How to Develop an HR Management System Based on business needs?

Personnel management informatization is an important part of the office informatization of Xinhua News Agency. After years of construction practice, we have explored the business-oriented system construction ideas.

For many years, our agency and personnel management has remained in the manual and paper stages, and all kinds of institutional information and personnel information have also adopted paper documents. Information management is not standardized enough. Although some departments have used data within the Computer Management Department to varying degrees, due to the lack of unified planning and the absence of standards for establishing the information structure system, there are still problems of information irregularities and information sharing.

In view of the above problems, we propose to build a human resource management system (HRMS) and establish a human resource library with sound information and reasonable structure, in order to share and scientifically manage our personnel information resources.

I. fully absorb the information construction experience

Personnel management informatization plays an important role in informatization and has been emphasized for many years. More and more enterprises and institutions are aware of the need for an information management system as an auxiliary means to improve the efficiency of personnel management. However, from the perspective of construction investment and implementation results, the construction of the personnel management information system is not ideal, mainly reflected in the following aspects.

1. uncoordinated management system and backward concept are the primary factors restricting the current informatization construction.

Over the years, the formation of inertial operation models and management systems has become deep-rooted in daily work. Most people have a simple understanding of personnel management informatization and impede the development of informatization. Some people think that informatization is simply a simple data file, computer popularization, or the purchase of a set of advanced computer software. In fact, informatization is designed to improve work efficiency and operational mechanisms. This does not require the support of advanced technologies, but is also a reform of the management system. Only by adapting the management system and operating system to the current informatization pace and improving our understanding of Informatization can we truly reflect the unlimited productivity brought about by scientific progress.

2. The informatization construction of Personnel Management lacks effective planning guidance.

Unplanned construction often leads to blind investment and repeated construction. The developed software cannot adapt to user needs well, which leads to waste, negative impact on users, and loss of confidence. Only by formulating effective and feasible plans based on business needs and actual conditions can we promote the sustainable development of information construction.

3. The informatization construction of personnel management is one-sided in pursuit of technical advancement, ignoring users' actual needs.

There is an old saying in the Construction of Information Systems: three-point technology, seven-point management, and twelve-point data. This is especially true in the field of personnel management informatization. Based on actual business needs and effective planning guidance, mature and reliable technologies can be used to truly develop System Software suitable for users.

4. Insufficient emphasis on application promotion.

Some enterprises and institutions pay attention to the construction process of the personnel system, but ignore the importance of application promotion. availability is unnecessary or even unnecessary, leading to data inaccuracy and unavailability, the actual development value is lost. In fact, system software only provides a technical platform for applications to produce results. Leaders should strengthen their information and support to the end. This is the magic weapon for successful informatization and truly brings practical results to personnel management.2. Good planning is a good start for System Construction

Personnel management informatization planning is the basic program and overall direction of personnel management informatization construction, and is the premise and basis for system design and implementation. A good plan will help us in many ways. It will help us to figure out what to do, what to do, what to do first, and what to do later.

Of course, Informatization Planning of personnel management is not a simple project construction plan. only feasible and feasible planning that meets business needs and management level can fully coordinate resources and promote the realization of strategic objectives, it can truly serve as the premise and basis for the design and implementation of the personnel information system.

The information planning of personnel management should be oriented to application needs and guided by business development plans. Based on the medium-and long-term planning and strategic guidance of our agency's personnel management work and relevant business analysis, we propose the main system construction objectives and ideas for the next three to five years:

1. The system will be constructed in stages in accordance with the general principle of "unified planning, unified standards, easy first, difficult later, and step-by-step implementation" to gradually improve the system functions.

2. It mainly implements information data management, business processing, decision support, information communication and other application functions of the personnel management work of our agency, and provides efficient and scientific auxiliary means for the personnel management work to serve as the system construction goal.

3. Gradually implement the following three phases of system construction based on the business development and technical implementation methods:

(1) personnel information resource informatization stage

Relying on network conditions, the company establishes a unified personnel resource database and develops computer software for data management and other operation functions that meet the management characteristics of our agency, in order to realize the informationization of personnel data, dynamic resource management and sharing, and meet the needs of personnel information management.

(2) informationization stage of Business Process Management

At this stage, we mainly rely on the established personnel resource database to implement new data management methods through business processes, and implement electronic and information-based business process management. Establish a business resource database to complement the resources of business data and personnel data, provide shared data to other application needs, and improve the effective utilization of personnel data resources.

(3) Comprehensive data utilization and intelligence

After the establishment of the Personnel Resource Database and business resource database, we will gradually achieve comprehensive data sharing, establish a data analysis center, and achieve dynamic statistical analysis of personnel information, it provides the basis for our staff personnel management to support decision-making.

 

3. system design and development should be business-oriented
 
With the strategic guidance of personnel management informatization planning, we began to explore and develop human resource management software for our community.
First, requirement analysis is one of the most important links in system design and development.

Demand analysis is important because it has the role of decision-making, direction, and strategy. It plays an important role in the process of software development, and everyone must pay enough attention to the demand analysis. In the development of a large software system, its role is far greater than that of programming.

The biggest difference between a human resource management system and a general business management system is that the business processes and management modes of a general business management system are rigid, the requirements are easy to describe, and the demand boundaries are easy to converge. Human resource management is relatively flexible in terms of business processes and management models, which are often restricted by the overall management level of enterprises and institutions and the management experience of business personnel. It is often impossible to describe and summarize abstract requirements, or, you can only describe the current demand, rather than forecast the future demand changes.

On the one hand, the demand should be proactive, and on the other hand, it should not be separated from the actual business development needs and management level. A feasible method is to implement the demand objectives in stages based on actual needs and the guidance of the business development plan. Therefore, based on the actual situation of our agency, we have determined the main ideas for system construction in the first phase:

1. Use mature market technologies for development.

2. We plan to use 80% productized software and 20% customized development to achieve the main functional Objectives of the first phase of construction.

