Digital management of enterprise internal human resource management and construction method thereof

Abstract

The invention discloses enterprise internal human resource management digital management and a construction method thereof, and belongs to the technical field of enterprise digital management. Comprising an employee management module, an information processing terminal and an information maintenance module, the employee management module is in communication connection with the information processing terminal, the employee management module is in communication connection with the information maintenance module, and the information processing terminal is in communication connection with the information maintenance module. The problems that in the prior art, an information management system used by an enterprise institution and the like generally only pays attention to function design, lacks attention of an actual business scene, is difficult to synchronously express operation of full-scene business of the enterprise institution in a twin digital space, cannot realize intelligent management of the enterprise institution, and is inconvenient to use can be solved. And the management efficiency of enterprise institutions is limited.

Description

Technical Field

[0001] This invention relates to a digital management system for internal human resource management in enterprises and its construction method, belonging to the field of enterprise digital management technology. Background Technology

[0002] In existing technologies, information management systems used by enterprises and organizations typically focus only on functional design, lacking attention to actual business scenarios. This makes it difficult to synchronously represent the full range of business operations within a digital twin space, hindering intelligent management and limiting management efficiency. Therefore, upgrading and transforming human resources involves using digital means to drive improvements in analytical and evaluation capabilities, decision-making support, and basic support capabilities. This includes enriching the HR data information relevant to employees, simplifying operating procedures for current employees, enabling business personnel to manage and collaborate more flexibly, agilely, and efficiently, and supporting leadership in controlling the enterprise's HR situation and making quick and accurate decisions. Therefore, this paper proposes a digital management approach for internal human resource management within enterprises and its construction method. Summary of the Invention

[0003] To address the problems existing in the background technology, the present invention provides a digital management system for enterprise internal human resource management and its construction method.

[0004] To achieve the above objectives, the present invention adopts the following technical solution: a digital management system for enterprise internal human resource management and its construction method, comprising: an employee management module, an information processing terminal, and an information maintenance module, wherein the employee management module is communicatively connected to the information processing terminal, the employee management module is communicatively connected to the information maintenance module, and the information processing terminal is communicatively connected to the information maintenance module.

[0005] The employee management module includes: an onboarding management unit, a performance appraisal unit, and a business function unit. The onboarding management unit is communicatively connected to the performance appraisal unit, and the business function unit is communicatively connected to the onboarding management unit. The onboarding management unit, performance appraisal unit, and business function unit are all communicatively connected to the information maintenance module.

[0006] The information processing terminal includes: a departmental review unit, an employee management department review module, and an employee management specialist review module. The onboarding management unit, performance appraisal unit, and business function unit are all communicatively connected to the departmental review unit. The departmental review unit is communicatively connected to the employee management department review module and the employee management specialist review module, respectively. The employee management department review module and the employee management specialist review module are both communicatively connected to the information maintenance module.

[0007] The information maintenance module includes: an information allocation maintenance unit, an audit unit, and an information push and processing unit. The onboarding management unit, performance appraisal unit, and business function unit are all connected to the information allocation maintenance unit. The employee management audit module and the employee management specialist audit module are both connected to the information allocation maintenance unit. The information allocation maintenance unit is connected to the audit unit, and the audit unit is connected to the information push and processing unit.

[0008] A digital management system for enterprise internal human resource management and its construction method, including a method for constructing a system for new employees: The method is characterized by the following steps: S1: New employees enter their information through the onboarding management unit and simultaneously communicate the information to the allocation information maintenance unit and the department review unit. S2: After the departmental review unit conducts a preliminary review of the entered information, it communicates with the employee management review module and the employee management specialist review module respectively. S3: After the employee management office review module and the employee management specialist review module conduct two-way approval, they communicate with the allocation information maintenance unit. S4: The information maintenance unit communicates the information feedback from the onboarding management unit, the employee management department's review module, and the employee management specialist review module to the review unit for final computer verification. If the information passes the final review, it is communicated to the push and read information unit for information display.

