A flexible system that adjusts and changes accordingly. This can reduce the cost of the company's secondary development, and the company's needs can be fully met and appropriate, thus saving unnecessary expenses. 4, paperless office, collaborative office in different places, no matter where you are, you can log in to this human resource management system to realize your role in the enterprise, just like sitting in an office, which greatly improves work efficiency. This is also the embodiment of the management system, which embodies the advanced concept of "management first, then implementation". 5. With the improvement of enterprise management concept, the positions in enterprises are more and more detailed. In view of this development trend, when we choose human resource management software, we must consider whether the authority control in the system is suitable for each position in the company. Permission distribution must correspond to different departments and people in the enterprise, and the corresponding permissions should be delegated according to different managers. Only in this way can we bring management security and information confidentiality to enterprises. In addition, in the distributed authority control system, the position and authority are integrated, and there will be no vacancy of responsibilities due to the flow of personnel. Moreover, it can achieve unified management and clear division of labor. Reasonable decentralization can also reduce the workload of each post. Considerations: Fiberhome hired senior consultants to believe that the human resource management system is a system with many modules, such as employment, training, salary, welfare, employee relations and other subsystems, so it is a huge structure, and e-commerce is only one of the ways to apply the network to engage in human resource management. Before an enterprise decides to establish a human resource management system, there are five important factors to consider: the ultimate goal of organizational management is to promote the realization of organizational management goals. If the business objectives of the organization change, the human resources system must be adjusted accordingly. External competitive environment When the competitive environment changes, in order to maintain competitive advantage, the human resources system must be properly adjusted. The internal needs of employees The human resources system must meet the needs of employees. Only by meeting the needs of employees can employees be satisfied and loyal, and employees can stay. Cost-effectiveness Considering the cost of human resource management system, such as the giving or promotion of working conditions, we still need to invest the cost now. Before establishing a human resource management system, we must consider whether tangible and intangible benefits can be recovered or exceeded. The company's capital ability, whether the company has the ability to pay for this huge system is also one of the key points to consider. It is the responsibility of the Human Resources Management Unit to establish a human resources management system. To establish a system, we must first understand the unique organizational evolution, corporate culture, business objectives, organizational design, work design, employee composition, employee needs and so on. Therefore, the human resource management system cannot be transplanted. Enterprises must plan a human resource management system that meets their own needs based on the above five considerations. Therefore, there is no standardized human resource management system. In order to plan a human resource management system that meets their own needs, human resource managers and organizers must develop enough design ability to establish a human resource management system. However, the biggest problem in the establishment of human resource management system now is not how to establish it, but that after the establishment, the links between subsystems are not interlocking, and the overall function of human resource management cannot be brought into play. Therefore, how to integrate and link various subsystems, such as appointment system, salary system, training system, welfare system and so on. Becoming a complete human resource management system is the biggest task for today's enterprises. Establishing an Authoritative Enterprise Organization System is a professional consulting team of enterprise organization system jointly sponsored by Mr. Jia Changsong, top experts in China including Long Ping and Min Bo, and international GLP authoritative research institutions. Mr. Jia Changsong is recognized as a top expert in actual combat organization and management system. The presidents of universities such as Peking University and Tsinghua invited experts, oriental masters, century communication, frontier lectures and China Education Taiwan Bay consultants. China enterprise organization system consulting expert. It was rated as "the most respected enterprise management consultant" by China International Brand Association. Organizational structure includes organizational chart, job analysis, salary system, performance system, recruitment system, career planning system and training system. Its form is from the research of scheme system to the formulation, introduction, modification and formation of a complete text system. Detailed directory organization chart: how to design the organization chart to make it scientific and reasonable; Planning the organizational development of the enterprise in the next five years not only gives employees a vision and motivation, but also has clear responsibilities and responsibilities. Job analysis: job analysis, consolidate the foundation of human resources management, clarify the responsibilities and corresponding authority of each post, and achieve "everyone has something to do and everything is done by