是时候交付下一代人力资源服务模式了（英文版）-研究报告.pdfVIP

It’s tI me for the Next GeNeratIoN hr s ervIce DelIvery moDel Over the past two decades the HR function has What’s W roNG WIth undergone a process of transformation – with varying levels of success. Recognizing the critical linkage th Is p Icture? between talent management and business success, While this model has improved HR performance, business leaders are asking their HR functions to play exceeding the capabilities of a model in which HR an increasingly strategic role in achieving business services are aligned purely functionally, it has not objectives. At the same time, they are looking to wring enabled HR to meet the ever-increasing expectations costs from HR service delivery, as well as manage of business leaders or fully support business needs. program spend, in order to redirect funds to other business imperatives. In fact, Bersin Associates’ 2011 High-Impact HR Organization® study indicates that fewer than one In response, HR departments in many organizations in five HR organizations feel that their model delivers around the world have implemented a service delivery the combination of efficiency, value and high level of model in which transactional services, program design service demanded by their businesses. and strategic business support are carried out by three groups within the HR function: Why is today’s HR service delivery model failing to • HR Business Partners consult with business leaders meet business expectations? Our work with many on people issues