Commerce作业范文-论电子化人力资源的优势与劣势。本文是一篇留学生Commerce作业范文，主要内容是讨论了电子化人力资源的优势和劣势，并讨论了对未来研究的一些启示。e-HR的软件为组织的顺利工作带来了高度的同质性和标准化平台。它有助于实现人力资源所需的控制和效率。该审查分析了该组织人力资源专业人员的初步框架，并引入了基于技术的管理信息系统（MIS）。该系统使员工能够通过一个非个人系统（理论上）更有效地管理，以符合工资、出勤和守时规则。因此，Commerce作业范文提出e-HR软件在薪资决策和其他与人相关的决策中起着重要作用。e-HR系统是减少人力资源管理时间的核心应用程序。它从一个行政职能部门获取数据，该职能部门负责从工资单中获取数据，以帮助制定战略决策，从而为组织增加价值。公司现在意识到了这一点。随着企业的发展，e-HR的角色也随之发展，主要是管理层成为业务合作伙伴。同时，e-HR为企业提供稳定、可靠的服务，在组织内获得高度认可。下面就一起来看一下Commerce作业范文的全部内容。
Our report discusses about strength and weaknesses of electronic Human Resource and discusses some implications for future research. e-HR’s software brings a high degree of homogeneity and standardization platform for smooth working in an organization. It helps to bring the control and efficiency required by HR. An initial framework the review analyzes HR professionals at organization introduced a technology based management information system (MIS). This system enabled the employees to be more efficiently administered (in theory) through an impersonal system to bring into conformity with rules for payroll, attendance and punctuality. Hence, e-HR software interface in salary decisions and others linked to people. The e-HR systems are core applications who reduce the over time of Human Resource Management. It has achieved data from an administrative function, which responsible from payroll to help in strategic decision making that can add value to an organization. Companies have now realized. The role e-HR has developed as grow of organization the primarily administrative becomes business partner. At same time e-HR provide the business possess such as stable, reliable which makes high recognition within the organization.
After implementation e-HR in any organization, company can easily save there cost. Because e-HR use enterprise and internet, efficiently connect people such a way if gives all information they need. It also manages relationship, streamlines processes and improves the se of information to make strategic and operational decisions. e-HR about connecting people – customers, suppliers, employees – with information. It’s about making organizations more efficient and more profitable.
在任何组织中实施e-HR后，公司都可以轻松节省成本。因为e-HR使用企业和互联网，如果提供了人们所需的所有信息，就可以通过这种方式有效地将人们联系起来。它还可以管理关系，简化流程，提高信息的利用率，从而做出战略和运营决策。e-HR致力于将人们——客户、供应商、员工——与信息联系起来。这是为了让组织更高效、更有利可图。
INTRODUCTION 简介
Due to market development, the manager roles has changed in recent years, and partly also due to new technologies being used by the organization that they are working in. As a result, organization needs to examine their own organizational Human Resource role. (Alleyne et al, 2007)
由于市场的发展，经理的角色近年来发生了变化，部分原因是他们所在的组织正在使用新技术。因此，组织需要审视自己在组织中的人力资源角色。
In today global markets, organizations and companies recognize that in order to compete, are based on the quality and effectiveness of their employees to succeed. Human Resource managers today need a world class Human Resource management system to help them in daily strategic and operational decision.
在今天的全球市场中，组织和公司认识到，要想在竞争中取得成功，关键在于员工的素质和效率。今天的人力资源经理需要世界一流的人力资源管理系统来帮助他们进行日常战略和运营决策。
Over the last recent years, with the advance of Intranet and Internet technologies, Human Resource tools known as electronic Human Resource management (HRM) emerged. (Hooi, 2009)
近几年来，随着企业内部网和互联网技术的发展，出现了被称为电子人力资源管理（HRM）的人力资源工具。
Recent Development in E HR or HRIS 电子化人力资源或人力资源信息系统的最新发展
In the 1990s client/ server systems are the ideal configuration for most companies. But in recent years, companies are beginning the tasks of migrating their legacy systems to new packages designed with more advance structure. And they are usually what we know today as Human Resource Information System (HRIS), which is part of the Enterprise Resource Planning (ERP). ERP are able to offer companies the advantage in term of functionality, storage capacity, performance and an opportunity to reengineer their HR processes.
