Human Resources Management of Network Enterprise
7.4 Human Resources Management of Network Enterprise
7.4.1 Overview of Human Resources Management
Human resources refer to those manual workers or brainworkers who have normal intelligence and could be engaged in produce activities. The “human resources”
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regards human as a kind of resource, which constitutes the three resources of enterprise together with material resources and information resources. The human resources have the following characteristics:
(1) The human resources are “live” resources. It has movable, periodicity and abrasion, while the material resources could produce value only through process and creation of the human resource.
(2) The human resources are the main source of profits. The innovation ability of the human resources is the best wealth of the enterprise especially in the new economics.
(3) The human resources are strategic resources. (4) The human resources are a resource that could be infinitely exploited, and
the current exploiture of human potential is not consistent with the actual potential of human resources.
The human resources management is to improve productivity through a series of measures such as job analysis, human resource program, staff recruitment and selection, performance estimation, salary management, staff inspiriting, and human resources training and development. The final goal of human resource management is to promote the realization of the enterprise goal. From the perspective of “human” and “thing”, it is to achieve the harmony of “human” and “thing”, and “human” and “human”, which could increase productive efficiency, thus achieving the final goal.
(1) The goal of the enterprise is finally realized by the staff of the enterprise. (2) To gain the development of both the staff and the enterprise, the staff
should regard promoting the success of the enterprise as his work goal.
(3) An enterprise can effectively use resources and realize its business goal if consistent guideline and system of human resources which is joined to the achievement of the enterprise is established.
(4) The policy of human resources management should be consistent with the business goal.
(5) When the enterprise culture is reasonable, the policy of human resource management is supportive; when the enterprise culture is reasonless, the policy of human resource management should promote its improvement.
(6) Create perfect enterprise environment, encourage staff to create, and cultivate positive style; the policy of human resource should provide appropriate environment for the improvement of collaboration, innovation and full quality control.
(7) Create sensitive and adaptable organization system to help the enterprise realize the material aims in the competitive environment. (8) Strengthen the flexibility of staff’s on-duty time and the work content. (9) Provide necessary working environment to make the staff fully exert his
potential. (10) Maintain and consummate staff rank, products and service. Humanistic management is a people-oriented human resources management
ideology. It regards human as the most important resources for the enterprise, and
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scientifically arranges the most appropriate work according to the integrated facts such as human ability, merits, interest and mentality, and fully considers the development and value of the staff in the work, and uses scientific management method. Through the full-scale exploitation plan of human resources and buildup of enterprise culture, it makes the staff able to fully invoke and exert the enthusiasm, go-aheadism and innovation in the work to promote work efficiency, increase work performance and make the most contribution to achieving the development goal of the enterprise.
At present, the human management is generally divided into five levels: (1) Management of Emotion Communication It is the lowest level of humanistic management, and also the foundation for
other levels. In this level, the manager and the staff are no longer the simplex commander and the one who takes the order. There is other communication between the manager and the staff besides the work order, which is mainly the emotional communication. For example, the manager would know some real thought of the staff about the work, or some other requirements on life and personal development. In this stage, the staff does not communicate decision- making with the manager on the work issue, but it lays the foundation for the decision-making communication.
(2) Participative Management Participative management is also called “decision-making communication
management”. The communication between the manager and the staff is not limited to show a kind concern for the staff’s comfort, and the staff has begun to participate in the decision-making of the work goal. In this stage, the manager would discuss the work plan and work goal with the staff, carefully listen to the staff’s opinion on the work, and actively adopt the reasonable advice proposed by the staff. Participative management makes the work plan and goal become more reasonable, and increases the work enthusiasm of the staff and the work efficiency.
