Serial "The Life cycle of a program ape"-28. Single HR (lesbian)

The life cycle platform of a program ape

Slogan: Professional communication, career planning, face the reality, intentions to communicate, sentiment.

Public Number: Iterlifetime
Two-dimensional code:

hundred Wood-iter Professional Exchange Struggle Group: 141588103

       for a small company, the position of "Executive vice president" is very deceptive and looks beautiful, and in essence does not necessarily do the work in accordance with it. Moreover, for the boss, the non-reliable personnel can not hold the position. So, it is not surprising that the "a" mentioned in the "one-off" of the two "senior executives", is a matter of sooner or later.

        after the company did not mention the "Executive vice president", followed by the replacement of the HR. HR arrival is also no precursor, one day will appear in front of us. She is Zhejiang people, the body is not high, at most 160cm, round face, long hair, looks general, to work often wear a 7, 8 centimeters of high heels, from the looks do not look like the South sister, to is some North female man temperament. However, from the details of life to be very much like Southerners, one of the characteristics is a variety of tea, always said to be sent by others, in the end where the unknown. Follow-up contact, learned that she graduated from Tsinghua, know some teachers, but also often to listen to some open classes or lectures, as for her previous work is only about talking, there is no reference value, but from the performance, there is a certain social experience. Listen to her words, there is no object, but the actual situation is unknown. In short, the performance of the bourgeois life temperament, coffee, tea, theatrical performances, lectures and open classes, usually also have cleaning aunt, may also be more high-minded!!!        People are very easy-going, and quickly communicate with colleagues in the office, this is to do the basic quality of HR. In the HR did not come before, the process of the interview is: Sister X (Boss Secretary) for the first interview, to see the basic quality of people, after passing, and then by the boss interview, after, then by the X elder sister to talk about wages, introduce the company's situation. When I entered the company is this process, because of their own more cautious, so with the Boss 3 times, "21. had been, the first job-hopping, seeking transformation" described my then considerations. HR came, the interview process has made the adjustment: HR is responsible for the first interview, comprehensive inspection of the quality of the interviewers, through the business department in charge of the interview, the main investigation of the relevant ability; After passing, by direct vice-President interview, basically is to go a process, if not directly under the deputy, the boss to interview; Pay by HR, of course, before you are sure to pass the boss's approval. At this time, Sister X (Secretary of the boss) is not responsible for specific job interview related.       HR in a separate small office, just a table, a chair and a cupboard, there are a few pots of greenery on the windowsill, and only enough for her to work alone. Her work is really very serious, very hard, and actively communicate with the boss, employing departments, the interview resumes classified archives, and indicate the interview situation, stored in the cupboard. Although not in a company now, sometimes she also asked the QQ through the recommendation of people, I believe she was also looking for the right people around.         However, efforts may not necessarily have good results.   For a small company, the movement of people at that time was relatively large. To do the implementation of an old employee resigned, the new two implementation personnel have left, the new sales of C elder sister (The resignation (or resignation) of a new developer, a total resigned. Although B was still in the company at the time, it failed to satisfy the boss. These are in the HR to the company during the company's regular meeting, the boss also repeatedly stressed the staff issues, and the provisions of some places are determined to not recruit, which makes HR pressure is very big, and sometimes complain a few words.         The boss once asked me suddenly: "Why can't you keep people?" Facing the Flieth type of question, I can only stall answer: there may be a personal reason! What can I say, in the face of a reformed boss, faced with extremely realistic problems, for an answer, it is really contradictory! Heard the end of last year to leave a group of people, including 4, 5 years old colleagues, the boss and want to develop, now the problem: one is not good recruit, the second is to recruit personnel, but also very unstable. The boss is a short-tempered person, at this time on the work of HR is not satisfied, many times in the regular meeting do not name criticism, but we all know well. In addition, HR and x Sister (Boss Secretary) do have some quarrel. So, HR is also very aware of the problems they face, she is a smart person.         untimely, then the boss cut off her job, and the job was done by Sister X (Secretary of the Boss), and the HR position became a sinecure. Therefore, her puzzled, depressed is easy to understand. Perhaps this time she has been thinking about leaving the problem, but may be some unwilling to see that she is a stronger person. Later she and X elder sister also had several languages of direct conflict, it seems that she was put to death, will not consider the question of whether can regenerate. After being suppressed, she said is to be fooled, specific how she and the boss talk about is unclear, at this time her psychology is certainly very unbalanced. It is also possible that I later left the chain of reflection, not a few days, she also quit.         A small company, as an HR position, is actually very virtual and powerless to decide anything. In addition, as a boss or a manager should have a strong sense of self-awareness. When the boss asked me, "Why can't I keep people?" "Judging by my values is the boss and self-conscious, so I have a glimmer of expectation for the boss, but this expectation is a retention period."   Whether the conscious spirit of the boss will be like a meteor, determines the size of the light behind him.       But sometimes it's hard to think of a company that has a history of more than 20 years and how difficult it is to change in the face of today's situation. Among them, the problem of solving people is a short board.

Serial "The Life cycle of a program ape"-28. Single HR (lesbian)