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[This is the second part of a short series of articles about utilizing information technology for human resources in China.]
Cost Effective Day-to-Day Operations
As we discussed in the first article,one strategic challenge of human resource departments in China today is to cost effectively hire,develop,and retain quality people in sufficient quantities to meet the growth demands of their corporations.To accomplish this goal,one of the things that human resource managers must do is find ways to shift from managing day-to-day operations and focus their energy on enabling their company's success.Reducing day-to-day operations not only involves eliminating redundant error-prone clerical tasks,but doing this in a way that insulates the company from cost increases due to future growth or complexity.
Many new or small companies utilize spreadsheets to maintain employee records.This will work for simple situations and for a small number of employees.But as the company adds new people,opens new locations or changes its rules,the spreadsheets become more complicated,difficult to handle,and can be lost or corrupted.Spreadsheets don't allow access by more than one person at a time and they are difficult to merge together for integrated analysis.
The Role of Software
A good human resources management system(HRMS)plays a critical role in reducing the cost of day-to-day operations.First,it reduces the effort to perform repeated tasks such as payroll,leave,and time and attendance performing all of these tasks quickly and accurately.
More importantly,however,the software will apply the company's policies consistently every time.This just does not mean computing pay and taxes accurately;that is expected.It also means maintaining accurate records of leave balances.It means consistently applying attendance policies-deducting for late arrival and paying overtime the same way every time.All of these functions if done manually or by spreadsheet are prone to errors,especially if more than one person is involved in maintaining the same information.
Thirdly,software enables integrated analysis of the company's human resources.Because the company's information is in the same place,human resource managers can obtain an integrated view and perform analysis such as headcount by division or city,benefit costs by department or location,or last month's employee turnover by store.These analyses can be stored and repeated every month or as frequently as needed.
Finally,a software system safeguards the company's information.Access to information is secure;only authorized individuals can use the system.Multiple people in multiple places can use the system at the same time running reports and making changes.Because the data is centralized,it can be protected insuring that crucial information is never lost.
But let's not limit our thinking about an HRMS to just payroll.Today's human resource departments must also analyze employee performance,career paths,succession plans,training costs,skills,and competencies.All of this is just as important to the company and even more complicated to maintain without good software.
Quickly and Accurately Perform Repeated Tasks
Consistently Apply Company Policy
Integrated Company-Wide Analysis
Safeguard Company Information
What Is an Ideal HRMS?
·Flexible/Adaptable:Easily changed to meet company,regional,and corporate needs for both data and reporting.Multiple Currencies,Multiple Languages.
·Integrated Analysis:Information together in one place and can be easily analyzed in multiple ways.
·Basic Functions:Staff Information,Payroll,Leave,and Attendance.
·Advanced Functions:Competencies,Organization Development,Training,Recruiting,Appraisals,Employee and Manager Self-Service
·Fast to Implement:Quick implementation by experienced partners.
·Reasonable Total Ownership Cost:The total cost of software,hardware,and ongoing support is reasonable compared to the business value returned.
[Nouveau Star MRC's mission is to enable China HR professionals to leverage and utilize technology in achieving their companies' strategic goals.Our goal is to apply our business experience to provide clients with real-world solutions that best fit their needs.]
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［这是关于“有效利用信息技术于人力资源管理”系列文章中的第二篇］
高效成本的日常运营
正如我们在第一篇文章中谈到的，今天中国人力资源的战略重点之一是如何高效地雇佣、发展及保留足够的供企业发展需要的优秀员工。要达成这个目标，中国的人力资源管理人员必须转变其管理日常操作的角色，将精力集中在帮助企业成功发展。简化日常操作不只是减少那些多余的、易出错的记录工作，更重要的是能找到一种行之有效的运作方式，免除由于企业成长和业务复杂化引起的额外支出。
许多新近建立的、小型的企业使用电子表格管理员工档案。这对于情况简单、员工数量较少的企业而言的确有效。但随着公司招募更多的员工、开设新的机构或者变更规章制度，数据会越来越复杂而难以通过电子表格来处理，造成数据丢失或损坏。电子表格不支持多用户同时操作单一文件，因此在整合数据进行综合分析时也有一定的困难。
人力资源管理系统的角色
一个高效的人力资源管理系统(HRMS)在降低人力资源管理成本上的地位举足轻重。首先，它能快速而准确地处理薪资，计算福利，记录考勤信息，管理休假。
然而更为重要的是，人力资源管理系统能始终如一地贯彻企业政策。这当然不局限于对于薪资和税收准确无误的计算。同时也包括对于休假的精确管理，以及对考勤政策的可靠稳定的执行、对迟到扣款和加班补贴以统一的标准进行计算。如果对以上的工作进行手工操作或通过电子表格计算的话，会很容易出错，特别是在多人操作的情况下，保证信息的准确无误会是个棘手的问题。
第三，信息系统能对企业人力资源进行综合分析。企业信息的整合使得人力资源管理者对于企业人力资源管理信息能够做到全局性的分析和把握，例如按企业分支或城市对员工总数的统计、按部门或地点对福利支出的统计或者上月按店铺对员工流失量的统计等等。信息系统能对以上的分析结果进行储存并按月或按任意周期出具报告。
最后，信息系统保障了企业信息的安全。只有经授权的员工才能对系统进行操作，在不同地点的人可以同时对系统进行操作，产生报表、更改数据。数据的集中管理确保了重要信息的安全。
请不要把人力资源管理信息系统仅仅局限于薪资运算。今天的人力资源部门还需要对员工表现，职业生涯、管理继任、培训支出、员工技能和能力模型等做出分析。对企业而言所有这些都是至关重要的，但没有有效的信息系统，这项工作将会更为复杂。
快速、精确地处理重复性工作
始终如一地贯彻企业政策
综合分析企业信息
维护企业信息安全
什么是理想的人力资源管理信息系统？
·灵活性／适应性：多币种、多语言、易于更改的数据及报表设计适应公司、区域及集团内需求。
·综合分析：信息的统一收集管理便于多途径分析。
·基础功能：员工信息、薪资、休假及考勤。
·高端功能：能力模型、组织发展、培训、招募、考评及员工和管理人员自助服务。
·快速的实施：富于经验的系统供应商能够快速实现系统实施。
·合理的费用：性价比合理的软硬件和日常维护费用。
我们的使命是：利用技术帮助中国的人力资源专业人员实现企业战略目标。
我们的目标是：用我们的商业经验为客户提供最可行、最合适的解决方案。
标签：信息安全论文;