(3) Staff Self Management Along with more and more staff involved in management, the company could
carry out staff self management on the business-skilled staff or the knowled- geable staff. The manager could point out the work goal of the whole company or the department, and ask for work plan and work goal from every staff, which could
be put in practice after discussed by everybody. In this stage, it will exercise the working capability of each staff, and the staff with overall and creative ability will pale others by showing his talents and ability, become enormous asset to the enterprise and assume sole responsibility for a certain sector or task.
(4) Human Exploitation Management To further increase the work ability of the staff, the company needs to do some
human resource exploitation work particularly. The increase of the staff work ability is mainly through three approaches: study in work, study in communication, and special training. The human exploitation management should first set up a work and communication environment for the staff, and let everyone study and
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discuss mutually. In addition, the human resources department could invite some experts to make specific training.
(5) Enterprise Culture Management In fact, the enterprise culture is just the working habit and style of the company.
The form of the enterprise culture needs long-term accumulation of the company’s management. The working habit of employee will develop either to be good or to
be bad. If the company does not instruct the working habit of the staff to the good direction, it will just develop to the bad direction. The effect of the enterprise culture is to set up such an orientation, which must be agreed on by majority. Along with the development of the company, the enterprise culture will also continuously develop. However, the key of the enterprise culture management is to induct the work habit of the staff, not just only for the propaganda of the company’s image.
7.4.2 Realization of Human Resources Management
The combined application of information technology and management technology in the human resource management could effectively help the HR manager rise to the occasion in complicated environment. At present, the main goal of introducing human resources management information system into enterprise is:
The first level: to increase the work efficiency of the HR department. Affairs such as checking on work attendance of staff, computation and management of laborage, duty transfer management and information management will take a great deal of time of the HR manager, and handwork operation is not only low in efficiency, but also fallible. Therefore, HRMS software will chiefly solve the issue of how to increase the work efficiency.
The second level: to standardize the business flow of the HR department. The design of flow such as recruitment, achievement estimation, training, staff career plan and dimission, is in the range of consideration of the HR manager. HRMS software completely covers the related work functions, divides them clearly, and could present the optimized flow in the software.
The third level: to provide value added service for the enterprise and staff. From the perspective of the development trend, the HR manager will evolve from civil service handler to enterprise strategic partner. As to the HR department, the enterprise manager and the staff are just its customers, and how to realize their increase in value for these customers is an important problem faced by the HR department. For example, how to program the human resources according to the enterprise strategy, how to select the appropriate talents for enterprise through rational recruitment technology and testing technology, and how to advance the performance of the organization and individual through work analysis technology and corresponding performance checking system, are all needed to do by the HR department.
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The first step: preparation before using the HRMS. The special consulting organization analyzes and diagnoses the fact of the human capital structure and expected effect (which can be done by enterprise itself if possible) beforehand, and installs it in the system platform of the software supplier after find apt and specific ways to solve problems. Meanwhile, adjustment and corresponding training shall be carried out.
The second step: choosing the HRMS solution. When the enterprise chooses the HRMS, it is easy to draw conclusion experientially about technology service, product price and product popularity degree; while as to the feature of performance of products and second-developed function etc., it is hard to master without a propriety standard as instruction. A good HRMS should be an effective, multifunctional and easy-to-learn, easy-to-use solution. Users could judge its functions through the following characteristics when choosing a system:
1. Integrality and integration
(1) User information management platform of routine shall cover all the business functions of the human resource management with every business function designed based on a complete and standard business flow and a great lot of corresponding tables.
(2) The input work of user data is needed only once, and other modules could share it, thus greatly reducing a great deal of repeated input work.
(3) It could be used as a whole system, or individually, and could be extended to integrate if necessary.
2. Easy to use
(1) Adoption of navigation interface represents the main work contents of the HR manager friendly, compactly and directly, guides users to operate according to the optimized HR management flow.
(2) It is high in information integration based on no pop up dialog box and one interface displaying all of the related information and operating all the functions.
3. Network function and self-service
(1) Support group-type enterprise users, and provide non-local, multilevel and layered data management function.
