Four Misunderstandings of group enterprise ehr

Building an efficient team is the goal of managers, especially human resources management teams, to achieve the profit pursued by enterprises. To this end, enterprises should reduce the daily complex and trivial affairs of human resources managers, so as to release resources for more important things and build a bridge of communication between decision makers and ordinary employees. To achieve these objectives, it is necessary to build a human resource management information system (ehr. However, there are still many misunderstandings or deficiencies in the current situation of the group's human resource management informatization.

Several mistakes in ehr

1. asymmetry between intensive management and Informatization

Many large group enterprises, including the State Grid and Shenhua Group, have carried out human resource information management for their headquarters, and implemented the data reporting system between their subsidiaries and their headquarters, however, human resources are not optimized and configured (at least within the group ). The headquarters of the Group can only learn information about its employees through human resource management departments of different levels.

2. Different management modes of headquarters and divisions require flexible management platforms

The management modes of large group enterprises and different branches are different, but the current human resource management software is difficult to meet such requirements. For example, some use the Balanced Scorecard assessment model, and some use the KPI (Key Performance Indicators) model. Even a simple wage can have multiple payment modes: in a production factory, the wage distribution of workers can adopt the timing mode or the piece-rate mode. Dongfeng Motor previously used a software company to provide software, requiring all subsidiaries to adopt a model, resulting in no way to use the software within the group.

3. the comprehensive quality of software providers needs to be improved

Nowadays, most of the software company's sales staff are very young. They know many European and American theories and MBA cases in books, and lack of understanding about the actual operation of the company, let alone how many Chinese enterprises have management experience. In addition, during the software implementation process, you need to find a new graduate student to implement the project. The effect of software implementation is self-evident. Therefore, after some large enterprises (including some large websites in China) Use human resource management software, software providers cannot use it for more than a year because they do not provide timely professional services.

4. Users lack basic skills training

The successful implementation of the software requires the cooperation of both parties. If you do not have a certain modern human resource management philosophy and some people do not even have basic computer operations, it is difficult to implement the Human Resource Management Project. I know a project, and the company's decision makers want to introduce an advanced human resource management system. The software providers have also done a lot of work, and the project is terminated. The biggest difficulty encountered was the lack of relevant knowledge as the carrier of the human resources system (the personnel of the Human Resources Management Department.

Ehr implementation steps

In view of the above problems, the author believes that the informationization of Human Resource Management of group enterprises should take the following steps:

1. Consolidating internal management is the first step in informatization

Many enterprises want to use the previous system to change the management status and improve the management level. In fact, management is the foundation of Informatization. Any enterprise that has succeeded in informatization has its own proper management mode first, and this management mode comes from itself, which is not what the consulting company can solve. There are many cases in this regard, including Suning Appliance and Chengde Lulu, which are discovered after being applied to the software system, not only did not bring benefits to the enterprise, but added an unnecessary operation.Program. Before being acquired by AB, Harbin Beer Group has formed a complete set of management models, including a complete Position System, a suitable evaluation system for the company, and a salary system for different positions. At last, Harbin Beer Group easily realized human resource management informationization.

2. Carefully select a software provider

There are many software providers that provide human resource management systems. When selecting such software, pay attention to the following points:

First, whether the product architecture meets the company's management status. Many software vendors provide excellent software products in terms of ease of operation and stability, however, the cross-region management mode for group enterprises cannot be implemented.

Second, can the flexibility of software products meet the changing management needs. The enterprise's living environment is constantly evolving and changing. Flexible customization of software products is a must for group enterprises.

Third, business process customization is essential for group enterprises to achieve hierarchical management. The products provided by many software companies may adapt to the group's headquarters or a group's enterprise, but they cannot fully implement the Group's overall management.

In addition, pay attention to whether there are success stories similar to the company, whether software providers focus on human resource management informationization or only turn human resource management information into a secondary industry. Note that some software vendors constantly upgrade the installation package, so as to continuously collect maintenance fees.

3. orderly implementation steps are the key to success

Once the project is established, both parties must have an implementation vision and a decomposition implementation plan. Set milestones for each of the most important areas that need to be confirmed by both parties. In addition, routine software implementation meetings are required. Summary of work and the work plan for the next day should be made every day. There are many enterprise types within a group enterprise. Different enterprise types require both parties to establish an internal group case, that is, to determine an implementation template for different management modes. At the same time, an Implementation archive should be created for each implemented project.

4. Professional after-sales service ensures normal system operation

After System Acceptance and interaction, professional maintenance is the key to normal system operation. This is like "helping you get a ride ". It is inevitable that the system has such problems during use. At this time, the key should be that users can solve some daily problems as soon as possible.

Of course, the support provided by software vendors is also necessary, especially for enterprises without professional maintenance personnel. On the other hand, the customer may have a lot of demands. Maybe the system itself has this function. Before the customer fully understands these features, the software vendor's high understanding of customer needs and service personnel are also the key to successful system maintenance. (Private email)