No. 2 Personnel Department: How many people are suitable for this personnel management software? 5

As for the question of how many people the personnel software is suitable for, in fact, the vast majority of HR do not use it at present, and they do not take the initiative to understand the major obstacle of the personnel software.

In fact, the use of personnel software does not only depend on the number of employees in the enterprise, but also on the actual needs. At present, the vast majority of mainstream personnel software companies mainly serve small and medium-sized enterprises, and the number of employees is generally less than 250 people.

Of course, this does not mean that more than 250 people are not suitable for HR software. This type of business is also suitable for the use of personnel software. For example, the group version of the No. 2 HR Department is very suitable for the enterprises with the largest number of people.

Speaking of which, I believe you don't have much doubt about how many people the HR software applies to. To put it simply, the use of personnel software can not only look at the number of employees in the enterprise, because normally even if there are only about ten people in the enterprise, personnel software can be used.

Because the main role of HR software is to help HR improve work efficiency, as long as you feel useful and necessary, you can use the No. 2 HR Department to solve your work problems and improve your work efficiency.

I think it's better for companies with more than 100 people to use it. If the number of people is less than 50, there is no need to use this software.

The number of people is not important, the important thing is that you can change your seat to punch in.

Of course, you can, three steps, the first step is to plug in the device, the second step is to change the position, and the third step is to do whatever you want after the change, and the whole phone has changed.

It's easy.

Take a look at the demo. This punch-in software is frequently upgraded, and a lot of soft parts have been killed, most of the software can not be used, and it is also a colleague to introduce tao bao to find Lao Qu studio, ask if it is OK, it has been used for a few years, it is relatively stable, and the answer is now that the latest version is used, you can go back and ask to see** understand, this thing is occasionally used to use it, and it is okay to use it more and indulge in self-answering, and its performance is also not able to keep up!

Not recognized, the use of ZK3 personnel management software has nothing to do with the number of people. There is a budget. You can plan well in advance and form a good corporate culture. Very important.

1. Personnel management software - Huitong Technology

If the best personnel management software in the field of foreign manufacturing industry is SAP, the best in China should be Huitong Technology, the selection reasons are based on the following points: optimization for the needs of manufacturing enterprises, a large number of manufacturing implementation experience;

The operation authority of high-level, HR and front-line employees is clear, and all employees are mobilized and participated; Establish a human resource model through big data analysis to provide enterprise decision-making support; The company has a long history, and its products have undergone many upgrades and iterations, and have been tested by the market.

Personnel Management Software - No. 2 Personnel Department

Automatically generate electronic payslips every month, and upload them quickly with one click; WeChat, SMS to send salary slips, employee feedback, confirmation, save time, effort and worry, and finally no longer have to find colleagues to sign and check one by one!

The original personnel calendar makes it clear that you can see your daily work at a glance. Key matters such as employee onboarding, regularization, resignation, and contract expiration; Employees' birthdays, anniversaries and other important festivals are reminded by email and WeChat, and important matters are not left behind. Support the customization of the social security insurance plan, support one-click export of insurance details, and check the payment ratio at any time, so you don't have to panic.

3. Personnel management software-i personnel

iPersonnel is SaaS software, which provides services to customers in the form of leasing, and the cost of almost one year is only one-tenth of that of large-scale software, which can be customized according to the needs of the company, and enjoys continuous free iteration. If you have less than 50 people, you can use it for free, which is not bad.

4. Personnel management software - there are recruits

As you can tell from the name, this is a software dedicated to recruitment, with very detailed and in-depth functions, which opens up the entire recruitment workflow. From the recruitment practice work such as resume acquisition and screening, docking recruitment**, candidate interview arrangement, and offer issuance, to recruitment management work such as recruitment team division of labor and data report generation, it is covered.

5. Personnel management software - Youhui software

There are many branches (stores) in the chain retail industry, and the geographical distribution is relatively scattered, which leads to poor communication, difficulty in internal process integration, and inability to obtain reliable information. Business processes require a lot of paperwork, and data entry is repetitive and error-prone, with human error. Therefore, the chain industry has its own demand points, emphasizing the collaborative management between different stores, which has always been the strength of Youhui Software.

The personnel management software adopts the core human resource management system of Jingding EDP. Personnel management software can optimize the cost of human resource management, systematize operations, reduce management costs, and prevent and control risks with technology.

1. Lean attendance management.

1. Organizational planning and personnel management are optional; It can be seamlessly connected to other platforms to achieve data synchronization, and can also use Jingding Technology's professional module to realize post grade planning, organizational structure release and archiving, and personnel transfer in and out.

3. Intelligent scheduling: It can be scheduled arbitrarily or regularly according to the team, and each person's monthly and weekly scheduling plan can be generated in advance to maximize the use of compliant working hours.

4. Leave management: annual leave independent account management. Each person's annual leave is automatically generated and issued according to the length of service + seniority, annual leave** application approval, annual leave deduction, annual leave automatic extension, carryover, and clearance.

The four-period management of employees implements a ledger management system for the leave of pregnancy, childbirth, breastfeeding and childcare. And implement reminders when scheduling shifts. For marriage leave, a registration system is implemented for bereavement leave.

