红塔集团人力资源管理系统的研究与应用
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摘要
信息化建设不仅是现代经济和社会发展的趋势，也是提高企业管理水平和提升企业核心竞争能力的有效途径，红塔集团的信息化建设对红塔集团入世后增强企业国际竞争力具有重要的意义。为了实现红塔的战略目标，加强集团人力资源管理的科学性、系统性和有效性，本文对红塔集团的人力资源管理做了回顾，结合当前实际，对红塔正在实施的ERP-HR人力资源管理系统，通过科学分析，经业务流程重组，实现了人力资源管理工作流程的合理、规范。通过数据的统一收集整理，实现了数据的规范性与共享性，使原来分散的人力资源基本信息得以整合并共享。本文主要完成了以下几部分工作：
首先，论文对红塔当前实施ERP-HR工作的背景，国内外人力资源管理的历史、发展和现状作了介绍，对研究工作的意义作了阐述，并初步提出了研究工作的思路。
其次，介绍了人力资源管理的一些基本概念，阐述了ERP的管理思想，基于ERP的人力资源管理系统的优点。
论文根据红塔的战略目标，阐述了ERP系统中人力资源管理系统的作用和意义，描述了红塔ERP-HR系统的构成，描述了红塔ERP-HR人力资源管理系统实施的过程。
作者通过现状调研，整理了红塔人力资源管理工作原有的流程，通过HR模块的业务流程重组，实现了人力资源管理工作业务的规范化。
通过对人力资源数据统一收集整理，实现了数据的规范性与共享性，通过对各部门完善数据的职责划分，实现了数据的完整规范。
最后，论文对红塔的ERP-HR的优点、缺点和预期效益进行了分析。针对红塔集团在新形势下，随着企业经营环境与员工需求的变化，人力资源管理系统如何进一步完善进行了探讨，提出了一些建议和对策。
Nowadays, information construction is not only the tendency of modern society and economy but the approach to enhancing competition capability in enterprise. For Hongta Group, information construction would be of benefit to participate international competition since WTO, In order to carry out the enterprise's strategy target and make human resource management more scientific, systemic and effective, the management of human resource in Hongta group has been analyzed in detail. Furthermore, based upon the current realities, reasonable and standard HR management procedure has been achieved in Hongta ERP-HR (Enterprise Resource Planning-Human Resource) system, according to scientific analysis and process reengineering. HR information has been collected together and shared.
It is the background of Hongta ERP-HR system and the history and development of HR management are introduced in this paper., it also provided the significance and mainframe of the research.
Moreover, It discussed some HR management concept, and expounded ERP thoughts and merit of HR management system based on ERP.
By virtue of Hongta strategy target, the paper explicated the function and meaning of ERP-HR, which structure and implement procedure are also described.
The original HR management procedure are presented and reengineered to standardize the management operation.
HR information has been collected together and achieved standardization and shareable characteristic. Through the division of departments function realized data integrality.
Finally, advantage, disadvantage and prospective benefits are analyzed. In the face of new situation, how to improve the HR management system to meet the change of enterprise environment and employee demand are presented and some suggestion and measurement are given.
首先，论文对红塔当前实施ERP-HR工作的背景，国内外人力资源管理的历史、发展和现状作了介绍，对研究工作的意义作了阐述，并初步提出了研究工作的思路。
其次，介绍了人力资源管理的一些基本概念，阐述了ERP的管理思想，基于ERP的人力资源管理系统的优点。
论文根据红塔的战略目标，阐述了ERP系统中人力资源管理系统的作用和意义，描述了红塔ERP-HR系统的构成，描述了红塔ERP-HR人力资源管理系统实施的过程。
作者通过现状调研，整理了红塔人力资源管理工作原有的流程，通过HR模块的业务流程重组，实现了人力资源管理工作业务的规范化。
通过对人力资源数据统一收集整理，实现了数据的规范性与共享性，通过对各部门完善数据的职责划分，实现了数据的完整规范。
最后，论文对红塔的ERP-HR的优点、缺点和预期效益进行了分析。针对红塔集团在新形势下，随着企业经营环境与员工需求的变化，人力资源管理系统如何进一步完善进行了探讨，提出了一些建议和对策。
Nowadays, information construction is not only the tendency of modern society and economy but the approach to enhancing competition capability in enterprise. For Hongta Group, information construction would be of benefit to participate international competition since WTO, In order to carry out the enterprise's strategy target and make human resource management more scientific, systemic and effective, the management of human resource in Hongta group has been analyzed in detail. Furthermore, based upon the current realities, reasonable and standard HR management procedure has been achieved in Hongta ERP-HR (Enterprise Resource Planning-Human Resource) system, according to scientific analysis and process reengineering. HR information has been collected together and shared.
