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class=\"has-medium-font-size\"><strong>\u5fe0\u544a\u516b\uff1a<\/strong>\u77e5\u8bc6\u540c\u8d28\u5316\u5e74\u4ee3\uff0c\u6bd4\u89c2\u5ff5\u3001\u4e13\u4e1a\u5ea6\uff0c\u8981\u5b66\u4f1a\u7ec8\u8eab\u5b66\u4e60\u7684\u80fd\u529b\uff0c\u68c0\u89c6\u77e5\u8bc6\u7684\u4ef7\u503c\u6807\u51c6\u662f\u5b9e\u7528\u3001\u5b9e\u6218\u3001\u5b9e\u6548\uff1b<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u5fe0\u544a\u4e5d\uff1a<\/strong>\u540c\u4e8b\u662f\u961f\u53cb\u4e0d\u662f\u5bf9\u624b\uff0c\u4e0a\u53f8\u662f\u6211\u4eec\u6210\u529f\u7684\u7535\u68af\uff1b<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u5fe0\u544a\u5341\uff1a<\/strong>\u6562\u4e8e\u5411\u4e0a\u53f8\u7684\u6743\u5a01\u6311\u6218\uff0c\u4eca\u5929\u7684\u52a9\u624b\u3001\u660e\u5929\u7684\u5bf9\u624b\u4eec\u66f4\u52aa\u529b\u7684\u5728\u5b66\u4e60\u3002<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Every human resource practitioner should be very familiar with the titles HR, HRM and CHO, but people may be a little vague about the specific functions of each title and the core functions they should be responsible for at each stage. Mr. Huang Baohua, an expert in human resources, is invited by Mocha Institute to share his experience. Mr. Huang has more than 20 years of experience in talent management. He has served as HRD, CHO, VP and COO in many enterprises such as Midea Group.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The content of this article is the senior human resource management expert Huang Baohua in the Mocha Institute HR skills Guide series of courses recorded.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">HR specialization level division<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">The degree of HR specialization can be divided into five levels according to the level of HR expertise:<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The fifth level of HR is the lowest level, which is reflected in talking a lot of HR terms and often confusing people.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Level 4 HR not only knows HR terms, but also can speak a lot of theories, which is what it sounds like;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">At the third level, HR has had some time experience, accumulated their own practice cases, and had opinions on when to do a module and how to do it successfully.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">HR at the second level can understand the needs of the department, design and implement the plan, which has certain difficulties. If they can do it, it means that HR has reached the peak of career development.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Level 1 HR, which is the highest level, can forget about HR and solve problems in the simplest way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Three states of HR career development<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">The three states of HR career development are rookie HR, big bird HR and old bird HR.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">01 Rookie HR<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">The rookie HR has three characteristics: the ability to execute HR processes well and make the boss feel that they are in place, and the lack of errors at this stage is a sign of value.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">02 Big Bird HR<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">The characteristics of Big Bird HR should first complete various HR tasks of the company, which requires HR to have certain experience and ability; Moreover, the business department and business leaders should be aware of the importance of HR work, and the HR work should be recognized by others through the completion of the work results. The third feature is to get the department&#8217;s support for HR work through work, get the recognition of department leaders, and establish the authority of the department.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">03 Old bird HR<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">The definition of veteran HR does not mean that the HR hours are long, but that the level can reach the standard of veteran HR. First of all, veteran HR should be able to let the boss fully recognize HR, see the value brought by HR, such as able to deal with employee relations, mobilize the enthusiasm of employees to create more value for the enterprise; In addition, the veteran HR should also let employees feel that HR is the important person for their career development. These two points represent that the whole enterprise and all employees can realize the value of HR, and those who do these things are veteran HR.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">From HR to CHO<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">I have been working in HR for more than 20 years, from HR to CHO. Next, I will share my mind journey from different stages of HR work and talk about what should be paid attention to in different stages.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">HRS stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">First, in 1992, I came to Midea to do HRS. At that time, I did a lot of miscellaneous work, all kinds of personnel affairs, and had a lot of contact with the business department, serving the business department. At that time, Mr. Peng Jianfeng, a famous management expert in China, wrote a series of &#8220;HR White papers&#8221;, which can be called the textbook of human resources industry. I learned a lot of professional knowledge from them, and Midea also became an early enterprise in human resources. At this stage, the focus should start from a low level, don&#8217;t be afraid of complicated things, and to study hard.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">HRM stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">In the HRM stage, when the reform and opening up of the rapid economic development in our country, at that time, the need for a large number of talented people, so the focus of my work at this stage also lies in the recruitment, so here we talk about the experience of recruitment.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Recruitment is divided into two parts, the first is social recruitment, talent scarcity at that time, and the system rules that talent can not flow at will, so it was very difficult to recruit at the beginning, at that time, Midea is still a township enterprise, can not solve the hukou and other problems, so at that time in the Pearl River Delta on the rise of a &#8220;Sunday engineer&#8221;, help Midea introduced a lot of important technical personnel. Another feature is large on-site job fairs and innovative and expensive advertising of talent. At that time, there was also a phenomenon of &#8220;peacock flying southeast&#8221; talents. After the reform and opening up, many talents moved to Guangdong.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The second part is campus recruitment, introduction and cultivation of two-legged walking. In 1993, Midea began to recruit on campus, and was the first to set up the school recruitment scholarship, setting up a scholarship of 1 million yuan. At that time, the concept of talent was formed: rather give up a million profit business, rather than give up a useful talent.