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论文编号：	12916
作者编号：	2320190607
上传时间：	2021/12/14 9:34:47
中文题目：	F公司人力资源管理模式转型研究
英文题目：	Research on the Transformation of Human Resource Management Mode in F Company
指导老师：	白长虹
中文关键字：	人力资源管理;房地产;三支柱模型;组织再造
英文关键字：	Human resource management;Real?estate;Three-pillar model;Organizational reengineering
中文摘要：	在国家坚定“房住不炒”主基调以及房地产长效机制逐步落实的背景下，房屋住宅将逐渐褪去金融属性，行业也正式进入激荡的内卷时代，房地产企业将全部关注聚焦在了资金周转效率与管理价值提升两个方面，行业呈现从资本驱动向组织驱动的发展趋势，包含人力资源从业人员在内的全部企业员工都被当做需要减本增效的重要资源而存在。 伴随着信息技术的发展，为了实现人力资源的“降本增效”，房地产企业也开始将人力资源职能线从传统“六大模块”向“三支柱模型”转型升级，以“COE（专家中心）、HRBP（人力资源业务伙伴）和SSC（共享服务中心）”三支柱为支撑的人力资源体系源于公司战略，服务于公司业务，其核心理念是通过组织能力再造，让HR更好地为组织创造价值，同时可在合理范围内精简人力资源从业人员编制。但由于转型发展时间还相对较短，各房地产企业在转型过程中遇到了较多障碍，以文中F公司为例，其人力资源转型升级过程还处于起步阶段，与未来人力资源管理发展趋势尚未同步，与行业内转型较为成功的企业还存有较大差距。 本文基于组织再造理论、“三支柱”模型理论和胜任力理论，结合F公司的企业现状及人力资源管理组织现状进行分析，发现F公司人力资源管理业务中存在的无法支撑企业组织变革等一系列问题，并对F公司的人力资源管理业务基于“三支柱”模型的组织再造的必要性和可行性做出分析。同时给出HRCOE、HRBP和HRSSC三个支柱的角色职能、业务活动、运营模式和人员胜任力构建的组织转型思路，为房地产企业在向基于“三支柱”模型的人力资源管理组织再造中如何进行角色定位、职能设计提供参考。
英文摘要：	Firm in the country "room not fry" main tone，as well as the gradually under the background of the implementation of the mechanism of real estate，housing housing will gradually faded financial attributes，industry also formally enter the age of ferment within the volume，all real estate companies will focus on management and focus on the efficiency of capital turnover value two aspects，the industry from the development trend of capital are driven to the organization，All employees， including hr practitioners，are regarded as important resources that need to reduce costs and increase efficiency. With the development of information technology，in order to realize the "cost reduction and efficiency increase" of human resources，real estate enterprises also begin to transform and upgrade the human resource function line from the traditional "six modules" to the "three-pillar model". "COE (expert center)，HRBP (HR business partners) and SSC (Shared service center)" three pillar to support system in human resource strategy，service in the company's business，its core idea is to pass ability of organization reengineering，let the HR better create value for the organization，at the same time can within the scope of reasonable streamline human resources practitioners. But due to the transformation of development time is relatively short， the real estate enterprises encountered many obstacles in the process of transformation，the F company，for example，in the process of the transformation and upgrading of its human resources is still in its infancy，and the future development trend of human resource management has not been synchronized，and more successful companies in the industry transformation also has a large gap. In this paper，based on organizational reengineering theory，"three pillars" model theory and the theory of competence，together with the present situation of F company's enterprise and human resources management present situation analysis，found the F company can't support that exist in the human resources management business enterprise organizational change and so on a series of problems， and human resource management of F company business model based on "three pillars" of organization reengineering and necessity Feasibility analysis. At the same time， the organizational transformation ideas of HRCOE， HRBP and HRSSC based on the role function，business activities，operation mode and personnel competence construction are given，which can provide reference for real estate enterprises to conduct role positioning and function design in the human resource management organization reconstruction based on the "three pillars" model.
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