It is the background of Hongta ERP-HR system and the history and development of HR management are introduced in this paper., it also provided the significance and mainframe of the research.
Moreover, It discussed some HR management concept, and expounded ERP thoughts and merit of HR management system based on ERP.
By virtue of Hongta strategy target, the paper explicated the function and meaning of ERP-HR, which structure and implement procedure are also described.
The original HR management procedure are presented and reengineered to standardize the management operation.
HR information has been collected together and achieved standardization and shareable characteristic. Through the division of departments function realized data integrality.
Finally, advantage, disadvantage and prospective benefits are analyzed. In the face of new situation, how to improve the HR management system to meet the change of enterprise environment and employee demand are presented and some suggestion and measurement are given.
引文
[1]陈天祥编著，《人力资源管理》·2001年版，广州·中山大学出版社
[2]史若玲·金延平编著·《工商企业人力资源管理》·2000年版·大连·东北财经大学出版社
[3]郑晓明编著·《现代企业人力资源管理导论》·2002年版．北京·机械工业出版社
[4]严诚忠编著·《企业人力资源管理-理论与实务》·1999年版·上海·立信会计出版社
[5]朴顺玉·陈禹编著·《管理信息系统》·1995年版．北京·中国人民大学出版社
[6]梅姝娥·陈伟达主编·《管理信息系统》·2003年版．北京·石油工业出版社
[7]字国瑞编著·《红塔发展战略管理与实践》·2000年版·昆明·云南人民出版社
[8]美[亚瑟．W．小舍曼]等著·张文贤主译《人力资源管理》·2001年版·东北财经大学出版社
[9]字国瑞·高发员著·《红塔发展战略》·1999年版·昆明·云南大学出版社
[10]张德编·《人力资源开发与管理》·1996年版．北京·清华大学出版社
[11]乔纳森-斯迈兰斯基著·孙晓梅译《新人力资源管理》·1999年版·大连·东北财经大学出版社
[12]刘永仁等编·《现代企业人事管理》·1998年版·北京·中国人事出版社
[13]孙家君主编·《现代企业专业岗位管理与人才资源开发》·1998年版．北京·机械工业出版社
[14]葛鑫编著·《第一资源》·2001年版·成都·四川科学技术出版社
[15]安鸿章·吴红主编·《面向21世纪的现代企业人力资源管理》·1999年版·北京·中国劳动社会保障出版社
[16]何娟主编·《人力资源管理》·2000年版·天津·天津大学出版社
[17]张洪吉等主编·《人力资源管理系统》·1999年版．北京·改革出版社
[18]罗布．戈菲等著·《人员管理》·2000年版．北京·中国人民出版社
[19]唐宗明·陶亚明·仲健心著·《与企业竞争战略相适应的管理机制的构建》(《工业工程与管理》2001年第4期)·上海交大出版社
[20]James P Clifford. Job Analysis: Why Do it, and How Should It Be Done? Public Personnel Management, 1994(23):324
[21]罗瑾琏著·《企业绩效的人力资源整和》·2000年版·上海·同济大学出版社
[22]劳伦斯S·克雷曼著·孙菲等译，《人力资源管理获取竞争优势的工具》·1999年版．北京·机械工业出版社
[23]黄霖编著·《怎样创建和管理销售队伍》·2000年版·长春·时代文艺出版社
[24]菲利普·科特勒著·梅汝和·梅清豪·张桁译·《营销管理(分析、计划、执行和控制)》·1999年版·上海·上海人民出版社．Prentice Hall培科
[25]Human Resource Management,Gary Dessler(7th edition)·1997年影印版．北京·清华大学出版社
[26]Walter W-Tornow. Maximizing the Value of 360-Degree Feedback. 1998.Jossey-Bass Publisher
[27]《玉溪红塔烟草(集团)有限责任公司ERP项目实施工程一第二阶段工作报告》
[28]Cleveland, J.N.etal, Multiple uses of performance appraisal: prevalence and correlates,Journal of Applied Psychology, 1989
[29]Picky W. Griffin, Organizational Behavior, Boston: Houghton Miffin 1986
[30]杨洪兰·杨永康·《工商企业人力资源管理》·1999年版·太原·山西经济出版社
[31]Randall S.Schuler and Vandra L.Huber, Personal and Human Resource Management, West,1993
[32]罗锐韧·《管理沟通》·1997年版．北京：经济出版社
[33]R. Heneman,K. Wexley,Performance Rating Accuracy: A Critical Review, Journal of Business Research 15(1987)
