Companies do many things to provide valuable products and services. These tasks are grouped into job categories or defined as roles and responsibilities. As people do their jobs, products and services are made. These create value through sales (money) and brand (influence). This value becomes resources for the company and rewards for employees. Rewarded employees then continue to create products and services.
Company work can grow, shrink, start, or end due to strategy, time, or changes in the environment. Watching, judging, and improving this changing work is called "work management."
HR departments get many requests and complaints. These may seem to be about people, but they're really about work. In a company, everything relates to work. But most people focus on people instead of work. It's hard to judge if a person is right or wrong because everyone thinks differently. So, it's better to focus on the work.
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Don't try to solve problems without understanding the work involved. Only after fully understanding the work can HR find solutions.
For example, people often say they don't have enough staff to do the work. HR should question this. Some HR managers just hire more people, which is easy. But they should check for inefficiency, skill issues, leadership problems, or lack of motivation. The real problem might not be a lack of staff.
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The most important thing is to clearly define the work. Explain the role and responsibility simply. If a department can't explain their work easily, HR should doubt their expertise.
Organizations, like people, go through many experiences and changes. They can have inefficiencies and problems. HR managers need to check various things carefully.
Don't focus only on efficiency. People and work must coexist. Consider both human values and performance. Too much focus on efficiency can make a company too careful and less creative. But focusing only on people or performance can lead to favoritism or selfishness. HR needs to balance efficiency, human values, and performance. The right balance is different for each company.
Some companies do detailed job analysis to manage work. But work keeps changing, so it doesn't need to be too detailed. Especially in startups, don't spend too much energy on this. Keep it simple and clear. Also, don't relax after organizing work once. Keep checking and understanding it easily and clearly as it changes.
There's a lot to consider. But HR managers should work with a sense of purpose as important people managing both people and work. Work management is the most basic and first thing to do in HR. It's the core of HR management. If you manage work well, you've done half of HR's job.
Company work can grow, shrink, start, or end due to strategy, time, or changes in the environment. Watching, judging, and improving this changing work is called "work management."
HR departments get many requests and complaints. These may seem to be about people, but they're really about work. In a company, everything relates to work. But most people focus on people instead of work. It's hard to judge if a person is right or wrong because everyone thinks differently. So, it's better to focus on the work.
.pptx%EC%9D%98%20%EC%82%AC%EB%B3%B8.jpg)
Don't try to solve problems without understanding the work involved. Only after fully understanding the work can HR find solutions.
For example, people often say they don't have enough staff to do the work. HR should question this. Some HR managers just hire more people, which is easy. But they should check for inefficiency, skill issues, leadership problems, or lack of motivation. The real problem might not be a lack of staff.
.pptx%EC%9D%98%20%EC%98%81%EB%AC%B8.jpg)
The most important thing is to clearly define the work. Explain the role and responsibility simply. If a department can't explain their work easily, HR should doubt their expertise.
Organizations, like people, go through many experiences and changes. They can have inefficiencies and problems. HR managers need to check various things carefully.
Don't focus only on efficiency. People and work must coexist. Consider both human values and performance. Too much focus on efficiency can make a company too careful and less creative. But focusing only on people or performance can lead to favoritism or selfishness. HR needs to balance efficiency, human values, and performance. The right balance is different for each company.
Some companies do detailed job analysis to manage work. But work keeps changing, so it doesn't need to be too detailed. Especially in startups, don't spend too much energy on this. Keep it simple and clear. Also, don't relax after organizing work once. Keep checking and understanding it easily and clearly as it changes.
There's a lot to consider. But HR managers should work with a sense of purpose as important people managing both people and work. Work management is the most basic and first thing to do in HR. It's the core of HR management. If you manage work well, you've done half of HR's job.
Tags:
HR
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