What are the new management concepts of hrbp

By the human resources department itself. They are in charge of personnel work, dealing with business departments, solving some obvious problems in business departments and establishing good diplomatic relations with business departments through their own efforts.

2. The other is recessive HRBP.

"Take it from the people and use it for the people", they come from the business department and also need to manage the organization and the individuals in the organization with the thinking of human resources. As President Mao Zedong has repeatedly emphasized, this road is based on uniting the "main classes" of the company. First of all, "absorb" some people in business departments, teach them the management concepts and knowledge of human resources, turn them into relatively professional HR, and make them more professional in organization and management, so as to build a brand-new management platform-comprehensive office.

From business to business, gradually open your own business and return some power to business departments, such as launching the "talent officer" project: let the department heads and managers of business departments be "talent officers", interview the personnel needed by various departments, and pass regular training, qualified for posts and regular assessment. If there is any upgrade or elimination, we will return the right to introduce talents into the industrial chain for recruitment interview to the business department, and at the same time focus on talent introduction and self-employment.

* * * Enjoy: Relationships based on commercial interests are the most stable.

Through various human resources projects integrated with business, we will build a management model of full participation, cooperation and enjoyment, and establish a solid "partner" relationship with business departments. In this mode, on the basis of emphasizing resource integration, enterprise human resources pay attention to mutual assistance and unity among departments, management cadres and employees, employees and even enterprises and the outside world, and emphasize the so-called * * * sharing mode or * * * sharing center, which only systematically integrates a series of basic work such as social security accumulation fund, salary and employment, so as to facilitate employees' inquiry.

In terms of management enjoyment, we should build a platform for cadres' debriefing reports and achievements, enjoy management experience and knowledge, and make business cadres become relatively professional human resources managers.

In terms of knowledge and skill sharing, we have cooperated with business departments to carry out maintenance skill upgrading projects. By setting different skill levels for a single post and training employees accordingly, supplemented by competitive incentive mechanism, employees are encouraged to move towards higher skill levels, and the effect is very obvious. Business departments, quality, machine maintenance and human resources reach a "sharing body", and finally achieve a win-win situation.