Research On Competency Model Of Human Resource Business Partner

With the development of human resource management in theory and practice, HRBP, namely, human resources business partner began to be widely used in China’s enterprises. It is an important role as the connection of business sector and human resource management department. Many companies regarded HRBP as an important role in seeking the ways to upgrade human resource management changes, but the current Chinese enterprises HR business partner is still in the exploration of inquiry, related theory and practice foundation is weak. So it is of great practical significance to build a competency model of HRBP in enterprises.How to build and verify the competency model of HRBP in enterprises is the core of this thesis. Firstly, extracting, conversing and classifying the keywords of the current documentation and practice results through documentary research method, and in combination with the data of behavioral event interview, integrating the competencies of HRBP. Secondly, the questionnaire is used to carry out the process of building the competency model of HRBP in enterprises, and then optimizing and improving the accuracy and validity of this model by exploratory factor analysis, reliability and validity analysis, confirmatory factor analysis. Thirdly, using AHP(analytic hierarchy process) and the Delphi method to determine the weight of each competency. Ultimately, obtaining the competency model of HR business partner in enterprises.This research concludes that, on the one hand, from the perspective of dimension in this model, the integrator dimension accounts for the maximum weight, about 35%. It is suggested that excellent HRBP is good at integrating of HR department and business sector. On the other hand, from the perspective of the competency elements, these nine competency elements-- communication skills, integration, knowledge of human resources management, analytical skills, problem solving, listening and feedback, customer-oriented, knowledge of business, take the sum of 46.48% weight to this model, which indicates that these nine competency elements are the most crucial core competencies to distinguish excellent HRBP from others. At last, from the perspective of four human resources management roles, the competencies of HRBP are more reflected in the role of business advisory and strategy partner, then the experts of administration, then the role of reform.