First of all, look at the role and function of HRBP from the perspective of human resources development.
Second, the primary task of HRD to promote enterprise strategy is to do a good job in organization and management.
3-5: How to meet the future development needs of enterprises through talent planning
Six: How does HRBP guide managers?
How does HRBP promote the leap-forward development of enterprise management and business?
9-10: How can HR realize a higher level of value from the operational management level?
XI-XIII: How to Cultivate the Ability of HRBP
Fourteen: How does the Human Resources Department manage the HRBP team
Fifteen: the career development path of HRBP
1. The thinking of human resources development should always be consistent with that of CEO and enterprise executives;
1) What should enterprises do? What is its business portfolio? (Organization+Culture)
2) Who should do these things? (person)
3) Have you done these things? What achievements have you made? (system, performance)
2. What should human resources do:
1) What direction and field should resources be invested first? Human resource planning should match the company's business layout (immediate+future layout, and reserve and invest talents in advance).
2) Talent selection is to identify good talents (managers and professionals), including job responsibilities, clear objectives and post competency requirements (updated regularly); Comprehensive evaluation of talents (performance, ability, attitude, etc.). ), have a good talent evaluation mechanism, methods and tools, and manage talent data well.
3) the whole process management of performance management (performance target setting, counseling, implementation of performance appraisal, communication and application of performance results)
4) Institution: institution adjustment, establishment and cancellation; Adjustment, creation and cancellation of departmental positions and staffing.
5) Culture: What kind of culture can support the sustainable development of the company? Are the vision and mission clearly communicated to every employee? Are the company's core values implemented and practiced by every employee?
The value focus of 3.3. Human resources team:
1) Promote the achievement of business objectives;
2) Promote the implementation of strategic measures;
3) Constantly stimulate the vitality of the organization;
4) Building a high-performance team;
5) Improve the operational efficiency of the organization;
4. Five "grasping hands" for human resources to create value for enterprises:
1) improvement of organizational capacity: how to ensure the continuous growth of organizational capacity, including the organizational model of internal resources, the flexibility of the organization in the face of rapidly changing markets, the ability to transform products, the experience and capacity replication of expansion in different places, process construction and risk management and control capabilities;
2) Talent supply: how to ensure that someone can support the rapid expansion of business and the implementation of the company's strategic measures, including the efficiency and quality of talent supply, employment strategy and mode;
3) Talent management: How to make people produce high performance continuously? Through the use, evaluation, mobility and promotion of different talent groups, we will constantly stimulate the enthusiasm of talents, enhance their ability and improve their performance;
4) Talent incentive: How to reward the application of talents through various incentives? Including material and non-material incentives, short-term/medium-term incentives, and taking different incentives into account the different characteristics of talent groups;
5) Building values: How to build and strengthen corporate culture? Through the promotion of values, employees' behaviors are consistent with values, and * * * creates value for customers.
5.HRBP should play the role of "foresight":
1) Prophet: First, learn about the new changes and new actions in business, so as to prepare for talents; First, we should have an insight into the changes in the human resources market in the industry, so as to infer the trend of the industry and the dynamics of competitive enterprises.
2) Prerequisites: Prerequisites for solving a business problem.
3) Advance: Move first and know the business changes in advance.
1. The new organization will increase the complexity and should be promoted step by step (the project team can be established first, and the entity organization can be established after success);
2. Platform+Control Point (platform provides tools, methods and resources)
3. Fuzzy organizational boundaries: make good use of crowdsourcing, Industry-University-Research cooperation, ecological alliance, investment and merger, part-time employees, human outsourcing, external consultants, interns, part-time, independent workers, freelancers, business outsourcing and other forms.
1. Elite Planning-Multi-level Management Team:
1) Consciously rotate training and plan the "only way" for the post.
2) Set a certain manager output index for each department every year.
3) When discussing and checking the business, the senior managers should check the tasks and indicators of the managers at the next lower level, and fill in the management inspection report.
4) Senior three should have the responsibility to lead and coach the cadres at the next level, be a good mentor and help them develop.
2. Three stages of business: maturity/growth/cultivation =6:3: 1.
3. Let internal talents flow: living water
4. "Two-level" talent promotion: hunting high-end talents+cultivating outstanding graduates.
1. Talent supply chain (recruitment is better than training);
2. The company's internal talent pool system.
Everyone in 1 HR teams spend more than 50% of their time communicating with people, mainly face to face, followed by telephone and email.
2. Establish the vision and mission of changing the world and establish core values.
3. Identify the team temperature and warm up in time.
4. Assist employees in self-purification and stimulation (such as mental counseling, decompression courses, fitness, travel, etc.). ) and make the benefits flexible and personalized.
5. Information is exchanged from top to bottom, and internal communities share knowledge and experience.
1. The new manager breaks the deadlock;
2. The more magnanimous the leader, the more self-reflection the subordinates know.
1. Performance management based on incremental incentives: reducing staff, increasing efficiency and increasing salary.
2. Deterministic business department-KPI (key task); Uncertainty -OKR (Objectives and Key Results)
1. Choosing people in change: experience is more important than major.
2. Quick trial and error, point, line and surface advancement.
1. Deal with people more and be close to business instead of burying yourself in the computer.
Step 2 speak in business language
3. Use the power of boosting to solve problems (communication and notification are in place; Contact relevant personnel in time)
4. Pay more attention to others' feelings than your own.
5. Let what you do leave traces of thinking and reflect your unique value.
6. Improve the ability to confront the business department instead of being led by the nose.
7. Grasp the key points, grasp the work rhythm, and step on the key points; Active, continuous and walking propulsion
8. Ability to initiate and operate projects (integrate resources to solve problems after problems are found)
9. Think twice, go further, and think about the questions that leaders want to ask and their answers in advance.
10. Forget the interference factors and think about the nature of business.
1 1. Find the answer from the original data.
12. Reconnoitering the environment and people first is a sign of high emotional intelligence.
13. Learn to "define words"
14. Carry things with the business department and blend in.
15. Be familiar with the company's organizational structure and operational data (know strategy and business).
16. Location determines your confidence and interpersonal circle (close to the leader! )
17. Do more things to enhance influence.