Informatization human resource management is a hot issue in the field of human resource management. Informatization human resource management, that is, human resource informatization, so what is human resource informatization? There are two definitions: narrow and broad. Narrow sense of information-based human resource management is based on modern internet technology and information technology to manage human resources in the traditional sense. Broadly speaking, human resource informatization is all electronic human resource management based on the concept of e-commerce.
The informatization of human resource management mainly includes three levels: one is the electronization of data, the other is the electronization of processes, and the third is the electronization of management, that is, using some mathematical models, information management models and computer simulation models to optimize the control and strategic analysis of human resource management in enterprises, thus providing support for enterprise management and decision-making.
1, the development course of human resource management informatization
In the early 1980s, with the wide application of computers in the field of management, some advanced foreign application software enterprises began to pay attention to the field of human resource management. First of all, the most complicated and onerous salary management in human resource management is carried out by using application software, which greatly reduces the complexity of this work and improves efficiency.
In the middle and late 1980s, with the development of information technology and the general improvement of organizations' requirements for informatization, many enterprises are no longer satisfied with the single and isolated state of human resources informatization, and managers need to know the latest human resources situation in time. Therefore, the network is gradually applied to human resource management activities, and has become the key application technology of human resource information system. During this period, a large number of online human resource management systems came into being. Network technology has brought human resource management, or network technology has brought not only a simple technical update, but also a revolution.
With the gradual maturity of organizational management thought, people begin to realize that human resource management is not only an auxiliary management behavior within the organization, but also the key to the survival and development of the organization. [1] At this time, people began to consider how to improve human resource management within enterprises. This change of management thought gradually extends to human resource informatization, so e-HR, a new human resource informatization model, appears.
2. The necessity of strengthening the informatization construction of human resource management.
With the rapid development of information technology and its strong penetration into all aspects of social economy, it undoubtedly has a profound impact on human resources and its management.
First of all, strengthening the informatization construction of human resource management is conducive to integrating management resources and reducing management costs. By developing or introducing human resource management system, enterprises can integrate existing management resources and provide a basic platform for other management systems. Human resource information contains the most perfect background information of employees, which can be said to be a rich information base for all employees in an enterprise. [2] Human resource information management can facilitate enterprises to obtain all kinds of information in other management.
Secondly, strengthening the informatization construction of human resource management is the need to improve management efficiency. Attendance, salary distribution, employee information management and other work, as the daily affairs of human resource management, often take up a lot of time of human resource managers, and manual operation is not only inefficient, but also prone to errors. At the same time, due to the lack of effective technical means, some basic human resources information collection and analysis work is very complicated, and the collected information cannot be effectively shared. Informatization of human resource management can directly transfer relevant information and materials from the superior to the grassroots, which is conducive to the implementation of management and policies. In addition, the informatization of human resource management helps enterprises to collect all kinds of information quickly and effectively, strengthen internal communication, strengthen real-time monitoring of human resource management throughout the system, and improve the work efficiency of human resource management departments.
Finally, office automation is also closely related to human resource information management. Because human resource management is also a part of office system in a broad sense, if human resource management realizes informationization, it can be said that office system has realized automation. The traditional human resource management technology mainly uses paper and pen as the main tools, which has low efficiency and poor retrieval. Today, with the rapid development of information technology represented by the Internet, computers and networks have become the main labor tools for human resource managers. Whether it is personnel training, job analysis, recruitment and employment data processing, interview, written test and performance evaluation, computers and networks can be used to complete.
3. Obstacles in the process of enterprise human resource management informatization in China.
Due to the rapid development of computer technology, information-based human resource management began in the early 1980s abroad. With the vigorous development of information technology represented by Internet technology in 1990s, the trend of informatization of human resource management is becoming more and more obvious. However, China just realized reform and opening up in the early 1980s, and the concept of human resource management informatization was introduced after 1990s. Due to the backward computer information technology and conservative and rigid thinking under the planned economy system, the development of human resource management informatization in China is not smooth. Generally speaking, there are mainly the following problems:
3. 1 The concept of enterprise managers is backward.
The management of human resources is complex, involving everyone in the enterprise, especially the information-based human resources management, so the cooperation and support of all parties in the enterprise is extremely important, especially the senior staff, which needs to be paid enough attention. At present, there are many senior managers in enterprises who don't know enough about the informatization of human resource management and don't realize its importance, and there are various misunderstandings. [3] Many managers don't realize the importance of human resource information management, and they are short-sighted. They only pay attention to projects and jobs that can directly create benefits, and regard them as dispensable or even a burden.
3.2 Enterprise information hardware level is low.
The so-called hardware of enterprise informatization mainly refers to the operation level of enterprise human resources informatization and the equipment needed to establish an informationized enterprise human resources database. This is contrary to the concept of information management called enterprise software. Information-based human resource management talents not only need professional and technical personnel, but also need to have an understanding of the future planning of enterprises, familiarity with the long-term development strategy of enterprises and the ability to do ideological work for employees of enterprises. Therefore, the current human resources manager is not only an IT talent, but also a mixed talent of human resources and IT.
