Administrative human resource management system giving roles and grades

Abstract

The invention discloses an administrative human resource management system giving roles and grades. The administrative human resource management system comprises a role definition query module which is used for creating roles, modifying the roles and querying the roles; the role endowing module is used for new user registration, old user modification and old user deletion; the human resource auditing module is used for role information storage, personnel information storage and human resource information query and auditing; the monitoring service module is used for updating and synchronizing data among the role definition query module, the role endowing module and the human resource auditing module; according to the system, the management efficiency of enterprises such as enterprises, administrative functional departments, commercial institutions and financial institutions can be improved, refined authority control of new and old employees is realized, the safety and compliance of authority setting are enhanced, human errors can be effectively reduced through the automatic process, and the satisfaction degree and productivity of the employees are improved.

Description

Technical Field

[0001] The present invention relates to the technical field of administrative human resource management systems, in particular to the technical field of employee authority management systems that assign roles and levels. Background Art

[0002] Human resource management refers to a series of management tasks that an enterprise or organization performs to effectively develop, allocate, use and safeguard human resources through management activities such as planning, organizing, leading and controlling. The core goal of human resource management is to ensure that an enterprise or organization can attract, develop, motivate and retain outstanding talents to achieve organizational strategies and operational goals.

[0003] Currently, with the advancement of information technology, there are more and more work systems on the market that provide convenient services for various departments of companies in industries such as administration, commerce, or finance. This results in human resources managers often having to switch back and forth between multiple systems to view and manage the work permissions of each employee in their respective systems, which is inefficient and requires a lot of work for each user to manually modify permissions.

[0004] Existing human resource management systems, such as the human resource management system and management method disclosed in the invention application with publication number CN116739538A and the blockchain-based human resource management system disclosed in the invention application with publication number CN118013581A, although they perform routine human resource management, do not allow human resource management personnel to quickly assign permissions to individual employees. As a result, whenever a new employee joins or the responsibilities of an old employee change, the human resource management personnel need to individually configure permissions for the employee, which results in a lot of repetitive work. This not only delays the rapid onboarding of new employees, but also makes it difficult for old employees to quickly adapt to changes in the organizational structure. At the same time, manual operations can easily lead to arbitrary and uncontrollable authorization.

[0005] Chinese patent CN105303084A discloses a rights management system and method for use in games, chat platforms, etc., which gives different users different levels of rights. Although the system involves the allocation of rights levels, it is just an ordinary personnel classification, dividing personnel into administrators and ordinary members, and the roles and responsibilities corresponding to administrators and ordinary members are different. The essence of the system is that administrators manage ordinary members. Such allocation only distinguishes between administrators and ordinary members. It is a simple two-dimensional division of labor roles and cannot be applied to administrative human resources management, etc., which divides members of the same type (for example: corporate employees, administrative agency staff, etc.) into different work rights, thereby realizing different rights for different positions of corporate employees and administrative agency staff, and corporate management and administrative management have different roles in different industries and scenarios. The permissions are very complex. Not only are the permissions for each level different, but the permissions for the same level in different departments are also different. For example, the permissions for P9 and P10 in Alibaba are different, and the permissions for P9s in different departments are also different from each other. Such a complex scenario cannot be implemented in the above-mentioned system that only distinguishes between administrators and ordinary members. In the existing technology, the allocation of these permissions is manually input by the human resources department, which consumes a lot of manpower. Not only does it increase a lot of labor costs in the input stage, but in the event of changes in authority, subsequent modifications are also labor-intensive and inefficient. In addition, in the existing manual input and modification, there is no function to track the history of permission changes, which is not only less secure, but also makes it impossible to conduct subsequent human resources audits, thereby causing security risks in the management of enterprises and administrative functional departments.

[0006] In addition, Tencent Electronic Signature is a product that provides electronic contract signing and evidence preservation services for enterprises and individuals. It is used to manage various receipts, rental contracts signed by both parties, etc. The signing process and results are all permanently preserved through blockchain technology; the system is only a tool for signing contracts, and it only manages the authority to sign contracts. It is authorized within the system and cannot automatically update permissions between multiple systems. Without communication synchronization, it is impossible to update permissions between multiple systems. Summary of the Invention

[0007] The purpose of this invention is to solve the problems in the existing technology and propose an administrative human resources management system that assigns roles and levels. It can not only improve the management efficiency of administrative, commercial and financial enterprises, realize the refined authority management of new and old employees, and simultaneously enhance the security and compliance of authority settings, but also the automated process can effectively reduce human errors and improve employee satisfaction and productivity.

