人力資源管理系統(tǒng)的隱藏價(jià)值-免費(fèi)閱讀
【正文】 HR information systems have long been regarded as sort of a black box that was purchased because (a) the pany had grown too big to use spreadsheets for tracking its employees, or (b) the payroll system that HR relied on was written in a programming language that had bee obsolete, or (c) Y2K issues forced the pany into buying something, or (d) _____ (fill in the blank!). In short, a necessary expense without much promise of a return. Major systems are very expensive to buy and to implement, and by themselves do not result in greater efficiency or productivity, and certainly not in reduced transaction costs. Number of hours of training for new employees (less than 1 year)Beyond that, a strong case can be made for expected increases in productivity among both employees and managers when selfservice applications are available. Really useful HR selfservice does not happen without the kind of data that is available from a fully functional HRMS. SummaryMore and more managers are discovering the convenience of electronic transactions such as salary increases and online performance appraisal. According to a survey conducted by The Hunter Group (now called Cedar) and published in 2000, the number of panies implementing (or planning to implement) some sort of selfservice technology has grown in each of the last three years.Things have changed.Motivating employees: Many panies do not take advantage of the full functionality of the systems they buy. Training administration and petency management are rarely high priorities and usually are postponed。 and the pattern eventually provides answers. Percentage of total salary that is at risk or variableRetaining employees: Another red flag familiar to pensation analysts is an increase in the number of requests for market adjustments to keep longterm employees petitive with new employees. Here again, data accurate, plete, uptodate, and available for slicing and dicing from several different angles is critical in order to spot the problem in the first place, and then to measure its scope and impact. An HRMS pays for itself by making that measurement and analysis possible. t get regular, accurate reports about salaries in relation to salary ranges in a given time period? How can pensation analysts identify the magnitude of the problem if they can39。s strategy implementationSimple as the calculation might be, however, you first need to know how many supervisors and managers you have, and what they are paid. This and other measurements, including appropriate formulas, are explained in depth by Jac Fitzenz in his book How to Measure Human Resources Management. Once you know the cost of management or of anything else you can begin to control it.HR data is essentialThe data behind these calculations may e from a variety
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