[0009] A digital management system for enterprise internal human resource management and its construction method, and a method for constructing employee performance appraisal: characterized by the following steps: S1: By allocating information to the onboarding management unit, the onboarding time is determined, and then communication is made with the performance appraisal unit and the allocation information maintenance unit. S2: The performance appraisal unit integrates the information and communicates it to the departmental review unit; S3: After the departmental review unit conducts a preliminary review of the entered information, it communicates with the employee management review module and the employee management specialist review module respectively. S4: After the employee management office review module and the employee management specialist review module conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit; if it fails, it will communicate with the department review unit for re-verification. S5: The allocation information maintenance unit communicates the information feedback from the performance appraisal unit, the employee management department's review module, and the employee management specialist review module to the review unit for final computer verification. If the information passes, it is communicated to the push and read information unit for information display; if it fails, it is communicated to the allocation information maintenance unit for modification.

[0010] A digital management system for enterprise internal human resource management and its construction method, and a method for constructing employee business functions: characterized by the following steps: S1: By allocating information to the onboarding management unit, the onboarding time is determined; by allocating information to the performance appraisal unit, the total performance amount is determined; and then the information is communicated to the business function unit and the information allocation maintenance unit. S2: The business function unit communicates the integrated information to the departmental review unit; S3: After the departmental review unit conducts a preliminary review of the entered information, it communicates with the employee management review module and the employee management specialist review module respectively. S4: After the employee management office review module and the employee management specialist review module conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit; if it fails, it will communicate with the department review unit for re-verification. S5: The allocation information maintenance unit communicates the information feedback from the performance appraisal unit, the department review module, and the employee management responsible review module to the review unit for final computer verification. If the information passes the final review, it is communicated to the push and read information unit for information display. If the information fails the final review, it is communicated to the allocation information maintenance unit for modification.

[0011] Compared with the prior art, the beneficial effects of the present invention are: The present invention can solve the problem mentioned in the background: In the prior art, the information management systems used by enterprises and institutions usually only focus on functional design and lack attention to actual business scenarios. It is difficult to synchronously express the operation of the enterprise's full-scenario business in the twin digital space, which makes it impossible to realize the intelligent management of the enterprise and institutions and limits the management efficiency of the enterprise and institutions.

[0012] This invention enables the upgrading of analytical and evaluation capabilities, decision support capabilities, and basic support capabilities through digital means, enriches the human resources data information that employees care about, simplifies the operating system processes for on-the-job employees, supports business personnel in managing and collaborating on business more flexibly, agilely, and efficiently, supports the leadership in controlling the company's human resources situation, and assists leaders in making quick and accurate decisions. Attached Figure Description

[0013] Figure 1 This is a schematic diagram of module connection and communication according to the present invention. Detailed Implementation

[0014] The technical solutions of the present invention will be clearly and completely described below with reference to the accompanying drawings of the embodiments of the present invention. Obviously, the described embodiments are only some embodiments of the invention, not all embodiments. All other embodiments obtained by those skilled in the art based on the embodiments of the present invention without creative effort are within the scope of protection of the present invention.

[0015] A digital management system for enterprise internal human resource management and its construction method includes: an employee management module 1, an information processing terminal 2, and an information maintenance module 3. The employee management module 1 is communicatively connected to the information processing terminal 2, the employee management module 1 is communicatively connected to the information maintenance module 3, and the information processing terminal 2 is communicatively connected to the information maintenance module 3.

[0016] The employee management module 1 includes: an onboarding management unit 1-1, a performance appraisal unit 1-2, and a business function unit 1-3. The onboarding management unit 1-1 is communicatively connected to the performance appraisal unit 1-2, and the business function unit 1-3 is communicatively connected to the onboarding management unit 1-1. The onboarding management unit 1-1, the performance appraisal unit 1-2, and the business function unit 1-3 are all communicatively connected to the information maintenance module 3.

