Product introduction
[Einuoji Human Resource Management System V8 Edition]
人力资源管理系统,考勤系统,hr系统,诶诺基人力资源管理系统,诶诺基V8版,诶诺基系统Product introduction
INU0Ji Software-Human Resource Management System
(ICcard card eHRV8)management system introduction overview
EInuoji eh human resources management system is composed of a number of senior HR consultant and honed from the practice of real experts in design terms, the collection of modern advanced human resources management concept and near thousands more than modern management thinking Chinese and foreign enterprises in One body. It adopts various advanced design ideas and software technologies to meet the long-term development needs of customers' management in actual human resource management. The human resources department is freed from the tedious and repetitive daily work of salary and welfare and human resource information management, and has more energy to invest in higher-level human resource management. It also provides a full range of reference information and forecasts, auxiliary aid decision-making, so that the corporate strategic objectives are achieved.
The system integrates the administrative logistics management and card management system closely related to the human resources management department, and opens interfaces with information systems such as production capacity, quality, material control, and cost accounting to provide more comprehensive data support and decision-making ability for senior management decisions.
First, the expected benefits of the system
The expected benefits that the INUOJI system brings to the company are summed up in one sentence: five provinces, one excellent, and two improved.
1. Save money: Improve the transparency of human resource management and save the human resource use cost by more than 1-5% . Through system calculation and control to avoid manual calculation of class errors, reduce the cost of vulnerabilities through control of separation, overtime, etc. Through job planning, workload analysis, staffing, labor cost investigation, planning, budgeting, and auditing, labor costs are more reasonable. Make the organization plan more reasonable and efficient, stimulate the potential of employees, and make human capital investment produce higher efficiency. Through the system's benefit analysis such as training, welfare, and incentive input, the direction of human capital investment is more clear;
2. Save trouble: resource integration, information sharing, reduce information transmission distortion, avoid information islands and duplication of work, enhance corporate image and comprehensive strength, and enhance employees' awareness of factory love;
3. Labor-saving: Let the human resources executives get rid of the affairs workers, participate in enterprise management and decision-making, make the enterprise strategy more comprehensive, let the human resources department put more energy into the management control, make the management more standardized, and reduce the management risk;
4. Save time: Improve the accuracy and timeliness of data, timely identify problems and correct them in time, give decision makers an accurate basis, and make decision-making more reasonable;
5. Provincial people: improve management efficiency, reduce transaction workload, and transactional work is automatically statistically analyzed by the system to save manpower;
6. Optimize management: standardize, standardize, process, and institutionalize management, standardize employee and organizational behavior, make it a habit, and shape an excellent corporate culture;
7. Improve the competitiveness of enterprises: Through training and incentives, enhance team creativity and learning, enhance corporate cohesion and employee loyalty, and strengthen the core competitiveness of enterprises;
8. Improve management: Systematic, streamlined, scientific, and informatized management of internal and external enterprises has greatly improved the execution and risk prevention capabilities of management.
Second, eHR V8 product series
In order to meet the needs of customers with different levels of different needs, the " Nuonuo Human Resources EHR2004V8 " system is divided into three series of products according to function and price and can be used for a la carte consumption, which can meet different natures, different consumption levels and different Customer needs for demand:
eHR V8 hardcover edition: It mainly includes the basic functions of the personnel attendance and canteen access control module. It is suitable for customers who have low requirements on human resources, small enterprise scale, and focus on standard attendance and canteen access control.
eHR V8 Enterprise Edition: mainly includes organizational personnel management, personnel change management, contract management, dormitory management, administrative affairs management, attendance compensation management, piece rate calculation, consumption, access control, simple approval process, manpower analysis, secondary development, etc. The module is suitable for large-scale enterprise users who have high requirements for human resources administrative logistics management and have a certain human resource system.
eHR V8 Group Edition: Based on the enterprise version, it has added human resource planning, recruitment training, performance appraisal, employee relationship management, document control management, leadership inquiry, employee self-inquiry, multi-level authorization, multiple sets of accounts, secondary development, Customize the work approval process and other functions, all functions are strengthened according to the requirements of group management, multiple accounting systems, multi-level authorization and other management requirements. It is applicable to group enterprises with large scale of enterprises and high level of human resource management. It is necessary to comprehensively standardize and integrate the personnel administrative logistics management system of subordinate units of human enterprises.
Third, eHR V8 composition diagram
Fourth, EHR V8 module function list
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functional module |
Module function summary |
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Manpower planning |
Enterprise development stage, concept recognition system, corporate strategy, corporate goals, post target decomposition, strategy planning table, strategic planning execution table, risk management, risk tracking, indicator library -------------------------------------------------- ----- Job management, grade management, rank management, title management, job management ( grade management ) , job management, position management, organizational structure management, organizational job management, organizational human capital planning, organizational structure statistics, organizational structure Chart, authority approval management, human resources audit |
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Recruitment management |
Recruitment fee setting, job qualification, recruitment channel, annual staffing plan, monthly addendum, staff recruitment application, recruitment plan, candidate file, application personnel historical archive, recruitment effectiveness evaluation |
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HR management |
Basic data (position setting description, job setting description, job setting description, salary method, departure type, place of birth setting, ethnic setting, education setting, marital status, visibility level setting, job setting description, grade setting, reason for leaving, Employee status description) New employee input, personnel file management and maintenance, personnel information - details, personnel information - resume, factory license printing, pre-registration registration (resignation application, approval), IC card management (issuing / replacement card operation) Contract document management (contract certificate expiration inquiry and reminder) reward and punishment management, education training (education training registration, education training inquiry course code), personnel data inquiry, transfer record inquiry, common personnel report (factory card printing, employee distribution status analysis table) , employee birthday table, incumbency statistics, new hire /departure statistics), manpower analysis (transaction staff responsibility table, personnel transaction statistics table, new hires academic qualifications, employee turnover rate, separation form comparison, transfer record inquiry, etc.) |
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Document management |
Document cabinet management, document management level, permission management process, document approval, document classification, documentation Document sending and receiving records, reports |
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Transaction management |
Dormitory management (dormitory arrangement, check-in status, empty bed inquiry, dormitory data) Insurance management (insurance registration, insurance inquiry, insurance setting, work injury tracking management) Asset management (supply code, invoicing, inventory management, personal department return account, exit check) Vehicle management (vehicle use application dispatch registration, vehicle outbound record inquiry, vehicle information, driver information) Book management (borrowing registration, book classification, book coding) Medical management (medical information registration, physician data) Conference management (meeting schedule, configuration criteria, conference topics, participation absentee, time and cost, meeting resolutions, meeting minutes and tracking) |
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Training development |
Basic information (training teachers, training materials, training methods, training locations, course classification, training courses, job required courses) Training needs (individual needs, departmental needs, needs analysis) Training plan (annual plan, training arrangement, designated trainers, training adjustment notice, training personal data) Training implementation (training check-in, training leave form, student performance file, student opinion file, training experience report) Training assessment (unplanned training record registration, training score processing, training costs) Query analysis (training list, training to class status, training results, training costs) |
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Performance management |
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