Difference between hrm and hrbp

first of all, the concept is different

HRBP, namely Human Resource Business Partner.

HRM, Human Resource Manager, is the personnel manager.

Secondly, there are different environments

HRM exists in almost every company, regardless of the size, complexity or singleness of business. However, companies that set up HRBP are required to reach a certain scale, and the business coverage should be very extensive, and each business has its own characteristics and does not interfere with each other, so it is highly independent. This is why we usually only see some large enterprises to set up HRBP positions.

Third, the nature of posts is different

HRBP is responsible for the company's business, while HRM is generally only responsible for one or several modules in human resource management. HRBP is a business support position, and HRM is a background support position.

Fourth, different HRMs have different job responsibilities. Different companies may set up human resource managers in different directions, including recruitment managers, training managers, performance managers and employee relations managers. Of course, different HRMs only need to be responsible for this module or several modules. For example, the recruitment manager is only responsible for the recruitment of the company, and his job responsibilities are mainly: combing and expanding recruitment channels, determining the recruitment needs of personnel, making and following up the annual recruitment plan, establishing the human resources reserve, and managing the subordinate team members.

HRBP, the nature of its post determines that its job responsibilities will involve a lot of content. After reading a lot of materials, I personally think that Alibaba's summary is the most in place:

1. Partners on "people" issues: recruitment, training, performance management, inter-departmental coordination and communication, and assistance in solving business problems;

2. Human resource developers: value-added of human resources;

3. The bridge between the company and employees: employee development consultant, buffer zone for handling employee relations;

4. Advocates, implementers and interpreters of corporate culture: set an example, solidify the process, and strengthen assessment and training;

Fifth, the ability requirements are different

HRM only needs to master one or several of the six modules of human resource management.

HRBP needs to master all the six modules of human resource management, and at the same time be familiar with the company's business, so as to support the landing of enterprise strategy through professional tools and technologies of human resources.

Sixth, the reporting relationship is different

HRM reports to the HRD of the company or the boss of the company.

The reporting relationship of p>HRBP is related to its operation mode. Generally, its operation mode has the following two types:

1. Business subordinate type: under the jurisdiction of the business department, the business department is a straight-line leader, and the human resources department at headquarters only provides professional guidance for the dotted-line leader;

2. Resident representative type: the human resources department is stationed in each business unit, and the human resources department is led by a straight line, while the business department is led by a dotted line, which only carries out daily administrative management;

finally, the development direction is different

HRM can only be further promoted to HRD in general.

HRBP can be promoted to HRD or transferred to the business department to be the person in charge of the business unit.