摘要
自HRBP模式传入中国以来,逐渐成为国内企业人力资源管理转型的方向。基于中国HR职业发展调查数据的5077份样本,本文实证检验了HRBP模式对HR从业者职业竞争力的影响作用及机制,并进行了异质性分析和稳健性检验。结果表明:HRBP模式能够提升HR从业者的职业竞争力,并且对其外部竞争力的影响作用要大于内部竞争力;HRBP模式的影响效应存在异质性,对学历较高、经验丰富、职位级别较高以及非一线城市HR从业者的职业竞争力影响更大;HRBP模式可以通过影响HR从业者的知识水平、能力提升、职业承诺和收入满意度等渠道,对其职业竞争力产生影响。本文建议,企业应重视人力资源管理建设,积极开展本土化的HRBP模式,并针对不同特征的HR从业者提供针对性指导培训;HR从业者在向HRBP的转型过程中,要重视自身知识拓展和能力提升,保持对工作热情与投入,提高其职业竞争力。
As an important part of enterprise management,human resource management undertakes the mission of creating value for enterprises.However,in reality,human resources departments in most enterprises are gradually being “weakened” or “marginalized” because of their single functions,bureaucratic organization and separation from business.This situation has also caused people to re-examine the traditional HRM model and the professional value of HR practitioners.Under the background of traditional HRM model being questioned,HRBP model has gradually become the direction of human resource management transformation.From the point of view of enterprise practice,HRBP model often appears in the form of “three pillars of HR”,and it not only reshapes the human resource management system of enterprises,but also brings new opportunities and challenges for the career development of HR practitioners. HRBP model is still in the initial stage in China,and enterprise practice is prior to theoretical research.Previous studies have paid more attention to the relationship between HRBP model and organizational development,but less attention has been paid to the discussion of HRBP s own career development.There are more literatures using qualitative methods such as case analysis,literature review and theoretical analysis,and less quantitative research on data analysis and empirical testing.Different from the existing literature,the innovations and contributions of this paper are as follows:Firstly,this paper enriches the relevant literature on the relationship between HRBP model and career development.Secondly,based on the situation in China,this paper empirically tests the impact of HRBP model on career competitiveness by using quantitative research method.Thirdly,this paper explores the heterogeneity of the impact of HRBP model on HR practitioners,and explains its mediation mechanism. In terms of research content,this paper first reviews the relevant literature on HRBP model and career competitiveness,and then puts forward res
作者
毛宇飞
MAO Yu-fei(School of Labor Economic,Capital University of Economics and Business,Beijing,100070,China)
出处
《经济管理》
CSSCI
北大核心
2019年第11期109-125,共17页
Business and Management Journal ( BMJ )
