信息技術(shù)在人力資源管理中的應(yīng)用

1、信息技術(shù)在人力資源管理中的應(yīng)用( Application of information technology in human resource management )As human beings are moving towards a new era of knowledge economy, the pace of economic globalization is becoming faster and faster. With the China to join the WTO China economy will inevitably have to face the chal

2、lenges of economic globalization, a direct manifestation of this challenge, as is the market competition between the subject of national economy, enterprises will be fiercer than ever before. Participation in competition will include state-owned, private, foreign, joint ventures, foreign enterprises

3、 and other forms of enterprise, and competition will also be in the domestic and international two major markets simultaneously.An important characteristic of the knowledge economy is that the focus of the market competition will be from the competition of materialized resources such as funds and pr

4、oducts to the competition of intellectual resources (talents). Because talents are the carrier of advanced science and technology and advanced culture, they represent advanced productive forces.The combination of knowledge economy and economic globalization, makes the competition of talents violentl

5、y. Many enterprises have begun to realize that all aspects of business processes, such as product design, production,salesand service, all cannot do without the participation of the people, any part of a problem, often to people's problems. The quality and morale of employees have become the fou

6、ndation of enterprise survival and development. Good human resources management and development will help enterprises to create a talent development environment and enhance theircompetitiveness. In this sense, the effectiveness of human resources in an enterprise is a strategic factor to promote the

7、 development of an enterprise.1, the development trend of human resources managementFrom 1950s to now, human resource management has gone through three stages of development:Stage 1: personnel managementAt this stage, personnel managementis more concerned about the management of things, and do not p

8、ay attention to employee performance, employees in the enterprise is not regarded as resources to be developed, but simply in the form of personnel files exist.The second stage: Human Resource ManagementAt this stage, the special human resources department in the enterprise, to other departments as

9、the HR department to provide customers such as recruitment, training, evaluation and other human resources services, and began to focus on individual performance management,is the enterprise strategic planning executor. However, in the process of the formation of enterprise strategy, the factors of

10、human resources are often excluded. At this stage, although enterprises realize that manpower is also a kind of resource, they do not think it is an important strategic resource.The third stage: human resources development and management At this stage, human resources, as an important strategic reso

11、urce of enterprises, have been taken into full consideration by the top management of enterprises in the strategic planning. The enterprise is no longer on the human resource management of shallow level, not just for other departments to provide routine services, but the human as a value-added resou

12、rces for in-depth development and management. In this stage, enterprises need to establish the enterprise executives, line managers and professional HR managementteam composed of the human resource management system, the implementation of the main body, full of the concept of human resource manageme

13、nt,and no longer believe that humanresources work by HR department independent processing.The developed countries have accumulated rich experience in human resource management and development in the past few decades, and have obtained great returns from them.The development of the concept of humanre

14、source managementin China has been started by the influx of foreign enterprises.It has only been more than 10 years so far. It should be said, because of the difference of enterprise management concept, coupled with the domestic humanresource managementdiscipline is not perfect, leading to lack of h

15、uman resources management staff through professional training, make the most of our enterprises are at the basis of comparison in human resource management and development on the stage, compared with developed countries there is a big gap.The competition among enterprises, especially the direct tale

16、nt competition, will inevitably lead to the promotion of human resources status. At present, China has become the core area of talent competition, and the attention of enterprises to humanresources has also increased rapidly. But at the same time, many enterprises lack practical operational methods

17、on human resources. To help enterprises achieve leapfrog improvement in humanresource managementand development level, humanresources training, consulting and information services have become a very promising market. It is worth pointing out that human resource management itself has different levels

18、 of division, and different services can solve the problem of human resource managementfrom different aspects. The application of information technology in the management of human resources, will help to define and optimize human resource management business processes, improve work efficiency, impro

19、ve service quality, so as to establish a platform for human resources management informationization, occupation of.2, the four levels of human resource managementUnder the standard situation, we can divide the enterprise human resource management into four levels:Human resource strategy (strategic w

