For an enterprise, people are also undifferentiated resources and a specific form of disposable labor force. They need to work hard and contribute to the collective value for large company goals and small team goals.
The conclusion that the enterprise is risk-averse in human resources investment comes from the preference of the enterprise in human resources. In the recruitment of personnel, enterprises generally prefer those with experience in specific business fields, and will give higher ratings and rewards to experts with outstanding representative output in this field. Only for this special group of fresh graduates, can have a certain perspective of investment treatment, in large enterprises, the recruitment requirements for fresh graduates and experienced social talent requirements are the same.
Capital investment and enterprise recruitment are similar to a certain extent. Employees are also a part of corporate assets, compared with securities assets for investors. But why is there no such thing as “value investing” in human resources? Presumably because firms are risk-averse, they prefer to invest in assets of certain value, or proven value.
In terms of recruitment, the team leader will select the staff matching team attributes as the first priority when recruiting. After joining the team, they usually take on positions related to their previous fields (regardless of special talents), because it is easier to realize the expected value of this person. If this person is put into the unfamiliar field direction, there is a high probability of failure of human investment, specifically, it cannot provide efficient output. On a larger scale, the output of the whole team may be at great risk, which will threaten the performance output of the team leader and ultimately affect the achievement of enterprise goals.
For most of us, what we have experience with is the fine lines of a particular field, which is why front-line employees in big companies are often mocked or self-deprecated as “screws”.
From the bottom up, how to break through this dilemma?
If you are not satisfied with your business or have higher requirements for yourself, you want to reach a higher level and get out of the “screw” situation. Then you need to have a convincing output in the area you want to achieve, identify yourself as someone who can do the job, and possibly get a ticket to the next area.