Some people say that HR is the most unprofessional profession. Why is this?

Although many colleges and universities currently offer "human resources" majors, people who study this major know that these majors are currently only stuck in books and schools and cannot be transferred. Colonized into enterprises. In the eyes of many bosses, HR is just a handyman. In my previous company, the boss felt that HR only had two tasks: calculating wages and annoying people. HR cannot directly create wealth for the company, and many human resource management concepts are difficult for CEOs to accept. Therefore, HR generally has a low influence in the minds of CEOs. The so-called professional ability may be just a rhetoric used by some HR practitioners. Simple things are complicated. To a certain extent, it is to increase the sense of presence.

It just looks more high-end and grand in form, because it is more likely to deceive people, including the boss. . For example, when a company implements performance appraisal, HR likes to remove a bunch of trendy-looking tools, such as balanced scorecards, 360-degree appraisals, KPIs, etc., and hires a bunch of teachers for training and guidance, ultimately spending millions. , it also took more than half a year. Because the company's most basic management foundation was ignored, the assessment system was not established. Assume that the statement "HR does not have professional capabilities" is established. HR does not have professional capabilities → HR work is extremely simple → Everyone can do HR well → HR in every company can do it well. Already know: In fact,

There are only a handful of companies that do good HR. Objective facts and assumed reasoning produce fallacies, so the assumed preconditions are not established. The same inference can be obtained: there are only a handful of companies that do good HR, which shows that it is difficult for companies to do good HR. How can it be possible to have "no professional ability" in a difficult job? Secondly, judging from the current situation, it is true that in many companies, especially small and medium-sized enterprises, HR has become a business management unit, mainly responsible for daily affairs. However, this is chosen due to many factors such as enterprise development, boss layout, and the quality of HR professional and technical personnel. HR deals with people issues, and people and human nature are complex. For example, a simple problem is complex. What I want to say is whether the problem is simple.

Different people will have different opinions from different standpoints. Does it mean that you think it is simple or simple? It’s not that it’s complicated just because you think it’s complicated? Is it better to be simple? If you can understand the truth behind the fact that there are traffic lights on city streets tomorrow, but there are no traffic lights in inaccessible rural areas, then your logical thinking will be further advanced, and you will have a new understanding of human resources management. At present, HR is gradually developing from the personnel department to human resource management to the three pillars and then to OD. This process is from the shallower to the deeper. The traditional entrepreneurial bureaucracy is still being slowly eliminated, the company layout is getting larger and larger, the professional capabilities of human resources are increasingly valued, and human resource management theories and software are increasingly being used.