成功构建ehr系统的五大环节（The five links of successful construction of EHR system）.docVIP

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成功构建ehr系统的五大环节（The five links of successful construction of EHR system）.doc

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成功构建ehr系统的五大环节（The five links of successful construction of EHR system）

成功构建ehr系统的五大环节（The five links of successful construction of EHR system） The application of Internet/Intranet to information flow breakthrough sector limits extends to every corner inside and outside the enterprise, HR management system has broken through the original model, the business process reengineering of enterprises at all levels of managers and ordinary employees are included in the eHR system, came into being. Different from the traditional human resource management system, eHR system, starting from the viewpoint of human resources management, the use of Internet/Intranet technology to build a standardized, HR management standardization, networking platform, HR management of the role of chain link, timely adequate to meet the needs of business management, optimization of human resource management to enhance the core competitiveness of enterprises. The eHR glare attracted many companies fall over each other to design build their own eHR system, while its enthusiasm. On the occasion, the industry a eHR implementation failure rate as high as a80% remind such as thunder blindly, will the enterprise back to reality! How can you successfully build eHR systems? This is a question that enterprises must consider calmly. A company is a Sino foreign joint venture pharmaceutical enterprise in Beijing. Its products are sold overseas and its operation performance is good. The company has a large scale, with more than 30 offices throughout the country, with a total staff of more than 600, of which more than 200 are in Beijing and more than 300 are in the field. The human resources department is located in Beijing headquarters, director and manager each, and three management specialists who are responsible for recruitment, training and compensation module respectively, and the total number of employees is 156:1 compared with the HR management staff. With the further expansion of the scale of the company, the geographical distribution of personnel is more complex, higher re