someone"; Clarify the employment standards of each position, and provide a basis for finding people to choose people; Prepare effective job descriptions and provide clear job instructions for employees. Salary system: evaluate the post value to make the post salary equal to the post value; Step by step, design the salary standard of each position, tailor the salary scheme suitable for the actual situation of the enterprise, make the salary of the enterprise more competitive, attract and retain talents; Design a salary mechanism that can fully stimulate the motivation of marketing system personnel and drive marketing personnel to challenge the performance limit; Formulate a scientific and rigorous salary management system, clarify the salary structure and method of each position, design the salary mechanism of financial system personnel, and strengthen the control of financial personnel. Performance system: how to effectively evaluate the performance of personnel and drive employees to move forward in the direction that enterprises hope; Establish a dictionary of performance evaluation indicators for each department and post, so that the post evaluation can be well documented, evaluate employees and judge their conduct scores; Manage the flow of employees and define the normative requirements for employees within the scope permitted by law. Recruitment system: how to select talents scientifically and effectively, so that enterprises can recruit the most suitable people; Set the procedures required for recruitment of each position, make the recruitment of each position have rules to follow, screen candidates' resumes and determine the excellent benchmark of each position; Clarify the degree of matching between candidates and the culture needed by enterprises, and ensure the adaptability between talents and enterprises; Formulate effective recruitment management methods, make recruitment have rules to follow, formulate effective competitive recruitment management methods, and provide an internal open platform for talents. Career planning system: formulate human resource planning methods and make human resource demand arrangements according to enterprise development; Formulate the planning method of employees' career management, make employees' career development have rules to follow, design the channels of employees' career development, and let employees know their future development and prospects; Formulate post promotion standards, so that there are clear standards for the promotion and demotion of each post. Training system: formulate training management methods, standardize employee training management, carry out new employee training, enhance new employees' sense of belonging and identity to the enterprise, and improve employees' work performance through the morning meeting mechanism; Establish an effective enterprise training resource library to make enterprise training easier and more convenient, and sign training agreements with employees to prevent employees from losing after training; Formulate the training contents of various departments and positions, so that employees can follow rules in training; Analyze the training needs, find the most accurate training needs for each position, evaluate the training effect and continuously improve the training effect. The most important thing to integrate the human resource management system is to promote the realization of the goal. We can integrate the human resource management system in the following ways: 1. The human resources supervisor must know that the company's business objectives are not only short-term goals, but also long-term goals and prospects of the company. Moreover, the human resources supervisor should have the concept and ability of management and strive to become a business partner. 2. The human resource supervisor should have sufficient breadth of human resource management ability. It is very important for human resource managers to have the breadth of human resource management ability. Otherwise, we can't fully understand what a complete human resource management system should contain. If we only look at human resource management from the perspective of appointment or training, but not from the perspective of company operation, we can't tailor a set of human resource management system that meets the needs for the company. The role of human resource management is changing, from functional departments to business partners, from passive response to active change, from adhering to the system to contingency management, from solving problems to preventing problems, from improving the status quo to enterprise reengineering, from routine operation to forward-looking strategy. Therefore, when selecting human resources directors, the industry tends to choose management talents who have not been trained by human resources directors. In the United States, there are many high-level human resources personnel who are not trained in one class, but transferred from senior managers or business experts. From another point of view, human resource managers should strive to enrich themselves and learn their business ability, so as to conform to the trend of the times and make themselves business partners. Human resource managers should adjust themselves at any time and make positive contributions to the realization of organizational goals, which is the value of human resource management. Eight modules Human resources are divided into eight modules: human resources planning, personnel recruitment and allocation, training development and implementation, performance appraisal and implementation, salary and welfare, personnel management, career management and employee relationship management. Specific breakdown: human resource planning 1, organization setting 2, adjustment and analysis of enterprise organization 3, analysis of enterprise personnel supply demand 4, formulation