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I spent 30 yuan of soft sister coins on the weekend and listened to a class "How to Build an HRBP Worthy of Business Trust" by teacher Chunjuan Mo, who has 13 years of business and human resources experience in Huawei. The content has two aspects. :

1. How is Huawei’s HRBP graded? How does Huawei evaluate the work of HRBP?

2. What capabilities does a good HRBP need?

There will be actual cases and practical human resources tools in the middle. The following are the lecture notes. Sharing makes people progress, enjoy~

(1) The value output of Huawei HRBP

In Huawei, HRBP is divided into four levels from Level 2 to Level 5.

Level 5 is the highest, senior level. What you need to do is:

Participate in the formulation of organizational strategies and propose human resources strategies based on business strategies, and then transform human resource strategies into business adaptation. Targeted, actionable annual HR solutions.

The following are the output values ??of four levels of HRBP:

1. Senior HRBP:

Limited connection between business strategy and human resources strategy; insight into market changes , find causes and solutions; be able to propose and implement complex human resources scenarios; have a high managerial level of promotion.

2. Senior HRBP:

Understand the business strategy (no need to participate in the formulation), propose human resources solutions based on the strategy, and have higher difficulty and communication management levels than senior HRBP reduced.

3. Intermediate HRBP:

Understand the specific demands of the business, understand the language of the business, and be able to undertake a single human resources project (such as formulating bonus incentives for team adaptation incentive plans) plan and implement it)

4. Elementary HRBP:

Focus on practical work

(2) Four dimensions of Huawei’s evaluation of HRBP capabilities:

1. Difficulty of thinking

There are no requirements for intermediate and junior levels; for advanced level: accurately identify business needs, design HR solutions, and solve complex problems; for senior level: understand the future development direction of the business As well as demands for HR, effectively connect business strategy and human resources strategy.

2. Business understanding

For intermediate level: understand business language; for advanced level: understand business strategy; Senior level: participate in business formulation and effectively connect business strategy and human resources strategy .

3. Project operation ability

Based on complexity, high level, with the ability to operate complex projects.

4. Professional influence

(1) First look at the level and scope covered by the HR solution;

(2) Professional skills labor output: advanced and Seniors need to provide professional feedback, such as serving as mentors, teaching training, judging qualifications, sharing case summaries, and participating in the development of human resources courses.

The vision of an HRBP is to help the business succeed; the mission is to propose valuable human resources solutions to the business team and successfully deliver them. He should have four qualities: understand business, be professional, and care about people.

(1) Understand the business

1. The four elements of understanding the business:

Participate in business operations: Participate in the whole process of business planning, keep in mind the organization's KPIs, and gain insight into the external world Market and customer changes and pain points. (1) Participate in core business meetings and activities; (2) Understand the external environment: society, laws and regulations, economy, politics, technology, customers. For example, changes in national policies led to the dissolution of China Fortune Land Development's Tianjin branch, and the real estate industry proposed de-realization. (3) Understand the organizational structure in depth, why it is set up this way, and the structure can be adjusted with the business. (4) Master key positions: what impact they will have on the business.

2. The teacher shared tips on understanding the business in 2-3 months: sorting out business processes and pain points, and helping the business department draw flow charts.

3. Test whether you understand the business:

(1) What are the business goals and strategies, and what is value creation? Easily perform behavioral goals and discuss them with business teams.

(2) What is the process? Whether the organizational structure can support the smooth flow of processes and the development of goals, whether the system is complete, and whether the organization and job responsibilities are clear.

(3) What is the current situation? Performance behavior status and improvements.

(4) What are the needs? Organizational capability development direction, training, recruitment (talent structure adjustment)

(5) Have you read the three financial tables? Inputs for human resources solutions: cash flow, assets and liabilities, and income statements; there is sufficient data to adjust talent structure, increase efficiency and reduce staff, adjust bonus plans and manpower ratios.

(2) Be professional

1. How to be professional

(1) Provide human resources solutions and implement them;

2 Tools:

GAPS model

BLM model (a methodology used by IBM’s middle and senior management to connect strategy formulation and execution):

Gap (the gap between goals and status quo) gap), strategy, execution, leadership, values

Closed-loop management: What value does the solution bring to the business? The results need to be verified. If the experience is effectively summarized, the system and rigid implementation plan will be solidified. Huawei conducts job matching and salary review every month, which can motivate employees and improve organizational vitality in a timely manner.

(2) Effective influence: Promote business team support and participation (three actions)

A Reliability: Take responsibility, fulfill commitments, and deliver high quality

B Credibility: Professional skills: Human resources solution experts, understand competitive products and industry best HR practices, provide reference information to business teams from outside and inside

C Expand influence: tool communication window— —Expand the public quadrant; participate in more business activities and communicate more.

Golden circle of tools:

(3) Continuous self-improvement

HRBP job competency model

Business connectivity: proactive acquisition External business environment, strategic planning capabilities; professional capabilities: HR program design and HR operation management capabilities; basic competencies: interpersonal connection, execution, self-awareness, and open learning capabilities.

3. Caring about people:

Help employees grow and develop their careers;

Promote a win-win situation for employees and the company;

Improve access to information Valuable use: observe employee status, company atmosphere, refine problems, and solve them.

Question 1: In a R&D company with more than 30 people, there is no hierarchy, no management system, and no performance appraisal. Where should I start as an HR?

Answer: In the early days of starting a business, the management system and HR system are not very important. What does HR help the business team do? Recruit, serve the personal demands of employees and managers, and build core values. The system is not the most urgent thing at this stage.

Question 2: How to use the three financial tables?

Answer: The bonus plan adopts a salary structure of several months; Huawei’s bonus design is linked to the team’s contribution (income, profit), and the proportion of the profit is used as the team’s bonus package.

Question 3: Traditional personnel transformation hrbp

Traditional personnel has certain personnel skills, supplemented by business knowledge, and a change in thinking: from passive to active discovery of problems and solutions.

Question 4: I have a real estate HRBP. The main assessment is recruitment. It is difficult to access other modules. What should I do?

The real estate industry, which relies on resources, does not have such a big demand for HRBP. Even if HRBP is integrated into the business team, its main job is mainly recruitment. Don't worry, wait until the company's entire HR system is perfected, and then add other sections. Now that I have learned it, there is no practical scenario.

I am summarizing ;)

1. Huawei divides the value output of HRBP into four levels.

2. Huawei evaluates the value of HRBP from four dimensions: difficulty of thinking, understanding of business, project operation capabilities, and influence.

3. To be an excellent HRBP, you should have the following characteristics: understand business, be professional, and care about people.