3- Functioning of Human Resource is not for you. Concern of the judicial proceeding, thus allowing the business concern’s corporate assets endangered, has agitated HR (as the business concern’s interpreter) toward a “one-size-fits-all” thinking to dealing the workforce. In this manner, HR, that was considered to be a counsellor for the workforce, ascertained now as a spoilt cop or high management tool. Human Resource department turns the “rule enforcer” to ascertain equity all-inclusive. In the age of lawsuits, scummy abidance is more at ease to deal and rationalize than exclusions towards the rules. Yet, it is intrinsically unjust to handle all the persons as is. The alternative approach path towards inferring business concern’s distinctly indicates that the approach of one-size-fits-all neglects the exclusive shares persons bring around to a business concern, which is what forces organizational success at last. If reported by the HR department to the chief financial officer, this reaffirms the impression that expenses and financial obligations ought to be carried off at the divergences cost of person.
4- HR doesn’t get by the corner office (and vice versa). Because whatever existence of rationalities, not smallest of any of the antediluvian belief of the Human Resource department’s role as entirely the planner of leisure activities to rise morale of employee, not realised by most organizations not even authorize Human Resource to turn a strategic function, although HR owns the capability and want to do this. The laying claim among a lot of Chief Executive Officers is like at that place can simply comprise two thinking’s: one that acquires a easier way, coping with individual demands, growth and dedication, versus the former, which takes a tougher path–corporations concern dominates over those of the persons inside the corporation. In fact is that it is not a solution with only two alternatives. In balancing both the demands of the corporation and the demands of the individuals inside them, the truth dwells the two extremes–. Several corporation matters can be dealt initially by handling the individual’s need. When those are listened and directed, corporation’s functioning could raised.
3人力资源工作不适合你。对司法程序的关注，从而使企业的企业资产濒危，有激动的人力资源（如业务关注的翻译）向“一刀切”的思维来处理工作。在这种方式中，人力资源，这被认为是劳动力市场的顾问，现在作为一个被宠坏了的警察确定或高管理工具。人力资源部把“规则执法”来确定股权在内的所有。在诉讼时，泡沫持续安心处理和合理化不是对规则排除更多的。然而，它是处理所有的人是本质上的不公正。另一种方法推断企业的道路走向明显表明一个尺寸的方法适合所有人忽略了独家股带来关注的一项业务，这是军队组织的成功在过去。如果由人力资源部报首席财政官，这再次的印象，费用和财务义务应该带走的人分歧的成本。
4小时不到的角落办公室（反之亦然）。因为无论存在的合理性，而不是最小的，对人力资源部门的作用完全休闲活动的策划提高员工的士气的古老的信仰，没有意识到大多数组织没有授权人力资源化战略功能，虽然人力资源拥有的能力和想做这个。铺设声称很多首席执行官在像在那个地方可以只包含两个思想：一，获得一个更简单的方法，应对个人需求，增长和奉献精神，与前，以更强硬的路径——企业关注主导的企业内部的人。事实上，它是不只有两个选择的解决方案。在平衡的要求、公司的要求在他们的个人，真理居住的两个极端—。一些公司的问题可以解决最初由处理个人的需要。在那些听和指导，可以提高公司的运作。
