Contents of electronic human resource management

Undeniably, the Internet has become the most effective way to widely disseminate human resources information because of its unique "global, interactive and real-time". Electronic recruitment is the fastest application field of network technology in human resource management. According to a survey conducted by Fortune magazine, in 2000, 79% of the top 500 enterprises in the world realized electronic recruitment, while 1998 was only 29% and 1999 was only 60%. It is predicted that this proportion will rise to 90% in 2002 and reach 1000 in 2003.

Simply put, e-recruitment is to use the company website to complete a series of recruitment-related activities. At present, according to the practices of the world's top 500 companies, e-recruitment can be divided into two types: central resource pool type and primary e-recruitment. Recruitment in central resource database means that enterprises publish recruitment information online and collect application information through e-mail or resume database. Primary e-recruitment means that companies publish recruitment information online, but encourage candidates to apply through traditional channels such as fax or letter. The former is a completely digital recruitment method; The latter is part of the digital recruitment method. Different industries and regions adopt different electronic recruitment methods. Enterprises in IT industry, financial industry, high-tech industry and European and American countries use central resource pool for recruitment more, while enterprises in traditional industries and Asian countries currently use primary electronic recruitment more. There are: enterprises must establish a constantly updated and first-class recruitment website; Select the appropriate software that can automatically analyze and process the preliminary information of candidates; Reply to the applicant as soon as possible; Gradually transition to the implementation of fully electronic recruitment strategy; Draw lessons from the previous experience of distinguishing positive candidates from negative candidates; Pay attention to the humanized service under the network.

Cisco's website has become a powerful recruitment tool. Candidates can search for vacancies that match their talents through keywords, send resumes or make resumes online using Cisco's resume creator. Most importantly, the website will make candidates "friends" of volunteers in their companies. This friend will tell the applicant about Cisco, introduce the applicant to the right person, and lead the applicant through the application process. However, the real power of Cisco website is not that it makes active job seekers act faster, but that it introduces the company to those who are satisfied with their current jobs and have never thought of working at Cisco. So the company promotes its website in places frequented by talents like it. For example, Cisco has docked with Dilbert's website, which is the favorite website of programmers who are free from work constraints. Cisco constantly reports visitors to the website and adjusts its strategy accordingly. For example, the company knows that most visitors come from the Pacific time zone, and the time is 10 to 2 pm. They come to the conclusion that many people look for job opportunities during the company's working hours. To this end, Cisco is developing a software to facilitate these sneaky job seekers. The software allows users to click the drop-down menu in 10 minutes, answer questions and introduce their personal information. It can even cover for them. If the boss happens to pass by, the user can activate the camouflage screen with one click, and convert the original screen content into "gift list for the boss and colleagues" or "7 good habits of excellent employees". Internet makes knowledge update faster and faster. The more advanced, popular and novel knowledge, the shorter its life cycle, just like fresh fruit, the shelf life is only a few days. As an enterprise in the era of network economy, it must become a "learning organization", improve the overall quality of employees and enhance the competitive strength of enterprises through continuous training. The combination of e-training and e-commerce will undoubtedly become the main way for enterprises to carry out training activities in the future. Electronic training, as its name implies, is to realize the training process through the Internet, an interactive information dissemination medium. Different from the traditional way of training employees at a certain time and place, electronic training is to send information to employees, while the traditional way of training is to send information to employees. The difference between the two is obvious.

The advantages of electronic training are mainly reflected in six aspects: (1) the training cost is significantly reduced, including the training facilities, teaching materials, teachers' lecture fees, travel expenses and other expenses will be greatly cancelled or reduced; (2) It is convenient for employees to study anytime and anywhere, and the flexibility of training is significantly increased; (3) The application of multimedia and interactive functions makes the training form lively, which is conducive to stimulating employees' interest in learning; (4) It is convenient to formulate tailor-made training programs for employees, which greatly improves the pertinence of training; (5) It is convenient to grasp the training effect at any time and improve the training content and requirements in time; (6) Improve employees' adaptability to change and cultivate learning personality.

E-training cannot be done overnight. It requires human resources management departments to continuously develop training courses, gradually accumulate training experience, evaluate the training results in time, and give greater rewards and punishments to the evaluation results. Make electronic training an important way for employees to grow and develop, and serve the establishment of learning enterprises.

