Research On The Implementation Mode Of Human Resource Management Information System

With the enlargement of enterprises in scale and the increasement of the complexity of human resource management, human resource informatization has become a necessary choice of more and more enterprises to improve work efficiency, to implement management standard and to improve the management level. At the same time, the research in the e-HR field is gradually warming. From implementation mode perspective, through questionnaire investigation and conversation, based on the nine knowledge areas of project management, the author innovatively researches advantages and disadvantages of on-site and "consultant" implementation mode for suppliers in e-HR projects. Then the author compares and analyzes them.At present, in e-HR projects, on-site implementation mode is widely used. For suppliers, on-site implementation mode has advantages of high efficiency of communication, small demand disruption and the convenience of human resources use, and it is a conventional implementation mode; at the same time, on-site implementation mode has the disadvantages of project loss because of inadequate scope control, the difficulty to control the progress of projects, enormous cost pressure, staff idle problems etc.."Consultant" implementation mode is a new implementation mode of e-HR projects. For suppliers, "consultant" implementation mode has advantages of no adverse effects with scope expansion, solving the idle human resources, human resources savings, little tardiness and so on; "consultant" implementation mode has disadvantages of difficulty of allocating consultant resources, lack of evaluation objectivity of workload, poor communication etc.. Basically, "consultant" implementation mode’s advantages outweigh it’s disadvantages from suppliers’perspective.Last, the paper gives suppliers the advice and guidance of e-HR projects about on-site and "consultant" implementation mode.