| Under the background of fierce global competition in technology and the era of striving to achieve carbon neutrality,talents in the steel industry are facing unprecedented challenges.Human resource development is an important guarantee for talent discovery,which makes human resource management a key factor to win in the competition among enterprises.In this revolutionary period with rising individual value and changing market,HR need to better manage daily personnel affairs by optimizing the human resource management system,and shift their focus to how to bring more and better scientific and technological talents to enterprises,so as to help enterprises achieve carbon neutrality goals and win competition as soon as possible.As one of the world’s top 500 private steel group enterprises,JL Group proposed the strategy in order to realize the transformation into a new type,digital,operational and beautiful enterprise at the first science and technology conference of group.Among them,it is an important measure for the strategic transformation to optimize human resource management.As a practical tool for human resource management transformation,HR Three Pillar theory can give the enterprises the best solution to optimize human resource management and provide theoretical basis for this implementation.Taking the optimization of human resource management system of JL Group as the research object,this paper first reviews the research status at home and abroad of human resources information management and HR three-pillars theory through the literature research method,and summarizes the results and experience of HR three-pillars theory in practice.Subsequently,using the method of questionnaire survey and the interview,it was found that the process of JL Group’s human resource management system was not running smoothly,the human-computer interaction was not friendly,the organizational form did not keep up with the pace of the development of the group organization,and the statistical analysis function was insufficient.Then the three-pillars theory and boundaryless organization theory were proposed to serve as the theoretical basis to form the operating platform of four flattening roles of HR,the management function of the boundaryless organization,the function of visual chart and the optimization scheme about the function’s intelligent development,so as to achieve its optimization goals.It releases HR practitioners in JL Group from transactional work,and help their function transform from functional function to business service function.At the same time,the new organizational structure after optimization supports boundaryless organizations that form new type small teams,taking advantage of its organizational flexibility to attract and explore talents,laying the foundation of talent pool for enterprise innovation and transformation.JL Group is a representative enterprise of steel industry in China that attaches great importance to informatization.HR three-pillars theory and the boundaryless organization management theory are used to solve the above problems through the optimization of JL Group’s human resource management system,in order to improve the work efficiency of HR personnel,activate the vitality of the enterprise organization and increase the self-efficacy and sense of achievement of HR personnel and HR system specialists,laying the foundation for the enterprise to implement the HR three-pillars theory and borderless organization in other fields in the future and making great contribution to the promotion of high-quality and sustainable development of the enterprise.And it will help to provide a basis for the research and development of these two theories in HR,which is expected to provide some advice and reference to improve and enhance the human resources information system of traditional enterprises. |
