HRBP, abbreviation, English is a human resources business partner, and Chinese is a human resources business partner. HRM, also abbreviated, is a human resource manager in English and a personnel manager in Chinese. HRD, full name: Director of Human Resources, Chinese translation: Director of Human Resources.
There are five differences between HRBP and human resource management:
1, with different working properties.
HRBP is a business support position, generally responsible for the company's business departments, and understands not only the overall management of human resources, but also business process management. HRM is a management position, responsible for one or more modules and all departments of the company.
2. Different career development.
HRBP has a wider promotion scope, besides being promoted to HRD, it can also be developed into the head of a business department. But HRM is generally only promoted to HRD, which is narrower than HRBP.
3. The requirements for setting up two positions are different.
No matter the size of the company, the nature of the enterprise, the single product category or multiple lines, the general company will have HRM job settings. The number of HRBP jobs is generally above 1000, and the best product line is matrix, which has high independence between product lines. HRBP is relatively more common in diverse groups.
4. Different job responsibilities
HRBP is not only responsible for the problem of "people", but also for the development and appreciation of human resources. In addition to dealing with employee relations, HRBP is also responsible for publicizing, implementing and explaining the company's corporate culture, which involves not only human resources, but also operations, requiring different competency models. HRM is mainly responsible for recruitment, training, performance, salary and employee relations. Some personnel managers are only responsible for one or two modules, mainly responsible for human resource management.
5. Different reporting targets
Generally speaking, HRM reports more to HRD or company boss. However, HRBP is a multi-reporting relationship, which needs to report not only to the direct leadership of the business department, but also to the human resources leadership of the headquarters.
Walker said that personal views in the workplace:
Both HRBP and HRM are related to human resource management. How to make the actual work more substantial, or the innovation and progress from 0 to 1, can effectively improve the comprehensive level of the company's human resources, and it is the first priority to take the actual results as the guide and meet the company's requirements.
HRM is a human resource manager, which is comprehensive.
HRBP is a ministerial human resources manager.
The organizational structure is different.
Traditionally, human resources departments exist in the form of departments. The employees in the department are divided into different groups according to different modules, and the coordination of each group constitutes the role of the human resources department. What you usually hear about recruitment, training, performance, salary and employee relations basically belong to this orientation. HRM belongs to the leader of the module, and m is the abbreviation of manager, which means manager.
In the new human resource model, there is a model called three pillars, COE, HRBP and SSC, which are three different types of coordination and cooperation. * * * leads the HR department of the company to move forward, and COE is the expert center, responsible for establishing standardized processes and providing business guidance. SSC, * * * Enjoy the service center, which is responsible for the unification of some routine work, such as the handling of entry and exit procedures and so on. HRBP, business partner and business partner, as HR, participates in the operation of enterprise business, puts forward reasonable suggestions for operation from the perspective of HR and provides business support for operation.
So the positioning of the two is different. If the company is transformed into a three-pillar model, HRM may become a COE, while HRBP requires a good understanding of the business.
The application targets, promotion channels and business scope of the two are very different.
HRBP, the abbreviation of HR business partner, can be translated into HR business partner.
HRM, the abbreviation of human resource manager, can be translated into personnel manager.
So what's the difference between the two?
First, the living environment is different.
Almost every company has human resource management, regardless of its scale, complexity or single business. However, the establishment of HRBP requires a certain scale, a very wide range of business coverage, and each business has its own characteristics, non-interference and strong independence. This is why we usually only see some large enterprises set up HRBP positions.
Second, the nature of posts is different.
HRBP is responsible for the company's business, while HRM is generally only responsible for one or several modules in human resource management. HRBP is a business support position, and HRM is a background support position.
Third, different job responsibilities.
HRM, different companies may set up human resources managers in different directions, including recruitment managers, training managers, performance managers and employee relations managers. Of course, different HRMs only need to be responsible for this module or several modules. For example, the recruitment manager is only responsible for the recruitment of the company, and his main duties are: combing and expanding recruitment channels, determining the recruitment needs of personnel, formulating and following up the annual recruitment plan, establishing human resources reserves, and managing subordinate team members.
HRBP, the nature of its post determines that its job responsibilities will involve a lot of content. After reading a lot of information, I personally think that Alibaba's summary is the most in place:
1. Partners on "people" issues: recruitment, training, performance management, cross-departmental coordination and communication, and assistance in solving business problems;
2. Human resource developers: the value-added of human resources;
3. The bridge between the company and employees: employee development consultant, the buffer zone for dealing with employee relations;
4. Advocates, implementers and interpreters of corporate culture: set an example, solidify the process, and strengthen assessment and training;
Fourth, the ability requirements are different.
