The westerners often say that “no rule no game”. They put rule first. But in china, we always talk about “emotion and reason”, stressing more on emotion. Generally, the information system is considered cold and is only related to rules and reason. How to integrate emotion into EHR and boost up the real efficiency of EHR in the balance of emotion, reason, and rule? Inventec has discovered a successful way in the practice with the help of Kayang.

• Human HRIS system configuration (chart 1：C/S and B/S combined HRIS system configuration)
  Based on the labor law of the mainland, the HRM system of Inventec requires that it must design strict rules to meet the demand of customers. Meanwhile, the management flex and respect for employee should be considered. According to this, the first step Kayang took to help Inventec realize e-HR was to build a system platform for Inventec, which provided a combined configuration of C/S and B/S to realize e-HR.
  C/S configuration client can dispose the business efficiently and realize complicated business flow. The design is more individualized, meeting the individuation of HR users. HR staff can design legalized rules, improving rules flexibly with C/S configuration.
  
• HRIS under the balance of emotion, reason and rules
  
  1. attendance management, combining rules and emotions
  Inventec is a typical IT manufacturer, arranging the attendance according to the output. To ensure the efficiency and quality and to meet the due of different clients, it arranges as many as 20 kinds of attendance, apart from various kinds of shifts, unfixed work time and integrated working hours. Kayang provided a suite of solutions to such a complicated state. The solution is supported by flex and strict system so as to establish a system with reasonable arrangement and legal rules.
  
  First of all, the workforce management is set by departments and employee deputy of the product line. The leave and overtime work must be applied and approved by ES and finally be automatically collected by attendance system of HR department. Secondly, the system will automatically read all the data from attendance clock and then count and analyze the data. As a result, the error attendance data would be generated and be displayed in the ES self service system and attendance system (chart 2: attendance system flow)
  The strict attendance rule is fixed by the system, making the entire attendance management orderly. One executor of the rule is enough for a manufacturing enterprise with more than 5000 employees.
  
  2. “reason ” training and performance management
  
  A. Meticulous training management
  
  The success of Inventec being a leading enterprise in the IT manufacturing field has close relationship with its comprehensive and effective training. What’s more, Kayang help Inventec set up a meticulous training management system with information technology.
  
  First, the department director applies for training on the ES according to the employee status. HR staff make training plan on the basis of the application. Employees can have online query on the training course and online register. After the approval of the director, the register will reach HR department. Secondly, one hour before the course begins, the system will automatically remind the trainees via email to avoid them missing the training. Finally, within one week after the training, every trainee must fill in the survey on the training course on the ES. The HR staff will collect and analyze the survey so as to meliorate the training efficiency.
  
  B. Just and Fair Performance Appraisal
  
  How to make just and fair performance appraisal on each employee is a challenge confronting every enterprise. With fully application of the tool, ES, Inventec set up a all-round and strict performance appraisal system in the HRIS. (chart 3: performance appraisal flow)

  a) The performance appraisal is classified function appraisal and performance appraisal. Different appraising systems are applied in the HRIS for different type of employee on different position.
  
  b) With reference to the job achievement, functional status, rewards and punishment record, attendance and performance score in the ES, appraisers can score employees’ performance. According to the weight of appraiser, the system will automatically compute the score.
  
  c) Employees fill in the self-performance reports on the ES on the base of his accomplishment. Then the director will score it with consideration to how much employees have accomplished and position responsibility and function. Finally, the automatic capability module in the system will make an automatic collection according to weight.|
  
  d) Employees can submit their performance report and working plan on ES. every director can make query on the appraisal score of his underlings and undertake the more inspiring tutoring.
  
  e) The performance score is directly and effectively integrated in the rewarding system, promotion system, training and development system and the bottom elimination system, optimizing the performance management.

• Employee Self Service, combining emotion and reason
  
  You can see the care of the company to its employees from Inventec ES.
  
  A. Online resume maintenance. Every Employee can not only make query of personal information but also maintain his resume, for instance, one fills in prompt personal external training and rewards as reference for future career development and the director can make better career plan for employee with these information.
  
  B. Employee can have query about position goal and position responsibility on the ES so that employees can make clear their position responsibility and requirements. Moreover, they can pay regard to other positions to make a career development in the company.
  
  C. Employees can not only arrange their vacation on the ES but also apply cash gift，including Marriage, maternity, birthday, funeral, etc. every employee can enjoy the welfare.
  
  D. Automail can remind birthday, due probation and due contract so that the relevant people can make early preparation.
  
  E. All the director appraisals and suggestions are kept on the personnel application. Those care and opinions are passed via network.

• Emotions in the HRIS
  
  No matter how developed the network is, it can not replaced face-to-face communication, especially in regard to process, such as performance interview, C&B slip delivery, demission application. In the installation of HRIS, the system developers were deeply impressed by Inventec Idea that human feelings can not be replaced by machinery.
  Since the establishment in 1975, Invent has always adhered to an concept, now Invent is resorting to Kayang’s system platform and rich experience to continually improve HRIS, making the system not only a management tool but also a stage for employees service.

Chart 1

Chart 2: performance appraisal flow