Is Liu Zhenjiang the director of human resources in Oracle Bone Inscriptions?

Oracle Bone Inscriptions human resources director is Zhang Junli.

Ms. Zhang Junli is currently the human resources director of Oracle Bone Inscriptions (China) Software System Co., Ltd., with more than 65,438+05 years of professional human resources management experience, and has worked in many multinational companies such as Motorola, Deloitte and Colgate. She also holds a master's degree in psychology from Peking University.

Interview with Ms. Zhang Junli, Human Resources Director of Oracle Bone Inscriptions (China) Software System Co., Ltd.

2011-09-19 print this page.

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Oracle Bone Inscriptions Company is the second largest enterprise software company in the world, providing users in more than 140 countries with databases, tools, application software and related consulting, training and support services. Oracle Bone Inscriptions Company is headquartered in Redwood City, California, USA. Since the introduction of relational database in the world in 1977, Oracle Bone Inscriptions Company has played a key role in changing the modern business model by using the technological revolution. Oracle Bone Inscriptions Company is also the only company in the world that can implement the global e-commerce solution of customer relationship management-operational application-platform facilities.

Building enterprise information system step by step

HRoot: With the development of economy, talent strategy and talent development system have become the unique competitiveness of enterprises. Enterprises pay more and more attention to the combination of talent strategy and talent development system with information system to improve management efficiency. What problems do you think enterprises need to pay attention to in advance in human resources construction, especially in information construction?

Zhang Junli: The informatization construction of enterprises is mainly divided into two aspects, one is hardware construction, and the other is software construction. In terms of hardware, many enterprises are building e-HR systems. In the process of building information hardware equipment, enterprises must first have a macro concept, otherwise blindly building various modules will easily lead to the phenomenon that different modules cannot be connected. Even some companies use the services of different companies and finally find that different modules can't support each other, so all the time and energy may be wasted. Therefore, enterprises need to make a good plan for the next three to five years in the construction of information hardware equipment and predict which modules may be needed in the future. In fact, the cost of building different modules each time is not very high, and then after the subsequent annual supplementary construction, a complete information system suitable for enterprises is finally established. Therefore, the whole process needs to start from the grassroots level and build the hardware system step by step. Continuity is the most critical.

In terms of software construction, informatization mainly refers to establishing a communication environment for enterprises. Many companies have made efforts to establish an open and transparent communication atmosphere within the enterprise, and achieved good results. Top-down and bottom-up two-way communication must be smooth in order to achieve good communication results. But many human resources managers, according to the traditional concept, may think that many things should not be made public. However, judging from the maturity of employees, the future trend will be the transparency and openness of internal information of the company. If the internal information of the enterprise is opaque and the feedback is not timely, then rumors may spread internally, which will have a very adverse impact on the development of the enterprise. In the information society, information disclosure must be timely, otherwise it will have negative effects. The most taboo situation for employees is to learn the news from the outside, so the communication channels within the enterprise must let employees know the key information at the first time. In addition, enterprises should also devote themselves to cultivating the maturity of employees so that employees can properly accept all kinds of information, including positive, negative and neutral information.