Eight questions you need to think about when reforming HRBP!

In recent years, many enterprises have started to set up HRBP departments or posts, but how to do a good job in HRBP is still being explored by most enterprises, and almost all people who have just entered the field of HRBP are confused in one way or another.

In the process of your transformation into HRBP, you need to think deeply about the following eight questions.

1

How does HRBP position itself?

The first problem that bothers you may be the positioning problem. In the past, when you were a professional recruitment module, your task was to do a good job in the recruitment module given to you by the leader, establish and improve the recruitment system, and play a role in the development and implementation of professional modules; Part of the communication objects are internal HR (HR personnel in various business departments), part of them are business executives (mainly working with them in the recruitment process), and external suppliers. Now, you have to face the top leaders, middle-level business executives and employees of the business department, which means that the scope of communication objects has been greatly expanded.

2

What can HRBP do to reflect its own value?

Now, you should not only solve the demands of business executives and employees for human resources, but also complete the human resources work arranged by the superior organization (group headquarters) and the work put forward by the HR team of the division itself, and people's time, energy and resources are limited, so you should carry out your work with screening and focus. And how to choose, there is a standard problem of choice, and this standard is to reflect the core value of HRBP position.

Doing something can bring more value to the enterprise, help the enterprise to succeed, embody the value of HRBP, and help HRBP to succeed in its own career.

three

How should HRBP communicate with enterprises?

Perhaps, you feel that it is much more difficult to communicate with business than before. In the past, docking and communication were only about the implementation of some HR processes, but now the level and depth of communication are very different from before.

Now the problems you may encounter in communication may be: how to win the trust and support of business executives in a short time, establish your own image and establish influence; How to quickly master the language and business process of business departments, so as to communicate with them fully and deeply, tap their deep-seated needs for human resources, and match them through HR strategies and measures; How to deal with the contradictions and conflicts of human resources in different business departments?

four

What kind of unique thinking does HRBP need to cultivate?

One of the big challenges you are facing now is the change of working ideas. The previous work idea is relatively easy from the perspective of professional management, because I am very familiar with the work of this module.

Now this kind of thinking doesn't work, because the business department doesn't necessarily accept this kind of thinking, and the HR work planned through this kind of thinking doesn't necessarily meet the business needs, so the business will not cooperate and support it. So how to change the thinking, take the business needs, pain points and external macro environment as the starting point, and then plan the HR work from the outside to the mainland, so that the planned work may better match the business demands. My job used to be like "public service", but now my job is like "personal tailor". This change will also bring about changes in thinking and behavior.

five

What core qualities and abilities does HRBP need?

Through this period of work experience, you may obviously feel that HRBP needs some special quality and ability characteristics, but it is difficult to make it clear at once. Clear requirements for quality and ability can help HRBP to examine itself and provide impetus for the further growth and development of HRBP, so this is very important.

There are few books on the market, mostly theoretical analysis and lack of empirical introduction, especially the experience sharing of professionals with HRBP experience. Maybe you also think that HRBP may be a new thing, and it is in the initial stage in China, so I have to undertake the task of "The road is long and Xiu Yuan is Xi, and I will go up and down to seek".

six

What knowledge and skills does HRBP need to master?

After doing HRBP, you may feel that your knowledge and skills are deeply lacking, and you need to supplement a lot of knowledge of various professional modules in a short time to improve your HR professional skills. In addition to other modules of HR professional knowledge and skills, do you need knowledge of other disciplines? Because you will feel that the work handled by HRBP is comprehensive, and only HR knowledge and skills are not enough.

Therefore, HRBP Group needs a systematic and structured list of knowledge and skills so that HRBP people can learn and improve in a targeted manner.

seven

How does HRBP manage its own human resources team?

You may also manage a small-scale team, and the morale of the HR team and the internal organizational atmosphere affect the internal atmosphere of a larger organization. "While the iron is hot, it needs to be hard", so HRBP should first devote itself to the management of HR team, including performance management, capacity building, atmosphere management and so on. Xing Xing has been looking for suitable team management tools and methods to guide him to manage the human resources team.

eight

How should HRBP do its own career planning?

