大连理工大学专业学位硕士学位论文
摘
要
在 VUCA时代，随着大数据、物联网、人工智能等技术的飞速发展，无论是市场
环境还是客户需求都发生了巨大的变化。为维持长久发展，企业不得不进行战略转型和
组织变革，这同时也对人力资源管理工作提出了前所未有的挑战。人力资源管理如何才
能预判未来、引领业务前行，如何能够成为企业发展不可或缺的战略伙伴，这是广大人
力资源从业者必须要面对的课题。
本文以国内大型计算机软件企业 D集团为研究对象，在国内外人力资源三支柱模式
相关理论的指导下，系统梳理了该企业人力资源三支柱模式的应用状况，包括应用人力
资源三支柱模式的发展背景、各角色的组织构成、各角色的定位和职责、胜任力模型及
应用成效等内容。通过文献研究、问卷调查、访谈等方法识别出企业在应用该模式中存
在三大类问题，分别是 HRCOE设计的方案或制度难以匹配业务的需求，HRBP局限于
事务性工作、无法聚焦业务发展和共享服务信息智能化程度不足。针对这三类实际问题，
从组织设计层面、胜任力层面和制度层面对问题的成因进行了深入地分析和总结。
基于企业战略发展需要及识别出的问题，本文阐明了改进的必要性及原则，设计了
改进的关键步骤，并根据问题的成因提出了相应的改进对策。改进对策主要包含了明确
人力资源三支柱模式各角色的定位和职责划分，设计与之相匹配的胜任力模型和任职评
估制度，通过梳理并精简人力资源管理流程、加强内审制度来助力共享服务的信息智能
化建设等方面。与此同时，为了确保改进对策可以顺利落地执行，制定了一系列的组织
保障和机制保障措施。本文研究的内容一方面为研究对象提供了解决实际问题的方案，
另一方面也能够进一步充实人力资源三支柱模式的企业应用案例，具有一定的实践指导
意义。
关键词：人力资源三支柱模式；角色定位；胜任力
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D集团人力资源三支柱模式改进研究
Research on the Improvement of the Three-Pillar Model of Human
Resources in Group D
Abstract
In the era of VUCA, both the market environment and customer needs have undergone
tremendous changes with the rapid development of big data, Internet of things, artificial
intelligence and other technologies. In order to maintain long-term development, many
enterprises have to carry out strategic transformation and organizational reform. In the
meanwhile, it’s also an unprecedented challenge to human resource management. How human
resource management can predict the future, lead the business forward and become an
indispensable strategic partner of the enterprise, which is the subject that the majority of human
resource practitioners must face.
This thesis takes Group D, a large domestic computer software enterprise as the research
object and systematically sorts out the current application status of the Three-Pillar Model of
human resources in this enterprise by the guidance of relevant theories of the Three-Pillar
Model of human resources. It includes the development background of the application of the
Three-Pillar Model of human resources, the organizational structure of each role, the
positioning and responsibility of each role, the competency model and the application effects.
This thesis mainly adapts literature research, questionnaire survey and interview method. It
identifies three kinds of problems in the application of this mode. The first one is that the
solutions are difficult to match the business requirements, which designed by HRCOE. The
limitation of HRBP to repetitive work is the second problem. Insufficient intelligence of shared
service information is third one. For these three types of practical problems, the causes of the
problems are analyzed and summarized from the organizational level, the competence level and
the system level.
Based on the needs of enterprise strategic development and identified problems, this thesis
expounds the necessity and principles of improvement, designs the key steps of improvement,
and puts forward corresponding improvement countermeasures according to the causes of the
problems. The main improvement countermeasures proposed in this thesis are to clarify the
division of responsibilities among roles in the Three-Pillar Model of human resources and to
design a matching competency model. By combing and streamlining the human resource
management process and strengthen the internal audit system, the information systems of
HRSSC will become intelligent. At the same time, a series of mechanisms and measures have
been developed to ensure that the implementation of the improvement measures can be carried
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大连理工大学专业学位硕士学位论文
out smoothly. On the one hand, this thesis provides solutions to practical problems for the
research object, and on the other hand, it can further enrich the enterprise application cases of
the Three-Pillar Model of human resources, which has a certain practical guiding significance.
Key Words：Three-Pillar Model of Human Resources; Role Definition; Competency
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