Shulou(Shulou.com)06/03 Report--

The article "2018, make a completely new beginning (to promote the realization of housing)" released last week, which records the personal growth and gains in the course of these five years, is fortunate to know a lot of friends in the blog park, and we learn and communicate together. in this process, many friends put forward how to design the SaaS system and how to start with the architecture. In the past 5 years, I have participated in the planning and design of a lot of SaaS systems, in which there are many pitfalls and painful experiences, especially in architectural design, so I want to share my experience. How can I fully present the design process? Later, I thought that it would be more effective to explain it through practical information. Through a small series, I would like to present the problems and processes that I think about in architectural design for your reference. Welcome to communicate with each other, learn from each other and make progress together. First, what is the HRMS system Human Resources Management system (Human Resources Management System,HRMS), which means that organizations or social groups use systematic theories and methods to analyze, plan, implement and adjust all aspects of human resources management in enterprises, so as to improve the level of human resources management in enterprises and make human resources serve the goals of organizations or groups more effectively. A good human resources management software can help enterprises choose the right people, arrange them to the right positions, and play their right role at the right time, so as to achieve the correct strategic goals and maximize economic benefits.

Human resources management system, by improving internal employee satisfaction, loyalty, so as to improve employee contribution, that is, performance, to help managers through effective organization and management to reduce costs and accelerate growth to create value chain profits. From the point of view of human resources management, the solution of integrated human resources management uses centralized data to transfer almost all information related to human resources. realize the unified management of organizational structure management, personnel file, contract management, salary management, recruitment management, recruitment docking, training management, office management and other aspects of the enterprise, optimize the personnel work flow for the enterprise, improve the efficiency of personnel management. Quickly build an efficient and fast human resource management environment. 2. What functions does HRMS provide

The key role of HRMS system is to meet the needs of human resources department in staff quality management, salary management, performance appraisal and so on. HRMS system generally consists of the following modules:

2.1. Organization management module

It mainly realizes the management of the company's organizational structure and its changes, the management of position information and the working relationship between positions, the staffing according to the vacancy of the position, the manpower planning according to the organizational structure, and the calculation and management of personnel cost. support the generation of organization table, organization chart, etc.

2.2. Personnel information management module

It mainly realizes the management of all kinds of information and the change management of personnel information in the whole process of employees from probation, probation to dismissal or retirement, and provides various forms and angles of inquiry and statistical analysis.

2.3. Recruitment management module

Realize the whole process management from planning recruitment positions, issuing recruitment information, collecting candidates' resumes, selecting personnel according to post qualifications, managing interview results to notification and trial.

2.4. Labor contract module

Provide the management of signing, changing, rescinding, renewing, labor disputes and economic compensation of employees' labor contracts. Automatic prompts for probationary period and contract expiration can be set as needed.

2.5. Training management module

According to the post setting and performance evaluation results, determine the necessary training needs; formulate a training plan for employees' career development; manage the training objectives, course contents, teachers, time, place, equipment, budget, etc., manage the training personnel, training results and training expenses.

2.6, attendance management module

Mainly provide the management of employee attendance to help enterprises improve the operating system. It mainly includes the setting of various holidays, classes, related attendance items, as well as shift transfer, overtime, public release, leave management, late and early departure statistics, attendance statistics and so on. Provide the interface with all kinds of attendance machine systems, and provide relevant data for the salary management system.

2.7, performance management module

Through performance appraisal, we can evaluate the effect of staffing and training, reward and punish employees, and provide a basis for personnel decision-making. According to the requirements of knowledge, skills, ability and performance of different positions, the system provides a variety of assessment methods and standards, allowing free setting of assessment items, and qualitative and quantitative evaluation of employees' characteristics, behavior, work results and so on.

