How to piss off an HR person? Just say that he is very free.

“HR is the most idle in the whole company”

“Just look at your resume every day and make an appointment and that’s it”

In people’s stereotypes, HR is always very busy, screening resumes every day, conducting procedural interviews, and occasionally checking your attendance and deducting your money.

If you want to irritate an HR, you only need to say "I think you are very leisurely" in person.

Is HR very idle?

In fact, HR is not as "free" as everyone thinks. Not only does it have to face candidates with various problems, it may also take the blame in front of the boss at critical moments.

General human resources work is generally divided into six major modules. You must understand all six major modules. Some large companies will subdivide each module and have a dedicated person responsible for each module, so you will need one or two of them. This module is particularly outstanding.

But if HR works in a small company, the work is more complicated. Sometimes they have to take care of administrative and financial tasks as well as daily chores and even sales work.

If every employee is a screw of the enterprise, then HR is a multi-purpose screw.

From the company's talent strategic plan to the purchase of bottled water, replacement of toilet paper, glue for green plants, and when employees are out of pens and paper, these are all areas that HR is responsible for.

HR recruitment is not that simple

One of the most important daily tasks of HR is recruitment

The daily work content is to brush resumes - make phone calls - brush resumes - Send text messages—Chat on WeChat

This task seems simple, but in practice it is not that simple.

HR should develop recruitment channels based on the company's size, employment needs and employment methods. If the company needs high-end and rare talents, it will also need to use headhunting.

The workflow you think is that HR finds the candidate - the candidate comes for the interview - the interview passes - and the job offer is issued

But the actual situation is:

Candidates who actively apply may not be suitable. Unsuitable candidates may go to cold call. Those who accept cold call invitations may not come for the interview. Those who come for the interview may not necessarily pass. After the interview, the salary may not be negotiated. Once the salary is negotiated, We may not be able to make an offer...

Finally, we have an offer! Candidates don’t come… they don’t come… they come…

If the company or the boss doesn’t do their best during this process, HR will be even worse.

HR @ Hedgehog "unfortunately" encountered a company that had no competitive advantages in all aspects, no development prospects, and extremely low key salaries. His daily work was to keep recruiting and leaving people. It’s an endless cycle, and as a result, at the end of the year, HR’s work is equivalent to no performance.

@edgehog’s last company left him even more speechless:

“The company does cross-border e-commerce and is not short of money, but it is unwilling to pay salaries and requires people who must be awesome. , especially technical and advertising talents, I just don’t listen to my suggestions. Anyway, the company wants your department to recruit people for me. I reserve my opinion. If you can’t recruit people? Haha, then you can leave.

You asked me how I feel? Just three words: MMP"

The salary that HR is responsible for is not that simple

Everyone in the workplace knows that when it comes to salary, most people are Very sensitive.

It is extremely troublesome for employees to be overpaid, underpaid, or paid late, etc. After all, the person in charge who comes to you immediately is the HR who is responsible for salary submission. .

When it comes to salary submission, as long as you are careful and do accurate calculations, you can generally avoid a lot of trouble.

But the design of the salary system is not that simple.

It requires multi-party coordination and comprehensive consideration to coordinate the company's employment costs, but also to meet the needs of employees and improve work enthusiasm.

HR, who is responsible for payroll work, has to deal with payroll every month. Sometimes during holidays and working hours are not fixed, it is common to work overtime. HR can come to Lingge platform to recruit talents, come to Lingge, low-cost, cattle hunter.

In addition to recruitment and compensation, HR's daily work also includes training and development, employee benefits, labor relations, human resource planning...each of these tasks makes HR physically and mentally exhausted.

HR needs to continuously deliver qualified talents to the company, maintain the healthy development of the talent supply chain system, work with the company CEO*** to create and maintain the company's employer brand image, and enhance the company's reputation among job seekers. Company image, positive communication of corporate culture, creating a harmonious corporate working atmosphere, and enhancing employees' sense of belonging and satisfaction.

It can be said that HR is a hard job, involving both physical and mental work.

Why do people think HR is very idle?

The main reason is that the work of HR and employees are completely irrelevant, and there is a lack of interaction and mutual understanding between them.

Some employees think that HR is very idle, because most of the time employees only feel the work of HR during interviews, and not much at other times.

More often than not, employees cannot see what needs to be weighed in the formulation of each performance plan, how much investigation and testing the salary composition of each position is formed, and the process of setting up and changing the organizational structure... …

If HR works with employees every day, then the psychological resonance between the two is very strong. For example, HRBP works with employees every day and has a deep understanding of each other's work content.

Stop saying HR is idle, maybe you just don’t understand.