[0008] To achieve the above objectives, the present invention proposes an administrative human resource management system that assigns roles and levels, comprising: Role definition query module: used to create new roles, modify roles, and query roles; the new role creation includes setting position permissions and setting level permissions; Role assignment module: used for new user registration, old user modification, and old user deletion; the new user registration includes creating a new user, and after the new user is created, calling the newly created role in the role definition query module to assign the user position; HR Audit Module: used for role information storage, personnel information storage, and HR information query audit; after the role information storage is approved for modification, a role modification log is added; after the personnel information storage is approved for modification, a personnel modification log is added; HR information query audit calls and audits the role modification log and the personnel modification log, and the personnel involved in the modification log that fails the audit will have their management rights temporarily closed; Monitoring service module: used for data update synchronization between the role definition query module, role assignment module and human resources audit module.

[0009] The steps of the role definition query module are as follows: S101: Determine whether a new role needs to be created; if yes, proceed to step S102; if no, proceed to step S108; S102: Create a new role, including the name, introduction, job function and administrative affiliation of the new role; then proceed to step S103; S103: Define the job level, including defining job information and level information. The job refers to the corresponding functional department, and the level refers to the corresponding job grade. Then, proceed to step S104. S104: Set the position authority, set the position authority according to the position information defined in step S103, and then go to step S105; S105: Setting level permissions, setting permissions for the level according to the level information defined in step S103, and then proceeding to step S106; S106: Determine whether the new role created in step S102 needs to be managed to existing personnel; if yes, proceed to step S107; if no, end; S107: Associate the new role created in step S102 with the existing personnel to be managed. After the new role is associated with the existing personnel, the permissions of the existing personnel are automatically batch matched and updated to the position permissions in step S104 and the level permissions in step S105; then proceed to step S121; S108: Determine whether the role needs to be modified; if yes, proceed to step S109; if no, proceed to step S115; S109: Determine whether to modify the role name; if yes, proceed to step S110; if no, proceed to step S111; S110: Modify the role name, including the role's name, brief introduction, job function, and administrative affiliation; then proceed to step S111; S111: Determine whether to modify the role position level; if yes, proceed to step S112; if no, proceed to step S113; S112: Modify the role's job level, including the role's job title and level information; then proceed to step S113; S113: Determine whether to modify the role authority; if yes, proceed to step S114; if no, proceed to step S121; S114: Modify the role permissions, and then proceed to step S121; including the role's position permissions and level permissions; S115: Determine whether the role needs to be queried; if yes, proceed to step S116; if no, end; S116: Determine whether the input role name matches; if yes, proceed to step S117; if no, end; S117: Display the role level and authority, including the role's name, profile, job function, administrative affiliation, job level information, job authority, and level authority; then proceed to step S118; S118: Determine whether it is necessary to retrieve the list of associated personnel; if yes, proceed to step S119; if no, end; S119: Determine whether the passwords match; if yes, proceed to step S120; if no, end; S120: Display the list of associated personnel, and then check and confirm the completion and end; S121: Record the newly created or modified role information into the database, and then proceed to step S122; S122: Enter the monitoring module to update the role data, and then end.

