What are the advantages of information-based human resources management?

Information-based human resource management is an inevitable trend in the development of human resource management and plays an important role in the human resource management process of enterprises. More and more companies are carrying out informatization work in human resource management.

Information-based human resource management is a hot issue in the field of human resources management today. Informatization human resources management, that is, human resources informatization, so what is human resources informatization? There are two definitions in the narrow sense and the broad sense. In the narrow sense, informatization human resources management is based on modern Internet technology and Information technology is used as the basis to manage human resources in the traditional sense. Broadly speaking, human resources informatization is all electronic human resource management work based on the concept of e-commerce.

The informatization of human resources management mainly includes three levels: one is the electronicization of data, the other is the electronicization of processes, and the third is the electronicization of management, that is, the use of some mathematical models, information management models and computer simulations Model to optimize control and strategic analysis of the enterprise's human resources management, thereby providing support for enterprise management and decision-making.

1. The development history of human resources management informatization

In the early 1980s, with the widespread application of computers in the management field, some advanced foreign application software companies began to pay attention to Focus on the field of human resource management. The first thing to use application software is payroll management, the most complex and arduous task in human resources management, which greatly reduces the complexity of the work and improves efficiency.

By the mid-to-late 1980s, with the development of information technology and the general increase in information requirements of organizations, many companies were no longer satisfied with a single, isolated state of human resources informationization. Managers Need to grasp the latest human resources situation in a timely manner. Therefore, networking has gradually been applied to human resource management activities and has become a key application technology of human resources information systems. During this period, a large number of online human resource management systems emerged as the times require. What network technology brings to human resources management, or to various management tasks, is not just a simple technological update, but also a revolution.

As organizational management ideas gradually mature, people begin to realize that human resource management is not just an auxiliary management behavior within the organization, but the key to the survival and development of the organization. [1] At this time, people began to consider how to improve the human resources management situation within the enterprise. This change in management thinking gradually extended to human resources informatization, and a new human resources informatization model such as e-HR emerged.

2. The necessity of strengthening the informatization construction of human resources management

With the rapid development of information technology and its strong penetration into all aspects of social economy, there is no doubt that human resources and its management It also had a profound impact.

First of all, strengthening the informatization construction of human resources management will help integrate management resources and reduce management costs. By developing or introducing human resource management systems, companies can integrate existing management resources and provide a basic platform for other management systems. Human resources information includes the most complete employee background information, which can be said to be a rich information base for all employees of the company. [2] Information management of human resources can facilitate enterprises to easily retrieve various information when conducting other management.

Secondly, strengthening the informatization construction of human resources management is the need to improve management efficiency. Attendance, salary payment, employee information management and other tasks are daily tasks of human resources management, which often continue to occupy a large amount of time of human resources managers. Manual operations are not only inefficient, but also error-prone. At the same time, due to the lack of effective technical means, some basic human resources information collection and analysis work is very complicated, and the collected information cannot be effectively shared. The informatization of human resources management can directly transmit relevant information and materials from superiors to the grassroots, which is conducive to management and policy implementation.

In addition, human resource management informatization helps enterprises quickly and effectively collect various information, strengthen internal communication, strengthen real-time monitoring of system-wide human resource management, and improve the work efficiency of the human resources management department.

Finally, office automation is also closely related to human resources information management. Because human resource management, in a broad sense, is also a part of the office system. If human resource management realizes informatization, it can also be said that the office system has realized automation. Traditional human resource management technology mainly uses paper and pen as the main tools, which has low efficiency and poor retrieval. Today, with the rapid development of information technology represented by the Internet, computers and networks have become the main labor tools for human resource managers, whether it is personnel training, job analysis, recruitment and employment data processing, or interviews, written examinations, and performance evaluations. All can be done using computers and the Internet.

3. Obstacles in the informatization process of human resource management in Chinese enterprises

Thanks to the rapid development of computer technology, informatized human resource management began to emerge abroad in the early 1980s. With the vigorous development of information technology represented by Internet technology in the 1990s, the trend of informatization in human resources management has become increasingly obvious. However, our country had just implemented reform and opening up in the early 1980s, and it was only after the 1990s that the concept of human resources management information was introduced. Suffering from my country’s backward computer information technology and the conservative and rigid ideas remaining in the planned economic system, my country’s human resources The development of management informatization is not smooth. Generally speaking, there are mainly problems in the following aspects:

3.1 The concepts of enterprise managers are backward

The management of human resources is relatively complex. It involves everyone within the enterprise, especially information-based human resource management. Therefore, the cooperation and support of all parties in the enterprise is extremely important, especially senior personnel, who need to pay enough attention to this. At present, many senior managers of enterprises do not have enough understanding of human resources management informatization, do not realize its importance, and have various misunderstandings. [3] Many managers do not realize the importance of human resources information management. They are short-sighted and only focus on projects and tasks that can directly create benefits, viewing them as dispensable or even a burden.

3.2 The hardware level of enterprise informatization is low

The so-called hardware of enterprise informatization mainly refers to the operational level of enterprise human resources informatization and the establishment of information enterprise human resources database. Required equipment, etc. This is directly opposite to the information management concept called enterprise software. Informatization human resources management talents not only require professional and technical personnel, but also need to have the understanding of the company's future planning and familiarity with the company's long-term development strategy that traditional human resource managers have, and they must also have the skills to be a company employee. The ability to work with thoughts. Therefore, the current human resources managers are not only IT talents, but also a mixture of human resources and IT talents.

