Research On The Improvement Of GCL Group's Human Resources Shared Service Center Model

In the 21st century,along with the industry competition intensifying,the new business model emerging,as well as Internet technology getting fully used in enterprises management,the demand of human resources management for a cooperate is getting higher.All staffs working for human resources management are faced with the managers 'requirement of providing professional human resources solutions.However,in the traditional six functions of human resources management,loads of routine work occupies HRs' time and energy so that HR never reached the level of strategic partnership.Therefore,the three-pillar model(COE,HRBP,SSC)comes into being,whose foundation is Human Resources Shared Service Center.Human resources department is usually the initiator and executor of organizational reform.Even though it's easy to start the change,spreading it to a whole multinational company faces huge challenges.The difficulties and pain points when implementing Human Resources Shared Service Center can be the ambiguous internal division of labor,the discouragement of related department,the changing attitude of the leader who is in charge of the project,the risk in affiliate transaction and the information exposure of listed companies,and the doubts lying in the value HRS SC can create.These can provide an example for other companies' reforms in human resources management.This paper takes the three-pillar model as its theoretical basis,which was come up with by Dave Ulrich for repositioning human resources organizations.According to the three-pillar model,human resources shared service center is truly the foundation of transforming into the three-pillar model.Through the implementation of HRS SC,HRs can get rid of lots of daily routine work.At the same time,the implementation of HRSSC can improve the efficiency of human resources system through standard,automatic and centralized way of working.Nowadays,large group companies are taking forward the human resources three-pillar model,and discrepancies are shown in the process.With the intensified market competition,it's necessary to felicitate the implementation of HRSSC model in order to make sure the reform of human resources business partner and center of expertise.Fatherly,human resources department can function as other business units form taking orders to solving problems and can truly provide strategic support of human resources management for corporate business.The application of the theory and the implementation of human resources shared service center in GCL Group can reveal clearly the problems in its human resources management and the way to improve it in the future.On the basis of analyzing the present situation of HRSSC of GCL Group in the all-round manner,this paper comes up with the factors,which should be controlled attentively when implanting the organizational reform of implantation of HRSSC,the standard process,the IT informationization,the rapid change of team members.This paper also shows the characteristics of the implementation of HRSSC in GCL Group.From the perspective of improving the implementation of HRSSC,the core point is the support from top management because theoretically many measures can be taken in any kind of reform,but to change the old way of working and to coordinate the internal interest conflicts are the most difficult parts in the reform.This paper analyzes and demonstrates how to win support form top management in the reform of implementing HRSSC in three ways:benchmarking the process,presenting highlights,clarifying responsibilities.Meanwhile IT information system and team member building are also been discussed in the paper.