Problems existing in purchasing human resource management system

RuvarHRM human resource management system brings together advanced human resource management concepts, human resource management practices and valuable experience of human resource information system construction of many successful enterprises, and realizes highly integrated management of enterprise human resource information by using advanced information technology, which is a human resource management solution suitable for enterprises in China and provides an advanced, scientific and pragmatic human resource management model for the growth and development of modern enterprises.

RuvarHRM adopts B/S structure based on IE browser, with position planning, personnel management, attendance management, salary management, recruitment management, training management, contract management, social security benefits, performance appraisal and report center as core functional modules. It is a group eHR system, which can carry out multi-level management with the participation of enterprise leaders, human resource managers and employees.

1. Late planning

Establish standardized post management, management organization, post change, department merger, etc. , which realizes the convenient and quick statistics and query of post information.

Institution management: establish institution management, which can set root institutions and sub-institutions for each institution, and each institution can set the number of people; Each department can set the number of people, and you can see the number of on-the-job and overstaffed people in each department.

Position management: establish position management, such as position setting (adding or deleting some position names for each department) and position allocation (setting the planned number of people for each position).

Position query: it provides convenient and quick query, and can query detailed position information according to different conditions, set the amount of information displayed on each page, and export the queried data in Excel file format.

Department Consolidation: Organizations and departments can be merged, and the employee information of the merged department can become a new department.

Basic Settings: You can add some necessary job categories or delete some unnecessary job categories.

2. Personnel management

Establish personnel information files, manage basic information and change information of all kinds of personnel, realize convenient and quick statistics and query of personnel information, and complete various personnel management accounts.

On-the-job personnel management: complete personnel file information, and additional information fields can be customized as required; The date and age of birth are automatically calculated according to the ID number; Query filtering under complex conditions is supported, and the query results can be generated into Excel reports and saved in the report center for leaders to query or directly exported as Excel files.

The personnel file automatically links the historical records of employees from entry to resignation, including salary changes, department changes, position changes, rewards and punishments, training records, contract records, performance appraisal records, etc. , you can also customize the subset of information as needed.

Resigned personnel management: manage the files of resigned personnel, and query and generate reports; Re-employed employees can be directly "reinstated" to avoid repeated file entry.

Employee turnover management: manage employee turnover in the company, including probation period, job change, salary change, reward and punishment registration, turnover, etc. , and generate related reports.

Subset management: manages the subset information defined by classification, and can import data in batches, query by different keywords, and export query results.

Statistical report: the system can automatically generate various statistical analysis reports by setting conditions, such as personnel structure, personnel flow, age analysis, education ratio, male-female ratio, service years statistics, etc.

Basic settings: manage field customization and subset customization; Reorder the list of personnel files; Set employee confirmation reminder during probation period; Define the print format of employee resume; Define how to calculate the length; Define other parameters, such as marital status, native place, nationality, etc.

3. Attendance management

Set attendance shifts, establish employee attendance schedule, enter (or import) attendance data, automatically calculate employee attendance results according to the attendance schedule, generate attendance statistics reports, and provide relevant data for salary calculation.

Scheduling management: multiple versions can be set, and each shift can have up to three shifts (two normal shifts and one overtime shift), and each shift can have different methods for calculating lateness. Support departmental scheduling and individual shift adjustment.

Attendance management: importing attendance data, supporting manual input, Excel file import and TXT file import. Generate attendance details, and miss punch-in data.

Leave management: register and review employee leave, and query leave records according to various conditions.

Overtime management: register and review employees' overtime applications, and you can query overtime status at any time.

Business trip management: register and review employees' business trips.

Attendance statistics: based on attendance details and other data, attendance, vacation and overtime are classified and counted, and the statistical results can be used as a reference for salary calculation.

Statistical Report: By setting conditions, you can dynamically generate the required punch-in record report, leave record report, overtime record report and business trip report.

Basic Settings: Set attendance rules, holidays, employee card number binding, and the format of importing attendance data.

4. Salary management

Complete the salary account setting and maintenance, salary calculation and salary payment of all kinds of personnel, and generate bank quotations and related salary statistical accounts.

Basic settings: define salary items (names) and set grade salary and post grade salary.

SOB Management: create salary SOB, and the salary items of SOB can be selected from the basic settings at will. The value of each salary item can be calculated by preset salary items and system-related data (such as attendance, vacation data, social security data, performance appraisal data, position grade in file information, etc.). ); The tax threshold of each account set is allowed to be different; The applicable personnel of each A/C set may be different, but each person cannot belong to more than one A/C set.

Salary management: you can set some basically unchanged salary items in advance; Generate salary for each set of books in natural months; Support multiple monthly expenses (that is, pay some salary items in the account set each time), and you can flexibly set personal income tax deduction or cumulative tax deduction for multiple monthly expenses; Data items in the payroll can be modified in batches or imported from EXCEL.

Month-end processing: summarize monthly salary report according to account set, print monthly salary slip, and generate and export bank quotation data.

Statistical analysis: generate monthly and annual salary statistical reports of employees and departments, and graphically analyze the salary structure according to various parameters.

