What is the three-pillar model of human resources and what are its characteristics?

HR (human resources) three-pillar model was put forward by Dave Ulrich in 1997, including COE (expert center), HRBP (human resources business partner) and SSC(*** service center).

HR-COE: the policy center, responsible for the overall human resources strategy, policies, processes, systems, programs, etc. And complete the process from fragmentation, single business to systematic integration, more like experts and consultants;

HRBP: policy implementation layer, which applies COE's system scheme to actual work and business types, is a business partner, is closer to the business to understand business needs, and is a provider and executor of business-oriented human resources solutions;

HR-SSC: Support the service layer, do routine business work and be a standardized service provider, that is, routine, modular and unchanged business support work, such as handling five insurances and one gold, receiving files, tax inquiry, etc.

Extended data

The theory of three pillars is the reorganization of the traditional six modules. HRBP appears as a business partner. HRBP knows the business better, communicates with the business department more closely, and clearly understands the specific needs of the business department. Through resource adjustment and support, we can achieve better support for business departments. Recurrent requirements will be submitted to human resources-contingent-owned equipment, which will develop systematic support.

By improving the support mode for business departments in different periods, constantly adjusting and optimizing, the solidified general projects are handed over to HR-SSC for unified service, which greatly improves the service efficiency.