The economic and ecological environment has been hit hard, enterprises are facing the acceleration of the "big reshuffle", the survival of the fittest has become the new normal. In order to cope with market challenges, pursue lean management, and improve human efficiency and cost profit rate, transformation and upgrading have become an important index of enterprises. This column talks with Kevin, senior project manager of South China Region of Beijing Wanguo Technology Co., LTD., to deeply discuss the experience of manufacturing customers in digital construction and lean management design, so as to provide reference value for industry customers.
Host --Lisa Wong
Guest guest --Kevin Chan
The interview was recorded and edited.
Lisa: In the field of human resource management services, Wanguo has been well-known for more than 20 years in eHR technology research and development, system construction and deployment services. It should also be experienced in the field of enterprise human resource digital construction. I hope Kevin can share with us some classic customer solutions and project implementation suggestions in the manufacturing industry, which will surely give us a lot of inspiration for the promotion and implementation of the digital construction of manufacturing enterprises.
Kevin: Indeed, due to the particularity of the manufacturing industry itself, the implementation experience and cases of relevant customers pay a lot of attention. Over the years, from the world's top 500 companies that the company has served, and from the various manufacturing projects that I have handled and controlled, many problems, bottlenecks and perplexities have their own similarities and can be used for reference.
Lisa: What are the opportunities for digital development in general for manufacturing users?
Kevin: Most manufacturing customers actually have a certain scale in China. With the growing business and production scale of the company, human resource management is under great pressure and workload. How to simplify routine work and manage people clearly and intuitively is their urgent problem. For example, we have a user of a new high-tech manufacturing industry who has long had the corresponding management awareness in the aspect of digital human resources management. However, for this large-scale enterprise, which has fully invested in more than a dozen production bases in the mainland and has more than 20,000 employees at the peak of its business, each small system calculates independently, and most of the work of the HR department is still engaged in heavy routine work such as salary adjustment, accounting, statistics and payment. Due to various functional and performance reasons, the original system can no longer meet the daily work of the HR department and the strategic requirements of the company. Moreover, there are obvious faults between the independent systems of the headquarters and subsidiaries, forming information islands, and various increasingly derived management problems need to be solved. In addition, due to the strategic needs of the company, it is necessary to upgrade the separate and decentralized application of the original branches to a unified system for centralized management. At the same time, it is necessary to solidify the daily management process and standards of the HR department for easy management.
Lisa: I see. It sounds like this type of enterprise has a lot of challenges in the construction and implementation of digital human resources. What specific problems do they usually face?
Kevin: This is a lot of stuff, but I think it's something that you're going to be particularly interested in, so I'm just going to go through it a little bit.
HR management problems faced by manufacturing enterprises
1. The calculation of attendance and salary in manufacturing industry is complicated and difficult to manage
The attendance management of manufacturing workers is a time-consuming and laborious and very important management work. The flow and scheduling between factories frequently change, and the huge amount of data causes HR to spend most of their time on heavy data statistics and verification to reduce the occurrence of errors. It is also difficult to ensure the normal and accurate payment of wages. More than some customers have multiple factories all over the country, each factory has its own database, standardized process, the system of each factory basically become an island of information, so that the headquarters of HR management encountered a lot of problems, extremely difficult to carry out statistics and analysis, headquarters control difficulty.
2. Eager to improve internal management efficiency and decision-making quality
In the fierce market competition, to become a world-class enterprise, it is necessary for the enterprise to have a sound internal management system, standardize a variety of management processes, so that a variety of internal resources can be used efficiently. If managers have to spend a lot of time and energy on tedious routine work, it is difficult to spare energy for the more important human resources planning, staff ability development, career design and other businesses. In addition, in the fierce market competition, also need to have accurate data, reasonable planning to support the company's various decisions.
3. Realize standardized management and meet the human resources supervision requirements of listed companies/SASAC
If the enterprise has many branches and complex personnel, how to do a good job in human resource supervision, meet the follow-up supplement of talent development and meet the requirements of listed enterprise standards/SASAC becomes a big challenge. For example, it is necessary to do a good job in labor cost budget management and total staffing planning, and it is necessary to report various human resources analysis reports regularly.
4. The old system can not meet the development requirements of enterprise HR management
Not all enterprises are starting from scratch, but perhaps the original enterprise situation is relatively simple, or the cost budget constraints, the system used is not mature enough to meet the needs of enterprise development. First, the processing of mass data is heavy and time-consuming. The old system can not handle it, so it can only provide a lot of manual assistance, which is heavy workload and low accuracy. Second, the old system has serious independence, poor integration ability for other OA and ERP systems, with numerous software but inconsistent data. Third, there are more functions can not be improved through the front-end standard configuration, late optimization needs to be through continuous development, cost control pressure, high maintenance difficulty. The more the abbreviation helps, the more it helps.
