信息技术在人力资源管理中的应用Application of information technology in human resource managementWord文件下载.docx
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信息技术在人力资源管理中的应用Application of information technology in human resource managementWord文件下载.docx
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Animportantcharacteristicoftheknowledgeeconomyisthatthefocusofthemarketcompetitionwillbefromthecompetitionofmaterializedresourcessuchasfundsandproductstothecompetitionofintellectualresources(talents).Becausetalentsarethecarrierofadvancedscienceandtechnologyandadvancedculture,theyrepresentadvancedproductiveforces.Thecombinationofknowledgeeconomyandeconomicglobalization,makesthecompetitionoftalentsviolently.Manyenterpriseshavebeguntorealizethatallaspectsofbusinessprocesses,suchasproductdesign,production,salesandservice,allcannotdowithouttheparticipationofthepeople,anypartofaproblem,oftentopeople'
sproblems.Thequalityandmoraleofemployeeshavebecomethefoundationofenterprisesurvivalanddevelopment.Goodhumanresourcesmanagementanddevelopmentwillhelpenterprisestocreateatalentdevelopmentenvironmentandenhancetheircompetitiveness.Inthissense,theeffectivenessofhumanresourcesinanenterpriseisastrategicfactortopromotethedevelopmentofanenterprise.
1,thedevelopmenttrendofhumanresourcesmanagement
From1950stonow,humanresourcemanagementhasgonethroughthreestagesofdevelopment:
Stage1:
personnelmanagement
Atthisstage,personnelmanagementismoreconcernedaboutthemanagementofthings,anddonotpayattentiontoemployeeperformance,employeesintheenterpriseisnotregardedasresourcestobedeveloped,butsimplyintheformofpersonnelfilesexist.
Thesecondstage:
HumanResourceManagement
Atthisstage,thespecialhumanresourcesdepartmentintheenterprise,tootherdepartmentsastheHRdepartmenttoprovidecustomerssuchasrecruitment,training,evaluationandotherhumanresourcesservices,andbegantofocusonindividualperformancemanagement,istheenterprisestrategicplanningexecutor.However,intheprocessoftheformationofenterprisestrategy,thefactorsofhumanresourcesareoftenexcluded.Atthisstage,althoughenterprisesrealizethatmanpowerisalsoakindofresource,theydonotthinkitisanimportantstrategicresource.
Thethirdstage:
humanresourcesdevelopmentandmanagement
Atthisstage,humanresources,asanimportantstrategicresourceofenterprises,havebeentakenintofullconsiderationbythetopmanagementofenterprisesinthestrategicplanning.Theenterpriseisnolongeronthehumanresourcemanagementofshallowlevel,notjustforotherdepartmentstoprovideroutineservices,butthehumanasavalue-addedresourcesforin-depthdevelopmentandmanagement.Inthisstage,enterprisesneedtoestablishtheenterpriseexecutives,linemanagersandprofessionalHRmanagementteamcomposedofthehumanresourcemanagementsystem,theimplementationofthemainbody,fulloftheconceptofhumanresourcemanagement,andnolongerbelievethathumanresourcesworkbyHRdepartmentindependentprocessing.
Thedevelopedcountrieshaveaccumulatedrichexperienceinhumanresourcemanagementanddevelopmentinthepastfewdecades,andhaveobtainedgreatreturnsfromthem.
ThedevelopmentoftheconceptofhumanresourcemanagementinChinahasbeenstartedbytheinfluxofforeignenterprises.Ithasonlybeenmorethan10yearssofar.Itshouldbesaid,becauseofthedifferenceofenterprisemanagementconcept,coupledwiththedomestichumanresourcemanagementdisciplineisnotperfect,leadingtolackofhumanresourcesmanagementstaffthroughprofessionaltraining,makethemostofourenterprisesareatthebasisofcomparisoninhumanresourcemanagementanddevelopmentonthestage,comparedwithdevelopedcountriesthereisabiggap.
Thecompetitionamongenterprises,especiallythedirecttalentcompetition,willinevitablyleadtothepromotionofhumanresourcesstatus.Atpresent,Chinahasbecomethecoreareaoftalentcompetition,andtheattentionofenterprisestohumanresourceshasalsoincreasedrapidly.Butatthesametime,manyenterpriseslackpracticaloperationalmethodsonhumanresources.Tohelpenterprisesachieveleapfrogimprovementinhumanresourcemanagementanddevelopmentlevel,humanresourcestraining,consultingandinformationserviceshavebecomeaverypromisingmarket.Itisworthpointingoutthathumanresourcemanagementitselfhasdifferentlevelsofdivision,anddifferentservicescansolvetheproblemofhumanresourcemanagementfromdifferentaspects.Theapplicationofinformationtechnologyinthemanagementofhumanresources,willhelptodefineandoptimizehumanresourcemanagementbusinessprocesses,improveworkefficiency,improveservicequality,soastoestablishaplatformforhumanresourcesmanagementinformationization,occupationof.
