No code workflow analysis based on Office 365-Basic Requirement Analysis of forms !, 365 Workflow

No code workflow analysis based on Office 365-Basic Requirement Analysis of forms !, 365 Workflow

3.2 form creation

Based on the requirements, we need to define the following form List:

A. Initial trial notification list

We will notify users of the forms for initial screening for interviews with the company. These forms provide basic information, including the basic information and information of the interview users.

B. Initial interview information and results

This part is based on the impression score of the first interview after the initial test notification, and can be used to judge whether the interviewer meets the company's corporate culture based on the scoring criteria, and conduct the first round of interview evaluation. The interviewer who has not passed the preliminary review will receive a notice of being unhired.

C. Review notification

After preliminary judgment, HR considers that the user is in line with the company's corporate culture and has the opportunity to interact with the manager for further information.

D. Review interview and result notification

In the review stage, you need to know the status of the initial review and enter the current status and information of the review. If the interviewer is not admitted, an email will be sent to the other party, and inform the other party of the reason for not being admitted.

1. Round 3 interview notification

   Some positions need to go through the third round of interviews, such as some managers and middle-level positions. This requires the boss to perform the third round of interviews, which will be communicated by the relevant boss. HR notifies the recipient of the third round of interviews through the system.

2. Third Round of interview status and result notification

   In the third round, the interview with the boss must be based on the previous two interview conditions to make a preliminary judgment on the interviewer. Therefore, the previous suggestions are also very important, based on the previous two rounds of interviews, the boss determines whether the interview meets the company's employment requirements. Basically, the boss can determine whether the manager-level or above users are competent for the job.

3. Personnel Induction notice

   After completing all the interview procedures, we can basically confirm that the interviewer can start the job, what is involved in the job, who is the top boss, and who takes him to grow.

4. Personnel Status Overview

   You can make a basic understanding of the overall interviewer's situation, whether it is through the interviewer or not through the interview status.

5. Hide attribute parameters page

   The parameter in the hidden attribute determines the process of the entire Form Flow and updates the corresponding recruitment status.

JAVA human resource management system source code and template interface and need analysis, refer

The structure of the original human resource management system is as follows,

Product Description: human resource planning, organization management, recruitment management, human resource evaluation
Personnel Management
Training Management
Attendance Management
Compensation and benefits

Performance management
Administrative Affairs
Employee relationship human analysis and decision making assistance

Document control management workflow
Leader query and employee self-service Query
SA8000 Human Rights inspection Solution

System Overview

I. Human Resource Planning
◇ Set up human resource management policies to adapt to various stages of development through the enterprise development stage;

◇ Adapt to the annual training plan system, third-level training system, post training system, and ISO Management training system;
◇ Automatically generate training-to-class and out-of-class statistics, compare positions and training needs, and provide a basis for promotion and induction;
◇ For ISO system verification, the automatic generation and verification function is provided for complicated training records and document management to prevent inconsistency of training or documents;
◇ Custom training expense items;
◇ Provide a training demand questionnaire, manage training teaching materials in a unified manner, and simplify the consistency and version confusion of teaching materials;
◇ You can directly create a training notice in the system;
◇ Provide training experience reports;
◇ Provide a training effect questionnaire, uniform assessment and management, strengthen the training effect, and evaluate cost-effectiveness;
◇ Analyze the training scores and effects of individuals and departments, and output various analysis reports;
◇ Simplify training operations;
◇ The training plan can be directly transferred to the training arrangement as needed.

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Ii. Organization Management
1. Organization Management

◇ Provides support for group company organization management, custom organization level, and unlimited organization level;
◇ Dynamically manage changes to organizational functions in different periods;
◇ Tree-like and moment-like organizational structure can be exported;
◇ You can merge departments, change departments, and keep historical records.
2. Job Management

◇ You can manage job-level relationships. By setting up job levels, levels, ranks, categories, and positions for human analysis and planning, you can establish an organizational structure and a system of rights and responsibilities;
◇ You can manage job responsibilities in different periods with historical records;
◇ You can establish a job analysis, including job descriptions, job qualifications,
◇ Management function tables such as workload evaluation, permission system, workflow analysis, salary structure and weight, and salary points, with historical records recorded;
◇ You can manage the qualifications of positions in different periods and keep historical records;
◇ Content can be managed and recorded in history;
◇ You can design career development channels for this position so that employees can have a good outlook on this position;
◇ You can design Performance Evaluation Indicators (KPIs) for the position in different periods and keep historical records;
◇ Jobs can be promoted or downgraded, with historical records recorded;
◇ Market costs of different positions are investigated, and the company's salary system is used to assess the upper and lower limits of each position. Compensation is evaluated based on qualifications and personal data;
◇ The management cost is more reasonable by controlling the ratio of direct and indirect personnel quantity to cost through job responsibility classification.
3. Annual preparation plan and preparation Management

◇ Staffing and management of positions of various departments in each year;
◇ Associate with the human resource planning and recruitment modules to automatically generate recruitment application requirements and recruitment standards;
◇ Determine whether to overcompile the recruitment staff according to the established recruitment staff.
◇ Various recruitment modes such as planning, temporary employment, leasing and outsourcing are supported;
◇ Determine the level of personnel requirements of each organization according to the human resource planning, and develop evaluation indicators according to the job analysis and job requirements;
◇ Formulate recruitment plans based on the human resource planning requirements, organizational structure, and positions;
◇ Develop internal recruitment and promotion plans to stimulate employees' learning and work abilities;
◇ Confirm the interviewer's salary structure and standards according to the organizational plan;
◇ Determine recruitment applicant standards based on the job planning attributes in organization management and the statistical analysis reports of current personnel archives, such as age, origin, gender, and education level;
◇ Record recruitment channel information and related advertisements and expenses;
◇ Application approval for key recruitment processes;
◇ Detailed tracking of each key link from the recruitment plan to achieve dynamic information recording;
◇ Track and record the entire process from filling in your resume to interview and evaluation;
◇ Transfer the applicant to the Personnel Archive and set the status of the person. It is good to... the remaining full text>
 
Some form information of the sponsor workflow form cannot be seen by the approver, for example, how can an indirect superior not see the employee's false approval?

Follow these steps:
1. log on to the Human Resources WEB System with the administrator account, and click system settings → workflow management to open the workflow type list interface;
2. In the workflow type list on the left, click [staff leave approval] business process, click the selected released workflow, and click [Form Design] on the toolbar ]; 3. On the form design page, click the select "position" input box, and click Enter item attribute on the toolbar ];
4. Open input item properties, click Select node participant, and click OK in the data control allow reading box.
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