Why do group enterprises choose eHR system?

The impacts that eHR system can bring to enterprises are:

1. supports matrix organization and continuous change, and has system flexibility.

These characteristics determine that the eHR system that adapts to the characteristics of knowledge-based enterprises must be highly flexible, adapt to the matrix organizational structure of knowledge-based enterprises, adapt to frequent organizational changes, and quickly deploy and allocate posts and personnel according to the organizational structure adjustment plan.

2. The recruitment platform makes it easy to "choose the right person"

EHR recruitment module can complete a lot of transactional work in recruitment, so that recruiters can focus on the selection of personnel quality.

First of all, eHR should provide resume library function. On the one hand, online recruitment can be deployed on the enterprise extranet, candidates can fill in information online, and resumes can be automatically imported into the system; On the other hand, in view of the increasing dependence of enterprise recruitment on online recruitment, the system should also provide resume import function of recruitment websites, which can quickly import a large number of resumes into the system.

Secondly, the resume management of the system will undertake a lot of transactional work, such as setting screening conditions according to the needs of enterprises and automatically completing resume screening according to objective conditions; For those who have passed the primary election, they can be notified by mass email and SMS. These intimate functional designs can greatly reduce the recruitment pressure of human resources departments and focus on higher-value jobs.

Thirdly, more and more eHR integrated customized talent evaluation platform, and evaluation tools can be integrated into the recruitment module. Candidates can log on to the external network to complete the evaluation online, and the system will automatically generate the analysis report of enterprise employment decision.

3, let the performance management return to the source.

As mentioned above, the eHR of knowledge-based enterprises must not be satisfied with the general online rating, but should really support the whole PDCA process of performance management. Because the former is only a performance appraisal to reduce workload, the latter can really implement performance management.

Generally speaking, eHR supports employees to fill in work objectives online and submit them to their immediate superiors for approval, and line managers can modify and approve employee work plans online; In the process of work, employees can fill in the weekly report to report the completion of the work, and superiors can give instructions and guidance to their weekly reports; In the assessment stage, subordinates can conduct self-assessment online, and superiors can also complete the assessment online; In the performance feedback stage, interview content can also be filled into the system as needed to formulate and improve performance. In a word, whether the continuous communication and feedback between managers and employees are satisfied in the process of target management is the key to measure eHR products.

4. Promote the implementation of competency-based human resource management system.

General human resource management focuses on "points" in capacity development, and the first thing that comes to mind is training; With the in-depth development of human resource management, ability development has become a systematic work, forming a "line" and "face" from quality model to ability evaluation, performance management, career and succession management and training management.

EHR system must adapt to this requirement, not only focusing on the realization of functions, but more importantly, realizing the interconnection and organic coordination between modules through information means. At this time, the information transmission and link between modules does not depend on manual work, but is an automatic process. For example, the eHR system automatically recommends and matches the corresponding training courses according to the competency shortcomings evaluated by the employee quality model. This will transform the management mechanism into an executable process and greatly reduce the workload of human resource managers.

That is to say, for eHR, the basic business realization of human resource management is the foundation, mainly to alleviate the work pressure of human resource department and realize the implementation of system norms; Systematization is to fundamentally promote the promotion of enterprise human resource management and support enterprise strategy.

5. Promote line managers and employees to participate in management.

Line manager is the main body of human resource management. This concept has been put forward for a long time, but it is difficult to put it into practice. With the support of eHR system, line managers are more deeply involved in the human resource management of the department and really assume the main position. On the other hand, employees gain more right to know and improve their satisfaction by participating in management. Knowledge-based enterprises generally have computers and high cultural quality, which also makes it possible to realize participatory management.

Generally speaking, the employee self-service platform of eHR system can satisfy employees to view personal basic information, company system, attendance, performance results, salary and individual tax, and can also complete overtime leave application, training application, performance target formulation and reporting. The manager self-service platform can not only complete the above-mentioned personal content similar to employee self-service, but also complete management functions, such as viewing employee information as a manager and completing various approvals for subordinate employees, such as overtime and vacation approval, training approval, performance plan approval, and participation in the recruitment process of positions under their jurisdiction.

6. Meet the requirements of high-level decision-making for human resources data.

Without the support of eHR, high-level data needs often need to be provided by a large number of manual statistics, which is time-consuming and laborious; Under the condition of eHR, the president's desktop has solved this problem well: according to the actual needs of enterprises, all the indicators concerned by senior management are integrated into the president's desktop and presented in an intuitive statistical chart, so that the high-level login system can be seen at a glance; Moreover, these data are updated in real time, which avoids the lag problem and greatly reduces the work pressure of the human resources department.

Another meaning is that whoever can provide more effective support for enterprise decision-making and push information to the computer desktop of the top management of the enterprise will get higher-level support. This is one of the problems that the human resources department has to solve when it becomes a strategic partner of the enterprise.