Research On The Problems And Countermeasures Of GS Company’s Human Resources Business Partner Model

With the rapid development of China’s economy,the private economy is also growing rapidly.In order to better achieve the sustainable development of enterprises,the importance of transformation and upgrading is self-evident,and the urgent need to promote corporate change is imminent.The human resources department responds to the needs of enterprise development,and the traditional management mode can no longer meet it.As a result,a new human resource management model with HRBP(Human Resources Business Partner)management model as the core idea came into being.Under this model,HR personnel are integrated into the business unit and a new type of strategic partnership is established with the business unit to provide bottom-up driving force for the achievement of the organization’s strategic goals.As a model of local private manufacturing,GS is committed to constantly adapting to the trend of the times and actively exploring the transformation and upgrading of human resource management models.However,the company has implemented the human resources business partner management model for more than a year,and the operation of the HRBP management model still has problems and has not achieved the expected results.Taking GS’s HRBP management model as the research object,this paper finds that the problems of GS Company mainly include:unclear job division and unclear responsibilities in organizational structure,unclear role positioning of HRBP in self-awareness,insufficient HRBP ability in its own ability,and lack of resource support of the company.This paper combines the successful experience of the three pillars of human resources management mode,HRBP management model and HRBP model at home and abroad,and provides corresponding opinions and suggestions on organizational structure,self-awareness,own ability and resource support,so as to help enterprises improve and get out of the pain of transformation.In order to provide sufficient guarantee for the implementation and application of the HRBP model,this paper also puts forward the need to accelerate the construction of a three-pillar system in terms of organizational structure.In terms of resource security,strengthen information construction and resource support;In terms of cultural atmosphere,it is necessary to promote consensus and create a learning culture.This article can be used as a case reference for some medium-sized traditional industry enterprises to implement HRBP applications.