A human resource management system that meets the needs of power business

Abstract

The present invention relates to a human resource management system that meets the needs of power business, and belongs to the field of human resource management technology. The human resource management system that meets the needs of power business of the present invention, through the mutual cooperation between the functions of the personnel information management module, the organization maintenance module, the license management module, the performance management module, the report management module and the system configuration module, realizes conventional salary performance management while also having the ability to meet the multifunctional needs of the power industry's human resource business and the continuous adjustment needs of salary policies and corporate structures, as well as the unique management needs of the power industry, and at the same time improves the management security of human resource data and the data display and analysis support capabilities, and finally realizes human resource management that meets the needs of power business.

Description

Technical Field

[0001] The present invention relates to the technical field of human resource management, and in particular to a human resource management system that meets the needs of power business. Background Art

[0002] The power business is rich in content, and the construction and maintenance of power projects are frequent and diverse in details. Therefore, the personnel and organizational structure related to the power business are more temporary and personnel changes frequently. It needs to rely on the human resources management system for management in order to improve operational efficiency, reduce costs, ensure compliance and support corporate strategy.

[0003] However, the current human resource management system is usually a general management system that is not restricted to any industry and has a single function. Although it has strong universality, it cannot meet the human resource management needs in the power business field. For example, due to the high professional requirements for employees in the power industry, there are many professional skill evaluation and assessment indicators, and the current human resource management system does not support this type of assessment; at the same time, as mentioned above, the power industry has many business needs, and each business will temporarily set up different positions and departments, so the organizational structure and positions change frequently; and with the continuous expansion of the scale of the power industry and the increasing complexity of its business, it is difficult for traditional human resource management systems to meet the human resource management needs of the power industry.

[0004] Therefore, how to provide a human resource management system that can meet the needs of power business is a technical problem that needs to be solved urgently. Summary of the invention

[0005] In view of the above technical problems, the present invention provides a human resource management system that meets the needs of power business, so as to solve the problem that current human resource management cannot well meet the needs of power business.

[0006] In a first aspect, the present invention provides a human resource management system that meets power business needs. The business module of the human resource management system that meets power business needs includes: Personnel information management module, used to receive personnel files, complete personnel statistics and create personnel rosters; An organization maintenance module is used to complete the job setting and attendance management according to the personnel roster; The certificate management module is used to collect and store the certificate information of the personnel in the personnel roster and the enterprise certificate information to complete the certificate library management, to remind the expiration of the certificate information of the personnel in the personnel roster and the enterprise certificate information, to urge the payment of certificates, and to record the entry and exit of the warehouse; The performance management module is used to complete the account set setting and the social security information statistics of the personnel in the personnel roster, and to count the performance evaluation results and performance levels of the personnel in the personnel roster to complete the performance bonus distribution and retain the performance files. It is also used for salary point management and salary bonus management, and to count the department's monthly assessment scores and department's quarterly assessment scores; A report management module, for generating a main business report and bank transfer details and forming a detail library, and generating an annual income summary table based on the main business report, and for generating a social security report based on the social security information, and generating a salary slip, a salary settlement table and a welfare settlement table based on the performance file, the salary and bonus management records and the social security information; The system configuration module is used to complete user and authority configuration, system parameter configuration, personnel indicator configuration, basic wage data indicator configuration and salary indicator configuration. It is also used to complete menu management, user management and role management, and complete password modification and locked user query, as well as complete data dictionary maintenance and salary level information maintenance.

[0007] Optionally, the certificate management module is also used to generate a registration form for private travel abroad and a corresponding record of registered personnel, as well as to complete certificate management report statistics.

[0008] Optionally, the business module further includes: Document management module, used to manage and store documents according to their types and display them in a document list; A statistical analysis module, used for performing statistical analysis based on the documents stored in the document management module; The employee self-service module is used to complete employee salary inquiries.

[0009] Optionally, the performance management module includes a salary management submodule, and the salary management submodule includes: A basic salary management unit, used to determine the basic salary according to the personnel file and the basic salary data indicators; A performance salary management unit, used to calculate the performance salary according to the performance evaluation results and performance level and the salary index; A bonus management unit, used to determine year-end bonuses and special bonuses based on the personnel files and bonus distribution rules; The social security and individual tax management unit is used to complete the employee's social security deductions based on the basic salary and the performance salary, and to complete the employee's individual tax deductions based on the basic salary, the performance salary, the year-end bonus and the special bonus.

