Asking for help: problems in human resource management (2)

in the process of informatization, domestic enterprises have always regarded human resource management system as a luxury, and they have rarely set foot in it. On the one hand, human resource management software is expensive, the products are complex, and the investment and risk are unbearable for enterprises; On the other hand, it is also because most domestic enterprises, especially fast-growing enterprises, are not sure about their own needs, and regard human resource informatization as a road of fear. In view of these situations, Kingdee International has issued Kingdee K/3 fast HR application software package based on the characteristics and requirements of human resource management in fast-growing enterprises, which provides new ideas and solutions for enterprises to realize human resource management informationization comprehensively and quickly. This paper aims to discuss this new development direction with enterprises concerned about realizing human resource management informationization quickly.

-----------. The management mode of the first stage of enterprise development can be called "people-oriented", which can drive the development of enterprises only through the entrepreneurs themselves, reflecting the greatest degree of humanization and freedom; The focus of the second stage is process management, which requires a standardized management system and business processes; In the third and fourth stages, due to the increase of management flexibility and the emphasis on cooperation and openness, the management models in these two stages can be collectively called "open system model"; The fifth stage, which is far from being achieved by most enterprises in China, is the target-oriented management mode, which is called target management for short.

This view has been approved by many enterprises, and it can also help us to analyze the characteristics of human resource management in fast-growing enterprises. In different enterprises, human resource management informatization may face different tasks and management needs:

collectivization management needs: when start-ups have reached a certain scale, departmental division of labor has begun to appear within enterprises, and some departments have begun to be managed through professional managers, which is the collectivization stage of enterprise development. At this stage, the main change in management is from the so-called "people-oriented" management driven by entrepreneurs to the process management. Therefore, it is necessary to establish a special personnel and administrative management team, whose main responsibility is to guide employees and business teams and guide them to implement the decisions of the decision-making level. At this stage of enterprise human resource management informatization, the key point is to choose the basic modules of human resource management system, quickly solve the basic personnel management, and avoid spending too much time and money on the perfection of human resource management system.

standardized management requirements: when the enterprise develops to a certain extent, employees have accumulated some practical experience through continuous guidance and practice, and the level of self-management is also improving, and they begin to demand more autonomy; At the same time, with the expansion of enterprise scale, the increase of management level, the rapid division of departments, and the increasingly scattered sales areas and networks, senior managers began to assess their subordinate institutions through extensive authorization, and adopted regular debriefing reports and profit center assessment methods. At this time, the focus of managers' remuneration is to emphasize personal performance bonuses. The main problem faced by human resource management is how to quickly realize standardized management with "authorization" as the main control mode. At this stage, the informatization of enterprise human resource management focuses on meeting the needs of flexible organizational structure adjustment, basic personnel affairs processing and information maintenance, salary management needs of wage classification management and social security welfare management needs of paying various social pooling insurance for employees. At the same time, enterprises begin to have the demand for human resource analysis, which requires that the human resource system not only provide common reports such as personnel, salary, social security benefits, but also provide various self-defined report functions that meet the individual needs of enterprises. These functions can basically be realized through the standard module of human resources system.

refined management needs: with the rapid growth of enterprises, enterprise organizations began to re-integrate, such as dividing grass-roots personnel into several product groups and setting up appropriate departments according to products. After extensive authorization, senior managers began to emphasize supervision again. The control system of enterprises is composed of new planning centers, responsibility centers, profit centers, cost centers and investment centers. At this stage, the organization will become more and more large and decentralized, and organizational ability will become the key to strategic implementation. The main problem faced by human resources information at this stage is how to quickly decompose high-level strategic objectives into each department and employee, and combine with enterprise development strategy to quickly create a post management system based on competency model and an evaluation and incentive system with performance management as the core, and quickly create a strategic human resources management platform composed of CEO, HR manager, business manager and employees.

these three categories of needs summarize the needs of most domestic enterprises for human resource management at present, and at the same time, they also provide a feasible path for enterprises to implement human resource system step by step and quickly realize human resource management informatization. In China, Kingdee's human resources system is widely used in three types of enterprises: the first type is enterprises that want to realize basic management of human resources quickly, which have begun to take shape, but lack basic management; The second category is enterprises that have a solid foundation and have entered a rapid development, and quickly standardize enterprise management and optimize business processes through Kingdee human resource management system, such as Baidu Online, Shantou Ultrasound, Qingdao Maersk, Shanghai Garden Hotel, etc. The third category is large-scale enterprise groups that have experienced years of development, and have established strategic human resources management platforms through Kingdee human resources system, such as Shenzhen AVIC Group, China Pharmaceutical Group Corporation, Huaxi Hope Group and Guangdong Shipping Group.