3.3 The pursuit of one step leads to stagnation

In the process of human resources informatization, many units tend to choose perfect software systems out of long-term considerations. In fact, successful human resources informatization is a step-by-step process that cannot be achieved overnight. Blind pursuit of perfect solutions may lead to large-scale re-engineering of current management models in order to adapt to advanced management models and business processes, causing A “management revolution.” [4] Nearly 70% of Chinese enterprises have not achieved full market-oriented operations, so it is more appropriate to adopt incremental reforms.

4. Information-based human resources system methods

The establishment of an enterprise’s information-based human resources system requires technical attention to the following aspects:

4.1 Collaboration Office

Collaborate the processing of office documents sent and received with other business activities, especially human resource management activities, to achieve the combination of business information processing and office automation, office and business collaboration, and use office automation to collaborate and promote business Informatization, especially the information processing of human resources management.

4.2 Collaborative file management

Collaborate employee file management with information related to daily performance appraisals, use the information system to complete automatic archiving of files, improve the function of file management, and facilitate information The retrieval enables business management and archives management to interact, improves the management efficiency of archives management, and at the same time improves business processing capabilities.

4.3 Human-machine coordination

Through the processing of business technology, human-machine coordination is realized, including time coordination, business processing coordination, and information systems from all aspects of business processing. It provides business assistance and can provide instant information help; and through appropriate handling and simple operations of the operator, the business is processed to achieve full coordination between man and machine.

4.4 Automatic matching of data information to assist business decision-making

In the process of employee management, appraisers often have to check a variety of assessment standards, management requirements, legal basis and other factors and then Then make appropriate processing results. The system uses computers to search for various rules or facts for reference, automatically matches the data, and prompts information to provide processing suggestions, so that managers can calmly make the most appropriate processing based on this information.

4.5 Data input and output

Data input and output is an important reflection of system usage and performance. It achieves reasonable and simple data input, and the system collects sufficient information resources and effective data. Output displays the processing results of the system to achieve the information goals of the system. This requires that the system must be able to achieve the correctness, standardization, legality and convenience of input, and also ensure that the output data is rich, flexible, convenient and humane.

4.6 Data Protection

In order to better protect the security of databases and application systems, we first need to understand the importance of database security, understand the main threats, and correctly understand the security of database systems. Security requirements can determine a reasonable security strategy. The main security requirements of the database are the integrity, reliability, confidentiality, availability and dependability of the database. Integrity includes physical integrity, logical integrity and element integrity; confidentiality requirements include access control, user authentication, audit trails, data encryption, etc.

5. Aspects that enterprises should pay attention to in the process of informatization of human resources management

5.1 System planning plays an important role in the realization of informatization of human resources management

Consider the informatization process of human resources management from a systematic perspective. The construction of human resources management informatization is not something that happens overnight, nor is it something that can be completed in one development. It requires enterprises to combine industry development strategies with overall planning, step-by-step implementation, gradual improvement, and continuous improvement. There should be a sufficient estimate of the difficulty of constructing the human resources management information system project, and a unified understanding of the construction process and model. It is not only necessary to examine the important role and implementation steps of human resources management informatization as a whole, but also to systematically and scientifically subdivide each step in the process of realizing human resources management informatization, plan each implementation work, and also plan various tasks. The responsible person has a clear plan. [5]

5.2 The internal and external environments in which the human resources management information system operates must be fully integrated

The implementation process of e-HR system solutions must simultaneously examine the internal and external environments in which the system operates. Implementing a new program system requires considering many factors of the internal and external environment, such as the original management system within the company, the quality of the company's employees, corporate culture and other internal factors and many factors of the external environment that may affect the human resources management system. run. Continuously revise the management system and management process to make the system itself match the internal and external environment of operation, so that the new management model can be implemented without obstacles.

5.3 Make full use of various resources

Enterprises should make full use of internal and external resources. On the one hand, companies should learn from companies with high levels of human resources management informatization, learn from the mature experience of others, and effectively realize information sharing.

On the other hand, it is necessary to strengthen the training of employees, cultivate their learning awareness and learning ability, especially the ability to actively acquire knowledge, and form a learning organizational model.

5.4 Dynamically treat the realization of human resource management informatization

During the implementation process of the human resources management information system and the use of the system, we must proactively consider various situations that may occur in the future. situation, make precautions to avoid adverse factors from interfering with future work. In the process of informatization of human resources management, various difficulties will be encountered. During the implementation process, enterprises should fully collect relevant information, predict possible problems, and make emergency plans. This avoids hasty responses when problems arise and delays the process of informatization of human resources management.

5.5 To realize the informatization of human resources management, timely and accurate system evaluation is required

Any management activities need to be controlled in a timely manner, and they need to be carried out in a timely manner after the implementation of the human resources management information system is completed. Effect evaluation, scientifically evaluate existing problems in project implementation, discover problems, and promptly correct deviations to ensure that the implementation effect is consistent with the plan, so that the human resources management information system can play its best role.

6. Conclusion

At present, many enterprises are in the process of implementing informatization. Our enterprises have great deficiencies in hardware and software, so the implementation of human resources management information Many problems will be encountered when converting. What needs to be affirmed is that the informatization of human resource management is an inevitable trend in enterprise human resource management activities. Therefore, enterprises need to strengthen their determination, use more brains, overcome difficulties encountered, and realize the informatization of human resource management.