Pillar 1: professional knowledge center. COE can be summarized by the strategic choice of human resources, that is to say, the core value of COE is to help them formulate correct strategies, and the role of COE is to become a domain expert, be familiar with the theory of human resource management, and have deep professional skills in HR-related fields. Best practices for tracking and benchmarking. COE responded well to HR's failure to undertake the strategy, and could not provide effective suggestions for strategy formulation like the marketing department and the finance department.
The object of COE service is the management of the company and the service management of HBP, which is reflected in the strategic planning of COC's human resources strategy. The headquarters COE is responsible for designing the guiding principles of global/group-wide unified strategies, policies, processes and plans, while the regional/business line COE is responsible for customizing them according to the characteristics of the regions/business lines. Such a COE setting can meet the flexibility required by business departments under a consistent framework throughout the company.
Pillar 2: Human Resources Business Partner (HRBP). HRBP can be summarized by the choice of business strategy, that is, HRBP uses its own professional knowledge and experience to assist front-line business owners to manage organizations, teams and talents. The role of HRBP is a generalist in human resources, mastering the professional skills of HR functions and understanding the business of the department.
If COE solves the problem that HR "up" can't support strategy, then HRBP solves the problem that HR "down" is out of touch with business system. The target of HRBP service is the sales department. Industry leaders of HRBP do group management and team management instead of passively waiting for demand from business departments. Instead, we should actively exert our sensitive insight, find the crux of business team management problems, diagnose the HR needs in the process of business development, and comprehensively use HR professional methodologies and tools (such as personnel needs, recruitment plans, training needs, effective assessment, incentives, etc.). ) provide special forces support, solve business problems, and optimize the process to adapt to the business.
Pillar 3: * * Shared Service Center (SSC). SsC can be summarized by the choice of human resources platform and service, that is, SSC provides integrated, data-based and self-service human resources support for organizations. Selective integration means that SSC provides integrated information and self-service HR system for employees and managers in the organization, so as to realize integrated services and economies of scale. The choice of service means that, on the one hand, SSC is a standardized service provider, responsible for answering the inquiries of managers and employees, helping HRBP and COE get rid of transactional and repetitive work, and being responsible for internal customer satisfaction and excellent operation. On the other hand, SSC should also study the needs of employees and provide customized and reliable HR services for employees.