1 China enterprise human resources information system construction status.
In the construction of human resources information system, China still lags far behind developed countries. On the one hand, because in terms of enterprise start-up, most enterprises in China started late. Furthermore, the development of informatization in China lags behind that in developed countries as a whole, and the concept of informatization is not advanced enough. Because of ignoring the general environment of domestic enterprises, there is also a lack of talents to build information systems. The lack of talents makes those enterprises that want to follow the trend of reform lack the help of professionals in the actual operation process, and layers of difficulties lead to the plan being stranded. However, the difficulties encountered in the process of informatization hit the enthusiasm of enterprise reform, which in turn hindered the cultivation of informatization talents and formed a vicious circle.
2 the importance of establishing human resources information system
The competition among modern enterprises is actually the competition of talents. Whoever can master the core talents can master the core technology and have their own place in the market. Therefore, the position of human resource management in enterprises cannot be underestimated. To realize modernization, enterprises must first establish an efficient human resource management system. It can not only reduce the human expenditure in human resource management, but also arrange talents to more important departments and greatly improve work efficiency. According to the needs of regional economic development, computer network technology majors analyze the demand for social talents, study the training law of talents in higher vocational education, and establish a human resource information system based on electronic information industry. Deeply integrate typical enterprises, hire senior experts from enterprises, and study the talent resource training mode with typical tasks as the main line of the resource system. Focusing on regional economy and relying on industrial enterprises, this paper analyzes the specific needs of human resources and determines the talent training objectives of computer network technology specialty. According to the ability analysis of professional posts, the ability training requirements and quality specifications of computer network talents are determined. In this way, this major can be widely employed in computer network related positions in the unit. Taking computer network technology as the leader, we will promote the construction of professional groups such as website planning and development technology and computer application technology. Adapt to the market demand, reform and open new majors to serve the development of regional economy, enterprises and industries.
3. Main methods of building human resource information system
3. 1 Prepare the required hardware resources
Prepare sufficient budget, purchase hardware related to the construction of computer human resources system, create the environment needed for system hardware, confirm the client site, configure and debug the network environment, and then install relevant software.
3.2 Screening and summarizing relevant information of enterprise employees and enterprise customers.
Employees will bring a lot of information from the beginning of entering the enterprise, such as household registration information, education information, work experience information and so on. After employees join the company, they will add their own position information, contribution information, salary information, welfare information and many other information. , summarize and filter these information, unify the editing method of information, and then proofread and input. In addition, there are customer information of enterprises, such as basic information of customers, cooperation information with enterprises, project follow-up, expenditure income, etc., which should also be screened, analyzed and summarized.
3.3 Understand the needs of enterprises, define the development degree of enterprises, and scientifically plan the construction process.
Some enterprises are just in the initial stage, which is the period of recruiting a large number of talents. The main task of human resource management in this period is to screen the resumes received, integrate the basic information and academic information of employees, train the recruited employees and distribute their salaries and benefits. Some enterprises are in the development stage. They should not only recruit new people, summarize and integrate their basic information, but also manage the information of old employees. Some enterprises are in the mature stage, and the focus of information management at this time lies in the ability management of old employees. According to the different development stages of enterprises, the construction methods of information systems are also different, and with the changes of enterprise development stages, the system architecture of information management will also change accordingly. At the same time, according to the specific needs of enterprises, the construction of information platform should also be adjusted accordingly. Forward-looking vision is also important. On the basis of clear enterprise demand, design scheme reasonably and allocate equipment and personnel.
3.4 Relying on the advantages of existing means of enterprises, expand the construction space.
At present, the mature means of enterprises is e-commerce. Enterprises can sort out the successful experience of building e-commerce platform, apply these experiences and methods to the construction of human resources information system, allocate construction investment reasonably, and learn from the failure of building e-commerce platform before, so as to effectively avoid possible mistakes in the construction of human resources information.
3.2 After education, most patients can understand hospice care and are willing to accept it.
Through this survey, it is found that most patients still know about hospice care and are willing to accept it after receiving education, and the demand rate has increased. Although there is no statistical difference before and after, it may be related to the small sample size of this survey, which still shows that hospice care is a better way for patients, indicating that hospitals can explain the significance of hospice care to patients first and let them know that there is such a humanized way to arrange their relatives, and I believe many family members are willing to do such a thing. At the same time, it also tells us to strengthen the education of hospice care service.
3.3 The hospital is the main place to implement hospice care.
There are also many factors that affect hospice care. It is not that patients are willing to receive hospice care, and this service can be perfectly presented. Everyone should adopt different ways to realize it. Patients have the right to choose whether to receive hospice care. This kind of hospice care service needs to improve the overall quality of the hospital itself, and the first-class hospitals (township hospitals) may not be able to implement this service perfectly due to the limitations of manpower and material resources. According to the analysis of questionnaires submitted by patients, most patients choose hospitals for hospice care. The selection rates of patients in tertiary, secondary and primary hospitals were 10%, 8% and 4%, respectively, while the selection rates for families, communities and independent professional institutions were less than 2% or even zero. It is suggested that patients still trust the hospital relatively, probably because patients live in the hospital and their families and patients are relatively at ease. However, the pressure of medical staff will also increase, because hospice care needs optimistic and powerful medical staff, and the mentality of medical staff will greatly affect the mood of patients.
References:
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