Investigation report on the recruitment aspects of human resources management in XX enterprises

A few days ago, China Human Resources Network conducted an online survey on the current status of HR work. 1,068 HR*** people participated in the survey, of which 1,036 were valid surveys, with an effective rate of 97%. Among all the respondents, HRs from South China accounted for a higher proportion, accounting for 34.6%, followed by East China, accounting for 27.7%. HRs from Northeast China were relatively small, accounting for only 4.2%. Regional differences are more obvious. The age distribution of the HR group tends to be younger, with HRs aged 22-28 accounting for 67.5, HRs aged 29-35 accounting for 25.9, HRs aged 35-40 accounting for 4.7, and HRs over 40 accounting for only 1.9. Correspondingly, 20.3% have less than 1 year of experience in HR work, 46% have 1-3 years, 23.2% have 4-6 years, 6.6% have 7-9 years, and more than 10 years 4%. In terms of academic qualifications, among all workers engaged in HR, most have college or bachelor's degrees, with 36.2% having a college degree and 55.9% having a bachelor's degree. There are fewer highly educated people engaged in HR work, of which 5.2% have a master's degree. PhDs only account for 0.1%; · How to write a survey report · How to write a market survey report · Survey report format · Three rural areas survey report · Environmental survey report · College student survey report · Middle school student survey report · Rural education survey report? In terms of positions, all Among the respondents, 16.2% work as assistants, 29% work as specialists, 30% work as supervisors, 22.3% work as managers, and 2.5% work as directors. In this survey, we learned about the nature and composition of the enterprises where HR works. The results show that the proportion of HR from private enterprises is 28%, private enterprises are 31%, state-owned enterprises are 10%, Sino-foreign joint ventures are 12%, and wholly foreign-owned enterprises are 19%. Among those engaged in HR work, men account for a smaller proportion overall, accounting for 38%. However, in high-end positions, the proportion of men is significantly higher than that of women, accounting for 30.8%. However, women engaged in high-end HR positions only account for 30.8% of the total number of women. 4.4% of the total number of women. Most women are engaged in low-end HR positions, accounting for 55% of the total number of women, and 40.6% of mid-range positions. Although men account for the majority of high-end positions in HR, such as HR directors, 56% of respondents believe that gender is not the main factor affecting HR job promotion, and only 6.5% believe that gender has any impact on job promotion. Very important. Although women currently account for a large proportion of HR work, as the role of HR in enterprises continues to increase, more and more enterprises regard HR as a strategic partner of the decision-making level. At this time, gender differences in HR It’s very visible at work. HR is a job suitable for women. When dealing with employees, women's delicacy, gentleness, and sensitivity make them more approachable than men. This survey shows that 53.2% of people believe that men are more suitable for HR work than women. They deal with problems more decisively and have an overall view, indicating that modern HR work is no longer simple personnel and salary management. It requires HR practitioners to Have a strategic and forward-looking vision, and look at human resource management issues from the perspective of the company's decision-making level. As long as they are forward-looking and pioneering, it doesn't matter whether they are women or men, there won't be much difference. Whether you are a man or a woman, the height you can reach in the process of professional development depends on the height of your professional personality. From this level, gender factors are no longer the most important criterion. The work of HR plays different roles depending on the development stage of the enterprise. When an enterprise is in its establishment period, the HR department is an auxiliary department of enterprise management, carrying out personnel recruitment, training, salary management and other routine work, which reflects a strong technical background; when the enterprise enters a stable development period, the HR department becomes As a partner at the corporate decision-making level, we can provide constructive suggestions on core issues such as corporate development strategy and human resource planning.

