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论文编号：	9958
作者编号：	2120152851
上传时间：	2018/6/6 11:02:04
中文题目：	A公司在中国实施HRBP模式中存在的问题及改进对策研究
英文题目：	Problems Analysis and Improvement Proposals during the Implementation of HRBP Model in China in Company A
指导老师：	袁庆宏
中文关键字：	人力资源业务合作伙伴；三支柱；人力资源管理
英文关键字：	HRBP; Three-Pillar Model; Human Resource Management
中文摘要：	科技的进步给社会发展带来了巨大的变革和进步，同时也使很多企业意识到知识资本、人力资本已经上升为企业的核心竞争力。这种情况下，大企业对人力资源部门的要求已经不仅仅局限于招聘、发薪、培训、档案管理等基础性工作，而是寄希望于人力资源管理者能够推动业务的发展，和企业高层一起根据企业战略来制定相对应的人力资源战略并落地实施。由此，HRBP管理模式的落地应运而生。然而在实际操作中，如何能够快速的转变人力资源管理模式，人力资源经理们应该从哪些方面着手改进并提高自己来适应企业的新要求，是每一个人力资源从业者都必须思考的问题。 本文从国内外人力资源理论研究出发，综合多年在实践中的工作经验，对HRBP管理模式的落地和推广做了具体的分析和研究。理论探讨方面，本文从社会不同发展阶段不同的人力资源管理模式出发，研究HRBP管理模式产生的必然性及其优越性，以及企业在什么条件下可以适用和如何适用；实践应用方面，通过A公司目前的人力资源管理模式的问题诊断和业务需求，提出HRBP管理模式的改进方案和流程再造，以期降低A公司在战略变革中的风险。 由于目前国内外对HRBP管理模式的研究理论和可供参考的实践案例比较少，故本文对A公司的实践研究带有一定的探索性质，希望本文的研究对于该模式未来如何成功的运用以及人力资源从业者如何成功转型提供一定的参考价值。
英文摘要：	The progress of science and technology has brought great changes and improvement to social development; meanwhile, it makes many entrepreneurs realize that knowledge capital and human capital have risen to the core competitiveness of enterprises. Under this situation, entrepreneurs expect that human resource department’s job scope are not only limited to the recruitment, payroll, training, file management and other basic work, but also hope that the human resource managers can design human resource strategy which matches the company strategy from business development perspective and promote business growth. As a result, HRBP management model comes into being. However, how to realize the transformation of human resource management model and what changes and improvement should human resource practitioner do to meet the requirements of enterprises in practise? It has become a problem that everyone need to solve immediately. On the basis of domestic and abroad theoretical research, with several years’ working experience, the paper analyses and investigates the practice of HRBP management model. In theory, the paper introduces the different stages of human resource management and the inevitability and superiority of HRBP management model as well as the applicable condition and operation model of it. In practise, the paper diagnose the problems of the human resource management model of company A and put forward the improvement plan and process reengineering in order to reduce the strategic change risk of company A. So far there have not been many theories or case studies on HRBP. This paper, which presents case study on HRBP at company A, is exploratory in nature. It is hoped that this paper can bring value to the successful management of this model and human resource practitioner’s development.
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