As an HR, a letter to the boss

Hello! I am your employee, doing personnel work in the administrative service center. I have always been very grateful to the company for giving me this platform, and I am also very grateful to the company for giving me the opportunity to work. I am destined to join the company and be able to grow and experience in my own position. Although I didn't report my work directly to you, I attended one of the few meetings and personally felt very inspired:

? What impressed me the most was what you said at the quality management training meeting in the production workshop. Workshop employees should change their ideas and improve their production skills, and the output should be in direct proportion to the input. Otherwise, with the advent of the robot era, the automation of scientific and technological products will be ignored and their personal value will be greatly challenged. Many service jobs and mechanical jobs will be replaced. Let our employees not be rigid, but think more about how to improve their skills in order to do their best.

? Another time, at the monthly meeting of R&D in May this year, the shortcomings of R&D were pointed out: product management (strategy, market, life cycle, development management); Technological innovation and core technology. Let me know the importance of product management. I think I dare to face up to our problems and find the right direction for us. I was very excited at that time. Although I don't know technology, I am willing to provide all services for technology, including filling the right person in the post as soon as possible, including knowing everyone's job, occupational character, best skills and so on. I want to give them a career planning guidance and career promotion channel to motivate them and avoid brain drain as much as possible.

? In short, the Taurus brick machine, which has experienced more than 30 years of wind and rain, bears the good wishes of the workers who have quietly worked in countless positions such as food, clothing, housing and transportation, and stable life! Undoubtedly, such enterprises are great and worthy of our gratitude while shouldering the social responsibility of solving the problem of food and clothing for countless people. This entrepreneur also deserves our respect and support. These are all my heartfelt words as an employee. Sorry, I'm leaving the company. From the perspective of human resources, I want to give you a final report on my work:

? First of all, as far as recruitment is concerned, it runs through all stages of the company's development. Only by improving the recruitment efficiency and supplementing talents in time can we guarantee and promote the rapid and sustainable development of our business in time. On the surface, it is one of the responsibilities of administrative personnel, but it should be the focus of the leaders of various employing departments. In the recruitment process, the employing department needs to have a clear demand for employment, that is, what are the hardware conditions, what are the reference conditions, and what kind of potential should be given priority. So I think some middle and senior leaders in our company should update their ideas. At present, in our limited pool of talent resources, there are many recruitment units with "more wolves and less meat", only those excellent and experienced talents. Therefore, we should pay attention to recruiting people who are vacant in our own department as our own business. Secondly, we should pay attention to those talents who have been screened and recognized by the company and have good job matching, and give them guidance after they arrive at the post, so that they can adapt to the work quickly. Instead of making a formal training plan, let it develop as planned, without evaluation and tracking.

What I want to say next is that power is too centralized, and some leaders at the bureau level have too much power. It is inevitable that the following employees will curry favor with them and have a good personal relationship! This is nothing, but the reality is that the expansion of rights leads to unreasonable allocation of resources, uneven distribution of valuable posts, marginalization of some people in the department, and investment of money and a lot of time in some posts, which are becoming more and more valuable or irreplaceable, because when the personnel in this position meet certain skills and demand a salary increase, the company will be very passive and increasingly difficult to meet; In addition, people who are capable in another position can't get development and support, so they choose to leave. If faced with this kind of position, I think the most reasonable way is to add more people to this position, even if one person is transferred from within the company, and at the same time, he is faced with job hopping, so that this position will not collapse. After all, the company has spent financial resources and time to achieve her. The uneven distribution of resources mentioned above, after all, limited resources do not require everyone to be equal, but to observe from time to time. In the face of employees with potential, ability and good execution ability, they are entrusted with heavy responsibilities, so that they can give full play to their value and work for the company. Otherwise, the newcomers can't keep the old people, and the biggest loss in the talent gap is the company.

