What is human resource ERP system?

ERP is the abbreviation of enterprise resource planning. Its purpose is to scientifically plan, manage and control all aspects of enterprise resources, which can be understood from three aspects: management ideas, software products and application systems. Its essence is developed on the basis of information integration, and the management idea oriented to enterprise core business is an enterprise resource management system integrating enterprise management concept, business process, basic data, manpower and material resources, computer software and hardware. ERP system integrates information technology and advanced management ideas, and becomes the operation mode of modern enterprises, which embodies the requirements of the times for enterprises to rationally allocate resources and create social wealth to the maximum, and becomes the cornerstone for enterprises to survive and develop in the information age. Human resources refers to the sum of people with mental and physical labor ability in a certain range of population. It is a kind of productivity contained in the human body, which is manifested in the quantity and quality of workers. Human resources are the first resource and the core competitiveness of enterprises. Human resource management system means that organizations or social groups use system theory to analyze, plan, implement and adjust all aspects of enterprise human resource management, improve the level of enterprise human resource management, and make human resources serve the goals of organizations or groups more effectively. Human resource management system is a management tool, which makes human resource management tend to be reasonable, simplified and optimized. ERP human resources system realizes timely and accurate information, standardized and efficient management and supports the optimal allocation of human resources by standardizing, integrating and integrating various personnel data. While perfecting the human resource development and management system, it is very necessary to make full use of ERP information technology to develop and build the human resource management system. Second, the development of ERP human resource management system The development history of ERP human resource management system can be traced back to the end of 1960s. At that time, computer technology had entered the practical stage, but it was time-consuming and error-prone for large enterprises to calculate and pay wages by hand. In order to solve this contradiction, the first generation of human resource management system came into being. At that time, due to technical conditions and demand constraints, there was neither non-financial information nor historical salary information in the system. The second generation of human resource management system appeared in the late 1970s. The rapid development of computer technology provides the possibility for the phased development of human resource management system. The second generation human resource management system basically solved the main defects of the first generation system, but failed to consider the needs and ideas of human resources. At the end of 1990s, the human resource management system has undergone revolutionary changes, which means the birth of the third generation human resource management system. The third generation human resource management system mainly has the following characteristics: 1, based on Web (network) development, from the perspective of human resource management; 2. Flexible customization ability; 3. Flexible and secure access control mode. Third, the operation mechanism of ERP human resource management system (1), the role and rules of the system. The application of ERP human resource management system has realized the sharing of personnel data, the standardization of data and the standardization of personnel management in enterprises, provided an effective means for enterprises to do a good job of "three controls and one standard" (controlling the establishment of institutions, controlling the total amount of labor, controlling the excessive growth of labor costs and standardizing the order of salary distribution), and built a supporting platform for standardizing enterprise management. Through ERP system, the functions of human resource management can be developed from single personnel management and salary accounting to all-round height, including human resource planning, career design, providing help to enterprise decision makers, etc., and a human resource management system can be formed at four levels: first, the basic platform of human resource management; Second, personnel management is the core; Third, the human resources development system; The fourth is the evaluation of human resource planning. (Figure1) The ERP human resource management system must operate according to the system rules. The rules are as follows: the post is the institution, the staffing is the post, the personnel are allocated according to the staffing, the personnel are managed according to the post (position), the salary is determined according to the post, and the salary is paid to the employees. In order to give full play to the functions of the system, establish informatization as the normal management means of human resources and form a good operating mechanism, enterprise human resources managers must clearly understand the lifeblood of system operation, namely, the four elements of institutions, posts, personnel and salaries that support the system structure. The relationship between these four elements in the system is: organization-based, posts as the carrier, people as the center, salary as the foothold, four-dimensional integration, interdependence, mutual promotion and coordination, which is also the "four-dimensional integration" operation structure of ERP human resource management system. (2) The main features of the system. For the whole enterprise, the human resource management system based on ERP subverts the traditional human resource management, brings human resource management into the enterprise management system, and realizes the transformation of human resource management from responsibility to strategy. Generally speaking, ERP human resource management system has the following main characteristics: 1, which integrates with other functional modules of ERP to form an enterprise-level human resource information platform; 2. Integrate all-round human resource management functions and promote the change of human resource management role; 3. Based on Internet and Intranet, it can provide self-help and interactive working mode; 4. Collaborative work of human resources business can be realized based on workflow technology; 5. Deepen the strategic function of human resources by using business intelligence technologies such as databases. Fourth, the application and problems of ERP human resource management system in enterprises (I) the application of the system in enterprise human resource management. In recent years, more and more attention has been paid to the internal human resources of enterprises, which are regarded as the resource base of enterprises. The application of ERP human resource management system in enterprise human resource management is more and more extensive and important. 1, human resource planning aided decision-making. First, the simulation comparison and operation analysis of various schemes of enterprise personnel and organizational structure, supplemented by graphic intuitive evaluation, assist managers to make final decisions; The second is to make a work model, including job requirements, promotion path and training plan. According to the qualifications and conditions of the employees who hold this position, the system will propose a series of corresponding training design schemes for employees. In case of organizational structure adjustment or post change, the system will put forward a series of corresponding post change or promotion suggestions in time; The third is to analyze personnel costs. The past, present and future personnel costs can be analyzed in detail and evaluated as a whole. On this basis, the corresponding cost can be predicted by data, and the ERP integrated environment can provide a basis for enterprise cost analysis. 2. Recruitment management. Talent is the most important resource of an enterprise. Only with excellent talents can an enterprise gain lasting competitiveness. The recruitment system generally provides support from the following aspects: first, manage the recruitment process, optimize the recruitment process, and reduce the business workload; The second is to manage the recruitment cost scientifically and reduce the recruitment cost; The third is to provide auxiliary information for employees to choose jobs and effectively help enterprises to tap human resources. 