Nako said: "You have 620 morale points, you can buy a human resources tool called a shared service center, but that means you only have 20 points left, and you can hardly do anything, are you willing to do that?" ”

"This is my layout, and I believe that the investment of 600 points will pay off. Pen ~ Fun ~ Pavilion www.biquge.info" Yan Wenlong said, walked to the shelf, and clicked on one of the boxes.

Yan Wenlong came back to his senses, looked at the startled Guo Xuejun in front of him, and said, "It's okay, Mr. Guo, I was thinking about something just now, and I came up with a mind." ”

At this time, the meals were served one after another, Yan Wenlong beckoned Guo Xuejun to eat, and the two of them devoured a meal, and ate the delicious food on the table in about five minutes.

Yan Wenlong put down his chopsticks, took a sip of tea, smiled, and said, "Mr. Guo, this matter is actually not that complicated, I have a plan, you can take a look." ”

"The approach I'm offering is to set up a shared service center that will streamline overlapping positions, save costs, and free up people in your department to have more time to develop HR policies related to strategic development. I wonder if you're interested in listening to it? ”

"Oh, the shared service center?" Guo Xuejun was very interested and said, "Keep talking, how do you play?" ”

Yan Wenlong began to elaborate in detail. The shared service center consists of three parts: the human resources service center, the human resources business cooperation unit and the human resources expert function.

The service center is the operational layer that provides services directly to the customer. It mainly uses interactive voice system and Internet technology to answer customer inquiries through online knowledge database and human resource management database, such as policy inquiries and wage inquiries.

Because this layer does not require high professional knowledge of employees, but employees need to have a high sense of service, some employees with lower labor costs can be allocated to work through training.

The business cooperation unit is the tactical layer of the sharing center. It provides tailor-made, hands-on HR tactical guidance to the business by going deep into the business unit and analyzing specific issues.

The staff at this level may not be as proficient in business as the employees and managers of the business department, and not as proficient in the personnel function as the expert function, but they can match the HR function with the business needs, provide personalized human capital services to the business department, and develop talent attraction, retention, and incentive plans that are in line with the department.

The expert function is the strategic layer of the shared center. It formulates an overall human resource management policy for the company according to the company's overall strategic objectives. It is composed of a group of personnel experts with professional knowledge to help the company implement strategic goals and create corporate culture services.

Its presence has changed the subordinate status of the HR department, making it a strategic partner of the company.

"The three functions no longer provide modular services for the region, but cooperate with each other to provide various types of human resource services in response to the different needs of different groups of people."

"The advantage of this model is that HR professionals like you can take a break from general administrative matters and focus more on strategic HR policies," Yan said. ”

When Guo Xuejun heard this, he fell into deep thought. The expression on his face was sometimes excited, sometimes worried, and uncertain. A pair of chopsticks were held in the air and never put down.

After about five minutes, Guo Xuejun nodded vigorously, showing joy: "Thank you, Wenlong!" It's a great solution! ”

Guo Xuejun said excitedly: "It is indeed much better to use this three-tier sharing model to distinguish the HR needs of different customers, provide targeted and differentiated services, and perform their own duties." ”

"For grass-roots employees, the entry procedures, labor contracts, social security, provident fund, household certificates, archives and other personnel business processing, the work is relatively simple, you can put more employees, after training, only do these few things. The service speed is naturally much faster, and the number of people served will increase significantly, and the effect will be good. ”

"And there is an online or offline platform similar to the service hall, which can accept customer inquiries and handle at any time, and the satisfaction will be greatly improved. Our company's information system is relatively mature, and we have an online platform to put more than 10 young people who have just graduated, which is enough to handle the routine affairs of 5,000 people. ”

"The freed up establishment allows HR professionals in each module to communicate with various departments and provide specific job design, training, performance management and other services, and all departments will be very satisfied. I myself and the vice president can revolve around the boss and provide professional advice on salary, establishment, senior talent training, leadership, quality model, etc., to serve his expansion strategy. ”

Yan Wenlong nodded: "Mr. Guo is worthy of being an industry expert, and he quickly understood the content of this plan. ”

"Your plan is very innovative, completely breaking the traditional HR division of labor model, which is eye-catching. Although this plan involves a lot of adjustments, I believe I can convince my boss to push forward with this shared service center model. ”

"I believe this model is leading in the industry and is unique in the country. Wow! Excellent! You opened the door to a new world for me! Guo Xuejun said, his hands on the table, trembling constantly.

