The scope of human resource information management system is still very large in theory, or the classified management of current software may include salary management, personnel management, personnel contract management, training management, recruitment management, attendance and leave management, insurance and welfare management, performance management, self-help management of employees or managers, etc. No commercial software will put these things together. Most of them are divided into modules according to specific functions to meet the needs of human resource management. So how to implement the human resource management information system project composed of so many modules to ensure its success? I simply tell you here, hoping to help enterprises successfully implement their own information projects.
First, the role of human resources in the transformation of information system applications
It can be said that the most obvious advantage of using network-based HRIS is that it can reduce costs and save time in the long run, which makes human resources professionals, managers and ordinary employees rely more and more on HRIS, thus leading to their roles in various functional fields of human resources gradually changing. Indeed, HRIS based on network is becoming more and more mature, providing more personalized workplaces and production tools for human resources professionals, managers and ordinary employees.
Information technology makes more human resources information collection and processing more comprehensive and faster. For human resources professionals, electronic human resources are increasingly relied on to complete the most basic tasks. In the past, they spent most of their time answering questions from employees and management. Now, these tasks are automated or outsourced. This means that human resources professionals can focus on more strategic functions, such as human resources planning, knowledge management and career development planning. At the same time, the development of science and technology poses a great challenge to human resources professionals. They must speed up the acquisition of the latest information technology and transform the traditional process to make it enter the online process era.
For managers, they can obtain employee information directly from both individual and collective levels. Therefore, managers can better monitor past and present performance, respond in time, and make appropriate departmental human resources plans. As FEin discussed in 200 1, many managers rely on the ability of e-commerce human resources to provide excellent information collection and analysis in the field of human resources functions, such as performance evaluation and management, recruitment and selection, and management development.
For most ordinary employees, they can not only use the options based on network and self-service to modify and simplify the process, but also check their human resources status and update relevant information, and even get online personal advice and so on. Thus, all employees of an organization should welcome HRIS.
Facts have also proved that human resources professionals, managers and ordinary employees play different roles in enterprises. Taking the recruitment function in human resource management as an example, its function is changing through the e-commerce human resource system, which is a typical example of the high degree of automation in the implementation of traditional human resources. Traditionally, organizations rely on relatively low-tech methods, including newspapers, advertisements and employee recommendations, to find and attract qualified candidates to fill job vacancies. However, the Internet has become one of the most popular recruitment methods in recent years. Many organizations have begun to use electronic recruitment systems to improve their functions. According to Kay's research, this will have many advantages, such as attracting more candidates, saving the cost of transfer, reducing documents and saving time. Kay pointed out in 2000 that it costs 152 dollars on average to hire a person through online advertising, while the traditional method costs 1383 dollars. Undoubtedly, compared with traditional methods such as newspaper advertisements, the Internet provides lower recruitment costs. In HRIS, most (70-80%) automated recruitment processes can reduce recruitment time by 2/3 and cost by 90%. Simply put, the use of e-commerce human resources in the recruitment process can save time and cost, which not only brings opportunities for human resources professionals, but also brings opportunities for managers and ordinary employees to change their roles. Relevant people can devote more time and energy to the core and directional work. Especially for human resources professionals, how to make their work more effective, let themselves have more time to consider more strategic issues, and successfully complete the role change is a huge challenge they face.
Second, the flexible management of human resources.
First of all, we need the authorization of leaders and the participation of all employees. Traditional rigid management pays attention to the authority of leaders and the obedience of employees. This management method obviously lags behind the development of the times and gradually becomes a stumbling block to the development of the organization. Leadership authorization and faculty participation in management is an effective method of flexible management in schools, and it is also the key to flexible management of human resources. This way will fundamentally change employees' ideas, make employees realize that they are also important members of the organization, realize their importance to the organization, promote their self-esteem and self-confidence, improve their enthusiasm and initiative in work, and overcome all difficulties to achieve their goals and managers' responsibilities.
Flexibility of organizational design. The traditional personnel structure is a pyramid-shaped and linear hierarchical structure. This organizational structure can't quickly cope with the changing external environment, which is not conducive to improving the enthusiasm of employees to participate in management and releasing their talents. Different from rigid organizational structure, flexible organizational structure is a flat organization with fewer levels and more dynamic. Can respond to the changing external environment in time, provide broad development space, and help the internal members of the organization improve their comprehensive quality.
Flexibility of organizational culture. Organizational culture is a cultural concept gradually formed by organizations in long-term business practice. The higher the degree of flexibility, the stronger the adaptability of organizational culture, and the more conducive to the realization of flexible management. Flexible organizational culture maintains the inclusiveness and openness of culture to a certain extent, encourages organizational learning and individual innovation, and lays a solid foundation for possible changes at any time.
Flexibility of management system. Nowadays, the working environment is increasingly complex, and employees are faced with various challenges all the time in the process of work. In this environment, employees need to solve many problems that they have never encountered before, which involve individuals, families or communities. The stress brought by this problem will seriously affect the mental health of employees, so that teaching accidents will occur. These show that it is urgent to establish a flexible management system in order to reduce the pressure on employees.
For a long time, people have focused on skills training and incentives for employees, ignoring the management of employees' wishes and inner feelings, weakening the effect of human resource management. Flexible human resource management needs to regard teachers as the core of human resource management, adhere to the people-oriented concept, and establish flexible management incentive mechanism, performance appraisal mechanism and training development mechanism. It is convenient for school leaders to manage and evaluate the performance of faculty and staff, and achieve the management realm of putting the right people in the right position.