2.8, welfare management module

The welfare management system provides the extraction and management functions of employees' welfare funds. It mainly includes defining the type of fund, setting the conditions for fund withdrawal, carrying out the daily management of the fund, and providing corresponding statistical analysis. The daily management of the fund includes regular withdrawal of the fund, supplementary payment of the fund, transfer and transfer, and so on. In addition, it provides the function of submitting relevant reports to the relevant regulatory authorities.

2.9, salary management module

Wage management system is suitable for all kinds of enterprises, administrative, institutions and scientific research institutions, directly integrate attendance, performance assessment and other data, mainly provide wage accounting, payroll, funds calculation, statistical analysis and other functions. Support multiple or step-by-step payment of wages; support withholding tax or withholding tax; payroll support bank distribution, provide data output function, but also support cash distribution, provide sub-money list function. The content and ratio of funds provision can be set.

2.10. Administration

Support notice distribution, support conference rooms / vehicles and other resources to book and synchronize calendars, support research and voting questionnaires, support event management registration / check-in / statistics, support personnel reward and punishment management and related to personnel files, support activity lottery management, etc.

Third, the existing HRMS system in the industry

Through the investigation and analysis of all kinds of manufacturers providing HRMS system services in the industry, the following tables are combed, and the dimensions of comparative analysis cover four major aspects.

Function: whether it is comprehensive or not, can meet the actual management needs.

Technology: whether the technology can support the changing needs of the business

Service: whether the integrated security service can keep up, whether it is implementation efficiency, problem response and continuous service provider

Price: the cost of all aspects, whether it is high, how cost-effective is it?

From the above comparison, we come to the following conclusions:

1. SAP and Oracle have done a very good job in the field of HRMS, but they are generally used by foreign-funded enterprises in terms of software cost, implementation cost, service cost and so on. The services and technology provided by such enterprises are reassuring, and their customization and solution capabilities are strong.

2. The software sales model is represented by user and Kingdee. I think the differences in software functions and services they provide are relatively small. The company used to specialize in financial software, and the HRMS system model is similar to the previous form. On the whole, this kind of software has limitations in subsequent expansion and services.

3. Cloud platforms, SAP and Oracle all have independent cloud platforms, but they are aimed at enterprises with more than 1000 employees. Many small and medium-sized SaaS cloud service providers have emerged in China, among which Beisen and salaried people have done a good job in this respect. They serve small and medium-sized and large enterprises with fast and flexible service access anytime and anywhere, which is very convenient. This will be the trend of the industry in the future. (in addition, they are free for teams with less than 50 people)

About Beisen: Beisen took the lead in providing talent evaluation services for enterprises through the Internet in 2003, and expanded its business scope in 2010 to cover the whole process of talent management. At the end of April this year, Beisen completed the 110 million yuan C round financing led by Matrix Partners China and Qingyi Capital and followed by Sequoia Capital, with a post-financing valuation of close to 1 billion yuan.

About "payroll": the company was established in May 2015 to solve the most complex compensation management module of all HR modules in the SaaS cloud. The complexity of this module is mainly due to the huge differences in compensation due to regional, institutional, industry and other factors. HR needs a lot of professional knowledge to deal with compensation, including how employees enter the job, how to calculate provident funds, how to calculate labor subsidies, how to comply with labor laws, etc., which may lead to problems that may eventually fail to pass the examination and approval of the competent authorities.

Payroll is specifically aimed at the salary management needs of small and medium-sized enterprises, using SaaS cloud to reduce the operating costs of small and medium-sized enterprises, improve the efficiency of salary management, and enable small and medium-sized enterprises to get started quickly without professional HR knowledge. The price of salaried SaaS cloud service is free for less than 30 people and RMB 19.9 per person per month for more than 30 people. At present, the functions of all modules can meet 100% of the needs of high-wage enterprises on the Internet, and now there are more than 100 enterprise users, of which 20% are paying users. The business model of payroll is U.S.-based ZenPayroll, which raised $6.1 million in seed rounds in 2013, $20 million in the first round in 2014, and $60 million in the second round in 2015, with a current valuation of $560 million

Start-ups continue to enter the SaaS industry, mainly because of the depth and professionalism of entry, such as the main barrier to salary lies in the professional knowledge and experience of salary management.

