Infore Group starts iHR project

Released time:2017-11-21Pageviews:36502

“We will comprehensively upgrade the professional capacity and combat effectiveness of the HR system, insisting on innovating, respecting talents and inspiring potential!” On November 17, Infore Group held iHR project kick-off meeting and business training meeting. The chief operating officer of the group has just made a request to all the participants that Infore Group will officially start HR informatization.

There are more than 80 people participating in the activity at the scene or remote, including Infore headquarter, Infore environment, Zoomlion, Infore infant & mom, Infore capital, Huayi International, Infore Media, Infore Material as well as parts of IT staff. This is a HR event of the group, with the maximum number of participants. In the future, the group will conduct more diversified activities to strengthen the exercise and fusion of HR team.

Meicloud:

The project system is divided into 3 phases, covering all member units of the group

At present, Infore group is in the multi-mode, high-growth stage of development,  which is bound to bring the talent demand and high requirements of their ability. Talent management plays an important role at this moment. Therefore iHR project appears to solve this problem. The project is developed by Meicloud, which is another cooperation between Meicloud and Infore Group after financial cost control and mobile application project.

Tan Guanxin, manager of Meicloud, introduced that this project will achieve a system covering all members of Infore group, aiming at integrating group human resource management data and information and achieving data sharing and dynamic management and providing a main line and decision-making basis for human resource management.

The project is divided into 3 phases. The first phase is expected to be completed in February 2018, including platform construction, platform switching, core function improvement, HR business importing; expand performance, contract, preparation and self-service; complete the internal and external integration of the system.

The second phase is expected to be completed in October 2018, including expanding salary, training, attendance, compliance risk control function, improving HR work efficiency and realizing efficient service delivery. The third phase of the expansion will continue through 2019, focusing on talent development, which helps the group to integrate social resources to improve the ability of talent supply, development and retention.

Manager Tan said that it will have difficulty to finish the project. Only do we work together can the project will be launched successfully!

Group 2020 talent team plan release:

In the future, it is difficult to construct talent team within 3 years

Tina, leader of Infore group operation and human resource, shared her understanding of the "iHR" with participants: Infore HR+Internet HR. It is a hard fight to realize the uniform management of the differentiated characteristics of the industry in same core control concept and process framework with short time, difficult task and big difference. But we must win! She called on everyone to carry out the project with the attitude of "active, sincere cooperation, open mind, continuous optimization, rapid response, rigid execution, results-oriented and enjoyable process".

The iHR project frees HR from the basic transactional work, and HR will have more time for innovation and appreciation: How to achieve the group three-year strategic planning through the talents? How to focus on "people" and give full play to their initiative and potential? Tina gave an answer in “Infore Group 2017-2020 strategic human resource planning”: look at the present with future view from outside to inner side and implement the company's strategy.

Tina sums up the general idea of future talent development by analyzing the external environment, decoding group 2020 strategy and summarizing the pain point existing in the internal talent development: implement the talent strategy of "external prospective reserve talents and internal systemic development talents; carry out a series of projects from talent introduction, talent training and talent motivation; build a talent ecosystem to ensure good talent structure through the introduction of strategic talents, the introduction of core professional talents, the introduction of school recruiting graduates, the training plan of hierarchical talent echelon training, and a series of key tasks for the long-term incentive plan.

In the future:

The IHR project is of great significance, with full support for the launch of the project

Product director of Meicloud, Wu Mingyue said on behalf of the team that he would try his best to do the project well. He called on both sides to work together. Nie Hong, vice president of Infore Group Operation and HR department, pointed out that the human resource system is the most important primary data source in the internal management IT system, which provides the most accurate, timely and complete personnel, organization and position master data for the downstream system. We should use mature enterprise product application to improve implementation efficiency and rapid integration of business, achieving corner overtaking.

It has long way to achieve corner overtaking. Infore Group chief operating officer just said that the iHR project can free HR from recurring transactional work and break down the barrier of information island. It is hoped that the whole business chain will be able to connect the HR modules more smoothly and realize the HR system and cultural integration of each industry company through this system. At the same time, realizing the rapid supply of talents to provide staff more efficient service and activate staff, and improve the fighting ability and professional ability of HR system.

Fang Gang finally put forward specific requirements for the follow-up of the project: ensure the project to be launched successfully. Though it is busy at the end of the year, all personnel must cooperate fully with the project; rationalize business processes, key node specifications and standards; more innovation, respect for talent, inspire potential, give energy.

In the end, manager Wu gave participants iHR project business training. He introduced the experience of the process framework, organization management, employee management, performance, contract and other basic human resource management informatization and HR mobile demand from process framework, Storyboard business, organization master data by taking example of manufacturing and retail industry.

The future will be achieved by every day’s effort.