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论文编号：	6530
作者编号：	2120122654
上传时间：	2014/6/14 17:16:01
中文题目：	企业人力资源业务伙伴的角色研究
英文题目：	The Role Research on Human Resources Business Partner of Enterprise
指导老师：	袁庆宏
中文关键字：	人力资源管理；业务伙伴；角色分析
英文关键字：	Human Resources Management ; Human Resources Business Partner ; Role Analysis
中文摘要：	跨入二十一世纪，企业面临的商业环境变得更加动态和复杂。企业外部正在发生越来越激烈的变化，相应地，企业内部也发生着不断地变革和调整。人才对于企业获取竞争优势变得越来越重要，对人才的管理使得企业对人力资源部门的期望和要求越来越高。以前传统的人力资源管理体系和组织架构都是按人力资源功能模块设计的，从20世纪末到21世纪初，为了应对业务发展对人力资源管理的需求，AT&T、IBM等世界一流的公司较早地开始进行人力资源管理模式的变革，变革之后新的人力资源管理组织转变成“三支柱”模式，主要由三大部门组成：人力资源业务伙伴、人力资源专家中心以及人力资源共享服务中心。 人力资源业务伙伴正是在人力资源管理模式的变革之下产生的新职位，从Ulrich（1997）揭示出派驻在业务部门或业务部门的人力资源专业人员应担负战略伙伴的责任后，不仅是世界一流的跨国公司，国内外众多企业也已经导入了人力资源业务伙伴制度，人力资源业务伙伴这一职位比以往人力资源专业人员承担的职责和任务更复杂，扮演的角色也更加多元化。在学术上，自20世纪70年代起，人力资源管理角色问题就逐渐拓展为一个人力资源管理新的研究领域。人力资源业务伙伴是伴随人力资源组织转型新出现的一个人力资源管理角色，探讨人力资源业务伙伴角色一方面丰富了人力资源管理角色的研究，另一方面可以为想要设置人力资源业务伙伴的企业提供指导。 本研究通过相关文献、咨询报告、招聘信息以及个别访谈来搜集资料，对所搜集的资料进行定性分析，通过建立人力资源业务伙伴角色三维度分析框架，分别从角色个体维度、任务维度和关系维度来构建人力资源业务伙伴的全貌。在人力资源业务伙伴个体维度，分析角色扮演者的来源以及胜任力；在人力资源业务伙伴任务维度，从一手资料和二手资料中提炼出人力资源业务伙伴主要工作任务，分别是战略人力资源管理、人力资本管理与开发、文化与员工管理以及人事行政管理，区别了与以往人力资源管理角色的工作内容，体现出人力资源业务伙伴的特性；在人力资源业务伙伴的关系维度，对人力资源组织内外部与人力资源业务伙伴相关联的关系做了全面的概括，有利于人力资源业务伙伴开展合作和为利益相关者创造价值。最后，针对企业配置人力资源业务伙伴角色提供建议。
英文摘要：	Into the 21st century, companies face business environment has become more dynamic and complex. Outside the enterprise is changing more and more intensely, and accordingly, the enterprise are also undergoing constant change and adjustment. Human resources becomes more and more important for enterprises to gain competitive advantage, talent management allows companies on HR departments increasingly high expectations and requirements. Before the traditional human resource management system and organizational structure are designed according to the human resources function module, and from the 20th century to the early 2000s, in response to the business development needs of human resource management, AT & T, IBM and other world-class companies earlier have begun setting human resource management model for change, and change after the new human resources management organization into a "three-pillar" model, consisting mainly of three departments: Human Resources Business Partner, HR Centers of Expertise and HR Shared Service Center. As human resources management mode has changed, Human Resources Business Partner was born, from Ulrich (1997) revealed the presence in the business sector or the business sector human resource professionals after taking responsibility for the strategic partnership should be not only a world-class multinational companies, many domestic and foreign enterprises have also introduced HR business partner systems, human resources business partner assumes the position of human resources professionals than ever more complex duties and tasks, the role is also more diversified. Academically, since the 1970s, the role of human resource management gradually expanded to be a new study of human resource management field. HR Business Partner accompanied HR organizational transformation as an emerging role of human resource management, and to explore the role of HR business partners to enrich the study of one aspect of human resource management roles, on the other hand provide guidance for enterprises want to set the HR business partners. This thesis collects the relevant literature , consultation reports , recruiting information, and individual interviews to gain information, then deals with the data by the qualitative analysis .Through the creation of three-dimensional human resources business partner role analysis framework , respectively, from the individual dimensions, relations dimensions and the task dimension of the role to build a picture of HR Business Partners . HR Business Partners in the individual dimensions , analyze sources and the actor 's competence of the role ; HR Business Partners in the task dimension , extracted from primary sources and secondary sources in the HR business partners major tasks , namely, strategic human resource management, human capital management and development, culture and employee management and personnel administration, the difference between the role of human resource management with the previous content of the work , reflecting the characteristics of HR business partners ; dimension in the relationship between HR business partners , human resources within the organization external relations and human resources business partners associated with doing a comprehensive summary conducive HR business partners to cooperate and to create value for stakeholders . Finally , the thesis provides the enterprise with advice of configurating HR Business Partner .
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