小公(gong)司的(de)人力資源管理工作怎么做呢(ni)？很(hen)(hen)多(duo)(duo)小公(gong)司的(de)人資其實特別痛苦(ku)，永遠也搞不(bu)清楚(chu)老(lao)(lao)板想要(yao)什么，老(lao)(lao)板呢(ni)對(dui)人資也是很(hen)(hen)多(duo)(duo)的(de)怨(yuan)言。我(wo)們是長(chang)期服務于中小企業甚至(zhi)于小微(wei)企業的(de)，我(wo)覺得我(wo)在(zai)這方面(mian)還是有發言權的(de)。
一(yi)(yi)、小(xiao)(xiao)公(gong)(gong)司的(de)(de)(de)人(ren)(ren)力資源(yuan)一(yi)(yi)定(ding)要(yao)抓(zhua)住(zhu)核心(xin)工(gong)作，小(xiao)(xiao)公(gong)(gong)司其實不(bu)(bu)需要(yao)特(te)別大(da)的(de)(de)(de)管理體系(xi)和制度，人(ren)(ren)資呢一(yi)(yi)定(ding)要(yao)能(neng)夠圍繞著企業(ye)的(de)(de)(de)經營或者是說(shuo)你(ni)要(yao)圍繞著具體的(de)(de)(de)業(ye)務需求，去用你(ni)有限的(de)(de)(de)人(ren)(ren)力資源(yuan)的(de)(de)(de)專業(ye)能(neng)力幫助企業(ye)幫助老板(ban)去解決實際用人(ren)(ren)的(de)(de)(de)問(wen)題(ti)(ti)。比如說(shuo)招人(ren)(ren)，很(hen)(hen)多(duo)小(xiao)(xiao)公(gong)(gong)司還(huan)談(tan)不(bu)(bu)上后(hou)續的(de)(de)(de)人(ren)(ren)才(cai)發展問(wen)題(ti)(ti)，本質呢就是招人(ren)(ren)，很(hen)(hen)多(duo)小(xiao)(xiao)公(gong)(gong)司他的(de)(de)(de)市場(chang)拓(tuo)展能(neng)力業(ye)務能(neng)力是不(bu)(bu)差的(de)(de)(de)。但是有時候因為一(yi)(yi)個關鍵人(ren)(ren)才(cai)到不(bu)(bu)了崗，很(hen)(hen)多(duo)業(ye)務會停滯在那里很(hen)(hen)長(chang)時間(jian)，所(suo)以(yi)一(yi)(yi)定(ding)要(yao)把老板(ban)中意的(de)(de)(de)人(ren)(ren)招進(jin)來(lai)，招人(ren)(ren)是小(xiao)(xiao)公(gong)(gong)司的(de)(de)(de)一(yi)(yi)個核心(xin)工(gong)作。
二(er)、小公司的(de)(de)(de)重(zhong)點是(shi)用人風險(xian)的(de)(de)(de)管(guan)理，在用工(gong)風險(xian)上實(shi)際上是(shi)小白(bai)，只(zhi)有(you)吃了官司才明白(bai)原來(lai)這(zhe)個坑有(you)這(zhe)么大(da)，基本沒(mei)(mei)有(you)用工(gong)風險(xian)的(de)(de)(de)規(gui)(gui)避(bi)(bi)意識，甚至(zhi)有(you)些(xie)企業連勞動合同都沒(mei)(mei)有(you)，更不用說(shuo)工(gong)作時間(jian)的(de)(de)(de)規(gui)(gui)范管(guan)理這(zhe)些(xie)都有(you)一大(da)堆(dui)的(de)(de)(de)問題。不管(guan)你(ni)公司是(shi)大(da)還是(shi)小，在今天只(zhi)要(yao)你(ni)開公司就(jiu)必須要(yao)做(zuo)用工(gong)風險(xian)的(de)(de)(de)管(guan)控。你(ni)要(yao)招人就(jiu)要(yao)規(gui)(gui)避(bi)(bi)風險(xian)，從員(yuan)工(gong)入職試用到轉正到調崗(gang)升也(ye)好降也(ye)好這(zhe)些(xie)都得有(you)一套管(guan)理的(de)(de)(de)方法和規(gui)(gui)范。