Each leave type is classified according to paid leave and unpaid leave.

5. Overtime management:

The system automatically identifies the type of overtime, and the overtime on weekdays and holidays can be deposited into the time account for settlement, and the overtime can be deducted or compensated.

6. Business trip management.

The type of outgoing and the subsidy for the time period can be counted automatically, and the business trip can be counted by region.

7. Attendance allowance.

Special shift allowance, special time allowance, meal allowance for going out, business trip public leave allowance, or welfare allowance can be counted separately.

8. Report attendance.

The monthly attendance report can be locked and reported after confirmation, which is convenient for salary calculation.

9. Attendance data and performance appraisal (extended module) salary calculation, individual income tax declaration is realized step by step.

2. Optimize the use of working hours.

1. Working hours plan: It can generate employees' monthly shift schedules and monitor the compliance of shifts in real time.

2. Working hours system: support lean management of various types of working hours system, and enable working hours early warning and working hours control, effectively avoiding legal risks.

3. Working hours account: The excess working hours of employees can be adjusted, settled and deducted.

4. Working hours statistics: Classify and count working hours to obtain compliant employment and maximize working hours optimization solutions.

5. Man-hour analysis: Man-hour analysis can be realized in combination with the project and production process!

The essence of attendance management is to realize the flexible deployment of personnel, comply with the employment requirements, and maximize the use of working hours according to the business scenarios of the enterprise. Choose Jingding EDP to obtain the latest technology platform, function as a service, technology cost reduction, management cost reduction, maintenance cost reduction, upgrade cost reduction.

Person is the number 2 person of the software, which is not suitable for five people to use in the company.

I think it's better for companies with more than 100 people to use it. If the number of people is less than 50, there is no need to use this software.

8Manage HCM personnel management software provides a complete platform to help enterprise management teams learn and information capital, structure coordination, standardize process and execution, as well as KPI and commitment management, greatly improve the core competitiveness of enterprises, and also create a good competitive advantage for the long-term development of enterprises. Key features include:

Talent Acquisition: Help plan recruitment for departments and manage the entire approval process according to departmental requirements.

Employee information records: Provide a complete system and information database to support defining, recording and quickly querying employee information.

Compensation & Payroll: Automated controls are in place to allow HCM personnel to manage different types of compensation, including customizing compensation types, automatically calculating compensation changes, and correlated payroll calculations.

Attendance and resource usage: Provide a unique timesheet mechanism to record and track the attendance status of employees, and the system can also be connected to the attendance machine used by the user for daily attendance recording.

Shifts & Dormitories: Allows users to preset shift rules (e.g. shift frequency, first-in, first-out principle, cycle mode, etc.), and can also preset which employees will or will not participate in the schedule for some special situations. Hostel Management tracks the usage of all available dormitory facilities, allowing users to automatically match or book these available facilities based on demand.

Training management: Ability to record employee skill information, identify employee skill gaps, and develop employee training and development plans.

Performance management: Managers can set performance goals for employees, give feedback on work and make final performance evaluations.

Leave management: You can set up a leave process to facilitate communication between HR supervisors, employees, and department managers. In addition to the control and tracking of the application-approval process, the system also provides information on remaining leave, a personal calendar view, a personal work** mechanism, and a reminder mechanism to assist employees in managing their work during the leave period.

Benefits Planning: Structuring the management of employee benefits programs to help handle the increasing complexity of benefits programs.

Employee self-service: Provide employees with a customized personal workbench overview page and a "I need to pay attention" page to help employees follow up on work items that need to be acted upon.

Whether or not it can be solved depends on what your problem is?

In fact, the main function of the No. 2 Personnel Department is to help HR handle some transactional work, so that these tasks are more standardized, convenient and systematic. Avoid the time-consuming, inefficient and error-prone nature of manual entry. Here are some of the features I use for reference:

1. Personnel file management (the most used function I use): It can help you automatically statistically analyze some commonly used personnel reports, daily work reminders (birthdays, regularizations, contract expiration reminders), entry and exit management, and ** template provision.

2. Organizational structure management, grade management: this is of little use to us, rarely used.

3. Recruitment management: It can help you manage the interview schedule, establish a talent pool and statistically analyze recruitment data, but you need to enter a lot of information. I haven't studied the WeChat recruitment inside.

4. Attendance and leave: It is the management of attendance and leave, and we currently use DingTalk to manage this piece, so we can't use it.

5. Salary: The main functions are salary calculation, electronic salary slip and salary analysis, and the basic data is also to be entered by yourself, if the company's salary calculation is more flexible and complex, it is not very convenient to use.

6. Approval: There are personnel approvals, attendance approvals and administrative approvals, and I am currently using DingTalk.

In general, if the company is not large, the personnel management requirements are relatively simple, you can help you deal with some personnel affairs, if the company is relatively large, the management requirements are more complex, it is not recommended, because first of all, most of the functions are used, and it is a more difficult thing to promote.

The above is a personal opinion, if there are any deficiencies, please correct, thank you