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组织单位之间的相互关系 形成了组织计划 公司 财务部 人力资源部 福利部 薪酬部 应收部 应付部 核算部 报告结构是与职位 息息相关的 . 报告（Reporting） 组织管理 – 作用:统计和查询 Adhoc Query 人员基本数据报表 工资报表 Adhoc 培训信息报表 考勤报表 公司组织结构报表 Thank you！ Questions? HCM is a business wide strategy, not limited to just HR processes or the HR function. We define HCM as having three main focus areas: The Employee Lifecycle: the Employee Lifecycle refers to the stages an employee goes through during his/her tenure with the company. There are generally four accepted phases of the cycle: attract/acquire/hire, deploy, develop, and retain. HCM solutions provide automation and optimization of these four phases, resulting in better hiring practices, more efficient deployment, advanced employee development, and increase employee retention (a detailed breakdown of each phase comes later). Workforce Relationships: collaborative relationships between employees, managers, contractors, and the company that generate business value. Core HR transactions: global, integrated payroll, benefits, time management, etc that provide the widest breadth of functionality with the lowest cost of ownership. HCM solutions utilize technology to understand, identify, leverage, and ultimately increase the human capital of the organization, generating business value and contributing to the bottom line. Theme: The employee maintains multiple relationships throughout the enterprise that generate business value: person-person, person-manager, person-company. This area is increasingly being referred to as ERM (Employee Relationship Management). However, SAP views this as organizational-wide relationship management, covering suppliers, partners, customers, and employees. NOTE: ERM is not completely within the realm of HR or HCM. HCM encompasses some ERM components but, like HCM, ERM is a company-wide strategy that delivers not only HCM-related information and services but company information and collaboration tools These relationships help drive business value by i