3.3 the pursuit of one step in place, leading to stagnation
In the process of human resources informatization, many units often choose a perfect software system for long-term consideration. In fact, the successful informatization of human resources is a step-by-step process, which cannot be achieved overnight. Blind pursuit of perfect solutions may lead enterprises to rebuild the current management model on a large scale in order to adapt to advanced management models and business processes, which may lead to a "management revolution". [4] Nearly 70% of enterprises in China have not achieved complete market-oriented operation, so it is more appropriate to adopt gradual reform.
4. Information human resources system method.
The establishment of enterprise information human resources system needs to pay attention to the following aspects in technology:
4. 1 Cooperation Office
Coordinate the processing of office sending and receiving documents with other business activities, especially human resource management activities, realize the combination of business information processing and office automation, and coordinate office and business, and use office automation to promote business informatization, especially human resource management informatization.
4.2 Collaborative file management
Collaborate employee's file management with the related information of daily performance appraisal, complete the automatic filing of files by using information system, improve the function of file management, facilitate the retrieval of information, make business management interact with file management, improve the management efficiency of file management and improve the business processing ability.
4.3 Man-machine coordination
Through the processing of business technology, man-machine coordination can be realized, including the coordination of time and business processing, and business assistance can be provided from all angles of business processing through information systems, which can provide immediate information help; And through the proper handling and simple operation of the operators, the business is handled, and the full coordination between man and machine is realized.
4.4 Automatic matching of data information to assist business decision-making
In the process of employee management, examiners often have to check a variety of assessment standards, management requirements, legal basis and other factors in order to make appropriate treatment results. In the system, the computer is used to find all kinds of rules or facts for reference, and automatically match the data, prompt information and put forward treatment suggestions, so that managers can calmly make the most appropriate treatment according to this information.
4.5 Data input and output
The input and output of data is an important embodiment of the use and performance of the system, which can realize reasonable and simple data input, collect enough information resources and output data effectively, and display the processing results of the system, thus realizing the informatization goal of the system. This requires that the system must be able to realize the correctness, standardization, legitimacy and convenience of the input, and at the same time ensure that the output data is rich, flexible, convenient and humanized.
4.6 Data protection
In order to better protect the security of database and application system, we need to understand the importance of database security, find out the main threats, and correctly understand the security requirements of database system in order to determine a reasonable security strategy. The main security requirements of a database are its integrity, reliability, confidentiality, availability and reliability. Integrity includes physical integrity, logical integrity and element integrity; Confidentiality requirements include access control, user authentication, audit trail, data encryption, etc.
5. Aspects that enterprises should pay attention to in the process of human resource management informatization.
5. 1 System planning plays an important role in the realization of human resource management informatization.
From a systematic point of view, the informatization process of human resource management is considered as a whole. The informatization construction of human resource management is not a one-off event, nor is it achieved overnight. It requires enterprises to combine industry development strategy, make overall planning, implement step by step, gradually improve and continuously improve. It is necessary to estimate the construction difficulty of human resource management information system engineering and unify the understanding of the construction process and mode. It is necessary not only to investigate the important role and implementation steps of human resource management informatization as a whole, but also to systematically and scientifically subdivide each step in the process of realizing human resource management informatization and plan the implementation work, and the person in charge of each task should also have a clear plan. [5]
5.2 The internal and external environment of human resource management information system should be fully integrated.
The implementation process of e-HR system solution must simultaneously examine the internal and external environment of system operation. The implementation of a new scheme system needs to consider many factors of internal and external environment, such as the original internal management system, staff quality, corporate culture and many other internal and external factors may affect the operation of the human resource management system. Constantly modify the management system and process, so that the system itself matches the internal and external environment of operation, and the new management model can be implemented without obstacles.
5.3 Make full use of various resources
Enterprises should make full use of internal and external resources. On the one hand, enterprises should learn from enterprises with high informatization level of human resource management and learn from the mature experience of others to effectively realize information sharing. On the other hand, it is necessary to strengthen the training of employees, cultivate their learning awareness and learning ability, especially the ability to actively acquire knowledge, and form a learning organization model.
5.4 Dynamic processing of human resource management information realization
In the process of implementing and using the human resource management information system, we should consider all possible situations in the future in a forward-looking way, so as to plan ahead and avoid adverse factors interfering with future work. In the process of informatization of human resource management, there will be difficulties. Enterprises should fully collect relevant information, predict possible problems in the implementation process, and formulate emergency plans. In order to avoid dealing with problems in a hurry and delay the informatization process of human resource management.
5.5 In order to realize the informatization of human resource management, it is necessary to conduct systematic evaluation in time and accurately.
Any management activities need to be controlled in time. After the implementation of the human resource management information system, it is necessary to evaluate the effect in time, scientifically evaluate the problems existing in the project implementation, find problems, correct deviations in time, ensure the implementation effect is consistent with the plan, and make the human resource management information system play its best role.
At present, many enterprises are implementing informatization, but China enterprises have great deficiencies in hardware and software, so they will encounter many problems when implementing informatization of human resource management. What needs to be affirmed is that informatization of human resource management is the inevitable trend of human resource management activities in enterprises, and enterprises need to be firm in their determination, use their brains more, overcome the difficulties encountered and realize informatization of human resource management.
I hope it helps you, remember to adopt it.