Looking at Guo Xuejun's excited appearance, Yan Wenlong just smiled. The other party's reaction was unexpected, this business solution has not been used on this planet, but it has long been used and proven effective on the planet of Rebels.

He is very confident that this shared service center model can solve Guo Xuejun's troubles.

Guo Xuejun raised his teacup: "I will replace wine with tea, toast you." Thank you, Wenlong. He took a sip of tea and continued: "You guy is indeed a genius, your brain is too smart, I can't think of such a plan as an industry insider." ”

"That's Mr. Guo, you are in this mountain, and your thinking is restricted." Yan Wenlong smiled.

Guo Xuejun lowered his voice and said: "Actually, you shouldn't go, Liu Han is finished anyway, you will have a good future in the company." Although Mr. Zhang is in a high position, you have the protection of your boss, and he doesn't dare to do anything to you. ”

"When you go, including me, Mr. Wang, and many people in many departments feel very sorry. When the boss found out later, he was also very angry and very dissatisfied with Mr. Zhang, and I think a conflict will break out between them sooner or later. You used your resignation to give Mr. Zhang a set. ”

Yan Wenlong waved his hand, took a bite of the dish, and his expression was relaxed: "Don't talk about this, it's already a fact anyway." Mr. Guo is still satisfied with this plan, right? ”

"Satisfied! Of course yes! Guo Xuejun responded excitedly, his eyes flashing.

"If this shared service center is really made, not to mention anything else, just by doing a good job of these front-end personnel services, my customer satisfaction will be greatly improved. The Human Resources Department will hopefully win this year's outstanding department. ”

"When I put more systems, service management and service modules in, I will have the opportunity to implement the second and third layers of services, and at that time, we will be able to become the industry benchmark for human resource management across the company. When I think about it, I get excited. ”

Yan Wenlong knew that the gift package he threw out had taken effect, and he was not in a hurry to answer, first, he didn't want to interrupt Guo Xuejun's vision, and second, it was not the best time yet.

"If I can make industry-benchmarking innovations and make the boss have a face, I will have a greater chance to move up. This is the best opportunity to do so. Wenlong, your plan really makes me die in spring! Guo Xuejun said with emotion.

He cleaned up and was quiet for five seconds. Then he smiled and said to Yan Wenlong: "Don't look for any more jobs, you come back and work in my department." With your ability, I can make you a supervisor directly, and then I will promote you to a manager, and if I am promoted, the position of general manager of the human resources department will also be yours. ”

Yan Wenlong laughed: "I understand Mr. Guo's kindness, and I can see that you really want me to go back." However, I've decided to go outside, and I can only say I'm sorry for your kindness. ”

Guo Xuejun looked disappointed, and he quickly understood that Yan Wenlong really wouldn't come back.

He squeezed out a smile: "It's okay, I respect your choice." I'll pay for today's meal, and I'll ask you. You've done me a great favor, and I really don't know how to express my gratitude. ”

Without waiting for Guo Xuejun to pay, Yan Wenlong had already rushed to hand over the bill and cash to the waiter.

He stopped Guo Xuejun: "Mr. Guo, I am familiar here, I invite you." He looked at Guo Xuejun's anxious appearance, and smiled indifferently: "Actually, I have a favor, but I really need Mr. Guo's help." ”

"There is no such thing as a free lunch. I gained a lot from this meal, and the price must have been very high. Guo Xuejun sat down and said, "You say, as long as I can help, there is no ambiguity." ”

Yan Wenlong didn't respond positively, he said: "Mr. Guo's mailbox is still the same as before, I'll send you an email back and send you some information." ”

"These materials will detail how to build such a shared service center, including how to set up a regional platform, how to separate and integrate repetitive and simple transactional work, how to set up a reporting relationship and assessment system, how to subdivide the operational level into front-end and back-end, how to manage and monitor customer satisfaction and achieve a closed loop, etc."

"There are also some operational points, such as service awareness and publicity methods, the increase in radiation scope and functions, the support and matching of information systems, and the unified scheduling and management of resources under centralized design, which are important problems you will encounter in the process of promotion in the future."

"This information is like the 90 percent of the iceberg that is potentially underwater, and it is more important than the three-story platform that is out of the water."

"With these materials, I believe that combined with Mr. Guo's wisdom, he will be able to quickly comprehend and penetrate all aspects, and become an expert in this field."

Yan Wenlong leaned back in the chair, clasped his hands behind his head, and smiled: "At that time, Mr. Guo will not only be an expert, but also a pioneer and figure in this field, and your influence will accumulate and soar in the industry." ”