| Currently many companies are going to launch the HR transformation project,which means the whole HR organization will become a new model with 3 teams,HR Business Partner(HRBP),HR Share Service Center(HRSSC),HR Center of Expect(HRCOE),called HR 3 Pillars.The purpose of this new model is to solve the conflict between HR and Business Unit,so that HR staffs could work closely with BUs and fully support them to achieve the strategic goal.HRBP plays the role of internal human resource management consultant who is assigned to business unit department to work together with the management team.Base on the business strategic plan,the HRBP will help the internal client to meet the human resource related requirement and lead the business unit to achieve the goal,which could also show the value of HR for the whole company.As one of the most famous European company with over 200 years’ history,the business in China of BW was booming for many years.However,it didn’t perform well during the past two years,hit by economic slowdown;the business was changed to fluctuate from year to year.The Chinese management team started to make changes and initiated a revolution through the whole company,which demanded the internal human resource management to become more efficient than before.In order to well support the business development,the HR team was also trying to conduct the transformation from the traditional model to the new model of HR 3 Pillars with HRBP,HRSSC and HRCOE.After yeas pasted,we still found that the transformation has not been completed yet.We are taking BW China as the object of study in this paper,and analyzing the difference of the responsibility and function influence after the internal organization restructured from regional management model to business group management model.During the organization restructuring,HRBPs were facing many challenges,and we found that the main reasons were: First of all,the new HR model needed to be improved.Second,the definition of role and responsibility of HRBP wasn’t precise enough.The team of HRBP was also short of manpower.Third,the HRBP competence still needed to be improved.Then we gave the improvement suggestions base on the theory of HR transformation and some best practices,like: how to improve the new HR transformation model;redefining the role and responsibility of HRBP;building up the HRBP competence model;improving the internal HR process and the value of HRBP during the organization restructure etc. |
