Controversy Project
The Oriental "Little Composition" incident that caused a stir some time ago has basically subsided, and the relevant personnel have also settled down, and Xiao Dong's "Yuhui Companion" has ushered in two big names in the entertainment industry one after another, and everything seems to be back on track.
The author now mentions this incident because I want to talk about human resources and the life cycle of human resources.
What exactly does human resources do? What is the meaning and value of the organization?
These two questions are difficult to answer. Some senior consultants engaged in management consulting also have a lot of misunderstandings about human resources. For example, every boss should know how to do human resources, because they have all done people's work.
Indeed, when an enterprise is start-up, the founder must be a generalist, market, technology, personnel, and sometimes finance, capital, these affairs may need to be asked and handled by the founder, but this stage of personnel management, can it really represent the connotation of human resources and its significance?
The answer is clearly no.
To explain why it can't, let's use the Oriental "small composition" incident as a case to explain the life cycle of human resources and analyze its meaning and value.
Enterprises have a life cycle, products have a life cycle, everything in the world has a life cycle, and human resources also have their life cycle.
All life cycles are basically four stages, namely, germination, growth, maturity, and decline. Human resources, too. At different stages, the connotation of work and the value and significance of the enterprise are different.
For example: the embryonic stage. This also generally corresponds to the start-up stage of the enterprise. Whether to recruit people, what kind of people to recruit, how to set salaries, and how to pay wages are the main tasks of human resources. At this time, the answers to these four questions may be in the founder's hands, and he or she can do it himself or delegate it to someone else. If the society can't recruit people and recruit satisfactory people (such as salary problems), nepotism will often become the solution for manpower during this period. At this stage, people may need, but not the main problem. The main problem is generally the market. Production or order fulfillment is not necessarily the most important, outsourcing is also a solution.
The next stage is the growth stage. At this stage, for enterprises, it often means that they have achieved very good results in the market, the number of customers has increased rapidly, and the quality of customers has begun to improve. Companies need to hire a large number of people to cope with the rapid increase in market demand. At this stage, although the market is still very important for enterprises, it is more important for enterprises to digest this increasing demand. Organize production by yourself, control the end-to-end quality, and the work of human resources may not only be recruiting, setting salaries, and paying salaries, but also including what kind of people to recruit, how to recruit, where to recruit, how to determine the salary of such people, how to assess, and who should go, who should stay, and how to stay. At this stage, there are the following characteristics in human resources:
The third stage is the maturity stage. The work of human resources began to diverge. Some of the fully mature work, through standardization and normalization, has become procedural work, and now it is also generally informationized and electronic, and some have become intelligent. The other part, along with the strategic expansion, adjustment and change of the enterprise, returns to the first place in the new field.
Phase 1 and 2. The difference is: the good thing is that the resources are more abundant, and the bad thing is that the adaptability and efficiency will become the shortcoming.
As for the fourth stage, the stage of decline. A lot of work may go back to the owners of the company, layoffs, layoffs, etc., so I won't go into details.
In short, human resources is a very professional job, especially in the growth stage. Business owners and operators at this stage should take human resources seriously. At this stage, human resource management is also one of the core competencies of the enterprise.