[0010] Optionally, the salary management submodule further includes: An auxiliary salary management unit, used to determine the auxiliary salary according to the personnel files of the personnel in the personnel roster, the temporary project information and the content of the position setting corresponding to the temporary project information; The salary report management unit is used to determine the employee salary details and generate employee salary reports.

[0011] Optionally, the employee salary detail data includes the basic salary, the performance salary, the year-end bonus, the special bonus, deductions and actual salary.

[0012] Optionally, the technical architecture of the human resources management system that meets the needs of power business includes: Hardware resource layer, data layer, business logic layer and presentation layer, the business module is built on the business logic layer.

[0013] Optionally, the resources of the hardware resource layer include network resources, server resources and storage resources; the data layer includes MySQL to receive relational data and unstructured data at the same time.

[0014] The above scheme has the following beneficial effects: The human resource management system that meets the needs of power business of the present invention, through the mutual cooperation of the functions of the personnel information management module, organization maintenance module, certificate management module, performance management module, report management module and system configuration module, realizes conventional salary performance management while also having the ability to meet the multifunctional needs of the power industry's human resource business and the continuous adjustment needs of salary policies and corporate structures, as well as the ability to meet the unique management needs of the power industry, and at the same time improves the management security of human resource data and the data display and analysis support capabilities, ultimately realizing human resource management that meets the needs of power business. BRIEF DESCRIPTION OF THE DRAWINGS

[0015] Figure 1 This is a business architecture diagram of a human resources management system that meets power business needs provided in the first embodiment of the present invention; Figure 2 This is a schematic diagram of the business architecture of a salary management submodule provided in the first embodiment of the present invention; Figure 3 It is a technical architecture diagram of a human resource management system that meets the needs of power business and is provided in the second embodiment of the present invention. DETAILED DESCRIPTION

[0016] In order to make the technical problems, technical solutions and beneficial effects solved by the present invention more clearly understood, the present invention is further described in detail below in conjunction with the accompanying drawings and embodiments.

[0017] It should be understood that the embodiments set forth below represent the necessary information to enable those skilled in the art to implement the embodiments and illustrate the best mode for implementing the embodiments. After reading the following description in light of the accompanying drawings, those skilled in the art will understand the concepts of the present disclosure and will recognize applications of these concepts not specifically mentioned herein. It should be understood that these concepts and applications fall within the scope of the present disclosure and the appended claims.

[0018] It should also be understood that, although the terms first, second, etc. may be used herein to describe various elements, these elements should not be limited by these terms. These terms are only used to distinguish one element from another element. For example, the first element may be referred to as the second element, and similarly, the second element may be referred to as the first element without departing from the scope of the present disclosure. As used herein, the term "and / or" includes any and all combinations of one or more related listed items.

[0019] It should also be understood that when an element is referred to as being "connected" or "coupled" to another element, it can be directly connected or coupled to the other element, or there can be intervening elements. Conversely, when an element is referred to as being "directly connected" or "directly coupled" to another element, there are no intervening elements.

[0020] It should also be understood that the terms "upper", "lower", "left", "right", "front", "back", "bottom", "middle", "middle", "top", etc. may be used herein to describe various elements, and the indicated orientation or position relationship is based on the orientation or position relationship shown in the accompanying drawings, which is only for the convenience of describing the present invention and simplifying the description, and does not indicate or imply that the referred device or element must have a specific orientation, be constructed and operated in a specific orientation, and therefore these elements should not be limited by these terms.

[0021] These terms are only used to distinguish one element from another element. For example, a first element can be referred to as an "upper" element, and similarly, a second element can be referred to as an "upper" element according to the relative orientation of these elements without departing from the scope of the present disclosure.

[0022] It is further understood that the terms “comprises,” “includes,” “including” and / or “comprising” when used herein specify the presence of stated features, integers, steps, operations, elements and / or components, but do not preclude the presence or addition of one or more other features, integers, steps, operations, elements, components and / or groups thereof.