[0010] Preferably, the steps of the role assignment module are as follows: S201: Determine whether a new user is registered; if yes, proceed to step S202; if no, proceed to step S204; S202: Create a new user, and then proceed to step S203; S203: Assign a user position and a level to the newly created user, and then proceed to step S217; S204: Determine whether to modify the old user; if yes, proceed to step S205; if not, proceed to step S211; S205: Determine whether the user name needs to be modified; if yes, proceed to step S206; if no, proceed to step S207; S206: Modify the user name, and then proceed to step S207; S207: Determine whether the user position information needs to be modified; if yes, proceed to step S208; if no, proceed to step S209; S208: Modify the user's associated position information, replace the user's position selection from the old position to the new position, and then enter step S209; S209: Determine whether the user level information needs to be modified; if yes, proceed to step S210; if no, proceed to step S217; S210: Modify the user-associated level information, replace the user's level selection from the old level to the new level, and then proceed to step S217; S211: Determine whether the old user needs to be deleted; if yes, proceed to step S212; if no, proceed to step S214; S212: cancel the user's position and level association information, and then proceed to step S213; S213: Delete the user name information, and then go to step S217; S214: Determine whether to restore the deleted user; if yes, proceed to step S215; if no, proceed to step S217; S215: Restore the user name information, and then proceed to step S216; S216: Assign the user's position information and level information, and then proceed to step S217; S217: Synchronize the position permissions according to the assigned position information and level information, including the permissions corresponding to the position information and the permissions corresponding to the level information, and then proceed to step S218; S218: Save the creation record, modification record, deletion record and restoration record of the personnel information into the database to store the personnel information in the database, and then proceed to step S219; S219: Enter the monitoring module to update personnel data, and then end.

[0011] Preferably, the steps of the human resources audit module are as follows: S301: Check whether there is a role storage information request; if yes, proceed to step S302; if not, proceed to step S306; S302: The HR module administrator determines whether to approve the role information modification; if yes, proceed to step S303; if no, proceed to step S305; S303: Save the role information to the database, and then go to step S304; S304: Add a role information modification log, and then proceed to step S319; the role information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved it, and the approval time; S305: reject the role modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S306: Determine whether a human resources information query audit is required; if yes, proceed to step S307; if no, proceed to step S313; S307: Call the modification log to display all modification records. After the auditor reviews them, proceed to step S308; S308: The auditor checks whether the audit is passed; if yes, proceed to step S319; if not, proceed to step S309; S309: Temporarily close the permissions of the roles or personnel that failed the audit, and then proceed to step S310; S310: Notify the system administrator to modify the role or personnel information that has not passed the audit, and then proceed to step S311; S311: The system checks whether the administrator has modified the role or personnel information as required; if yes, proceeds to step S312; if not, returns to step S310; S312: Remove the temporary measures, restore the permissions of the modified role or person to normal, and then proceed to step S319; S313: Check whether there is a request to store personnel information; if yes, proceed to step S314; if not, proceed to step S319; S314: The HR module administrator determines whether to approve the personnel information modification; if yes, proceed to step S315; if no, proceed to step S318; S315: Save personnel information, and then go to step S316; S316: Add the personnel information modification log, and then proceed to step S317; the personnel information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved the modification, the approval time, and the person whose modification was made; S317: Send a notification of the personnel information modification log content in S316 to the modified person, and then proceed to step S319; S318: reject the personnel information modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S319: Enter the monitoring module to update information, and then end.

[0012] Preferably, the monitoring service module includes an automated monitoring module, a periodic data synchronization module, a message queue integration module and an external instruction response module; the automated monitoring module ensures that the system can detect data changes or status updates in a timely manner, thereby triggering corresponding synchronization operations; the periodic data synchronization module automatically executes data synchronization tasks at preset time intervals to ensure data consistency and accuracy; the message queue integration module utilizes message queue technology, and the system can asynchronously process external messages to achieve message delivery and load balancing; the external instruction response module receives and executes instructions from the outside, and supports dynamic adjustment and flexible configuration.