3. Follow the relevant personnel standards of the state and higher-level organizations and departments to build a human resources database using a flexible code set system to meet the needs of flexible and complex information management of personnel services.

4. the system construction follows the Office Information Application Integration and relevant technical specifications of our agency to achieve application and data integration.

5. Explore custom business process modules for developers.

After the first phase of project construction, our club has achieved the expected results through data warehouse receiving, dynamic maintenance of personnel information, and exploration of some business processes.

Secondly, business needs should be oriented in system design and development.

As a software developer, it may be a success to implement business functions, and it is often explained to users how to use advanced technical means to implement this function. But when the software is presented to the user, it will always take a long time to accomplish what he expects to achieve. A previous survey showed that more than 50% of the products failed in the market because the products ignored user requirements. Therefore, in system design and development, we should be user-oriented and business-oriented.

During the development of our HR system, we have summarized the following project development experiences:

1. Clear business logic can effectively assist system design and development

In many project implementation processes, the development team is often the center, the user as the demand creator to cooperate with the implementation of the software development process. However, after implementation of our personnel system project, we believe that the project implementation should take the user as the core, and implement abstraction through the user's description of the business needs, the Development Team is responsible for organizing the implementation. The more users participate, the more likely the project is to succeed.

Here, we do not deny the key role of technology in the project construction process, because the entire project design and development requires good technical solutions and strong technical implementation capabilities. However, such a development process may be influenced by a large amount of technical thinking, but it cannot clearly reflect the leading role of business logic in the entire software, or the developed software does not apply, resulting in a large number of software adaptive modifications later in the project, or project rework or even failure.

By coordinating project implementation, users can clearly describe the current business logic and forecast and analyze the future business development. This not only avoids the project implementation risks arising from incomplete Demand Analysis in the demand phase, on the other hand, it also partially blocks the complexity of project implementation caused by changes in requirements. It can truly develop software systems suitable for business needs and fully reflect the actual needs of users.

2. Adopt a technology development system that is not the most advanced but the most appropriate

Today's technological development is changing with each passing day. As new technical terms emerge, our project implementation has also encountered new challenges. Using J2EE or. NET, does it adopt an SOA-based architecture system, and does it use a large number of advanced Bi tools for data analysis and presentation? This series of Technology Selection not only involves the cost and difficulty of our project implementation, but also directly acts on our development and design ideas.

Using mature and reliable technologies to achieve software development, and introducing new technologies through exploration is the technical implementation principle of our personnel system construction. According to our project implementation plan, we still adopt mature in the first phase of implementation. NET architecture has developed the personnel system client software to implement complex information maintenance operations in personnel applications; web pages are used to implement information query, business process handling, staff self-service, and other functions; the exploratory method uses the database status identification control method instead of the workflow engine to develop the business process module.

On the one hand, we can introduce new technologies in a timely manner based on the system development and application situations to meet the business needs that we could not meet. On the other hand, we adopt mature technology development to avoid the implementation risks brought about by new technologies.

3. User-friendly interface will help improve user recognition

The user's recognition of system software plays a decisive role in the promotion and use of the system. No matter how good the code is or how advanced the technology is, this is not the focus of the user. They are more concerned about whether the software meets the Business Operation habits, intuitive, easy to learn and convenient.

In view of our staff's varying levels of operation and ability to recognize new things, we use user-led Interface Design Methods in software development. At the same time, we have adopted a variety of effective humanized measures, such as improving help documents including animations and texts, providing a variety of information maintenance methods, standardizing the interface style, adding fault tolerance and Error Detection Functions, reducing operation levels, and adding friendly reminders, enhances user friendliness. This greatly reduces the concerns of Information Technology for business operators during System Software Promotion and increases user acceptance.

 

4. continuously promote system applications

Only personnel systems that are constantly applied can give more vitality to personnel information resources and application software. Personnel Information resources can only be improved in the continuous application to improve accuracy and credibility. However, there is no such problem as "difficult implementation and difficult promotion" in the promotion and application of traditional information systems.

We believe that the construction of personnel informatization is a step-by-step process, which should be a process from simplicity to complexity, from ease to difficulty, from point to area, and gradually improved.

First, the implementation of system promotion and application should begin from the actual situation. Only by fully analyzing the current overall information level, user operation level, and management system conditions to guide application promotion can we mobilize user enthusiasm and effectively promote application implementation.

Second, developing effective and operable application promotion plans and obtaining leadership support is an important guarantee for promoting system applications. During the implementation of our project, based on our actual situation, we developed three stages of application promotion plan. The application scope is from the information administrator of the Personnel Bureau to all personnel of the Personnel Bureau, from the Personnel Bureau to the information administrator of other units in the community, and then the application of the personnel system is eventually extended to all in-service employees. The personnel information is expanded from 12 key information items to more than items, which basically achieves an effective and available information resource library.

Once again, after the implementation of the promotion, the business needs will motivate and improve the system application level. The promotion of information technology provides efficient means for business development, while business development also promotes the process of information technology. The promotion of informatization and Business Development complement each other.

After the development, construction, and implementation of the personnel information system in the first phase, our company has moved away from the original document-based management method to share personnel information resources, it provides effective and scientific means for information management. At the same time, the demands for personnel information resource utilization and personnel business process handling are also emerging, promoting the development and construction of the personnel system in the second stage.

Summing up the construction experience in the information field, from the personnel management information planning to software design and development, and application promotion should be based on business needs, starting from reality. Our company is promoting the development of personnel management with the goal of Informatization service business management based on business needs.