1、.人力资源管理信息化的必要性随着经济全球化、信息化时代的到来,传统的人事管理已明显不能适应市场经济的高速发展。加强人力资源管理的信息化建设,提高人力资源管理水平已势在必行。With the advent of the era of economic globalization and informationization, the traditional personnel management has obviously cant adapt to the rapid development of market economy. To strengthen the construction
2、of informatization of human resource management, improve the level of human resource management is imperative. 一、人力资源管理信息化应用A, human resources management informationization application 人力资源管理信息化是以信息技术和先进的人力资源管理思想相结合应用为基础,依赖信息技术对人力资源进行优化配置的一种管理方式。信息技术作为管理工具,应用于管理制度的制定、业务流程的设计、员工沟通、人力资源报告分析等,并根据既定制度与流
3、程完成对客观事务的处理,大大提高了人力资源管理部门的工作效率。其主要表现在以下三个方面。Human resource management informationization is based on information technology and advanced human resources management thought combined with the application as the foundation, relying on information technology to optimize the human resource allocation of
4、a way of management. Information technology as a management tool, is applied to the establishment of management system, business process design, employee communication, human resource analysis, and according to established policies and procedures to complete the objective transaction processing, gre
5、atly improving the work efficiency of human resource management department. It mainly displays in the following three aspects. 一是办公自动化应用是人力资源管理信息化的基础任务。手工办公方式与不断增长的办公业务量之间的矛盾日益尖锐,人力资源信息量迅速膨胀与信息的社会需求迅猛增长之间的矛盾更加突出,依靠手工管理,利用人工手段进行庞大的人力资源信息的收集、处理、分析及科学决策已经不能适应时代发展的要求。因此,改变办公模式,将办公业务的处理、流转、管理过程电子化、信息化,是人
6、力资源管理现代化建设必备条件。One is office automation application is the foundation of human resources management informationization. Manual business way and the contradiction between the growing office business increasingly sharp, human resources information expands rapidly and the information of the contradicti
7、on between social demand has grown more prominent, rely on manual management, using artificial means huge human resources information collection, processing, analysis and scientific decision already can not adapt to the requirement of era development. Mode change office, therefore, the office busine
8、ss electronically, information processing, circulation, management process, is the prerequisite for human resources management modernization. .二是软硬件基础应用。软硬件基础设施建设是加强人力资源管理现代化的前提,是人力资源信息传输、交换和资源共享的必要手段。软件设备主要涉及文字、数据、声音、图像处理系统以及各种数据库、管理信息系统、决策支持系统,实现系统的开发、新建、完善、推广或升级。软件投入将是信息化的重点。硬件设备主要有计算机设备、通信设备、信息存
9、储设备等。为了实现信息化,购买必要的硬件设备是最基本的环节。Secondly, the hardware and software based applications. Hardware and software infrastructure construction is the precondition of strengthening human resources management modernization, is the human resources of information transmission, exchange and resource sharing mea
10、ns necessary. Software equipment is mainly related to text, data, voice, image processing system and a variety of database, management information systems, decision support system, implementation system of the development, construction, perfect, promotion or upgrade. Software investment will be the
11、focus of the informatization. Hardware mainly include computer equipment, communications equipment, information storage devices, etc. In order to realize the information, buy the necessary hardware equipment is the most basic link. 三是网络设施应用。人力资源管理信息化的核心是网络建设。要利用现代信息技术来改善管理模式,架构一个共享资源的平台,提高计算机和网络技术在人
12、力资源管理中的应用程度,逐步提高人力资源管理信息化水平。信息化以大力推进各级人力资源部门内部局域网建设和连接各单位的外部网建设为基础,建立人力资源网站或主页,为人力资源工作公开和人力资源信息的更好服务开辟新的渠道。人力资源信息网络建设,可以更好地提高工作的透明度,降低办公费用,提高办公效率,大幅度提高人力资源管理者的信息化水平。3 it is network infrastructure applications. Human resource management informationization is the core of network development. To take a
13、dvantage of modern information technology to improve the management mode, architecture is a Shared resource platform, improve the applications of computer and network technology in human resource management level, gradually raise the level of human resource management informationization. Informatiza
