This paper focuses on the analysis of working pressure of HR supervisors. This research includes four major sections, which are structured as follows. The first section is an overview which includes background and purpose of this study. The second section is a literature review which involves studies of pressure. The third section summarizes the results of interviews with 6 HR supervisors. Finally, the paper ends with conclusions and recommendations. The authors argue that the institutional design and institutional culture co-constrain HR supervisions' working performance: the ramification of institutional design leads to the paralysis of HR supervisions' positivism while institutional culture and lack of efficient communication breed members' inability from within.