The digitization of human resources is the trend of modern enterprise management, but some enterprises spend a lot of energy and cost to launch the personnel information system in the end but not fully used, and the management problem has not been improvedWhy some businessesThe personnel information system is not used?
Enterprises feel that the value of digital transformation is not high, the transformation work is difficult to promote, and the reasons why the personnel information system cannot be used are as follows:
First, the foundation is not solid
The digitalization of human resources is a long-term project, and to start from the basics, the personnel information system needs to be operated with a sound management system. At present, the management of some enterprises attaches more importance to high-end functional modules in the HR system, but ignores the construction of basic functions and basic platforms, lacks the combing and planning of the overall management system, and the foundation of the HR system is not solid, which makes it difficult to promote the application of the system.
Second, business integration is insufficient
Human resources and business departments are not opposed on the surface, HR system software is needed to help enterprises empower business, but the human resources departments of many enterprises have too little help to the business, so they do not have a deep understanding of the business, and do not pay attention to what the business line needs, the personnel information system only pays attention to specific functions, but does not pay attention to what kind of business scenarios these functions can be combined, but simply based on the perspective of HR to do the requirements, resulting in insufficient integration of personnel information system and business, can not effectively help business departments solve management problems。
Third, the value is not reflected enough
The value of the personnel information system is difficult to reflect in the basic affairs, after obtaining a large amount of data, many enterprise HR only pay attention to the presentation of data, and do not dig deep into the information required by managers at all levels, it is difficult to touch the interpretation of corporate strategy. For example, for enterprises, the main purpose of human resource transformation is to improve profitability, so HR should pay more attention to the aspect of efficiency, in order to achieve this goal, HR can dig deep into the operational efficiency of the management and the operational efficiency of the middle level, so as to provide more accurate and useful information for the enterprise's decision-making.
Fourth, there is a lack of strong support
When the above problems occur in the implementation process of the personnel information system, the enterprise managers can not see the value brought by the HR system software, and they will get the evaluation of "the value of HR transformation is not high", and the promotion of the follow-up project can not be strongly supported by the management, resulting in many resistances, and the personnel information system is difficult to use. The system is a change in the working mode and behavioral habits, which requires the intervention of the organization and the process of change, and the role of the management is indispensable.
Enterprise personnel information system can be successfully used need to lay a good foundation, reasonable planning and all have determination, if you are interested in further information, please contact Tongxin.