the misunderstanding and correct starting point of realizing the informationization of human resource management quickly

To realize the informationization of human resource management quickly, enterprises must set practical goals according to their own development status and actual needs. When setting goals, we should pay attention to avoid two misunderstandings:

Misunderstanding 1: Pursuing one step at a time, seeking perfection in function. This is a typical high consumption of "human resources". Informatization is actually a management project, which is used to solve the management problems of enterprises. Enterprises will develop and the software itself will develop. One-step informatization is divorced from the actual demand of human resource management, which not only increases the actual investment cost, prolongs the implementation cycle, but also increases the cost of future generations.

Myth 2: Human resources are the business of large enterprises and have nothing to do with small and medium-sized enterprises. Human resource management appears with the separation of responsibilities and rights in enterprises. As long as enterprises begin to distribute management and work responsibilities through authorization, it is necessary to implement human resource management informatization through human resource system. Manual methods can easily make human resource management out of control, and it is difficult to provide personnel, training, salary and welfare information needed by employees and managers in time.

therefore, when making the goal of human resource management informatization, enterprises can't ignore the reality and blindly seek perfection; Nor can we neglect one thing, avoid the important or give up the informationization of human resources. A more realistic approach is to gradually realize different modules of the human resources system according to the development stage of the enterprise. For example, Qingdao Maersk Container Industry Co., Ltd. has adopted a step-by-step implementation strategy. In the first phase, only the personnel management system, training and development system, recruitment and selection system, salary and welfare system and report inquiry system of Kingdee K/3 fast HR software package were implemented, but the performance management system was not implemented.

the starting point of enterprise human resource informatization in different development stages will be different, but we should consider products, implementation, services and customer cases. The basic starting point for the rapid realization of human resource informatization is "rapid configuration, rapid implementation, rapid application and quick effect."

rapid configuration: rapid configuration reflects the flexibility and platformization of products. The rapid deployment of human resource management software is specially developed for the characteristics of unstable organizational structure and frequent business process changes in fast-growing enterprises. The biggest trouble brought to enterprises by the human resources system that does not support rapid configuration is that the maintenance workload of organizational structure, authority management and safety management is huge, and the system can't keep up with the changes of enterprises; The rapidly configured human resources system also supports the dynamic integration of the system with other system environments, such as the integration of the salary management system and the financial system. Human resource system can play some basic management functions in enterprise integration environment, and its organizational structure, authority distribution, workflow configuration and multilingual configuration can be integrated and shared with office automation, finance and business systems of enterprises at the same time. Therefore, the rapid allocation of human resources system is very important for growing enterprises.

rapid implementation: the implementation of human resource management system is not only to make the system run, but also to standardize the human resource management process through system implementation. This change affects every employee who uses the human resources system in the company. Therefore, we should try our best to hire implementation consultants with experience in human resource management and implement them step by step according to scientific implementation methods. This is the basic guarantee for rapid implementation. Secondly, we should make full use of the rapid configuration characteristics of the software to solve some obstacles in system implementation. For example, Kingdee human resources system supports the customization of processes and documents, which speeds up the pace of system implementation.

rapid application: enterprises should always emphasize this principle when implementing human resources systems. The application of human resources system is phased and hierarchical. Except for the basic personnel system, the businesses of other modules are relatively independent, such as training, salary, welfare and performance management. These modules can be implemented step by step in Kingdee's fast HR software package. Enterprises can completely implement one module and apply one Module by Module, without waiting for all systems to be ready for implementation before putting them into application. This reflects the flexibility of configurable management software and the convenience of Kingdee's fast HR application software package.

and quick results are the expectation of every enterprise. Every vendor will blow up their software. But objectively speaking, there are great differences in the effective period and investment income of different human resource management software. In particular, foreign large-scale human resource management software has a large investment and a long implementation cycle, so it takes a long time to see the effectiveness of the system. Even if enterprises don't doubt whether these softwares are suitable for China's national conditions, they can imagine the effect of the implementation of "carving a boat for a sword" in the case of rapid changes in enterprises.