The HR Three Pillar Model is a three-pillar model proposed by Dévi-Yurich in 1997, i.e., COE (Center of Expertise), HRBP (Human Resource Business Partner), and SSC (Service Center for **** Enjoyment).

The HR system supported by the three pillars originates from the company's strategy and serves the company's business, and its core concept is to allow HR to better create value for the organization through the reengineering of organizational capabilities.

1. COE refers to the Center of Expertise, which is mainly HR consultants and senior HR managers. Policy Center, is the brain of the entire three-pillar system, need to have a richer experience in consulting project docking.

2.? HRBP refers to the human resources business partners, in the process of promoting the implementation of business strategy landing, improve employee contribution, playing the role of political commissar, is the three pillars inside the "special forces". Requirements not only to understand the business, but also to be familiar with the knowledge and tools of the various sections of HR. Can be said to be a high emotional intelligence composite talents, to master the perception, diagnosis and promote the three axes.

3.? SSC refers to the *** enjoyment service center, is HR configuration of combat resources in the background. Its responsibility is to centralize all administrative transactional work related to human resources in each business unit and establish a service center with a view to achieving the effect of 1+1＞2.

As for whether an enterprise chooses to build an SSC, it is related to the size of the enterprise and the nature of the industry. According to a survey conducted by WisdomHub in 2016, the per capita service ratio (the ratio of the number of employees to the total number of people served) of SSC is 1:200 in the middle of the market (note: it is about the same as the ratio of counselor students in colleges and universities), and the more people served, the higher the per capita service ratio is, which leads to a certain degree of economies of scale.

Expanded information:

The advantages of the three pillars of HR:

1- The three pillars of HR concepts carry the "big business platform + small company spirit". +Small Company Spirit" self-organization development trend.

The development of technology has provided a powerful platform for interconnected and flexible small teams, and companies can form teams on a project basis based on business development and customer needs, and authorize the teams to complete the corresponding tasks. Although the platform model has existed for a long time, the arrival of the Internet era has provided a huge impetus for the rise of this model.

2-?The three pillars of HR pry the trend of big data human resource management.

The arrival of the big data era has made it possible for human resource management to be based on data and speak with data. Human capital value measurement management has become an effective way to improve the effectiveness of human resources management. The interconnection between people and organizations, people and people has accumulated a large amount of data, which can provide more scientific and effective basis for procedural and non-procedural decisions in human resource management, which can be more customized and personalized to serve the employees and help managers make decisions, and provide kinetic energy for the organization to win the war of talent attack and defense.

3- The mixed sequence management of HR three pillars promotes the creation of gray-scale leadership in the era of qualitative change

The HR three-pillar model of Chinese enterprises is a housing structure, and the ultimate mission of realizing the value of the customer serves as the roof of the house, which embodies the great responsibility and role of the three pillars of HR in the process of creating value in the enterprise to protect and escort it