Research On The Practice Of HRBP Model In Large Enterprises

Current era,the advantage of human capital has become one of the important factors for enterprises to enhance their competitive ability,cope with complicated internal and external environment of enterprises,and adapt to the market and even lead the market direction.In this context,enterprises,especially large enterprises with more employees,have paid more and more attention to the human resources department.It is hoped that the human resources department can serve the business better and add value to the enterprise;the same time,human resources management workers also hope to get rid of "administrative commissioner" and other roles,the real participation in business Activities,enhance the value of human resources department.HRBP mode therefore entered the field of vision.Starting from IBM,more and more enterprises worldwide are beginning to carry out human resources changes.Based on their own business characteristics,the establishment of HRBP model to better support the business complex and diverse business products has achieved success.However,in China,although large enterprises such as HUAWEI and Tencent have begun to try the HRBP model,the HRBP model is not popular at the same time,and the practical effect is not ideal.The theoretical value of the HRBP model is far higher than the practical value.From the perspective of human resource management from outside to inside,this paper makes a case study on the relatively mature HRBP model practice of large enterprises HUAWEI and Tencent,analyzes the setting up background,HRBP positioning,operating mechanism and running characteristics of the HRBP model.On the one hand,it is hoped that HUAWEI and Tencent can become the research benchmarks for domestic enterprises to establish HRBP model.On the other hand,we hope to strengthen the thinking of human resource management from outside and inside,and emphasize the importance of the thinking in the enterprise strategy.Through the research on two large enterprises of HUAWEI and Tencent,this paper draws the following conclusions:(1)the establishment of HBRP model should be based on the external and internal perspective and the comprehensive analysis of the internal and external environment of the enterprise;(2)There are many patterns in the HRBP pattern,and should be based on the characteristics of the enterprise and supporting the business;(3)At the beginning of the establishment of HRBP model,how to select HRBP talents and set up HRBP team is one of the key issues.(4)HRBP mode,HRBP thinking is the most important.