The implementation of human resource management department is not only a matter of personnel department or information department. In order to ensure the integrity, accuracy and timeliness of data, all departments and employees in the enterprise need to actively cooperate. At the same time, the adoption of human resource management software needs to be comprehensively improved from procedure to operation on the basis of fully reviewing enterprise policies and according to advanced human resource management concepts. All these tasks are difficult to complete without the participation of the decision-making level of the enterprise, and need the understanding of the top managers and the full support including budget, manpower, time and decision-making.
Second, set up a lean project team.
The project team should be composed of users, developers and consulting companies. The user members of the project team should include business backbones at all levels and enterprise computer professionals. The head of the project team should be the leader with the highest position in which users participate in the construction. Leaders should be authoritative, recognized by everyone, good at project management, and strong in organization and coordination. In order to reduce the project risk and construction cost, consulting companies with experience in human resource management and human resource information system construction are invited to participate in order to coordinate the problems in the development and implementation process. The parties involved in the project construction shall formulate the project construction plans at various stages and implement them layer by layer. The business personnel and computer personnel of the consulting company and the user shall supervise and inspect the completion of the work in each stage, and * * * monitor the whole process. The consulting company should also put forward constructive suggestions on the project construction from the advanced and forward-looking aspects.
Third, key members can't work part-time.
The organization and participants of the project directly affect the success of the project. The composition of the project team cannot be a simple combination of some people, and all members should have corresponding responsibilities and rights. The main members can't work part-time. There must be at least two people in charge of this project. The reasons are as follows: Computer software and hardware tools are used to manage enterprise information. Ideally, the project leader should be an expert in management and computer, and be able to fully communicate and coordinate with various departments in the enterprise. But it is more difficult to achieve this goal in China. So the person in charge of the first project should be an expert in management. Have a clear understanding of all aspects of enterprise management, have the ability to fully communicate and coordinate with all departments of the enterprise, and have a basic understanding of computer knowledge. The person in charge of the second project should be an expert in computer, have certain organizational ability, and be clear about all aspects of enterprise management, mainly the business process of the enterprise. Under such conditions, the two project leaders can fully cooperate and jointly play the roles of management experts and computer experts. The first project leader should do a good job in organization and coordination, and the first project leader and the second project leader should implement the needs and tasks to everyone. Ehr project construction is a huge systematic project, which requires the close cooperation of all parties in the project, communication at any time, and discussion on the problems encountered. If all parties send special personnel to attend, the quality and time limit for a project can be guaranteed. Part-time job does not seem to delay the original work, but business personnel are often too busy to take care of the project construction work; Or it is not in place because it cannot cooperate and cooperate in time, which affects the project construction. All the staff devoted themselves to make the project very compact, achieve the goal in the shortest time, and get twice the result with half the effort.
Four, establish a good project organization system and project management system.
Project management should establish an effective quality assurance system, such as: implementing an effective "problem" handling and supervision process, adopting daily and weekly reports of problems and supervising by category, adhering to the system of coordinating regular meetings and briefings, making overall arrangements and coordinating problems, and holding special seminars to study some important issues involving the overall situation.
The division of labor and responsibilities of the project team must be clear, and the matters discussed and decided by the project team and the tasks assigned by the project team must be completed with good quality and quantity. In order to achieve the goals of each stage, we must carry out the work in a planned, arranged, implemented, organized, coordinated and inspected manner. If there is a problem, it is necessary to clarify the responsibility for rectification and not delay the progress indefinitely.
Five, before the software design, the developer's software designers should conduct sufficient demand research.