In addition, what I want to say is that making your employees irreplaceable is a taboo. Many people think that employees are excellent and irreplaceable. This is not right. The quality of a truly excellent employee lies in: infectivity, and Excellence and ability can be contagious. Leaders have the responsibility to make employees irreplaceable. Why doesn't he have a copy? If not identical, at least there must be someone who can take his place soon. Why not encourage him to help him hand over his successful experience to others and share it with the team? Therefore, in the final analysis, managers need to consider the following issues: employees can work effectively, but they should not become irreplaceable. From the root, we should avoid this situation, encourage employees to share and communicate, and make more employees reach a barrier-free state. Even if the employee leaves one day, at least the business can keep up quickly. Assuming that the employee is unwilling to share and communicate, but only wants to possess his own exclusive resources and information and make himself irreplaceable, then the employee's departure is definitely not a loss, and managers should not entrust important tasks to the employee from the beginning.

Secondly, I attended several meetings, at which you gave humble guidance, but the person in charge of our department also reported the working status and the focus of the problem, and also made a report on the next improvement and promotion. As far as I know, some work to be done after the meeting is unknown. I think we must fundamentally change this situation, so that we can know how important work is to solve problems and how to solve problems efficiently. My own suggestion is: the best policy: establish a summary table of meeting issues, that is, meeting topics, responsible persons, time to propose, time to solve problems, opinions and signatures! After each meeting, first sort out a meeting minutes, who will announce the responsibility of the problem, when to solve it, and what the general manager said to the problem. Then sort out this form, check with all departments whether the problem description is correct, then give it to the general manager for signature, and then copy it to the heads of all departments. Then start the first step at the next meeting, ask the heads of all departments about the progress of solving the problem, and then confirm it on the day of the meeting. Let the heads of all departments sign the completed and unfinished projects, and those who don't sign will be regarded as unfinished, and then report this form to the general manager, and the later implementation will naturally come up.

Zhongce: You can also play with the letter of commitment, which is also a way to get people who need to solve major problems on the wall. That is, when there is a problem at the meeting, the company designs a unified template commitment letter, so that the person responsible for solving the problem can write a promise on the commitment letter, when to solve it, and voluntarily accept any punishment if it cannot be completed on time. Then post it on the most conspicuous publicity column of the company. When we can't finish, we should have a meeting directly. Employees should be allowed to analyze the reasons for failing to complete the task. Where can I fail? How to achieve it in the future? Kill a person, the three armed forces shake off, to prevent the company management or personnel problems, only a few directors decided to issue a plan after private discussion, resulting in poor implementation. Many employees don't know the corresponding management system, let alone understand and implement it. HR can't just talk about human resources in the human resources department, but must attend many technical business meetings to serve the company.

Moreover, I attended a seminar on purchasing, production quality inspection and finance, mainly to simplify and facilitate the process of purchasing, warehousing and quality inspection. We talked for an hour and a half, but finally we didn't come out to figure out how to get to the process, or we reached an understanding after the meeting. I mainly want to say that no mainstream viewpoint and promoter can control the situation. I think it is worthwhile for the leaders of all organizations to make full preparations, control the overall situation and predict the results, be responsible for everyone, and reduce the waste of time. Instead of stopping the discussion, they should focus on the core and key. When uncertain about the solution, it is worth opening your heart, offering ideas for others to think about, and trying to reach a consensus at the meeting.

? My original intention is to be a valuable HR, so I just want to be responsible for myself. At present, human resources work is weakened or rights are reserved. However, judging from several people employed by the company, it seems that there is a source. I want to do a good job in personnel work and have never attended a management meeting, so valuable work in personnel cannot be carried out. From I want to do R&D career planning and job responsibilities, to give training to more than a dozen new people (training is my own requirement, and the training I have fully prepared has been interrupted, but I won't regret it if I work hard), I can do so much work! Practice has also proved that full preparation training is also effective. At present, the recruits are in good condition, not to mention their abilities. The comments they heard were positive, cooperative and responsible! Many people may disagree, but many changes are subtle. I believe that nothing will happen if nothing is done.

? Actually, my request is very simple. Better communication with all departments can help business departments grow better. I hope to communicate with like-minded people and constantly learn to improve myself; Have a sense of public welfare and responsibility, and hope to have a positive impact on others through themselves.

? It is also an explanation for yourself! Here, congratulations to our enterprise for its flourishing and rolling profits!