Personal bold prediction: in the next 5 years, HRMS based on cloud service model will become the mainstream and build a trillion-level market.

Fourth, the problems and pain points encountered by enterprises in human resource management (why should we analyze this system)

While the business is developing at a high speed, the enterprise has brought visibility, business orders and commercial benefits to the enterprise. at the same time, the enterprise will strengthen its competitiveness in the market and maintain the vitality of its development in the future. for example, enterprises need to attract more outstanding talents to join the enterprise, how to achieve efficient operation is the key to the success of the enterprise, in the process of enterprise development will go through many stages. It can be said that each stage of upgrading needs to prepare and deal with such changes and challenges in advance, which requires a very professional human resources management team within the enterprise to assist in the transformation and upgrading of business operations. The problems and difficulties encountered by various types of enterprises in human resource management are sorted out as follows:

4.1. Mismatch between development and management mode

Many enterprises have begun collectivization operation, but the management mode still stays in the operation stage of a single enterprise. The most typical performance is that in information processing, the group is unable to achieve timely and effective information collection, and the information of molecular companies can not be transmitted to the group in time, thus affecting the efficiency of work, not conducive to the management and maintenance of basic data and information, and the lack of timely and effective information support for group decision-making.

4.2. Lack of standardization of business process

Human resources management process has a certain degree of standardization, it needs to be combed according to the management characteristics of human resources, and combined with the individual needs of customers. Management chaos is often the ultimate manifestation of process chaos.

4.3. Lack of scientific management tools and means

Human resources management tools and means are very rich, but for every enterprise, it is not the best choice, but should be the most appropriate choice. At the same time, scientific management tools and means also need the help of IT information to give full play to its benefits.

4.4. Strategic planning is only at the written stage

An effective strategic decision must be implemented in the daily management operation. Strategic thinking should be reflected in all modules.

4.5. There is an "isolated island of information".

In the human resource management system, there is a corresponding data linkage relationship between different modules. At the same time, there will be corresponding data linkage requirements in human resources management system and other systems. Each enterprise must proceed from the overall point of view, taking into account the data linkage between different systems and different modules in the system, so as to provide solid and effective information support for the collectivization operation of the enterprise.

4.6. Monitoring of the operation process

Enterprise human resources system, need the cooperation of various departments, understand the work of the HR department. Fully operate the HR system.

Fifth, the problems and solutions encountered by my company (personally speaking) 5.1. Dalian Housing Leasing Operation and Management Co., Ltd.-Human Resources Development course

After nearly three years of development, Dalian Housing Rental Operation Company has grown from the earliest 3 people to more than 100 people at present. I have not witnessed how to develop to dozens of people. I have witnessed a leap from dozens to 100 people. Overall, the development of our company has gone through four stages:

In these four stages of the process, our human resources management system is also constantly improving. So far, the construction of the core system has been completed. The construction of human resources system as a whole has gone through three stages:

1. The chaos period of unification: the work related to human resources is concentrated on one or two people, and their energy and professionalism are not guaranteed. This situation is more common in the early stage of start-ups. At this time, it is necessary to find the core personnel of key posts to support the related work of human resources managers.

2. Job subdivision: with the development of the company, 1 or 2 people have been unable to deal with the work related to human resources in the process of enterprise development. At this time, we have subdivided the relevant work, and professional people do professional things. Special recruitment commissioners, performance commissioners, training commissioners, administrative commissioners, personnel specialists, etc., give full play to their respective advantages. Let the enterprise provide omni-directional guarantee in the process of operation to ensure the orderly operation of all links.