Like all people in the workplace, you are very concerned about your career development and often think about it. The transformation from professional module HR to HRBP makes you pay more attention to this question: Where should you go in the future?

HRBP needs special qualities and abilities. Do you evaluate whether you are suitable for long-term HRBP positions and how to "advance and retreat"? If you "enter", what position can you develop to; If "retreat", where can I retreat?

If we can face up to these problems and solve them well, you will find that the road of HRBP is indeed an extraordinary road.

Why do you say that?

First of all, HRBP will gain a brand-new "starting from scratch" vision and feeling, and your understanding and understanding of the company's strategy and business will reach an unprecedented height and depth, which will also become a prerequisite for you to do well or not in HRBP.

Whether HRBP can put forward valuable opinions and take effective actions depends largely on its insight into strategy and business. Therefore, on this road, the growth of HRBP is infinite.

Secondly, HRBP is facing an unprecedented change in thinking, that is, from the "starting from me" thinking based on the construction and development of professional system to the "starting from him" thinking to solve practical problems and create commercial value.

This kind of thinking has a set of mature methodology for reference, that is, IBM's business leading model, which provides decoding thinking from strategy to execution. However, the understanding and application of this model and this kind of thinking "was not built in a day" and needs to be cultivated day after day. The author is also superficial and has some understanding, but he still needs unremitting efforts. This process of thinking cultivation from strategy to implementation is extremely difficult, and it is almost revised and strengthened over and over again. Only through repeated self-struggle and reflection, being questioned and reminded by the business department, can we form the inertia of thinking and embark on a more correct path. In addition to thinking from strategy to implementation, there are also thinking from phenomenon to root cause to HR solution, which also requires HRBP to learn and practice continuously. There are many similar ways of thinking. In a sense, HRBP is also following a path of philosophical speculation.

Finally, the people and things that HRBP will face will be greatly expanded, and the benefits of this exercise to HRBP are enormous.

Let's talk about the "human" level first. From top leaders, grass-roots business executives to ordinary employees, HRBP needs to face the demands and pressures from these people, which can be said to be "squeezing up and pressing down, rubbing left and right", which is a great challenge for newcomers who have just stepped into the road of HRBP. Because "everyone can't talk easily", HRBP needs to practice "all-around" skills, adopt different communication strategies for different objects, and at the same time, it needs to "change with the same" and meet the demands of various groups as flexibly as possible on the premise of keeping the basic principles and "red line" of HR, so as to mobilize the enthusiasm of as many people as possible, participate in and support the work of HR, and promote the development of organizations and talents.

Let's look at the level of "things". The things that HRBP has to face are very complicated. From the company's human resources strategy to the work of various HR professional modules to answering every employee's questions, some administrative work that is not strictly defined as HR field may fall on HRBP and need HRBP's participation or solution. However, the time, energy, ability and resources of HRBP are limited. How to grasp the key points, grasp the main contradictions and put resources in a targeted way is undoubtedly a test of HRBP's ability, perseverance, determination and patience.

All of the above are challenges and opportunities, because HRBP will gain a huge space for personal growth and development, including a deep understanding of business, organization, people and HR specialty, as well as the ability and experience to deal with various situations and things. HRBP will enter a comprehensive development track from a single and "partial" development track. This kind of exercise is naturally very helpful to the development of HRBP itself, and even can train the ability of "omnipotent", because after many experiences, HRBP not only understands strategy, but also understands business and HR specialty, and is mature and harmonious in dealing with people. Naturally, everything is easy and easy to do, which greatly expands the career development space of HRBP. ?

In recent years, many enterprises have started to set up HRBP departments or posts. HRBP is an extraordinary road, and it is also a road of philosophical speculation. How to do a good job in HRBP is still being explored by most enterprises, and almost all people who have just entered the field of HRBP are confused in one way or another!

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