Design And Implementation Of A Commercial Bank Human Resource Management System

In this paper,with the need of a commercial bank's real business demand,we discuss the overall design and realization of the human resourcesmanagement system project.Human resource management system can meet the requirements of themodern commercial bank restructuring and the needs of human resourcemanagement .It can provide strong technical support for human resourcemanagement and development. The system refers to universal mode ofmodern commercial bank's human resources management, J2EE-based B /S-type design structure, covering the whole organization of commercial bankand all levels of practitioners, for the employment, deployment, secondment,contract management, salary, dimission and other human resourcemanagement processes, It makes standards to enable business processstandardization of various business functions and information on the databinding mechanism, systematic management to ensure that the informationgenerated by the accuracy, completeness and timeliness. The target is to builda integrated management platform with centralized data sharing, businessintegration, process standards and norms, and information real-time access,an electronic, automation and business personnel management, andinformation synchronism, to effectively support the sharing of head office andsub - Human Resource Management business, collaboration and independentuse of needs at the same time.The database server and Web servers of the system are Unix-basedoperating system servers; database management system uses the Oracle9i;application development is based on unified Enterprise Application Platform (UNIEAP), a development with a high parametric configuration; communicationprotocol uses the international Internet standard protocol for TCP / IP protocol;application platform uses IBM's WebSphere platform; based on the dataconcentration of the bank, it makes a full use of the existing centralizedsystem of hardware and software resources and internal network of the bank,and conduct in-depth systems integration, as a human resource managementplatform subsystems and internal management systems being organicallytogether.The system is designed to be used to functional classification, following thebasic idea on the staff management "flow in, management, flow out". Thesystem is divided into system management, information browsing, informationmaintenance, employ management, labor relations management, changemanagement, training management, assignment management, transformmanagement, salary management, dismissal management, and self-service,pending request, customer report, file management, query statistics, etc. 16functions, It focuses on achieving the flow of the business functionsmanagement and the target of management over 40 persons sets andhundreds of index. At the end of each month,it can automatically generate 36KPI targets and 115 various types of statistical reports of human resources forall levels of HR business users with a more comprehensive human Decisionanalysis of information resources.The function design of the system has the following points:First,it makesa unified personnel code of whole bank, one person, one code, And it offersemployees the basic information interface for the bank's other internalmanagement system. Second, in accordance with "hierarchical-levelmanagement, the role of control points, sub-object operation" principle,through ownership of organization, the level of organization, the theme ofmanagement, the three dimensions of managed object, set differentpermissions for levels on the system operation; Third, uploading andprocessing in parallel ,it will achieve asynchronous transfer of large data, reducing the pressure of the servers at the same time , And it also allows theuser's visual experience and the synchronization mode is basically the same,Thus it reduces the waiting time for a single transaction and effectivelyimproves the work efficiency. Fourth, a number of basic business processesare unified by parametric validation rules, using the database parameterconfiguration process, parameter of data dictionary, parameters of object userrights management,Then the flexibility of system increases and themaintenance becomes easy. Fifth, it provides decision-making analysis, thedepth of data mining and association analysis. By the end of a month, thesystem generates data, using the latest development technology page, Itprovides color pie charts, column charts, tables, data and other indicators ofhuman systems, giving a end and year-end manpower situation of persons,movements, etc.These information can be downloaded and printed toprovide accurate data for the decision analysis. Sixth, 35 million employeesin the whole bank can use personal information self-service with the systemuser ID codes and the degree of human nature was improved.In this paper, we discuss the design and implementation of five modulesdescribed in detail : employ management, dismissal management, laborrelations management, query & stat, and system management。Employmanagement is used to deal with the process by hiring six type of staff(university graduates, re-ex-servicemen, contract workers, labor, socialprofessionals and other personnel),it is the maintenance for staff "in" and partlyautomated hiring management process. Dismissal management, by a varietyof separation activities (such as retirement, in retirement, self-employment,etc.) process management, is the maintenance for staff "out" and makes theprocess automatic. Labor relations management supports the maintenance onlabor relations of the "in", "manage", "out" management process. It provideseach employee information maintenance with all labor contracts, and variousprotocols, including four sub-modules, such as contract , contract lifting,contract termination, the contract change. By focusing on the traditional services ,it continuously improves theefficiency of human resources management.Human resource managementsystem establishes a standard of scientific human resource managementprocesses to achieve the optimal allocation of human resources, the releasingof the enormous potential of staffs, and the virtuous circle of human resourcesmanagement mechanisms. It is conducive for human resources managementdepartments to put more efforts into strategic plans and business innovation,And it makes human resources department change its roles from support orservices in a background role to the strategic support of operations and thechanging role, to provide strong intellectual support and organizationalguarantee for other business sectors. It is conducive to a full range of humanresource management to measure operational efficiency, upgrade the strategicplanning capacity of human resources, increase human capital developmentefforts in order to retain, attract, and motivate talented people within the bank.Through human resource management system running, the staff ismanaged by uniform process management in the whole bank, to follow aunified system requirements for processing and using a unified statisticalanalysis of data results. It effectively supports the implementation of humanresource management policies in the context of the whole bank.Thecompliance at all levels of management of various types of user awareness is,enhanced.It realizes to prevent various types of ultra vires violations under thejurisdiction of the superior organize of agency personnel management andeffective monitoring.It is conducive to enhance the quality of human resourcesmanagement.