In 2 1 century, organizations will face an irresistible trend of economic globalization. With the rapid development of technological change and innovation, as well as the rapidly changing differentiated customer needs and other new competitive environments, the competitive advantage gained by organizations in mastering new technologies or entering new market areas has become a short-term effect, and more and more organizations maintain their survival and promote sustainable development by building their own human resources competitiveness. As the carrier of knowledge, human resources become the object that organizations depend on. Under the influence of people-oriented concept, human resource management plays an increasingly prominent role in organizations. However, the complexity of people and the uniqueness of organizations determine that human resource management is not a simple technical copy. It is the key to create competitive advantage to truly understand the connotation of human resource management and implement the structural form and management mode that match the organization.

One of the functions of human resource management system is to establish personnel files for human resource planning. Information-based personnel files speed up the speed of inquiry and call, which makes it possible to accurately analyze the knowledge, experience, technology, ability and career aspirations of a large number of employees. In order to make effective human resource planning, it is necessary to base on accurate and complete internal personnel analysis. When forecasting supply and demand, we can get a lot of information from the organization's human resource management system. For example, the employee turnover of a position in recent years (where it flows, where it flows to this position, whether it is promotion or demotion) and the skill reserve of employees. All these provide useful current and historical data for various methods of human resource supply and demand forecasting.

The second function of human resource management system is to timely and accurately analyze and summarize personnel files and daily manual management. Provide various reports for decision making. For example, the human resource management system can provide regular reports (business data summarized by time schedule) to provide managers with new employee recruitment, resignation, retirement, promotion, employee welfare and salary, labor absence records and so on. The human resource management system can also provide exception reports. For example, if the employee's absenteeism rate suddenly rises to 300% in May, the human resource management system will quickly capture this change and reflect the information to managers in time. The human resource management system can also provide complete reports as required, and it can provide special information according to special requirements, such as some prescribed reports submitted to government agencies.

The main realization process module of enterprise human resource management information system;

First, the process of personnel management module

The main function of personnel management module is to effectively manage personnel files and contracts, which is convenient for the operation of common personnel changes in enterprises.

1. Employee file management. Staff transfer management. Employee turnover management. Management of employees leaving without pay, 5. Employee retirement management. Management of employees' reinstatement. Employee contract management.

Second, the process of performance management module

1. Monthly performance appraisal performance appraisal can make employees play a higher role in their own work, and can avoid or reduce employees' perfunctory situation. Assessment is also an important reference for employees' future salary adjustment, job transfer, rewards and punishments.

2. Employee evaluation query

This module can query the employee's past assessment, and provide a variety of query methods, which can be queried by employee number, employee name and time.

3. Reward and punishment operations

Timely and appropriate reward and punishment system can stimulate the performance of the organization in time and make up for the lack of effectiveness of the annual assessment. Therefore, the reward and punishment operation must be carried out in real time, and the so-called real-time operation must include the investigation and evaluation of the truth.

4. Staff rewards and punishments query

Third, the process of personnel planning module

1. Department personnel statistics

This module can count the number of different types of employees and different positions in the department and display it in the form of histogram. Different time lengths can be selected for forecasting. In the process of implementation, the data window technology is still used, but the graphic mode is chosen when choosing the display mode of data source.

2. Personnel demand forecast

This module can predict the future personnel demand of each department and position, and can be used as the main basis for the follow-up recruitment plan. The implementation flow of this module is shown in Figure 3-8.

3. Personnel demand application

This module accepts the application for personnel requirements put forward by departments, and stores this information in the personnel requirements database table, which can provide data for the subsequent recruitment planning and publishing module.

4. Formulation and release of recruitment plan

According to the personnel requirements of each department, the Human Resources Department formulates and publishes the recruitment plan.

Four. Records and employment of candidates

This module can register and evaluate the basic information of candidates, and can perform file entry, contract entry and other related operations on qualified candidates. This module has the function of adding and printing, and the testing process is similar to the previous module, so it will not be expanded here.

Verb (abbreviation of verb) employee training management

This module can effectively and conveniently manage employee training. The interface of this module is shown in Figure 4- 14. On the left side of the interface, you can add, delete and view training programs; On the right side of the interface, participants can be added and deleted. After selecting a training project, the information of the project and participants will be displayed.