A Study Of The Impact On The Implementation Of HRBP On Staff Performance

These days with the human resources management is increasingly significant for enterprises.Enterprises gradually come to realize that human resources are the principal strategic capital.With the continuous development and the expansion of the business,requirements on human resources are progressively demanding.In order to keep up with the changes,human resources department is no longer the supportive sector as before but comes to the front-line,making a concerted effort with the business department to enhance the enterprise value.Against such background,a new human resources management pattern,Human Resources Business Partner(HRBP),emerges which,connects business department with human resources department and provides human resources management service from the business level.This paper reviewed the literature and made a summary.Firstly,connotations of the four variables---the implementation of Human Resources Business Partner(HRBP),staff performance,organizational identification,perceived organization support,the measuring instruments and relevant research were reviewed and summarized.Then these four variables were analyzed based on literature review and the research model and theoretical hypotheses were proposes.Staff from one high-tech enterprise in Wuhan were studied and 162 valid samples were collected.An empirical research was conducted with statistical analysis.Results indicated that the implementation of HRBP had a positive effect on dimensions of staff performance,organizational identification and perceived organization support.What's more,organizational identification and perceived organization support played an intermediary role between HRBP and staff performance.