2,thefourlevelsofhumanresourcemanagement
Underthestandardsituation,wecandividetheenterprisehumanresourcemanagementintofourlevels:
Humanresourcestrategy(strategicwork)
Constructionofhumanresourceoperationsystem(basicwork)
Thedailyroutineaffairsmanagement(routine)
StrategicHumanResourceManagement(pioneeringwork)
Strategicworkaccordingtotherequirementsofhumanresourcesmanagementstrategyforbusinessdevelopment,activeanalysis,enterprisehumanresourcespresentsituationdiagnosis(suchastheallocationofresources,humancapacityassessment),thedecision-makersaccuratelyandtimelyprovideallkindsofvaluablehumanresourcesinformation,tofullyconsiderthehumanresourcesofthisimportantbasemanagementelementstheenterpriseintheprocessofformingstrategicobjectives,andachievethestrategicgoalofestablishinghumanresourcespecificactionplans(suchasthroughrecruitmenttooptimizetheallocationofhumanresources,throughtrainingtoimprovethehumanresourceetc.).Humanresourcestrategyistheguidelineofenterprisehumanresourcemanagement.
Thebasicworktoestablishthemaininfrastructureplatformforenterprisehumanresourcesoperation,theplatformfirsttoincludeacompletesetofrulesofthehumanresourcesmanagement,thisistheenterprisehumanresourcemanagementactivitieswithinthelegalbasis.However,ifthereisnostandardizedoperationprocesstosupport,managementrulesandregulationsinspecificoperations,moreorlesstherewillbeconfusionphenomenonfrompersontoperson.Forhumanresourcemanagers,humanresourcesmanagementwillbelockedinthepaperifitcannotsolvetheoperationalproblems.Therefore,theestablishmentofaneffectivehumanresourcesoperationsystemisanimportantguaranteeforhumanresourcemanagementtowardpractice.Thesystemissimilartotheconstructionofhighways,thebetterthefoundation,thehighertheefficiencyoftheoperationinthefuture.
Theroutineisoperatedontheoperationofhumanresourcessysteminthisplatforminfrastructure,includingpersonnelfiles,contracts,attendance,assessment,training,salarycalculationandpartofhumanresourcesplanningandrecruitmentmanagementetc..Itshouldbesaidthatafeatureofroutinework,isoneofthemostoftheworkisrepeatedwork,basedontheexperienceofthetrivialandcomplicated,lackofcreativity,takingupHRmanagementalotoftime,butalsoisthebasictransactioncannotbeavoidedinhumanresourcemanagement.Sincethispartoftheworkcanhardlyaffectthecorevalueoftheenterpriseinessence,ithasbecomeatrendtooutsourcethemtotheprofessionalserviceorganizationsinthesociety.
Pioneeringworkemphasizestheneedforhumanresourcesmanagementtoprovidevalue-addedservicesforenterprises,andstrivetocreatevaluefortheDepartment,andstrivetocreateconditionstoachievegoals.Thevalueofhumanresourcemanagementisthegoalofanenterpriseachievedbyimprovingtheperformanceofemployeesandorganizations.Andenhanceemployeeandorganizationalperformancemeans,istocombinetheenterprisestrategyandhumanresourcestrategy,tofocusoncreatingagoodcorporateculture,employeeoccupationcareerplanning,salarysystemandperformancesysteminlinewiththeactualsituationofenterprises,andpayspecialattentiontothedevelopmentofhumanresourcesinenterprises.Infact,toattracttalent,use,maintainanddeveloptheworkofsuccess,thekeydoesnotlieintheroutineworkofhumanresourcemanagementisinplace,butwhethertocreateasuitableenvironmentfortalentdevelopment,createtheenvironment,humanresourcemanagersneedtospendmoretimeandenergyinpioneeringworkon.
Inordertointroduceinformationtechnologyintohumanresourcemanagement,wecandividehumanresourcemanagementintotwocategories,qualitativeandquantitative.
Thequalitativeworkmainlyreferstothemanagementsystemdesign,businessprocessdesign,employeecommunication,humanresourcesanalysis,thecharacteristicsoftheworkisverycreative,needtogothroughthesubjectivethinkingandjudgmentcanbefurthercompleted;
Thequantitativeworkmainlyreferstoaccordingtoestablished
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