What is the difference between HRBP and traditional HR?

The differences are as follows:

1. Business level: traditional HR is managed in modules, with one person or several people each responsible for a small module, and they are proficient in their respective module business; HRBP, on the other hand, works according to the business scope of the company, and one or more people are responsible for different business departments.

2. Work autonomy: Traditional HR is more inclined to accept instructions and its role is executor; Because HRBP is close to business, it is more inclined to be a business partner, and its role is coordinator and problem solution designer.

3. department ownership: traditional HR is managed by the human resources department, but HRBP is not. Some belong to the * * * enjoyment center, some belong to the human resources department, and some belong to the business department, depending on the strategic design of the enterprise. Extended data

There are two operation modes of customer-oriented HR architecture: one can be called "business division type", that is, HRBP is not under the jurisdiction of the human resources department but under the jurisdiction of its business department, and the human resources department is only responsible for providing professional guidance to HRBP and is not directly responsible for the assessment relationship. The other is "HR Representative", that is, HRBP is stationed in various business units by the Human Resources Department, and its appraisal relationship belongs to the Human Resources Department. HRBP helps business managers to carry out corresponding HR work in business, but its appraisal relationship, promotion/transfer relationship and leadership relationship are managed by the Group Human Resources Department.

It should be pointed out that the above two modes have their own advantages and disadvantages: under the business division mode, HRBP has closer ties with business departments and can better understand the needs of business departments. However, due to the lack of strong support from the human resources department, HRBP can easily become a full-time HR in business departments.

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