Do you want to recommend a reliable human resources management system?

Beijing Qinke has been focusing on the field of EHR from 04 to the present, using localized deployment, Qinke human resource management system group control, hierarchical management, private deployment data security and control, flexible configuration, and easy maintenance. Qinke is a professional human resource management system and solution provider in China, and a leader in human resource management informatization mobile Internet business. At present, through continuous innovation and service, Qinke has provided human resource management information solutions for more than 9,200 domestic and foreign institutions, institutions and enterprises, serving nearly 30 million people, and has won huge sustainable human resource management information advantages for these units.

Through the construction of the human resource management system, the informatization of human resource management in organizational management, personnel relations, salary payment, recruitment management, performance management, training and development management is realized. Through the project, a human resource management information system with full participation is realized, a decision-making platform is built for leaders, and employees are provided with such a tool to participate in the management of their own related affairs.

The human resources system includes but is not limited to the following modules: organization management, human resource planning, recruitment management, personnel information management, employee affairs management, labor contract management, certificate and filing management, time management, salary and social security, performance appraisal, training management, learning platform, cadre management, self-service platform for all employees, mobile applications, etc.

The characteristics of the human resource management system are as follows:

1) Realize single sign-on, interface docking, data synchronization and system self-push of business process agency affairs with other systems of the group;

2) All business processes are informatization (all business processes of HR, including entry, resignation, job promotion, contract change, salary payment, etc., are realized through the system);

3) Customization of business platform management mode: while realizing group management and control, it also realizes that each region has its own management differences, and the system can flexibly define the management mode;

4) All query selections can be double-selected, all queries can be penetrated, and query schemes can be saved;

5) The system platform can provide users with the ability of secondary development, including but not limited to, the addition of modules, the addition of tables and fields, the development of reports and role-based authorization;

6) The system platform has a manager interface, which displays human resources-related parameter indicators in the form of clear and concise icons, and the indicators can be defined by themselves;

7) The historical data queried is the real-time data at that time, including but not limited to personnel information, salary payment information and other historical information;

8) In the project implementation and trial operation, the system is revised to meet the functional requirements of our company for various modules;

9) According to the company's attendance management system, salary grade system, salary calculation standard, performance appraisal system and other management systems to define various formulas and calculations;

10) The salary calculation formula can be flexibly customized;

11) Ensure the accuracy of various basic data, reports and other data of the system;

12) Provide flexible and changeable report statistical analysis, which can be flexibly customized to assist decision-making and support corporate strategy;

13) It has the function of mobile phone approval and mobile phone self-service, and provides an automatic upgrade mechanism for mobile phones.

The premise of a reliable human resource management system is still suitable for your enterprise itself, otherwise the selected system will not be easy to use. The human resources department is one of the most important organizational structures of an enterprise, and the daily operation and management covers a variety of complex businesses, such as employee files, positions, attendance, performance, recruitment, etc., plus the data report analysis of each business link, which often consumes a large amount of manpower and energy. With the development of information technology, if enterprises want to grasp human resource information efficiently and accurately, a human resource management system that meets business needs is indispensable.

1. SAP and Oracle are 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, 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, but the services and technologies provided by such enterprises are more guaranteed.

2. Domestic enterprise integrated management software manufacturers are represented by UFIDA and KingdeeThe difference between the software functions and services provided by the two is small, the company was 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 BeisenYilu, Beisen, etc. are mainly SaaS services, Honghaiyun's current customers are still mostly localized, and the data shows that there are also support SaaS versions, they are basically oriented to small and medium-sized enterprises and large enterprises as service objects, Yilu and Beisen are 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.

Easy to use and reliable human resource management system, generally manifested as functional application, after-sales improvement, at present, there are more professional and reliable human resource management systems on the market, including Wangu Technology, Dongbao Software, which focus on the research and development and deployment of human resource management system for more than 20 years.

There are many human resource management system service providers in China, and the service quality and system cost performance of each company are also different. Therefore, for enterprises, it is important to choose a human resource management system.

Service providers need to consider their own situation. Enterprises must consider their own size, industry characteristics, business needs, and existing technology and hardware foundation in order to find the most suitable match among service providers. At the same time, a good and suitable human resource management system service provider should have excellent system functions, perfect post-technical support, strong data security guarantee, and appropriate strategy.

The following are several factors that enterprises need to pay attention to when choosing a human resource management system:

1.System Functions:The human resource management system needs to include basic functions, such as recruitment, employee information shouting management, assessment, salary, training, etc., and also needs to have powerful data statistics, analysis and display functions to help enterprises achieve human resource management and data decision-making.

2.Ease of Use:A good human resource management system needs to have a good user interface and user experience, which is convenient for users to quickly get started, reduce training costs, and improve work efficiency.

3.System Deployment Method:Different enterprises have different system deployment needs and actual conditions, some service providers provide cloud-based SaaS deployment, and some service providers provide local file deployment.

Enterprises need to choose according to their own situation, actual needs, and the deployment methods provided by the service provider.

4.Customer word-of-mouth:

Service Support:A good human resources management system service provider needs to provide perfect after-sales service, including technical support, training, performance optimization, etc., to provide users with real-time and high-quality support. At the same time, the service provider needs to have a good reputation and reputation to protect the rights and interests of users.

It just so happened that our company recently launched a new human resource management system, and we have made some summaries and reports that can be shared with you. You only mentioned that you want to understand which domestic human resource management systems are easier to use, but there is no specific enterprise background, and it is difficult to recommend a real reliable human resource management system for your company, but I think some common indicators can still be referred to:

Examine the scalability of the human resource management system and whether it can be scaled with the scale and business growth of the enterprise. Many enterprises are developing and expanding rapidly, and the system needs to cover 5,000 people this year, and it may become 8,000 people in 2 yearsMany of the customers we selected for Honghai Cloud Service are industry leading enterprises, with a large employee base, rapid development, many changes in demand, and complex management。Businesses need systems that can flexibly keep up with the dynamics of their human resources and manage the increasing size and complexity of the future.

In the digital era, the operation and management of human resources data is indispensable. The reason why many enterprises replace the system is that the company has many human systems, but the data quality is difficult to guarantee, and the data scattered in each module cannot be connected and managed in a unified manner. In recent years, Honghaiyun has been committed to introducing the big data engine into the human resource management system and launching the HR data middle platform, which is enough to help enterprises eliminate as many independent systems as possible, realize data integration and real-time data collection, and have the ability of visual display and intelligent analysis of data.

Many enterprises will precipitate a set of their own management processes, including some personalized processes according to market changes and enterprise characteristics, while the general human resource management system adopts standardized processes, which will contradict the changing needs and management methods of enterprises. Whether the system can meet the individual needs of enterprises and whether it supports flexible configuration is a must-have option for large and medium-sized enterprises. Honghaiyun is a leader in high-end customization of human resource management systems focusing on large and medium-sized enterprises, and has been committed to creating a more agile and flexible system for enterprises, so the PaaS platform is supported to comprehensively cover typical business scenarios in the field of human resources, providing developers with zero configuration and low development capabilities, mature and rich functional components, covering HR high-frequency business work scenarios, and can be used out of the box.

A good product must have both market and reputation, especially whether there are customer cases in the same industry and user feedback. Although the specific situation of each enterprise is different, it can be heard and judged comprehensively.