Keywords: ERP；; Human resource management system; information management
I. Introduction
In the information age, software products based on network and computer are important tools for enterprises to implement information management. ERP is based on modern information technology. It uses the advanced management ideas and means of modern enterprises, comprehensively integrates the information resources of enterprises, and provides an all-round and systematic management platform for enterprises according to scientific analysis and processing methods. Each module of ERP system, such as production planning management, purchasing management, financial management, sales management, etc., should be divided and decided according to the management organization and management function of the enterprise, and realize their respective functions on different network nodes. It should not only make the program code suitable for online publishing, but also facilitate the integration with ERP system. In this paper, under the environment of ERP system, combined with the current situation of enterprises, the development scheme of enterprise human resource management system is put forward, and the key technologies in implementation are discussed.
Second, the system analysis
(A) the development of human resource management system
Human resource management system (HRMS) includes information related to employees, such as recruitment, job description, training, skills, performance evaluation, personal information, salary and benefits, various holidays, resignation, etc., which is stored in a centralized database in a compatible, consistent, * * and easy-to-retrieve way.
HRMS not only reduces the labor intensity of the staff in the human resources department of the enterprise, but also improves the work efficiency, and also provides decision support for the decision-making level of the enterprise. It brings not only the improvement of efficiency, but also the change of management concept, which has been gradually recognized and applied in modern enterprise management. The human resource management system has its own development process, which is mainly divided into the following three stages:
The age of wage calculation system. The development history of human resource management system can be traced back to the end of 1960s. With the computer technology entering the practical stage, the first generation of human resource management system came into being.
The era of personnel management system. The second generation of human resource management system appeared in the late 1970s. With the rapid development of computer technology, the second generation salary management system basically solved the main problems of the first generation system and began to record the basic information of employees. The management system of this era is mainly based on salary processing and has some functions of personnel information management.
The era of human resource management system. The third generation of human resource management system is from the perspective of human resource management, using a centralized database to manage all data related to human resources, forming an integrated information source. Friendly interface, powerful report generation, analysis tools and information sharing make human resource managers get rid of heavy work and concentrate on considering enterprise personnel planning and policies from a strategic perspective.
(B) the function and development platform of human resource management system
The human resource management system is powerful and rich in functions, and its main management functions are as follows:
Employee basic data management module: employee basic data management and maintenance.
Employee information management module: it is divided into eleven sub-modules, including employee basic information management, employee training management, employee assessment management, employee transfer management and employee file management.
Employee reward and punishment management module: manage and maintain employee reward and punishment information.
Employee salary management module: divided into three sub-modules: employee salary query, employee salary adjustment management and employee salary management. Employee service management module: it is divided into two sub-modules: cargo data management and cargo application management.
System development platform: ASP.NET application was developed in 2003.NET environment of Visual Studio, Group C. NET F is the programming language and MicrosoftSQL Server 2005 is the database.
(3) data model analysis
In database, data model tools are used to represent and process data and information in the real world abstractly. In short, a data model is a simulation of the real world. A data model usually consists of three elements: data structure, data operation and data constraint.
Data structure, that is, the object types studied include: relationship, which corresponds to a two-dimensional table and consists of rows and columns.
Data operations, including querying, inserting, deleting and updating data. These operations must satisfy the integrity constraints of the relationship: entity integrity, referential integrity and user-defined integrity.
This system adopts relational model data structure, which reflects the employees of enterprises. Given a set of attributes about employees, an employee T will correspond to a set of specific attribute values, and different attribute values of employees can be recorded through a two-dimensional table.
Third, the system design.
(A) the overall structural design of the system
The enterprise human resource management system realized in this paper is established in a distributed heterogeneous operating environment, and it needs to choose a reasonable, efficient and easy-to-expand and maintain architecture. B/S structure meets the above requirements, as shown in figure 1.
This system adopts B/S structure and has the following characteristics:
1. The system maintenance cost is reduced, and it can be applied to all foreground as long as it is modified in the application server.
2. The training cost of operators is reduced. T members can operate the system skillfully as long as they can surf the Internet.
3. Centralized management improves security. The application server and database server with B/S structure are placed in the network center and managed by specialized personnel.
4. The construction cost is reduced. There is no need to install client software, which reduces the cost.
5. The response speed is greatly improved. In data transmission, the system fully considers the characteristics of the Internet, and the transmission speed is fast.
6. Remote maintenance is possible. Remote maintenance is a shortcut to solve network problems quickly. Centralized management and the technical characteristics of the Internet enable the system to modify the server remotely.
(2) Design of system database
The design of the database itself is very important to the application.
In order to improve the quality and efficiency of this system, the following principles are followed when designing the database.
1. The hierarchy is clear and the layout is reasonable. Data information should be centralized, summarized and merged from bottom to top to reduce redundancy and improve data enjoyment.
2. Ensure that the database is structured, standardized and standardized. Before designing each database, it is necessary to analyze the data in full detail, arrange the data format and stipulate a unified code, reduce data redundancy, avoid duplication of database structure and ensure the integrity of the whole database design.
3.* * * Enjoy the correctness and consistency of the data. Reasonable establishment of public database. The database adopts hierarchical management, and different levels of information and data can be shared. When multiple users access data, the correctness and consistency of the data must be guaranteed.
4. Ensure the security and reliability of data. Database is the core of the whole information system, and its design should ensure its reliability and security, and the whole information system should not be paralyzed because of a temporary failure of a database; At the same time, we should pay attention to the authorization design of database access, ensure that data is not illegally accessed and invaded by viruses, and take corresponding security measures.
Fourth, the system function and implementation
According to the needs of enterprises, the main functional modules of human resource management system are divided into five sub-system modules according to their functions: employee basic data management, employee information management, reward and punishment management, salary management and service management. The system function module diagram is shown in Figure 2. When new users log in to the system, they must register first. After success, they can access different subsystem modules according to the password and permission level set by the system. Business flow chart of human resource management system
Verb (abbreviation of verb) conclusion
The system adopts B/S mode in structure, which reduces the training time for employees of enterprises with different computer levels: the system has strong adaptability, makes full use of network resources, reduces enterprise costs, and is easy to manage and maintain. At the same time, many optimization methods are used in database query, which greatly improves the query speed of the system. The system uses permission mechanism to ensure the access rights of each administrative role. The system not only ensures the information security and meets the needs of users, but also realizes the network management of enterprise human resources and improves the office efficiency.
The next step of this system is to solve the synchronous connection between attendance management subsystem and attendance machine, the connection between salary management subsystem and production management process, and the synchronous connection between piece-rate salary and hardware equipment, so as to realize the real-time record of product quantity and better meet the needs of enterprise development.