[0023] Unless otherwise defined, all terms (including technical and scientific terms) used herein have the same meaning as commonly understood by one of ordinary skill in the art to which the present disclosure belongs. It will be further understood that the terms used herein should be interpreted as having a meaning consistent with their meaning in the context of this specification and the relevant technology, and will not be interpreted in an idealized or overly formal sense unless explicitly defined as such herein.

[0024] In the first embodiment, a method is provided as follows Figure 1 The human resources management system shown meets the needs of power business.

[0025] With the rapid development of information technology, enterprises have continuously increased their requirements for human resource management. The power industry has developed rapidly in recent decades. At present, power-related enterprises are large in scale and have diversified businesses. The continuous expansion of enterprise scale and the increasing complexity of business make it difficult for traditional human resource management methods to meet the human resource management needs of the power industry.

[0026] The current traditional human resources management implementation methods commonly include the human resources module in the enterprise resource planning (ERP) system. In terms of function, it may focus on transactional processing, lack support for strategic planning, and it is difficult to meet the long-term talent development needs of the enterprise. In terms of operating experience, the interface design is sometimes not friendly enough, the operating process is complicated, and the learning cost of employees is increased. In terms of data management, accuracy is difficult to guarantee, and the compatibility between different systems is poor, which affects data circulation. In terms of security, if the protection is insufficient, it is easy to lead to employee information leakage. In addition, the system is not flexible enough and it is difficult to quickly adapt to changes in the company's business. At the same time, technology updates may lag behind, and new functions and concepts cannot be introduced in a timely manner, gradually falling behind market demand.

[0027] Therefore, there is an urgent need for an efficient and intelligent human resource management system to improve the efficiency of human resource management under the needs of power business, provide a basis for optimizing decision-making in the power industry, and reduce management costs, so as to better play the value of human resources in the power industry.

[0028] To this end, this embodiment proposes a construction process of a human resource management system that can meet the needs of power business: 1. Demand Analysis Communicate with the management, human resources department and other relevant departments of the power company to understand the current status, pain points and expected goals of human resources management of the power company. Determine the functional modules that the system needs to cover, analyze user roles, and clarify the permissions and operation requirements of different roles.

[0029] 2. System Planning Develop the overall architecture design of the system, including the front-end display layer, business logic layer, and data storage layer. Determine the technology selection, such as programming language, database, server, etc. Plan the security strategy of the system, including user authentication, data encryption, permission management, etc.

[0030] 3. Functional module design According to business needs, complete the functional design of modules such as personnel information management, organizational management, attendance management, salary management, performance management, report management, employee self-service management, document management, and license management.

[0031] 4. Database Design Design the database table structure according to the functional module requirements, determine the data relationships and constraints, and ensure the integrity and consistency of the data.

[0032] 5. User Interface Design Design a simple and intuitive user interface to facilitate user operation. Customize the interface layout and function menu according to different user roles.

[0033] 6. System development and testing Develop the system according to the design plan and adopt an iterative development model to ensure system quality. Carry out unit testing, integration testing, system testing and user acceptance testing to find and fix problems in a timely manner.

[0034] 7. System deployment and training Deploy the system to the enterprise server to ensure stable operation of the system. Provide system-related knowledge training to users of power enterprises, including operation methods, function introduction, precautions, etc.

[0035] 8. System maintenance and optimization Regularly maintain the system, including data backup, security check, performance optimization, etc. Optimize system functions based on user feedback and changes in power company needs.

