How to explain HR and what is the difference between HR and EHR

The so-called e-HR, that is, electronic human resource management, is a new human resource management model based on advanced information and Internet technology, which can reduce costs, improve efficiency, and improve the purpose of employee service mode. The introduction of e-HR can reduce the load of enterprise human resource administration, optimize the human resource management process, improve the service quality of human resource management department, provide decision support, and help enterprises realize the transformation of strategic human resource management.

Human Resources, Recruitment, Talent, Employment, Headhunting, Interview, Channel, Talent Agency, Campus Recruitment, Salary, Resume, Talent Market, Online Recruitment, In today's increasingly mature e-commerce model, the outdated working model and traditional working methods cause HR supervisors to spend their main energy on administrative chores. Human resource management must use information technology to create a new management model, save energy and time for more important functions, and then directly improve the ecological environment of the enterprise, and promote the continuous progress and development of the organization. At present, there are also a variety of human resource management system platforms in the market, such as recruitment software, talent assessment system, headhunting management software, etc.

The impact and change of the creation and development of network technology on human life are ubiquitous, and gradually extend to the depths of people's minds. "E", which represents the fashionable and cutting-edge letter, is not only a beautiful coat, but also a "elf" that opens up management wisdom, changes management ideas and improves management level.

E-HR" is the trend of human resource management in the new economic era, the maturity and application of network technology is its foundation, the emergence and specific implementation of ERP, CRM, SCM and ASP and other concepts is the general environment for its existence and development, and the urgency of human capital development and value-added is its ultimate reason, the reason is that human resources are the first resources in the elements of enterprise management, and technology and capital have taken a back seat relative to human resources. "E-HR" not only automates the human resource management of the enterprise, realizes the association and integration with the financial flow, logistics, ** chain, customer relationship management and other systems, but also integrates the human resources information and resources inside and outside the enterprise to match the human capital operation of the enterprise, so that HR practitioners can truly become the strategic business partners of the enterprise.

The "E" of "e-hr" is embodied in the following three aspects:

1.Internet-based human resource management process and automation.

2.B2B for human resource management.

3.B2C for human resource management.

EHR, or Electronic Human Resource Management, is based on advanced information and Internet technologies.

A new human resource management model.

It can achieve the purpose of reducing costs, improving efficiency, and improving employee service models. The introduction of e-HR can reduce the load of enterprise human resource administration, optimize the human resource management process, and improve the service quality of the human resource management department.

Provide decision support to help companies transform their strategic human resource management.

The difference between EHR HR system and HRSaaS system:

1. System fees.

The EHR human resources system can improve the efficiency of the human resources administration.

Reduce the work pressure of the department, and help the enterprise through standardized, process-oriented and professional functions. However, EHR systems are usually more expensive, and even higher if they need to be deployed**, which has discouraged many small and medium-sized enterprises.

The HR SaaS system has the functions of the EHR system, which is equivalent to an upgraded version, and the charging of HR SaaS products is more flexible, which can effectively reduce the cash flow of the enterprise.

pressure, for small, medium and large enterprises.

2. Delivery cycle.

The delivery cycle of EHR system often takes several months, and if localized deployment and customized development are required, it takes more than half a year to more than 1 year, and the development cycle is longer than that of SaaS system.

Many HR SaaS systems can be used by opening an account, and can also be developed if other customized functions and localized deployment are needed, and the delivery time of different brands is different, but for most enterprises, HRSaaS systems are indeed a better choice.

3. System iteration.

EHR products place more emphasis on the end-employee experience than ever before, and provide intelligent decision-making, testing, and deployment cycles through full-scenario digitalization, which is relatively lagging behind in responding to market changes. The HR SaaS model allows the product to be updated and iterated rapidly, and the human resource management of the enterprise can match the latest policies in a timely manner, continuously improve and optimize the deficiencies of the system, and increase the user experience of the enterprise.

4. Maintenance costs.

During the implementation of EHR projects, servers often went down inexplicably.

Hardware problems such as insufficient server memory, data storage, disaster recovery and backup, etc., often delay the stagnation of software business and even the core business of the enterprise, thus directly causing economic losses to the enterprise. HR SaaS systems rarely encounter such problems.

Because the HR SaaS system service will have a professional technical team to deal with such things, but it still depends on the after-sales service capabilities of different system manufacturers.

EHR stands for Information-based Human Resource Management System. It refers to the informatization of human resource management through the construction of human resource management system to realize organizational management, personnel relations, salary payment, recruitment management, performance management, training and development management. Through the project, a human resource management information system with full participation is realized, a decision-making platform is built for leaders, and employees are provided with such a tool to participate in the management of their own related affairs.

The EHR has the following characteristics:

1) Realize single sign-on, interface docking, data synchronization and system self-push of business process agency affairs with other systems of the group;

2) All business processes are informatization (all business processes of HR, including entry, resignation, job promotion, contract change, salary payment, etc., are realized through the system);

3) Customization of business platform management mode: while realizing group management and control, it also realizes that each region has its own management differences, and the system can flexibly define the management mode;

4) All query selections can be double-selected, all queries can be penetrated, and query schemes can be saved;

5) The system platform can provide users with the ability of secondary development, including but not limited to, the addition of modules, the addition of tables and fields, the development of reports and role-based authorization;

6) The system platform has a manager interface, which displays human resources-related parameter indicators in the form of clear and concise icons, and the indicators can be defined by themselves;

7) The historical data queried is the real-time data at that time, including but not limited to personnel information, salary payment information and other historical information;

9) In the project implementation and trial operation, the system is revised to meet the functional requirements of our company for various modules;

10) According to the company's attendance management system, salary grade system, salary calculation standard, performance appraisal system and other management systems to define various formulas and calculations;

11) The salary calculation formula can be flexibly customized;

12) Ensure the accuracy of various basic data, reports and other data of the system;

13) Provide flexible and changeable report statistical analysis, reports can be flexibly customized, assist decision-making, support corporate strategy;

14) It has the function of mobile phone approval and mobile phone self-service, and provides an automatic upgrade mechanism for mobile phones.