(2) Daily management is not limited by physical location, and can be carried out in any online computer after authentication. (3) Provide staff in non-HR department intranet application based on Web. (4) The staff could check out information of the enterprise and individual
online, register internal training lesson, submit application of leave/furlough, update personal data and communicate with the HR department through electric methods within allowed privilege.
(5) Allow the line manager to online check the personnel information of
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underling staff, examine and approve the staff application such as training, leave, and furlough, and evaluate performance of the staff within the authorization.
(6) Allow general manager to online check all important human resources information of the company such as allocation of human resources, cost fluctuation, compensation balance sheet, organizational performance/staff performance.
4. Open
(1) Provide powerful-function data interface to easily realize the import and export of various data and seamless access with external system.
(2) Could expediently import various Office documents, and store in the database with standardized format safely. (3) Support all principle RDBMS and all document processing systems.
5. Flexibility
(1) Could change customized function and alter display of interface data items according to user requirement.
(2) Powerful inquiry function, which could carry out inquire with any combined condition flexibly.
(3) Support real-time dynamic switch between Chinese and English (or other languages).
6. Intelligentization
(1) The auto-mail function of the system could directly send information in batch to the related personnel through e-mail, which greatly reduces the intension of the civil service of management personnel.
(2) The system set up reminder function for fixed cycle operation, which makes the HR manager active from passive, and effectively promotes the contentment of staff for the work of HR department.
7. Powerful report forms/graph output function
(1) Provide powerful facture and management tools of diagram, by which users could directly design various required diagrams.
(2) Provide flexible report form generator, which could quickly design various conditional diagram and update at any moment. (3) The diagram could be out to printer, Excel, and ASCII text file (for example, files submitted to banks). (4) Provide perfect graphic statistic and analysis function, and the output statistic graph could be directly exported to a MS Office document and quickly form the work report of HR.
8. System security
(1) The key data is encrypted to store, and even the system manager cannot
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directly read these data.
(2) Set up operation privilege of different levels in different system modules of users.
(3) Set up log files to track and record the details of every operation to the system by users.
(4) Set up periodic data backup mechanism and provide data recover function. The third step: how to implement HRMS. The impersonal and full evaluation
of oneself shall be carried out before company implementing HRMS, and then the range and boundary of the HRMS to be implemented will be determined. On the other hand, enterprises shall be with a factual and realistic work style and not devote to perfection excessively but try to act according to actual circumstances. Only if it realizes its situation correctly, will the enterprise find an appropriate solution.
After realizing its requirements, it is time to select an appropriate solution supplier. What should be pointed out is that the implementation process of HRMS solution is not just a simple trade process, but a complete project. The implementation process of the project is divided into three phases:
ķ Requirement analysis and process design phase cooperating with the supplier before implementation: The phase usually takes more than half time of the whole implementation cycle of the project. As to the HR manager, it is a god-given process to settle and consummate the HR management operation system, in favor of standardization and systematization of former discrete work. As to the supplier, clarifying the customer requirement is crucial to successfully implement the whole project. Therefore, both users and suppliers should treat the work in this phase seriously rather than be eager to seeing the effect of the system operation.
ĸ System implementation and customized alteration phrase: After completing requirement analysis and design phase, the supplier would customize alteration of the system according to the specific requirements of the user. In this period, the supplier should keep intimate communication with the user to avoid going out of form of the requirements of the user in the customized process. When the development of all the functions is completed, the supplier just submits a system frame which could not operate right now . The user needs to initialize the system and switch the data with the help of the supplier to transfer the basic data of the enterprise and the staff to the system as soon as possible. Moreover, the enterprise should take up the related technology training about using the system from the supplier in the formal operation of the system.
Ĺ System application training phase: In the implementation process, the enterprise requires the software supplier to improve and add corresponding modules according to the specific characteristics of its business, and the software supplier should actively do the second development work to meet the continuously changing management requirement of the enterprise.
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