HRBP promotes business growth

Not long ago, at a large company meeting, Chopin heard several business general managers in the region say that a certain HRBP has made great contributions to the team and contributed to the compound growth and stability of the business team he led. It can be seen that HRBP has done a good job and will definitely contribute to business growth.

Ali's political commissar system and the success of Huawei's HRBP practice are also talked about by everyone. Many people are learning their HRBP management system. However, the HRBP of most enterprises often cannot meet the requirements of bosses and managers. In other words, there is still much room for improvement in business support.

Most practitioners and managers of HRBP are also serious and responsible for their work, but they often face puzzles and problems such as not being able to work hard and do the right thing.

Some core pain points of small gangs troubled by HRBP:

What is the function and orientation of 1? HRBP？ How to effectively support business? Managers are often confused.

2. Shang Yuan and HRBP are both stunned. Business doesn't know how to cooperate with your BP, and BP doesn't know how to support business work.

3. Most HRBP teams are either recruitment machines or handyman assistants led by enterprises, or they have no focus and are distracted. Everyone thinks there may be a problem.

4. The cooperation between 4.HRBP team and COE and SSC team, especially about SSC, has hindered the development of BP work.

5. I have studied the HRBP management practices of Ali, Huawei and other companies, but I can't use it or it is difficult to use it.

I believe many HRBP people will encounter these puzzles. How to break the game? In fact, every HRBP expects to find a suitable method.

Part 1: role definition and responsibility description

In China, Huawei, Ali and Tencent have done a good job in HRBP. Let's look at the situation of these three companies from the perspective of the role and positioning of HRBP.

It is not difficult to find that the HRBP of Huawei, Ali and Tencent have many similarities and differences. We can extract at least four key words-effectiveness, talent, coordinator and culture, or they can be used as an important reference for us to clarify HRBP.

Efficiency. Pay attention to performance results and human effects, and the degree and results of supporting business need to be reflected in human effects;

Genius. It is an important job of HRBP to understand the talents needed by the business and provide talent guarantee;

Coordinator. Connect business and manpower, and play a lubricating role in conflict mediation, employee relations, emergencies, compliance, employer brand, professionalism and so on;

Culture. Managers of enterprise values, conduct the core values of enterprises and promote the landing of culture.

Through a brief understanding of HRBP of Huawei, Ali and Tencent, it can be seen that to clarify the role and positioning of HRBP, it is necessary to consider the business characteristics, organizational characteristics and talent situation of the enterprise itself, which is not simple, but it is very important.

Part II: Where does HRBP come from? Where are you going?

1) From business to business.

Perhaps the most striking example in the business field is Huawei. We know that Huawei also faces a series of problems when building the HRBP system: where people come from, how to use them when they come, how to repay them, how to get promoted, and so on. When Huawei first established the HRBP system, it made great determination to select excellent managers from the business to serve as HRBP. This will involve several aspects:

Selection criteria of HRBP. Choose from business, what kind of choice? People with strong business and management skills;

The advance and retreat of HRBP. From the front-line business managers, how to balance the short-term needs and long-term orientation of the business, how do these people enter the HRBP pool, and how do they get promoted and quit? In promotion, give priority to policies; If you don't want to do it or have insufficient ability, you can return to your original job and relieve the worries of HRBP;

Rotation between HRBP. Huawei has done a good job in rotation, and the rotation mechanism between HRBP has also been supported accordingly.

Of course, it is said that most of Ali's early HRBP (to be verified) also came from business managers, with excellent business and management, which can quickly promote the overall work of HRBP and set a big tone and atmosphere for the subsequent BP supplement and optimization.

2) From HR to business.

This is the source of HRBP team in most enterprises at present. On the positive side, generally speaking, HR is familiar with the company's system, policies and management orientation, and cooperation with business can promote the business to be more company-oriented. On the negative side, most HR have no feelings for business, and the support business is mostly limited to Wenshan Huihai and daily affairs, lacking effective support for business.

2) From HR to business.

This is the source of HRBP team in most enterprises at present. On the positive side, generally speaking, HR is familiar with the company's system, policies and management orientation, and cooperation with business can promote the business to be more company-oriented. On the negative side, most HR have no feelings for business, and the support business is mostly limited to Wenshan Huihai and daily affairs, lacking effective support for business.

Part 3: Cooperative support of contingent-owned equipment and South-South cooperation to HRBP

As the saying goes, behind every successful man, there is a woman, family and friends who silently support him. Similarly, every team that successfully practices HRBP has the company's system support, which means that HRBP is not isolated and closely related to the company's overall business and management.

Company's system support We mainly focus on the cooperative support of COE and SSC in HRBP human resources system. We often say that HRBP is not valued by senior managers and enterprises. In fact, on the other hand, why do they value our HRBP? Did we call our business partner's name? You said something unimportant at the meeting? Therefore, in our human resources system, we should dress appropriately, look in the mirror, comb our hair neatly, dress neatly, and roll up our sleeves, so that others will not feel sloppy and look neat when they see us. Maybe we can do something together and become business partners.

Therefore, CEO, HRBP and SSC in the three pillars are an interactive operation mode, which are interrelated and indispensable.

BP and COE teams need to fully interact to ensure the full interaction of scheme provision and information in order to keep synchronization.

At the same time, HRBP needs the strong support of SSC team in system, process and procedure, so that HRBP will not be bound by attendance, provident fund and routine work, and spend its main energy and time on understanding business needs and finding and solving business pain points. However, the reality is that the SSC capacity of most companies is seriously insufficient, and most BP have to spend a lot of time and energy to deal with SSC-related work. Two-line operations, even multi-line operations, are not effective and miserable.

