Research Of Business Groups’ Human Resources Management Process Reengineering Based On HR Shared Services Mode

For a variety of reasons, most human resources management activities of China’scurrent business groups are lack of the advanced theory as the guide, its activitiesshowed scattered, partial and segmentary, business groups’ human resourcemanagement can’t play a proper role, HR departments are marginalized. At the sametime, because lots of business groups apply vertical organization structure, branchcompanies set up their own HR departments, making business groups’ internal HRdepartment overlapping, human costs rising, business groups can’t give effectiveguidance and supervision to subordinate enterprises in human resources managementactivities, restricted the rise of human resources management’s level. Also, this causesbusiness groups’ HR department can’t make timely response in the face of internal andexternal changing environment. Various phenomenon shows that business groups’human resource management needs a reconstruction.In the background of business process reengineering, business groups’ originalHRM process face huge challenges, requiring HR departments transforming from theprevious cost center to a potential profit center, working out from repeated routinework treatment, transforming from original simple administrative rule-making,executives to enterprise’s strategic cooperation partners, employees’ server, expertconsultants and innovator, thinking and operating in the height of the enterprisestrategic, becoming a real enterprise’s strategic cooperation partners.Shared services concept which rose in the1980s began to extend from the fieldof finance, call and so on to human resource management. Human resources sharedservices center mode (HRSSC mode) came about in this background, and be widelyapplied in practice in many famous companies such as IBM, HP, Accenture and Bayerand other international well-known enterprises. The HRSSC model takes centralizedmanagement of administrative human resource activities in different units, establishesthe HR expert team to design process and policy formulation, associates HR business partners with business departments to make human resources strategic decision,assists sales department to achieve the operation objectives. Through theimplementation of human resources shared services has effectively promoted thewestern enterprise’ HR departments to become enterprises’ strategic partners.Therefore, thinking about how to apply the HRSSC model to the reformation of ourbusiness groups’ HR departments, promoting their strategic position is a problemworthy of exploration.This paper uses the logic analysis method and case analysis method, analyzes theproblems existing in the human resource management of business groups, pointes outchanges that HR departments need to face under the background of the processreengineering, finds out the necessity of establishing HRSSC, makes relevanceanalysis about the HRSSC model and HRM process reengineering, combines withpractice to analyze the HR departments’ organization structure and operation processafter establishing the HRSSC. At the same time, through summarizing the domesticZD group’s HRSSC construction process, this paper puts forward the problems thatshould be paid attention to and countermeasures and suggestions during the process ofimplementation of HRSSC model, this provides localization suggests for our businessgroups’ HR departments’ restructuring and business process reengineering.