[34]T. Becker and R.klimoski, A Field Study of the Relationship between the Organizational Feedback Environment and Performance, Personnel Psychology 42(1989)
[35]K.Wexley and R.Klimoski, Performance Appraisal: An Update, in Research in Personnel and Human Resource Management (vol.2), ed.K.Rowland and G. Ferris(Greenwich, CT:JAI Press, 1983)
[36]F. Landy and J.Farr, The Measurement of Work Performance: Methods, Theory, and Applications(New York: Academic Press, 1983)
[37]G. McEvoy and P. Buller, User Acceptance of Peer Appraisals in an Industrial Setting,Personnel Psychology 40(1987)
[38]D.Antonioni,The Effects of Feedback Accountability on Upward Appraisal Ratings,Personnel Psychology 40(1994)
[39]K.Murphy and J, Cleveland, Performance Appraisal: An Organizational Perspective(Boston: Allyn & Bacon, 1991)
[40]Berardin, Effective Performance Management: A Focus on Precision, Customers, and Situational Constraints. In Performance Appraisal: State of the Art in Practice, J.W. Smither, ed.(San Francisco: Jossey-Bass,1998
[41]胡君辰·郑绍濂·《人力资源开发与管理(第二版)》·1999年版·上海·复旦大学出版社
[42]K. Murphy and J.Constans, Behavioral Anchors as a Source of Bias in Rating, Journal of Applied Psychology 72(1987)
[43]P. Smith and L.kendall, Retranslation of Expectations: An Approach to the Construction of
Unambiguous Anchors for Rating Scales, Journal of Applied Psychology 47(1963)
[44] Murphy and Constans, Behavioral Anchors, Journal of Applied Psychology 74(1989)
[45] U.Wiersma, The Practicality of Behavioral Observation Scales, Behavioral Expectation Scales, and Trait Scales, Personal Psychology 39(1986)
[46] G. Latham and K. Wexley, Increased Productivity through Performance Appraisal, Boston: Addison-Wesley, 1981
[47] D.C.Anderson, Behavior Management in the Public Accommodations Industry: A Three-Project Demonstration, Journal of Organizational Behavior Modification 4(1983)
[48] J.Komaki, The Role of Performance Antecedents and Consequences in Work Motivation,Journal of Applied Psychology 67(1982)
[49] S.Snell, Control Theory in Strategic Human Resource Management: The Mediating Effect of Administrative Information, Academy of Management Journal 35(1992)
[50] T. Patten, Jr., A Manager's Guide to Performance Appraisal, New York: Free Press, 1982
[51] D.McGregor, An Uneasy Look at Performance Appraisal, Harvard Business Review 35,NO.3(1957) [46]E.Locke, A Theory of Goal Setting and Task Performance, Englewood Cliffs, NJ: Prentice Hall, 1990
[52] S.Carrol I, Management by Objectives, New York: Macmillan, 1973
[53] R.Rodgers, Impact of Management by Objectives on Organizational Productivity, Journal of Applied Psychology 75(1991)
[54] R.Pritchard, The Evaluation of an Integrated Approach to Measuring Organizational Productivity, Personnel Psychology 42(1989)
