Many functions to be realized by this system can be summarized into three parts, namely, human resource information management function, human resource information assistant decision-making function and system maintenance function.
2. 1? Human resource information management function? The function of human resource information management is realized by personnel information management subsystem, job analysis subsystem, recruitment and selection subsystem, performance management subsystem, salary management subsystem, training management subsystem and policy and regulation management subsystem. These subsystems concentrate almost all the original information of the human resource management information system, and are an important part of the human resource management information system.
Figure 1? Functional model of human resource management information system
2. 1. 1? Personnel information management subsystem. Personnel information management is human resources.
The most basic daily work in management, managing all kinds of personnel (including on-the-job personnel and resigned personnel)
Hugh personnel and other personnel) basic information and change information, provide standard, flexible and perfect personnel information. The specific function is to record the information of all personnel, including professional skills, personal data, work information, work experience, family members, rewards and punishments, transfer information, roster, personnel post changes, personnel quality changes, business-related information and contract information; This information can be changed in time and queried in real time; Provide reports of various combinations for departments at all levels; Link with other subsystems to provide basic information for other subsystems.
2. 1.2? Job analysis subsystem. The main function is: to carry out special in the organization.
Describe the job content and qualifications of assigned tasks, formulate job descriptions and work specifications, and carry out enterprise staffing and posts, so as to realize the organic combination of employees, posts and organizations. Job analysis subsystem and personnel information management subsystem are the basis of the whole human resource management of enterprises.
2. 1.3? Recruitment and promotion subsystem. The main function is: when recruiting new employees,
With the help of the recruitment and selection subsystem, you can display job vacancy information, job description, necessary conditions for applying for a job and so on at any time. Prepare the recruitment plan; In the recruitment process, the electronic files and database of candidates are established to track all employment data (including candidates' skills, qualification requirements and recruitment fees, etc.). ); Send an email or print a notice to inform the candidates of their grades; After the recruitment, handle the induction procedures for new employees. When transferring and promoting old employees, you can also link other subsystems to call the personnel data of the enterprise according to the displayed job vacancy information, such as performance and training, and sort the personnel who meet the job conditions, so as to provide the basis for the final decision, and handle the relevant procedures for job change accordingly.
2. 1.4? Performance management subsystem. The main function is: by calling other children
Formulate systematic information of performance plan, that is, make clear the specific content, standard and weight of performance, so as to facilitate employees to inquire about the specific indicators of their own performance; Managers can communicate with employees through the system, solve problems in work in time and adjust performance plans at any time; Update performance appraisal information at any time according to performance contents, appraisal methods, appraisal procedures and appraisal subjects, and generate reports according to different requirements; Employees can query their own performance in real time; Provide basic data for other subsystems.
2. 1.5? Salary management. The purpose of salary management is through scientific salary.
Design, attract and retain outstanding employees needed by the organization, motivate and unite employees, reduce employee turnover rate, control operating costs, and improve economic benefits of enterprises. subsystem
The main functions include: wage standard setting, daily wage changes, unified wage adjustment, calculation and distribution of wages and various benefits, automatic calculation of personal income tax and automatic calculation of social insurance items; You can also calculate the salary and welfare deductions for paid holidays such as annual leave, personal leave, sick leave, marriage leave, funeral leave, being late, leaving early and absenteeism. According to the company's policy settings, salaries can be linked to the enterprise general ledger to directly generate general ledger vouchers; It can store complete historical information for query and report generation.
2. 1.6? Training management subsystem. The main functions include: completing the training of employees.
Training application approval, filing and online training; Manage and evaluate training needs, such as determining training needs according to business development strategy and importing training needs from performance management system; Formulate training plans and corresponding training implementation plans; Manage, query and count the records of implemented training programs; Provide training agreement management; Evaluate training courses and teachers, and track the training effect; Manage training expenses and set up early warning display; Statistical analysis of training, such as cost and effect score.
Analysis and so on.
2. 1.7? Policy and regulation management subsystem. The policy and regulation management subsystem mainly
Mainly based on HTML documents, including various management methods, rules and regulations and incentives, employees can inquire at any time.
2.2? Human resource information aided decision-making function? The auxiliary decision-making function of human resource information further emphasizes the auxiliary decision-making functions such as data analysis of HRMIS. Nowadays, enterprises need not only simple query and simple statistical description of human resource management information, but also in-depth analysis of information and data to provide a solid basis for various decisions of enterprises. This function is realized by two subsystems: comprehensive statistical analysis subsystem and comprehensive query subsystem.
2.2. 1? Comprehensive statistical analysis subsystem. This subsystem is prediction and assistance.
The key subsystem of decision-making and can play the role of real-time supervision. The comprehensive statistical analysis subsystem can not only make simple statistics on the data of each subsystem alone, but also make joint analysis on the data across subsystems by various statistical methods, so as to strengthen the functions of modeling, forecasting and accounting.
2.2.2? Integrated query subsystem. This subsystem is mainly for company leaders,
Internal human resources management institutions and subordinate units provide accurate, convenient and fast inquiries. It supports real-time query and cross-query of data in each subsystem, and can generate various reports as needed, further strengthening the query function scattered in each subsystem.
2.3? System maintenance function? This function is realized through the system management and maintenance subsystem on the basis of ensuring the safe and effective operation of the whole system. System management and maintenance subsystem includes authority management, interface management and database management. In rights management, system administrators can add new users, modify and set user rights, and improve the security of the system. Interface management is the extension and expansion of the system, providing
Interface between HRMIS system and management production system and financial management system. In the application process
The preface provides links to office software such as Word and Excel, which helps users to analyze, view and calculate human resource management data and help to generate various human resource management reports. Track and record important operations of the database; Provides functions such as data encryption, database encryption, automatic backup and recovery. By setting the authority and scope of the post, you can manage things instead of people. When an employee's post changes, its corresponding authority and management scope will also change because of the post change; There is no need to reset.