He who gets talent gets the world. Today, the core competitiveness of enterprises has changed from the competition of capital, technology and other resources to the competition of talents, and talents are playing an increasingly important role in the competition. Mining and retaining talents has become the key for enterprises to win market competition. So do you know how to be an excellent human resources teacher? Let's have a look!
With the continuous expansion of enterprises to the whole country and the whole world, the traditional human resource management model only pays attention to some transactional work, which is no longer suitable for the needs of modern enterprise talent management and talent strategy implementation, and is in urgent need of transformation. The development of computer network technology and e-commerce provides the impetus for this change, human resource management leaps to informationization, and e-HR strategy rises.
The so-called e-HR refers to the electronization and informatization of human resource management, that is, the use of information technology to manage human resources, realize the computerization and networking of human resource management, and improve the performance of human resource management. Generally speaking, e-HR includes electronic employee file management, electronic recruitment, electronic performance appraisal, electronic training, electronic salary management and so on. By introducing information technology, e-HR will help enterprises achieve the goal of mining and retaining talents.
Mining talents: provide electronic recruitment function to support the whole process management of recruitment, such as issuing recruitment application, candidate application, interview, and issuing employment notice. HR can complete all talent recruitment online to help enterprises find suitable talents; Provide electronic training, support online learning, online training, online exams, etc. Training plan formulation, trainees' participation in training and examination, and employee training performance appraisal are all completed online, helping enterprises to maximize talents and skills.
Retaining talents: provide employees with a self-help platform, where employees can log in to inquire about information closely related to themselves, such as salary, welfare plan, training and performance appraisal, and transparent information inquiry allows employees to fully understand their status and value; Provide a fair performance appraisal mechanism and salary management mechanism, ensure the objectivity of performance appraisal and the accuracy of salary management through various means, and attract outstanding talents to stay.
Generally speaking, the informatization construction of enterprise human resources includes three levels: first, data electronization, that is, all kinds of human resources information are saved in the form of electronic data for easy query at any time, which is mainly used to deal with some transactional work; Second, the process is electronic, that is, some standardized processes of enterprises are solidified, so that employees can work according to specific workflow and improve work efficiency; The third is electronic management, that is, by analyzing the data generated by the first and second levels, data support for enterprise strategic decision-making is formed to help enterprises optimize human resources and formulate real-time human capital strategies. At present, many e-HR platforms are only limited to the first and second level of electronic, and high-level human resource management such as human resource planning and employee career planning has not been involved. There is still a long way to go before human resource management becomes electronic.
However, in the fog of human resource management, some mature suppliers have seen the future direction of human resource management. The human resource management system developed by them can respond to the changes of market demand more quickly, make human resource management better match the enterprise strategy, and promote the planning and management of enterprise human resources from a macro perspective, such as 8thManage, whose HR system can not only meet the short-term automation needs of enterprises, but also enhance the long-term competitive advantage of enterprise human capital.
Human resource planning: provide an analysis platform for future work strategies and project planning data, timely understand the talent needs of various departments, and reflect the staffing situation of various positions in real time. By comparing the current number of people with the budget, the required talent experience and work level requirements, the job vacancies in various departments of the enterprise are fully displayed, so that the enterprise can formulate more targeted job recruitment plans.
Employee career planning: build a perfect post system and subsystem for the enterprise, plan the post requirements and skill requirements of each post in detail, find out the gap between post requirements and employees' actual work skills according to the real-time performance feedback of employees' corresponding projects in performance appraisal, and help employees plan career development channels.
Human capital strategy formulation: Support point-and-click business intelligence technology, help users quickly mine real-time and accurate data based on a unified database, and provide on-line analytical processing tools, allowing users to interactively summarize and analyze multi-dimensional data from many aspects, such as analyzing the labor cost and personnel composition structure of enterprises, obtaining detailed information such as the changing trend of labor cost and the proportion of various personnel, and providing powerful data support for enterprises to formulate human capital strategies.
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