1, the strategic goal of informatization is clear;
The main purpose of purchasing human resource information system is to improve the efficiency and standardization of human resource management. One of the most important points is the management level of human resource management. How to improve the management level of human resources through the implementation of information system? This is how we set the project goals.
But this big goal is not very clear. For the implementation of a software project, its project implementation objectives must be clear.
First of all, the goal must be limited within the scope of human resource management. Avoid target requirements that do not belong to the category of human resource management. For example, in the process of implementing human resources, adding the complicated business requirements of party member's party affairs management or other marginal relationships is actually confusing the strategic objectives of the whole human resources management project. Finally, due to these marginal business requirements, the implementation of the whole human resource management information system project may fail.
Therefore, the first guiding principle is the need for clear strategic implementation objectives.
2. The actual goal of informatization;
The implementation of human resource management information system has realistic goals. Before the implementation of most management information systems, users often hope to bring a qualitative leap to the management ability of enterprises through the implementation of information systems. Therefore, in the end, the implementation goal of the whole project does not conform to the actual management situation of the enterprise.
For example, the concept and system of enterprise performance management in some enterprises are imperfect or almost non-existent, but their leaders do realize that performance evaluation can help them control the quality of enterprise human resource management. I often hope to learn from other people's successful experience and steps to implement human resources information system, hoping that an information system can change the bad situation of enterprise performance appraisal.
For the above users who use the human resource information system, it is not very practical to realize the goal of the human resource system. As a set of management information system, it essentially needs the management ability of the enterprise itself to be promoted by the quality of software standardized management and automated management. In some stages, it is often more important to improve the management quality of enterprises themselves, but this is a prerequisite for the implementation of human resources information systems.
Therefore, after achieving a clear goal in the guiding principles, it is still necessary for this goal to be a real practical goal. Rather than an idealized blind goal.
3, according to the actual situation of enterprises, clear priorities;
What is the actual goal? According to the actual situation of the enterprise, clear priorities. I believe this is easy to understand. If the enterprise does not institutionalize the formal performance appraisal, then there is no need to purchase and implement the performance appraisal management module. The main purpose of purchasing human resource management information system can be to improve the management efficiency of basic work and the centralized and unified management of data. So you just need to buy basic applications and personnel management, and salary management. This can not only reduce the cost of one-time procurement, but also reduce the project implementation risks of both parties.
For those enterprises that need high-level reference such as performance appraisal, it is also possible to separate the main requirements from the secondary requirements, and put the time and manpower in the key stage on the completion of the main objectives. With the longer the project is implemented, the secondary objectives can be continuously completed step by step.
Finally, the whole human resource management information system will be put into operation step by step, and the enterprise managers and employees will be gradually integrated into the atmosphere of information management.
4, step by step, phased implementation, avoid greed;
Through the above guiding principles with clear objectives, practicality and clear focus, it has been basically determined. What principles should be followed in project implementation? Implement in stages, and avoid greed.
In the process of implementing the human resource management information system project, we will meet the enterprise human resource manager as soon as possible. With the goal of improving the management level of human resources in enterprises, I also hope to show my working ability and achievements to enterprise leaders immediately. Therefore, the implementers are often required to speed up the implementation of the project as much as possible and pile all the big goals of the whole project in one stage. In the words of the implementer, it immediately became an "impossible task". However, judging from the failure experience of most human resource management information system projects in the past. In this way, it will often bring worse influence to human resource managers. The serious acceleration of the implementation progress will inevitably lead to a large amount of input of implementers' resources, and Party B will often consider the manpower and material resources that cannot account for 100% of the total cost, which will eventually lead to excessive workload of single-person implementation. The final result is that the problems cannot be solved in time and the implementation quality cannot be guaranteed. Moreover, for the basic operators of Party A's human resources department, rapid implementation will not enable them to better master the skills and methods of software use, and they may just understand the use of software according to their own ideas. When these become habits, it is difficult to change. In the end, serious problems appeared in the implementation quality of the whole project, which eventually led to the failure of the whole project.
5. Correct positioning of informatization and reasonable selection of informatization requirements;
Human resource management information system, every user must recognize the positioning of the software, especially the management information system. Its most basic function is to improve management efficiency and standardize management. The real improvement of management quality and management effect is not produced by management information system. Moreover, the human resource management industry in China does not have the national standard of financial management. The general framework of human resource management in every enterprise is similar, but there are always various business needs and their own characteristics in management details. These characteristics often become the biggest risk point in the implementation of the whole human resource management information system.
Since it is a risk point, we should avoid it from the perspective of the whole project. As Party A of the project implementation, we should also be aware that these risk points may lead to the failure of the whole project implementation. Moreover, any software is not a panacea for enterprise management, so every project team member, including enterprise leaders, should realize that software can not completely replace manual management. Therefore, it is impossible for software to meet the information needs of enterprises 100%.
Therefore, in the whole project implementation process, we should be clearly aware of the existence of these risk points. Practically speaking, the analysis of enterprise information requirements and the completion of main business function requirements represent the success of the implementation of the whole human resource information system.
The implementation of the whole human resource information system, the most important thing is to make full preparations before starting. As members of the project implementation team, Party A and Party B should have a clear position on the implementation of the whole human resource management information system project according to the guiding principles. Finally, it may bring about the successful realization of the whole software project.
This is my collection. I hope it helps you. I specialize in this line of work. If you need help, you can discuss it with * * *.