[0013] Beneficial effects of the present invention: 1) Effective two-way updates improve management efficiency: This system provides a unified platform for personnel information and permission information. When logging in to multiple heterogeneous systems, completely consistent personnel information and permission information can be obtained. There is no need for managers of each system to switch back and forth between multiple systems to check, nor is there a need to repeatedly update personnel information and permission information in each heterogeneous system. The system achieves the effect of inputting information into one system and synchronizing it across all systems, thereby reducing a large amount of repetitive manual labor in the management process, saving a lot of time, and improving management efficiency. This efficiency improvement is not just about synchronizing and updating data from the HR system to various heterogeneous systems. Instead, each heterogeneous system is given different modification permissions. After modifications are made within the permissions of the system itself, they can be synchronized to all heterogeneous systems in real time through the data center. This achieves two-way real-time synchronization and updates, rather than one-way passive acceptance by heterogeneous systems. This not only improves the efficiency of input and update work, but also improves the efficiency of entering personnel permission changes into the system, eliminating the tedious steps of manual reporting to the HR department, allowing manual permission change information to be entered into the system in real time. This not only improves the confidentiality of technical secrets and commercial secrets, but also provides two-way real-time updates. It is particularly suitable for high-efficiency management in multi-site application scenarios such as hospitals and schools. 2) Refined permission control: The role management module enables HR managers to create new role templates and assign specific permissions, assigning job and level information to each role. Each role has both job and level permissions, making permission management more detailed and professional. This ensures that each employee can only access information and resources relevant to their job responsibilities, achieving refined permission control. The flexibility of roles also means that when the responsibilities of existing employees change, HR managers can simply change their roles through the role management module without having to reconfigure all permissions, allowing existing employees to quickly adapt to changes in the organizational structure. 3) Strong security and compliance: The HR audit module can record permission changes, providing detailed logs for subsequent audits. This helps track the history of permission changes and ensures that any permission changes are authorized and recorded, thereby ensuring the security of the system. HR managers can use this system to centrally manage the permissions of each employee, making it easier to ensure that all employee permissions are in compliance with company policies and laws and regulations, helping to avoid compliance risks caused by improper permission management. 4) Automation can be implemented to reduce human error: The monitoring service module can automatically update and synchronize permissions through automated service management, thereby reducing problems caused by human error. The automated process also ensures that all employee permissions are updated in a timely manner when needed (for example, when an employee is promoted or transferred, the system can automatically adjust their permissions to ensure that employees always have the correct access rights). 5) Improved employee satisfaction and productivity: Since employees can quickly obtain work-related permissions through this system without having to wait for tedious manual processing, it can improve employee satisfaction and work efficiency. As a unified permission management system, this system can also reduce the time employees waste when searching for resources and information, helping them complete their work faster and thus improving overall productivity.

[0014] The features and advantages of the present invention will be described in detail through embodiments with reference to the accompanying drawings. BRIEF DESCRIPTION OF THE DRAWINGS

[0015] Figure 1 It is a structural diagram of the administrative human resource management system of the present invention that assigns roles and levels; Figure 2 It is a flow chart of a role definition query module in an administrative human resource management system for assigning roles and levels according to the present invention; Figure 3 It is a flow chart of a role assignment module in an administrative human resource management system for assigning roles and grades according to the present invention; Figure 4 It is a flow chart of the human resources audit module in the administrative human resources management system to which roles and levels are assigned in the present invention; Figure 5 It is a structural block diagram of the monitoring service module in the administrative human resource management system that assigns roles and levels according to the present invention. DETAILED DESCRIPTION

[0016] See Figure 1The administrative human resource management system for assigning roles and levels of the present invention includes a role definition query module: used for creating new roles, modifying roles, and querying roles; the newly created roles include setting job permissions and setting level permissions; a role assignment module: used for new user registration, old user modification, and old user deletion; the new user registration includes creating a new user, and after the new user is created, calling the newly created role in the role definition query module to assign the user position; a human resources audit module: used for role information storage, personnel information storage, and human resources information query and audit; the role modification log is added to the role information storage after the modification is agreed, and the personnel modification log is added to the personnel information storage after the modification is agreed, and the human resources information query audit calls and audits the role modification log and the personnel modification log, and temporarily closes the management permission of the personnel involved in the modification log that fails the audit; a monitoring service module: used for data update synchronization between the role definition query module, the role assignment module, and the human resources audit module.

