Six modules and three pillars of human resources

The three pillars of human resources are expert center (COE), enjoyment center (SSC) and business partner (HRBP).

The six modules of human resource management are the classification of traditional HR, specifically referring to human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management.

At present, many established traditional industry companies are still using this classification method to promote the specific work of human resources departments. Therefore, the positions of the human resources department will be divided into these directions: training and talent development group, salary performance group, recruitment group, salary and welfare labor relations group.

Human resources "three-legged" HR three-legged (human resources three-legged) model;

It was put forward by IBM based on the thought of David Ulrich, a master of human resource management, and combined with its own human resource transformation practice. Specifically, it includes expert center (COE), enjoyment center (SSC) and business partner (HRBP).

The human resource system supported by the three pillars originates from the company strategy and serves the company's business. Its core idea is to enable HR to better create value for the organization through organizational capacity reengineering.

HRBP: human resources business partner. In fact, it is a human resource manager stationed in various business departments or business divisions. Mainly in the recruitment of talents, staff development, talent exploration, ability training and other aspects to assist the top management of various business units.

These abilities correspond to the six modules of traditional human resources, which are equivalent to all modules, so the professional ability requirements of HRBP will be higher than that of a single module.

This requires HRBP to go deep into the business unit, fully understand the business, fully communicate with the management, find the pain point, intervene and provide support from the perspective of human resources, and solve the business dilemma.

David juric, the godfather of human resources, pointed out four responsibilities of HRBP in human resources best practice, namely, strategic partner, operation manager, emergency responder and employee arbitration.