FS公司HRBP转型落地的问题研究

发布时间：2018-05-27 15:43

本文选题：FS公司 + HRBP　；参考：《南京大学》2017年硕士论文

【摘要】：FS公司在被外资独资收购后的第六年,也开启了变革之路,提升组织效率是重要的措施之一,围绕组织效率的提升,人力资源管理部门一方面参与到组织变革和业务变革中去,另外一方面也主动实施自身的组织变革和角色调整,以期能够更有效地支持服务业务变革。FS公司人力资源在充分借鉴外部实践的基础上,提出了人力资源向HRBP转变,并且率先在FS公司的三级架构中分部层级上重点推进HRM向HRBP的转型,但随着转型的推进,从转型管理者、被转型者及内部客户的多角度反馈来看,转型出现了一系列的问题。本文运用人力资源管理及组织行为的相关理论,以人力资源管理组织结构三支柱模型中的HRBP作为分析研究角度,探索FS公司的HRBP转型落地的优化问题。在人力资源管理理论及HRBP相关理论的基础上,首先对公司所处的环境、现在的经营状况和面临的挑战进行了阐述;其次,在借助访谈、调研等研究方法的基础上分析描述了公司HRBP转型的现状,并详细分析了 HRBP转型中存在的角色认知问题、HRBP来源问题、HRBP能力问题、HRBP绩效评估问题;在这些问题的背后,反应的是缺少系统的转型落地方法和策略。对此,本文从转型思路、策略、管理方式建议、路线图设计、绩效评估体系等角度提出优化方案。本文突破传统的一对一解决问题的思维局限性,在转型思路的框架下,提出了基于行为牵引的落地策略。即在FS人力战略规划目标及HRBP角色的基础上,提炼出HRBP转型期间应当实施的8项行为,这些行为均是与内部客户直接发生关联的;以这8项行为为核心,提出行为实施指导,明确行为反馈机制,也就是借助内部客户的反馈,这些反馈就像一面镜子,可以较为清晰地锚定每个HRBP的行为实施状况,能够让转型项目的管理者准确识别每个HRBP的行为效度;在借助解决业务单元痛点所带来的业绩改善或提升的可量化性的基础上,进而提出行为价值量化的要求,并将行为价值量化纳入绩效评估体系,从而能够准确地、客观地对每个HRBP的绩效进行评价,最终形成一个行为实施、价值评估、反馈优化的闭环型转型策略。
[Abstract]:In the sixth year since FS was acquired by foreign capital, it has also opened the road to change. Improving organizational efficiency is one of the most important measures. On the one hand, human resources management departments are involved in organizational change and business transformation, around the promotion of organizational efficiency. On the other hand, it also actively implements its own organizational change and role adjustment, in order to more effectively support the service business change. FS human resources on the basis of full reference to external practice, put forward the human resources to HRBP transformation, And it takes the lead to promote the transition from HRM to HRBP at the division level in the three-level structure of FS company. However, with the progress of the transformation, a series of problems have emerged from the multi-angle feedback from the transformation managers, the transferee and the internal customers. Based on the theory of human resource management and organizational behavior, this paper takes HRBP in the three-pillar model of human resource management as the analysis and research angle, and explores the optimization of HRBP transformation and landing in FS Company. On the basis of human resource management theory and HRBP theory, firstly, the environment of the company, the current business situation and the challenges faced by the company are described; secondly, with the help of interviews, Based on the research methods and other research methods, this paper analyzes and describes the current situation of the HRBP transformation of the company, and analyzes in detail the role cognition problems existing in the HRBP transformation and the problem of HRBP-ability and the performance evaluation, which are behind these problems. The response is the lack of systematic transformation methods and strategies. Therefore, this paper puts forward the optimization scheme from the perspective of transformation ideas, strategies, management suggestions, road map design, performance evaluation system and so on. This paper breaks through the limitation of traditional one-to-one problem solving, and puts forward the landing strategy based on behavioral traction under the frame of transformation. That is, on the basis of the goal of FS manpower strategic planning and the role of HRBP, eight behaviors that should be implemented during the transition of HRBP are all directly related to the internal customers, and taking these eight behaviors as the core, the author puts forward the behavior implementation guidance. Clear behavior feedback mechanism, that is, with the help of internal customer feedback, these feedback is like a mirror, can more clearly anchor the implementation of each HRBP behavior, so that the managers of transition projects can accurately identify the behavior validity of each HRBP; Based on the quantification of performance improvement or enhancement brought about by addressing the pain points of business units, the requirement of quantification of behavior value is put forward, and the quantification of behavior value is incorporated into the performance evaluation system so that it can accurately, The paper objectively evaluates the performance of each HRBP, and finally forms a closed-loop strategy of behavior implementation, value evaluation and feedback optimization.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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