[0017] See Figure 2 ,The steps of role definition query module are as follows: S101: Determine whether a new role needs to be created; if yes, proceed to step S102; if no, proceed to step S108; S102: Create a new role, including the name, introduction, job function and administrative affiliation of the new role; then proceed to step S103; S103: Define the job level, including defining job information and level information. The job refers to the corresponding functional department, and the level refers to the corresponding job grade. Then, proceed to step S104. S104: Set the position authority, set the position authority according to the position information defined in step S103, and then go to step S105; S105: Setting level permissions, setting permissions for the level according to the level information defined in step S103, and then proceeding to step S106; S106: Determine whether the new role created in step S102 needs to be managed to existing personnel; if yes, proceed to step S107; if no, end; S107: Associate the new role created in step S102 with the existing personnel to be managed. After the new role is associated with the existing personnel, the permissions of the existing personnel are automatically batch matched and updated to the position permissions in step S104 and the level permissions in step S105; then proceed to step S121; S108: Determine whether the role needs to be modified; if yes, proceed to step S109; if no, proceed to step S115; S109: Determine whether to modify the role name; if yes, proceed to step S110; if no, proceed to step S111; S110: Modify the role name, including the role's name, brief introduction, job function, and administrative affiliation; then proceed to step S111; S111: Determine whether to modify the role position level; if yes, proceed to step S112; if no, proceed to step S113; S112: Modify the role's job level, including the role's job title and level information; then proceed to step S113; S113: Determine whether to modify the role authority; if yes, proceed to step S114; if no, proceed to step S121; S114: Modify the role permissions, and then proceed to step S121; including the role's position permissions and level permissions; S115: Determine whether the role needs to be queried; if yes, proceed to step S116; if no, end; S116: Determine whether the input role name matches; if yes, proceed to step S117; if no, end; S117: Display the role level and authority, including the role's name, profile, job function, administrative affiliation, job level information, job authority, and level authority; then proceed to step S118; S118: Determine whether it is necessary to retrieve the list of associated personnel; if yes, proceed to step S119; if no, end; S119: Determine whether the passwords match; if yes, proceed to step S120; if no, end; S120: Display the list of associated personnel, and then check and confirm the completion and end; S121: Record the newly created or modified role information into the database, and then proceed to step S122; S122: Enter the monitoring module to update the role data, and then end.

[0018] The role definition query module integrates the functions of creating new roles, modifying roles, and querying roles to meet the needs of multiple scenarios. In the new role and role modification functions, different position permissions and level permissions are set for the roles, so that people in the same position but different levels can have different permissions; people in the same level but different positions can also have different permissions, realizing refined management of permissions. Moreover, in the role assignment module, whether it is a new employee joining the company or an old employee changing his position or level, the permissions can be updated in real time to meet the needs of efficient office. In addition, when creating a new role, you can update existing personnel to the corresponding role with one click, and directly update the permissions of existing personnel in batches.

[0019] See Figure 3 , the steps of role assignment module are as follows: S201: Determine whether a new user is registered; if yes, proceed to step S202; if no, proceed to step S204; S202: Create a new user, and then proceed to step S203; S203: Assign a user position and a level to the newly created user, and then proceed to step S217; S204: Determine whether to modify the old user; if yes, proceed to step S205; if not, proceed to step S211; S205: Determine whether the user name needs to be modified; if yes, proceed to step S206; if no, proceed to step S207; S206: Modify the user name, and then proceed to step S207; S207: Determine whether the user position information needs to be modified; if yes, proceed to step S208; if no, proceed to step S209; S208: Modify the user's associated position information, replace the user's position selection from the old position to the new position, and then enter step S209; S209: Determine whether the user level information needs to be modified; if yes, proceed to step S210; if no, proceed to step S217; S210: Modify the user-associated level information, replace the user's level selection from the old level to the new level, and then proceed to step S217; S211: Determine whether the old user needs to be deleted; if yes, proceed to step S212; if no, proceed to step S214; S212: cancel the user's position and level association information, and then proceed to step S213; S213: Delete the user name information, and then go to step S217; S214: Determine whether to restore the deleted user; if yes, proceed to step S215; if no, proceed to step S217; S215: Restore the user name information, and then proceed to step S216; S216: Assign the user's position information and level information, and then proceed to step S217; S217: Synchronize the position permissions according to the assigned position information and level information, including the permissions corresponding to the position information and the permissions corresponding to the level information, and then proceed to step S218; S218: Save the creation record, modification record, deletion record and restoration record of the personnel information into the database to store the personnel information in the database, and then proceed to step S219; S219: Enter the monitoring module to update personnel data, and then end.

[0020] The role assignment module integrates the functions of new user registration, old user modification, old user deletion, and deleted user recovery to meet the needs of multiple scenarios. When a new user registers, the user's position and level are directly assigned, and the user's position and level are mapped to the role in the role definition query module, directly assigning different position permissions and level permissions; unified management can more easily ensure that the permission settings of all employees comply with company policies and legal and regulatory requirements, which helps to avoid compliance risks caused by improper permission management; when modifying old users, the position and level can be modified separately, and either one can be modified or both can be modified at the same time; when deleting an old user, the user's position information and level information are first removed.

