人效管理，是人力资源部门的事吗？

Core Insights - The report indicates that 57% of companies assign the human resources department as the main responsible entity for human efficiency management, an increase from 45.2% two years ago [1] - Despite this, HR departments feel limited in their effectiveness in implementing human efficiency management, often facing dissatisfaction from business units due to challenging efficiency targets [1][2] Group 1: Information Management - Effective management relies on having sufficient information for decision-making, which is crucial for human efficiency management across various business functions [3] - HR must understand business strategies and operational details to set appropriate human efficiency standards that create competitive advantages [4][5] Group 2: Power Dynamics - HR departments do not possess the necessary authority to manage human resources effectively, as personnel decisions are ultimately made by top management [6][7] - The budgeting process for human resources is often dictated by financial and executive decisions, limiting HR's ability to make impactful changes [7][8] Group 3: HR's Willingness and Environment - The majority of HR professionals tend to focus on immediate returns rather than long-term strategic goals, which affects their engagement in human efficiency management [10][11] - A lack of support and a culture that discourages innovation can lead to HR professionals being overwhelmed and disengaged from meaningful human efficiency initiatives [11][12] Group 4: Responsibility for Human Efficiency - While 57% of companies assign HR to manage human efficiency, only 43% view HR as a value-creating department, indicating a disconnect in expectations [12][14] - Human efficiency management should be a strategic priority led by top management, with HR playing a supportive role rather than the sole responsibility [16][17]