在20世纪90年代，客户机/服务器系统是大多数公司的理想配置。但近年来，公司开始将其遗留系统迁移到设计更先进结构的新软件包中。它们通常就是我们今天所说的人力资源信息系统（HRIS），它是企业资源规划（ERP）的一部分。ERP能够为公司提供功能、存储容量、性能方面的优势，并为其人力资源流程再造提供机会。
Due to the fast rapid development of technologies and changes in the fundamental of business, the Human Resource Department today cannot operate like the old days. It is not enough to have a group of people who only need to know all about the benefits plans, salary program, and career opportunity within the organization. The demand for skilled workers, especially “knowledge” workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et el, 2006)
由于技术的快速发展和业务基础的变化，今天的人力资源部门不能像过去那样运作。仅仅有一群只需要了解公司福利计划、薪资计划和职业机会的人是不够的。对熟练工人，尤其是“知识”工人的需求，也有助于加快对人力资源信息系统的需求，以协助人力资源发挥战略作用。
DEFINITION 释义
E HRM According to a group of Researcher from Singapore Ministry of Manpower, Human Capital Development Division, E-HRM refers as active use of electronic media and participation of employees with technology to helps to lower administration costs, and improve the communication of their employee with quicker access to information, and reduce time needed in processing. (Hooi, 2009)
E-HRM据新加坡人力资源部人力资本发展司的一组研究人员称，E-HRM指的是积极利用电子媒体和员工的技术参与，以帮助降低管理成本，并通过更快地获取信息改善员工的沟通，并减少处理所需的时间。
Human Resource Information System (HRIS) basically is a human resource database system that allows you to keep track of all types of Human Resource information related to the organization and it’s human capital. However, not all companies that name their system an HRIS – Human Resource Information System are comprehensive enough. If the human Resource system, are only able to handles one or two functions, example such as benefits like administration or payroll, then we do not consider it as a comprehensive HRIS. (Bondarouk & Ruel, 2009)
人力资源信息系统（HRIS）基本上是一个人力资源数据库系统，允许您跟踪与组织及其人力资本相关的所有类型的人力资源信息。然而，并非所有将其系统命名为HRIS–人力资源信息系统的公司都足够全面。如果人力资源系统只能处理一个或两个功能，例如管理或工资等福利，那么我们不认为它是一个综合的人力资源管理系统。
Electronic Human Resource (EHR) it refers to conducting business transaction in human resource related using the Internet.
(LengnickHall & Moritz 2003) Usually refer usually to Employee Management System that is normally refers to browser based Human Resource web portal. Unlike HRIS, E-HR or Employee Management System can usually handles limited functions or benefits, such as payroll and leave application. The growth of E-HR was due to the rapid development of Internet technologies in the 1990s. With point and click ease of use, E- HR are usually very user friendly and easy to use. Widely used by companies especially small and medium enterprise, who can’t afford a comprehensive Human Resource System such as HRIS.
电子人力资源（EHR）是指利用互联网进行与人力资源相关的商务交易。（LengnickHall&Moritz 2003）通常指员工管理系统，通常指基于浏览器的人力资源门户网站。与人力资源信息系统不同，E-HR或员工管理系统通常可以处理有限的功能或福利，如工资和休假申请。20世纪90年代互联网技术的快速发展推动了电子人力资源的发展。由于点击式易用性，E-HR通常非常用户友好且易于使用。广泛应用于公司，尤其是中小型企业，他们负担不起像HRIS这样的全面人力资源系统。
Human Resource Management (HRM) it refer to a form of support function that services its own internal customers, example employee. (Alleyne et al, 2007)
人力资源管理（HRM）指的是一种支持功能，为其内部客户（例如员工）提供服务。
Critical Analysis of Electronic Human Resources (e-HR) 电子人力资源（e-HR）批判性分析
In recent years, with the advancement of intranet and internet, enable a new wave of human resource (HR) technology to emerge, with the aim to assist human resources administrative functions. With these e-HRM functions, HR service is expected to improve by both the management and employees. (Hooi, 2009)
近年来，随着企业内部网和互联网的发展，一股新的人力资源技术浪潮应运而生，旨在辅助人力资源管理职能。通过这些电子人力资源管理功能，管理层和员工都有望改善人力资源服务。
As more and more Human Resource Departments moving toward Internet or Web-based Technology, we need to evaluate and make comparison between the Online Human Resource Management and Traditional Human Resource Management System. (Payne et al, 2009)
随着越来越多的人力资源部门转向互联网或网络技术，我们需要对在线人力资源管理系统和传统人力资源管理系统进行评估和比较。
Background Strategic human resources and e-HRM 人力资源与电子人力资源管理背景战略
Strength 优势
The major functional roles of E-HR are to support Human Resource processes such as are recruiting, training and performance management. (Stone el, 2006) E-HR的主要职能是支持人力资源流程，如招聘、培训和绩效管理。
The growing trend in E-HR allows the development of tools such as: 电子人力资源的发展趋势允许开发以下工具：
Employee Self- Service (ESS) 员工自助服务（ESS）
Employee Self Service or ESS gives the employee of the organization the ability to access, maintaining his or her own personal HR Information online. The employee self-service (ESS) capabilities allow and enable the employees to create, view, and modify data anytime and anywhere by themselves, using multiple technologies. With easy or ease of accessing to the information they need to do their jobs, the employees can also manage duties that were previously handled for them by personnel from HR department, with an employee centric portal. ESS also helps to expedite life, and work changes, freeing the HR professionals from mundane HR related administrative tasks and allowing them to dedicate more of their time and resources to a something more strategic initiatives.
