Research On The Optimization Of HRBP Management System Of Company Z

With the rapid development of the economy,more and more enterprises are beginning to recognize the importance of human capital and core talents,and the human resources department has been given more important responsibilities.As an important part of the HR department,HRBP became the mainstay of the team.Based on the importance of HRBP positions,and because of the promotion of HRBP and human resources three-pillar model by enterprises and academia,Z Company has established an HRBP management system.However,in the process of implementing the HRBP management system of Company Z,some problems were found,and this paper intends to optimize and improve the design of these problems.In this paper,we first study the HRBP management system of Company Z,analyzes and judges the operation of the existing HRBP management system of Company Z,and second optimizes and improves the HRBP management system of Company Z according to the needs of the business team and the needs of Company Z’s future strategic planning for human resource management.In this paper,four methods:literature research method,questionnaire survey method,personnel interview method and case analysis method are used to conduct research,and the operation status of Company Z HRBP management system is analyzed in depth.Through questionnaire surveys and interviews with HRBP personnel,it was found that the current HRBP management system of Company Z mainly has the following problems: first,the positioning of HRBP positions is not clear,followed by the unreasonable design of HRBP architecture,again the lack of HRBP competence,and finally the crisis of trust in HRBP.According to the problems found in the survey,the deep-seated causes of these problems were analyzed,and it was found that the reasons for the problems of Company Z were due to the unclear division of HRBP job responsibilities,unclear work priorities,insufficient support from the HRCOE team for HRBP work,HRBP professionalism to be improved,and the high turnover rate of the HRBP team,resulting in a decrease in the trust of the business department.This paper proposes the optimization and improvement suggestions of the HRBP management system of Z Company,namely: HRBP position repositioning,HRBP self-awareness improvement,three-pillar team structure optimization,HRBP job competency model establishment,HRBP job value improvement,and also puts forward safeguard measures from the aspects of company strategy,business level,salary improvement and professional training.It is hoped that through the research in this paper,it can help Company Z optimize and improve the HRBP management system and enhance the overall market competitiveness of Company Z.