What Are the Different Types of EHR Software?

HR system is an information support and platform for enterprises to continuously improve their human resource management level and capabilities.

HR system

With the gradual development and growth of the enterprise, the group form will be the most important enterprise

1. Development and management models do not match

Many companies have begun to operate in a group, but the management mode is still in the operation stage of a single enterprise. The most typical performance is that in the information processing, the group cannot achieve timely and effective information collection, and the information of the molecular company cannot be transmitted to the group in a timely manner. This affects the efficiency of work, is not conducive to the management and maintenance of basic data and information, and makes the group's decision-making lack of timely and effective information support.

2. Lack of standardization of business processes

The human resource management process has certain norms. It needs to be sorted out according to the management characteristics of human resources and the individual needs of customers. Management chaos is often the ultimate manifestation of process chaos.

3. Lack of scientific management tools and methods

Human resources management tools and methods are very rich, but for a group-type enterprise, it is not the best choice, but the most suitable choice. At the same time, scientific management tools and means also need to make full use of its benefits with the help of IT informatization.

4. Strategic planning stays at the written stage

An effective strategic decision must be implemented in daily management operations. Strategic thinking should be reflected in all modules.

5. "Islands of Information"

In the human resource management system, there are corresponding data linkage relationships between different modules. At the same time, the human resources management system and other systems will also have corresponding data linkage requirements. As a group-type enterprise, it must consider the data linkage relationship between different systems and between different modules in the system from an overall perspective to provide solid and effective information support for the group operation of the enterprise.

6. Monitoring of operation process

The human resources system in the enterprise requires the cooperation of various departments to understand the work of the HR department. Full operation of the HR system.

Discrete state of information distribution

As the scale of the organization and personnel of group companies gradually expands, it will inevitably lead to further dispersion and expansion of the information distribution surface. When this discrete state exceeds the range that can be controlled by traditional means, difficulties in information collection and communication will occur, affecting the daily management and decision-making choices of the group. This requires that group companies must consider the system's centralized management of data when purchasing EHR. At the same time, they can also implement differentiated control through strict permission allocation, so that the group can truly allow the right people to Time to understand and master the right information, and be able to perform the appropriate operations based on business needs.

2. Hierarchical control of group management

Due to the complexity of the organizational level of a group-type enterprise, the nature of the subordinate companies under its jurisdiction may also be different. Some are wholly-owned, some are part of the equity, and some are joint ventures. This requires that the purchased EHR system must According to the management requirements of group-type enterprises, it can perform classified control according to the actual management level and management needs, so as to achieve appropriate management of molecular companies of different natures.

3. Personality differences in employee management

Everyone has their own thinking inertia and personality characteristics, and their management methods and operating habits will inevitably be different when operating the EHR system. This requires that the EHR system purchased by group companies must have abundant free customization functions, which can fully take care of the individual needs of employees.

4. Sustainable development of management improvement

As a group-type enterprise is in constant development and change, human resource management is not necessarily in a static state, and it needs to develop in accordance with the development of the group. This requires that the EHR system must have sufficient flexibility and sustainable development capabilities to meet the new management needs of the Group in a timely manner through the internal and external expansion of the system.

5. Universality of system applications

The management community has formed a consensus: human resources management is not just the work of human resources management departments. This requires that when deploying an EHR system, the management needs of all employees must be considered. That is to consider the simplicity of their use of the system, and to provide them with a good platform for effective participation in human resource management.

Modules of the HR system

The goal of these modules is to allow companies to conduct effective human resource development and planning, and to make fuller use of the value of employees. The system focuses on fulfilling the needs of human resources departments in employee quality management, salary management, performance evaluation and other aspects. The HR system generally includes the following modules:

1. Organization Management Module

Mainly realize the management of the company's organizational structure and changes; manage position information and working relationships between positions; staffing according to job vacancies; manpower planning according to organizational structure, calculation and management of personnel costs, and support for generating organizations Prepare tables, organization chart, etc.

2. Personnel information management module

It mainly implements the management of various types of information during the entire process from probation, conversion to termination or retirement, and personnel information change management, and provides various forms and perspectives of query and statistical analysis methods.

3. Recruitment management module

It realizes the entire process management from planning to recruit positions, publishing recruitment information, collecting candidates' resumes, selecting personnel according to post qualifications, managing interview results to notifying trials.

4. Labor contract module

Provides management of the signing, modification, cancellation, renewal, labor disputes, and economic compensation of employees' labor contracts. You can set the trial period and the automatic reminder of contract expiration according to your needs.