[0036] Based on the specific construction process of the above system, determine Figure 1 The specific business architecture of the human resources management system that meets the needs of power business is shown, and the business modules it contains are clearly defined: The personnel information management module is used to receive the personnel files of each employee in the power enterprise, complete the enterprise personnel statistics and create a personnel roster; The organization maintenance module is used to set up relevant positions according to the needs of the enterprise structure and temporary projects, and complete the attendance management of each employee in the power enterprise according to the personnel roster; Certificate management module. Since the power industry has a series of professional norms and personnel skill requirements, enterprises need to have a series of enterprise certificates to operate. At the same time, enterprise personnel, especially front-line construction technicians, also need professional certificates to work. Therefore, in this embodiment, the system sets up a certificate management module to collect and store the certificate information of the personnel in the personnel roster and the enterprise certificate information to form a certificate library, complete the certificate library management, and at the same time, the certificate information of the personnel in the personnel roster and the enterprise certificate information are reminded of expiration and the certificate collection is urged, and the entry and exit records are recorded, so as to timely complete the certificate information of the enterprise and employees to avoid affecting the operation of the enterprise; Performance management module: The performance management of enterprise employees requires standardized account rules, which are usually implemented by account sets. For this purpose, a performance management module is set up to complete the account set settings and the social security information statistics of the personnel in the personnel roster. At the same time, the labor income of enterprise employees is reflected in multiple aspects such as basic salary, performance salary, and deductions such as social security. Therefore, a performance management module is set up to count the performance evaluation results and performance levels of the personnel in the personnel roster to complete the performance bonus distribution and retain the performance files. It is also used for salary point management and salary bonus management, and to count the department's monthly assessment scores and department's quarterly assessment scores, so as to determine the department's quarterly and monthly task completion status, and provide a full-dimensional reference for the salary determination of employees in the department; The report management module is used to generate the main business report and bank transfer details and form a detailed database, and generate an annual income summary table based on the main business report, wherein the main business report is also the main business income and expenditure detailed table, which can record and reflect the business situation in detail. The bank transfer details can also show the company's cash flow from another perspective, and serve as an auxiliary for the income and expenditure details. The report management module is also used to generate social security reports based on the social security information, and generate wage slips, wage settlement tables and welfare settlement tables based on the performance files, the records of salary and bonus management and the social security information. The generated social security reports, wage slips, wage settlement tables and welfare settlement tables can provide convenient and clear income details for enterprise managers and corresponding employees, which is convenient for enterprise management while also meeting the needs of employees to check and understand their own salary and benefits at any time; The system configuration module is used to complete user and authority configuration, system parameter configuration, personnel indicator configuration, wage basic data indicator configuration and salary indicator configuration. It is also used to complete menu management, user management and role management, complete password modification and lock user query, and complete data dictionary maintenance and salary level information maintenance. Through user management and role management, as well as user and authority configuration and lock user query, different authority ranges are set for different users, which can effectively ensure the security of human resources data and prevent sensitive information leakage. The system parameter configuration function can flexibly configure the system to improve system flexibility. Personnel indicator configuration, wage basic data indicator configuration and salary indicator configuration can meet the targeted needs of different enterprises. Maintaining relevant data information can ensure the stability and safe operation of the system.

[0037] The system of this embodiment sets up corresponding salary and organization adjustment business modules in response to the multifunctional needs of human resources business in the power industry and the continuous adjustment needs of salary policies and corporate structures, and sets up corresponding license management modules, which are business demand modules unique to the power industry, as well as comprehensive and various human resources business management functions related to salary performance management, such as department assessment scores, personal salary point management and social security information statistics, etc., which overcome the defects of the existing human resources management system with single functions and insufficient flexibility, and ensure the security of power human resources business data through personnel, role authority settings and system parameter settings, and provide support for power enterprise operation analysis through various types of report statistics display functions.

[0038] Preferably, considering that practitioners in the power industry have a high demand for understanding the operator's skill certificates and professional certificates, the certificate management module is also used to generate a registration form for private overseas travel and a corresponding ledger of registered personnel, as well as to complete the certificate management report statistics, so as to more clearly understand the situation of employees of the company, especially those with relevant certificates, who go abroad for non-work reasons, and make ledger records. On this basis, a certificate management report is generated to facilitate enterprise management.

[0039] Preferably, the business module of the human resources management system that meets the power business needs also includes: The document management module is used to manage and store documents according to their types and display them in a document list, so that the enterprise management can quickly and conveniently query the enterprise human resources data management by type or through the display list, thereby improving the efficiency of human resources management; A statistical analysis module, used to perform statistical analysis based on the documents stored in the document management module, determine the business status of the enterprise, and make future decisions, wherein the statistical analysis method can adopt any existing feasible method; The employee self-service module is used to complete employee salary inquiries, allowing employees to check "my salary" conveniently and quickly.

[0040] Preferably, considering that salary calculation is an important function in the human resources management system, the performance management module is set to also include a salary management submodule, and a specific salary management process is given: a. Basic data maintenance Employee basic information: including employee name, work number, position, time of employment, etc., flows from the personnel information management module to the salary management sub-module.

