HRBP是这样失败的，其他BP呢？

Core Insights - Companies are increasingly reluctant to invest in HRBP roles, leading to a devaluation of their functions and a reduction in resources allocated to them [1] - The shift in attitude towards functional BPs, including HRBP, reflects a fundamental change where they are seen more as control mechanisms rather than enablers for frontline operations [1] Group 1: Reasons for HRBP Challenges - Reason 1: Many companies assign inexperienced personnel to HRBP roles instead of qualified talent, undermining the effectiveness of HRBP as strategic partners [2] - Reason 2: There is a misalignment in expectations where HRBPs are pressured to prioritize relationship-building over professional expertise, leading to a lack of respect from business units [3] - Reason 3: The absence of data-driven insights limits HRBPs' ability to provide valuable contributions, resulting in their relegation to administrative roles [4] Group 2: Consequences of HRBP Issues - HRBPs often resort to simplistic metrics like revenue per employee, which do not provide meaningful insights for decision-making [5] - The lack of professional depth in HR functions leads to superficial data collection, which fails to address core issues within the organization [6] - When HRBPs operate independently without a cohesive strategy, it can lead to fragmented HR practices and ineffective resource utilization [7]