Analysis on three steps of enterprise human resour

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An analysis of the three steps of enterprise human resource management informatization the combined application of information technology and management technology in human resource management can effectively help HR managers cope with changing and complex environments. At present, the main purposes for enterprises to introduce the human resource management information system are:

level 1: to improve the work efficiency of the HR department. Employee attendance processing, salary calculation processing, job transfer processing and information management take up a lot of time of HR managers. Manual operation is not only inefficient, but also prone to errors. Therefore, the primary solution of HRMS software is how to improve work efficiency

Level 2: standardize the business process of HR department. The design of recruitment, performance evaluation, training, employee career plan, resignation and other processes are all considered by HR managers. HRMS software completely covers and clearly divides the relevant work functions, and can reflect the optimized process in the software

Level 3: provide value-added services for enterprises and employees. From the perspective of development trend, HR managers will develop from administrative transaction processors to strategic partners of the enterprise. For the HR department, enterprise managers and employees are their customers. How to realize value-added for these customers is an important problem faced by the HR department. For example, how to plan human resources according to the enterprise strategy, how to select appropriate talents for the enterprise through reasonable recruitment technology and evaluation technology, how to improve organizational and personal performance through job analysis technology and corresponding performance evaluation system, and how enterprise leaders can easily understand the various conditions of employees are all things that the HR department should do

the first step is preparation before using HRMS. A professional consulting organization will analyze and diagnose the current situation of the human capital composition of the enterprise and its expected effect in advance (the enterprise has the ability to analyze and diagnose by itself). After prescribing the right medicine, it will be loaded into the system platform of the software supplier. At the same time, adjustment and corresponding training should be done well

step 2 choose HRMS solution when choosing HRMS, the enterprise can easily draw conclusions based on experience in terms of technical services, product prices and product popularity; However, it is difficult to grasp the performance features and secondary development functions of the product without proper standards. A good HRMS should be an efficient, multi-functional, easy to learn and easy to use solution. Users can judge its functions from the following characteristics when selecting a system that can produce more than 1 million products per year with only one production line:

(1) integrity and integration

* it fully covers all business functions of human resource management, and each business function is designed based on complete and standard business processes and a large number of supporting forms, It is an information management platform for users' daily work

* the input of employee data only needs to be done once, and other modules can be shared to reduce a large number of repeated input work

* it can be used as a complete system, or the modules can be split and used separately. If necessary, it can also be expanded and integrated

(2) ease of use

* the navigator interface is friendly and concise, which visually reflects the main work content of HR managers, And it can guide users to operate according to the optimized HR management process

· there is basically no pop-up dialog box. One interface can display all relevant information and operate all functions, with a high degree of information integration

(3) network functions and self-service

* support group enterprise users, and provide remote, multi-level and hierarchical data management functions

* daily management is not limited by physical location, It can be operated on any connected computer after the point gate sealing fast authentication

* it provides a web-based enterprise internal network application for non HR department personnel

* employees can view enterprise and personal information within their permission, register internal training courses, submit leave/leave applications, change personal data, and communicate electronically with the HR department

* it allows line managers to view the personnel information of subordinate employees within their authorization, Examine and approve employees' applications for training, leave, vacation, etc., and evaluate employees' performance

· the general manager can view various important information related to human resources such as the company's human resource allocation and cost changes, salary balance sheet, organizational performance/employee performance

(4) openness

* provides a powerful data interface, It can easily import and export various data and seamlessly connect with external systems

* it is convenient to import various office documents and store them in the database, which is standardized and safe

· it also supports all mainstream relational database management systems and various types of document processing systems

(5) flexibility

* it can carry out customized function transformation and change the display of interface data items according to user needs

· powerful query function, It can flexibly set any condition for combined query

· it supports real-time dynamic switching between Chinese and English (or other languages)

(6) the automatic mail function of the intelligent

* system can directly send information to relevant personnel in batches through e-mail, greatly reducing the administrative work intensity of the management personnel

· the system has set a reminder function for users to operate regularly, making HR managers become passive to active, Effectively improve employees' satisfaction with the work of the HR department

(7) powerful report/graphic output function

· provide powerful report making and management tools, users can directly design various required reports

· provide flexible report generator, which can quickly complete the design of various conditional reports, and can make design changes at any time

· reports can be output to printers Excel spreadsheets and ASCII text files (such as files submitted to the bank)

· provide perfect graphic statistical analysis function, and the output statistical graphics can be directly imported into MSOffice documents to quickly form HR work reports

(8) system security

* key data for encrypted storage, Even the system administrator cannot directly read the data

* set the user's different levels of operation permissions on different modules of the system

· establish log files to track and record the details of each user's operation on the system

* establish a regular data backup mechanism and provide data disaster recovery functions. Step 3 how to implement HRMS enterprises should first make an objective and full assessment of themselves before implementing HRMS, Then determine the scope and boundary of the HRMS to be implemented. On the other hand, we should proceed from our own actual situation, not blindly seek perfection, and try our best to tailor our clothes. Enterprises can only find appropriate solutions by positioning themselves accurately

after understanding your own needs, you should choose a suitable solution supplier. It should be noted that the implementation process of HRMS solution is by no means a simple product purchase and sale process, and should be regarded as a complete project. The implementation process of the project will be divided into three stages: the experimental speed can reach 0.001mm/min ⑴ 000mm/min:

the stage of demand analysis and process design in cooperation with suppliers before implementation: this stage often occupies more than half of the whole project implementation cycle. For HR managers, it is a rare process to sort out and improve the HR management and operation system, which is conducive to the standardization and systematization of previous discrete work. For the supplier, sorting out the customer's needs in advance also plays a decisive role in the smooth implementation of the whole project. Therefore, both users and suppliers should take the work at this stage seriously, and should not be eager to see the effect of system operation immediately

system implementation and customized transformation stage: after the completion of the demand analysis and design stage, the supplier will carry out customized transformation of the system according to the special needs of the user. During this period, the user should maintain frequent communication with the supplier to avoid the distortion of the user's needs in the customization process. After the supplier completes the development of all functions, what it submits to the user is only a system framework, which cannot be run immediately. The user also needs the help of the supplier for system initialization and data conversion, so that the enterprise basic data and employee basic data can be migrated to the system in the shortest possible time. In addition, before the formal operation of the system, the enterprise shall receive the supplier's relevant skills training on the use of the system

system application training stage: during the implementation process, the enterprise shall put forward requirements for improvement and addition of corresponding modules to the software supplier according to the specific characteristics of its own business. The software supplier shall actively follow up the work of secondary development to ensure that it can meet the changing management requirements of the enterprise. (end)


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