What kind of people are not suitable for human resources?

What kind of people are not suitable for human resources?

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Human resources professionals normally needs to deal with different departments of an organisation. Many times, because of the unfriendliness of human resources managers, people once thought that human resources should be done by friendly people. Because friendly people are suitable for people, then the truth is. Let's take a look at what kind of people are not suitable for human resources.

Professionals believe that “being friendly” is only the starting point of human resources work, and more challenges in work have higher requirements for HR. In all fairness, being friendly is often the expectation and requirement of human resources practitioners. Most people find it hard to imagine what their HR partners are not friendly. But I think this is the place to confuse some good young people. They saw that the colleagues and leaders of human resources were "comfortable" and thought that this work was just to help everyone, and then mistakenly thought that being a friendly person in the human resources department would be enough. However, "friendly" is just a starting point - it is not enough.

Let's take a few human resources positions as an example to seriously think about it:

1. Reorganization work

At any time, as long as it is organizational re-engineering, there will be winners and losers. Good for those who survived. But in any reorganization, there are people who lose their jobs, face downgrades, or eventually go to a position they don't like. These people deserve a fair and respectful process. Just being friendly is not enough.

2. Recruitment work

Few things are more exciting than telling someone that he has got the job he has always dreamed of. Unfortunately, compared to everyone who gets a job, it means that many people want the job without getting it. It’s not that interesting to make such a call.

3. Pay work is to pay people what they value, not what they think

This often leads to controversy and friction. HR professionals must learn to explain this objective fact, not only to explain to employees at all levels, but also to explain to those who think they should pay more. Sometimes we do a good job at this point, but more often we have to find honesty and trustworthiness in the compensation structure.

4. Talent management is to identify top talent and invest heavily in them

It is very exciting to bring this message to those who are selected. But compared to every top talent, it means that many people are not selected, and we often have to explain why we are rewarding others.

5. You should be given the training they need, not the training they want.

Labor relations work ensures that we have a stable and fair working environment, rather than making everyone happy with their personal situation. Corporate culture creates a good and/or efficient work environment without having to be a beautiful environment. Good and beautiful is not the same thing.

In addition, empathy and balance are also human resources. If you are already working on human resources, remember that a single kind of friendliness is not suitable for human resources. We should also focus on those things that are more important on the career path.