[0017] The Onboarding Management Unit 1-1 includes: Onboarding Management, Department Transfer Management, Job Transfer Management, Departure Management, Retirement Management, Employee Mobility Notification, Transfer Order Management, and Configuration Management.

[0018] Performance appraisal units 1-2 include: sign-in, leave management, business trip management, overtime management, time off in lieu management, make-up attendance management, shift management, shuttle bus management, attendance quota management, configuration management, and statistical query.

[0019] Business functional units 1-3 include: career information maintenance, career business processing, career reports and forms, training and assessment new employee mentor maintenance, training and assessment training project management, training and assessment training plan application, training and assessment training class management, training and assessment first-level training evaluation, training and assessment internal / external trainer information management, training and assessment training points management, and training and assessment configuration management.

[0020] The information processing terminal 2 includes: a department review unit 2-1, an employee management department review module 2-2, and an employee management specialist review module 2-3. The onboarding management unit 1-1, the performance appraisal unit 1-2, and the business function unit 1-3 are all communicatively connected to the department review unit 2-1. The department review unit 2-1 is communicatively connected to the employee management department review module 2-2 and the employee management specialist review module 2-3, respectively. The employee management department review module 2-2 and the employee management specialist review module 2-3 are both communicatively connected to the information maintenance module 3.

[0021] Departmental review module 2-1 is for offline departmental review and application submission. Employee management review module 2-2 is an online leadership review module. Employee management review module 2-3 is an online human resources review module. By using the dual-module review setup of employee management review module 2-2 and employee management specialist review module 2-3, errors in the review process can be reduced.

[0022] The information maintenance module 3 includes: an information allocation maintenance unit 3-1, an audit unit 3-2, and an information push and processing unit 3-3. The onboarding management unit 1-1, the performance appraisal unit 1-2, and the business function unit 1-3 are all communicatively connected to the information allocation maintenance unit 3-1. The employee management audit module 2-2 and the employee management specialist audit module 2-3 are both communicatively connected to the information allocation maintenance unit 3-1. The information allocation maintenance unit 3-1 is communicatively connected to the audit unit 3-2. The audit unit 3-2 is communicatively connected to the information push and processing unit 3-3.

[0023] The allocation information maintenance unit 3-1 is a server, the review unit 3-2 performs the final review of the server information, and the push and processing information unit 3-3 is an LED display screen to display the reviewed information.

[0024] A digital management system for enterprise internal human resource management and its construction method, including a method for constructing a system for new employees: The method is characterized by the following steps: S1: New employees enter their information through the onboarding management unit 1-1 and simultaneously communicate the information to the allocation information maintenance unit 3-1 and the department review unit 2-1; S2: After the departmental review unit 2-1 conducts a preliminary review of the entered information, it communicates with the employee management review module 2-2 and the employee management specialist review module 2-3 respectively. S3: After the employee management office review module 2-2 and the employee management specialist review module 2-3 conduct two-way approval, they communicate with the allocation information maintenance unit 3-1. S4: The information maintenance unit 3-1 communicates the information fed back by the onboarding management unit 1-1, the employee management department review module 2-2, and the employee management specialist review module 2-3 to the review unit 3-2 for final computer verification. If the information passes the final review, it is communicated to the push and read information unit 3-3 for information display.

[0025] A digital management system for enterprise internal human resource management and its construction method, and a method for constructing employee performance appraisal: characterized by the following steps: S1: By allocating information to the onboarding management unit 1-1, the onboarding time is determined, and then communication is made to the performance appraisal unit 1-2 and the allocation information maintenance unit 3-1; S2: Performance appraisal unit 1-2 integrates the information and communicates it to departmental review unit 2-1; S3: After the departmental review unit 2-1 conducts a preliminary review of the entered information, it communicates with the employee management review module 2-2 and the employee management specialist review module 2-3 respectively. S4: After the employee management office review module 2-2 and the employee management specialist review module 2-3 conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit 3-1; if it fails, it will communicate with the department review unit 2-1 for re-verification. S5: The allocation information maintenance unit 3-1 communicates the information fed back by the performance appraisal unit 1-2, the employee management department review module 2-2, and the employee management specialist review module 2-3 to the review unit 3-2 for final computer verification. If the information passes the final review, it is communicated to the push and read information unit 3-3 for information display. If the information fails the final review, it is communicated to the allocation information maintenance unit 3-1 for modification.