员工自助服务（Employee Self Service，简称ESS）使组织的员工能够在线访问、维护自己的个人人力资源信息。员工自助服务（ESS）功能允许并使员工能够使用多种技术，随时随地自行创建、查看和修改数据。通过一个以员工为中心的门户，员工还可以轻松地访问他们工作所需的信息，从而管理以前由人力资源部人员为他们处理的职责。ESS还有助于加快生活和工作的变化，将人力资源专业人员从与人力资源有关的日常管理任务中解放出来，并允许他们将更多的时间和资源投入到更具战略性的计划中。
Managerial Self-Service (MSS) 管理自助服务（MSS）
Enable the managers to access a variety of HR-related tools and information online. Most manager HR-related tasks can be done via MSS applications example like payroll administration or compensation, staff performance management, hiring, and employee career or training development.
使经理能够在线访问各种与人力资源相关的工具和信息。大多数与人力资源经理相关的任务都可以通过MSS应用程序完成，例如工资管理或薪酬、员工绩效管理、招聘以及员工职业或培训发展。
Overall, the main strength that an Electronic Human Resource System allows: 总体而言，电子人力资源系统的主要优势是：
Employees to improve or maintain job performance 提高或保持员工工作绩效
Set standards for Human Resources work process 为人力资源工作流程设定标准
Give recognition to job related accomplishments 认可与工作相关的成就
Enhance Communication and working relationship between employee and departments 加强员工与部门之间的沟通和工作关系
Identify the performance of individual employee 确定每个员工的绩效
Outline the responsibility of employee and supervisory. 概述员工和主管的职责
(Payne et el, 2009)
Developing human resources 开发人力资源
With the help of internet and intranet in development and training is the mostly examine element of e-HR and without any doubt the one with the most existing in possibility in terms of cost and benefits. The web-based software can be used for assessment training, and management career of all e-learning activity. For the less paperwork and more benefit including getting more information on training, and assessment it provide e mail and electronic forms of intranet or the restricted web site. Lower administration cost, shorter distribution and response time, and higher response rate (McClelland, 1994).
借助internet和intranet进行开发和培训是e-HR的主要审查要素，毫无疑问是成本和效益方面存在可能性最大的要素。基于网络的软件可用于所有电子学习活动的评估培训和职业管理。为了减少文书工作，获得更多培训和评估方面的信息，它提供电子邮件和电子形式的内部网或受限网站。更低的管理成本、更短的分发和响应时间以及更高的响应率。
Changes in the role of the HR function 人力资源职能部门角色的变化
They all agreed that the adoption of e-HR will definitely support HR functions. It will help making administrative tasks easier and more productive. Apart from the administrative processes, other HR processes such as innovation, communication, and learning and career planning will be improved and supported with the use of e-HR. So the result, e-HR use can support not only the traditional HR role but also the alignment of HR functions with the organization’s strategic objectives. However, two of the participants commented that HR “has a long way to go before results and benefits of e-HR adoption, especially for HR development, will be tangible “The benefits as show in fig:
他们一致认为，采用电子人力资源肯定会支持人力资源职能。这将有助于使行政工作更容易、更高效。除行政流程外，其他人力资源流程，如创新、沟通、学习和职业规划，将通过使用电子人力资源加以改进和支持。因此，电子人力资源的使用不仅可以支持传统的人力资源角色，还可以使人力资源职能与组织的战略目标保持一致。然而，两位参与者评论说，人力资源“在采用电子人力资源的结果和好处，尤其是人力资源开发方面，将是有形的”之前，还有很长的路要走。如图所示：
Weaknesses 劣势
The list below summarizes the reasons for adopting and not adopting e-HR for users and non-users respectively. 下表分别总结了用户和非用户采用和不采用e-HR的原因
Companies using e-HR: 使用电子人力资源的公司：
facilitation of the recruitment process; 促进招聘过程；
benefits for communication; and 有利于沟通；
Cost effectiveness.成本效益
Companies not using e-HR: 不使用电子人力资源的公司：
limited usefulness; 用途有限
security concerns; 安全问题
inconsistency with practices used; and 与使用的实践不一致
Other practical problems. 其他实际问题
Their only disadvantage is to loss of confidentiality. E-learning includes the learning activity supported by information technologies. It can take local intranet computers, or full access to internet, drawing upon a full range of multimedia, links to other sites and resources, downloadable streaming videos and communication systems (Sambrook, 2003). E-learning offers a solution to training in remote.