5. Recruitment management

The management of enterprise recruitment activities includes: the application of department recruitment demand, the formulation of recruitment plan of personnel department, the release of recruitment positions, the management of external recruitment activities and the management of internal recruitment activities.

Resume management: manage candidates' resumes, including interview results; Resumes of hired candidates can be directly converted into personnel files.

Interview management: The human resources department, the employer and the general manager respectively evaluate the interviewed employees, including basic quality, professional quality, basic skills and development quality. Interview results include priority employment, reserve employment, deposit in talent pool or give up.

6. Training management

Management of enterprise staff training system. Realize the management of training plans and resources, including training materials, training institutions and training courses.

Training plan: make training plan and corresponding training courses according to human resource planning, and the training courses include course type, sponsoring department, starting and ending time of training, class hours, expenses, training targets, course content introduction, etc.

Training record: record the completion of training courses, register the training experience of actual trainees, and the training record will be automatically linked to personal files.

Training query: query the unfinished or completed training courses and related information.

Training resources: Manage related training resources, including training materials and training institutions.

Training demand: summarize the training demand submitted by individuals and departments.

Statistical report: Statistics training courses, training resources and training needs by time period, and generate reports.

7. Insurance benefits

Manage the insurance and surrender of employees' social insurance, including endowment insurance, maternity insurance, work injury insurance, unemployment insurance, medical insurance, housing provident fund, serious illness medical insurance, supplementary medical insurance, etc.

Social security management: set up social security account sets, and enterprises can set up account sets with different payment standards for employees; Import employee payment base and payment proportion, and generate social security accounts and reports.

Commercial insurance: it can manage employees' participation in other commercial insurance.

8. Contract management

Complete the signing, renewal, alteration, breach of contract, termination and dissolution of labor contracts or other contract agreements between units and employees.

Can manage labor contracts, training agreements, confidentiality agreements, non-competition agreements, interest-free loan agreements and other types of contract agreements.

Users can add contract types and information fields of each type of contract.

You can freely set the contract expiration reminder.

9. Performance evaluation

Due to the different working modes and positions of enterprises, the deployment modes of performance appraisal are also different. Human resource managers need to apply various evaluation and management tools to work in different departments at different times. The system not only designs a platform for users to define their own performance appraisal categories, items, scoring standards, weights and so on. It also provides a reference model that can meet KPI, 360-degree feedback and other assessment methods, trying to help enterprises achieve objective and fair evaluation.

Appraisal template: establish KPI performance appraisal table, including indicator name, appraisal standard and score corresponding to standard indicator.

KPI Appraisal: Initiate KPI Appraisal, and associate corresponding appraisal templates for different appraisees. Each appraisee can only be associated with one appraisal template, allowing multiple people to evaluate and score it; The scoring weight of each appraiser can be different, but the sum of all weights must be 100%. Appraisers can't see the scores of other appraisers; An evaluation reviewer must be appointed for each evaluation to correct the unfair evaluation. The final appraisal result can automatically correspond to the self-defined appraisal coefficient.

360-degree appraisal: the appraisal initiation process is similar to KPI appraisal, but the difference is that employees' appraisal is allowed to have different dimensions, that is, one appraisal can be bound with multiple different templates (for example, one template is used for the appraisal of an employee, the other template is used for the appraisal of colleagues at the same level), and the score of each template can have different weights in the total appraisal score.

Assessment Complaints: Employees who are dissatisfied with their assessment results can lodge complaints or inquire about the handling of complaints.

Statistical Report: generates the completed appraisal report by department and appraisal type.

10. Report Center

The report center centralizes the reports of each module in the system, which is convenient for enterprise leaders or department managers to make centralized inquiries, and for enterprise senior managers or personnel managers to understand the situation of human resources at all levels, so as to provide a basis for formulating the most competitive strategies.

The content of the report is completely consistent with each functional module, but the authority can be divided separately.

1 1. Rules and regulations

To manage enterprise personnel rules and regulations, you can establish system categories and upload corresponding system documents according to categories, which is convenient for users to view and read in real time.

12. Employee self-help

Let employees and managers of non-human resources departments also participate in the process of human resources management, and make human resources management more scientific.

Employees can view their personal file information, social insurance, training, salary, job changes, contracts, performance appraisal results and other related information.

Department heads can view the files and related information of all employees in the department.

Employees can evaluate and score online.

Employees can submit training needs and evaluate complaints.

Department heads can submit recruitment requirements.

Employees can check the rules and regulations, job responsibilities, employee's birthday in the current month (week) and so on.

13. Background management

Set up enterprise organizational structure and departments to support multi-agency and multi-level departments;

Manage enterprise posts, including complete information of posts, such as job descriptions and qualification assessment indicators.

Manage the group role, and assign the operation and management authority of each module at the front desk to different groups;

Set the user's system login account according to the organization, and each user account can have multiple group roles at the same time;

Bind the self-service account, and the self-service account can only query information related to itself (or subordinates);

Manage user login logs, monitor system usage, etc.