What Is Electronic Human Resource Management?

Electronic human resource management (eHR-e Human Resource) is a new human resource management model based on advanced software and high-speed, large-capacity hardware. Through a centralized information library, automatic processing of information, employee self-service, and external Cooperation and service sharing to achieve the purpose of reducing costs, improving efficiency, and improving employee service models. It is connected through the existing network technology to ensure that human resources and the ever-changing technological environment develop simultaneously.

Electronic Human Resource Management

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Electronic human resource management (eHR-e Human Resource) is a new human resource management model based on advanced software and high-speed, large-capacity hardware. Through a centralized information library, automatic processing of information, employee self-service, and external Cooperation and service sharing to achieve the purpose of reducing costs, improving efficiency, and improving employee service models. It is connected through the existing network technology to ensure that human resources and the ever-changing technological environment develop simultaneously.

Chinese name

Electronic Human Resource Management

Foreign name

eHR-e Human Resource

By

Centralized information base automatically processes information

Guarantee

Human resources and changing technology

Content

Electronic recruitment

EHR-e Human Resource ^[1]

Compared with traditional human resource management methods, the advantages of electronic human resource management are not only manifested in the use of computers instead of manual management, but in a sense can be said to be a revolution in human resource management methods. Its value is reflected in the following aspects:

First of all, corporate decision makers should attach great importance to human resource management.

Second, with the support of decision makers, what companies need is to do some basic management work in a down-to-earth manner. At present, China's human resource management has not been able to form a theoretical system that is truly integrated with the status quo of domestic enterprise management. Today, the human market is not mature and orderly, it is quite necessary for companies to do some scientific basic management work.

Third, companies need to find out their own problems according to their actual situation, and identify which problems can be solved through digital solutions, and which problems need to be solved through management methods. The realization of electronic human resources needs to have two conditions: one is the height of the enterprise's own human resource management level, and the other is the degree of enterprise information technology implementation. Among them, the level of human resource management is more important for most enterprises in China today. Only when the management level has a certain height can the information technology be truly combined with it, thereby entering the information technology to improve business performance. stage. Informationization of business management is not a panacea. Zero lag in management has always been the ideal state that managers are diligently seeking. Digital means is the most effective auxiliary means to reduce management lag.

Online recruitment

Enterprises will recruit excellent talents in various ways every year. Among them, recruitment through the Internet is an important means. The E-HRM system provides Internet-based recruitment functions. Therefore, the enterprise human resources management department can upload the recruitment information to the work bar or online recruitment website, directly accept the electronic application materials, and automatically enter the resume processing process. This can greatly save time in processing resumes and improve work efficiency. The biggest advantages of online recruitment are fast speed, high efficiency, low cost, wide coverage, long information retention time, and great impact.

2. Online training and training management

Network-based virtual learning centers will appear in some large enterprise groups or professional training institutions. Online training makes learning a real-time, full-time process. The training cost of enterprises will be greatly reduced. The main task of the human resources management department is to emphasize that employees must learn collaboratively, manage themselves, and motivate themselves, and design a timely and effective training evaluation system to ensure the effectiveness of training.

3. Online Performance Evaluation

Because the network brings the original distant distance closer, managers can quickly see the work reports submitted by their subordinates on a regular basis, and guidance, supervision, evaluation, and job reporting can also be implemented in the network. The online evaluation system records the evaluation data of all employees of the enterprise in real time, and its powerful background processing function will issue various analysis reports to provide a timely basis for the management and improvement of the enterprise.

4. Human resources planning in the network environment

With the development of the network today, the enterprise's architecture design and job planning will be based on the release and processing of information. Human resources planning should be done in conjunction with the network planning of the enterprise.

5. Online human resources diagnosis and analysis

The collection of all human resources data of the enterprise will become a major task of the human resources department. The implementation of enterprise talent structure analysis, recruitment management analysis, evaluation analysis, training analysis, salary and welfare system analysis, and organizational management level analysis all require professional personnel to collect databases, better excavate, develop, and manage human resources.

6. Web-based employee self-service

E-HRM's employee self-service module allows line managers and employees to update and use human resource information through their role, work content, language, and information needs in a personalized interface. Employees are authorized to use a Web browser to access human resources information in real time within the corporate intranet or participate in human resource management processes.