The enterprises have to build a standard management system to solve the personnel problem better like the standard appraisal question design, standard setting about job analysis and achievement management; but the above functions are divided into organization duty, personnel allocation; and their in-depth level also includes organization mechanism, recruiting mechanism, personnel allocation mechanism. But even all of them are solved properly, the problem maybe also cannot be solved efficiently.

eHRMS is brought forward because of the above situations. It focuses on providing a standardization HR management, measures and tools for the enterprises. It combines the HR management experts' brightness as well as the enterprises HR managers' practice experiences and it uses the advanced HR management experience for reference. So it is an effcient HR management tool.

The function of eHRS lies in providing a model for uses and the model based on the conception of HR management rationale which accounted by the system and uses a lot of enterprise experiences. It shows the model of standard HR management for the enterprises. This not only is the theory instruction but also is the experience summarization. The enterprises may make an adjustment to meet their actual demands on this foundation in practice and walk little tortuous paths.

• Import the enterprise development strategy into HRM practice;
• Diagnose the enterprise shortage and provide the strategy support to help them find the potential conjuncture in time;
• Transfer the conception of humanity management to practice and lead the work to simple and convenient.
• Job analysis and appraisal provide a fundation for HR standard management.
• Conquer the tradational short in exam. Take a further step in impersonality, impartiality, science, convenience and so on fields.
• Combining the work measures and software, it not only has job guide but also has work software and it maifests the management process through software;
• The salary decision-making analysis supports for enterprise to make the laborage strategy;
• Help the enterprises to establish the regulations and efficient training system;
• Build the good foundation for SPC(Statistics Process Control)in the HR management applicaiotn.

The HRM in CEO eyes. The Shanghai talented person intermediary association's president, Shanghai foreign service Co.,Ltd.'s general manger Gu Jiadong first issure the report of investigation, " the HRM in CEO eyesin" in 2002 "First Capital" Summit Forum.

HR Should Have the Capability of Rewarding and Communication
In the item which named "Your expectation for HR management function in the future", 71% CEO hope the HRs to enhance the Prompting, communication and harmonization skills; 62% CEO hope the HRMF should affect in supporting and promoting the enterprises strategy. The capability of HR development and design has reached 62%, that means, during the scorching revolution, CEO has transered from the HR cost management to HR value management. How to keep the excellent HR and layout a perfect HR development plan with efficiency support for enterprises is the key point for CEO and all HR managers to take an attention.

The Capability HR Manager Should Have In CEO Eyes

Question 1: What's the defination of medium and small companies
According to the "The People's Republic of China Promotes Law For Medium and Small Enterprises", in Pensee's opinion, the key circumscription for partitioning medium and small enterprises is the number of staff, saleroom, assets and so on indexes. And the characteristic of industries should be taken into account. For example, in second industry, the qualification of medium and small company is the company has less than 2000 staff and 3,000 million saleroom or the company with less than 4,000 million assets. And the medium company should meet the following terms. They have to have more than 200 staff, 30,000 thousands saleroom and 40,000 thousands assets. The other is named small company.

Question 2: The management computerization features in medium and small enterprises.
The demands of medium and small company have three points: the first is they are hard to make a decision; the second is it's hard for them to realize computerization and the third is they have a hige reqirement for service. Besides that they reqire the system should have some features like flexibility and high operable to meet their rapid gowning up. During the implementation, they need the service provider has a powerful consultancy capability to help the enterprise to diagnose the HR management or operation process.

3: What kind of eHR is the medium and small companies most need?
The eHR products we provide for medium and small companies is comperhensive, technical advanced, application mature and complete cooperate. But the computerization in enterprises cannot be realize in a short time. The better measure is "integrated layout and step by step implementation" implement the eHR according to the operation key point and finish it in high efficiency.
So, the eHR in medium and small enterprises could be divided into several core modules. In principle, the laborage, personnel, attendance modules should be implemented in advance and the performance, recruiting, training modules followed up. But the framework should support the following software upgrade flexiblly. So the eHR in medium and small company is not just a low-level system. Aim at the enterprises, Pensee eHR system sharpen the flexibility, conveninet, easy-implementation features and the management features are staff self-help and communication.

Question 4: What's the difference in consultancy, implementation and after-sale service of medium and small enterprises eHR
Consultancy, implementation and after-sale service have a close relation with ERP. Their computerization lacks of manpower, material resources and financial support. So Pensee bring a hope for their HR's future, The after-sale service we offer as the service from nurserymaid in your home. Our service let your eHR software more than itself. You may appricate its core service.

For the enterprises who have their own IT department, sometimes, they are always wondering whether to develop the HR system by themself or outsourcing. Most of time, because the leader and IT department didn't take part in the HR management in-depth, they don't know the complex of HR managment completely and they think the develop of HR system is not a hard work. Meanwhile, take the development cost into account, they always choose the first one. But for HR department, they know how much troubles the IT will meet.

• First, the HRs have to take a lot of time to teach the ITs their routines;
• Second, because the ITs may have no enought experiece for system analysis,design, development, steady run, the development life cycle will be much longer than their origianl thought. And this will impress the HRs;
• Finally, the expense for self-development may higher than outsourcing.

The most common questions in HR decision are "Who is the most excellet one in the group?" or "Who should be appointed to do the job?". They are important for performance appraisal and the appraisal solution could be design follwing to the comparability principle or taking a comprrhensive reference.

Simple Arrangement Law
The most simple measure is according to simple arrangement law. It just order the staff by their comprehensive performance.

Sequence Choice Method
This measure is divided into serval steps. First, pick out the the most excellent employee to the top and the most awful employee to the end according to their performance. And then the manager will pick out the other most excellent and awfual employees in the rest of them.

Comarison Test in Pairs
This measure allow each employees to do twice comparation with others in the same standard, and find out which on is better. And arrange the order by the "better" they get. The one who got the most "better" in the comarison test will be put the No.1 place and the second as following.

Force Dispatch Law
This measure conque the other's shortage that is no more two employee who have almost the same performance can be the No.1. But this law change the situation it handle it by classifing employees by serval factors. The leader has to dispatch serval employees into the level according to the percentage and that is why it is called "force".

Recently, with CNC, SIMENSE and other famouse enterprises import and apply the Broad Band laborage management mode, the new mode is getting more and more attention.
The "Broad Band Laborage Design" is merge the original relative quite many salaries ranks into less ranks as well as enlarging the floating range in the laborage level. Briefly, it reduce the laborage levels and enlarge the interior differnce. Compares with the tranditional measure, the new design pattern allow the staff stay in one position for a longer time, but with the enhancement of their knowledge and achievement in the post, their income will be raised obviously. The income raise occures not only because of the promotion or post swap.