e-human resources promote change

At Cisco, there is a telestaff called Telestaff. These people do not have to work in a fixed office every day. They work in a Virtual Organization that does not meet each other, but only relies on computers and the Internet. The company thus provides a very flexible work environment for its employees. It doesn't make much difference whether employees work in Beijing or Chengdu. Such an enviable working environment, in addition to benefiting from the company culture, mainly relies on its advanced human resource management information system.

In addition, Cisco also makes full use of the Internet to complete other related work on human resource management and development. For example, for online training, Cisco has a training website with a complete career development plan, from the training when you just joined the company, to what kind of product class and what kind of sales class to take, just like an organization tree, All inside.

The emergence of the Internet has indeed changed our work and life upside down. When talking about the recruitment of sales staff, Mr. Li, a human resources manager in Shanghai, happily showed us how to conduct remote interviews online. Candidates far away in Dalian can clearly appear on Mr. Li's computer screen and have a conversation with him. In fact, more and more modern enterprises are using this advanced and efficient electronic human resource management method for personnel management and development. Among them, there are well-known multinational companies such as General Electric and IBM.

The so-called electronic human resource management, or E-HR, in a narrow sense, refers to the Internet-based, highly automated human resource management work, including the most core human resource workflows such as recruitment , salary management, training, etc. In a broad sense, E-HR is all electronic human resource management work based on the concept of e-commerce, including human resource management work using the company's intranet and other electronic means such as employee call centers. The concept of e-commerce is an advanced enterprise management concept that was introduced into China in recent years, and has now attracted widespread attention from business people. Human resource management workers also hope to use e-commerce, so the so-called electronic human resource management appears.

The Five E-steps of Human Resource

Electronic human resource management can accomplish the tasks that traditional human resource management methods cannot. The most frequently mentioned is electronic employee records management. In PricewaterhouseCoopers, through the electronic employee file database, company resource managers can quickly find the experts necessary for a certain project, so that the company can respond quickly and greatly increase the project's winning rate and success rate. This is something that traditional employee file management cannot accomplish.

Second, electronic human resource management can provide a kind of employee self-service. Through the online portal, employees can update their files in a timely manner, learn about their benefits such as housing provident fund and vacations, and even apply for vacations and self-design the composition of benefits.

The third most common electronic human resource management job is online recruitment. Like Mr. Li mentioned above, companies can announce the positions to be recruited through the relevant ASP (Application Service Program Provider) website, and then conduct preliminary talent assessments by answering relevant questions online, and more suitable candidates will be sent to the company. Interview with Human Resources.

The fourth common electronic HR job is electronic payroll. For example, in the past, companies could only get one report when they participated in the annual salary survey, but now salary management consulting companies have begun to provide online query services for enterprises, and enterprises can obtain real-time salary market data. In addition, electronic employee performance management is also an important contribution of electronic human resource management. It makes 360-degree assessments truly a reality. In addition, more and more companies are conducting training and career development planning for their employees online.

In a word, electronic human resource management can accomplish many tasks that cannot be accomplished by traditional human resource management methods, and with the gradual increase in the penetration rate of electronic human resources, people are still developing electronic human resources. The scope of application of resource management.

Three Advantages of e-Human Resource

Obviously, compared with traditional manual human resource management, electronic human resource management has many advantages. First, electronic human resource management greatly improves the efficiency of personnel management and reduces management costs. According to statistics from Hewitt, the average cost per employee is $35 for the company to implement a human resource management information system, but it can receive considerable returns in the first year, and employees' telephone inquiries have been reduced by 75%. In the first half of 2000, Dell processed a $3 million human resource management operation over the Internet. Cisco saves $24 million a year through its e-learning system.

Secondly, through electronic human resource management, the transparency and objectivity of human resource management has been strengthened, and the focus of human resource management can also be shifted downward. This downward shift in the focus of personnel management is impossible in the traditional human resource management model. Since electronic human resource management is usually centralized data management and distributed application, comprehensive information sharing can be achieved by adopting a comprehensive network work mode. In this way, it enables human resource management to be carried out across time and regions, and the company's human resource management thus maintains unity and coherence.

