Reform and transformation of the three pillars of Tencent HR;
COE (expert's client) human resources professionals:
Main responsibilities: human resources strategy and policy formulation; Methods, tool development and guidance; Company-level human resources project planning and leadership
Including departments: recruitment department, Tencent College, organization development department, salary and welfare department, corporate culture and employee relations department.
SDC (Shared Distribution Center) human resources service platform:
Main responsibilities: enjoy the business platform of regional human resource management; Human resource informatization construction and IT support business; * * * Human resource operation management service platform
Including department: human resources platform department
BP (business partner) business partner:
Main responsibilities: professional human resources consultant of the business department; Meet the personalized human resources needs of business departments; One-stop human resources solution provision
So what problems have been encountered in the construction of BP system? What is the problem chain?
The value of 1 BP？
2.BP's career development?
What is the value of 3.3? BG HR function?
4.4 How to effectively divide the work and cooperate with each other? BP and BG HR functions, and give full play to the power of combination boxing?
5. How to overcome the loneliness of BP's individual combat?
6. How to integrate the resources of HR parties and support the business quickly?
7. Operation mode of Neng7. Is BP standardized and reproducible?
According to the above problem chain, we have formulated the following countermeasures:
Step 1: sort out the value and positioning of BP.
Step 2: Division and cooperation between BP and HR functions.
Step 3: BP operation mechanism and capacity building
What do you think of BP from the perspective of various responsibilities?
The business manager looks at the first interface person on BP: the BR end.
Employee: Product Manager (HR spokesperson)
S3 Looking at BP: Bridge (as a communication intermediary between business and human resources)
Func see BP: account manager (HR interface at business end) and project manager (department project driver)
See for yourself: consultant (providing one-stop human resources solution) HRM
According to the above perspective, redefine the role of HRBP, as follows:
human resource management major
Thinking of product manager
Operation of the project manager
Service manager's mentality
The speed of the account manager
So what are HR's professional values?
Strategic partners:
Support strategic development and business plan
Pay attention to the competitive advantage of business talents
Ensure the best personnel efficiency of the business.
Agents of change:
1. Human resource policies, mechanisms and capacity building
2. Forward-looking manpower reserve and organizational structure adjustment
3. Long-term development of organizational capacity
Experts in the field of human resources:
Meet personalized business needs
Provide project solutions for unexpected problems
Pay attention to the management process and complete the basic actions of management.
Employee's confidant:
The attraction and stability of the best or core talents.
Assist the department to continuously improve the team ability of the department.
Integration, Achievement and Value Regression of Core Talents
With the above professional values, we can do:
Do HR roles well: product manager, project manager and account manager.
Customization: provide projects and results that meet customer needs, and complete corresponding processes and standardization construction.
Satisfy the business proposition: solve the core problem quickly and simply.
In the final analysis: bring business value with talent management.
Define the basic responsibilities of BP:
Business, organization, talents, culture
Business: company strategic support, BG/ department strategic focus and business plan, internal and external market environment analysis &; Competitors, organizational performance, key product/project capabilities, business transformation
Organization: organizational capacity diagnosis, organizational design, organization &; Talent list, management team integration, organizational change communication, manpower planning, preparation of key talents, talent efficiency analysis, project talent list
Talents: New employees &; Advanced map of graduates' ability, career development and atmosphere in the three-level training system; Talent list of high-potential employees: identification and follow-up training; Reserve backbone (leap, new plate, etc.) , breeding dragon, hidden dragon), current backbone (cadre: 360 evaluation, appointment and removal of backbone, new backbone becoming a full member, director project), Longfei plan, management salon; Personal performance management: the realization of performance goals
Cultural atmosphere: honor incentive, exchange system (forum, exchange day), culture &; Vision, communication meeting between China cadres and president, investigation and interpretation of professionalism, organizational activation, avoidance of relatives, resignation analysis/interview and interpretation, complaint handling, and employee care.
Distinguish three types of work of HRBP:
10% strategy (direct service business, attention to macro demand, long-term vision, comprehensive solution)
* * * Cooperate with the formulation of business strategy and planning.
Translate business strategy and business objectives into personnel performance requirements.
Provide solutions and support for the implementation of business plans.
30% strategy (in the form of professional projects that provide solutions to achieve a certain goal)
Organization and action plan of talent inventory
Satisfaction survey analysis and action plan
Annual manpower planning
Project manpower optimization
Leadership training program &; All kinds of talent training projects
Organizational atmosphere construction
PIP project
Various special solutions ...
60% of transactions (basic work order response serves individuals)
Evaluation relationship configuration
Organization and personnel release, work order preparation
OD is confirmed by the head of the organization.
Departure talk
Urgent &; Complaint settlement
Meeting organization
Various data processing: satisfaction, resignation, training, recruitment.
Various follow-ups and so on. ...
Work transformation of HRBP;
Strategy 20 accounts for 30%, strategy 50 (consulting and scheme design) accounts for 60%, and transaction processing and operation accounts for 20~30%.
HRBP's competency framework:
Universal ability
Communication skills, problem solving, teamwork, customer orientation.
professional knowledge
HR general professional knowledge, Internet industry/business knowledge and related legal knowledge.
Vocational skills
Demand analysis and arrangement, business influence, HR professional ability, resource integration ability
Organizational influence
Methodology construction, knowledge dissemination and personnel training