How does the support department support

How well does the Human Resource Center function?

Question: My company is a restaurant chain with dozens of directly-operated restaurants. The human resource center has a relatively low status in the company. Company executives are also paying more attention to restaurants. The Human Resource Center only calculates the salary of the restaurant, and the promotion, salary adjustment and performance appraisal of the restaurant staff do not need to go through the Human Resource Center. Their reason is: the people in the human resources center do not understand operations, how to reasonably handle the salary adjustment and promotion of the restaurant staff? (asked by: Hua Qingling)

Answer: The concept of modern strategic human resource management is no longer expecting the human resources department to control or supervise business departments, but assisting business departments to effectively manage human resources within each department , to improve the competitiveness of enterprises. Human resource management within an enterprise is not solely the responsibility of the human resources department, but should be the responsibility of every manager, regardless of whether it is a front-line business department or a logistics support department. In this regard, the Human Resource Department acts as a consultant and facilitator, providing appropriate information, training, and formulating appropriate policies and procedures, so that every manager can perform human resource management functions well.

In the modern competitive business society, it is inevitable for business departments to be valued, but it is precisely because business departments need to focus on developing and competing for the market, they often ignore the importance of human resource management and the effective management that should be taken measure. Therefore, the human resources department just assists the enterprise to supplement the deficiencies and needs of the business department in human resource management.

However, in order to promote a good partnership between business units and HR, HR must proactively understand the operations of the business units, the difficulties they face in expanding their businesses, the talents they need, and the relevant experience and capabilities Wait.

How can I gain an in-depth understanding of the operation and manpower needs of the business department? You can start with the management of the business department to jointly implement the function of human resources management. The specific methods are as follows:

1. Regularly discuss the human resources plan with each department, such as it is expected that the department will need to recruit more in the next 12 months. Manpower and training needs. In this way, the human resources department can understand the future business development of each department and its challenges in human resources, and have enough time to prepare related work.

2. When recruiting vacancies, jointly negotiate the conditions of suitable candidates, design appropriate selection methods and effective interview questions, and jointly conduct interviews with job seekers to improve the business department's ability to select suitable candidates. In this way, on the one hand, it can gain the respect of the business department, and on the other hand, during the selection process, the human resources department can learn the latest market situation and professional knowledge about the business from the interview.

3. During the performance evaluation, the human resources department can refer to the evaluation report submitted by the business department to discover "rising stars" and "problem employees" in the department, timely understand the situation from the business department supervisor, and then regularly communicate with the department. Supervisors follow up on the progress of employees and provide suggestions for appropriate incentives or discipline to improve the overall performance of the department. In this way, the human resources department can maintain an in-depth understanding of the business department and make timely and effective improvement suggestions.

Finally, the human resources department must continuously improve its professional knowledge and ability, and be able to provide the latest human resource management knowledge, methods and relevant regulations for different departments in the enterprise in a timely manner, and become an expert in human resource management of the enterprise and consultants to provide consultation and advice at any time. In this way, when the human resources department can continue to maintain a leading role in its own professional aspects while improving its understanding of the business, then all business departments must value the value of the human resources department and are willing to work more closely with it.

How are the functions of the business management department planned and designed?

Question: The company I work for places a lot of emphasis on the various business affairs departments and ignores the role of functional departments. However, with the expansion of the scale, the company began to attach importance to the role of functional departments, and newly established a business management department (previously, there were only the finance department, human resources department, and office, but no department for business management), and I was responsible for it. Facing a new company, a new department, and a new mission, what should I do first? How do I plan and design the functions of this department? How to effectively implement business management at the company level? (Questioner: Wang Wangwang)

Answer: To become the head of a new department, you must first understand the purpose of the management to set up this department, the function of the department in the company, and the benefits that the management expects this department to bring to the company. Then, review the company's vision, mission and values, understand the company's business operations, organizational structure, and the functions and goals of each department in the organization.

After understanding the current situation, it is necessary to formulate new functions of the department and how to cooperate with the operation of the company and other departments according to the company's vision, mission and business development direction.

