Effective Establishment Of Electronic Human Resource Management System

Throughout the market, the human resources system is creating a new competitive boom.

Among the manufacturers, SAP and Peoplesoft are the most famous foreign companies, and there are domestic enterprise resource planning manufacturers represented by Kingdee. They focus on the development of human resources system as part of the overall informatization of enterprises, as well as Beijing Jin Yikang, Lang Xin software, and Shuwang Wang, which specialize in human resource management, and so on.

It can be said that each manufacturer has different emphasis on product strategy and market positioning. How to choose an effective electronic human resource system must follow the different needs and plans of the enterprise.

Generally speaking, foreign manufacturers SAP and Peoplesoft are more applicable.

Human resources management; domestic manufacturers such as Jin Yikang have a high degree of standardization in personnel information management in China; and Kingdee's K/3 human resources system has an advantage in overall planning, integration with other application systems, humanized design, and.Net development.

There are many differences between software vendors.

A major trend: supporting the overall solution

Now there are suppliers in the domestic market who specializes in developing the human resources system, and there are also professional management software vendors providing the overall solution. The human resources system is only part of its overall solution.

Industry analysts believe that the supplier of the overall solution will get greater development.

This is because it already has a vast customer resource and provides continuous service and integrated consultation for customers through continuously enriching their product lines.

As a whole, suppliers can combine the successful implementation of the financial, logistics and manufacturing systems as far as possible, and build a new application subsystem on the original technology framework, thereby eliminating the information island and avoiding the management internal friction and duplication caused by headache and pain.

And so on.

For example, the famous computer soft disk manufacturer, Ted Fuyuan Technology, launched the K/3 human resources system on the basis of the successful application of K/3ERP last year, and realized the "three dimensional information management platform for human, financial and material". It is efficient and smooth. It not only protects the existing investment of enterprises, but also enriches the connotation of enterprise resource planning.

Some professional human resources software will also have data interfaces, but after all, it is not the same product line. If we use other systems in the future, we will inevitably be caught in a dilemma.

A professional enterprise software provider that provides a comprehensive solution is consistent with the development standards of its software systems. The expansion of the system is a piece of cake.

The two mistake is to pursue advanced nature blindly.

Old ideas

As for domestic manufacturers or foreign manufacturers, objectively speaking, their products are self-evident in terms of advancement, such as SAP and Peoplesoft, but if our own human resource management level can not go up to a higher level, we will only make a mistake in pursuing the advanced nature of the system.

Although some products are highly standardized in China's personnel information management, their products are centered on traditional "personnel management", and can not meet the needs of the system's "human resource management", nor have they considered that the role of human resources management departments in organizations has been promoted to an important management partner status through the previous pactional departments.

Obviously, such products are hard to adapt to today's business environment.

The three foundation is the importance of decision makers, the basic management of human resources, and the determination of digitalized objects.

In order to establish an effective electronic human resource system, enterprises must have the foundation and conditions for establishing the system.

First of all, enterprise decision-makers should attach great importance to the work of human resource management.

Take Kingdee as an example, President Xu Shaochun himself is the biggest promoter of human resources work.

He put forward the management mode of combining passion management with digitalization, and worked with international famous management consultants such as ho Yi and Han Wei to enhance the competitiveness of enterprise management.

This largely ensures the successful realization of electronic human resources in Kingdee.

Second, with the support of decision makers, enterprises need to do some basic management work in a down-to-earth manner.

At present, the human resources management in China has not yet formed a theoretical system that is really combined with the current management situation of domestic enterprises. Nowadays, in the human market, which is not yet mature and orderly, it is quite necessary for enterprises to do some scientific basic management work.

In Kingdee, it is the beginning of working out a human resource strategy with consultants.

The first step is to straighten out the thinking of senior management and then achieve organizational management structure by layer.

Every employee in Kingdee's human resource system can automatically determine his own authority and scope in his system through his post, and get relevant resources. The human resources affairs and training system in the system can also be well solved and established.

It can be seen that the basic work of human resources is a foundation for the realization of electronic human resources, and the foundation is not solid enough to build up the whole electronic building.

Third, enterprises need to explore their own problems according to their actual conditions, and identify which problems can be solved through digitalization solutions, and which problems need to be solved through management methods.

The realization of electronic human resources needs two conditions: first, the level of human resources management of enterprises themselves, and the two is the degree of realization of enterprise informatization means.

And the level of human resource management in both of them is more important to most enterprises in China today. Only when management level has a high degree of information technology can it really integrate with it, thus entering the stage of improving enterprise performance through information technology.

Information management is not a panacea.

Zero lag in management has always been the ideal state pursued by managers.

Digital means are the most effective auxiliary means to reduce the lag of management.

With the development of management information level, information system can play an increasingly important role in enterprises.

As a result, some managers expect too much information on enterprise information, and it will be mistaken for a set of advanced human resources information systems, and all management problems can be solved.

In fact, the reason why management software is valuable is that it can combine excellent management ideas and methods with digitalized information systems and the actual situation of enterprises, so as to enhance the management level of enterprises. However, it is only an auxiliary tool for management, and its effectiveness can not be separated from the management level of enterprises.