Research On Practice Optimization Strategy Of Human Resources Business Partner (HRBP) In S Company

Following the development of human resource management,many large well-known enterprises have begun to explore the three-pillar model,and human resources work has gradually changed from the previous problem-solving human resource management with the construction of a professional system as the core to the supporting organizational human resource management with value creation as the core.S company’s rapid development of business at the same time the lack of line managers in the organizational management ability is fully exposed,followed by the stagnation of organizational capacity development,the shortage of core talents,the company’s strategic goals can not be issued and many other problems,in the context of the human resource management value is gradually recognized and explored in the context of the environment,the need for sustainable development of S company’s business and organizational capabilities also put forward urgent requirements for human resource management transformation.The main research goal of this thesis is to analyze and discuss the problems in the function of HRBP of S company and propose practical strategies to help HRBP play its due function and value.S company as a six-star service provider enterprise in the Tmall service provider industry,from 2021 to transform the three-pillar model set up HRBP positions,to achieve a role change from transactional human resource management to a three-pillar model,this thesis focuses on the study of S.Corporation,by means of the following oretical study,literature research,interviews and other methods to identify that S company has three major types of problems in HRBP practice,namely organizational structure imbalance,HRBP to undertake more COE work,line managers do not accept HRBP,Hr BP functions are single and more human affairs specialists.Based on the above,this thesis makes a deep analysis on the reasons of the problems in the aspects of organization design,system culture and HRBP role orientation.On the basis of these issues,this thesis proposes a number of improvement proposals according to the causes.The improvement countermeasures mainly include improving the three-pillar model to support the implementation of HRBP functions,institutionalizing the job role of the line manager and the work direction of HRBP to provide institutional guarantee for HRBP to enter the business,and in the in-depth discussion of HRBP positioning,the analysis of the pain points of S company’s business development provides a basis for the formulation of HRBP function matrix.This thesis not only offers a solution for the study subject to solve the actual problem,but also can enrich HRBPpractice’s application cases.