UFIDA eHR has re-definite HR management concept, from traditionally 2-dimensions (HR Management and IT) to the new 3-dimensions where add on the THIRD (3) dimension, the Information Value (see the diagram). UFIDA has classified the information value into THREE (3) layers, and finally form the UFIDA eHR1/2/3 theory. UFIDA eHR1/2/3 can presents different kinds of variable information that is generated during the HR management process. In addition, UFIDA eHR management system utilizes the historical data to create the corporate value.

eHR1 -- Information Centralization

• eHR1 is the foundation level of the corporate HR management information. eHR1 drives the corporate HR information from discrete format to be centralized, to be real-time and to be dynamic status;
• With UFIDA eHR1, enterprise can simplify and standardize the sophisticated HR management;
• eHR1 is the integration of the Human Resource and Information Technology. It makes the information easy for statistic and analysis. eHR1 is the significant key component of the HR informationization even it is the fundamental of UFIDA eHR management system.

• The eHR2, Business Collaboration, is composed of three elements. First of all, the collaboration of each core functions among the HR department. Secondly, the collaboration between the HR and the other departments. The third element is especially for the group enterprise, which is the collaboration of each business unit among the group.
• The Business Collaboration will gather all of the related HR information together and then being manipulated by the business.
• The core of the eHR2 is the “Group HR Management and Control”. Headquarter of the Group can handle the HR business more efficiently and effectively. Therefore, group enterprise can have the best practice of Group HR Management and Control.

• The “Decision Making” belongs to the top senior management level inside the corporate HR management information system. It is all around the decision makers, the direction of strategy, the analysis, deployment and implements the HR strategy, as a result to ensure the entire strategy can be practiced.
• The eHR3 helps the decision makers to real-time monitor the HR capital development, career’s life planning, key person management and so on. With the usage of Business Intelligence (BI) and other decision analysis tools, the decision makers can find out the questions behind the mass information and then assist the decision makers execute the policy in-time, accurately and scientific.
• The eHR3 dig the information deeply and provide the best value for the group enterprises.