卢云峰《如何成功构建人力资源三支柱模型》

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卢云峰《如何成功构建人力资源三支柱模型》

主讲：卢云峰老师

【课程背景】

杰克韦尔奇曾说过“人力资源负责人在任何企业中都应该是第二号人物”，但在中国，99%的企业都做不到。原因很简单，人力资源部门并没有创造这么大的价值，往往因业务增长很快，但HR总在拖后腿。有些人说人力资源部是“秘书”，有人说人力资源是“警察”，在中国，真正认为人力资源部是“业务伙伴”的，其实凤毛麟角。本课程将帮助企业人力资源管理者成功构建人力资源三支柱模型，助力企业战略落地并成就人力资源工作更大价值。

【课程受益】

正确认知人力资源三支柱模型及其定位与价值。

掌握在推行人力资源三支柱模型过程中的挑战及解决方案。

熟悉并掌握实施人力资源三支柱模型的方式、方法、步骤。

掌握成为优秀HRBP的思维与逻辑。

【课程对象】企业中高层管理者、HR部门各级管理者、HR各模块及HRBP负责人

【讲授方式】现场讲授+实战案例分析+互动问答+感悟分享

【课程大纲】

案例分享：某知名上市公司的人力资源三支柱模型转型实践

第一章如何正确认知人力资源三支柱模型

▪ 如何建立并正确认识人力资源三支柱模型

人力资源常规六大模块与三支柱模型

如何定位并理解人力资源领域专家中心（HRCOE）

如何定位并理解人力资源业务合作伙伴（HRBP）

如何定位并理解人力资源共享服务中心（HRSSC）

▪ 人力资源三支柱模型的组织架构图

▪ 人力资源三支柱的具体职责与分工

HRCOE的职责与分工

HRBP的职责与分工

HRSSC的职责与分工

▪ 人力资源三支柱模型的真正价值与作用

▪ 分享：国内外知名公司人力资源三支柱模型（IBM/华为/腾讯/阿里）

第二章如何正确实施人力资源三支柱模型

▪ 人力资源管理部门正面临哪些挑战与威胁

▪ 实施人力资源三支柱模型的条件及准备事项

▪ 成功实施人力资源三支柱模型的七大关键点

各角色职责定位：如何做到不迷失

各角色来源渠道：如何选取、从哪选取

各角色素质要求：如何确定胜任特征

各角色管控模式：采取何种管控模式

各角色紧密协同：如何实现精诚合作

▪ 三支柱角色（HRCOE、HRBP、HRSSC）的考核方式

HRCOE的考核维度、指标与权重

HRBP的考核维度、指标与权重

HRSSC的考核维度、指标与权重

▪ 三支柱角色（HRCOE、HRBP、HRSSC）的沟通机制

▪ 三支柱角色（HRCOE、HRBP、HRSSC）的能力提升计划

互动演练：如何按步骤实施人力资源三支柱模型

第三章如何成为优秀HRBP

▪ 认知：如何认知优秀HRBP

HRBP政委角色及其工作职责

HRBP工作的一个核心目标

HRBP工作的三个理念（痛点、业务、价值）

▪ 条件：如何转型优秀HRBP

优秀HRBP的四种工作思维

成长思维

成果思维

分析思维

价值思维

▪ 方法：如何做好优秀HRBP

优秀HRBP要掌握三项逻辑

业务逻辑

HR逻辑

关系逻辑

HR工作者的使命与愿景

获得良好关系的五项举措

优秀HRBP三逻辑模型

案例：华为、IBM公司HRBP的角色定位及要求

案例分享：某集团公司如何成功建立并实施HRBP？

培训总结与分享：

1.小组为单位，结合课程内容，用实际工作场景总结分享

2.主讲老师全程点评，提升学员对课程内容的深入掌握

课程总结与互动交流

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卢云峰老师介绍

卢云峰《如何成功构建人力资源三支柱模型》

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卢云峰 老师介绍

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