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论文编号：	5486
作者编号：	2120112491
上传时间：	2013/6/8 20:44:57
中文题目：	人力资源的业务合作伙伴角色研究
英文题目：	Research on Human Resource Role of Business Partner
指导老师：	刘俊振副教授
中文关键字：	人力资源，业务合作伙伴角色，角色行为，角色素质
英文关键字：	Human Resource, Role of Business Partner, Role Activity, Role Capability
中文摘要：	经济全球化的趋势下，人力资源管理在短短几十年中，紧跟企业发展的步伐，不断进步飞跃。企业为提高自身的核心竞争力，对人力资源管理提出新的要求，成功的人力资源管理者面临着刻不容缓的角色转型——从传统人事管理模式下的“保姆”转变为业务合作伙伴，以此增加自身价值。尽管业务合作伙伴角色在国外已被广泛研究，但在中国情境下，企业对人力资源这一角色的认可程度以及现阶段企业中人力资源业务合作伙伴角色的实现程度还没有深入的探究。因此，本文要探讨的问题就在于基于人力资源业务合作伙伴角色的概念，以角色实现需要的行为和具备的素质为主要研究内容，通过调查明确角色期望的行为和素质，以及角色实际的行为和素质，并依据调查结果，给人力资源部门及人员角色转变提供建议。本文在归纳总结前人研究的基础上，通过调查问卷法和横截面的招聘广告分析法，来测量中国企业人力资源业务合作伙伴角色的期望行为和素质，以及实际行为和素质。本研究得出的主要结论如下：期望的人力资源业务合作伙伴角色模型包含五个维度：具体而言，角色期望行为包括业务贡献、HR专业贡献、战略贡献，角色期望素质包括管理能力、个人特质。其中，业务贡献包括业务知识和业务参与；HR专业贡献包括HR专业服务、变革管理能力、服务结果交付；战略贡献包括战略思考、沟通能力、分析能力、前瞻性；管理能力包括创新能力和引导能力；个人特质包括影响力、提问技巧、时间管理技巧、行为灵活性和自信等。实际的人力资源业务合作伙伴角色模型包含三个维度：具体而言，角色实际行为包括业务贡献和战略贡献，角色实际素质包括个人特质。其中，业务贡献包括业务参与、HR专业服务、变革管理能力、服务结果传递、创新能力、分析能力和引导能力；战略贡献包括战略思考、沟通能力、团队建设和影响力；个人特质包括提问技巧、时间管理技巧、行为灵活性、客观性、容忍不确定性和前瞻性。
英文摘要：	Under the trend of economic globalization, Human Resource Management continues making the progress and has made a big leap in just a few decades by keeping up with the pace of development of corporate. In order to improve their core competitiveness, the enterprises put forward new demands for human resource management. And the successful Human Resource Professionals face with the urgent role transition – from "Nanny" in the traditional personnel management mode into business partner, which is for increasing their value. Even though business partner role has been studied extensively in foreign countries, but under Chinese situation, the enterprises haven’t made deeper exploration for the degree of recognition for the role of human resources, and the degree of realization of the role of the HR business partner role at the present stage. Therefore, around the concept of HR business partner role, and confirming the desired activity and capability, as well as actual activity and capability of the role based on the gap between both, this article is to explore the problem of providing suggestions to role changes of the human resources department and professionals. Based on summarizing and generalizing previous studies, this paper is to measure desired activity and capability, as well as actual activity and capability of human resources business partner role of Chinese enterprises via the questionnaire method and recruitment advertising analysis. The main conclusions of this study are as follows: The desired activity and capability of HR business partner role consists of five dimensions, namely, business contribution, HR professional contribution, strategic contribution, management skill, and personal trait. Among them, the contribution of business includes business knowledge and business participation; HR professional contribution includes HR professional service, change management capability, and service delivery; strategic contribution includes strategic thinking, communication skill, analytical skill, proactive; management capability includes the ability to innovate and the ability to guide ; personal trait includes influence, questioning technique, time management skill, behavioral flexibility and self-confidence and so on. The actual activity and capability of the HR business partner role consists of three dimensions, namely, the contribution to business, strategic contribution and personal trait; Business contribution includes participation in business, HR professional service, change management capability, and service delivery, innovation ability, analytical ability, and the ability to guide; strategic contribution includes strategic thinking, communication skill, team building and influence; personal trait includes questioning technique, time management skill, behavioral flexibility, objectivity, tolerance of uncertainty and proactive.
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