BD集團(tuán)星悅事業(yè)部人力資源業(yè)務(wù)伙伴研究
發(fā)布時(shí)間：2018-08-06 09:27
【摘要】：1997年,David Ulrich在《人力資源冠軍:下一個(gè)議程——增加附加價(jià)值和交付成果》一書中,將傳統(tǒng)的人力資源部拆分為三個(gè)部分即:HRBP(人力資源業(yè)務(wù)伙伴)、COE(領(lǐng)域?qū)＜?和SSC(共享服務(wù)中心),這就是人力資源三支柱理論。HRBP是三支柱理論的一個(gè)核心內(nèi)容,圍繞企業(yè)戰(zhàn)略展開工作,以業(yè)務(wù)為核心,將業(yè)務(wù)和人力資源相結(jié)合,為企業(yè)創(chuàng)收提供戰(zhàn)略性的指導(dǎo)和扶持。近年來(lái),HRBP受到了世界各地HR人的關(guān)注,2005年HRBP進(jìn)入中國(guó),在中國(guó)的HR界內(nèi)掀起了一波風(fēng)浪。很多國(guó)內(nèi)的知名大企業(yè)也開始了一場(chǎng)HR變革的熱潮,BAT公司HRBP轉(zhuǎn)型成功以及HRBP為這些企業(yè)帶來(lái)的經(jīng)濟(jì)效益,讓國(guó)內(nèi)的HR人看到了中國(guó)HR的希望。BD集團(tuán)星悅事業(yè)部HRBP從成立到初具規(guī)模到走上正途開展工作中的出現(xiàn)的問(wèn)題和采取的措施所做的一個(gè)分析總結(jié)。本文以BD集團(tuán)星悅事業(yè)部HRBP為例,運(yùn)用比較分析、訪談和問(wèn)卷調(diào)研的方法進(jìn)行問(wèn)題的剖析,并給出解決問(wèn)題的方案,總結(jié)出一些針對(duì)地產(chǎn)行業(yè)HRBP的有效管理經(jīng)驗(yàn),彌補(bǔ)地產(chǎn)行業(yè)HRBP真實(shí)案例的缺乏。論文的研究結(jié)果,不僅可以為BD集團(tuán)星悅事業(yè)部HRBP管理的改進(jìn)有實(shí)際意義,同時(shí)也充實(shí)了HRBP的管理理論的地產(chǎn)行業(yè)的真實(shí)案例。
[Abstract]:In Human Resources Championship: adding value and delivering results on the next agenda, The traditional human resources department is divided into three parts, namely: HRBP (Human Resources Business partner) and SSC (shared Service Center), which is the core of the three-pillar theory. Focusing on enterprise strategy, taking business as the core, combining business and human resources, providing strategic guidance and support for enterprise income generation. In recent years, HRBP has attracted the attention of HR people all over the world. In 2005, HRBP entered China, which set off a wave of waves within the HR boundary of China. Many well-known domestic large enterprises have also started a wave of HR reform, including the success of bat's HRBP transformation and the economic benefits brought to these enterprises by HRBP. Let the HR people in China see the hope of China HR. BD Group Star Yuet Division HRBP from its establishment to take on the scale to work on the way to the emergence of problems and measures taken to do an analysis and summary. Taking HRBP of BD Group as an example, this paper uses the methods of comparative analysis, interview and questionnaire investigation to analyze the problems, and gives the solutions to the problems, and summarizes some effective management experiences for the real estate industry HRBP. Make up for the real estate industry HRBP real-case lack. The results of this paper not only have practical significance for the improvement of HRBP management of BD Group, but also enrich the real estate case of HRBP management theory.
【學(xué)位授予單位】：沈陽(yáng)理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.92
本文編號(hào)：2167295
[Abstract]:In Human Resources Championship: adding value and delivering results on the next agenda, The traditional human resources department is divided into three parts, namely: HRBP (Human Resources Business partner) and SSC (shared Service Center), which is the core of the three-pillar theory. Focusing on enterprise strategy, taking business as the core, combining business and human resources, providing strategic guidance and support for enterprise income generation. In recent years, HRBP has attracted the attention of HR people all over the world. In 2005, HRBP entered China, which set off a wave of waves within the HR boundary of China. Many well-known domestic large enterprises have also started a wave of HR reform, including the success of bat's HRBP transformation and the economic benefits brought to these enterprises by HRBP. Let the HR people in China see the hope of China HR. BD Group Star Yuet Division HRBP from its establishment to take on the scale to work on the way to the emergence of problems and measures taken to do an analysis and summary. Taking HRBP of BD Group as an example, this paper uses the methods of comparative analysis, interview and questionnaire investigation to analyze the problems, and gives the solutions to the problems, and summarizes some effective management experiences for the real estate industry HRBP. Make up for the real estate industry HRBP real-case lack. The results of this paper not only have practical significance for the improvement of HRBP management of BD Group, but also enrich the real estate case of HRBP management theory.
【學(xué)位授予單位】：沈陽(yáng)理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.92
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