3. Information management system: in the introduction of human resources information management system, a set of standardized, procedural, traceable and visual human resources management is formed, which is implemented in line with the company's overall development strategy. At present, the platform has entered the stage of market expansion, and work arrangements need to be implemented in all aspects of the company, and benign work links can also be created with the help of human resources management system. Through performance appraisal, reward and incentive mechanism, enhance the enthusiasm and enthusiasm of employees, gradually stimulate the subjective initiative of employees, comprehensively improve everyone's work efficiency, so as to promote the efficiency of enterprises.

5.2. The current problems we encounter in human resource management

We have now entered the stage of internal information construction and integration, in this process we still encountered a lot of problems, to sum up, there are the following aspects:

1. Lack of overall planning: how to effectively implement the enterprise's strategic planning? at present, the overall planning of human resources is insufficient, and there is a lack of forward-looking planning and layout. Now large Internet enterprises are engaged in an arms race (talent reserve).

2. There are many isolated islands of internal information: at present, there are JIRA, Confluence, nailing, attendance system, OA, mail and other systems, which have not been through yet, and there are delays in information transmission and risks in information consistency.

3. Human resources management system can not meet the demand: at present, there are many issues such as manual, paper and oral communication in human resources management, which is not convenient for follow-up work, tracking and sharing. In addition, there is a lack of support at the management implementation level, which affects the work of the business department.

4. The degree of attention of each department is not enough: the implementation and compliance of the internal management process and system of the company is not ideal, and there is a lack of coordination and cooperation.

5. The promotion and training of corporate culture is not good: it is insufficient in the construction of corporate culture, corporate image and team culture, and it is not enough for staff training and skills upgrading, so we need to improve our spirit.

5.3. Our solution

In view of the above five problems, we put forward targeted solutions, and consider in advance combined with the future development planning of the enterprise to avoid the risks to be encountered in the future. The overall ideas are as follows:

1. Strengthen the construction of human resources management system: according to the actual situation of enterprises, speed up the improvement of the functions of human resources management system, assist various departments to carry out various business promotion and personnel management work, and actively carry out data docking and integration with internal management systems to maximize data sharing, improve the efficiency and quality of management, and ensure information symmetry and consistency.

2. Strengthen publicity and training: organize department leaders to conduct publicity and training regularly to raise everyone's awareness, and organize all employees in a single department to carry out communication training to let everyone know the strategic direction and development rhythm of the company. clear their own career development direction, through the management system to manage each employee's growth, career development planning, know their future promotion direction and track. It needs to be carried out continuously in the construction and promotion of corporate culture.

3. Planning and coordinating the company's talent system: combined with the company's development strategy, formulate a scientific and reasonable organizational structure, talent echelon and system in advance, prepare in advance, reserve in advance, and only wait for the goal to be achieved. and with the help of the system to achieve real-time monitoring of our human resources, to ensure prevention, so as to avoid the risk of brain drain and affect the overall business progress.

4. Building a learning team: with the help of the idea of the Internet team, agile is introduced. The Internet era is fast but not broken. We influence everyone on the team through a little progress every day, so that we can compete with each other and improve together. This is in line with our corporate culture, is the basis of team culture, but also the basis of the company's success.

5. Supporting services and incentive mechanism: the company will build more humanized services (flexible working system, afternoon refreshments, ordering service, etc.) to solve all kinds of problems encountered by employees in the course of their work. Employees are encouraged to improve their personal skills, actively share their personal knowledge and achievements, and introduce more incentive measures, the combination of system and incentive model to achieve results.