14、tion to promote the building of human resources departments at all levels Intranet and extranet connection units construction as the foundation, build human resources website or homepage, for public human resource work and human resources information better service to open up new channels. Human res
15、ources information network construction, and can better improve the transparency of work, reduce office cost, improve office efficiency, raise the information level of human resource managers. 二、人力资源管理信息化建设的必要性Second, the necessity of human resource management informationization (一)信息化推动了人力资源管理转型(a)
16、 information technology promotes the transformation of human resources management .信息化人力资源管理实现了开放式管理,实现部分功能的外包以及虚拟组织的设立,最终目的是达到革新企业的管理理念,优化人力资源管理。当人力资源管理从单一的、自上而下的管理,向互动、多方位、全面、专业化的方向发展的过程中,人力资源的管理理念逐步提升,人力资源部门逐渐成为组织的核心部门。信息化人力资源管理的实施不但使人力资源向人力资本转变成为可能,使人力资源部门创造的价格得到认可,更促进了全员参与管理,使每一位员工都可以参与到人力资源部门的
17、工作中来,改变了传统的员工在管理过程中处于被动地位的状况,形成了新的互动管理的局面。Informatization of human resource management implements the open management, outsourcing parts and functions as well as the establishment of virtual organizations, the ultimate goal is to achieve innovation enterprise management concept, optimize the human r
18、esource management. When human resource management from a single, top-down management, interactive and multi-dimensional, comprehensive, professional direction in the process of development, human resources management concept gradually ascend, the human resources department has gradually become the
19、core of organization department. The implementation of the informatization of human resource management not only makes it possible to human resources to human capital, make the human resource department create price accepted, more promoted the participation and management, make each employee can par
20、ticipate in the work of human resources department, changed the traditional of the status of the employees in the process of management in a passive position, formed a new interactive management situation. 信息化人力资源管理使人力资源管理部门从提供简单的人力资源信息转变为提供人力资源管理知识和解决方案,随时随地向管理层提供决策支持,向人力资源管理专家提供分析工具和建议,建立支持人力资源管理部
21、门积累知识和管理经验的体系。信息化人力资源管理的实施转变了传统的人力资源部门为成本部门的印象,通过成本分析,人力资源部门创造的价值可以以定量的形式表示出来。通过授权员工进行自助服务、外协及服务共享,使人力资源部门日益从琐碎的行政事务中解脱出来,扮演起组织的战略性合作伙伴的角色。Information from the human resources management is the management of human resources department provide simple human resources information into human resource ma
22、nagement knowledge and solutions, anytime, anywhere provide decision support to the management, analysis tools and advice to human resources management experts, set up to support the human resource management department accumulate knowledge and management experience of the system. Informatization of
23、 human resource management of the implementation of the transformation of the traditional human resources department for the cost department, through the cost analysis, the value of the human resource department create can be represented in the form of quantitative. Through the authorized employee s
24、elf-service, outsourcing and service sharing, make the human resources department increasingly free from trivial administrative affairs, the organizations strategic partner role. (二)信息化有利于整合管理资源,提高管理效率,降低管理成本。(2) the information is helpful to integrate management resources, improve management effici
25、ency, reduce management costs. .信息化人力资源管理作为一种基于网络结构的全员信息系统,其一大功能优势就是缩短了各级员工的反馈时间,开辟了更加丰富的沟通渠道,员工可以不拘泥于公司传统的层级管制,可跨部门、跨级别表达和传递各种思想。这种技术特点,最终转变了组织的管理模式和组织结构,促进了组织机构的扁平化,组织的反应也更加灵敏。Informatization of human resource management as a full information system based on network structure, the first big functi
