识在逐渐改变,但是HR在这场转型的过程中还是显得有些羞羞答答,底气不足。

人力资源虽然从人事管理的传统模式中在逐渐改变,名字换了,但其处境依然是很尴尬的,主要表现在这样几个方面:

边缘化,不被重视。

HR由于不产生直接利润,自然在老板的心目中属于幕后工作者的定位。老板对于营销、生产、研发的重视程度就可以看出来。公司的大部分资源都给了这些部门,老板宁可花费上千万的资金去开发一个新的产品,也不愿意花十万去给员工做培训。为什么?研发出来的产品,看得见,摸得着。而培训呢?钱花出去了,到底效果在哪里呢?谁也不知道。很多民营企业的老板,往往喜欢用低价格要求HR去招人,招得到,是你的本职工作,招不到,说你不行。每次公司开总经理办公会,人力资源做报告,老板基本上打瞌睡,一到销售、财务汇报利润状况,销售情况的时候,老板两眼直发绿光。

老板与员工之间的夹心饼干

HR从其职能上讲,一方面要成为员工的主心骨,那就要为员工的发展提供平台,另一方面又要成为公司的战略合作伙伴,那就要为公司提供战略决策上的支持。而这两者之间却会不时出现矛盾。打个比方,现在金融危机,经济不景气,人力资源理应从公司的战略角度出发进行裁员,而另一方面,员工肯定不希望公司裁掉他。HR该怎么办?碰到一些没有法律意识的老板,甚至连裁员的赔偿都不肯出,这时,HR又该如何办?

HR容易走的两种极端

一种极端是HR把自己纯粹当成服务部门,为各部门做事尽心尽责,沦为业务部门的杂工。

另一种极端就是HR喜欢把自己当成官僚机构,你要办理招调工吧,是你在求我办事,不对我好点,不给我点好处,我就不给你办。你要转正吧,我不喜欢你,我就偏不给你转正。

正是因为有以上这些尴尬的境地,我们无数的HR实践者以及专家学者们都在研究人力资源如何转变这种尴尬的境地。笔者认为要想让HR如何从幕后走到台前,需要做好下面几个工作。

减少HR基础工作的时间。

大多数HR总是沉浸在事物性的工作中而拔不出来。事物性的工作并不可能给公司带来更大的价值,只会让HR成为名副其实的“后勤部门”。

一般解决这个问题的办法有两种,一是外包,现在很多公司都把HR事物性的工作外包出去,比如招聘,比如员工买社保等等。这样的好处是,另一种方式是在企业建立起人力资源电子化信息系统,能快捷的处理各种事物性工作,极大的提高了工作的效率。

做老板关心的事情

老板关心的价值点在那里,分析整个价值链,你会发现最容易引起老板兴趣的无非这样几个部分:公司流程体系建设、制度的完善、组织结构的精简、员工的工作效率与效益等方面。找准了这些核心点,那么我们就需要去重点开发与完善这些老板关心的点和面。

渗透到业务部门中去

业务部门经常说我们HR不懂业务,总爱瞎指挥。这的确不是空穴来风,我们HR真的还得熟悉业务知识,了解业务部门的基本运作,只有知己知彼,才能在管理中百战百胜。才会让业务部门真正的心服口服。

变人力资源为人力资本

在我们的观点中一直把人力当做一种负债,因为你要给他付工资,给员工付的工资及公司对其的其他投入称之为人力成本。我们要改变这种观点。不光要提人力成本,还要提人力资本。人是能产生价值的,虽然他产生的价值是无形的,看不见的,摸不着的,但我们不能因此而忽略人力资本的存在。

将人力资源变人力资本的一个有效办法就是将人力资本的无形化变为有形化,人力资本产生的价值我们将它进行评估。经济增加值(EVA)在人力资源管理的应用目前在国内还处于起步阶段,EVA计算时把用于招聘、提高和保留关键员工的开支资本化处理,在员工能够发挥其预期的生产效率的期间予以摊销。

人力资源投资的管理应以员工创造的经济增加值的最优化为标准。即把经济增加值作为奖励管理人员为提高经济增加值所作的贡献的标准,从而保证公司现有人力资源被充分利用和开发。这样,经济增加值将聘用、提高人力资源的投资和利用人力资源创造的价值有机结合起来。

成为公司企业文化的牵引者

提到企业文化,很多HR可能会自己都觉得这个东西很虚。一般HR做企业文化就是抄抄先进公司的制度,口号,标语。如果注意观察会发现,80%的公司的核心价值都是创新、奉献、以人为本之类的。这些东西写出来了就要执行,深圳有一家民营企业,这家企业也提倡以人为本。但是真的做到了吗?没有,老板官僚作风严重,管理过于死板。曾经老板要调一个员工到另外一个分公司去工作,而该员工由于家庭的原因不能接受调遣。其实正常的安排另外一个员工去就可以了。老板却非要固执的安排这个员工去,这个员工没办法,只好打辞职报告,老板竟然说,我叫你去,你就得去,这是命令,必须执行。至于离职报告,三个字:不批准。你说这样也叫以人为本吗?

企业文化如何让它从务须变成务实。要从三个层面去推,其一是制度层面。建立完善的制度规范,比如,每次在电梯口,当看到穿着牛仔裤,或者发型很另类的,我可以肯定这不是我们公司的员工。因为我们公司的员工都是上班穿正装,发型都是符合职业规范的。第二个层面是精神文化层面,公司是否有良好的精神面貌,比如IT型的企业一般年轻人多,那就需要创造有活力的,激情的企业文化,比如每周安排固定的体育场所运动。组织户外的旅行之类的。第三个层面就是企业的价值理念。这个听起来虚,但价值理念一旦形成就能为企业带来意想不到的收获,哈佛曾经请张瑞敏去演讲,张瑞敏没有讲任何高深的管理方法,它只讲了一个主题,那就是海尔文化激活休克鱼。海尔在兼并与重组中为什么能屡次成功,就是因为它有着优秀的企业文化。中国石油的核心价值是奉献,中国石油的员工一般都很能吃苦,所有从学校招聘进来的员工必须下基层跟基层员工一起锻炼三个月甚至半年,这是经过数十年提炼出来的精髓,从中国的第一个油田的诞生起,就伴随着无数中国石油人的辛勤和汗水,铁人王进喜在大庆石油会战中,组织全队职工用“人拉肩扛”的方法搬运和安装钻机,用“盆端桶提”的办法运水保开钻,不顾腿伤跳进泥浆池,用身体搅拌泥浆压井喷。这种奉献的精神不仅成为了中国石油的核心价值,更成为了中国传统民族精神的传承者和实践者。

HR要想从幕后走到台前,也绝非一步登天,各种公司的环境,企业领导者的管理风格都会对HR的角色转变带来影响,我们更多的是要在实践中去总结和摸索。


TAG: HR hr 幕后 台前

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