[55] P. Wright, Productivity and Extra-Role Behavior: The Effects of Goals and Incentives on Spontaneous Helping, Journal of Applied Psychology 78, NO.3(1993)
[56] M.Caroselli, Total Quality Transformations, Amherst, MA: Human Resource Development Press, 1991
[57] D.E.Bowen, Total Quality-Oriented Human Resource Management, Organizational Dynamics 21 (1992)
[58] London, M. A Feedback approach to management development, Journal of management Development, 1990.9
[59] Rosenberg, M.J. Performance technology: working the system[J], Training, 1990, 27 (2)
[60] www.hongta.com.红塔网站
[2]史若玲·金延平编著·《工商企业人力资源管理》·2000年版·大连·东北财经大学出版社
[3]郑晓明编著·《现代企业人力资源管理导论》·2002年版．北京·机械工业出版社
[4]严诚忠编著·《企业人力资源管理-理论与实务》·1999年版·上海·立信会计出版社
[5]朴顺玉·陈禹编著·《管理信息系统》·1995年版．北京·中国人民大学出版社
[6]梅姝娥·陈伟达主编·《管理信息系统》·2003年版．北京·石油工业出版社
[7]字国瑞编著·《红塔发展战略管理与实践》·2000年版·昆明·云南人民出版社
[8]美[亚瑟．W．小舍曼]等著·张文贤主译《人力资源管理》·2001年版·东北财经大学出版社
[9]字国瑞·高发员著·《红塔发展战略》·1999年版·昆明·云南大学出版社
[10]张德编·《人力资源开发与管理》·1996年版．北京·清华大学出版社
[11]乔纳森-斯迈兰斯基著·孙晓梅译《新人力资源管理》·1999年版·大连·东北财经大学出版社
[12]刘永仁等编·《现代企业人事管理》·1998年版·北京·中国人事出版社
[13]孙家君主编·《现代企业专业岗位管理与人才资源开发》·1998年版．北京·机械工业出版社
[14]葛鑫编著·《第一资源》·2001年版·成都·四川科学技术出版社
[15]安鸿章·吴红主编·《面向21世纪的现代企业人力资源管理》·1999年版·北京·中国劳动社会保障出版社
[16]何娟主编·《人力资源管理》·2000年版·天津·天津大学出版社
[17]张洪吉等主编·《人力资源管理系统》·1999年版．北京·改革出版社
[18]罗布．戈菲等著·《人员管理》·2000年版．北京·中国人民出版社
[19]唐宗明·陶亚明·仲健心著·《与企业竞争战略相适应的管理机制的构建》(《工业工程与管理》2001年第4期)·上海交大出版社
[20]James P Clifford. Job Analysis: Why Do it, and How Should It Be Done? Public Personnel Management, 1994(23):324
[21]罗瑾琏著·《企业绩效的人力资源整和》·2000年版·上海·同济大学出版社
[22]劳伦斯S·克雷曼著·孙菲等译，《人力资源管理获取竞争优势的工具》·1999年版．北京·机械工业出版社
[23]黄霖编著·《怎样创建和管理销售队伍》·2000年版·长春·时代文艺出版社
[24]菲利普·科特勒著·梅汝和·梅清豪·张桁译·《营销管理(分析、计划、执行和控制)》·1999年版·上海·上海人民出版社．Prentice Hall培科
[25]Human Resource Management,Gary Dessler(7th edition)·1997年影印版．北京·清华大学出版社
[26]Walter W-Tornow. Maximizing the Value of 360-Degree Feedback. 1998.Jossey-Bass Publisher
[27]《玉溪红塔烟草(集团)有限责任公司ERP项目实施工程一第二阶段工作报告》
[28]Cleveland, J.N.etal, Multiple uses of performance appraisal: prevalence and correlates,Journal of Applied Psychology, 1989
[29]Picky W. Griffin, Organizational Behavior, Boston: Houghton Miffin 1986
[30]杨洪兰·杨永康·《工商企业人力资源管理》·1999年版·太原·山西经济出版社
[31]Randall S.Schuler and Vandra L.Huber, Personal and Human Resource Management, West,1993
[32]罗锐韧·《管理沟通》·1997年版．北京：经济出版社
[33]R. Heneman,K. Wexley,Performance Rating Accuracy: A Critical Review, Journal of Business Research 15(1987)
[34]T. Becker and R.klimoski, A Field Study of the Relationship between the Organizational Feedback Environment and Performance, Personnel Psychology 42(1989)
[35]K.Wexley and R.Klimoski, Performance Appraisal: An Update, in Research in Personnel and Human Resource Management (vol.2), ed.K.Rowland and G. Ferris(Greenwich, CT:JAI Press, 1983)
[36]F. Landy and J.Farr, The Measurement of Work Performance: Methods, Theory, and Applications(New York: Academic Press, 1983)