26、onal advantages is to shorten the feedback time of employees at all levels, has opened up more channels of communication, employees can not stick to the traditional company hierarchy controls, but across different departments and levels to express and transmit all kinds of ideas. The technique chara
27、cteristics, and ultimately change the organizations management mode and organization structure, promoted the flattening organization, organizations response is more sensitive. 网络技术的应用,还可以为人力资源管理部门之外的其他管理人员及员工提供各种形式服务,例如,组织的高层管理人员可以在网上查看人力资源的配置、重要员工的状况、人力资源成本的分析、员工绩效等等; 对部门经理而言,可以在网上管理自己部门的员工,例如,可以在授
28、权范围内修改属下员工的考勤记录、审批休假申请、进行绩效管理等等;对于普通员工,可以在网上看本月薪资明细、累计福利、内部股票价值、内部招聘信息、各种人事政策、个人考勤休假情况、注册内部培训课程等等。此类服务的提供,使得人力资源管理从以前的相对封闭变得开放,滞后管理变成超前管理,这些好处无疑可以改善人力资源管理部门对最高决策者以及全体员工的服务质量,并使得全体人员都能参与到人力资源的管理活动中来,从而优化了管理结构,整合了管理资源,畅通了信息沟通渠道。Application of network technology can also be for human resource managemen
29、t department outside of the other managers and staff to provide various forms of services, for example, the organizations top management personnel can check the configuration of human resources on the Internet, the status of the key staff, human resources, cost analysis, employee performance and so
30、on; For department manager can manage their staff on the Internet, for example, can be modified within the scope of authorization under the employees attendance record, examine and approve the leave application, performance management, etc. For ordinary people, can see on the Internet this month sal
31、ary details, total welfare, internal stock value, the internal recruitment information, all kinds of personnel policy, personal attendance about vacations, registered internal training courses and so on. To provide such services, making the human resource management from the previous relatively clos
32、ed becomes open, lag management into advanced management, these benefits will undoubtedly can improve human resources management department of the highest decision makers and staffs service quality, and the staff can be involved in the management of human resources activities, so as to optimize the
33、management structure, integrate the management resources, unimpeded information communication channels. 信息系统的投入,减轻了手工作业造成的查询、统计等方面繁重的计算工作,缩短了各职能工作的时间,特别是信息系统数据库使数据资料的保存变为轻松。随着 lnternet、大型关系数据库、视频系统、电子邮件、OA 系统等软件及硬件设备和相关基础设施的出现 ,信息化人力资源管理系统也真正投入现实。它克服了人类自身的局限性,充分利用信息技术快速、.准确、互动、海量存储的特点,对人力资源管理专业理论在企业
34、管理实践中的应用起到关键性的推动作用。Information system of investment, reduce the manual work of query, statistics, etc, the heavy computational work, shorten the duration of the various functions work, especially in the information system database data preservation easily becomes. As the lnternet, large relational d
35、atabases, video systems, such as email, OA system software and hardware equipment and related infrastructure, informatization of human resource management system also really into reality. It overcomes the limitations of human itself, make full use of information technology, rapid, accurate, interact
36、ive, mass storage, the characteristics of professional theories of human resource management in enterprise management practices play a key role in application. 传统的手工管理时期,人力资源部门不管是设计工作、组织培训、招聘人员,还是工资发放、档案管理等琐碎的具体工作都必须依靠手工操作,效率低并且容易出错。信息化可以减少人力资源管理工作的操作成本、降低员工流动率、减少通讯费用等,从而降低组织的管理成本。The traditional ma
37、nual management, the human resources department whether it is design work, organize training, hiring, and salary, trivial details such as file management work must rely on manual operation, inefficient and error-prone. Information technology can reduce the cost of human resources management operatio
