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运用信息技术是HR人员向战略人力资源管理转变的重要举措,现在很多的企业越来越重视的是把HR的管理人员从烦琐的日常事务中解脱出来进行高效的管理,比如在美国的一家公司引入了在线福利系统,发现员工非常乐意使用这个系统,并且这个系统可以直接连接到提供商的网站上,节约了很多的纸张,让员工省略了填写各种表格的复杂过程。战略人力资源管理可使人力资源部门的人能融入到企业的运作当中。举一个例子,在企业的计划会议上给HR一个座位,这个座位上的HR会不会来。有的企业认为HR没有重要到达这个程度,HR是负责人员的任免等,只是起文件传输的作用,做一些事务性的工作,不会真正决策企业的发展。作为HR如何转变这个形象?应该经常和一些高级经理谈一些人才流失、年收入、阻碍公司发展等因素,使高级经理认为你适合坐在这个决策会议上。从这个角度上,HR应该知道
The use of information technology is HR personnel to strategic human resources management an important move to change, and now many companies are increasing emphasis on the HR managers free from cumbersome daily routine for efficient management, such as a company in the United States The introduction of an online welfare system found employees happily using the system and that the system could be connected directly to the provider's website, saving a lot of paper and eliminating the complex process of filling forms. Strategic HRM enables HR people to be integrated into the operations of the business. As an example, give HR a seat at a corporate planning meeting and the HR at this seat will not come. Some enterprises think that HR does not reach this level of importance. HR is responsible for the appointment and dismissal of personnel. It only acts as a document transmission and does some transformative work and does not really make a decision on the development of the enterprise. How to change this image as HR? Some senior managers should always be talked about some factors such as brain drain, annual income, and hindering the development of the company, so that senior managers think you are fit to sit in this decision-making meeting. From this perspective, HR should know