Keywords: human resources information management status and countermeasures
In recent years, with the rapid development of social economy and the progress of science and technology, human resource management has attracted more and more attention. Nowadays, in the information age, the traditional human resource management methods and strategies have been difficult to meet the needs of today's exhibitions. However, in the implementation of human resources information management, because the application of related technologies is still in its infancy, there are still many problems in the actual management process, and the breadth and depth of information technology application need to be further improved. Below, the author will briefly talk about the methods and strategies to do a good job in order to better improve the quality of management.
1 necessity analysis of human resource information management
1. 1 urgent need for human resource management transformation
At present, the human resources management of some human resources and social security bureau units is still in a critical period of transformation and development. In the process of transformation and development of human resource management, traditional management methods and means can no longer meet its development needs, and it is an inevitable trend to apply information technology to human resource management. However, at present, some human resources and social security bureau units have not yet made a clear conclusion on the direction of human resources management transformation and development. Where should human resource management go? In the information age, information technology has the characteristics of openness, rapidity and convenient application. Therefore, it has become an ideal choice for the transformation and development of human resource management, which helps to realize the development of human resource management from oneness to comprehensiveness, one-way and two-way, gradually transform single human resource information into human resources, and effectively enhance the value and role of human resource departments. For example, in some units of the Human Resources and Social Security Bureau, human resource management has been weakened for a long time, and many people do not realize the importance of human resource management. They believe that as long as the employees in the unit are arranged in suitable positions, the information management of human resources can analyze all aspects of the employees in the unit more comprehensively, which will also help the rational deployment of employees.
1.2 objective need to reduce management cost and improve management efficiency
Human resource management is an indispensable part in enterprises, institutions and human resources and social security bureau, and it plays a more active role in the deployment of employees and the resolution of various contradictions. However, human resource management is actually a very complicated work, involving the work of many departments in the unit. It takes a lot of manpower, material resources and financial resources to do this work effectively, and the traditional management model is also inefficient in application. After the informationization of human resource management, this problem can be effectively solved. First, after the implementation of human resources information management, it is more convenient and fast for people to obtain all kinds of resource information. For example, the HR manager wants to have a comprehensive understanding of the personnel, funds and performance of the HR department. Senior personnel no longer need to conduct comprehensive practical research, but only need to access the corresponding network system to quickly access relevant information and find the information they need, saving a lot of time and energy.
2 Analysis of the current situation of human resource information management
2. 1 human resource management software needs to be developed urgently.
Information management of human resources requires higher information technology. However, the current human resource information management software is still universal, and its application scope is seriously limited. It can only carry out some relatively simple work, and it is difficult to effectively carry out more difficult work. Moreover, some software also has many plug-ins, which are not very effective in practical application, and sometimes even hinder the normal work of staff. Most enterprises and institutions have no independently developed human resource management software, and these softwares are basically made by professional software companies. Take the Human Resources and Social Security Bureau as an example, software companies do not fully understand its specific work content. Therefore, when developing management software, the corresponding software may play a relatively small role. The emergence of these problems has a great impact on the development of human resource information management.
2.2 Dynamic data update is not timely
In human resource management, dynamic data plays an extremely important role and is a necessary condition for management decision-making. By monitoring the dynamic data, managers can better understand and master the human resources information of their own units and scientifically allocate their own human resources. When making decisions, management should be based on the real-time information provided by dynamic data. However, in reality, the update of dynamic data is often difficult to keep up with the actual development needs, and the data update lags behind, which makes the relevant data of the database lack timeliness, and it is difficult to play its role effectively, and the information management of human resources has lost its due function and value.
2.3 unreasonable database design
Database design is an important part of information management. In the process of human resource information management, all kinds of data collected by computer need to be stored in the database, which is also convenient for later access and use. However, at present, the database design of some human resources and social security bureau units has been divorced from the actual situation of the unit and has not met the most extensive needs of the unit. The main reason is that the database designers don't know much about the significance and function of human resource management, which makes the database they finally designed inconsistent with the actual situation of human resource management. Therefore, database design is also one of the outstanding problems in human resource information management.
