| Since the State Council’s institutional reform in April 2018,the State Administration of Entry-Exit Inspection and Quarantine personnel and teams were transferred to the General Administration of Customs,unified in the name of Customs to carry out external work.The full integration of customs and inspection business has promoted the improvement of port supervision capacity and facilitation of customs clearance and trade,but at the same time there are some problems and hidden dangers.Especially in human resources management,the integration of the two teams means not only the integration of business,but also the deep integration of personnel and cultural intermingling.In the long run,it breaks the previous line management model,which is beneficial to the long-term development of the organization and more organized and planned for talent training.In the new historical environment,how to introduce and cultivate talents and play the role of talents in the vertical management of the basic departments is an important issue and challenge for the personnel department.First of all,we summarize the origin and development of Human Resource Business Partner(HRBP)concept in the three-pillar HR model.and summarize the application conditions and conclusions of HRBP,that is,companies have a good integration and promotion role in company mergers,business transformation and personnel changes.Taking C Customs,which has typical characteristics of grassroots customs,as an example,we discuss the human resource management situation in China’s vertical management sector,discuss the basic structure of customs and the human resource management situation of the customs team,and further analyze the typical and special characteristics of customs as a vertical management sector.The HRBP concept is introduced into the vertical management sector,and a series of HR management problems faced by C Customs after the institutional reform are analyzed,such as weak sustainability of personnel development planning,unclear departmental responsibilities,misplaced talent management,difficulty in fully stimulating the subjective initiative of personnel,and insufficient awareness and motivation of personnel reform and innovation.After analyzing and summarizing the problems faced by C Customs,the C-HRBP model was constructed to optimize human resource management.The organizational structure,functions and operation mechanism of the C-HRBP model were discussed in detail,and reform measures were formulated in four aspects,namely,strategic partners,administrative experts,staff backing and change agents:party building leads,setting up a grassroots special committee for thinking and administration;accurate portrait,promoting long-term development of talents;problem clearing,guaranteeing the operation of the model entity;business analysis,strengthening the whole field Integrated reform.Of course,the C-HRBP model is bound to have limitations in its operation.This paper formulates an optimization plan in three aspects:clear positioning,improving competence and quality,and establishing an evaluation and feedback mechanism,in order to achieve long-term positive development in the planning,training and use of grassroots customs talents. |
