What are the personnel systems and what are the personnel work

Hello, I am now HR for a large foreign company. In the past ten years, I have also used a lot of HR management software, SaaS software, etc. I can share some personal experiences with you.

Large-scale software such as Oracle, UF, etc.: maintenance costs are high. The cost of communication is high because the software outsources operations.

The software update is relatively slow, and the system has high requirements for computer hardware. Medium-sized professional software Kingdee: It has a single function and needs to switch multiple software to do work, which is inconvenient to manage.

One year ago, we used a new SaaS software to solve some of the problems of large software and professional software.

Just saw your problem and wasn't sure what features you needed to use or your budget. I can't give you a definite answer. I will browse from time to time and I will reply to you when I see a question. Hope it helps.

iPersonnel, is a very large personnel management system, such as large, medium and small enterprises, if you need personnel management, I recommend using this function more, and it is not expensive, but also to save time and financial resources.

I have used Beisen's before, but this professional talent assessment is not enough in terms of employee participation, and the personnel function is more comprehensive and better. It's a pleasure to be able to answer your questions and I wish you all the best in your work.

There are many personnel systems, especially in recent years, a large number of venture capital companies have entered this industry, and most of them are SaaS-based personnel systems! The deployment and implementation are simple, flexible and cheap, monthly and annual payment according to the number of people, which greatly takes care of the budget problems of small and medium-sized enterprises.

However, there are advantages and disadvantages, the company's data are in third-party servers, it is difficult to ensure the security of data, and the development is weak, and the complex personnel situation is difficult to match!

At present, the brand reputation in the domestic market is relatively good, such as Huitong Technology, i Personnel, Beisen, Renli Mingcai, Panzhe, UFIDA Software, Salary, Hongjing Software, Platinum, Gaiya, Jiayang, etc.!

At present, most of the personnel management software in China is SaaS version.

The cost also ranges from tens of thousands to hundreds of thousands, mainly depending on the need for those functions, the existing personnel work, Hui human resources mainly have employee file information management, position management, complex salary accounting and so on.

The product is safe and stable, and has strong practicability.

There is also mobile phone + PC management at the same time, and mobile phone punch and attendance, work report, etc.

Department of Personnel. There are a lot of systems, among which I personnel is quite good, I have been using, and the operation is simple. Unilateral. It's very practical.

There are many personnel systems in China, and dozens of well-known ones have emerged in recent years, most of which are SaaS-based cloud deployments, and some traditional on-premise deployments! Such as Huitong Technology, i Personnel, Beisen, Platinum Software, Renli Famous Talent, Pan Zhe, UFIDA Software, Salary, Hongjing Software, etc.!

Anyway, when choosing, it depends on the nature, scale, budget, actual needs, deployment method, and so on!

The personnel management system is currently divided into two categories, one is the professional-level personnel management system, which is deployed locally, has strong functions and can be customized, and is suitable for large and medium-sized enterprises.

The other is the SaaS extremely personnel management system, SaaS deployment, the use of leasing form, the function is streamlined, does not provide customization, **low, suitable for small and micro enterprises, such personnel system representative manufacturers are: Peoleosoft, Workday, I Personnel, No. 2 Personnel Department, Hui Personnel, etc.

What you think is good is really good.

What does HR do?

1. Formulate and implement the company's human resource planning.

2. Formulate, administer and supervise the company's personnel management system.

3. Recruitment: formulate recruitment plans, plan recruitment procedures, organize recruitment, arrange interviews, re-examinations, and comprehensive quality tests.

4. Performance appraisal: formulate appraisal policies, count appraisal results, manage appraisal documents, do a good job in communication after appraisal, and dismiss unqualified employees.

5. Incentives and remuneration: formulate salary policies and promotion policies; Organize salary increase review and promotion review.

6. Company welfare: formulate company welfare policies and handle social security benefits.

7. Personnel relations: handle the transfer of various personnel relations of employees.

8. Education and training: organize pre-job training for employees and assist in training and further study procedures.

9. Actively communicate with employees to understand their work and life.

Employment direction of human resource management major:

1. Human resources specialist: also called personnel specialist. It is an entry-level profession for human resources to help understand the operation process of human resource management, and it is responsible for managing labor contracts, handling employment and retirement procedures, as well as employees' salary and attendance settlement, helping to coordinate employee relations, and organizing various activities.

2. Administrative specialist: assist the administrative manager to complete the company's administrative and internal daily affairs, assist in reviewing and revising administrative rules and regulations, and organize and manage daily administrative work.

3. Salary and welfare specialist: responsible for making the company's monthly salary report, salary data analysis and unified code metering, etc., and paying wages on time; In addition, it is also necessary to handle various social insurances such as employee pension and medical care, and manage the daily affairs of the welfare system.

4. Training specialist: responsible for managing staff training files, assisting in the formulation of training and development plans, contacting various training institutions, organizing various trainings and preparing evaluation reports. <>

Personally, I think that there are actually quite a lot of systems that are quite intelligent, and the selection of personnel management system must first clarify a few points (1. Function selection; 2. Whether the operation is simple; 3. After-sales service and data security; 4. Data association and customized development; Sakura 5, the system's **.

And so on).At present, several system manufacturers that are generally OK include SAP, Red Sea Cloud, DingTalk, UFIDA, and Kingdee.

Personnel management system is not a simple buy to use management software, the deployment process also includes system planning, system implementation, training, system maintenance and upgrading, system application management and many other links of the complex process, any of which may lead to the failure of the personnel management system in the enterprise implementation or application, so we must consider carefully.

