Research On Organizational Change Of Company A’s Human Resources Department From The Perspective Of The "Three Pillars"

In the current situation of further integration of global resources and economic development,economy in multiple fields,innovation in enterprise business models has followed,and human resource management theory and practice have undergone tremendous changes.The previous management knowledge and practical theories are no longer sufficient to support the management model of enterprise organizational structure under the current social tansformation.The organizational structure is the most basic structure of a mature operating company,as well as a system for dividing decision-making power and division of labor and collaboration between departments.In practice,traditional human resource management only emphasizes professional functional modules,leading to a tendency towards handling more mechanical transactional work,and deviating from the strategic goal of putting people first In the enterprise.Human resource management also deviates from its original value source that can help the enterprise achieve management goals.Therefore,it is necessary to explore the issue of organizational structure change in enterprises.This article is based on the theory of system change,taking Company A as an example,to analyze the problems in the organizational structure change of the human resources department of the enterprise,and propose countermeasures for the organizational structure change of the human resources department applicable to the enterprise from the perspective of the "three pillars".First of all,the concept of organizational change and "three pillars" is elaborated,focusing on Lewin’s change theory,system change theory and contingency theory,and the application of the "three pillars" perspective is elaborated to lay a theoretical foundation for subsequent research.Secondly,analyze the current situation of A Company’s human resource management organization from three aspects:organizational,strategic,and organizational structure changes in human resource management.Once again,through survey questionnaires and interviews,we identified the problems in the organizational structure change of Company A’s Human Resources Department,including four aspects:mismatch between HRBP personnel and positions,mismatch between human resource management and company strategy,poor collaboration among the "three pillars"organizations,and significant resistance to organizational structure change.Finally,improve the organizational function construction of the human resources management department,ensure the consistency between human resources organizational goals and enterprise goals,strengthen the collaborative role of human resources organizations,and leverage the coordination role of the SSC shared service center to provide support and guarantee for the implementation of organizational change plans through manpower,funds,and technology.This article explores and studies the issue of organizational structure change in human resource management of Company A,which is not only conducive to the formulation of the company’s human resource organizational structure change plan,but also has certain reference value for other similar enterprises.