5. Training management module

Determine necessary training needs based on job settings and performance evaluation results; formulate training plans for employees' career development; manage training goals, course content, instructors, time, place, equipment, budget, etc., and train personnel, training Results, training costs are managed.

6. Attendance management module

It mainly provides management of employee attendance and helps enterprises improve their operating systems. It mainly includes the setting of various holidays, the setting of classes, the setting of related attendance items, as well as the management of shifts, overtime, public travel, leave of absence, statistics of late arrival and early departure, and attendance statistics. Provides interfaces to various time attendance systems and provides relevant data for the payroll management system.

7. Performance management module

Performance evaluation can evaluate the effectiveness of staffing and training, reward and punish employees, and provide a basis for personnel decisions. According to the requirements of different positions in terms of knowledge, skills, abilities, performance, etc., the system provides a variety of assessment methods and standards, allowing freedom to set up assessment items, and conduct qualitative and quantitative assessments of employee characteristics, behaviors, and work results.

8. Welfare management module

The welfare management system provides the withdrawal and management functions of various welfare funds for employees. It mainly includes defining fund types, setting conditions for fund withdrawal, conducting daily fund management, and providing corresponding statistical analysis. Daily fund management includes regular fund withdrawal, fund replenishment, transfer in and out. In addition, it provides the function of reporting related reports to relevant management agencies.

9. Salary management module

The salary management system is applicable to all types of enterprises, administrations, institutions and scientific research units. It directly integrates attendance and performance assessment data, and mainly provides functions such as salary accounting, salary distribution, fund accrual, and statistical analysis. Supports multiple or partial payment of wages; supports withholding or withholding of taxes; wages are paid on behalf of the bank, providing the output function of data on behalf of the issuance, as well as supporting cash distribution, and providing the function of money list. The content of the accrued funds and the accrued ratio can be set.

Recruitment

1. Anticipate talent needs and formulate recruitment arrangements

2. Follow up and monitor recruitment progress

3. Automatically release recruitment information, screen talents, arrange interviews

4. Track recruitment results

effect

1. Substitute manual work for personnel recruitment, reduce errors, improve efficiency

2. Basically realize paperless operation, reduce or avoid errors

3. Can immediately and accurately obtain the recruitment situation of each position and the information of the standby talent pool to improve the management level

4. Through the process management of the introduction of a variety of personnel, the recruitment of enterprise personnel has reached or approached an ideal level

Employee information management

1. Comprehensive record of employee information

3. Quickly query employee information

2. Implement hierarchical management by authority

effect

1. Centralized management of personnel information of various personnel

Payroll and payroll management

1. Support multiple types of salary management, including custom salary types, automatic calculation of salary changes and calculation of associated payroll

2.Custom payslip style

3. Provide payroll setting function to cope with controllable changes

effect

Complete replacement

1. Save money: improve the transparency of human resource management and save the cost of human resources by more than 1-5%. Avoid manual calculation errors through system calculation and control, and reduce possible cost of loopholes through controls such as departure and overtime. Through job planning, workload analysis, staffing, labor cost investigation, planning, budgeting, and auditing make labor costs more reasonable. Make organizational planning more reasonable and efficient, stimulate employee potential, and make human capital investment more effective. Through systematic analysis of the benefits of training, welfare, and incentive investment, the direction of human capital investment is clearer.

2. Save trouble: integrate resources, share information, reduce distortion of information transmission, avoid information silos and repetitive work, improve corporate image and comprehensive strength, and enhance employees' awareness of plant love.

3. Efforts: Human resources supervisors are relieved from administrative workers, participating in corporate management and decision-making, making the corporate strategy more comprehensive, allowing human resources departments to devote more energy to management control, making management more standardized and reducing management risks.

4. Time saving: improve the accuracy and timeliness of data, find problems in time and correct them in time, give accurate basis to decision makers, and make decision-making more reasonable.

5. Provincial staff: improve management efficiency, reduce transaction workload, transactional work is automatically analyzed by the system to save manpower.

6. Optimize management: standardize, standardize, streamline, and institutionalize management, standardize employees and organizational behaviors, make them habits, and shape excellent corporate culture.

7. Improving corporate competitiveness: through training and incentives, enhance team creativity and learning, enhance corporate cohesion and employee loyalty, and strengthen the core competitiveness of the enterprise.

8. Improve management: The systematic, process-oriented, scientific, and informatization of internal and external management of the enterprise has greatly improved the execution and risk prevention capabilities of management.