When defining the scope of a department's work, avoid overlapping responsibilities with other departments. When designing the functions of the department, it is necessary to consider what processes and affairs need to be managed, how to cooperate with the operation of the business affairs department, and discuss the management authority of the department with the management. After that, it is necessary to coordinate with various departments, clarify the powers and responsibilities of each department, and establish a sound communication system.

To effectively implement business management at the company level, it is necessary to formulate departmental policies and design work steps and processes after completing the establishment of departmental goals and scope of work. These work steps and processes must be aligned with the department's management strategy and the operations of the Business Affairs Department. When designing a process, you can draw up some flowcharts to more systematically note how many steps each process requires and how much time each step requires, so as to estimate how much time each job will take to complete, and how to connect with other departments’ processes . Based on this information, you will have to make human resource planning, set up positions for the department, and estimate how many employees each position will need to complete the daily affairs and projects of the department.

When designing and evaluating positions, you need to consider the following factors:

● The role of the position in the department and why it exists

● The position of the position in the department, and how many superiors and subordinates there are

● The position Responsibilities and daily work

● In addition to superiors and subordinates, with whom this position requires working relationships (both external and internal)

● Education, work experience and skills required for this position

Completed After taking these factors into consideration, you can assess the need for this position and its functions within the organization and department, and assign suitable candidates. When designing the department structure, it is recommended to adopt a simple structure and reduce layers.

How to manage remote teams?

Question: As a channel manager, I am faced with managing the marketing support staff across the country. Among the national market support personnel, many personnel are not directly dispatched from the company, but recruited locally. To strengthen the sense of belonging of each team and employees to the company, is there a systematic and advanced management method? (asked by: Yuyu)

Answer: The following suggestions can help you manage your team from different places.

1. Strengthen communication: Due to different geographical locations, communication among team members has become the biggest challenge for channel managers. If you can communicate effectively, you can enhance the employee's sense of belonging. Specific methods are:

Channel managers can hold regular meetings, and the meetings can be three-way conference calls or video conferences, which can prevent the formation of "team individual awareness" due to geographical barriers. For each meeting, a notice of the meeting should be issued in advance, and the meeting materials should be attached for preparation in advance. In addition, you can also consider setting a fixed date and time every week to avoid the difficulty of ad hoc convening.

Email is also an important way to communicate with team members. Through e-mail, you can promote closer communication between members in different locations.

2. Build mutual trust. Specifically:

Channel managers need to work with employees to set goals, build mutual trust, and understand each other's roles in the company and set employee expectations.

The channel manager is required to provide any technical support to the marketing support staff to demonstrate that both locally recruited and company-directed employees are treated equally.

3. Develop a unified performance management system to measure work effectiveness. Including:

Channel managers need to formulate a unified performance management system, and at the same time enable the company's directly dispatched and locally recruited employees to fairly evaluate work results with the same standards.

Channel managers should constantly encourage and recognize employee performance, and give employees who perform well at work a sense of achievement and opportunities to develop their talents.

Performance management can also effectively motivate employees' morale and strengthen their sense of belonging to the company, promote the improvement of the work method and performance of the examinee, and ultimately achieve the improvement of the overall work method and work performance of the organization.

How to set reasonable wages?

Question: Our company is a company specializing in the production of wood products. The wages of workers are calculated on a per-piece basis. Whenever our company invests in a new product, some workers in a certain process will object to the wages of the process, thus slack off, so that the product cannot be shipped as scheduled. Excuse me, how to formulate product wages so that workers can feel reasonably satisfied and actively engage in work? (Asked by: junyhe)

Answer: Pay by working hour or by piece is a very common salary calculation model in the manufacturing industry. However, both methods of salary calculation have their own advantages and disadvantages:

The salary is calculated on the basis of working hours, which is convenient for the enterprise to calculate the salary. In terms of profit calculation, compensation is a known cost and is relatively easy to deal with. In comparison, it is more difficult to increase worker productivity by calculating wages based on hours worked. In addition, salary is a fixed cost, and it is difficult to achieve the highest profit. For workers, the wages are calculated on time, the income is stable, it is easy to understand the calculation method of wages, and it is easy to accept.