[0041] Performance data: Flows in from the performance management module, including employee performance evaluation results, performance levels and other information.

[0042] Compensation policies and parameters: set and input by the human resources department, such as basic salary standards, performance salary calculation ratios, bonus distribution rules, etc.

[0043] b. Salary calculation Determine the basic salary based on the basic information of the employee. Calculate the performance salary based on the performance data and the preset performance salary calculation rules. Determine the bonus amount based on the bonus distribution rules and specific conditions. Consider the deduction parameters such as social security, provident fund, and personal tax, and perform the corresponding deduction calculation.

[0044] c. Data storage The calculated employee salary details are stored in the salary database, including basic salary, performance salary, bonus, deductions, actual salary and other information.

[0045] d. Data output and query Generate salary reports for management to analyze and make decisions on salary. They can be queried and exported by department, time period, etc. Employees can query their salary details through the employee self-service terminal Corresponding to the above salary management process method, the business architecture of the salary management submodule is set as follows: Figure 2 As shown, specifically including: A basic salary management unit, used to determine the basic salary according to the personnel file and the basic salary data indicators, so as to meet the flexible setting requirements of targeted or personalized basic salaries of different employees; A performance salary management unit, used to calculate the performance salary according to the performance evaluation results and performance level and the salary index; A bonus management unit, used to determine year-end bonuses and special bonuses based on the personnel files and bonus distribution rules; The social security and individual tax management unit is used to complete the employee's social security deductions based on the basic salary and the performance salary, and to complete the employee's individual tax deductions based on the basic salary, the performance salary, the year-end bonus and the special bonus.

[0046] Considering that the power industry often has unconventional or irregular projects and corresponding job organizations, the salary management submodule also includes: The auxiliary salary management unit is used to determine the auxiliary salary according to the personnel files of the personnel in the personnel roster, the temporary project information and the content of the position setting corresponding to the temporary project information.

[0047] In addition, based on the consideration of the supplementary wages that employees corresponding to temporary projects can obtain, the salary management submodule is further configured to include: The salary report management unit is used to determine the employee salary detail data and generate the employee salary report, wherein the employee salary detail data includes the basic salary, the performance salary, the year-end bonus, the special bonus, deductions and the actual salary.

[0048] The salary module of the human resource management system is an important component. The above-mentioned salary management submodule given in this embodiment can flexibly set a variety of salary items, such as basic salary, performance salary, bonus, etc. It can be linked with the performance appraisal module to accurately calculate the performance salary based on the performance results, accurately derive the salary that employees should receive, and take into account deductions such as social security and personal tax. Salary adjustments can be made with the help of various indicator management functions of the performance management module, and general adjustments can be made or individual adjustments can be made for specific employees. The salary management submodule can generate various salary reports, which is convenient for management to conduct salary analysis and decision-making, and provide efficient, accurate and safe solutions for corporate salary management.

[0049] In the second embodiment, a method is provided as follows Figure 3 The specific contents of the technical architecture of the human resources management system that meets the needs of power business are shown.

[0050] like Figure 3 As shown, the technical architecture of the human resources management system that meets the needs of power business is set as a four-layer structure, namely the hardware resource layer, the data layer, the business logic layer and the display layer, and the various business modules in the above embodiments are set to be constructed in the business logic layer.

[0051] Among them, the resources of the hardware resource layer include network resources, server resources and storage resources. The server resources can use existing enterprise servers, or the power company can build a private server to improve data security. The data layer includes MySQL, a relational database, to receive relational data and unstructured data that is different from relational data. The presentation layer includes Vue, a JavaScript framework for building user interfaces, Iview, a UI framework based on Vue, jQuery, a fast and concise JavaScript framework, JSP (full name Java Server Pages), a dynamic web page technology standard, CSS (Cascading Style Sheets), a computer language that expresses file styles such as HTML (an application of the standard generalized markup language) or XML (a subset of the standard generalized markup language), and interface services.

[0052] Considering that the users of the human resources management system in the power industry are mainly the human resources department, and the concurrency requirements for the system are not high, and the general construction goals of the human resources management system are simple architecture, rapid deployment, convenient maintenance, and low hardware dependence, this embodiment specifically constructs the above-mentioned bottom-up monomer technology architecture including hardware resources, data layer, business logic layer, and display layer, so that the human resources management system in this embodiment that meets the needs of power business has the advantages of easy deployment, low hardware resource requirements, and easy maintenance.