[0021] See Figure 4 , the steps of the HR audit module are as follows: S301: Check whether there is a role storage information request; if yes, proceed to step S302; if not, proceed to step S306; S302: The HR module administrator determines whether to approve the role information modification; if yes, proceed to step S303; if no, proceed to step S305; S303: Save the role information to the database, and then go to step S304; S304: Add a role information modification log, and then proceed to step S319; the role information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved it, and the approval time; S305: reject the role modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S306: Determine whether a human resources information query audit is required; if yes, proceed to step S307; if no, proceed to step S313; S307: Call the modification log to display all modification records. After the auditor reviews them, proceed to step S308; S308: The auditor checks whether the audit is passed; if yes, proceed to step S319; if not, proceed to step S309; S309: Temporarily close the permissions of the roles or personnel that failed the audit, and then proceed to step S310; S310: Notify the system administrator to modify the role or personnel information that has not passed the audit, and then proceed to step S311; S311: The system checks whether the administrator has modified the role or personnel information as required; if yes, proceeds to step S312; if not, returns to step S310; S312: Remove the temporary measures, restore the permissions of the modified role or person to normal, and then proceed to step S319; S313: Check whether there is a request to store personnel information; if yes, proceed to step S314; if not, proceed to step S319; S314: The HR module administrator determines whether to approve the personnel information modification; if yes, proceed to step S315; if no, proceed to step S318; S315: Save personnel information, and then go to step S316; S316: Add the personnel information modification log, and then proceed to step S317; the personnel information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved the modification, the approval time, and the person whose modification was made; S317: Send a notification of the personnel information modification log content in S316 to the modified person, and then proceed to step S319; S318: reject the personnel information modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S319: Enter the monitoring module to update information, and then end.

[0022] The HR audit module integrates the functions of role information storage, personnel information storage, and HR information query audit to meet the needs of multiple scenarios; when role information and personnel information are stored in the database, corresponding modification logs are created, and the system records the permission change information, providing a detailed log for the audit, which helps to track the change history of permissions and ensure that any permission changes are authorized and recorded, thereby enhancing the security of the system; the setting of the HR information query audit function can also regularly audit the compliance of role permissions and personnel permissions, and correct any violations in a timely manner when they are discovered, and there are traces to ensure the compliance and security of permissions.

[0023] See Figure 5 The monitoring service module includes an automated monitoring module, a periodic data synchronization module, a message queue integration module and an external command response module; the automated monitoring module ensures that the system can detect data changes or status updates in a timely manner, thereby triggering corresponding synchronization operations; the periodic data synchronization module automatically executes data synchronization tasks at preset time intervals to ensure data consistency and accuracy; the message queue integration module uses message queue technology, and the system can asynchronously process external messages to achieve message delivery and load balancing; the message queue service is used to asynchronously receive and respond to commands or data updates from the external environment; the external command response module receives and executes commands from the outside, and supports dynamic adjustment and flexible configuration.

[0024] The above-mentioned monitoring service module can perform data checking and synchronization tasks according to a predetermined schedule. An efficient scheduler is integrated into the system to ensure that each task can be started and executed on time. The monitoring service module not only improves the flexibility and response speed of data processing, but also enhances the stability and scalability of the system. This design pattern enables the system to maintain high performance and high reliability when processing large-scale data and high-concurrency requests, and is suitable for complex application scenarios that require real-time data processing and rapid response.

