"Human resources" and "human capital" are two different concepts, because not all of the "resources" can be called the "capital", "capital" refers to those who can bring value-added business "resources." And human resource management information that the objective is to pass information means and tap the value of human resources as possible to gain an advantage for the human capital, and provide the 浠峰?. Therefore, human resource management system solution should be in line with the program's choice of such a purpose, with the user's own specific circumstances, be realistic, pragmatic, and must not fall into a variety of "concept trap", Cheng Wei only the pursuit of fashionable concepts and advanced technology, "Zhuixingyizu." To do this need to do is for manufacturers of products, the technology has a comprehensive and accurate understanding and grasp.
Not to play into the concept of trap
dHR (digITal HR), cHR (computerized HR), eHR ... ... the confusing terms on the emerging human resources management, how many users face these complex concepts Tennis? human resource management system is in the early stage of development stage, the diversity of products and solve the program does allow selection of work has become very complex, but in the presence Yi Xie these concepts, while similar differences to some extent also Miaoshu the different types of human resource management 绯荤粺, but they can not Zhen Zheng Bing implementation of various human resources management system and reasonable classification. In order to better selection, the user must first understand what the current market has several types of human resource management system, which is a prerequisite for the correct selection, which can be interpreted as selection of human resources management system " ; to know ourselves "strategy" prophet "part.
According to Hung, Ms. Mei, usually on the classification of human resources management system in accordance with the extent and scope of application to division, generally there are four levels: among the most extensive range of applications, but also a basis of comparison of a class of systems is to staff all relevant data in the form of electronic documents recorded by the computer to replace the previous manual operation of the routine, repetitive work, which is one in which all other human resources management system is based, can be called "data files system "; On that basis, a higher level of application can be called" basic human resource system ", such a system has already covered the subject of human resources management work, such as recruitment, training, salary calculation and so on, but it is only the human resources management in the part of the computer to enhance and replace it, far from management; The third level is the so-called complete "human resource management system", the class system of human resource management has been able to work and process all the logical system established between the association, its "people" as the center around the "people" among all the related work will establish a logical order and the correlation between before and after; fourth level is the so-called "strategic human resource management system." Strategic human resource management system should not only human resources departments manage all work together, and will expand the scope of human resources to the full application of the entire enterprise; as human resources management is the work of all managers, only the organization common to assume various roles corresponding responsibilities, mutual coordination and mutual synergy can really build up the core of the organizational ability and the resources can be converted to human capital in this direction.
Selection should be within our capabilities
The face of the human resources management in four different levels of enterprise application selection should start from the level which is not necessarily the most basic data from the file system to start, step by step to achieve the highest level it? Obviously not the case . But whatever the preferred level of human resource management system, must start from the basics. To this end, enterprises need to have a clear understanding of their own, is called "confidante." Enterprises must first assess your current human resources management in a kind of level, for example, not all of the various processes, the functions of human resources and the most basic structure is not there, and now the internal staff How satisfied are the annual labor costs in the proportion of the total cost of what, in comparison with the industry average is what kind of a level, the key posts and staff turnover in comparison with what the same industry, in which The industry in China's market environment is a large technology-intensive or labor-intensive, if it is technology-intensive enterprise, so ease of personnel access to what. This series of questions, before selection of enterprises must have a clear answer. Here, Kingdee HR product marketing manager gives the following recommendations:
Enterprises to achieve the human resources into human capital, the choice of when human resources management system must be "a grand vision, and proceeding." That truly support the enterprise to choose long-term development, based on strategic human Ziyuanguanli system, but can be a phased, step by step, the introduction and implementation The level Di. Why? As human resources management system is different from other systems, it not only will play a supporting HR work, improve work efficiency of the role, more importantly, it help enterprises Suzaozhichi Zhanlue human capital to achieve competitive? But also it is very important: it management systems and other business enterprises well-integrated it? such as the financial system, as human resources management system of calculation and payment of salaries and benefits ultimately be reflected in the financial system.
In addition, the introduction of human resource management systems and use will also be a subtle influence and change the concept of enterprise for all employees. Just imagine, continued development, so you find the current system can not meet the actual needs of enterprises, the original provider can also continue to provide the solution? System around the concept of the same? To smooth upgrade? So. If the answer is no, then the company's troubles will follow: re-selection system requires a lot of economic investment and time investment put aside, even more important for enterprises of all employees have formed habits of work you can easily change? has long formed the enterprise culture you can easily change? as the success of Microsoft's WINDOWS system, we have got used to it too, that they can not switch to other operating systems.
So choose the importance of human resource management system, improper selection not only help to improve the efficiency of human resources, and could not help from transactional HR work to rise to the strategic level; more serious is that it the rapid development of enterprise in the future and growth of planted hidden. As the saying goes: vision strategic decision, strategic decision to the future!
Selection emphasis Five factors
Currently, human resources management market is still a bit confusing, product size, shape complexity and diversity, product prices from a few hundred thousand dollars, a few million to several thousand dollars, or even for free download. Hong Mei is a female, according to analysis of the main reasons for this phenomenon are: the market there is no absolute leader, nor is there a better industry standards, thus creating a large number of companies flocking, and product variety, good and bad to bring a lot of inconvenience to the user selection.
Therefore, product selection on five factors related to expert advice from the start: First of all, look at the software development companies have been successful cases, which include not only the case of human resource management, but also other cases, if the company never had the large-scale software system development experience, we can hardly believe it as a starting point based on this successful development of a large human resources management system; Second, look at software vendors already have a user group structure, for example, is mainly manufacturing enterprises or a small trading company mainly or solely for the purpose institution services; then look at the history of software vendors, focus on its business income in recent years, the market share situation, but also look to workers the composition of teams, such as software development engineers, implementation engineers, sales engineers, what percentage of each, because each of the different manufacturers in the staff structure will have a very different ratio from the difference between this structure can be seen manufacturers focus in the end is there, in the end it is a short-term sales to do business, or do long-term development of enterprises; then, look at the compatibility of products, including its use of the platforms, development languages, development tools, if This product is non-mainstream technology, the customer in the future maintenance costs and integration costs with other systems will be high; Finally, the user should no longer based on their current economic situation, select the appropriate financial products affordable.
Moderate grasp the advanced technology
The development of advanced technology applications to provide users with better services, such as the promotion and application of Web technology to enable enterprises to off-site processing operations can be easily realized by providing business users the implementation, maintenance costs can be substantially reduced, but also can make application range be greatly expanded, to face full, more participative management. But, as Xu Shaochun president, said in an interview, as any new technology there is a maturing process, the user selection can not pursue technological advancement, the best technology is not necessarily the best option.
Similarly, Ms. Mei Hung grasp of how advanced technology has made two proposals. First, the technology's versatility. For some advanced solutions in terms of know how these technologies are very few engineers, the treatment is extremely high and they are mostly young people, mobility is very large, users need to consider the brain drain problem.
Ms. Mei Hung, said: "Through the experience of previous ERP implementation on the system lines are for three years, we will certainly pay a return visit these users will normally find the beginning of this project team has at least half of them left. The brain drain on the company's losses are huge, whether it is system maintenance, security, and knowledge of the precipitation has a significant impact. Especially for human resource management systems, human resource management because most practitioners do not IT background, so should consider this issue, be sure to select General. "The technology of choice, Ms. Hong Mei, there is another suggestion that the inspection technology platform stability. As human resources data systems and financial systems as the data is never lost.
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