How to combine modern information technology with human resource management

The arrival of the cloud era provides a rare opportunity for the development of human resource management. The so-called cloud refers to cloud computing, which is a calculation method based on the comprehensive technology of big data, Internet and mobile Internet. In this way, the software and hardware resources and information enjoyed by multiple terminals can be provided to other computers and other devices as needed. The core of cloud computing is to enjoy technology and information, gather all kinds of high-quality resources and process a lot of valuable data to meet the needs of production, life and management.

Cloud recruitment: the integration of cloud technology and human resource management. Cloud recruitment is to manage some recruitment management activities such as enterprise recruitment demand planning, job posting and management, candidate application, candidate interview, testing, evaluation and employment through cloud technology. Cloud recruitment can realize real-time online collaboration among human resources departments, business departments, third-party recruitment service providers and job seekers, establish human resources reserves, complete the assessment of candidates, improve recruitment efficiency and reduce recruitment costs. Cloud recruitment is being adopted by more and more companies, and companies such as Volkswagen, Canon and Xuesisi have successfully implemented cloud recruitment.

Cloud data. Cloud technology can provide massive information for human resource management. Human resource information system can provide massive databases, which can well eliminate the problem of isolation of human resource data sources. With the rapid development of modern enterprises, enterprises with more than 10,000 employees are everywhere, and they are highly mobile. It is difficult for many enterprises to count the number of employees in their own companies. In the cloud computing database, the human resource databases of independent units can be conveniently shared, data can be effectively connected, data changes can be well recorded, the validity and integrity of data can be effectively managed, and the efficiency of human resource management can be improved.

Cloud collaboration. Collaboration between employees and employers can be enhanced through the cloud platform. Cloud technology can enable employees to access the human resource management database, obtain salary and welfare information, check in/out work through mobile terminals, notify companies to be late, and generate their own attendance sheets, which facilitates the contact between employees and employers and enables enterprises to keep abreast of employee dynamics. With the enterprise human resource management system supported by cloud technology, enterprises can even work from home. On February 9, 20 13, 13, more than 2,000 employees of Shanghai Unilever worked from home due to the weather, because the company adopted cloud technologies such as cloud conferencing.

Cloud monitoring. Cloud technology can make human resources departments become information providers. Cloud technology can facilitate information processing, reflect some trends or meaningful results, and information can be provided to managers as reference opinions for management decisions. Business departments are important because they are good at using data to speak for them, and the data itself can explain many problems. When human resource managers can provide some useful information based on data analysis, the value of human resource management will be better reflected. For example, through the information monitoring of employees, we can find unreasonable places in business work and put forward optimization suggestions for enterprises.

Cloud performance. Successful performance management comes from the reasonable setting of performance objectives, the quantitative analysis of various factors in the implementation process and various forms of scientific analysis in performance summary. The above work involves a lot of communication, collaboration and result processing. Cloud performance management system platform can analyze the scientific nature of performance management objectives, and divide, collaborate and quantify processes and roles. The performance platform also provides a standard performance management form, which can effectively and accurately convey the assessment information and improve the assessment accuracy. In addition, by setting the performance tracking and performance appraisal cycle through the cloud performance management platform, employees at all levels can be reminded regularly to ensure the efficient implementation of the performance management process and change the feedback appraisal into intervention appraisal.

Cloud knowledge. In the era of knowledge economy, employees' continuous acquisition of new knowledge and skills is the core competitiveness of enterprises' sustainable development, and cloud knowledge has become the first choice for human resource knowledge management. Every enterprise has accumulated a lot of knowledge, skills and solutions in its operation, and often these important resources are in the hands of specific employees. If you are good at using the cloud system, you can keep this tacit knowledge and pass it on. Human resource management can establish an enterprise internal cloud knowledge base, * * * enjoy * * knowledge resources, share advanced ideas and skills, and educate implementers and educatees to interact in time. At present, cloud training in the public domain is well done, such as online open classes in world-renowned universities, while cloud training in enterprises is still in its infancy.