[0025] Compared with Tencent e-signature, this application is an enterprise human resources management system, and its application scenario is for personnel management, not contract management. The management of personnel is to manage their synchronization permissions, which is for the company's internal confidentiality management and processing permissions, and does not include the permission setting for signing contracts. Therefore, the application scenarios and management types of the two are different. The former is for the management of contract signing processes, and the latter is for internal personnel management of the enterprise, especially the ability to import permissions synchronously at one time; this system is a centralized data management and synchronization platform, which ensures that only authorized heterogeneous systems can access it through registration and permission control; the platform uniformly manages employee data and role permissions, and simplifies cross-system permission allocation and process management; in addition, the data middle platform has an efficient data communication mechanism, which can synchronize and update personnel information through the interface in real time, ensuring the consistency and timeliness of data of all access systems; this application is for personnel management, and includes position permissions and levels when personnel are entered. Permissions are not used for permission management of contract content, but for the function of granting all permissions to the person in multiple systems of the enterprise at one time. Its purpose is to reduce the input workload of the human resources department, and all functional permissions of new employees and new employees can be modified at one time, which not only facilitates the work of the human resources department, but also ensures accurate and error-free management. To put it more simply, Comparative Document 1 is a security management of contract content; and this application is an optimization of the efficiency of the human resources department. The data middle platform of this application has a complete data communication mechanism, and the monitoring service module uses an event-driven architecture to ensure that any changes in personnel data can be captured in real time and trigger the corresponding callback interface. Heterogeneous systems can obtain all personnel-related data by actively accessing the interface. In the case of changes in personnel data, the callback interface will be triggered immediately to notify the system connected to the data middle platform to update the personnel data. Personnel data changes include entry, transfer, role change, and personnel management scope change.

[0026] The above embodiments are intended to illustrate the present invention, not to limit the present invention. Any solution that is a simple transformation of the present invention falls within the protection scope of the present invention.

Claims

1. An administrative human resource management system that assigns roles and levels, characterized by: It includes a role definition query module: used to create a new role, modify a role, and query a role; the new role includes setting position permissions and setting level permissions; Role assignment module: used for new user registration, old user modification, and old user deletion; the new user registration includes creating a new user, and after the new user is created, calling the newly created role in the role definition query module to assign the user position; Human Resources Audit Module: used for role information storage, personnel information storage, and human resources information query and audit; After the role information is entered into the database and the modification is approved, a role modification log is added. After the personnel information is entered into the database and the modification is approved, a personnel modification log is added. The human resources information query audit calls and audits the role modification log and the personnel modification log. The personnel involved in the modification log that fails the audit will have their management rights temporarily closed. Monitoring service module: used for data update synchronization between the role definition query module, role assignment module and human resources audit module; The steps of the role definition query module are as follows: S101: Determine whether a new role needs to be created; if yes, proceed to step S102; if no, proceed to step S108; S102: Create a new role, including the name, introduction, job function and administrative affiliation of the new role; then proceed to step S103; S103: Define job level, including defining job information and level information. Job refers to the corresponding functional department, and level refers to the corresponding job level. Then proceed to step S104; S104: Set the position authority, set the position authority according to the position information defined in step S103, and then go to step S105; S105: Setting level permissions, setting permissions for the level according to the level information defined in step S103, and then proceeding to step S106; S106: Determine whether the new role created in step S102 needs to be managed to existing personnel; if yes, proceed to step S107; if no, end; S107: Associate the new role created in step S102 with the existing personnel to be managed. After the new role is associated with the existing personnel, the permissions of the existing personnel are automatically batch matched and updated to the position permissions in step S104 and the level permissions in step S105; Then proceed to step S121; S108: Determine whether the role needs to be modified; if yes, proceed to step S109; if no, proceed to step S115; S109: Determine whether to modify the role name; If yes, proceed to step S110; if no, proceed to step S111; S110: Modify the role name, including the role's name, brief introduction, job function, and administrative affiliation; then proceed to step S111; S111: Determine whether to modify the role position level; if yes, proceed to step S112; if no, proceed to step S113; S112: Modify the role's job level, including the role's job title and level information; Then proceed to step S113; S113: Determine whether to modify the role authority; if yes, proceed to step S114; if no, proceed to step S121; S114: Modify the role permissions, and then proceed to step S121; including the role's position permissions and level permissions; S115: Determine whether to query the role; If yes, proceed to step S116; if no, end; S116: Determine whether the input role name matches; if yes, proceed to step S117; if no, end; S117: Display the role level and authority, including the role's name, profile, job function, administrative affiliation, job level information, job authority, and level authority; then proceed to step S118; S118: Determine whether it is necessary to retrieve the list of associated personnel; if yes, proceed to step S119; if no, end; S119: Determine whether the passwords match; if yes, proceed to step S120; if no, end; S120: Display the list of associated personnel, and then check and confirm the completion and end; S121: Record the newly created or modified role information into the database, and then proceed to step S122; S122: Enter the monitoring module to update the role data, and then end.