HRM, you only need to master one or several of the six modules of human resource management.
HRBP needs to master all six modules of human resource management, be familiar with the company's business, and support the implementation of enterprise strategy through professional tools and technologies of human resources.
Verbs (short for verb) have different reporting relationships.
HRM reports to HRD or company boss.
The reporting relationship of HRBP is related to its operation mode. Generally speaking, there are two modes of operation:
1. Business affiliation: it is under the jurisdiction of the business department, led by a straight line and led by the dotted line of the human resources department of the headquarters, and only provides professional guidance;
2. Resident representative type: the human resources department is stationed in each business unit, and the human resources department is led by the straight line and the business department is led by the dotted line, and only carries out daily administration;
Sixth, the development direction is different.
HRM can only be further promoted to HRD.
HRBP can be promoted to human resources director, or transferred to the business department as the head of the business department.
HRBP provides human resources support and services from the perspective of key projects or key departments of the company, such as sales department and R&D department.
The reporting object is the project manager or the leaders of key departments, as well as the human resources manager.
Job content, biased towards recruiting and motivating employees to complete projects and departmental goals.
HRM, more from the perspective of the overall development of enterprises, comprehensively considers the cooperation of various departments to achieve the strategic goals of enterprises.
The target of the report is the general manager or chairman of the company.
The work content is more about human resources planning, such as the change and establishment of the company's organizational structure, the budget and implementation of human costs, and internal affairs of personnel.
HRBP
Business and products
Cao Zuo Jian
Main workflow
Position in the company's product pedigree
Basic information of employees
2. Understand key stakeholders
Business department boss
Key department manager
3. The positioning and expectation of the company/department for HRBP
Business department boss
Key department manager
4. Do personal personality characteristics match?
Good at communication
User thinking
Heart Rate Monitor
The location of this module is determined by 1. road
Some pay attention to salary performance, some pay attention to recruitment, some pay attention to training, and some pay attention to system construction.
2. Professional COE
For example, if you are engaged in salary, you should understand the salary structure, compare the salary situation in the market, and see whether Excel is skilled (immediately pull out the cost and growth rate of a certain post system in front of the CEO).
3. Understand the company strategy and human resources strategy.
HRM is mostly located in the headquarters, and the overall strategy of excellent companies is transformed into the embodiment of HR strategy in specific modules.
For example, entrepreneurial enterprises need mature, skilled, active and hard-working people, so recruitment has its own characteristics; The starting point of salary performance must be differentiated salary, focusing on rewarding people who can create performance.
4. Conducive to module conversion
In the six module circles, I have been in contact with other modules, and knowing the processes, difficulties, key points and power points of other modules is good for future module conversion. Such as salary, performance, recruitment and training, corporate culture and organizational structure.
How to choose HRBP or HRM of the group?
Suggestion:
1. HR specialist, first HRBP, then HR department.
Understand the business first, choose the business line or product you are interested in, accumulate contacts, accumulate understanding of enterprises, industries and businesses, and then turn around beautifully.
Knowing the basic level of business and then doing HRM, making policies will not be ungrounded and become castles in the air.
2. Business background, first human resources department, then HRBP· Hyde.
If there is a business interface between business and HRM (which is opposite at this time), you should understand the business process and work characteristics. As HRM has a deeper understanding of the upper system and the original intention behind it, it will return to the business department and become the head of HRBP. At this point, with the network resources of most departments of the group headquarters, the business background also knows the basic situation of the business, which is handy.
Summary: Know both HR business module and business, and walk on two legs.
Hrbp = hrbushimin, is the chrysanthemum factory sprouting!
Hello, I'm glad to share.
1.hrbp is one of the three pillars of human resources theory, which refers to the position that is close to the sales team, understands sales and provides human resources services for sales staff. For example, recruitment, training, attendance and salary, employee relations, and assistance in team building.
2.hrm is the abbreviation of human resource economy, and the responsibility of human resource manager is to comprehensively coordinate the six modules of human resources and manage the daily work of the department.
3. Human resource managers have wider jurisdiction, higher job requirements and higher professionalism. Generally, hr bp belongs to hr m management.
I don't think there is much difference. If HR really wants to do practical things, it must understand the company's business, formulate and implement the company's various systems and processes from reality, and it must understand the profession of HR and achieve the six in one. Just like cutting a cake, HRM cuts the cake into six modules of human resources, and the six modules are cut into three different levels: COE, HRBP and SSC.