Human resources survey report

A few days ago, the China Human Resources Network conducted an online survey on the current status of HR work. The total number of HRs participating in the survey was 1,068, of which 1,036 were effectively investigated, with an effective rate of 97%.

Among all the respondents, the proportion of HR from South China was higher, accounting for 34.6%, followed by East China, accounting for 27.7%. The HR from Northeast China was relatively small, accounting for only 4.2%, and the regional difference was more obvious.

The age distribution of the HR group tends to be younger, with HR of 22-28 years old accounting for 67.5%, 29-35 years old accounting for 25.9%; 35-40 years old accounting for 4.7%; 40 years old and above accounting for only 1.9%. Correspondingly, 20.3% of the HR work experience is less than 1 year, 46% in 1-3 years, 23.2% in 4-6 years, 6.6% in 7-9 years, and more than 10 years. 4%.

In terms of academic qualifications, among all the HR workers, colleges and universities have a majority of academic qualifications, 36.2% of college graduates, 55.9% of university degree holders, and few highly educated people who work in HR, of which 5.2 are masters. %, the doctor only accounts for 0.1%;

·How to write the investigation report·How to write the market investigation report·Investigation report format·Three rural areas investigation report

·Environmental investigation report ·University survey report ·Study report of middle school students ·Report on rural education investigation

In terms of positions, among all the respondents, the proportion of assistants was 16.2%, the proportion of professionals working was 29%, the proportion of supervisors was 30%, the proportion of managers was 22.3%, and the proportion of directors was 2.5%.

In this survey, we understand the nature of the HR company. The results show that the proportion of HR from private enterprises is 28%, that of private enterprises is 31%, that of state-owned enterprises is 10%, that of Sino-foreign joint ventures is 12%, and that of wholly foreign-owned enterprises is 19%.

Among the people who work in HR, the proportion of men as a whole is small, accounting for 38%. However, in high-end positions, the proportion of men is significantly higher than that of women, and men account for 30.8%, while women in high-end HR positions only account for women. Of the 4.4% of the population, most women are in low-end HR positions, accounting for 55% of the total number of women, while mid-level positions account for 40.6%. Although in the high-end positions of HR, for example, HR director, the proportion of males is the majority, 56% of respondents believe that gender is not the main reason for the promotion of HR work, only 6.5% of people think that gender and job promotion have Great relationship.

Although the proportion of women currently engaged in HR work is large, as the role of HR in the enterprise continues to increase, more and more companies regard HR as a strategic partner of the decision-making level. At this time, the gender difference is in HR. It is very obvious at work. HR is a work for women. When dealing with employees, women's delicate, gentle and sensitive make them more friendly than men. The survey shows that 53.2% of the people think that men are more suitable for HR work than women. They deal with problems more decisively and have a holistic view, indicating that modern HR work is no longer a simple personnel and compensation management. It requires HR to work. The personnel have a strategic and forward-looking vision and look at the issue of human resource management at the height of the decision-making level of the enterprise. As long as they are forward-looking and groundbreaking, whether they are women or men, there will be no difference. Whether it is male or female, the height of the professional development process depends on the height of its professional personality. From this level, the gender factor is not the most important measure.

HR's work plays a different role as the company's development stage is different. When the enterprise is in the establishment period, the HR department is an auxiliary department of enterprise management, carrying out personnel recruitment, training, salary management and other transactional work, which reflects a strong technical background; when the enterprise enters a stable development period, the HR department becomes The partners of the enterprise decision-making level put forward constructive suggestions on the core issues of the company's development strategy and human resource planning. In this survey, 63.2% of respondents believe that HR work requires technical content, and 27.6% think that HR work is not technical, which means that for many small businesses, or companies that are in the establishment stage. HR workers also need to further raise their awareness of their work.

This survey shows that the vast majority of HR consider themselves to be a visionary and passionate worker who is familiar with the company's business processes and who often do both human and institutional at work. Of course, when asked whether the income and contribution of HR work are balanced, 74.4% of HR think that income and pay are unbalanced, and the harvest is far less than paying. Only 25.1% think that income and pay are directly proportional, and these people are big. Part of it comes from state-owned enterprises or foreign-funded enterprises. At this point, there is a great relationship with whether enterprises attach importance to HR work. 21.3% of people think that enterprises don't pay much attention to HR. They play the role of “venting bag” in enterprises, HR work is simple transaction execution; 47.7% It is believed that enterprises attach importance to HR in general. They position themselves as “firefighters” of enterprises; 25.8% think that enterprises pay more attention to HR, and only 5.2% think that they are highly valued by enterprises, and they have very important strategies for enterprises. Great contribution, they position the HR work and their role as the “strategists” of the company, participate in the formulation of the strategy, and contribute greatly to the development of the enterprise.

The salary level can reflect the importance of a certain position in the enterprise to a certain extent. Generally speaking, the salary of HR is lower than that of the research and development, marketing, production and other departments at the same level. This is the embodiment of the importance of HR that has not been recognized by the enterprise. . There are several reasons for this: First, the impact of traditional ideas. In the traditional concept, human resource management is often confused with personnel management. It is considered to be an administrative and logistic work, and cannot be compared with the first-line production departments such as production and marketing, thus virtually reducing the importance of HR work; , the composition of HR practitioners. In many enterprises, most of the people who work in HR come from the original administrative logistics department, lack professional HR knowledge and vision, and can't implement and carry out work based on corporate strategy. This also objectively weakens the importance of HR work. Sex. Therefore, in most companies, HR is far less important than R&D and marketing. Based on these reasons, it is not difficult to understand why this survey found that about 59.1% of people have plans to change jobs recently, looking for a company that is more suitable for their own development.

The survey also focused on the importance of different types of enterprises to HR work. As shown in the following figure, the survey data shows that enterprises of different natures have great differences in HR, which can be roughly classified into two categories: one is represented by private enterprises and private enterprises, and the other is state-owned enterprises. Representatives such as joint ventures and sole proprietorships, the former pays more attention to HR than the latter. Less than 10% of private companies attach great importance to HR, while more than 25% of foreign companies attach great importance to HR.

The reason why there are private enterprises and private enterprises that do not pay enough attention to HR may be that private enterprises and private enterprises mostly exist in family form, and the family's nepotism has become the standard for employees of hired enterprises. State-owned enterprises, joint ventures, and foreign-funded enterprises are different. In particular, foreign-funded enterprises attach great importance to the selection of talents, and the requirements for talents are also very strict. The development of enterprises depends on the quality and ability of human resources. Secondly, the scale of private and private enterprises is small, and the management model is somewhat different from foreign-funded enterprises. They put the HR department in the auxiliary role of enterprise decision-making, and have not upgraded the HR department to the strategy-making partnership. This makes the importance of HR not visible in the enterprise.

As a functional department of the enterprise, the HR department is in the role of service and support in normal business operations, and its core work has a lag effect compared to other departments. Therefore, most people have a greater prejudice against the HR role, including the HR workers themselves, often confused with the way their own value is realized, and use this as an excuse to complain and make their mentality unbalanced.

Since HR workers choose human resource management as their own profession and are willing to pay their time and energy, then as an HR practitioner, we must understand the national economic and social environment, understand the industry trends of the enterprises, and understand the development of the enterprise. Stages and unique cultural values ​​must have a big mindset to engage in their own work, with a broad mind to accommodate other departments and others. Only by fully understanding the characteristics of one's own occupation and adjusting the mentality can it be possible to achieve professional success. In the calm and calm, we can plan ahead, and at the crucial moment, we can turn the tide and truly reflect the value of HR workers.