用ehr挖掘人的潜能（Mining human potential with EHR）.docVIP

用ehr挖掘人的潜能（Mining human potential with EHR） The president of a company once said: what does an enterprise have? One is money, two is human. When enterprises put human management up to personnel management, and then to human resource management, enterprises begin to regard people as an important force in enterprise development, and regard people as an important strategic resource of an enterprise. To give full play to human resource advantages, in the information age, this requires data and needs information technology to support it. With the acceleration of the information process, many enterprises have realized that the establishment of enterprise management information system using advanced information technology is a necessary means for enterprises to gain competitive advantages. As the first resource, the management and use of human resources is the basis for enterprises to obtain talents and enhance their competitiveness, and also the core of enterprise management informatization. How to combine the efficient human resource management with the enterprise informatization organically is the front question of the human resource management specialty development, and also is a difficult problem in the enterprise human resources management practice. Human management faces new challenges For human management, most of the business managers know that people are complex and changeable, each employee, each stage of the demand for different things are not the same. Companies and enterprises around the world may have different rules and regulations about human resources. From the standard of salary setting to the way of job promotion, and then to training mode, they may be different. In the face of such an important and complex Department of information management, have difficulty understanding of things, after all the information is follow the prescribed order, if different enterprise human resources management system framework, information system is not the same as possib