基于HRBP模式的YL公司人力资源管理体系建设研究
发布时间：2018-07-16 22:52
【摘要】：近年来,随着知识经济的蓬勃发展、互联网+时代的到来,企业在发展过程中对人力资源管理提出了更高的要求。企业人力资源管理也必然面临艰巨挑战,为了更好地适应新形式,许多企业不断进行人力资源管理强化、调整,寻求转变,以提升企业的核心竞争力。面对企业不断的发展,规模的扩大、员工数量的激增、各类职能部门增多、产品多样化等等,对于企业人力资源部门来讲产生的直接后果是,在人力资源管理方面出现工作对接不及时、不熟悉公司业务、无法满足各部门多样化的人员需求等等的现象。如何解决上述问题已成为各企业管理者、众多专家学者关注的热点问题。人力资源业务合作伙伴(简称:HRBP)在这个时候应运而生,在hrbp逐步发展和完善的过程中,他的两兄弟出现了,即人力资源专家领域中心(hrcoe)、人力资源共享服务中心(hrscc),与hrbp中心一起,形成一个完整的体系模型,俗称“三驾马车”或“三支柱”,也就是hrbp模型的确立。hrbp模型一出现就成为了企业、学者、人力资源从业者研究和模仿的典范。本文在研究大量国内外文献和企业实践的基础上,对当下比较受推崇的hrbp理论进行研究。笔者发现,虽然目前很多企业也在引用这个模型,并设立了相应职能,但很少有企业能够对这种新的人力资源模式做的得心应手,或多或少都会出现不同程度的问题。因此笔者希望结合yl公司的具体案例,对hrbp模型进行一定的分析和研究,以求发现和解决一些问题。在案例研究阶段,本文通过问卷调查的方式对yl公司人力资源管理方面存在的问题进行收集分析。发现yl公司在人力资源管理方面的现状是,公司并没有实现人力资本管理;人力资源对业务知识和需求了解少;人事事务处理支持度不够,处理不及时等等。在此基础上,本文尝试结合HRBP模型的相关理论进行切入,旨在为YL公司发现现行的人力资源管理中存在的问题,并加以调整,以实现建立真正的基于HRBP模型的人力资源管理体系,建立人力资源专家领域中心,HRBP中心和共享人力资源中心来实现这个体系完整。然后从人力资源管理的运作效果方面论证该管理模式的科学性。最后对HRBP模型的应用推广进行说明,希望让更多的企业可以借鉴和互相学习,为国内企业在高速发展过程中,使HRBP模式能切实深入到企业管理中来,真正的变成核心竞争力,贡献一份微薄之力。
[Abstract]:In recent years, with the vigorous development of knowledge economy and the arrival of Internet era, enterprises put forward higher requirements for human resource management in the process of development. In order to better adapt to the new form, many enterprises continue to strengthen, adjust and seek for transformation to enhance the core competitiveness of enterprises. In the face of the continuous development of enterprises, the expansion of scale, the surge in the number of employees, the increase of various functional departments, the diversification of products, and so on, the direct consequences for the human resources departments of enterprises are, In the aspect of human resources management, the work is not timely, not familiar with the company business, unable to meet the diversified personnel needs of various departments and so on. How to solve these problems has become a hot issue for managers, many experts and scholars. In the process of the gradual development and improvement of hrbp, his two brothers appeared, that is, (hrcoe), Human Resource sharing Service Center, Human Resource expert Field Center, (hrscc), and hrbp Center. Forming a complete system model, commonly known as "troika" or "three pillars", that is, the establishment of hrbp model has become a model for enterprises, scholars and human resource practitioners to study and imitate. On the basis of studying a large number of domestic and foreign literature and enterprise practice, this paper studies the hrbp theory which is highly respected at present. The author finds that although many enterprises also use this model and set up the corresponding functions at present, few enterprises can do this new human resource model easily, more or less will appear different degree of problems. Therefore, the author hopes to analyze and study the hrbp model with the specific case of yl Company in order to find and solve some problems. In the stage of case study, this paper collected and analyzed the problems in human resource management of yl Company by questionnaire. It is found that the present situation of yl company in human resource management is that the company has not implemented human capital management; human resources know little about business knowledge and needs; personnel affairs processing support is not enough, processing is not timely, and so on. On this basis, this paper attempts to combine the relevant theory of HRBP model, aiming to find out the existing problems in human resource management for YL Company, and adjust them. In order to establish the real HRBP model based human resource management system, the establishment of human resources expert field center HRBP center and shared human resources center to achieve the integrity of the system. Then it demonstrates the scientific nature of the management model from the operational effect of human resource management. Finally, the application and promotion of HRBP model is explained. It is hoped that more enterprises can learn from each other, so that in the process of rapid development of domestic enterprises, the HRBP model can be effectively penetrated into enterprise management and become the core competitiveness. Contribute a modest contribution.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4
本文编号：2127920
[Abstract]:In recent years, with the vigorous development of knowledge economy and the arrival of Internet era, enterprises put forward higher requirements for human resource management in the process of development. In order to better adapt to the new form, many enterprises continue to strengthen, adjust and seek for transformation to enhance the core competitiveness of enterprises. In the face of the continuous development of enterprises, the expansion of scale, the surge in the number of employees, the increase of various functional departments, the diversification of products, and so on, the direct consequences for the human resources departments of enterprises are, In the aspect of human resources management, the work is not timely, not familiar with the company business, unable to meet the diversified personnel needs of various departments and so on. How to solve these problems has become a hot issue for managers, many experts and scholars. In the process of the gradual development and improvement of hrbp, his two brothers appeared, that is, (hrcoe), Human Resource sharing Service Center, Human Resource expert Field Center, (hrscc), and hrbp Center. Forming a complete system model, commonly known as "troika" or "three pillars", that is, the establishment of hrbp model has become a model for enterprises, scholars and human resource practitioners to study and imitate. On the basis of studying a large number of domestic and foreign literature and enterprise practice, this paper studies the hrbp theory which is highly respected at present. The author finds that although many enterprises also use this model and set up the corresponding functions at present, few enterprises can do this new human resource model easily, more or less will appear different degree of problems. Therefore, the author hopes to analyze and study the hrbp model with the specific case of yl Company in order to find and solve some problems. In the stage of case study, this paper collected and analyzed the problems in human resource management of yl Company by questionnaire. It is found that the present situation of yl company in human resource management is that the company has not implemented human capital management; human resources know little about business knowledge and needs; personnel affairs processing support is not enough, processing is not timely, and so on. On this basis, this paper attempts to combine the relevant theory of HRBP model, aiming to find out the existing problems in human resource management for YL Company, and adjust them. In order to establish the real HRBP model based human resource management system, the establishment of human resources expert field center HRBP center and shared human resources center to achieve the integrity of the system. Then it demonstrates the scientific nature of the management model from the operational effect of human resource management. Finally, the application and promotion of HRBP model is explained. It is hoped that more enterprises can learn from each other, so that in the process of rapid development of domestic enterprises, the HRBP model can be effectively penetrated into enterprise management and become the core competitiveness. Contribute a modest contribution.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4
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