of enterprise human resource system 5, preparation and implementation of human resource management expense budget; (International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparison of international human resource management; 6. Formulate a strategic plan for human resources development; 7. Performance factors at work; 8. Employee authorization and supervision); Recruitment and distribution of human resources; 1; Analysis of recruitment demand; 2. Job analysis and ability analysis; 3. Recruitment procedures and strategies; 4. Analysis and selection of recruitment channels; 5. Recruitment implementation; 6. Special policies and contingency plans; 7.8. Measures to reduce staff turnover rate: human resource training and development 1, theoretical study, 2. Project evaluation, 3. Investigation and evaluation, 4. Training and development. Needs assessment and training, 6. Composition of training suggestions, 7. Training, development and employee education. Training design, systematic method, 9. Development management and business leaders; Develop yourself and others, 10, project management: project development and management practice. Human resource performance management 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method. Human resources salary and welfare management (salary, incentive and income) 1, salary, 2. Building a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting) 3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical care) Human resources employees. Kloc-0/, Employment Law, 2, Labor Relations and Society, 3, Industry Relations and Society, 4, Labor-capital Negotiation, 5, Trade Union and Labor-capital Negotiation (Safety, Security and Health, Safety and Health Project, Safe and Healthy Working Environment to Promote Safety and Health Management in Workplace, Practice Health and Safety) Human Resource Management and Competition 1, Human Resource Management and Competition. 2, human resource management and environment, 3, human resource planning, 4, job analysis, 5, personnel recruitment, 6, employee training and development, 7, employee performance evaluation, 8, improve productivity. Personnel management, including employee entry procedures, employee information files, personnel files and employee reward and punishment system, is an important part of human resources. Career management Career management is a human resource management measure for enterprises to plan employees' career, guide employees to fully combine their own development goals with those of enterprises, give full play to their own advantages and achieve good development. A good career management system can give full play to the potential of employees, give clear and specific career development guidance to outstanding employees, and maximize the value of enterprises from the perspective of human capital appreciation. With the help of educational metrology, modern psychology, organizational behavior, management, career planning and career development theory, combined with China's characteristic enterprise management practice and personal personality characteristics, a relatively mature and perfect career planning system has been formed. System goal (1) The enterprise's goal will be achieved through its most precious resource-employees. (2) In order to improve the performance of employees and enterprises as a whole, people should take it as their duty to promote the success of enterprises; (3) It is a necessary prerequisite for enterprises to make the most effective use of resources and achieve business goals to formulate coherent human resources policies and systems closely related to enterprise performance; (4) Strive for the matching and unification of human resource management policies and enterprise goals; (5) When the corporate culture is reasonable, the human resource management policy should play an auxiliary role; When the enterprise culture is unreasonable, the human resource management policy should promote its improvement; (6) Create an ideal enterprise environment and encourage employees to create and cultivate a positive work style; Human resource policy should provide a suitable environment for the cooperation, innovation and improvement of total quality management; (7) Create a responsive and adaptable organizational system to help enterprises achieve specific goals in a competitive environment; (8) Enhance the flexibility of employees' working hours and work contents; (9) Provide relatively perfect working and organizational conditions to provide all kinds of support needed for employees to give full play to their potential; (10) Maintain and improve the team building of employees. The strategic direction and goal, operation strategy and operation mode of the enterprise and the choice of the future judgment of the enterprise are the first considerations of the senior leaders of the enterprise, which also ensures that doing the right thing is the premise for the enterprise to achieve satisfactory results in its implementation, otherwise, no matter how good the implementation is, there will be no outstanding performance. The division of functions and responsibilities of departments and posts in organizational links must be clear, scientific and reasonable, which meets the needs of enterprise business process operation, so that employees have a clear goal when implementing: what he should do, what he should not do, how to do all kinds of things, and to what extent. Let employees know fairly well and will not be at a loss. The manifestations of organizational links include the setting of organizational departments and posts, division of responsibilities, job descriptions, business flow charts, etc. However, in some enterprises, it is common that some people are not clear about their posts and main responsibilities, the post setting is unreasonable, and job vacancies and overlapping functions abound.