(1) to set up a set of safe, reliable and perfect human resource management network and coordinate the functions of the management level and the operation one in order to realize our computerized, systematic, net-connected and scientific management of human resources
(2) to enhance the centralization and standardization of our management, to ensure standardized and perfect data and to guarantee detailed and uniform reports
(3) to remain the reasonable parts in our former operation and management and to make some adjustments in those unreasonable ones as required by the computer network management
And the following principles should be obeyed in our technology design:
(1) Computer technology should be relied on to reduce our construction investment and make it easier to implement. (2) The extensibility of the system should be taken into consideration. And modular design should be used in our design of software and hardware.
(3) Data safety should be ensured during transmission and processing.
(4) On the premise of our advanced system, its practicability should also be ensured. 4. General Design
The Design of the Computer Management Pattern and the Operation Process
Human resource system is composed of some subsystems such as personnel management, wage management, economic responsibility system, bonus management, insurance management, checking of staff’s attendance, distribution of bonus in grass-roots units and so on. Among the above, with the personnel management subsystem as
the basis of the whole, other subsystems are expected to control wages, economic responsibility system, bonus, insurance, checking of staff’s attendance, distribution of bonus in grass-roots units. With the human resource department, functional departments and staff as its objects, this system aims at coordinating the business connection among the three to provide prompt, exact and overall information for the administration’s decisions and improve our efficiency. In addition, multistage safety control is employed in our system management to ensure safety and reliability of the data.
4.1 Personnel Management Subsystem
This subsystem can be used to assist our managers to manage the staff’s title, position and education qualification, to transfer personnel among different departments according to our actual needs, to analyze the components of human resources such as education qualification, title, position, sex and so on and then to create intuitional data and charts. In this system is stored the information about the in-service and retired staff’s service conditions, education qualification, rewards and penalties, personal resume, spouse and family members and so on. In addition, with this subsystem, we are able to input, correct, delete, search, print and analyze information and to have an overall knowledge about personnel information.
The operation process of this subsystem is shown in Figure 1:
Figure 1. The operation process of personnel management subsystem 4.2 Wage Management Subsystem
This subsystem can be employed to assist managers to deal with maintenance and distribution of wages and calculate personal income tax automatically. By transforming the previous manual operation process, we employ wage management subsystem to create the wage data of all the units in our factory based on attendance checking results recorded by individual grass-roots units. In addition, this subsystem will audit the validity of the created data and provide some relevant information for the departments in charge of insurance and finance. Meanwhile, taking the role of the financial department in creating the data of tax and housing public fund into consideration, we provide it with an access to these parts.
The operation process of this subsystem is shown in Figure 2: transfer in/out
ask for/report back from leave post transfer
temporarily
transfer changes in post transfer between units
quota of staff staff form (including leave records) Personnel subsystem grass-roots Units grass-roots Units Bonus subsystem Insurance subsystem Staff Staff Staff Staff Wage subsystem
Figure 2. The operation process of wage management subsystem 4.3 Bonus Management Subsystem
This subsystem is composed of economic responsibility system evaluation, management of monthly bonus and centralized bonus management and so on. It will assist our managers to implement the evaluation based on economic responsibility system and deal with bonus maintenance and distribution according to evaluation results. (1) economic responsibility system evaluation: first, grass-roots units hand in their evaluation forms and the human resource department is expected to create the summary form according to the contract made with grass-roots units at the beginning of this year and the targets provided by the program department and the dispatch control department. Due to differences items and targets provided by different units, calculations should be conducted respectively to create the summary form for the evaluation conference to discuss. Finally, the evaluation requisition will come into being according to the discussion result, which will be given out to each grass-roots unit.
