I would like to know the details of the HR software module

Low-grade personnel software, only personnel and attendance modules.

Mid-range personnel software, only personnel, attendance, salary, access control, catering and other modules.

High-end human resource management software is implemented according to the six modules of human resources. Including: personnel, attendance, salary, visitors, water control, catering, access control, logistics (vehicles, books, medical care, supplies, accommodation, utilities, lockers), piecework, factory inspection, recruitment.

Training, assessment, examination, assessment, self-service query platform and other modules.

Human Resource Planning, Recruitment & Distribution, Training & Development, Performance Management, Compensation & Benefits Management, Labor Relations Management. The basic contents of human resource planning are as follows:1

Establishment of organizational structures; 2.Adjustment and analysis of enterprise organization; 3.Analysis of the supply and demand of enterprise talents; 4.

Formulate enterprise human resources system; 5.Preparation and implementation of budgets for human resources management costs.

The main modules of human resource management system can be divided into: human resource planning, recruitment and allocation, training and development, performance management, salary management, and employee relationship management.

The major modules are inseparable, and the focus of work should be constantly adjusted according to different situations, so as to ensure that human resource management maintains a healthy operation and supports the ultimate realization of the strategic goals of the enterprise.

Micromanagement of human resources:

Micro-management of human resources is to deal with the relationship between people and things through the management of people and things in enterprises and institutions, cooperate with people and things, give full play to people's potential, and plan, organize, command and control various activities of people to achieve the goals of the organization.

Human resources experts pointed out that the quantity of human resources in China is huge, but the quality is not optimistic. Schooling, just intellectually prepared. In order for these people to adapt to the requirements of society, they also need the secondary development and training of human resources by society and organizations.

And this includes not only skills training, but also interpersonal and behavioral norms, social ethics and many other aspects of education. For enterprises, vocational education is an important part of it.

Small and medium-sized enterprises should solve the problem of human resource management, and avoid "headache and foot pain". Enterprises must start from the enterprise strategy, break the people-centered "right thinking", establish a thing-centered "process thinking", and realize the breakthrough thinking from functional management to process management. So as to achieve the strategic goals of the enterprise.

Combined with years of industry experience, the main modules of Huayi human resource management system are:

Organization and personnel: the organization and personnel function is mainly to assist HR in personnel information management and processing of employee transfers, the personnel management module of the system can realize the record management of the whole life cycle of employees, the basic information of employees, the status of employee types, employee labor contracts, as well as employee entry, regularization, transfer, position promotion, resignation and other business to implement into the information platform, through information technology to reduce HR daily affairs work, improve the overall personnel operation efficiency of the enterprise.

Attendance management: Employee attendance is the most basic management means of enterprises, but at the same time, it is also an important management problem faced by many enterprises, attendance management involves punching, statistics, scheduling, overtime, vacation and other aspects of control, is the basic module of the human resource management system. The system can provide a variety of punch-in methods, real-time upload of attendance information, automatic statistics of attendance data, automatic identification of shifts according to the working time range, and can control employees' overtime and vacation, which can better optimize the production efficiency of the enterprise.

Payroll management: Many companies have a large monthly payroll calculation workload, and payroll is a sensitive issue that employees are extremely concerned about, so the human resource management system needs to help enterprises solve the payroll management problem. Tongxin human resources system supports a variety of salary structures such as broadband salary and standard salary, which can set up a reasonable salary system for each position, and can automatically associate attendance, salary, performance, social security, rewards and punishments and other data, accurately process salary calculation with one click, and automatically generate electronic salary slip push, which greatly reduces the workload of salary calculation.

Recruitment management: talent is an important competitiveness of modern enterprises, many enterprises HR are facing the problem of difficult recruitment, so the recruitment management of enterprises is also a module that the human resource management system needs to focus on, the system can be used by the enterprise to use the recruitment channels unified management, release the first one-click operation, the interview process can be managed and recorded, the unified analysis and classification of resumes to help enterprises establish their own talent pool, to help enterprises to achieve the precipitation and revitalization of human resources.

Training management: If an enterprise wants to develop in the long run, it must pay attention to the cultivation of talents, and the establishment of a sound training system is also the key aspect of enterprise human resource management, so many enterprises are currently very concerned about the training function. The training function of the system supports multi-terminal platform and fragmented mobile learning, which can formulate independent training plans on demand, plan employee growth routes, control the progress and cost of training plans in real time, and measure the effect of employee training with a variety of visual statistical reports and diagnostic methods.

Performance management: many enterprises began to pay attention to the value and benefits of talents, and it is very urgent to establish a performance appraisal system, the system can help enterprises establish a performance indicator library, provide fixed and flexible evaluation items, motivate employees to grow through different assessment programs, and track key events and data in real time during the assessment process, review and revise the assessment results, and ensure that the process performance and assessment results are balanced, which can help enterprises easily deal with various assessment management problems and achieve a win-win situation for enterprises and talents.

