In the exploration of human resource transformation, what are the confusions of HRBP?

I think there's a lot of confusion about this human resource.

HRSSC stands for Human Resources Shared Service Center, which is a new type of human resource management model. Compared with the traditional human resource management model, the positioning of HRSSC has undergone the following changes:

Changes in service objects: In the traditional human resource management model, HR managers mainly provide services for the company, while HRSSC serves a wider range of customers, which can be employees from different departments of the company, different companies or even different countries.

Changes in service content: In the traditional HR resource source management model, HR is mainly responsible for a series of functions such as personnel management, while HRSSC's service scope is broader and can involve services such as training, compensation, performance management and employee experience.

Changes in service methods: In the traditional human resource management model, HR generally provides services directly to employees, while HRSSC adopts the way of sharing services for employees through cloud technology and ** platform to achieve more efficient management.

Changes in performance evaluation: In the traditional human resource management model, performance evaluation focuses more on individual work contribution and work ability, while HRSSC pays more attention to teamwork and overall performance, and the evaluation criteria are more comprehensive.

To sum up, compared with the traditional human resource management model, HRSSC has undergone great changes in service objects, service content, service methods and performance evaluation, which also helps enterprises to carry out human resource management work more efficiently, improve enterprise operational efficiency and reduce enterprise costs.

There is no sense of existence, early wax has no right to speak, does not understand the business, the demand positioning is not accurate, the business can not be solved, and the ditch regrets are hindered, etc., these are the problems that HRBP itself often faces in the transformation process.

All HR does not want to be just an executor and passively respond to the requirements of business personnel, hoping to have an equal dialogue with business personnel in recruitment, team building, employee development, performance appraisal, etc.

1. What is HRBP?

HRBP is also known as HR Business Partner. HRBP (HR Business Partner) is actually the human resource manager assigned by the enterprise to each business or business unit, mainly to assist the senior management and managers of each business unit in employee development, talent discovery, ability training and other aspects. Its main work content is to be responsible for the implementation of the company's human resource management policy system and system norms in each business unit, assist the business unit to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of the business unit.

In order to do a good job in HRBP, it is necessary to provide unique solutions according to the special strategic requirements of business departments, and truly embed human resources and their own value into the value modules of each business unit, so as to truly play and realize the important role of HRBP.

2. Why should HR transform into HRBP?

Under the usual functional human resource management model based on six modules, HR generally only specializes in the technology and methods of human resource management, and works in the office of the human resources department, and is not familiar with the content and specialty of the front-line business of the enterprise, and does not understand the front-line business employees, so it is difficult to directly and effectively support the front-line business department. With the full participation of enterprises in global competition and the improvement of the level of operation and management, there is an increasing urgency for the human resources department to directly support the front-line business departments, so the HRBP is accompanied by the differentiation and upgrading of the functions of the human resources department. HRS), to achieve more direct service to the front-line business (HRBP), more professional to provide HR decision support (HRS), more efficient to provide HR daily affairs services (HRSSC).