Personnel management system is an indispensable part of enterprises and institutions, and its content is very important for decision-makers and managers of enterprises and institutions, so personnel management system should be able to provide users with sufficient information and quick query means. However, people have been using traditional manual methods to manage file information, which has many shortcomings, such as low efficiency and poor confidentiality. After a long time, a large number of files and data will be produced, which brings many difficulties to search, update and maintenance.

With the continuous progress of science and technology, computer science is becoming more and more mature, and its powerful functions have been deeply recognized by people. It has entered all fields of human society and is playing an increasingly important role.

As a part of computer application, using computer to manage personnel information has incomparable advantages over manual management, such as fast retrieval, convenient search, high reliability, large storage capacity, good confidentiality, long service life and low cost. These advantages can greatly improve the efficiency of personnel management, and are also important conditions for scientific and standardized enterprise management and integration with the world.

Therefore, it is necessary to develop such a set of management software. In the next chapter, we will take the development of a personnel management system as an example to talk about its development process, problems involved and solutions.

-abstract.

Personnel management system is a typical information management system (m is), and its development mainly includes the establishment and maintenance of background database and the development of front-end application programs. For the former, it is required to establish a database with strong data consistency and integrity and good data security. For the latter, the application is required to be fully functional and easy to use.

After analysis, we use Microsoft's VISUAL BASIC development tools and various object-oriented development tools, especially the data window, an intelligent object that can operate the database conveniently and concisely. We first build the prototype of the system application in a short time, and then iterate the requirements of the initial prototype system, and constantly revise and improve it until a feasible system that users are satisfied with is formed.

The whole system meets the requirements of simple operation, friendly interface, flexibility, practicality and safety.

This paper mainly introduces the development background, function and development process of this topic. The key points, design ideas, technical difficulties and solutions of the system design are emphatically introduced.

Keywords Visual Basic 6.0

Access2000 control form fields

Household registration file management system is a typical application of management information system, which mainly includes the establishment of background database and the development of front-end application program interface. The former requires data consistency, integrity and security. The latter should make the application powerful and easy to use.

By consulting a lot of materials, we chose Visual Basic from Microsoft because it provides object tools in Win32. VB provides a series of ActiveX controls to operate the database. It can give you a shortcut to build a system application prototype. Prototypes can be modified and developed until users are satisfied.

Keywords Visual Basic 6.0, Access2000, ActiveX, form, field

Directory:

(a) Analysis of the current situation of personnel management;

(B) Problems and countermeasures in personnel information work,

(3) Functions and requirements that the system should meet (input, query, modification, printing, etc.). );

(4) Design of program structure diagram and preparation of operation program.

(5) concluding remarks.

(VI) Main references

(A) Analysis of the current situation of personnel management

For a long time, all levels have paid more attention to the management and utilization of personnel information. However, with the acceleration of the reform and reorganization of state-owned and collective enterprises, personnel information management has been neglected in some enterprises, especially in private enterprises after the replacement of enterprise nature and employee identity. The present situation of personnel information management in private enterprises is a new situation in the process of enterprise reform and restructuring. In the proposal, CPPCC members hope that the personnel department needs to issue documents, strengthen inspection and supervision, and realize standardized management. Personnel information must go with the individual and be transferred in time, which is beneficial for employers to consult and use it conveniently.

For a long time, personnel information has been hidden in the warehouse and unknown. What's important, what's secondary, what's needed, is too busy to forget. I even think that the job of personnel information is to receive, send and receive, bind and paste. A register, a binding machine and an iron cabinet are enough, but it is far from it. With the reform of the cadre system, the employment methods of the media began to be diversified, that is, regular employees, hired personnel, temporary workers and other forms coexisted, and the personnel of hired personnel were not managed by the cadre department of the employer, which put forward a new topic for media personnel management.

Personnel information work will be included in the work plan of cadres, and special leaders and full-time personnel will be responsible for this work. It is necessary to formulate long-term plans and annual plans, and clarify the key points of work. Efforts should be made to improve storage conditions, and necessary equipment such as personnel iron cabinets and various full-scale tools should be included in special funds to create conditions in terms of people, money and materials as much as possible. At the same time, we can also consider contacting the talent exchange center to incorporate the personnel information of employees in this department into the management plan of the cadre department, so as to facilitate the unified management and good use of employees.

In the increasingly fierce media competition, how to make personnel information work better serve the discovery, selection, accelerated training and rational allocation of human resources? In my opinion, it is necessary to strengthen the management system, handle the two relations well, realize the two transformations and develop various utilization modes.

(B) personnel information problems and countermeasures

Personnel information is an important carrier of talent information and the main information source of talent. Accurate, complete and complete personnel information can comprehensively record a person's experience, political thought, moral style, professional ability, work performance, work performance and other information. It is an important tool to know people and select talents. Managing and making good use of personnel information plays an important role in the development of human resources. However, there are still many problems in the current personnel information work, which directly hinder its role, mainly in the following aspects.

1 Not paying enough attention to personnel information.

One is old-fashioned and one-sided. Due to historical reasons, in the past, personnel information was mainly collected from a person's political historical materials, family background, social relations and other materials. Now the focus of all work has shifted, and the work of organizing cadres' political examination has been relatively reduced. Some people think that personnel information is "useless" and "invalid". The other is a misunderstanding that it is not important to need personnel information because of the influence of many newly-built private enterprises and companies.

The above two thoughts of belittling personnel information work show that some people lack understanding of personnel information work and its role in human resources development. In practical work, some leaders do not attach importance to personnel information work, especially in today's deepening reform of cadre work. They only pay attention to other work of cadres, but ignore personnel information work. They only attach importance to the reform of cadre work and relax the basic work of personnel information. Some archivists have also relaxed their requirements and become mere formality managers, acting as "custodians".

2. Lack of efforts in personnel information collection.

First, the collection and filing system is not perfect and the implementation is not strict. A few departments just copied the Regulations on the Collection and Filing of Personnel Information Materials issued by the Central Organization Department, and did not form their own implementation rules. The content is not specific and comprehensive. Even if the system is established, it is not strictly implemented to varying degrees, and the collection and filing work is passive and untimely. This problem is more prominent in units without full-time personnel information officers. Second, the materials collected and archived are not comprehensive and accurate. Although the document "Regulations on the Collection and Archiving of Personnel Information Materials for Cadres" stipulates the scope of personnel information collection and archiving, the current personnel information materials still lack a comprehensive and accurate reflection of a person's whole picture. First of all, some materials in some units have not been collected or are incomplete, such as the assessment materials for cadres supporting agriculture and helping the poor, the assessment materials for border personnel, and the materials reflecting people's ability level. Most of these materials are scattered materials. Secondly, some archived materials are not true and accurate enough. Personnel information records a person.