[0053] The embodiments described above are only used to illustrate the technical solutions of the present invention, rather than to limit the same. Although the present invention has been described in detail with reference to the aforementioned embodiments, those skilled in the art should understand that the technical solutions described in the aforementioned embodiments may still be modified, or some of the technical features may be replaced by equivalents. Such modifications or replacements do not deviate the essence of the corresponding technical solutions from the spirit and scope of the technical solutions of the embodiments of the present invention, and should all be included in the protection scope of the present invention.

Claims

1. A human resource management system that meets the needs of power business, characterized in that: The business modules of the human resources management system that meets the power business needs include: Personnel information management module, used to receive personnel files, complete personnel statistics and create personnel rosters; An organization maintenance module is used to complete the job setting and attendance management according to the personnel roster; The certificate management module is used to collect and store the certificate information of the personnel in the personnel roster and the enterprise certificate information to complete the certificate library management, to remind the expiration of the certificate information of the personnel in the personnel roster and the enterprise certificate information, to urge the payment of certificates, and to record the entry and exit of the warehouse; The performance management module is used to complete the account set setting and the social security information statistics of the personnel in the personnel roster, and to count the performance evaluation results and performance levels of the personnel in the personnel roster to complete the performance bonus distribution and retain the performance files. It is also used for salary point management and salary bonus management, and to count the department's monthly assessment scores and department's quarterly assessment scores; A report management module, for generating a main business report and bank transfer details and forming a detail library, and generating an annual income summary table based on the main business report, and for generating a social security report based on the social security information, and generating a salary slip, a salary settlement table and a welfare settlement table based on the performance file, the salary and bonus management records and the social security information; The system configuration module is used to complete user and authority configuration, system parameter configuration, personnel indicator configuration, basic wage data indicator configuration and salary indicator configuration. It is also used to complete menu management, user management and role management, and complete password modification and locked user query, as well as complete data dictionary maintenance and salary level information maintenance.

2. The human resource management system that meets the needs of power business according to claim 1 is characterized in that: The certificate management module is also used to generate a registration form for private travel abroad and a corresponding record of registered personnel, as well as to complete certificate management report statistics.

3. The human resource management system that meets the needs of power business according to claim 1 is characterized in that: The business module also includes: Document management module, used to manage and store documents according to their types and display them in a document list; A statistical analysis module, used for performing statistical analysis based on the documents stored in the document management module; The employee self-service module is used to complete employee salary inquiries.

4. The human resource management system that meets the needs of power business according to claim 1 is characterized in that: The performance management module includes a salary management submodule, and the salary management submodule includes: A basic salary management unit, used to determine the basic salary according to the personnel file and the basic salary data indicators; A performance salary management unit, used to calculate the performance salary according to the performance evaluation results and performance level and the salary index; A bonus management unit, used to determine year-end bonuses and special bonuses based on the personnel files and bonus distribution rules; The social security and individual tax management unit is used to complete the employee's social security deductions based on the basic salary and the performance salary, and to complete the employee's individual tax deductions based on the basic salary, the performance salary, the year-end bonus and the special bonus.

5. The human resource management system that meets the needs of power business according to claim 4 is characterized in that: The salary management submodule also includes: An auxiliary salary management unit, used to determine the auxiliary salary according to the personnel files of the personnel in the personnel roster, the temporary project information and the content of the position setting corresponding to the temporary project information; The salary report management unit is used to determine the employee salary details and generate employee salary reports.

6. The human resource management system that meets the needs of power business according to claim 5 is characterized in that: The employee salary details include the basic salary, the performance salary, the year-end bonus, the special bonus, deductions and the actual salary.

7. The human resource management system that meets the needs of power business according to any one of claims 1 to 6, characterized in that: The technical architecture of the human resources management system that meets the needs of power business includes: Hardware resource layer, data layer, business logic layer and presentation layer, the business module is built on the business logic layer.

8. The human resource management system that meets the needs of power business according to claim 7 is characterized in that: The resources of the hardware resource layer include network resources, server resources and storage resources; The data layer includes MySQL to receive relational data and also receives unstructured data.

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