| 摘要: | 人力資源事業夥伴角色職位自2000年起始於推動在台灣實務界當中，職務性質乃界於人力資源總部單位與事業單位之間的中間人或跨疆界角色，主要功能在於提供事業單位全方位的人力資源專業服務。Ulrich(1997)對於派駐於單位或部門的人力資源專業者(即本研究所指之人力資源事業夥伴)該職位角色，認為應擔任起策略夥伴的責任，而職位比以往人資人員執行更複雜之任務，扮演更多元之角色。 本研究方法論以質性研究之個案研究為主，藉由文獻探討與行為事例訪談，分析出人力資源事業夥伴的角色內涵與角色職能。共訪談十家已導入人資事業夥伴制度之知名企業。 本研究先將台灣的人力資源事業夥伴所處疆界與工作對象為分軸，共分類為六大角色，其角色任務如下：人資幕僚長，連結企業策略規劃組織與人員戰力並提供人力資源全功能專業服務；員工典範，建立良好的組織環境、提升員工投入；內部顧問，與人資單位協同建立完善的人資專業體系、共享人資知識經驗以提升專業能力；產業分析師，深入瞭解產業環境與專業知識、提出切合產業脈動下的人資策略；行銷專家，具有顧客導向的客製化能力、銷售人資專業與產品；前線偵察及資訊整合者，偵測組織對於人資服務的客情與期待，並回饋至人資單位。 本研究再從角色任務進一步分析其角色職能，歸納分析出人力資源事業夥伴所需擁有的三大職能類別：專業知識技能，包含策略性人力資源管理專業職能、功能性人力資源專業能力、勞動法令知識、產業知識與敏感度、引領/促進變革等職能；人際導向技能，包含顧客服務導向、人際關係與溝通技巧、彈性、影響他人能力、團隊合作、同理與關懷等職能。個人工作技能，問題分析與解決能力、整合能力、主動學習能力、執行力、緊急應變能力、銷售技巧等職能。後兩類的職能類別皆是跟以往傳統人力資源人員角色較為不同之處。 HR Business Partner is a new position in Taiwanese HR practice area from 2000. The main characteristic of this role is its cross-boundary and full-function service between HR and Business unit. Dave Ulrich (1997) had exposed human resource professionals working at serviced department (HR Business Partner) should account for being strategic partner. HR Business Partner need to execute more complicated tasks and perform diversely roles at the same time. Qualitative research method is adopted for case study, gathering data through behavioral-event-interviewing ten enterprises and literature reviewing. There are six role types of HR Business Partner, and the findings are as follows: HR business partner plays the HR staff chief to offer full-function service for BU head and links business strategy to HR practice; HR Business Partner plays employees paragon to build a friendly environment for the organization and drive the employee engagement; HR Business Partner plays Inner HR Consultant to share the information from BU with all of HR professionals, eventually helping to make the profession progress; In order to offer accurate HR strategy for meeting industrial context, HR Business Partner have to play industry analyst to realize industrial knowledge; In order to promote HR project to be identified by BU head and employees, HR Business Partner plays marketing expert to design the products fulfilling customers’ demands; HR Business Partner also plays front-line information detector and integrator to realize the real expectation from BU and feedback to HR. In order to execute complicated tasks, HR Business Partner must to possess three domains of competencies. 1. Professional knowledge competency, including strategic human resource expertise, functional human resource expertise, labor-law expertise, sensitivity for industrial development and leading change; 2. Interpersonal skill competency, including customer-service orientation, communication, flexibility, influencing others, team work and empathy; 3. Personal skill competency, problem analysis and solving, integration, proactive learning, execution, deal with emergency, marketing and sales skill. |
