Inconsistency between HR processes and the organization's operational activities
Posted: Mon Jan 20, 2025 5:26 am
Let's imagine that an ambitious HR director comes to a large company, tries to improve productivity, builds certain work schemes that include various trainings to improve the skills of employees. But the production process in the company has long been established. Some cannot attend these activities due to business trips, others cannot start due to urgent matters.
The work cycle planned by the HR department must fully fit into the schedule that has already been built in production. Each innovation of the HRD must be correlated with operational tasks in order to avoid conflict with management and colleagues.
It is also important to define primary and secondary tasks. If the HR director starts doing something that will not positively influence the dynamics of the work process, but simply follows his own idea of successful activity, then he will be fired very soon.
Personal and psychological orientation
Another important mistake vk database that many HR directors make. Some of them exert excessive personal influence on some employee or, on the contrary, have no influence at all. It is important to observe the measure here. Personal-psychological orientation is closely connected with motivation, with some mentoring and even with some elements of psychocorrection and psychotherapy.
Any mistake can be corrected. This list is no exception.
It is necessary to come to the understanding that it is simply impossible to correct the character and behavior of an adult, independent person. A reasonable HR director will not do this. He will change the conditions around such a colleague. This will present the employee with a choice: to stay and accept these changes or to say goodbye to the company and the position.
If the employee does remain on the team, then over several years in the artificially created environment of the HR department, both his beliefs and values may change. It turns out that the HR director is able to motivate a person to work for the benefit of the company with his competent actions, applying his best skills in the matter.
The ability to quickly and easily resolve conflicts is simply necessary in HR work. To do this, you need to have trust among both the management and the workforce. Only people with leadership qualities who have proven themselves well, who were impartial and fair in all situations are listened to.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Salary, career growth and prospects of the profession of HR director
The possible budget is made up of several indicators. The region where the company is based, the person's experience in the position, the scale of production, etc. are important.
In Russia, the highest paid HR positions are those related to the metallurgical, space, mechanical engineering, and oil industries.
An HR manager in the banking environment has a good salary (from 16 to 19 thousand dollars per month), as well as in the telecommunications and insurance sector (from 14 to 16 thousand dollars).
Small companies offer the HR director a salary of 50-90 thousand rubles per month, which is quite comparable to the average salary for this position throughout the Russian Federation (80 thousand rubles). Of course, the number of subordinates of the manager also affects the salary increase. The more of them, the higher the salary.
A responsible, proactive and hard-working manager or recruiter who feels capable of performing all the functions of an HR director in a company may seek promotion after several years of hard work for the benefit of the common business.
It is believed that the position of HR director is the pinnacle of a career path, higher only than the company's management. Cases of inclusion of HR directors in the board of top managers are very rare in Russia, perhaps this will change in the future. If you want to develop in your own business, then such an experienced employee has a chance to open a promising recruiting agency and work for yourself.
Not every HR employee is capable of taking the director's chair. A person must be practically a multifunctional machine, become an excellent partner in business, a smart manager, a support for newcomers in the team, and flawlessly perform many other tasks.
Statistics are an example. Several years ago, Accord Group conducted a survey for the Vedomosti newspaper. 16 HR directors of large companies took part in it. More than 90% of respondents answered that the head of the HR department in their opinion is an executor, and the director is a partner. 8 respondents, as it turned out later, were actually members of the company's board of directors.
It is interesting that not only are the company owners themselves not ready to grant the HR director extensive powers, but HR managers themselves do not want to take on such serious responsibility. They already provide a valuable resource in any company – the workforce.
The work cycle planned by the HR department must fully fit into the schedule that has already been built in production. Each innovation of the HRD must be correlated with operational tasks in order to avoid conflict with management and colleagues.
It is also important to define primary and secondary tasks. If the HR director starts doing something that will not positively influence the dynamics of the work process, but simply follows his own idea of successful activity, then he will be fired very soon.
Personal and psychological orientation
Another important mistake vk database that many HR directors make. Some of them exert excessive personal influence on some employee or, on the contrary, have no influence at all. It is important to observe the measure here. Personal-psychological orientation is closely connected with motivation, with some mentoring and even with some elements of psychocorrection and psychotherapy.
Any mistake can be corrected. This list is no exception.
It is necessary to come to the understanding that it is simply impossible to correct the character and behavior of an adult, independent person. A reasonable HR director will not do this. He will change the conditions around such a colleague. This will present the employee with a choice: to stay and accept these changes or to say goodbye to the company and the position.
If the employee does remain on the team, then over several years in the artificially created environment of the HR department, both his beliefs and values may change. It turns out that the HR director is able to motivate a person to work for the benefit of the company with his competent actions, applying his best skills in the matter.
The ability to quickly and easily resolve conflicts is simply necessary in HR work. To do this, you need to have trust among both the management and the workforce. Only people with leadership qualities who have proven themselves well, who were impartial and fair in all situations are listened to.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Salary, career growth and prospects of the profession of HR director
The possible budget is made up of several indicators. The region where the company is based, the person's experience in the position, the scale of production, etc. are important.
In Russia, the highest paid HR positions are those related to the metallurgical, space, mechanical engineering, and oil industries.
An HR manager in the banking environment has a good salary (from 16 to 19 thousand dollars per month), as well as in the telecommunications and insurance sector (from 14 to 16 thousand dollars).
Small companies offer the HR director a salary of 50-90 thousand rubles per month, which is quite comparable to the average salary for this position throughout the Russian Federation (80 thousand rubles). Of course, the number of subordinates of the manager also affects the salary increase. The more of them, the higher the salary.
A responsible, proactive and hard-working manager or recruiter who feels capable of performing all the functions of an HR director in a company may seek promotion after several years of hard work for the benefit of the common business.
It is believed that the position of HR director is the pinnacle of a career path, higher only than the company's management. Cases of inclusion of HR directors in the board of top managers are very rare in Russia, perhaps this will change in the future. If you want to develop in your own business, then such an experienced employee has a chance to open a promising recruiting agency and work for yourself.
Not every HR employee is capable of taking the director's chair. A person must be practically a multifunctional machine, become an excellent partner in business, a smart manager, a support for newcomers in the team, and flawlessly perform many other tasks.
Statistics are an example. Several years ago, Accord Group conducted a survey for the Vedomosti newspaper. 16 HR directors of large companies took part in it. More than 90% of respondents answered that the head of the HR department in their opinion is an executor, and the director is a partner. 8 respondents, as it turned out later, were actually members of the company's board of directors.
It is interesting that not only are the company owners themselves not ready to grant the HR director extensive powers, but HR managers themselves do not want to take on such serious responsibility. They already provide a valuable resource in any company – the workforce.