What is the difference between HR and EHR?

HR-Human Resource is interpreted as human resources, which is generally similar to the administrative department, such as recruitment, training, staff assessment, staff salary, staff transfer and so on.

EHR refers to the human resource management system, which can improve the employee's contribution, that is, performance, by improving the satisfaction and loyalty of internal employees, and help managers reduce costs and accelerate growth through effective organization and management to create value chain profits.

Although both sides are related to human resources, HR refers to specific positions, while EHR refers to human resources system, so the nature of the two is totally different.

HR: HR-human resource is interpreted as human resources, which is generally similar to the administrative department, such as recruitment, training, staff assessment, staff salary, staff transfer and so on.

EHR: human resource management system, which can improve the employee's contribution, that is, performance, by improving the satisfaction and loyalty of internal employees, and help managers reduce costs and accelerate growth through effective organization and management to create value chain profits. From the perspective of human resources management, the integrated human resources management solution unifies almost all information related to human resources (including: organizational planning, recruitment management, personnel on-the-job resignation files, employee resumes, labor contracts, reward and punishment management, office supplies, hospital insurance, transfer management, training management, performance management, attendance management, hourly wages, piece-rate wages, dormitory management, employee self-help, and leadership approval) with centralized data.

Extended information

The first generation of human resource management system appeared in the late 196s. Apart from automatically calculating personnel salaries, it has almost no more functions such as report generation and data analysis, and does not retain any historical information.

The second-generation human resource management system appeared in the late 197s, which designed non-financial human resource information and historical salary information, and also had primary report generation and data analysis functions.

The third generation of human resource management system appeared in the late 199s. The database of this generation of HRMS collected and managed almost all the data related to human resources, and even more powerful report generation tools, data analysis tools and information sharing were realized.

The main reason for enterprises to adopt human resource management system is that they expect to use human resources to achieve the best economic benefits through human resource management system. Also, due to the advent of knowledge economy, the concept of so-called human capital has been formed, and the importance of human capital is no less than that of land, factories, equipment and funds, and even exceeds it. In addition, people are the carriers of knowledge. In order to effectively use knowledge and give full play to knowledge, proper human resources are needed.

the fourth generation of human capital system appeared at the beginning of 21st century. Because of the human resource management system, it did not solve the practical problems in enterprise management, resulting in low adaptability between employees and posts, insufficient enthusiasm of employees and high turnover rate. In order to solve the above problems, Bert Consulting, for example, produced the human capital system based on the human capital management thought. This generation systematically regards people as active individuals and provides clear promotion channels for employees. And revitalize all employees in the enterprise to provide data support for leadership decision-making.

References: Baidu Encyclopedia -HR Baidu Encyclopedia-Human Resource Management System.