20、ork)Construction of human resource operation system (basic work)The daily routine affairs management (routine)Strategic Human Resource Management (pioneering work) Strategic work according to the requirements of humanresources managementstrategy for business development, active analysis, enterprise

21、human resources present situation diagnosis (such as the allocation of resources, humancapacity assessment), the decision-makers accurately and timely provide all kinds of valuable human resources information, to fully consider the humanresources of this important base managementelements the enterpr

22、ise in the process of forming strategic objectives, and achieve the strategic goal of establishing human resource specific action plans (such as through recruitment to optimize the allocation of humanresources, through training to improve the human resource etc.). Human resource strategy is the guid

23、eline of enterprise human resource management.The basic work to establish the main infrastructure platform for enterprise human resources operation, the platform first to include a complete set of rules of the human resources management, this is the enterprise human resource management activities wi

24、thin the legal basis. However, if there is no standardized operation process to support, management rules and regulations in specific operations, more or less there will be confusion phenomenon from person to person. For human resource managers, human resources management will be locked in the paper

25、 if it can not solve the operational problems. Therefore, the establishment of an effective human resources operation system is an important guarantee for human resource management toward practice. The system is similar to the construction of highways, the better the foundation, the higher the effic

26、iency of the operation in the future.The routine is operated on the operation of human resources system in this platform infrastructure, including personnel files, contracts, attendance, assessment, training, salary calculation and part of human resources planning and recruitment management etc. It

27、should be said that a feature of routine work, is one of the most of the work is repeated work, based on the experience of the trivial and complicated, lack of creativity, taking up HRmanagementa lot of time, but also is the basic transaction can not be avoided in human resource management. Since th

28、is part of the work can hardly affect the core value of the enterprise in essence, it has become a trend to outsource them to the professional service organizations in the society.Pioneering work emphasizes the need for human resources management to provide value-added services for enterprises, and

29、strive to create value for the Department, and strive to create conditions to achieve goals. The value of humanresource management is the goal of an enterprise achieved by improving the performance of employees and organizations. And enhance employee and organizational performance means, is to combi

30、ne the enterprise strategy and human resource strategy, to focus on creating a good corporate culture, employee occupation career planning, salary system and performance system in line with the actual situation of enterprises, and pay special attention to the development of humanresources in enterpr

31、ises. In fact, to attract talent, use, maintain and develop the work of success, the key does not lie in the routine work of human resource management is in place, but whether to create a suitable environment for talent development, create the environment, human resource managers need to spend more

32、time and energy in pioneering work on.In order to introduce information technology into human resource management, we can divide human resource management into two categories, qualitative and quantitative.The qualitative work mainly refers to the management system design, business process design, em

33、ployee communication, human resources analysis, the characteristics of the work is very creative, need to go through the subjective thinking and judgment can be further completed;The quantitative work mainly refers to according to established policies and procedures to deal with the objective affair

34、s, such as the calculation of staff wages this month, according to the characteristics of this kind of salary system, the work of the general lack of creativity, but also is the repetitive work needs of daily processing, often occupy most of the time for humanresource management, reduced HRthe effic

35、iency of the whole department.3, the application of information technology in humanresource managementThe information technology in the managementof humanresources is mainly used as a tool to use, it can be used to handle almost all quantitative problems, such as personnel information management, em

36、ployee attendance, payroll calculation and so on, compared with the manual management, the application of information technology will greatly reduce the routine work of human resource management personnel occupy the proportion of time, will greatly improve the the HR department's workefficiency,

37、 so as to have more time to think about the problem of strategic level. Improving work efficiency is the primary purpose for many enterprises to introduce human resource management system (HRMS).But in fact, manynon professional HR managers in China do not have a systematic grasp of the contents and

38、 business processes of modern human resource management systems.Good human resource management system should also be perfect between management technology and information technology, management thought and China traditional culture fusion, absorbing advanced managementconcept of humanresources on al

