As the human resources department directly for the creation of the company's revenues, for example, the development of new customers or new markets, Many companies therefore this sector expenditures as part of a calculated how often can minimize this part of the cost. "Labor" (Workforce) magazine pointed out recently, in fact, the company should change their mind, in the human resources department of investment, as the company's revenues approach. Human Resources Department, how do we create revenue for the company? "Labor" magazine, companies must do the following six points : one, to communicate with the staff. Companies should regularly communicate to the staff vision, values and objectives share the bad news and celebrate the good news. United States of "fresh market" (Whole Foods Market) for the sale of the natural food chain shop, the annual revenue growth is 20%. The company pursues an open means of communication, including the CEO in charge of all the work they are required to leave the door open, the company also announced each person's salary. 2, the staff to help set goals. American UTI technology company in a year and a half ago decided to enter new markets, it was not a high-ranking executive from formulating the strategy, then referred to the implementation of the staff, but by the company's more than 1,000 staff, from the duties of individuals, Thoughts on the new market needs a new strategy, then the department views and formulating the strategy. The results of last year's revenues grow 44% to 28% growth so far this year. Staff participation in the show when the company set goals, the staff's morale and performance will improve. 3, the staff know their duties to the company's revenues, and the company's revenues to pay personal effects. To UTI as an example, when employees understand their duties to help the company's goals, and the company's revenue growth of Employee Satisfaction palace. Moreover, the company is willing to share success with employees is also important. When employees know their efforts will pay increased compensation, they would be more willing to work. 4, human resources services, not only by the Human Resources Department is responsible for. To UTI as an example, when reform strategy prepared by the staff-led, the company's culture has changed drastically, However, the changes did not set by the Human Resources Department-led, but by the whole company together reached, Human Resources Department in the whole process only play a supplementary role, for example, meetings, hire consultants. 5, reduce expenditure is very important, but that was not the focus of the human resources department. For the companies keep a close eye on their wallets, the Human Resources Department often do is make the best use of technology for self-service their own staff, for example, staff self-service online learning, the staff to check the welfare policies. American companies were the human resources management system will use technology for the year the company issued 1.5 million U.S. dollars provinces in the printing paper costs. However, the Human Resources Department to the most important task is not to reduce expenditure, but to maintain a sustainable growth of enterprise culture, helping companies recruit only stay, and allow these employees to maximize the value for the company to create revenues. 6, the staff has the necessary tools. In addition to the actual equipment, the company must also provide the necessary staff invisible tools, such as professional training. If the enterprises do this six principles, the human resources department will be able to generate more value.