[37]G. McEvoy and P. Buller, User Acceptance of Peer Appraisals in an Industrial Setting,Personnel Psychology 40(1987)
[38]D.Antonioni,The Effects of Feedback Accountability on Upward Appraisal Ratings,Personnel Psychology 40(1994)
[39]K.Murphy and J, Cleveland, Performance Appraisal: An Organizational Perspective(Boston: Allyn & Bacon, 1991)
[40]Berardin, Effective Performance Management: A Focus on Precision, Customers, and Situational Constraints. In Performance Appraisal: State of the Art in Practice, J.W. Smither, ed.(San Francisco: Jossey-Bass,1998
[41]胡君辰·郑绍濂·《人力资源开发与管理(第二版)》·1999年版·上海·复旦大学出版社
[42]K. Murphy and J.Constans, Behavioral Anchors as a Source of Bias in Rating, Journal of Applied Psychology 72(1987)
[43]P. Smith and L.kendall, Retranslation of Expectations: An Approach to the Construction of
Unambiguous Anchors for Rating Scales, Journal of Applied Psychology 47(1963)
[44] Murphy and Constans, Behavioral Anchors, Journal of Applied Psychology 74(1989)
[45] U.Wiersma, The Practicality of Behavioral Observation Scales, Behavioral Expectation Scales, and Trait Scales, Personal Psychology 39(1986)
[46] G. Latham and K. Wexley, Increased Productivity through Performance Appraisal, Boston: Addison-Wesley, 1981
[47] D.C.Anderson, Behavior Management in the Public Accommodations Industry: A Three-Project Demonstration, Journal of Organizational Behavior Modification 4(1983)
[48] J.Komaki, The Role of Performance Antecedents and Consequences in Work Motivation,Journal of Applied Psychology 67(1982)
[49] S.Snell, Control Theory in Strategic Human Resource Management: The Mediating Effect of Administrative Information, Academy of Management Journal 35(1992)
[50] T. Patten, Jr., A Manager's Guide to Performance Appraisal, New York: Free Press, 1982
[51] D.McGregor, An Uneasy Look at Performance Appraisal, Harvard Business Review 35,NO.3(1957) [46]E.Locke, A Theory of Goal Setting and Task Performance, Englewood Cliffs, NJ: Prentice Hall, 1990
[52] S.Carrol I, Management by Objectives, New York: Macmillan, 1973
[53] R.Rodgers, Impact of Management by Objectives on Organizational Productivity, Journal of Applied Psychology 75(1991)
[54] R.Pritchard, The Evaluation of an Integrated Approach to Measuring Organizational Productivity, Personnel Psychology 42(1989)
[55] P. Wright, Productivity and Extra-Role Behavior: The Effects of Goals and Incentives on Spontaneous Helping, Journal of Applied Psychology 78, NO.3(1993)
[56] M.Caroselli, Total Quality Transformations, Amherst, MA: Human Resource Development Press, 1991
[57] D.E.Bowen, Total Quality-Oriented Human Resource Management, Organizational Dynamics 21 (1992)
[58] London, M. A Feedback approach to management development, Journal of management Development, 1990.9
[59] Rosenberg, M.J. Performance technology: working the system[J], Training, 1990, 27 (2)
[60] www.hongta.com.红塔网站