This question is important for those who are looking for a job opportunity. When applying for a job, the company will interview you and let them know about you. You also need to make sure you know the company. It doesn't matter if you are lucky enough to get a job and get everything done. If it is a business that does not suit you, you will not be happy. You can't do everything you want to do. It can be very frustrating to have to deal with inconveniences daily.
Every business organization has a different way of working. The culture of an organization varies. Depending on that, there are different ways of working. You may have heard all kinds of talk about people doing HR work. HR is a bridge between employees and employers. For some, HR is all about the benefits of the business. They also say that they do not take sides. And as an employee representative, it is often said that HR must protect the interests of employees. No matter what they say. You just have to be more discriminating with the help you render toward other people. If you do not like your company's accepted HR management style, It will take a lot of effort to change the style you like. This is easy to say. It is not easy in practice. So before you choose a job, you need to make some adjustments to the accepted HR management style of your company. Now you can understand how they work and decide if it suits you or not. Do not take this for granted. If you do not pay attention to this, you will not be able to work later. You can not do HR the way you want to be. Dissatisfaction may arise.
What kind of HRM does your company have?
First of all, let's think about the meaning of the word management. Management is structured. Do you have a plan? Formally it can be said that they are working in a targeted way. You just have to be more discriminating with the help you render toward other people. The word "management" is used interchangeably with the concept of institutionalization.
Attitude
With that in mind, we can think about how companies have grown. When you start a company, you must have a founder. Who founded it? This founder is important. It's important throughout the history of the company, not just the beginning. This founder has an attitude. Attitudes towards management; they have an attitude about how to treat people. You can understand celebrities like Richard Branson, Bill Gates, Steve Jobs and their attitude towards their company. You may notice that their attitudes affect what they do within the company.
Culture
As the company grows, these founders may not be everywhere. At this point, they have to create a culture of running the company the way they want it to be. "This is what we do with it." Indirect rules of culture dictate, what behavior is good for the company? Which behavior is bad? These things usually go with the attitude of these founders. It is very important to understand this. Even if the company does not have rules, people understand how to live and talk.
Roles and Structures
But as the company grows, it needs to be institutionalized. Culture alone is not enough, especially roles. Structures need to be defined. When a company is small, it is easy to understand who is making decisions about what, but as the company grows, who will do what? Roles and structures need to be defined as to who decides what. Structures are needed for processes. For example, if an employee is going on a business trip, Do I have to take a business class to buy a plane ticket? Do you have to ride economy class? Who will decide? You have to set the rules.
Management Systems
In a highly competitive organization, the above roles, Simply defining structures is not enough. It is necessary to have management systems. For example, Customer Relationship Management Systems; Supply Change Management Systems; HR Management Systems are just an example. Management System is becoming very complicated. It involves a lot of processes. It also includes a lot of IT components.
Institutionalization
So the attitude of the founder changed into the culture of the company. As the company grows, so do the roles and responsibilities. structures; Management systems have to be defined and implemented. This is where the institutionalization begins. Define images We have to work systematically.
This institutionalization process is divided into two parts. To understand this, let's go back to the example of how to buy a ticket when traveling for work.
Do some companies have to go with a business class? It's up to the travel staff to decide whether to go with economy class. Employees can make decisions based on the needs of the company. This type of company can be said to be developing on the Agility and Network side.
Some companies require your supervisor to give you permission to travel for business or pleasure. Everything is decided by the superior for the subordinates. These are companies that are developing in terms of hierarchy and stability.
HR Management Forms
You can build an HR triangle by considering these things. Depending on the triangle, a company's HR management model can be divided into three categories.
- Hire and Pay
This style can be said to be the most influential form of the founder. In this model, roles, structures; Management systems are less defined. Hire Pay. The employee has to do what he has to do. There is nothing more. There is no institutionalization at all. There is no Performance Appraisal, Employer Branding, Structured Training, and Development. What to evaluate the staff? You do not have to pay. I hired someone I thought I could do it. If not, you will have to switch to another one. There are no HR professionals in this category.
- Central Planning and Control
In this way, the role of HR has grown. HR has taken a lot of responsibility. HR is responsible for all matters related to HR. Do you want to hire people? I have to come to HR. Only HR is responsible. Do you want your staff to grow? I have to come to HR. HR is the one that arranges for the development of the staff. Everything related to HR is centrally responsible for HR.
- People-centered Enablement
In this model, the HR staff is responsible for HR matters. HR provides the necessary support from behind. There is only the concept of coaching. Do you want to hire people? The relevant line manager is responsible for hiring the right person for you. HR provides support when needed. Do you want to develop yourself? The staff has to start on their own. HR provides the necessary support. This means that in all human affairs, people have to take responsibility for themselves.
There is one. These models do not refer to the day-to-day administration of the HR department. For all people, it means things that will affect the future business of the company. In short, there are three types of strategic HR management; These are (1) Hire and Pay, (2) Central Planning and Control, and (3) People-centered Enablement.
What kind of HR management style does your company practice?
Once you understand this, "What should you look for when entering a company as an HR person?" Now you can understand the answer to this question. You need to understand the HR management model that your company accepts. HR people can not really do what they want to do. You just have to be more discriminating with the help you render toward other people. If you do not like your company's accepted HR management style, Changing the way you like it is not easy in practice. So before you choose a job, I would like to suggest that you should make your HR management acceptance model acceptable to your company more or less. I hope you find this article useful and understandable.