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近年来,尽管许多企业试图通过建设e-HR系统来提高人力资源管理工作的效率,并使HR从事务性的工作中解放出来从事更具战略意义的工作,但事实上有很多企业的e-HR建设其实只是流于形式,并未真正发挥出e-HR应有的作用;况且引进e-HR系统并非仅仅是工作方式的改进,它涉及到HR工作者管理理念的革新,即便减少了大量繁杂的行政事务,也并不意味着自己就一定能成为企业的战略伙伴。怎样正确看待e-HR?在e—HR建设中都存在哪些典型问题,该如何应对?近期北京宏景世纪软件公司大型用户2007年度峰会上,来自e—HR厂商、咨询公司、企业用户、媒体等方面的嘉宾针对这些问题进行了深入探讨。本刊将峰会对话环节的内容做了编辑整理,摘录于此,以飨读者。
In recent years, despite the attempts by many companies to improve the efficiency of human resource management through the construction of e-HR systems and to free HR from more strategic tasks, the fact is that many enterprises’ e- The construction of HR is actually mere formality and does not really play its due role. Moreover, the introduction of e-HR system is not just an improvement on working methods. It involves the innovation of HR worker management concept, Complicated administrative matters, does not mean that they will be able to become a strategic partner of the enterprise. How to correctly view e-HR? What are the typical problems in the e-HR construction, how to deal with? Recently, Beijing Grand Horizon Century Software large users 2007 annual summit, from e-HR vendors, consulting firms, business users, the media And other guests for these issues in-depth discussion. The magazine will be the content of the summit dialogue session made editing, excerpts from here, to readers.