Interpretation Of The Essential Qualities Of An Excellent HRD

In order to study what kind of HR With the most potential to grow into HRD, I have done a small sample study with a very good evaluation tool I found, trying to find out their common psychological characteristics. The subjects were 13 large listed companies (both domestic and overseas). The gender structure of CHO was 11 women and 2 men. The results showed that if they were explained by DISC tools, they all had D trait; if they were explained by PDP tools, they all had tiger type characteristics; if they were explained by Le Jia's color theory, they all had yellow personality.

If we call these methods of different assessment tools in a uniform description, they will share the same meaning. Trait That's the six word - focus on problem solving. There are two meanings: the first is to focus on the problem, and the second is to focus on the solution of the problem.

　 Finding key problems quickly and accurately

The most obvious finding in one by one interviews is that they are all like radar in their work, and they can quickly locate key problems in complex situations. Because generally speaking, any one. CHO When airborne to a new platform, the problems that need to be solved by him are not just one, but always a lot. In the middle of a pile of problems, from which question to start, which solution will play the same chain like solution effect as Domino? Behind this wisdom, we can see that it is a global view. It means that if you want to become HRD and want to be CHO, we must jump out of the thinking of HR operation level and train yourself to strive to have the same thinking problems with the company managers.

　　 Focus on solving problems.

There are two levels in solving problems. One is how to integrate resources of all people and things around how to solve problems. This requires super resource integration. Two, all work processes, including communication, are guided by how to solve problems, and do not deviate from this goal and do not dissipate irrelevant emotions. Correspondingly, the main problem of many people in the workplace is that their career development is not smooth. The main problems are interpersonal conflicts which are not related to problem solving in the process of work, which not only dissipate many unwarranted emotions, but also turn work problems into personal grievances. The core problem is not focusing on the solution of the problem.

To sum up, as HR, all roads can lead to HRD/CHO/HRVP posts, but if you are more able to get more opportunities in the field of recruitment and performance that employers are most concerned about, there will be more opportunities for reuse. Of course, we should not lose sight of the common sense of internal promotion and trust, external application and experience matching. At the same time, if we want to achieve greater success, we must strive to cultivate the psychological characteristics of "focusing on problem solving".