Cisco has accumulated rich experience in electronic training. 1999 Since August, Cisco has realized 80% of the internal training content through online training, thus saving 60% of the training expenses. In March 2000, Cisco extended this successful teaching experience to its partners and launched the "Partner Online Learning" program, with the number of users increasing from 65,438+00,000 to 20,000. The popularity of e-training has fully proved its effectiveness. By implementing the training strategy based on learning ability and innovation ability, Cisco has greatly improved the comprehensive quality of employees, promoted the sustainable development of human resources and capital benefits, and been in an invincible position on the big stage of network economy competition for a long time. Compared with the electronic training organized by enterprises to improve the professional level and job skills of employees, the process of employees acquiring knowledge spontaneously and through the network with the main purpose of improving their own quality is called e-learning. E-learning is closely related to e-training, which has been widely valued by enterprises all over the world and actively participated by employees. It will surely become the most important way for people to realize "lifelong learning" in the era of knowledge economy. Compared with e-training, e-learning makes the scope of learning break through the boundaries of enterprises, and employees learn more extensively, with more abundant learning time and more flexible forms. E-learning is to choose the learning content that interests you on the basis of employees' willingness. The purpose can be to get a degree, learn about another major, or just to enrich your spare time. For the human resource management department of an enterprise, encouraging employees to participate in e-learning is of great benefit to improving the overall quality of employees and creating a learning organization. Therefore, on the basis of doing e-training, enterprises should create an environment and conditions conducive to employees to carry out e-learning, so that the whole company can form a strong learning atmosphere and create a dynamic and innovative learning culture.

Compared with traditional learning methods, e-learning has three main differences: first, the learning content is sent through the network, replacing the traditional paper media; Secondly, the electronic management of learning can be realized through the network, including learning tracking, reporting and evaluation; The third is the electronic cooperation between students and between students and teachers in the learning process to improve the learning effect. E-learning can speed up learning through online evaluation and predictive learning content setting, and learning is no longer limited by teachers and classrooms; For students, the cost of learning will be greatly reduced and the autonomy of learning will be greatly improved. At the same time, teachers and other teaching resources can be used by more students, and their utilization efficiency can also be improved.

E-learning is becoming a trend, attracting more and more attention from enterprises, teaching service institutions and employees, with considerable market potential. Beijing Guanghua Management Training Center is an institution specializing in e-learning services in China. Together with Harvard Business School, the center provides online education courses for in-service managers, including Harvard management tutor, Harvard performance management and Harvard excellent management, which contains the best management essence of Harvard. Harvard's online management course is not only the accumulation of management knowledge, but more importantly, each set of topics consists of six parts: core concepts, learning steps, practical skills, learning tools, deep learning and self-testing. Whether it is a "new" manager who lacks practical experience or an experienced "old" manager, you can tailor personalized courseware and start learning in combination with practical work. People who take part in the study are actually exchanging ideas and discussing problems with on-the-job managers from all over the country and all walks of life, and the learning effect is bound to be extraordinary. As an important application of Internet in human resource management, electronic communication is being practiced by more and more enterprises, which brings fast, direct, extensive and effective information dissemination and the exchange and integration of thoughts and feelings, which fully shows the charm of electronic communication.

There are many forms of electronic communication, such as establishing employees' personal home pages on the intranet, establishing BBS forums, chat rooms, suggestion areas, bulletin boards, and mailboxes of all management levels of enterprises. In order to make electronic communication play a better role in creating excellent enterprise culture, promoting the improvement of enterprise management level, enhancing enterprise cohesion and stimulating employees' initiative and creativity, enterprise leaders should not only actively support the development of electronic communication, but also actively participate in and respond in time.

Lenovo makes full use of the internal network resources of the enterprise and realizes electronic communication well. Lenovo employees can send emails to the online general manager's mailbox, and the general manager will reply to each email; Employees can put forward opinions and suggestions to the company on the BBS of the intranet, so as to cause discussion and concern on some important issues within the company. You can also ask for help online and ask others to help you solve practical problems in your work, study and life. Lenovo's "employee mailbox" can receive information and opinions from Lenovo people in different departments and regions in all directions. The human resources management department forwards these emails to the corresponding departments, and the departments must give feedback on each letter, otherwise they will be punished. Lenovo's electronic communication has become an important part of the enterprise's perfect and smooth communication system. With the in-depth application of network technology in human resource management, some enterprises have also appeared electronic evaluation, but more are still being explored. The traditional evaluation process can be expressed as follows:

Evaluation purpose → evaluation scope → evaluators → information sources and types → information collection → evaluation results.

There are some irrationalities in this evaluation method, for example, the rule of man makes the rule of man greater than the rule of law; It is difficult for objective facts to have literal objective evidence; Unable to conduct remote evaluation, etc.

Electronic evaluation uses advanced communication technology to make the boundary of spatial distance no longer obvious, and the application of computer makes the evaluation index more scientific and the evaluation method more flexible. Electronic assessment can use information system to record employees' work performance and learning effect; Supervisors can always see the work reports regularly submitted by subordinates all over the country for guidance and supervision; The introduction and debriefing of employees' work progress can be realized through the network. At the same time, enterprise managers can constantly find and improve the problems existing in enterprise management through the real-time input data in the electronic evaluation system, and the influence of human factors in performance evaluation will be greatly reduced. Therefore, electronic appraisal plays an important role in establishing a standardized and quantitative employee performance appraisal system, replacing the performance appraisal method based on empirical judgment, and making the performance appraisal more fair, reasonable and scientific.