2.4 The role of human resource management system has not been brought into full play.
At present, most human resources management units of the Bureau of Human Resources and Social Security have realized information management. However, the role of information technology in human resource management of each unit is quite different. Some units pay more attention to the development of related management work and apply information technology to all links, which effectively improves the quality and efficiency of management work. However, some units do not realize the importance of information technology, and simply mistake the human resource information management system as a "personal file information recorder", and its function and value have not been fully exerted, which will eventually have a certain negative impact on the effective development of human resource management.
3 Analysis of the countermeasures of human resource information management
3. 1 Optimize the allocation of human resources and scientifically allocate the work of staff.
All along, human resource management has advocated the management goal of "those who are able to go up, those who are flat give way, and those who are mediocre get down". To achieve this management goal smoothly, we must first find ways to optimize the allocation of human resources, which is also a valuable conclusion drawn by people in long-term work practice. In the specific information management of human resources, in order to truly realize the optimal allocation of human resources, we can start from the following aspects. First of all, we should establish and improve a flexible and effective competition mechanism. Taking the Human Resources and Social Security Bureau as an example, in order to better mobilize the enthusiasm of employees, the principle of equality has always been adhered to within the unit. In the post competition, as long as the competent staff can participate in the competition, they will eventually be selected. Secondly, establish and improve a scientific and reasonable employee entry and exit mechanism, and design different employment standards and treatment according to different positions and levels, so that every staff member of the unit can play a role and value and find a sense of belonging and identity in their work. Finally, the unit needs to properly arrange new employees and give full play to the waste heat of old employees as much as possible. Some old employees who are willing to contribute to the company can be rehired to the company through the form of rehiring, and rely on their rich work experience to help new employees grow faster, do a good job of alternating new and old employees, and promote the development of human resources allocation in a better direction.
3.2 Choose applicable software and adhere to people-oriented staffing.
The quality of human resource management software largely determines the quality and efficiency of management. Therefore, when implementing human resource information management, we need to do a good job in software development. Due to the different nature and content of work, different types of enterprises and institutions need different software. For example, some units have higher comprehensive requirements for human resource management software, higher confidentiality of work, and higher requirements for software security and soundness. However, there are still some enterprises and institutions that have low requirements for human resources software systems, so long as the software can meet the needs of routine applications. In view of the differences in software required by different units, enterprises and institutions should first choose suitable software according to the actual situation, adhere to the people-oriented principle as far as possible, meet the human resource management needs of different units, and play its management role. In the process of software application, not all work can be solved by software. So don't rely too much on software when applying it. Instead, it uses application software to assist management, implements humanized management, exerts the role and mechanism of management in practice, and promotes the further development of human resource management.
3.3 Improve the technical level of human resource management personnel and actively implement various training work.
The importance of human resource management for enterprises and institutions is self-evident, and although information technology plays an increasingly important role in specific management work, any software operating system needs manual operation to truly play its role and value. To this end, the author believes that in order to do a good job in human resource information management, it is necessary to strengthen the skills training for employees engaged in human resource information management in enterprises and institutions. Although many staff members have a certain knowledge and understanding of information technology and often use it in their daily work, many staff members still need to combine human resource management with information technology to carry out management work. In specific work, some staff may not adapt to this new working method. Therefore, in order to give full play to the role of human resource information management, it is necessary to strengthen the skills training of relevant personnel, improve their work level and make relevant work better implemented. For example, employees' skills can be assessed regularly through performance appraisal, employees who fail to complete the assessment within the time limit can be given appropriate "punishment", and employees with outstanding performance can be given certain "reward". At the same time, excellent employees can help employees with average technical ability to improve their comprehensive quality and prepare for the later management work through mentoring.
4 conclusion
In short, under the new situation, strengthening human resources information management is one of the important trends in the development of human resources management in the Human Resources and Social Security Bureau. In the specific management work, the work content and nature of different units are different. Therefore, when implementing human resource information management, its management methods and strategies are also different. In the process of management, we should combine the actual work situation, carry out various management work scientifically, and give full play to the value and role of management.
References:
[1] Zhao Wei. On the informatization construction and innovation of enterprise human resource management [J]. Enterprise Reform and Management, 20 16 (14): 67-68.
[2] Han Lengchen, Li Bing. Improving organizational competitiveness based on information-based human resource management [J]. China Management Informatization, 20 16 (9): 84-86.