5.4. The function and value brought by the completion of the human resource management system.

Division I through the construction of the HRMS system, has brought considerable value, I sorted out a few for your reference:

1. Save money: improve the transparency of human resources management and save more than 1-5% of the cost of using human resources. Through system calculation and control to avoid manual calculation errors, through the control of turnover, overtime and other controls to reduce the possible cost of loopholes. Through job planning, workload analysis, personnel staffing, labor cost investigation, planning, budget, audit to make the labor cost more reasonable. Make organizational planning more reasonable and efficient, stimulate the potential of employees, and make human capital investment more cost-effective. Through the systematic analysis of the benefits of training, welfare and incentive investment, we can make the direction of human capital investment more clear.

two。 Save trouble: resource integration, information sharing, reduce information transmission distortion, avoid information isolated island and repetitive work, enhance corporate image and comprehensive strength, and enhance employees' awareness of loving the enterprise.

3. Save labor: let the human resources managers free themselves from the migrant workers, participate in the enterprise management and decision-making, make the enterprise strategy more comprehensive, let the human resources department devote more energy to the management control, make the management more standardized and reduce the management risk.

4. Time-saving: improve the accuracy and timeliness of data, find problems in time and correct them in time, give decision-makers an accurate basis, and make decisions more reasonable.

5. Save people: improve management efficiency, reduce the workload of affairs, transactional work by the system automatic statistical analysis, save manpower.

6. Optimize management: standardize, standardize, process and institutionalize management, standardize the behavior of employees and organizations, make it a habit, and shape an excellent corporate culture.

7. Improve the competitiveness of enterprises: through training and motivation, enhance team creativity and learning ability, enhance enterprise cohesion and employee loyalty, and strengthen the core competitiveness of enterprises.

8. Improve the level of management: the systematization, process, scientization and informationization of internal and external management greatly improve the executive ability and risk prevention ability of management.

VI. HRMS- escorts the rapid development of enterprises

Above we systematically analyzed the value function and significance of the HRMS system. For every enterprise, the most important wealth and resources are talents. With talents and teams, what we do next will eventually succeed. As the saying goes, there are three gangs of heroes, whether it is Alibaba Ma Yun's 18 Luohan or Meituan's Wang Xing. Why should I cite a successful case here? Because there are too many failure cases tell us that the core of an enterprise's success on the one hand is to do the right thing, on the other hand, what is more important is the right person and team, a harmonious team and the complementary abilities of team members. Team members never care about doing too much but whether they do it well or not. I believe that such a team will eventually achieve great things.

What I said above is a little too verbose. I think it's time to start, not just talking but not practicing, so let's practice with the HRMS system. With the help of this project, I want to outline the whole process of system construction and thinking, and be able to communicate, grow and make progress with you in this process. If it can also provide some ideas and references for the follow-up friends who want to learn architecture skills, all the hard work and effort is worth it.

I would like to use the HRMS system to sort out the knowledge of all aspects of the architecture, hoping to achieve the following:

1. What kind of system should be done for analysis? What is the need? How to identify key business requirements?

2. How to start with the structure? From which dimensions to think to find the key point? How to identify non-functional requirements in combination with scenarios?

3. How to solve these key points (functional, non-functional requirements, system constraints, etc.)?

4. Analyze the business scenario and adopt the mainstream architecture model such as stand-alone, Cmax S, Bamp S, SaaS and other major architecture models. Combined with the actual scene to choose? Sort out the outline architecture of the system

5. Refine the architecture based on the outline architecture? (summary architecture-> refine the architecture)?

6. Make 5 views of the architecture? Build the system of the whole system architecture? (data architecture, development architecture, physical architecture, operational architecture, logical architecture, etc.)

7. The implementation of different architectures (including technology selection) in different technology systems of .NET and JAVA.

It is expected that 6 or 7 articles will be required to clarify the framework and prototype.

7. More knowledge of system architecture and training materials

For more knowledge about the system architecture, I have set up a communication group, and the relevant information will be shared in the group as soon as possible. You are welcome to join the group and learn from each other:

× × group: (scan the code to join the group-the quota is limited)

Welcome to subscribe "Shulou Technology Information " to get latest news, interesting things and hot topics in the IT industry, and controls the hottest and latest Internet news, technology news and IT industry trends.