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">HRD stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">During my HRD period, I designed overnight bonus, first offer salary and variable salary. At that time, He Xiangjian, the president of Midea, released the &#8220;military power&#8221; through the computer, allowing the four vice presidents to give way to more suitable talents, and learning from foreign countries to eliminate the last place system, which triggered a big discussion of performance appraisal. At this stage also discussed and refined the deepening of talent theory: the selection of criteria, employment basis, education direction, retention of people with goals. In addition, at this stage, we boldly employ talents, such as Fang Hongbo and seven top executives, and employ many young people. And the establishment of talent and technology month, transformation business division, MBO (management shareholding).<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">CHO stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">After leaving Midea, I worked as a CHO in a leading enterprise in other industries. At this stage, I have the following experiences. First of all, HR professionalism is continuously deepened, such as OTB performance management, reserve talent echelon management, standardized textbooks, human cost budget management and talent reporting system. At this stage, the theoretical system of talents is also continuously formed, such as HR marketing theory, &#8220;T&#8221; talent strategy, employee ability index, employer brand building model and so on. At this stage, I was highly involved in the decision-making of the company, joined the board of directors, helped the company promote the integrated management of strategic operations, and led the listing of two companies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">There are four stages of HR career development<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">This is the most important part of the course, and I&#8217;ve decided to summarize the four stages with four TV shows (or movies).<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">The &#8220;latent&#8221; stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">In the early stage of HR, the most needed quality is perseverance and savage growth. In addition, there are several key words to remember: first, HR should be patient, survive before development, follow the crowd before being different; Secondly, at this stage, communication is very important. Three points should be kept in mind in communication: low status, lack of experience, communication to make up; Third, this stage to pay more, to have a positive attitude, willing to bear hardships, pay more, positive attitude.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">The &#8220;struggle&#8221; phase<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">In the struggle stage, facing the dual training of ideal and reality, the most important thing is learning ability and positive attitude. Growth has a price, to struggle will lose the romance of flowers. First of all, we should pay attention to coordination at this stage. At this stage, there are leaders and employees below. HR is like a sandwich biscuit in the middle. Second, in order to do things well, one must have understanding. People&#8217;s hearts are difficult to measure. In dealing with people, one cannot succeed without understanding. Third, if you are lucky in your struggle, you will be lucky to have a boss who will teach you, a colleague who will help you, and a positive attitude.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">The &#8220;latent&#8221; stage<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">At this stage, HR&#8217;s personality style and reputation have been spread, and he has a place in the river&#8217;s lake. It is time to show his sword. It&#8217;s not about competence, it&#8217;s about &#8220;professional values.&#8221; To expand the influence, broaden the horizon, do energy level matching. Charisma is very important here, and it requires developing core knowledge and opinions, competing with the best, and enhancing your personal brand and network. Second, insight is also very important. We can learn from experienced HR or corporate managers and executives by learning from experts. Finally, logic is also very important at this stage. We should have a holistic view and different views. We should have a correct attitude and know how to choose.<\/p>\n\n\n\n<h4 class=\"wp-block-heading has-medium-font-size\">The &#8220;jailbreak&#8221; phase<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">At this stage, you may no longer work in HR, you may shift to other positions within the company, or you may start your own business. At this time, we are in an important stage of career development, so we need to pay attention to the following two aspects: First, we should position ourselves as strategic partners, participate in corporate decision-making as HR, and do something that can only be effective after several years. This is the highest level of HR. Second, at this stage, they may choose to start a new career, such as becoming a consultant or starting their own business, which is the ultimate goal of personal development. It can be interpreted that HR has climbed to the top of the pyramid and must learn to give up something.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Top 10 tips for HR Career Development<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">First, we need to find out what factors affect the value of HR. In the HRS stage, the factor affecting the price is technology, in the professional field of content must be very familiar; In HRM stage, the factor that affects the value is interpersonal network, so it is crucial to gain the trust of all departments and managers. In the HRD stage, the influence factor is the word of mouth. From the perspective of many enterprises choosing HRD, it is very important to check the candidate&#8217;s word of mouth through background investigation and search engine search.<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 1:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Plan your day and be happy every day. Plan for the best, do your best, and prepare for the worst;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 2:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Passion, pragmatic, honest, hard work is the four magic weapon of modern workplace;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 3:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">people are to appreciate their own people live, always be a person who is liked by others, spit lotus;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 4:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Learn to read your boss;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 5:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">home has ten thousand acres, not as good as a skill with; To be a fine, specialized, thorough expert;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 6:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Experience is more important than education, wisdom is more important than skill. Reading ten thousand books is better than traveling ten thousand miles, traveling ten thousand miles is better than reading countless people;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 7:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">To have their own network bank, always make friends with people who are five times higher than their income, the difference between people is after work;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 8\uff1a<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Knowledge homogenization age, than concept, professional degree, to learn the ability of lifelong learning, examine the value standard of knowledge is practical, practical, actual effect;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 9:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Colleagues are teammates not opponents, the boss is our success of the elevator;<\/p>\n\n\n\n<h5 class=\"wp-block-heading has-medium-font-size\">Tip 10: 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