38、n, reduce employee turnover, reduce communication costs, etc., thus reducing management costs of the organization. 三、人力资源管理信息化存在的不足Third, some problems of the human resources management informationization 由于我国信息化人力资源管理起步较晚,因此与发达国家相比,存在不少问题。Due to the informatization of human resource management in C
39、hina started late, so compared with the developed countries, there are some problems. 一是目前人力资源管理软件大都处于事务型管理阶段,软件偏重一般性,不能完全涵盖企业特有的管理活动,应用范围受到限制。同时,软件中的某些附加功能并非组织所需,这便增加了组织的负担,造成浪费。One is the human resources management software is mostly transactional management phase, lay particular stress on general
40、 software, cant completely covers the enterprise management activities, application scope is limited. At the same time, some additional functionality in the software is not needed, it will increase the burden of the organization, resulting in waste. 二是动态数据的本来作用是提供即时信息, 电动双梁起重机供管理层进行决策,这便要求动态数据能随时进入数
41、据库,然而,一些组织的动态数据并没做到随时更新,动态数据没有及时进入数据库,整个人力资源管理系统无法为管理决策提供支持。.Second, dynamic datas original role is to provide real-time information, for management to make decisions, this requirement can dynamic data into the database at any time, however, some organizations are dynamic data didnt update, dynamic
42、data not timely access to the data, the whole human resources management system cannot provide support for management decisions. 三是从数据库结构看,数据库的设计一定要根据组织的具体情况,满足特定要求。比如,一家企业的数据库中有一个子模块,专门记录人员流动状况,可这个模块仅记录员工进入企业和员工退休或死亡,忽略了员工在企业内部各个部门间的流动,而这个流动率的计算对人力资源计划又是至关重要的。显然,在设计数据库时,软件人员没考虑到这个因素。主要原因是计算机软件人员对人力
43、资源管理领域不够熟悉,而企业的人力资源管理者又缺乏理论的支撑。Three from the database structure, database design must according to the organizations specific situation, meet the specific requirements. Of, for example, a database has a child module, special record turnover situation, can only record the module into the enterprise
44、and employee retirement or death, ignores the flow of employees in the enterprise internal between various departments, and the calculation of turnover rate for human resource plan is vital. Obviously, in the design of database, software personnel did not considering this factor. The main reason is
45、that not enough familiar with computer software for human resource management field, and the enterprise human resources management and the lack of theoretical support. 四是目前的人力资源管理系统往往表现为工资的记录器,它应有的作用远未发挥出来,作为一个管理工具,人力资源管理系统不仅要能记录所发生的数据,而且更重要的是它能整理和分析这些数据,并提出有价值的报告。比如,通过对员工考核数据的分析,组织可了解到目前的整体绩效状况;通过对
46、工资结构的分析 ,可提出成本控制的建议等。Four is the present human resources management system often show the wage register, are far from play its proper role, as a management tool, the human resources management system should not only can record all data, and more importantly it can sorting and analyzing these data, a
47、nd put forward valuable report. For example, through the analysis of employee assessment data, organizations can learn the current overall performance conditions; Through the analysis of wage structure, but suggest the cost control, etc. 四、推进人力资源管理信息化采取的措施4, promote human resources management inform
48、ationization (一)优化人力资源配置(a) the optimize allocation of human resources 通过合理配置人力资源,真正实现组织呼唤多年的“能者上,庸者下、平者让”的人力资源管理新局面;建立干部能上能下、 丙烯酸聚氨酯员工能进能出的灵活竞争机制,实行公开、公平、公正的用人自主权,竞争上岗,择优录取,海尔的“赛马竞争机制”就可以借鉴;建立健.全合理的员工准入、使用、退出机制,推行从业人员职业化进程,并根据不同岗位、不同层次,设计不同的用工期待和待遇,形成正常的流动机制,有效地促进人才市场,吸引高素质、高学历人才;对组织的老员工要妥善安置 ,充分发挥
49、其从业经验和智慧的优势,赋予其咨询顾问或督察职位。Through the rational allocation of human resources, truly achieve organization calls for years of the “almighty, came down, form“ the new human resources management situation; Can establishing cadres, staff can enter to the flexible competition mechanism, implement open, fair and impartial, employing autonomy, competition, merit, haier “racing competition mechanism“ can draw lessons from; To establish and perfect a reasonable employee access, use and withdrawal mechanism, promote the employees the professionalization process, and according to the diffe