[0026] A digital management system for enterprise internal human resource management and its construction method, and a method for constructing employee business functions: characterized by the following steps: S1: By allocating information to the onboarding management unit 1-1, the onboarding time is determined; by allocating information to the performance appraisal unit 1-2, the total performance amount is determined; and then the information is communicated to the business function unit 1-3 and the information allocation maintenance unit 3-1. S2: Business function units 1-3 communicate the integrated information to departmental review unit 2-1; S3: After the departmental review unit 2-1 conducts a preliminary review of the entered information, it communicates with the employee management review module 2-2 and the employee management specialist review module 2-3 respectively. S4: After the employee management office review module 2-2 and the employee management specialist review module 2-3 conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit 3-1; if it fails, it will communicate with the department review unit 2-1 for re-verification. S5: The allocation information maintenance unit 3-1 communicates the information fed back by the performance appraisal unit 1-2, the audit module 2-2, and the employee management audit module 2-3 to the audit unit 3-2 for final computer verification. If the information passes the final review, it is communicated to the push and read information unit 3-3 for information display. If the information fails the final review, it is communicated to the allocation information maintenance unit 3-1 for modification.

[0027] It will be apparent to those skilled in the art that the present invention is not limited to the details of the exemplary embodiments described above, and that the invention can be implemented in other forms without departing from its spirit or essential characteristics. Therefore, the embodiments should be considered in all respects as exemplary and non-limiting, and the scope of the invention is defined by the appended claims rather than the foregoing description. Thus, all variations falling within the meaning and scope of the equivalents of the claims are intended to be included within the present invention. No reference numerals in the claims should be construed as limiting the scope of the claims.

[0028] Furthermore, it should be understood that although this specification describes embodiments, not every embodiment contains only one independent technical solution. This narrative style is merely for clarity. Those skilled in the art should consider the specification as a whole, and the technical solutions in each embodiment can also be appropriately combined to form other embodiments that can be understood by those skilled in the art.

Claims

1. A digital management system for enterprise internal human resource management and its construction method, characterized in that: include: The system includes an employee management module (1), an information processing terminal (2), and an information maintenance module (3). The employee management module (1) is connected to the information processing terminal (2), the employee management module (1) is connected to the information maintenance module (3), and the information processing terminal (2) is connected to the information maintenance module (3).

2. The digital management system for enterprise internal human resource management and its construction method according to claim 1, characterized in that: The employee management module (1) includes: an onboarding management unit (1-1), a performance appraisal unit (1-2), and a business function unit (1-3). The onboarding management unit (1-1) is communicatively connected to the performance appraisal unit (1-2), and the business function unit (1-3) is communicatively connected to the onboarding management unit (1-1). The onboarding management unit (1-1), the performance appraisal unit (1-2), and the business function unit (1-3) are all communicatively connected to the information maintenance module (3).

3. The digital management system for enterprise internal human resource management and its construction method according to claim 2, characterized in that: The information processing terminal (2) includes: a department review unit (2-1), an employee management department review module (2-2), and an employee management specialist review module (2-3). The onboarding management unit (1-1), performance appraisal unit (1-2), and business function unit (1-3) are all connected to the department review unit (2-1). The department review unit (2-1) is connected to the employee management department review module (2-2) and the employee management specialist review module (2-3) respectively. The employee management department review module (2-2) and the employee management specialist review module (2-3) are both connected to the information maintenance module (3).

