HRBP模式能否提升HR从业者的竞争力

被引：12

作者：

毛宇飞

机构：

[1] 首都经济贸易大学劳动经济学院

来源：

经济管理 | 2019年 / 41卷 / 11期

关键词：

HRBP模式; 职业竞争力; 人力资本; HR从业者;

D O I：

10.19616/j.cnki.bmj.2019.11.007

中图分类号：

F272.92 [人事管理];

学科分类号：

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。

引用

页码：109 / 125

页数：17

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