| As China's reform and opening up policy and the telecommunications industry reform deeper and deeper, telecommunications enterprises are facing many challenges, with unprecedented fierce competition. Moreover ultimately competitiveness of enterprises is the competition of talents. Any production process in enterprise business, sales and services can not be separated from human. Human as an important business resource, through the rational allocation and effective incentives, foster development, the potential value of human resources development can be exploited fully. Human Resource Management Information System can enhance the level of human resource management and work efficiency, so that enterprises can give full play to the role of talented people to enable enterprises to gain advantage in the competition and raise enterprise's core competitiveness.In May 2007, China Unicom was successful on line a unified set of data, functions and reliable performance quality human resources management information system with advanced technology. Jilin Unicom got involved in the construction of Human Resource Management Information System. Through the application of information systems, they felt the profound changes which an information system has brought. This system greatly improves the management level and work efficiency. But, there are some problems found in this information system, such as the further improvement of this system, will further improve the role of this system in the human resources management.The purpose of this paper is based on the original Human Resource Management Information System, directed towards the problems in the current system, combined with the practical work of human resources management, an effective, viable information systems would improve the program so that more human resources management services can work ,business processes can be dealt with smoothly. Moreover, more independent statistical analysis can be flexible; self-help information workers would be more abundant and more reliable to external data interface. By the adoption of information systems improvement, the core of human resources transfers to human resource planning and the enhancement of the strategic management of staff in order to service the strategic decision-making better. At the same time, the effective measures should be brought during the beginning of preparation, the set-up of implementation organizations, setting the implementation goals and plans, by effective measures to ensure the successful implementation of the plan.This article made a summary of Jilin Unicom human resources management status and the construction of human resources management information system and analyzed the problem of the information system firstly. Jilin Unicom is the functional management department of human resources management. Human resources management is based on the basic tasks of the development strategy, the company systematically rational allocation of human resources through staff recruitment, staff training, labor contract management, staff deployment, performance appraisal and pay incentives, such as a series of process, to match the staff and post, mobilize the enthusiasm of the staff to play the staff potential and create value for enterprises to ensure the realization of business strategy. The company has a set of online human resources management information systems and information systems, including four components of staff self-help system, such as professional office system, report system, analysis system, , in which professional office management system includes organizational structure, personnel management, salaries and benefits of the management of the three modules of Human Resource Management, human resource managers at all levels in the system to complete day-to-day human resources management operations. Statement system supports the production of Unicom Human Resources monthly report and annual report, and realizes special custom function statistics. Analysis system uses a professional data analysis tool, to analyze human resources management information personnel system, labor costs of professional information analysis, human resources strategy for the provision of data to support decision-making. Employee self-service system is mainly based on the different rights, to achieve the basic personal information, personal emoluments, and human resources information management system. However, human resources information system management module is incomplete, lack of staff recruitment, performance appraisal and staff training modules; not achieving joint even with the financial system, further extension of the enterprise management processes; further enriching the function, and providing more value-added services.Secondly, it brought a specific goal and detailed improved plan of human resources management information system. This plan aims to improve the actual demand from the company, to combine other system tightly and provide more value-added services based on the original system. The improved program includes an increase of staff recruitment in human resources management, performance appraisal and staff training management module. Staff recruitment modules can achieve management recruitment activities of management, the recruitment of registration management, candidate screening, resume management, recruitment process management, cost management recruitment, recruitment question bank management and statistical analysis functions. Performance evaluation module can achieve the management assessment, assessment indicators for management, creation of evaluation forms, published notice of assessment, assessment implementation, assessment score; assessment features the outcome of query statistics. Staff training modules can achieve training needs, training programs, training and records of the implementation, training evaluation functions. Systems will be payroll, insurance benefits transfer data directly to the financial sector, financial system by the certificate directly into the financial, banking and payment offer. For the businesses and employees to provide more value-added services, the staff of the establishment of sub-role self-help and employee satisfaction survey carries out. Employee self-service provides personal information, salary information, statistics, feedback and other functions. Respectively, it set company leadership, managers, employees, three role in self-service settings, namely to achieve different functions. Through surveys and analysis of staff satisfaction, staff can understand, and reflect on the situation of corporate governance, timely improvements in management, enhance cohesion, and this system can achieve the investigation activities, create questionnaires, publish the questionnaire, and fill out the questionnaire and statistical analysis functions.Finally, detailed measures were brought up to improve Human Resource Management Information System, mainly including three aspects: first, the preliminary preparatory work of the improved plan, through the establishment of project teams, working out implementation plans, the establishment of good project management system, did the implementation of the project before the necessary preparations and lay the foundation for implementation of the system. The second step was to improve the implementation measures. Firstly, make the demand investigation, then joint event with the demand, finally design and preparation of this system. The key point of the improved system to succeed is the software design can reflect the actual demand accurately and completely. The third is the promotion after the system on-line, preparation of operating manuals, conducting staff training and improve information systems to provide protection of the improvement of human resources management information system. |
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