39、l content can be interpreted in human resource management in software and business processes, so that the human resource management system can be used to define the work scope of the HRsector, optimize and standardize the business process, thus becoming informatization, enterprise human resources oc

40、cupation and personalized management platform.A set of reasonable and perfect human resource management system will also bring another advantage for HR managers: because the database records the integrity of the enterprise all personnel, attendance, performance, training, salary, welfare and other i

41、nformation, the system will be able to quickly and conveniently obtain various statistical analysis report, provide accurate human resources information comprehensive and timely support for enterprise managementand decision making.The application of network technology, but also provide variousforms

42、of self-help service for other managers and employees outside the HR Department (self-service), configuration, key employees such as enterprise executives can view the enterprise humanresources on the Internet, the status of humanresources cost analysis, employee performance and so on; on line manag

43、er, amongemployees the online managementof their own department, for example, can be within the scope of authorization to modify staff attendance records, examination and approval, leave application performance management and so on; for ordinary employees, you can view this month salary details, onl

44、ine cumulative benefits, internal stock value, internal recruitment information, personnel policy, personal vacation, certified internal training the curriculum and so on. Provide self-service, makes HR management from relatively closed before becoming open, lag managementinto advanced management, t

45、hese benefits can undoubtedly improve the HRdepartment to the enterprise top decision-makers and staffs service quality, and makethe enterprise the staff can be involved in humanresources managementactivities,so as to realize the comprehensive humanresource management.To sum up, the application of i

46、nformation technology in human resource management can:Improve work efficiency;Optimize business process;Improve service quality;Providing information based decision support;Achieving comprehensive human resource management.4. Analysis of human resource management systemTypically, complete enterpris

47、e human resources activities ranging from human resources planning, recruitment to the personnel management (including employee information management, contract management, attendance management, performance management,vacation leave management)and aspects of salary / welfare management, employee tr

48、aining and development management.The corresponding related to human resource management activities to the whole life cycle management, human resource managementsystem can be divided into: HumanResource Planning (organizational planning and job management, is the basis of human resource management s

49、ystem), personnel recruitment, employee attendance management, leave management, salary welfare management, performance evaluation and development, training management, personnel management and key and the potential of online self-service module etc. As shown in figure 1. It is worth pointing out th

50、at, at the beginning of the system design, the business processes between the HR management functions must be straightened out,Only in this way can the information flow between the modules of the human resource management system be established (the direction of the arrow in the picture represents th

51、e flow of information).From the above picture, we can see that the organization structure and the position managementare the foundation of the whole human resource management system. In the design, we should take full account of the system can meet the needs of enterprise organizational structure ad

52、justment. This is a very critical factor.In Figure 1, a module, namely key and potential talentmanagement, is developed beyond the employee managementmodule. For businesses, this is a very important module, its function should be not only in terms of the management of cadres information and daily af

53、fairs, should also be extended to potential talent management based on competency model, is helpful for the selection and recruitment of key position talents on the one hand, the scientific judgment, on the other hand, because of the potential of the concept of talent, will strengthen the enterprise

54、 humanresources reserve efforts (i.e. on a post, there maybe more than a potential reserve personnel). This will undoubtedly help companies in the face of fierce competition for talent, always in the initiative.In Figure 1, we put forward the concept of humanresources key indicators monitoring syste

55、m, which is actually in the human resource managementsystem core module construction, based on the complete data gradually, a numberof enterprises extracting important humanresource status and humanresources management index (human resource input and output index) carries on the analysis, thus suppo

56、rting the strong leadership of the decision.Key indicators on human resourcesThe implementation of humanresource management,is to take the humanresources as a kind of special capital operation, and the result can be measured by extracting key human resources input-output management index and human resource status indicators (of course, the establishment of these indicators is not an easy task, for example, CEO) are used in the past to see the sales, profit, profit rate, the growth rate of business indicators, internal relations but rarely to analysis human resource status i