What is EHR? To put it simply, electronic human resource management is a new human resource management model based on advanced information and Internet technology, which can reduce costs, improve efficiency and improve employee service models. The following features are typically included:

Personnel files, organizational structure, contract management, salary management, social security management, performance management, attendance management, training management, recruitment management, recruitment portal, report center, early warning function, system management and more!

Huitong EHR has been selected and recognized by thousands of domestic enterprises, helping enterprises to realize information control and data analysis in attendance management, intelligent scheduling, salary performance, electronic signing, dining consumption, etc., improving the management efficiency of enterprises and reducing human resource costs.

EHR refers to the electronic informatization of human resource management, which refers to the human resource management mode of enterprises based on high-speed, large-capacity hardware and advanced IT software. In layman's terms, it is the informatization or automation of human resource management.

e-HR is the use of information technology to implement human resource management, computerize and network human resource management, and improve human resource management performance.

This question can be obtained.

Abbreviation for Human Resource Information System. As a toolbox platform for human resource management, it can enhance the operational efficiency of human resources. According to the different needs of each unit, different modules can be configured.

Human Resource System and E-HR Informatization Construction".

It is the first book monograph that comprehensively introduces the innovative human resource management system and organically combines human resource management and information technology.

China Industry and Commerce United Press, 290,000 words, all condensed dry goods.

It is available in online bookstores such as Dangdang, JD.com, Amazon, and Tmall.

How SMEs view EHR software.

1. Definitions. EHR (Electronic Human Resource) is the English abbreviation of electronic human resource management system, which is a software that manages (records, analyzes and processes) all aspects of human resources through information technology, and its purpose is to improve the level of enterprise human resource management, give full play to the benefits of human resources, and make human resources more effective to serve the goals of enterprises.

2. Role. For enterprises, EHR plays the role of a tool, as a technical tool, it cannot replace management.

The role of EHR can be divided into two aspects. The first is to help the human resource management department of the enterprise to do a good job in transaction-level business work, that is, to improve all kinds of information of employees, increase the sharing of data, reduce the duplication of data operations, reduce the cycle of report production, and even enable all employees to participate, actively participate in the interaction of personal information management and services, accelerate the efficiency of administrative work and daily services, and liberate human resource managers from transactional and administrative daily work, so as to engage in more important and valuable work. This is also the main role of the EHR system. The second is to provide decision support, that is, the EHR system can enable the human resource management department to change from providing simple human resources information to planning and providing solutions for human resources, and providing decision support to the management anytime and anywhere.

3. The timing of the introduction of the system.

In the market environment, the competition encountered by enterprises is increasing day by day, when the traditional manual management can not meet the management needs of the continuous development of the enterprise, there will be a demand for EHR, in order to help the human resources department establish more complete employee information, more comprehensive management of human resources functional modules, by reducing repetitive work, put more energy into enterprise system and organization construction, resource planning and employee incentives and other work that can create more benefits. Give full play to the strategic role of the human resources department.

Such an opportunity, Jiangyin Zuoyou believes, can be the emergence of any of the following situations:

1) It is necessary to share relevant information of employees more accurately to facilitate daily management needs;

2) By improving the integrity and standardization of data, it will lay the foundation for the further development and growth of the enterprise;

3) the need to improve the speed and accuracy of data processing by integrating information from functional modules such as attendance, payroll, and leave;

4) Implement relevant provisions on performance appraisal;

5) Solve the problem of employee turnover caused by inadequate contract management;

6) By improving the accuracy and timeliness of the report, truly grasp the dynamics of the company's employees;

7) Improve the accuracy of salary calculation and speed up the payment of salary;

8) Expatriate personnel specialists, there is a need to work in other places;

9) Hope to give full play to the advantages of personnel, and have the desire of human resources informatization.

4. Establishment process. Outline.

hr-humanresource is explained as human resources, which generally does similar work to the administrative department, such as recruitment, training, staff evaluation, staff compensation, staff transfer, etc.

EHR refers to the human resource management system, which helps managers to create value chain profits by reducing costs and accelerating growth through effective organizational management by improving the satisfaction and loyalty of internal employees, thereby improving employee contribution, that is, performance.

Although both parties are about human resources, HR refers to specific positions, while EHR refers to human resources systems, so the nature of the two is completely different.

hr: hr-humanresource is explained as human resources, which is generally similar to the administrative department, such as recruitment, training, staff assessment, staff compensation, staff transfer, etc.

EHR: Human Resource Management System, by improving the satisfaction and loyalty of internal employees, thereby improving employee contribution, that is, performance, helps managers to reduce costs and accelerate growth through effective organizational management to create value chain profits. From the perspective of human resource management, the integrated human resources management solution uses centralized data to integrate almost all information related to human resources (including:

Organizational planning, recruitment management, personnel on-the-job resignation files, employee resumes, labor contracts, reward and punishment management, office supplies, hospital insurance, transfer management, training management, performance management, attendance management, hourly wages, piecework wages, dormitory management, employee self-help, leadership approval, etc.) are managed in a unified manner.