2. The administrative human resource management system for assigning roles and levels according to claim 1, characterized in that: The steps of the role assignment module are as follows: S201: Determine whether a new user is registered; if yes, proceed to step S202; if no, proceed to step S204; S202: Create a new user, and then proceed to step S203; S203: Assign a user position and a level to the newly created user, and then proceed to step S217; S204: Determine whether to modify the old user; if yes, proceed to step S205; if not, proceed to step S211; S205: Determine whether the user name needs to be modified; If yes, proceed to step S206; if no, proceed to step S207; S206: Modify the user name, and then proceed to step S207; S207: Determine whether the user position information needs to be modified; if yes, proceed to step S208; if no, proceed to step S209; S208: Modify the user's associated position information, replace the user's position selection from the old position to the new position, and then enter step S209; S209: Determine whether the user level information needs to be modified; if yes, proceed to step S210; if no, proceed to step S217; S210: Modify the user-associated level information, replace the user's level selection from the old level to the new level, and then proceed to step S217; S211: Determine whether the old user needs to be deleted; if yes, proceed to step S212; if no, proceed to step S214; S212: cancel the user's position and level association information, and then proceed to step S213; S213: Delete the user name information, and then go to step S217; S214: Determine whether to restore the deleted user; if yes, proceed to step S215; if no, proceed to step S217; S215: Restore the user name information, and then proceed to step S216; S216: Assign the user's position information and level information, and then proceed to step S217; S217: Synchronize the position permissions according to the assigned position information and level information, including the permissions corresponding to the position information and the permissions corresponding to the level information, and then proceed to step S218; S218: Save the creation record, modification record, deletion record and restoration record of the personnel information into the database to store the personnel information in the database, and then proceed to step S219; S219: Enter the monitoring module to update personnel data, and then end.

3. The administrative human resource management system for assigning roles and levels according to claim 1, characterized in that: The steps of the human resources audit module are as follows: S301: Check whether there is a role storage information request; if yes, proceed to step S302; if not, proceed to step S306; S302: The HR module administrator determines whether to approve the role information modification; If yes, proceed to step S303; if no, proceed to step S305; S303: Save the role information to the database, and then go to step S304; S304: Add a role information modification log, and then proceed to step S319; the role information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved it, and the approval time; S305: reject the role modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S306: Determine whether a human resources information query audit is required; if yes, proceed to step S307; if no, proceed to step S313; S307: Call the modification log to display all modification records. After the auditor reviews them, proceed to step S308; S308: The auditor checks whether the audit is passed; if yes, proceed to step S319; if not, proceed to step S309; S309: Temporarily close the permissions of the roles or personnel that failed the audit, and then proceed to step S310; S310: Notify the system administrator to modify the role or personnel information that has not passed the audit, and then proceed to step S311; S311: The system checks whether the administrator has modified the role or personnel information as required; if yes, proceeds to step S312; if not, returns to step S310; S312: Remove the temporary measures, restore the permissions of the modified role or person to normal, and then proceed to step S319; S313: Check whether there is a request to store personnel information; if yes, proceed to step S314; if not, proceed to step S319; S314: The HR module administrator determines whether to approve the personnel information modification; if yes, proceed to step S315; if no, proceed to step S318; S315: Save personnel information, and then go to step S316; S316: Add the personnel information modification log, and then proceed to step S317; the personnel information modification log includes the applicant who proposed the modification, the application time, the modification content, the person who approved the modification, the approval time, and the person whose modification was made; S317: Send a notification of the personnel information modification log content in S316 to the modified person, and then proceed to step S319; S318: reject the personnel information modification, explain the rejection reason, and send the rejection information and reason to the applicant, and then return to step S301; S319: Enter the monitoring module to update information, and then end.

4. The administrative human resource management system for assigning roles and levels according to any one of claims 1 to 3, characterized in that: The monitoring service module includes an automated monitoring module, a periodic data synchronization module, a message queue integration module and an external command response module; the automated monitoring module ensures that the system can detect data changes or status updates in a timely manner, thereby triggering corresponding synchronization operations; the periodic data synchronization module automatically executes data synchronization tasks at preset time intervals to ensure data consistency and accuracy; the message queue integration module utilizes message queue technology, enabling the system to asynchronously process external messages, achieve message delivery and load balancing; the external command response module receives and executes commands from the outside, supporting dynamic adjustment and flexible configuration.

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