Human resources is the core management factor in the process of enterprise development, and with the development of information technology and the intensification of competition between enterprises, the establishment of information technology personnel system is the development trend of enterprises, automation, intelligence, specialization to solve enterprise management problems.

1. Basic functional modules: personnel, attendance, salary, logistics affairs, etc.

In human resource management, there will be a large number of basic affairs, such as employee transfer, attendance statistics, salary accounting, employee consumption, logistics management, etc., which will consume a lot of time and energy of the personnel department! Therefore, the personnel system should include basic functional modules such as personnel, attendance, salary, and logistics affairs, which can realize one-click salary, automatic statistics of attendance data, employee information file management, etc., to help HR deal with a large number of repetitive statistical affairs.

2. Advanced functional modules: recruitment, training, performance, workflow, employee self-service, mobile application, etc.

Transaction management is only the basic part of human resource management, and enterprises need more advanced module functions in order to highlight the value of human resources! The HR system also needs to include functional modules such as recruitment, training, performance, workflow, employee self-service, and mobile applications. The recruitment function can improve the recruitment efficiency of enterprises and help enterprises establish a talent pool; The performance system can help enterprises establish a library of performance indicators and motivate and retain outstanding talents through different assessment schemes; The training system can plan the growth route of employees and help enterprises cultivate more outstanding talents; Workflows can streamline the transaction process and improve the efficiency of business operations; Employee self-service and mobile applications are designed to make it easier for employees to use the system and increase the engagement rate!

As more and more enterprises choose human resource management systems, the industry has also been unprecedentedly developed, system manufacturers are competing to develop new functions, explore new business, but the human resources department can use only a few functions in their daily work. Today, based on customer feedback, pick out 10 commonly used features of the human resource management system and see if there are any that you use regularly.

1. Automatically print work cards and resignation certificates in batches.

For example, if an enterprise hires 20 employees at one time, you only need to select the names of these 20 people, click "Print Work Card", and the printer will automatically print out the work card, without you "Click on the template of the work card, enter the employee's name and information, and then click Print, and then repeat this action 20 times". This feature is especially suitable for traditional manufacturing industries that often enter in batches or large groups that conduct spring and autumn recruitment.

2. National salary statistics radar.

You can see the average salary of the same position in all cities, even if you are facing a position that you are not familiar with, you can also have a good idea. In particular, groups with branches across the country need to keep track of this data from time to time.

Of course, the personnel system should have all the functions of the human resource management department engaged in the work, referred to as the six modules of human resource management.

1. General personnel management system.

A general-purpose HR system can be used for any type of business just like financial software. Human resource management is based on people to manage the object, in theory, no matter what type of enterprise human resource management content should have a unified standard to follow. The general-purpose HR system was born under this theory.

The general-purpose HR system has the general requirements of enterprise human resource management, such as recruitment management, salary management, performance management, attendance, etc. The general-purpose HR system is suitable for enterprises that do not have high requirements for enterprise human resource management. If you need to integrate your own enterprise characteristics in a general-purpose type, you need to customize it.

The cost will be much higher.

2. Professional personnel management system.

Due to the business differences between different industries, there will be differences in human resource management processes and management methods. Some personnel management software companies have developed industry HR soft socks according to the industry characteristics of a certain industry. These industry software are only suitable for certain industries and are relatively targeted.

The cost of customization will be reduced.

Professional personnel management software also includes a single-function system for a single functional module of human resource management. For example, recruitment management software, salary management software, and attendance management software. Generally, in the early stage of the enterprise or when the enterprise is eager to launch a certain functional module of personnel management and wants to save costs, it is used more.

If the company's capital budget is sufficient, it is recommended to choose a complete set of personnel management software, otherwise the interface between the single systems will also be a large expense.

3. Fully customized personnel management system.

The complete guest stool system is that the enterprise will blindly stimulate the needs of the system business, and the company will develop a personnel management software that is completely in accordance with the needs of the enterprise. This is very costly and time-consuming. Generally, it is large and medium-sized enterprises or government institutions with strong funds that will have this demand.

At the same time, the personnel management system we developed has been selected and recognized by thousands of domestic enterprises, helping enterprises to realize information control and data analysis in terms of attendance management, intelligent scheduling, salary performance, electronic signing, dining consumption, etc., improving the efficiency of enterprises and reducing human resource costs.

What are the personnel management systems? The following are the current mainstream personnel management systems.

1. SAP and Oracle are large international manufacturersThe accumulation in the field of HR software has a longer history than that of domestic manufacturers, and the software cost, implementation cost, service cost and other aspects are relatively high or high, and the general foreign-funded enterprises and global business enterprises use more, and the management cultural differences will also bring about the difficulty of running in the localization process.

2. Domestic enterprise integrated management software manufacturers are represented by UFIDA and KingdeeThe difference between the software functions and services provided by the two companies is small, the company has been professional in financial software to start, but also to do a full set of ERP software, to do independent HR software to start is not too early, on the whole or in the ERP overall product framework to do, for the application of the same factory other enterprise management system is a better choice for enterprises.

3. The mainstream professional human resources software manufacturers in China are represented by Yilu, Honghaiyun and BeisenAt present, Honghaiyun's customers are still mostly localized, and the data shows that there are also support SaaS versions, and they are basically oriented to small and medium-sized enterprises and large enterprises as service objects, Yilu Zaokai and Beisen are all starting to start from a single module and then provide one-stop human resources services, so Yilu's salary and Beisen's talent product line are relatively rich, and Honghaiyun has made a full-module comprehensive solution at the beginning, so it is especially in the core HR has a stronger ability to deal with complex work problems than SaaS vendors.