三、就(jiu)(jiu)(jiu)是(shi)(shi)要(yao)(yao)標準(zhun)化。小公(gong)(gong)司沒有(you)(you)(you)(you)人(ren)事制作沒有(you)(you)(you)(you)工(gong)(gong)(gong)(gong)作流，俗(su)稱(cheng)管理(li)沒章法。像工(gong)(gong)(gong)(gong)資基本就(jiu)(jiu)(jiu)是(shi)(shi)談(tan)判工(gong)(gong)(gong)(gong)資，工(gong)(gong)(gong)(gong)資也(ye)沒有(you)(you)(you)(you)結構的(de)拆解，工(gong)(gong)(gong)(gong)資的(de)高和(he)低都(dou)是(shi)(shi)老板(ban)的(de)心(xin)(xin)情，心(xin)(xin)情好(hao)(hao)了(le)就(jiu)(jiu)(jiu)給你加心(xin)(xin)情不好(hao)(hao)也(ye)以(yi)各(ge)種(zhong)理(li)由(you)往下減，一(yi)(yi)切都(dou)是(shi)(shi)約定(ding)俗(su)稱(cheng)沒有(you)(you)(you)(you)章法，這種(zhong)管法特別可怕。如果老板(ban)個(ge)人(ren)能力強(qiang)有(you)(you)(you)(you)人(ren)格(ge)魅力那出問(wen)題(ti)就(jiu)(jiu)(jiu)會少(shao)，反之呢勞動爭(zheng)議糾紛(fen)和(he)公(gong)(gong)司內(nei)部(bu)的(de)矛盾(dun)一(yi)(yi)定(ding)會很多(duo)。所以(yi)呢基本的(de)角色(se)分工(gong)(gong)(gong)(gong)和(he)工(gong)(gong)(gong)(gong)作內(nei)容(rong)一(yi)(yi)定(ding)要(yao)(yao)有(you)(you)(you)(you)，各(ge)個(ge)崗位的(de)工(gong)(gong)(gong)(gong)作的(de)重要(yao)(yao)性在分配(pei)的(de)時候(hou)也(ye)要(yao)(yao)排個(ge)序要(yao)(yao)有(you)(you)(you)(you)所傾斜和(he)考(kao)慮。績效呢讓(rang)員工(gong)(gong)(gong)(gong)把本崗位的(de)工(gong)(gong)(gong)(gong)作內(nei)容(rong)做(zuo)好(hao)(hao)讓(rang)他清楚他要(yao)(yao)做(zuo)什么，通過貢(gong)獻值來考(kao)核就(jiu)(jiu)(jiu)行了(le)。所以(yi)公(gong)(gong)司雖小呢但(dan)是(shi)(shi)管理(li)的(de)規則(ze)和(he)標準(zhun)一(yi)(yi)定(ding)要(yao)(yao)有(you)(you)(you)(you)，雖然(ran)不需要(yao)(yao)太全的(de)體系。但(dan)簡(jian)潔實用的(de)標準(zhun)和(he)規則(ze)一(yi)(yi)定(ding)要(yao)(yao)有(you)(you)(you)(you)，在選人(ren)上也(ye)不要(yao)(yao)求優秀(xiu)合適就(jiu)(jiu)(jiu)好(hao)(hao)，薪(xin)酬和(he)激勵一(yi)(yi)定(ding)要(yao)(yao)靈活有(you)(you)(you)(you)彈性。企業文(wen)化就(jiu)(jiu)(jiu)是(shi)(shi)公(gong)(gong)司的(de)氛(fen)(fen)圍(wei)，把公(gong)(gong)司的(de)氛(fen)(fen)圍(wei)做(zuo)好(hao)(hao)價值傳(chuan)導要(yao)(yao)公(gong)(gong)平公(gong)(gong)正公(gong)(gong)開透(tou)明那正能量就(jiu)(jiu)(jiu)好(hao)(hao)。
轉載：//citymember.cn/zixun_detail/128915.html