Different business characteristics, organizational models and personnel situations have different key tasks. The focus of HRBP will be different between a rapidly established team and a stable business team. For example, for a rapidly established team, the main job of HRBP may be to quickly establish a business team with business leaders. At this point, I can't say that BP will do your job, but I will do mine with COE/SSC. With the current main pressure and work, we can flexibly set up special teams across internal human resources teams, such as recruitment teams and training teams.

Part four: the competitiveness of HRBP.

Through a simple understanding of the three enterprises, combined with the work feedback of some enterprises in HRBP, under normal circumstances, HRBP mainly includes the following six aspects.

Talent recruitment. Based on the talent supply chain, responsible for the internal and external recruitment of talents is also the main work content of HRBP in most enterprises;

Assist in solving business problems. Assist business departments to solve related business problems (mainly human resources at present) through meetings, accompanying visits, participation and understanding of key business processes;

Performance and salary incentives. Organize and implement the performance and salary incentives of the Division;

Talent cultivation. Mainly according to the rank system, talent inventory and other related work to do talent training;

Internal projects of organization and human resources. Cooperate with other teams (OD/TD, etc. ) Participate in the implementation of rank system, salary, performance, culture and other projects;

Atmosphere creation. Responsible for creating departmental atmosphere (publicity, etc.). ) and handling emergencies.

Because HRBP links human resources with business, HRBP needs both HR professional ability and at least business understanding ability. Relatively speaking, it is a professional and professional compound talent. So, in general, what kind of capabilities does HRBP need? Chopin felt that he could refer to the following abilities:

The Gang of Four believed that HRBP could be interpreted from five aspects. Among them, HR professional influence and process understanding and optimization ability correspond to HR professional requirements and business requirements respectively. The ability of information acquisition, information interpretation and scheme promotion is based on the rapid identification, accurate interpretation and effective promotion of business requirements.

HR professional influence. To a certain extent, it is the effective use ability of HR professional tools, which effectively penetrates and influences business departments from professional tools;

Ability to understand and optimize processes. Process is a business process in many cases. Understand the company's internal value chain and grasp the key business processes (can speak), and have the relevant optimization ability (power); To what extent does HRBP participate in business process design?

Information acquisition ability. Can quickly obtain the pain points that need to be solved urgently in human resources, and keep real-time sensitivity to business and personnel dynamics;

Information reading ability. A lot of information needs to be interpreted and reconstructed. Based on the effective interpretation of information data, the core pain points of demand solutions are clarified;

Program driving ability. The strength and effect of the contribution to the business team, with the ability to promote implementation and landing.

Part 5: Customize your own HRBP system

Establishing your own HRBP system needs to be based on the diagnosis and understanding of the company's current situation. In other words, the enterprise has not been diagnosed by on-the-spot investigation, and the scheme and working ideas given are for reference only. But that doesn't mean we can't start. We can explore how to build our own HRBP system by combining our own general laws.

202 1-2023 is a new long March plan, which means that we have passed the survival stage and entered a period of rapid expansion, and began to pay attention to organizational capacity building.

At this time, our HRBP should focus on the following three aspects:

1) Recruits many people.

Personnel recruitment and quick replenishment of business personnel are the main tasks at present, and the pressure is also relatively high. Next year's recruitment may be more than 500 people, which is a great test for HR, so there is no need to distinguish the work interfaces of BP, SSC and COE too much at this stage. Recruitment is the most important thing, and it is the focus of the whole HR team to understand the requirements of business for personnel ability, and to establish and choose a fast talent supply channel (and economically).

2) Cultivate new people to quickly integrate and turn around.

When new business personnel come, how to quickly get familiar with the situation of the industry and the company requires early business training, and how to get new people started as soon as possible is also a key task.

The sales knowledge and skills of front-line business personnel are particularly important in recent years. On the one hand, how to organize business and train new people; On the other hand, how to purchase practical training courses from outside is a task faced by many HR. Due to the rapid development of business, many new organizations have not had time to build internal talent training systems. We can start with the cultivation of new people, and the rapid expansion of business personnel and new people is the top priority.

3) Stimulate people's vitality and improve people's efficiency.

The incentive problem between the old and the new often exists, and the turnover rate of front-line business is relatively large. How to retain talents and encourage them to produce more products requires certain design and implementation.

For example, how to calculate the commission of business (considering the balance between market price and company's ability to pay)? The team wants to expand rapidly, what is the way of team fission? How to design the incentive mechanism of team fission (from small team to large team)?

The above is the main work content of HRBP at this stage, and each item needs to be investigated and diagnosed according to the current situation, refined and optimized in practice, which is executable. In the process of our rapid change and growth, Chopin felt that there was no need to overemphasize what BP had done. At this time, the overall HR team requires compounding, because the business is developing rapidly, the business scene is changeable, and there is division of labor but teamwork. At the same time of our rapid expansion, internal management construction has been put on the agenda. Both BP and other HR teams need to consolidate the basic skills of job sorting and establish and optimize the job system, which is almost the cornerstone of all HR management.

Concluding remarks

Since the human resources business partner is a partner, it reminds me of the origin and development of the partner system. The partnership system originated from the maritime trade of Italian businessmen in the15th century, and was gradually standardized in laws and modern contracts by companies such as the United States and Britain. What is more prominent is the continuous improvement of the limited partnership law. For example, GoldmanSachs is the representative of partnership enterprises, and of course it also includes consulting companies such as McKinsey.

Talking about partnership is not to show off knowledge and culture, but to use the development of partnership for reference to illustrate that business partners emphasize * * * to make efforts, * * * to take risks and * * * to enjoy benefits.

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