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论文编号：	12111
作者编号：	2320180723
上传时间：	2020/12/11 23:14:29
中文题目：	YR 公司 HRBP 实施中的问题分析及改进对策研究
英文题目：	Analysis of Problems in the Implementation of HRBP in YR Company and Research on Improvement Countermeasures
指导老师：	袁庆宏教授
中文关键字：	人力资源业务伙伴（ HRBP）;人力资源管理六模块;人力资源三支柱;人力资源管理转型
英文关键字：	Human Resources Business Partner;The Six Intelligence of Human Resources;Three Pillars of Human Resource Management;Human resource management transformation
中文摘要：	自 2005 年以来，我国的互联网金融行业迅猛发展，大量互联网金融公司通 过野蛮生长实现了规模扩张。随着金融监管政策的出台，众多互联网金融公司不 得不进行业务的创新和模式的转型，积极探索成熟、完善的发展模式。面对巨大 的转型挑战及野蛮生长后的管理困境，按传统六模块设置的人力资源管理模式 已很难支撑企业面对压力而实施的转型变革。众多互联网金融公司纷纷借鉴国 内外优秀企业的人力资源三支柱模式，力图借助人力资源转型，派驻人力资源业 务伙伴（ Human Resource Business Partner， HRBP）进入事业部或子公司，对人 力资源价值进行深入挖掘，融入业务端自下而上推动组织绩效的提升。 YR 公司 作为互联网金融头部企业，自 2018 年实施人力资源业务伙伴模式转型，经过两 年的实践， HRBP 模式的运行依然存在问题，没有达到预期的效果。 本文以 YR 公司为研究对象，结合人力资源管理六模块、人力资源三支柱 模式、 HRBP 相关研究及国内企业优秀 HRBP 成功实践，对 YR 公司 HRBP 实 施过程中的问题进行了深入的分析。通过对 HRBP 年度绩效评估、满意度调查、 内部客户访谈及能力自评等方法，挖掘出 YR 公司 HRBP 在实施过程中存在的 直线管理者不重视， HRBP 角色定位不清晰，岗位职责不完善，业务理解能力不 足，绩效考评流于形式等问题，并针对问题在组织管理改善、明确 HRBP 角色定 位、制定岗位职责权限、优化 HRBP 的来源、胜任力模型改进、关键能力提升及 绩效改进等多个维度提出了相应的改进对策，以此来提升 HRBP 团队能力，并 通过成立项目委员会、制定 HRBP 手册等制度保障，模式宣导、文化建设等文化 保障，信息化建设、资源支持等资源保障，推动 YR 公司 HRBP 模式的有效落 地，确保 HRBP 在组织转型中发挥更大的价值。
英文摘要：	Since 2005, my country's Internet finance industry has developed rapidly, and a large number of Internet finance companies have achieved scale expansion through barbaric growth. With the promulgation of financial regulatory policies, many Internet finance companies have to carry out business innovation and model transformation, and actively explore mature and complete development models. In the face of huge transformation challenges and management dilemmas after brutal growth, the human resource management model set up according to the traditional six modules has been difficult to support the transformation and transformation of enterprises under pressure. Many Internet finance companies have learned from the three-pillar human resource model of excellent domestic from foreign companies, and tried to use human resource transformation to send Human Resource Business Partners into business units or subsidiaries to deeply explore the value of human resources , Integrate into the business side to promote the improvement of organizational performance from the bottom up. As a leading Internet finance company, YR company has implemented the transformation of the human resources business partner model in 2018. After two years of practice, there are still problems in the operation of the HRBP model, which has not achieved the expected results. This thesis takes YR Company as the object of study, jointed with the six functional modules of human resources, the three-pillar model of human resources, HRBP related research and the successful practice of domestic enterprises' excellent HRBP, it gives a comprehensive analysis of the problems in the implementation of YR's HRBP. Through all kinds of strategies such as HRBP’s annual performance appraisal, satisfaction survey, customers interviews and ability self-assessment, the problems had been found that the line managers of YR Company did not attach importance to the implementation of HRBP, the role of HRBP was not clear, the job responsibilities were not precise, and insufficient understanding of the business, performance appraisal is only a formality and so on. In order to improve the effect of the new model and solve these problems accordingly, this thesis put forward effectiveproposals and measurements such as organizational management improvement, clarification of HRBP role positioning, formulation of job responsibilities and authority, optimization of HRBP sources, competency model improvement, key capability improvement and performance improvement . by doing these, the HRBP team ability can be improved dramatically an also promote the YR company's HRBP model . Apart from that, the relevant implements will be conducted through the establishment of project committees, HRBP manuals and relevant system guarantees, model promotion, cultural construction as the cultural guarantees, information construction, resource supporting etc. All these mentioned analysis and strategies ensures the landing of HRBP model smoothly and effectively,and also enable HRBP play a key role in organizational transformation simultaneously.
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