Research On The Optimization Of Human Resources Business Partner 's Function

The global economy’s development provides not only the opportunity but also challenge to the development of enterprise. In order to cope with changing market, the enterprise has to react with reasonable strategy to make the enterprise more competitiveness in the market. The people become the valuable resources in the enterprise that can help to make changes. Lots of companies are planning to reconsider a very important question about how to manage and utilize the most valuable and scarce resources.The traditional human resources management is mainly focus on providing administrative or operation service which cannot meet the company’s strategic development need at this stage. More and more business leaders are seek for a kind of human resources team who can fully involved in company’s strategic decision making by providing well-rounded human resources solution. The practitioner from the traditional human resources team is not only confused about what they are doing is only restricted in one of the six module of human resources management, but also feel boring about basic administrative works repeated time to time. Furthermore, sometime they need to be acted as "fire fighter". Therefore, the transformation of human resources management is becoming imminent. At the end of 1990’s, the human resources expert Mr. David Ulrich proposed a new function called "Human Resources Business Partner"(HRBP) with the needs of strategic human resources management which bring a new hope to the company’s development. The human resources management as the most important component of enterprise strategy management entered spot light and proactively involved in business development planning as well as contributing ideas. Base on some successful cases we can see that, HRBP is a kind of facilitator who can help to drive Human Resources Management to the leading position in the whole business process, and help to the enterprise’s target achieve as well as strengthening the competitive edge.This thesis is not only analyzed problems which happened during the establishing and implementation period of Human Resources Business Partner (HRBP) function in W company but also proposed optimized solutions based on the linking theory with practice. Hope that the thesis can provide reference to the research of Human Resources Business Partner (HRBP) in the future. Furthermore, the author suggests that HRBP function doesn’t have to be established with same format with others. It should be established based on your own business requirement with the format which can fit for your company. Wish that more and more companies can find a right way to establish the HRBP function and benefit from it.