UF e-HR crack Budweiser InBev beer industry expansion puzzle - UF e-HR, Software-IT industry

2008 11 18, InBev bought AB stock molding, the two international giants of the marriage of the beer industry, but also triggered the integration of two companies operating in China. The AB InBev merger in China has more than 35 wineries, more than 10 brands, over 5 million tons capacity, operates in 11 provinces, the total number of nearly 40,000 employees. Faced with such a monster, how to effectively integrate and create synergies quickly, outside the focus of attention in the industry.

Meanwhile, for business integration process, international companies commonly used means of information, has become an important pioneer of this integrated army. UF e-HR system at this time in the Budweiser InBev vigorously implemented by the Group of standard management, quietly completed the integration of personnel management in the integration of the most difficult.

"Financial integration is relatively easy because the original is in accordance with the various financial systems to the implementation of unified management is not difficult. As for the staff performance appraisal management, the various agencies have their own characteristics of beer, in addition to the standard of living combined with the local differences, and differences in the consumer market for personnel management vary widely. "UF Software Budweiser InBev Ltd. e-HR project implementation consultants Hung Yu told reporters: how to crack this difficult decision, Budweiser InBev to become the key to China's business integration. Pull the expansion of the birth of

giant puzzle These wineries are not only different regions, who have belonged to Harbin Brewery, Pearl River Beer Group and other large domestic beer. According to statistics, InBev, and AB combined to form the AB InBev, the Harbin Brewery in China has the following 13 breweries, and in Nanjing, Zhejiang, and Hubei, Hunan, Jiangxi, Guangdong, Fujian contiguous. Brands include the Budweiser and Harbin beer, snow Tianjin, Double Deer, KK, red stone ones, white sand, Mudanjiang, etc., and import Proxy Brand Corona.

Budweiser InBev China operations commander, decided to use the information means, from the start with people management, rectifying many Chinese elements combined company. UF e-HR system in the Budweiser InBev in the integration process in China played an important role.

Hong Yu concluded: human resources information system applications in the Budweiser InBev, the first settlement of the acquisition integration process, there are various molecular mechanisms in the "information island" problem; Second, Budweiser InBev to Group China Headquarters business management standardization its way into every molecule companies, taking into account the group's standardized and customized around the problem.

"But eventually standardized management," said Hung Yu introduced the implementation of the information carried in a Budweiser InBev boss can not be achieved if the standardized management, information technology has failed. UF e-HR on this analysis, Budweiser InBev as the world's most successful beer companies want to own the most successful management systems and methods, implement the affiliate.

Not natural expansion as the formation of conglomerates, Budweiser InBev China is established through continuous acquisition of giants. Molecular companies have that they have relatively mature, and more successful management and information systems, as the Group headquarters how to be transparent about, and to develop an effective integration strategy?

Budweiser InBev (China) using UF e-HR system implementation, of the subsidiary bodies (including the many new entrants, a subsidiary) to start understanding and integration. Budweiser InBev

several factories in China and more than Sell Companies, cross-regional, multi-brand operation, the urgent need to achieve internal and external management and resources integration. Its domestic sales companies and factories have been achieved through the ERP system from distribution to procurement supply chain management and financial management. On this basis, Budweiser InBev needs to implement Group-wide human resource integration, streamline management processes to enhance the Group's efficiency and ability to control.

E-HR unified business management in China Budweiser InBev integration process of the Chinese business group, the problems, above all, unified planning norms. As its business and distilleries started their development from different backgrounds, management less the same, if in accordance with their respective models to manage, Budweiser InBev China headquarters received no reports of various business comparability.

Such as payroll deduction on human resources issues, a number of companies reflects the original appraisal and staff employment issues, while others include the performance of enterprise performance, and other data. To make comparison between data with a certain sense, the group data can master the elements the company's management.

Through e-HR system, Budweiser InBev's hard to ask the winery needs of molecular data in accordance with the unified management of indexes. Ownership in a number of wineries in the past, similar management indicators to follow the group's e-HR system, unified management standard indicators of re-classification.

In addition, through e-HR systems, Budweiser InBev Group-wide optimization of human resources to optimize the configuration. Budweiser InBev workers in various brands of mobile only within the company, a lot of good staff up space is limited due poached by competitors. InBev brands as subordinate factories on the strengthening of integration, the urgent need to InBev in China and even global optimization of human resources management and configuration, to achieve the best people in the group of healthy movement, improve talent attraction and retention of staff While cost savings.

Same time, with the rapid development of business, size of staff is also rapidly expanding and is followed by the increase in human resources management more difficult. For example, the human resources director of Hunan Baisha, the current job is getting harder and harder. Hunan Baisha need a week to provide all personnel reporting to headquarters and statistical analysis. In addition to statements of other than fixed, there are many non-fixed-format monthly report, the workload can be imagined. In addition, since the seasonal beer industry, the production department often the case based on sales orders, re-arrange production. Accordingly, the staff will have to reschedule. How fast and flexible scheduling, cable, and accurate records of attendance records each month and late, leave early, overtime status, and the corresponding performance appraisal and compensation management, have become a major problem.

UF e-HR individual needs of both regional

UF e-HR receive AB InBev welcome. The e-HR project manager, said: "We originally selected UF, first, because UF is the local's largest management software companies; Second, as human resources and finance, which are not as restricted by local policies and systems are relatively strong, so there is no direct using SAP's HR. but we also have our own concerns, do not select any country prior to the manufacturers, so select only the beginning of the contract factories in Hunan

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