The problem is more complicated when wages are calculated on a piece-by-piece basis. Due to the differences in the production technology and the time required for the products, and considering the cost and profit, it is not easy to reasonably formulate the product price. In addition, in order to increase income, workers often complete the required processes as soon as possible, which is prone to problems in quality control. For workers, piece-rate pay has the opportunity to increase income and work at their own pace, but the disadvantage is that income may be unstable, it is difficult to understand how wages are calculated, and labor disputes often arise from this.

When adopting piece-based wages, enterprises need to consider many factors. To make workers accept wages, there must be objective standards. In salary design, other elements can also be added to the wage mix to improve productivity and ensure Quality is not affected. In order to effectively promote workers, enterprises can try the following schemes:

1. Establish calculation criteria. Formulate calculation equations based on various factors, including the complexity of the process, the time required to complete it, the skill level of the workers required, etc. Workers should be notified in advance of the guidelines.

2. Calculate the cost from the perspective of making the product, not from the perspective of how much wages are paid to the workers. In fact, the more workers earn, the more profitable the business is.

3. Don't change the method of salary calculation casually, and try to avoid the situation where the employee's income is not stable.

4. When necessary, provide workers with training to cope with the skills required to produce new varieties.

5. Join the quality assurance reward system to ensure product quality.

6. Add excess rewards. If workers complete production earlier than expected and meet quality requirements, additional rewards can be given to boost morale.

7. Provide other benefits such as medical insurance to enable employees to obtain basic protection.

How to handle family relationships in the company?

Question: Last year I started a family business with my brother and his girlfriend, and this year my husband joined in, but now I'm at odds with my future sister-in-law. I have communicated with her many times, but she rejected me very much. She is only 21 years old this year, and she has always believed that she is very capable. No one can say anything about her at work. She also says that she will correct herself if she is wrong. I can't bear it anymore. How to deal with this problem? (asked by: zengflower)

Answer: You can consider sitting down with her at a suitable time (for example: when the workload is not too much and everyone is in a relaxed mood) to have a detailed and objective interview with her. Discussion. The purpose of this discussion is to:

1. Explain what the problem you are observing now is and how it affects the operation of the company. The possible influences usually include:

Effective decision-making of the company: Because everyone is a shareholder of the company, if there is a problem with each other's communication and cooperation, it will definitely affect the company's effective decision-making ability.

Company's team spirit and morale: Everyone belongs to the company's leadership; if they cannot trust and cooperate with each other, not only will they not be able to provide the required leadership direction to the company's employees, it may affect the morale of subordinates, and even lead to factional struggles .

2. Explain the reasons for mutual cooperation and communication, specifically:

● Benefits to the company

● Benefits to individuals

● The importance of team spirit in the company

3. Try to find Where is the problem, for example:

● Are there any differences in how people do things?

● Is everyone's point of view different?

4. Work together to find a solution that satisfies both parties, such as:

● Learn more about the other party's ideas

● Take the company's interests as the premise

During the entire discussion process, you talk to the other party The attitude and words used at the time will affect the success or failure of the entire discussion. In terms of attitude, you should analyze the whole issue from an objective and "not right to people" point of view, and try to avoid too many subjective words (such as "I think", "I think"; at the same time, avoid involving personal matters and Relationships, such as: "I'm older than you, so I know more than you", "I'm your boyfriend's sister, so...").

The above approach is more "official". In fact, a good and stable working relationship also needs to be built on the basis of good interpersonal relationships. Therefore, if possible, consider using some networking activities to improve everyone's relationship, such as dinners or social activities with other colleagues or shareholders, so as to enhance mutual understanding and trust.

This article is organized by Stephen Chen. For more questions and answers, please visit the World Manager website.

How does the support department support

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