4. The digital management system for enterprise internal human resource management and its construction method according to claim 3, characterized in that: The information maintenance module (3) includes: an information allocation maintenance unit (3-1), an audit unit (3-2), and a push-to-read-and-handle information unit (3-3). The onboarding management unit (1-1), performance appraisal unit (1-2), and business function unit (1-3) are all connected to the information allocation maintenance unit (3-1). The employee management audit module (2-2) and the employee management specialist audit module (2-3) are both connected to the information allocation maintenance unit (3-1). The information allocation maintenance unit (3-1) is connected to the audit unit (3-2). The audit unit (3-2) is connected to the push-to-read-and-handle information unit (3-3).

5. A digital management system for enterprise internal human resource management and its construction method, including a method for constructing a system for new employees: characterized by... The method includes the following steps: S1: New employees enter their information through the onboarding management unit (1-1) and simultaneously communicate the information to the allocation information maintenance unit (3-1) and the department review unit (2-1). S2: After the departmental review unit (2-1) conducts a preliminary review of the entered information, it communicates with the employee management review module (2-2) and the employee management specialist review module (2-3) respectively. S3: After the employee management office review module (2-2) and the employee management specialist review module (2-3) conduct two-way approval, they communicate with the allocation information maintenance unit (3-1). S4: The information maintenance unit (3-1) communicates the information fed back by the onboarding management unit (1-1), the employee management department review module (2-2), and the employee management specialist review module (2-3) to the review unit (3-2) for computer verification and final review. If the information passes the final review, it is communicated to the push and read information unit (3-3) for information display.

6. A digital management system for enterprise internal human resource management and its construction method, including a method for constructing employee performance appraisal: characterized by... The method includes the following steps: S1: By allocating information to the onboarding management unit (1-1), the onboarding time is determined, and then communication is made with the performance appraisal unit (1-2) and the allocation information maintenance unit (3-1). S2: The performance appraisal unit (1-2) integrates the information and communicates it to the departmental review unit (2-1). S3: After the departmental review unit (2-1) conducts a preliminary review of the entered information, it communicates with the employee management review module (2-2) and the employee management specialist review module (2-3) respectively. S4: After the employee management office review module (2-2) and the employee management specialist review module (2-3) conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit (3-1); if it fails, it will communicate with the department review unit (2-1) for re-verification. S5: The allocation information maintenance unit (3-1) communicates the information fed back by the performance appraisal unit (1-2), the employee management office review module (2-2), and the employee management specialist review module (2-3) to the review unit (3-2) for computer verification and final review. If it passes, it communicates to the push and read information unit (3-3) for information display. If it fails, it communicates to the allocation information maintenance unit (3-1) for modification.

7. A digital management system for enterprise internal human resource management and its construction method, including a method for constructing employee business functions: characterized by... The method includes the following steps: S1: By allocating information to the onboarding management unit (1-1), the onboarding time is determined; by allocating information to the performance appraisal unit (1-2), the total performance amount is determined; and then the information is communicated to the business function unit (1-3) and the information allocation maintenance unit (3-1). S2: Business functional units (1-3) communicate the integrated information to the departmental review unit (2-1). S3: After the departmental review unit (2-1) conducts a preliminary review of the entered information, it communicates with the employee management review module (2-2) and the employee management specialist review module (2-3) respectively. S4: After the employee management office review module (2-2) and the employee management specialist review module (2-3) conduct two-way approval, if it passes, it will communicate with the allocation information maintenance unit (3-1); if it fails, it will communicate with the department review unit (2-1) for re-verification. S5: The allocation information maintenance unit (3-1) communicates the information fed back by the performance appraisal unit (1-2), the audit module (2-2), and the employee management responsibility audit module (2-3) to the audit unit (3-2) for computer verification and final review. If it passes, it communicates to the push and read information unit (3-3) for information display. If it fails, it communicates to the allocation information maintenance unit (3-1) for modification.

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