Temporary wage table（1）
History wage table (one)
create add
Calculation
1.To print monthly wage sheets
2.To print the accumulated wage table
3.Give the disk to bank within 7 days（net pay+ meal subsidies）
DBF base of
grass-roots units
Changes in the attendance checking and bonus
Oracle database Oracle database
Monthly wage tables (several)
Create:
1.Machine accounts for overtime work
2.Yearly summary table and yearly public fund Create:
1.DBF base to be handed to grass-roots units 2.Monthly summary table and monthly tax table
standby inquiry Wage entry table
Personnel datasheet
The financial department annual public fund Initialization at the beginning of a month Initialization at the beginning of a withholding tax
The evaluation requisition includes: title of unit, basic bonus, evaluation items( awards and penalties in scores), commendation items (amount of money). The total amount of staff and bonus will not be mentioned in this note. Note: Here a unit is not necessarily an administrative unit. It can be defined in a flexible way.
(2) distribution of bonus: the system will form a bonus distribution form based on the above requisition. This form will be given to all units as well as the financial department. In fact, there are a lot of items in this form, so the calculation is quite complicated.
4.4 Labor Insurance Subsystem
This subsystem is composed of industrial injury insurance management, endowment insurance management, complementary endowment insurance management, medical insurance management, unemployment insurance management and early retirement management. It will assist our managers to deal with maintenance of labor insurance and distribution of insurance compensation according to relevant policies.
The operation process of industrial injury insurance is shown in Figure 3:
Figure 3. The operation process of industrial injury insurance subsystem The operation process of endowment insurance subsystem is shown in Figure 4
4.5 Attendance Checking and Distribution of Bonus in Grass-roots Units
(1) attendance checking: every workshop inputs its checking results into the computer and hand in its disk to the human resource department. The records should include: work days, overtime work time, sick and private affair leave, middle and night shifts, number of shifts, shift allowance, night shift allowance, health care standard. In addition, some cut payment items are also included: housing fare, electricity and water charges, living expenses and so on.
(2) distribution of bonus: grass-roots units are expected to figure out every person’s basic bonus and commendation according to the bonus distribution table made by the human resource department.
Figure 4. The operation process of endowment insurance subsystem 5. General Design of Functional Structure
According to the above, the whole human resource management system has four functions, including personnel management, wage management, bonus management and labor insurance management. Its functional structure is shown in figure5. In the whole structure, personnel management subsystem, the leading part and control center of the whole system, is mainly in charge of:
(1) maintaining the basic personnel information about the staff
(2) maintaining the information about the staff’s position, title, education qualification, post, awards and penalties, evaluation, asking for and reporting back from leave and so on
(3) keeping an eye on the changes in the fixed number of persons and having a timely knowledge about the distribution of staff
(4) providing warning functions
(5) delivering data for the departments in charge of wages, bonus and insurance (6) providing data for other departments, such as that of supply and housing Wage management subsystem is mainly in charge of:
(1) updating and maintaining the basic items in wages, such as adjusting, increasing or canceling skills wages, retained wages, out-of-wage income, the only-child allowance and so on
(2) updating and maintaining wage standards, such as post classification and standards for post wages, the degrees of skills wages and standards for skills wages, staff classification and standards for temporarily wages and so on. (3) amending and updating information for wage increase
(4) managing the machine account for overtime work
(6) providing statistical data of wages in a month or year, such as the total, personal annual income, average monthly income and so on
(7) providing statistical information about the staff’s attendance, such as the attendance rate, overtime work and so on
(8) providing relevant information for finance and labor insurance, such as personal income tax
(9) providing inquiries for history wage information, such as the information about a person’s wages, bonus and attendance in a certain month 5 years ago
Bonus management subsystem is mainly in charge of: (1) Creating the summary evaluation form for each unit (2) Making up endowment insurance for the in-service staff
(3) paying for the in-service staff’s unemployment insurance according to relevant policies of our country The subsystem of attendance checking and bonus distribution in grass-roots units is mainly in charge of:
(1) attendance checking: every workshop inputs its checking results into the computer and hand in its disk to the human resource department. The records should include: work days, overtime work time, sick and private affair leave, middle and night shifts, number of shifts, shift allowance, night shift allowance, health care standard. In addition, some cut payment items are also included: housing fare, electricity and water charges, living expenses and so on.
(2) distribution of bonus: grass-roots units are expected to figure out every person’s basic bonus and commendation according to the bonus distribution table made by the human resource department and input them into the computer to create every one’s bonus. After that, they should hand in their disks to the human resource department and have the bonus distribution table printed.