HRBP is more advanced than HR. Broadly speaking, HR is the entire HR industry, and HRBP is just a granular functional branch.
HR is a general term for human resource management, which is divided into different levels and functions. Traditional personnel generally does similar work to the administrative department, such as recruitment, training, staff evaluation, staff compensation, staff transfer, etc. Modern human resources mainly realize enterprise management through six modules.
HRBP is part of the three pillars of human resource management and is called HR Business Partner. It mainly assists the senior management and managers of various business units in employee development, talent discovery, and ability development. Its main work content is to be responsible for the implementation of the company's human resource management policy system and system norms in each business unit, assist the business unit to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of the business unit.
Specific differences between HRBP and HR
1. In terms of work thinking. HR has a plan to plan my 2024 work mode and thinking mode, and the work content and plates are clear and linear management. HRBP takes the needs of customers as the starting point and actively seeks consensus with customers.
2. The requirements for work ability. HR focuses on the work within its own scope of work, and rarely involves other businesses outside the scope of work. In addition to the affairs within the scope of work, HRBP also needs to understand the business, pay attention to customers, and cooperate with business personnel.
3. On the goal. HR focuses on the tasks that should be responsible for the job responsibilities, and basically does not involve other affairs. HRBP creates profits for the company, and HR workers are also business partners who understand the goals and processes of the company's business.
It is not difficult to see that HRBP has higher and wider requirements for competence and scope of work.
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The most essential difference between HRBP and HR
HR needs to have solid basic industry knowledge, good communication, thinking and logic skills, etc. In addition to the most basic capabilities of HR, HRBP also needs to have an in-depth understanding of the business, be able to solve business problems and how to adjust human resources.
In order to grow from HR to HRBP, it is necessary to improve one's own business knowledge and business sensitivity, improve the knowledge module of HR and the level of management communication, and the requirements for comprehensive capabilities are higher. HR focuses on the business work of the overall human resources of the enterprise, while HRBP should involve and revolve around the work of the business department.
Traditional HR only needs to be responsible for the work within the scope of responsibility, and do a good job in talent recruitment, planning, and management of the enterprise. HRBP is about the business stuff. Establish contact with other departments and assist in the work of the department, in addition to having a certain ability to execute and promote the business.
In fact, not only HR has turned to HRBP, with the development and progress of the times, especially the rapid development of the Internet era, the requirements for talents are constantly improving, and all-round talents are the demand of this era. In the future, the delineation of job responsibilities will no longer be so clear and clear, but on the basis of the general framework of the position to add other feasible aspects, so that the ability requirements for talents will naturally be higher and stricter.
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