Human resources-the favored darling: three pillars

In the previous article, Xiaguan mentioned that the traditional six modules have been abandoned by many enterprises, or gradually abandoned, and the human resources model has been transformed into three pillars.

the three-pillar theory was put forward by David juric, our current godfather of human resources, more than twenty years ago, and this new human resources operation mode is divided into expert center (COE), * * * service center (SSC) and business partner (HRBP).

The earliest domestic enterprises using this model are the head Internet technology enterprises such as Ali, Huawei and Tencent, like the well-known political commissar system of Ali, but the three-pillar model is applied by the political commissar system of Ali and the HRBP model of Huawei.

among the three pillars of HR, SSC is the service center of * * *, which focuses on providing standard human resource management services and handling the salary, welfare, social security and archives in the daily work of enterprises.

COE is an expert center with professional skills in this field and is responsible for designing innovative human resource management policies and processes.

HRBP is a business partner, who works out and implements the most suitable human resources solutions for the company's business development.

In this way, COE provides system specifications for SSC and scheme support for HRBP; SSC gives feedback to COE on memory problems and delivers services to HRBP; HRBP gives feedback to COE on memory problems and needs feedback to SSC.

the three of them cooperate with each other and restrain each other.

How to apply the specific three-pillar model in enterprises will be explained in detail in later articles. Today, we will talk about the theme of the three-pillar model, which is biased.

why do you say that? I don't know if you have paid attention to it. Many enterprises are recruiting talents for HRBP positions, but as long as you look at their recruitment information, you will find that JD (job responsibilities and job requirements) is written in a variety of ways. What's more, it is directly recruiting' recruitment' positions, but it just hangs a title of HRBP.

There are many reasons for this confusion. Some enterprises think that some successful enterprises have used the three-pillar model very well, so they will want to use it.

Some people jump to a new company in a company with mature Three Pillars, so they make great efforts to reform, but they don't know whether the company's own operation and current situation are suitable for Three Pillars.

some enterprises blindly follow the trend, and I want what others have.

when these enterprises know what they know but don't know why, they even ignore the question of whether people and posts match.

COE is clearly some expert posts, but it is left to those who are not competent enough.

SSC is obviously an information center, and finally it becomes a pure salary performance person.

HRBP is even worse. It is a business partner and solves problems for the business team. It is even the second-in-command of the business team! But when some HRBP go to the business team, they become pure business team recruiters, or the most hostile personnel of the business team!

in the end, only a few companies used the three-pillar model well, only to find that it was still those big companies with heads.

Therefore, enterprises now use all the concepts of "Three Pillars" in a biased way, becoming blindly following the trend and becoming unknown so.

if it is your enterprise, will you use the three-pillar model or the traditional six-module model to operate the human resources system? You can think deeply about this problem.