EHR refers to human resource management system, which can improve employees' contribution, that is, performance, by improving internal employees' satisfaction and loyalty, and help managers reduce costs and accelerate growth through effective organization and management, so as to create value chain profits.
Although both sides are related to human resources, HR refers to specific positions, while EHR refers to human resources system, so they are completely different in nature.
HR: HR:HR-HumanResource is interpreted as human resources, which are generally similar to administrative departments, such as recruitment, training, employee assessment, employee salary, employee transfer and so on.
EHR: Human resource management system, by improving the satisfaction and loyalty of internal employees, thus improving employees' contribution, that is, performance, and helping managers reduce costs, accelerate growth and create value chain profits through effective organization and management. From the perspective of human resource management, the integrated human resource management solution unifies almost all information related to human resources (including: organizational planning, recruitment management, on-the-job resignation files, employee resumes, labor contracts, reward and punishment management, office supplies, hospital insurance, transfer management, training management, performance management, attendance management, hourly wages, piece-rate wages, dormitory management, employee self-help and leadership approval).
Extended data
The first generation of human resource management system appeared in the late 1960s. In addition to automatically calculating the salary of personnel, there are almost no functions such as report generation and data analysis, and no historical information is kept.
The second generation of human resource management system appeared in the late 1970s, which designed non-financial human resource information and historical salary information, and also had the primary functions of report generation and data analysis.
The third generation human resource management system appeared in the late 1990s. The database of this generation of HRMS collects and manages almost all data related to human resources, and also has powerful report generation tools, data analysis tools and information sharing functions.
The main reason for enterprises to adopt human resource management system is to expect to apply human resources to the best economic benefits through human resource management system. Also, due to the arrival of knowledge economy, the so-called concept of human capital has been formed. The importance of human capital is no less than that of land, factories, equipment and capital, and even exceeds it. In addition, man is the carrier of knowledge. In order to make effective use of knowledge and maximize its effectiveness, proper human resource management is needed.
The fourth generation human capital system appeared at the beginning of 2 1 century. Because of the human resource management system, the practical problems in enterprise management have not been solved, such as low adaptability between employees and posts, insufficient enthusiasm of employees and high turnover rate. In order to solve the above problems, taking Bert Consulting Company as an example, a human capital system based on human capital management thought is produced. This generation systematically regards people as active individuals and provides clear promotion channels for employees. And revitalize all employees of the enterprise to provide data support for leadership decision-making.
References:
Baidu Encyclopedia -HR Baidu Encyclopedia-Human Resource Management System