他们唯一的缺点就是失去了保密性。E-learning包括由信息技术支持的学习活动。它可以使用本地intranet计算机，或完全访问internet，利用全方位的多媒体、到其他网站和资源的链接、可下载的流媒体视频和通信系统。电子学习为远程培训提供了一个解决方案。
Nowadays, organization reaches capability of existing to run HR operations more efficiently. For more efficiently work we need to combined together in one hand for this gather the information and communication technology. The main issue is swift development of electronic HR systems (Stanton and Coovert, 2004; Fletcher, 2005).
如今，组织已经达到了现有的能力，可以更有效地运行人力资源运营。为了更有效地工作，我们需要将信息和通信技术结合在一起。主要问题是电子人力资源系统的快速发展。
The E-HR provide the facilitate to more efficient and strategic way of working for HR. since e HR technology runs parallel to the introduction administrative support of the HR. it very difficult to map it. For example Reception and assimilation by employees is considered to be an important factor when implementing E-HRM. The ability to cope with changes in the HR function and The current issue and full text archive of this journal is available at the support that is provided to employees during E-HRM implementation is also deemed essential (Haines and Petit, 1997; Fisher and Howell, 2004; Ruta, 2004; Rue¨let al., 2004).
However, there is little empirical knowledge on concurrent employee Brief Analysis of whether e-hr is contributing towards HR becoming more strategic
E-HR为人力资源部提供了更高效、更具战略性的工作方式。由于e HR技术与人力资源管理支持的引入平行运行。很难绘制地图。例如，员工的接受和同化被认为是实施电子人力资源管理的一个重要因素。在实施电子人力资源管理期间向员工提供的支持也被认为是必不可少的。然而，关于电子人力资源是否有助于人力资源变得更具战略意义的兼职员工简要分析，鲜有实证知识
Most of us, I believe will be convinced that using E-HR will significantly help the company to improve the delivery of the HR services to the organization. Higher efficiencies, and higher customer satisfaction, no doubt will help to lower costs, due to redesigned processes and eliminate manual work process.
我相信，我们大多数人都会相信，使用电子人力资源将极大地帮助公司改善为组织提供的人力资源服务。更高的效率和更高的客户满意度无疑将有助于降低成本，因为重新设计了流程，并消除了手动工作流程。
Definitely e-hr has the potential to be able contribute towards HR becoming more strategic. But for E-HR to be able to play a more strategic role, there must be a strong business case. Emerging strategic e-HRM research tend to fit and focus on business strategy. (Marler, 2009)
毫无疑问，e-hr有潜力为人力资源变得更具战略性做出贡献。但要让E-HR发挥更具战略性的作用，就必须有强有力的商业案例。新兴的战略电子人力资源管理研究往往适合并侧重于商业战略。
A business case can be mystifying. For the case of web-based or E-HR business can be used to address all types of questions, for example:
商业案例可能会让人迷惑。对于基于网络或电子人力资源的业务，可用于解决所有类型的问题，例如：
Do we really need a Web-Based solution? 我们真的需要基于Web的解决方案吗？
Do we need to implement employee or manager self services? 我们是否需要实施员工或经理自助服务？
Can we use our existing intranet for HR transaction? 我们可以使用现有的内部网进行人力资源交易吗？
Are we going to use the existing legacy human resource system as the underlying database for web solution, or a Enterprise Resource Planning (ERP) System? 我们将使用现有的遗留人力资源系统作为web解决方案的基础数据库，还是企业资源规划（ERP）系统？
Can we plan and implement a shared services group as part of the Web initiative? 我们能否计划并实施一个共享服务组，作为Web计划的一部分？
Should we go for one-vendor HR portal strategy, or should we go with a “best-of-breed” approach? 我们应该采用单一供应商的人力资源门户策略，还是采用“同类最佳”的方法？
A business case must always, built around objectives like type of business, financial, functional, operational, or some combination. Meaning we need to provide the business management with cost benefit and return on investment data in hard economic terms.
