Study On Performance Evaluation System Of Human Resource Department Based On HR Three-pillar Model

With the rapid development of Knowledge-based economy in the global environment,“human capital” has become the core competitiveness of enterprise,and corporate human resources department has been referred to the role of strategic partner position.Human resource management model also began to shift from the traditional function-oriented to business-oriented mode and the driving force of the progressive development of the business organization.In this case,three-pillar model of human resources comes into being.The new model based on a strategic point divides HR roles and functions into three,and in essence it's a concept of business segmentation.In this sector some are responsible for identifying business problems and some design program in full-time,and others are dedicated to the implementation and delivery of HR service.However,The problem how to ensure that the three-pillar model of human resources be combined with their own circumstances and play a role in the effective operation has become troubled by the majority of our initial use of the model.Through the research of strategic HR roles and responsibilities' comprehensive performance evaluation system under three-pillars model,it can not only allow companies to better understand the effectiveness of three-pillar model of human resources,also better promote corporate human resources department to take specific performance improvement measures based on performance results and promote to achieve the strategic role of the department fundamentally.Therefore,the research about the evaluation system of human resources department performance under the three-pillar model has become instantly academics and entrepreneurs' urgent subject.This study based on the perspective of of human resources three-pillar model segments the overall human resources department's performance target into three centers of target : Human Resources Business Partner(HRBP),HR Center of Expertise(HRCOE)and HR Shared Services Center(HRSSC).Respectively,it analysis the key factors of HR department performance evaluation both from the three central roles' competency and its functions' completion.So it establishes a system of specific indicators of human resources department under the three-pillar model,then it builds HR department performance evaluation system based on the three-pillar model for providing a new model and ideas to Chinese enterprises to improve and enhance their HR department performance.Firstly,based on a review of a large number of domestic and foreign literature about human resources department's performance evaluation and HR three-pillar model theory,the article focus on two aspects,evaluation index and methods,to review HR performance evaluation system.It provides innovative ideas and theoretical basis for designing index system and evaluation methods.The three-pillar model theory aspect is reviewed emphatically the latest research results of HRBP,HRCOE and HRSSC three structures,and it stressed the distinction and characteristics between three-pillar model and the traditional to establish arguments for this study.Secondly,through the literature review and based on two aspects,employee role competency and functions completion,it namely summary and analysis the key factors of impacting the HRBP,HRCOE and HRSSC performance.Then it determines the key evaluation factors in the group system.Through integration of theoretical deduction and induction similarity index,excluding inappropriate indicators,it initially establishes 83 indicators and to ensure an objective,practical and scientific final evaluation index,based on questionnaires,statistical analysis and other methods,it preliminary filters the formed index,integrate the remaining 70 indicators and then constructs the HR performance indicators hierarchical model based on the three-pillar model.Thirdly,it uses the AHP method to determine indicator weights of overall indicators hierarchical model,and the qualitative indicators and quantitative indicators treatment were measured by fuzzy comprehensive evaluation method and efficacy coefficient method.Then it establishes HR department performance calculation process and application of performance evaluation results.Finally,combining with the actual case,it illustrates the concrete application of the established evaluation index system of HR department performance,evaluation methods and techniques based on HR three-pillar model,and by calculating the results of the corporate human resources department performance,it illustrates specifically the advantage and disadvantage of performance and the key factors of restricting their performance enhancing.In summary,this study not only further enrich and improve the human resources three-pillar model theory and the theory of human resources department performance evaluation,but also it provides new ideas and technologies for the overall performance management practices of the enterprise human resources department.