The main modules of the human resource management system basically include six modules of human resource management, and Honghai EHR is committed to empowering the whole business scenario of HR with science and technology, integrating the scattered business modules of the enterprise HR department, realizing personnel recruitment, organization management, process design, leave management, salary performance, talent development, data exchange and intelligent linkage of all business modules, and realizing business integration and closed-loop operation from the organization to the full module function of employees.

It mainly includes six basic modules: recruitment management, salary management, welfare management, attendance management, performance management, and training management. CIIC focuses on building a human resource management system integrating platform technology and professional services, and has launched a human resource management system integrating platform technology and professional services through technological innovation, product innovation and business model innovation

Professional human resource management solutions for core businesses.

The content of the six modules of human resources:

1.Recruitment, that is, the recruitment of employees by enterprises, mainly includes internal and external recruitment methods, of which internal recruitment refers to the transfer or promotion of internal personnel in combination with the job needs of the enterprise, and external recruitment refers to social and school recruitment.

2.Training, employees usually have induction training after they officially take up their posts, mainly training daily norms, corporate culture, strategy and basic information, etc., and at the same time, they should also be trained on job responsibilities.

3.Remuneration generally refers to the remuneration contained in the position itself, mainly including intangible salary and tangible salary, and the remuneration obtained for the individual employee. Among them, tangible salary includes benefits, subsidies, performance and basic salary, etc., and intangible salary refers to the edification of corporate culture and training expertise.

4.Performance, a comprehensive measurement of the productivity of employees, if the production capacity is relatively high, will get more performance bonuses, in the final analysis, belongs to the incentive system formulated by the enterprise, and the performance bonus program should be reasonable and scientific, otherwise not only can not achieve the expected effect, but also may have a counter-effect.

5.Planning, the guiding ideology of the annual strategic planning of the enterprise, is responsible for the personnel development norms of the enterprise, mainly including the organizational structure of the enterprise and the recruitment plan and other related content, but also the basis of the personnel resource module.

1. There are six modules of human resources, namely: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management, and labor relations management.

2. Human resources (HR) is the most critical resource among the social resources, and it is a resource that has a significant impact on the enterprise, and has always been valued by many experts and scholars at home and abroad, as well as people who have made great contributions and famous enterprises. Many companies attach great importance to the management of human resources. Human resource management refers to the scientific and reasonable management of human resources of an organization or enterprise in order to improve work efficiency and optimize human resources in a specific organization or enterprise.

3. The work of the major modules of HR (human resource) has its own focus, but the major modules are closely linked, just like the biological chain, the lack of any link will affect the imbalance of the whole system, therefore, the HR work is an organic whole, and the work of each link must be in place, and at the same time, the focus of the work should be constantly adjusted according to different situations, so as to ensure that human resource management maintains a benign operation and supports the ultimate realization of the strategic goals of the enterprise.

Speaking of human resources, everyone should know that the so-called human resources are actually personnel, which refers to human resource management. What many people don't know is that human resources are actually divided into six modules, namely human resource planning, recruitment, training, performance, compensation and labor relations. Below, I will introduce these six modules to you.

The first module is human resource planning. In fact, among the six modules, the core module is human resource planning, the so-called human resource planning, refers to the overall development plan of the enterprise, determine the overall goal of human resource management, and formulate corresponding supporting policies.

The second module is Recruitment & Placement. In the management of enterprises, recruitment is also a very important part of the development of enterprises, which involves the reserve of talents and the introduction of elites, to a certain extent, the good degree of recruitment and allocation, to a certain extent determines the final height of the enterprise, of course, it must be mentioned here that when recruiting, we must not recruit for the sake of recruitment, but should firmly grasp the purpose of recruitment, that is, to select the right talent for the enterprise.

The third module is Training & Development. In enterprise management, training and development is also an indispensable link, and there are two main types of training, namely employee pre-job training and professional product training. The so-called development actually refers to the full development of the potential of talents, the maximum use of these talents, so that they can give full play to their abilities.

The fourth module is performance management. In fact, performance management is also a relatively simple module, the so-called performance management, is to develop the corresponding performance appraisal form, generally speaking, the assessment must be down-to-earth, not only for employees to draw a pie, must let employees see the benefits, so that can mobilize the enthusiasm of employees.

The fifth module is compensation and benefits management. In real life, as long as it is a large enterprise, the salary system of employees is relatively perfect.

The sixth module is Employee Relationship Management. For employee relationship management, every enterprise is different, mainly involving the preparation of rosters, the preparation of employee relations, etc.

Specific content includes human resource planning, personnel recruitment, welfare management, employee development and training, appraisal and compensation, and labor relations management.

Specifically, it is divided into 6 major sections, mainly including the planning of human resources, and then also includes the recruitment and allocation of personnel, as well as the training and development and subsequent implementation, as well as the assessment and implementation of salary.

Human resources is the core department of a company, and human resources are in charge of the selection and training of talents. The main job is to recruit and select talents suitable for the development of the company.