Enterprises should be clear about their own needs. The enterprise's own needs are the foundation. Enterprises should know their own situation and choose what kind of human resources system. First, have a clear goal for the whole system planning, and know the scope and application level of the final system. Second, make clear the key points and steps of system application. Because the enterprise is constantly developing, it is best to apply the system in one step to keep up with the changes of the enterprise, but it is usually difficult to achieve. Therefore, only after the development direction is clear, can we "comprehensively plan and implement step by step" according to the needs of the business. Due to the particularity, complexity and strong professionalism of human resources business, it includes "eight major controls" such as planning, planning, recruitment, personnel, labor, training, performance appraisal and resignation (internal retirement and laid-off diversion); There are also basic human resource management, cross-century talent management, job analysis management activities, human resource performance evaluation standards and so on. All kinds of related information are complicated, the data scale is very large, and the requirements for network conditions and system performance are very high, which will bring great difficulty to the project construction. Therefore, developers should fully understand the needs of enterprises at all levels. Find out the differences between users' sexual needs, personalized needs and individual needs from the demand survey, then consider the overall design scheme of the software from the overall point of view, find out the design ideas and principles, and introduce the flexible customization method of "not leaving the same clan".
Six, the software design process should be fully demand docking.
Designers, not professionals engaged in human resources work, may not fully understand the needs of users when conducting demand research; Or even if the understanding may be biased. Developers are required to fully connect with users, and the products developed must let the end users confirm the function of the software "is there?" Then confirm "Really?" Only in this way can we know whether the developed software meets its needs. Developers should fully meet the needs of users and realize their functions, and their understanding should be in place.
Seven, clear the implementation objectives of the project, formulate detailed implementation plan, and record the whole process.
At the initial stage of project construction, it is necessary to make clear the implementation plan and objectives of the whole project, because the plan can reduce the occurrence of errors and make the whole project move towards the established goals. Records can report problems at any time and can be adjusted in time. The data to be collected, the historical information to be kept, how to standardize the existing data, and the time and progress of project implementation should be reflected in the plan.
Eight, enterprises should establish their own auxiliary implementation team.
The auxiliary implementation team consists of the manager in charge of human resources in the enterprise, the business personnel in the human resources department and the computer professionals in the enterprise. They will be responsible for organization and coordination, schedule control, data collection and data validity check during the whole project implementation period. The responsibilities of each member of the implementation team are clear. They will be the main backbone and technical support for enterprises to run human resource management systems. Full-time computer professionals in enterprises should have a certain foundation in computer software and hardware maintenance, and gradually become familiar with a certain aspect of enterprise management, mainly combining the business processes of computer applications; Have certain programming ability. This is mainly due to the fact that the implementing company has left the site and can be supported by the computer personnel of the enterprise without relying on the implementing party for everything.
Nine, the training work must be in place.
The training of users should be all-round, all-round and the whole process, and there should be no mistakes and carelessness. Training materials must be standardized, and training teachers must be confirmed by judges composed of users and other parties before they can take up their posts with certificates. The user manual must be written in detail. On the one hand, human resource management information system requires high accuracy, real-time, reliability, consistency and security of information. It involves all the data related to people, with a large amount of information and frequent changes. The information collected is closely related to the vital interests of employees, especially the salary calculation can not be wrong. Ensuring that there are no errors in key indicators will increase the difficulty of implementation. If the data is not updated in time or effectively, the previous work will be in vain and the enthusiasm of the implementers will be seriously dampened. Incomplete data collection can not provide some analysis reports in time when leaders need them, which will also make leaders doubt the effectiveness of the project and the accuracy of the implementers, which will adversely affect the reliability of the whole project. The data collection is inaccurate, the business system can't run normally, and it is difficult to distinguish whether the problem is a program error or a data problem, which wastes a lot of time. If enterprises want to participate in market competition, they must have the ability to respond to the market quickly. The system should provide timely and accurate decision-making data for enterprise leaders; And to collect data through multiple channels, in order to ensure the integrity, rationality, authenticity and reasonable correlation of data, we must go through comprehensive and meticulous training. On the other hand, due to the particularity and complexity of human resource business and the strong professionalism and process of human resource management, the operation of human resource management information system is more complicated, so the training in implementation is particularly important. Users must fully understand the function and operation process of the system, so as to make good use of the system, give full play to its role and serve human resource management.