业务案例必须始终围绕业务类型、财务、功能、运营或某种组合等目标构建。这意味着，我们需要为企业管理层提供成本效益和投资回报数据，以硬经济术语表示。
How can E-HR help the organization in strategic role? To business, the core objective is to make more money. The concern and questions ask by management is how E-HR can help the business to reduce expenses or increase in their revenue strategically?
E-HR如何帮助组织发挥战略作用？对企业来说，核心目标是赚更多的钱。管理层关心的问题是，E-HR如何帮助企业从战略上降低开支或增加收入？
Questions on the mind of the management like, what can we gain from: 管理层头脑中的问题，比如，我们能从中获得什么：
Productivity savings 节省生产力
Improve quality and reduced rework 提高质量，减少返工
Sourcing Saving采购节约
Make services more cheaply and higher quality 使服务更便宜、质量更高
Information System Saving 信息系统保存
Reduce the maintenance of existing systems 减少对现有系统的维护
Other Saving. 其他节省
Save the cost of material like paper, computer printout. 节省纸张、电脑打印等材料的成本
But the most important aspect and core functions of E-HR strategic benefits can bring to a organization are: 但是，电子人力资源战略效益能为组织带来的最重要方面和核心功能是：
Recruitment – What talent do we need? 招聘——我们需要什么样的人才？
Sourcing and attracting – Who is the right talent? Where is the right talent? How to attract the talent to joins us. 采购和吸引——谁是合适的人才？合适的人才在哪里？如何吸引人才加入我们。
Assessment and evaluation – Identify, evaluate and select the right people we want. 评估和评估——确定、评估和选择我们想要的人。
Hire – What is the right offer that we can offer attracts the candidate to join the organization? 招聘——我们能提供什么样的合适机会吸引候选人加入公司？
Deployment – Move people into the right position in the organization that can utilize their talent. 部署——将员工转移到组织中可以利用其人才的正确位置。
Retention- How can we keep the talent invested, and engaged in the organization? 留住——我们如何让人才投入到组织中，并参与其中？
In today’s globalization competition, the strong demand for skilled workers, especially “knowledge” workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et al 2006)
在当今的全球化竞争中，对熟练工人，尤其是“知识”工人的强烈需求，也有助于加快人力资源信息系统的需求，以协助人力资源发挥战略作用。
Conclusion 结论
The HR plays a very important role in any Origination, as well as HR builds a bridge between top management and employers. Nowadays there is a big competitive market for any organization. So they want to expand their organization up to certain level to meet their requirements. Once the organization grows the work load for HR will increase and they will be unable to manage all the work manually. So for avoiding this kind of situation in the organization they need a integrated system in their company. That time e-HR comes in the picture, which suits their needs, Such as
Employee Self- Service (ESS)
Managerial Self-Service (MSS)
Management Information system (MIS)
Developing human resources
Changes in the role of the HR function
The future E-HR will become more sophisticated, and more individualized tools for both managers and employees. Improved decision making tools will benefit both the organizations and employee. (LengnickHall & Moritz 2003)
Commerce作业范文总结人力资源在任何组织中都扮演着非常重要的角色，人力资源在最高管理层和雇主之间架起了一座桥梁。如今，任何组织都有一个巨大的竞争市场。因此，他们希望将他们的组织扩展到一定的水平，以满足他们的需求。一旦组织增长，人力资源的工作量将增加，他们将无法手动管理所有工作。因此，为了避免组织中出现这种情况，他们需要在公司中建立一个完整的系统。这一次，e-HR应运而生，这符合他们的需求，比如员工自助服务（ESS），管理自助服务（MSS），管理信息系统（MIS）， 未来的电子人力资源将变得更加复杂，管理者和员工都将使用更加个性化的工具。改进的决策工具将使组织和员工都受益。）本站提供各国各专业留学作业写作指导服务，如有需要可咨询本平台。