Lisa: For a company that is not a start-up, it is not easy to promote the digital construction of human resources overnight. How does Wengu help this company to promote the entire eHR project?
Kevin: First of all, thank you very much for your trust and cooperation. Even after many years, our project and after-sales team still maintain a very good relationship with many customers and recommend many new customers to us.
In the face of these challenges, in order to ensure the smooth completion of information construction, it really went through a difficult process. First of all, most enterprise users will conduct extensive case research on the enterprise application of some mainstream software products before selection, and carefully choose the advantages and disadvantages of various products after several rounds of technical exchanges. On this basis, the object of further communication is determined. At the same time, based on the status quo and expectations of the enterprise, the internal investigation and business sorting are carried out. With excellent performance and professional solutions, Wengu eHR system stands out from many software manufacturers and systems at home and abroad.
Lisa: Is it convenient to give an example and analyze a specific solution?
Kevin: OK, let me share another case. This customer is not a pure manufacturing enterprise, but a multi-business group company with a size of nearly 10,000 and numerous business segments. However, the manufacturing segment has always been a headache for them.
Vanco eHR solutions and results
The project team of Wengu Technology built group version eHR system for the multi-business group enterprise, realized personnel management and salary and benefit calculation on a unified platform for all factories, and provided network attendance solutions for factories around. Through the deployment of the group version of eHR system, cross-regional, cross-department and cross-network operations are realized, and centralized data management and timely business response are realized. Strategically, it meets the requirements of the headquarters management center for the comprehensive control of human resources of each plant, and professionally, it meets the needs of the HR of each plant for the electronic and streamlined daily management.
1. Unified human resource data sharing platform
Wangu eHR system for pure B/S architecture, Web access mode, users everywhere do not need to install the client can directly log in, multi branch, subsidiary, factory human resources information system use, integration and promotion to provide greater convenience. At the same time, the Wangoo eHR is bilingual in Chinese and English, enabling one-click switching and friendly English operation interface to meet the needs of foreign management users. The personnel system independently used by all factories in China is unified into the Wanguo human resources data sharing platform, which meets the requirements of centralized control and distributed management of the group. The information is comprehensive, reliable, timely and accurate, solves the problem of data decentralization, and greatly improves the effectiveness and accuracy of human resources management.
2. Realized complex attendance calculation, salary calculation and statistical analysis through the system
The launch of Wanguu eHR has sorted out various business processes, gradually unified and standardized them, improved the process and automation degree, and solved the problems of molecular company island management, performance management difficulties, complex attendance, high labor costs and so on. Management center can quickly count labor costs and generate payroll. Employees can also apply for leave and check their salaries on PC or App through employee self-help.
3. Complete statistical analysis function of graphic reports
The powerful report statistics function of Wancu eHR system enables HR to quickly generate common reports of the system. At the same time, it can also set some personalized reports and visual graphic reports through custom reports and BI intelligent report center, which can present intuitive graphic reports to meet the needs of statistical analysis and work reporting of enterprises. Perfect statistical analysis function of graphic report makes HR's work easier and more convenient.
4. Interface support with many enterprise management systems
The customer hopes to introduce a system that not only has detailed and powerful functions and stable operation, but also has strong flexibility to meet the requirements of front-end modification configuration, reasonable architecture design, powerful integration ability and high integrity. Wangu has rich experience in system interface implementation, supporting the connection with Oracle, SAP, PeopleSoft, Kingdee, Yonyou and other large ERP systems, as well as OA, finance and other enterprise internal management systems. In order to avoid repeated entry of personnel data, the WACO eHR system has been connected with the existing OA and ERP systems of the enterprise to reduce portal switching, and the employee master file information and appendix information has been manually and automatically synchronized, laying a solid foundation for the management and control of the global group.
Lisa: There is still so much knowledge and detail involved in the eHR project in the enterprise. Thanks to your rich experience in implementation, you can pay attention to it in time and make early warning and preparation in advance.
Kevin: Yes, the project implementation process has to be concretized down to the nodes. Also depends on the strong support of the group management, the whole project can be implemented smoothly, and achieve significant results.
Lisa: Thank you very much Kevin for your sharing today. You have taught me everything.
Digital transformation is the cornerstone of intelligent manufacturing, and the perfect combination of informatization and HR management is undoubtedly a better way to rapidly improve the level of enterprise HR management, give full play to the potential of talents, and build an efficient team.
The advantage of Wancu technology lies in the maturity and flexibility of human resource management solutions, which enables more manufacturing customers to avoid detours and risks on the road of digital construction. In the future, we will join hands with more industries, continue to enhance the application value of solutions, and help enterprises achieve successful digital transformation.