Finally, and most importantly, electronic human resource management can respond faster to changes in market demand, so that human resource management can better match corporate strategies and promote the enterprise from a macro perspective. Human resource planning and management. By delegating some of the day-to-day HR management tasks to department managers and employees, HR can spend more time on more critical tasks such as organizational development, HR strategy, and employee career development planning.

PricewaterhouseCoopers has implemented electronic human resource management solutions and systems for 14 Ericsson companies, and has produced very good management and economic effects. In early 2000, Ericsson in the United States implemented an employee self-service system, which saved more than $1 million in expenses in the first year. Chris Gonser, Head of Human Resources and Employee Benefits at Ericsson, told AHR Network Asia Pacific: "We are not just cutting costs, we are more efficient, faster and more organised than ever; our excellent service helps attract and recruit Talent; our information is more accurate and the praise is endless."

Driving Change in Human Resource Management

The concept of human resources was only introduced in the 1960s. This concept emphasizes the creative role of manpower in the production process and is the primary decisive factor in the production factors. Since then, human resource management has undergone numerous changes. In general, human resource management changes have always been in the following directions:

• Transform human resources from a single management employee to a business partner
• Release the human resource management function from tedious administrative matters Coming out
• Places the focus of human resource management on strategic workforce management
• Introduces an advanced operating model for human resource management/establishes a strategic alliance between human resources and business

Electronic human resources actively promote the process of this human resources transformation.

First of all, electronic human resource management enables human resource management workers to truly separate from tedious administrative affairs, so they have sufficient energy and time to act as the "strategic partner" of the CEO.

At the same time, the electronic human resource management system can make the human resource management department change from providing simple human resource information to providing human resource management knowledge and solutions, and can provide decision support to the management anytime, anywhere, Provide analytical tools and advice to human resource management experts, and establish a system to support the accumulation of knowledge and management experience in the human resource department.

These two aspects make the human resource management department truly enter the role of "management" as a strategic partner. This is the most positive impact that electronic human resource management system brings to enterprise human resource management.

Secondly, electronic human resource management has completely changed the focus of the human resource management department. Under the traditional human resource management method, human resource workers are engaged in a large amount of work, which is administrative affairs, followed by management consulting functions, and the least in helping the formulation of corporate strategies. Under the management environment of electronic human resources, human resources workers are engaged in a lot of work to help enterprises provide management consulting services in personnel management. Administrative affairs are largely replaced by electronic and automated management processes, and work efficiency is significantly improved improve.

Third, electronic human resource management actually transfers the heavy responsibility of personnel management to front-line managers, enabling them to manage and motivate employees to achieve their business development goals. Front-line business managers can obtain the latest corporate human resource management policies, procedures, and market data through the Internet. After authorization, they can manage relevant personnel, including rewarding and punishing personnel.

Another positive impact of the electronic human resource management system on human resource management is that every employee of the enterprise participates in human resource management, making human resource management their own one of the responsibilities.

China launches e-human resources management

The development of electronic human resources management in developed countries is in full swing. What about the implementation of electronic human resource management in Chinese enterprises? What problems are often encountered in implementation?

At present, human resource departments of Chinese enterprises have more or less been exposed to electronic human resource management, but in general, there are still not many enterprises that have fully implemented electronic human resource management. To truly develop the huge market of electronic human resource management of Chinese enterprises, there are still many problems. The following are some of the main problems that must be solved:

The awareness and concept of human resource management in China are weak, and many people are still in the backward stage of "personnel". The first prerequisite for the implementation of electronic human resource management is that enterprises must establish internal management systems and procedures, popularize the awareness of modern human resource management, and generally pay attention to human resource management. Due to various reasons, the development levels of Chinese enterprises are far from each other, and the development of electronic human resources management system development technology and human resources software products are not very many, and there is no basis for the prosperity of the electronic human resources market. To develop the electronic human resource management market, we must reach a unified industry technical standard as soon as possible.

There are not many professionals in human resource management in China, and the level of human resource management is relatively low. There is no strong team to promote electronic human resource management.

The government's macro human resources development environment and system are not yet mature, and various labor and personnel laws, policies and regulations are not perfect. The human resource service provider market is still immature. The human resource service provider market must be cultivated by formulating relevant policies and market management mechanisms.

Despite all these problems, the market has been quietly changing. We believe that in a few years, people will see the prosperity of China's electronic human resource management market.