3. Wage accounting. First, the corresponding salary accounting method can be formulated according to the different salary structure and processing flow of the company across regions, departments and types of work; Second, it is directly integrated with time management, which can be updated in time to make the salary accounting of employees dynamic; The third is the automatic calculation function, which can automatically adjust the salary structure and data according to the requirements through integration with other modules. 4. Working time management. According to the national or local calendar, arrange the working time of the enterprise and the rest time of the labor force. Using the remote attendance system, the actual attendance of employees can be recorded in the main system, and the time data related to employees' wages and bonuses can be imported into the wage system and cost accounting. 5. Travel accounting. The system can automatically control the whole process from travel application, travel approval to travel reimbursement, and import accounting data into the financial cost accounting module through the integrated environment. (2) Problems and challenges faced by human resource management system. In the process of enterprise development, organizational system, post management, employee ability, etc. Have become the fuse of human resources work challenges. How to solve a series of problems caused by this is a challenge to the traditional management mode, so it is necessary to consider the solution of the problems from the perspective of human resource management system. Due to China's special national conditions and present situation, many enterprises have the following problems in human resource management: 1, with strategic thinking, but no strategic planning for talents; 2. Pay attention to talents in thought and ignore the establishment of talent mechanism in action; 3. Pay too much attention to personnel management, without statistical analysis and planning awareness of human resources; 4. Pay attention to the introduction of talents and ignore the development and training of internal talents. V. Conditions for successful implementation of ERP human resource management system and measures to be taken (1) Conditions for implementation of human resource management system. As a product of the knowledge economy era, the introduction of human resource management system based on ERP technology requires enterprises to meet the following conditions: 1, enterprises have a stable human resource management system; 2. Ensure adequate financial support; 3, enterprise human resources management personnel should have considerable business level and operational skills; 4. The attention and support of all staff. (2) Measures to be taken. The implementation of ERP human resource management system is to sort out and optimize the business process of human resource management through the construction of the system, realize the optimal allocation of human resources by using comprehensive, systematic, accurate and real-time data support and its analysis function, and give play to the role of human resources as the primary productive force. For the human resource management in the process of ERP implementation, enterprises must fully understand and establish an effective human resource management system, so as to improve the success rate of ERP human resource management system implementation and ultimately improve the management level of enterprises. 1. Establish a competitive salary system. Enterprises should combine local economic development level and price index to determine reasonable salary and enhance market competitiveness; On the other hand, in view of the particularity of ERP work, ERP personnel should be given corresponding freedom to make timely and accurate decisions within their own responsibilities. This not only improves the enthusiasm of employees, but also increases their sense of responsibility. 2. Strengthen training. The growth of employees depends on their own study and efforts, but it is also closely related to corporate culture and development policies. Enterprises should create an interactive learning atmosphere for employees, strive to create a learning organization, fully realize the importance of human resources training, increase training investment, and give support in time and material aspects. 3. Strengthen team building, strengthen leadership support, and realize systematic retention. In the implementation of ERP human resource management system, the cooperation degree of team members directly affects the implementation effect. Enterprise leaders should vigorously strengthen team building, strengthen the construction of enterprise cultural infrastructure, and provide multi-level support for establishing a highly harmonious human resource environment, so as to establish a good enterprise environment. While retaining outstanding employees, it can also attract outstanding talents from outside. 4. Grasp the four stages. The promotion of ERP human resource management system is divided into four stages: preparation stage; Data acquisition stage; Personnel training stage; In the process of data import, online testing and trial operation, we should focus on these four stages so that the project can be carried out in an orderly manner. 5, accelerate the pace of enterprise organizational structure, system, process specification construction. When the enterprise implements the system, it is bound to change the workflow and methods that human resources personnel are used to, and they will undertake more creative work. In the past, how much data the human resources department had, the accuracy of the data may only be clear to itself, but after adopting the system, all the information will be exposed to the leaders of enterprises and the personnel of relevant departments. When there is a major conflict between the organization operation and the system, the system will bring great and serious influence to the enterprise and cause incalculable consequences. Therefore, enterprises should fully realize that advanced human resources system is guided by advanced human resources management ideas, and should strive to improve human resources behavior norms and processes to achieve perfect matching and mutual promotion between organizations and systems. 6, promote the construction, timely feedback, and constantly improve the applicability of the system. The construction of the system cannot be achieved overnight, nor can it be perfect. We should adhere to the idea of "focusing on construction, promoting construction with use", adhere to the use of the system and improve the application level on the basis of completing the basic functions of the system, so as to find out the problems existing in the operation process; At the same time, seriously study, timely feedback, and put forward practical suggestions or opinions. In this way, the functions of the system are constantly improved, improved and upgraded, and finally a perfect human resource management system integrating management, monitoring, self-help, learning and service is built, making the system truly a powerful weapon to improve work efficiency, improve management level and realize the modernization of human resource management. Conclusion The progress and development of science and technology not only improve the human resource management system, but also change the basic functions of human resources. Both human resource managers and ordinary employees are accepting the challenges brought by human resource management system. With the importance of human resource management system being recognized by enterprises, its application prospect will be more and more broad. Of course, the human resource management system applied by traditional enterprises needs to be constantly improved in practice to further improve its scientificity and make the work of human resource managers more handy, accurate and reasonable. In a word, ERP human resource management system has successfully realized the change of management role, and made human resource management tend to be rationalized, simplified and optimized through system automation, employee self-help and workflow. We should treat human resource management from a strategic, systematic and overall perspective, establish a scientific and effective ERP human resource management system, realize the core value of human resource management and serve the long-term development of enterprises.