In this survey, 63.2% of the respondents believed that HR work requires technical content, while 27.6% believed that HR work has no technical content. This shows that for many small companies or companies that are in the establishment period, HR Workers also need to further improve their understanding of their jobs. This survey shows that the vast majority of HR consider themselves to be visionary and passionate workers. They are familiar with the company's business processes, and they often consider both human relations and systems at work. Of course, when asked whether the income and effort of HR work are balanced, 74.4% of HR people think that income and effort are unbalanced, and the gains are far less than the effort. Only 25.1% of HR people think that income and effort are directly proportional, and most of these people are from State-owned enterprises or foreign-invested enterprises. At this point, it has a great relationship with whether the company attaches great importance to HR work. 21.3 people think that companies do not pay much attention to HR. They act as a "punching bag" in the company and HR work is just a simple transaction execution; 47.7 people think that companies do not pay much attention to HR. Enterprises attach great importance to HR, and they position themselves as the "firefighters" of the enterprise; 25.8% of people think that enterprises attach great importance to HR, and only 5.2% of people think that enterprises attach great importance to HR and make great contributions to the enterprise's strategy. They position HR work and their own roles as "counselors" of the enterprise, participate in the formulation of strategies, and make great contributions to the development of the enterprise. To a certain extent, the salary level can reflect the importance of a certain position in the enterprise. Generally speaking, the salary of HR is lower than that of R&D, marketing, production and other departments at the same level. This is why the importance of HR has not been recognized by the enterprise. reflect. There may be several reasons for this situation: First, the influence of traditional concepts. In traditional concepts, human resource management is often confused with personnel management, and is considered to be administrative and logistical work that cannot be compared with front-line production departments such as production and marketing, thereby virtually reducing the importance of HR work; secondly, , the composition of HR practitioners. In many companies, most people engaged in HR work come from the original administrative and logistics departments. They lack professional HR knowledge and vision, and are unable to implement and carry out work based on corporate strategies. This also objectively weakens the importance of HR work. sex. Therefore, in most companies, HR is far less important than R&D, marketing and other positions. Based on the above reasons, it is not difficult to understand why this survey found that about 59.1% of people have plans to change jobs in the near future to find a company more suitable for their development. This survey also focused on analyzing the importance that companies of different nature attach to HR work. As can be seen in the figure below, the survey data shows that companies of different natures attach great importance to HR. They can be roughly divided into two categories: one is represented by private enterprises and private enterprises, and the other is represented by state-owned enterprises. Representatives of enterprises, joint ventures, sole proprietorships, etc., the former attach much less importance to HR than the latter. Less than 10% of private enterprises attach great importance to HR, while more than 25% of foreign enterprises attach great importance to HR. The reason why private companies and private companies do not pay enough attention to HR may be because most private companies and private companies exist in the form of families, and family nepotism has become the standard for hiring corporate employees. State-owned enterprises, joint ventures, and foreign-funded enterprises are different. In particular, foreign-funded enterprises attach great importance to the selection of talents and have very strict requirements for talents. The development of an enterprise depends on the quality and ability of its human resources. Secondly, private enterprises and private enterprises are small in scale and their management models are different from those of foreign-funded enterprises to some extent. They place the HR department in a supporting role in corporate decision-making and have not yet promoted the HR department to a partnership in strategy formulation. , which prevents the importance of HR from being revealed in the enterprise. As a functional department of an enterprise, the HR department plays a service and support role in normal enterprise operations, and its core work has a lagging effect compared to other departments. Therefore, most people have great prejudices against the role of HR, including HR workers themselves. They are often confused about how to realize their own value, and use this as an excuse to complain, making their mentality unbalanced.

Since HR workers choose human resources management as their career and are willing to devote time and energy to it, then, as HR practitioners, they must understand the national economic and social environment, understand the industry trends of the company where they work, and understand the development of the company. Stage and unique cultural values, we must have a tolerant mentality to do our own work, and use a broad mind to tolerate other departments and other people. Only by fully understanding your own professional characteristics and adjusting your mentality can you achieve professional success. Only those who can prepare for a rainy day in calm situations and turn the tide at critical moments can truly reflect the value of HR workers.