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很少有人不知道“南孚”这个品牌,但在占据国内市场半壁江山后,南孚人又被如何进一步提升企业管理水平与战略实施能力这一问题困惑着。作为一家拥有超过五十年历史的传统制造型企业,南孚选择了信息化道路,先后启动了ERP等软件系统,并在2007年,正式将人力资源管理并入这一轨道。从某种意义上说,人的因素是最为敏感的因素,也是在变革中最为棘手的一环,人力资源管理信息化在南孚同样经历了一个从无到有、从难到易的过程。尽管不无困难,但在这个过程中我们看到了高层坚定的支持、项目团队与人力资源管理人员的通力配合、公司上下的齐心协力,用南孚e-HR项目经理廖江辉的话说,“我们期待一种改变。”
Few people do not know the brand name of “Nanfu”, but after occupying half of the domestic market, Nanfu people have been puzzled by how to further enhance the level of enterprise management and the ability to carry out the strategy. As a traditional manufacturing enterprise with a history of more than 50 years, Nanfu chose the informationization road and started up software systems such as ERP. In 2007, Nanfu formally incorporated human resources management into this track. In a sense, the human factor is the most sensitive factor and the most intractable part in the change. Human resource management informationization also experienced a process from scratch, from difficulty to easyness in Nanfu. Although not without difficulties, but in the process we saw the high level of firm support, the project team and human resources management teamwork, the company from top to bottom work together, with Nanfang e-HR project manager Liao Jiang-hui’s words, “We Look forward to a change. ”