Hongjing e-HR: Case Study of Human Resource Management System of Zao Mining Group
chrispeng [ad_1]
Zaozhuang Mining (Group) Co., Ltd. (hereinafter referred to as “Zao Mining Group”) is located in Shandong Province. It is a large cross-industry, cross-border, and cross-ownership enterprise group with an annual output of 20 million tons of raw coal and a total income of 15 billion yuan. The business covers five major industries such as coal power generation, coal chemical industry, machinery manufacturing and repairing, building materials, planting and breeding. There are 35 secondary units and more than 1,500 subordinate units, including more than 240 non-coal enterprises and approximately 60,000 registered employees. There are more than 110,000 people, including non-registered employees, retirees, etc.
With the goal of building an international large enterprise group, Zao Mining Group actively establishes a modern enterprise system. Talents have always been regarded as the foundation of the development of the Zao Mining Group, and scientific and effective human resource management is the basic guarantee for the sound development of the Zao Mining Group. According to the overall strategy of the group of comprehensive and refined management, Zao Mining Group finally chose Hongjing e-HR, which combines professionalism and ease of use, to build a human resource management system after multiple inspections, and optimizes existing human resources with the help of information technology. The management mode realizes the refined management of human resources.
The dilemma of traditional management:
The refined strategy of Zao Mining Group is difficult to be effectively implemented under traditional management methods. Human resource management is divided by the organization and personnel department and other departments. The traditional human resources business method has the following difficulties:
1. The basis of refined management is the accurate grasp of various personnel data. The group uses manual reporting methods to summarize human resource management monthly reports, human resource information monthly reports, and non-registered labor monthly reports, so as to understand the changes in the personnel of each subordinate unit. This statistical method is not convenient for inquiries synchronized with the business. Real-time information feedback is not available for changes, and data statistics often appear to be delayed and inaccurate.
2. The management and control of business processes is relatively extensive. Approval of services such as personnel entry and exit, lifting and transfer of posts, requires cross-departmental collaborative processing in different places, and business personnel need to track and manage the processing process. It takes a lot of time and energy to process business approvals such as labor input procedures, veteran assignments, and employee recruitment.
3. Timely work management is under pressure. After the implementation of the “Labor Contract Law”, the requirements for contract management have increased. From contract signing, renewal, termination and termination, the timeliness of work has become more demanding, and the work pressure of human resource management staff has increased.
4. The efficiency of salary management is not high. Zao Mining Group has salary models such as target salary system, job efficiency salary system, and job skill salary system. The method of calculating and distributing wages is relatively traditional. The Zao Mining Group’s bonus projects are numerous and not fixed, and bonuses issued by secondary units must be reported to the group for approval. After the quarterly assessment, the actual performance pay needs to be calculated according to the performance pay base of the assessment results each time.
5. Training management is scattered, and training resources are not fully utilized. The training business of the Zao Mining Group needs to review and approve the training plan. The safety training, vocational skill appraisal, technicians, senior technician appraisal and reserve talent pool hope to be centralized and effective management, and some training resources cannot be fully shared and utilized.
Promote management refinement with informatization:
In order to solve these dilemmas under traditional management methods, Zao Mining Group decided to start a human resources informationization project. The human resources leaders of Zao Mining Group gave full support to the project. During the implementation of the project, the convenient data import, flexible table tools and open system architecture of the Hongjing e-HR system also enabled the rapid progress of the project construction. . The completion of the construction of the human resource management information system of Zao Mining Group has realized the group management and control of human resources, provided a basic platform for the fine management of human resources, resolved the old difficult problems under traditional management methods, and optimized various human resources businesses .
Accurate grasp of personnel information, efficient development of personnel business
The e-HR system has carried out the centralized management of the employee information of the entire group. Through the system, the distribution of human resources of each unit can be accurately grasped in real time, and the three-dimensional query of employee information can be carried out in the shortest time, and the built-in analysis tools of the system can be used to analyze the date mine. Different forms of statistical analysis are carried out on the status of human resources of the group. The form tool provided by the system is similar to the operating style of Office software. It is very convenient to make a roster and registration form of various personnel and salary. The data is automatically extracted in the system, and it can be directly printed or output into Word and Excel format documents. A lot of human resources transactional work can be handled efficiently.
Electronic paper approval, detailed process control
The electronic paper process optimizes the business process including employee entry, labor export and import, labor return, employee transfer, employee transfer, veteran placement, and internal labor market personnel registration.
Through systematic electronic process management, it can effectively supervise the flow of personnel between units and within units, and reasonably control the staffing situation of each subordinate unit. It can also directly select eligible resumes from the input of the labor market according to the recruitment needs of employees. Staff. The various approval forms of the change can be extracted and printed out of the personnel data in the system, and various approvals are transferred in the system, so that the business processing process has been standardized and optimized.
The personnel change information of employees in the enterprise is stored in the system, which is convenient for unified management and analysis. All employee changes within the group company can form electronic records in the system, including dynamic information such as job change and salary change, labor contract continuation, academic degree change, and training participation, which is convenient for query and statistics, and can also be based on accumulated data Analysis provides reference for leadership decision-making.
Time-sensitive work intelligent early warning to relieve the pressure of contract management
The processing of labor contract matters has realized automatic warning prompts according to conditions, and the electronic filing of labor contract content can record the processing time and process of each business. Contract management efficiently handles daily operations such as signing, renewing, changing, terminating, and dissolving employee labor contracts. The group can keep track of the signing status of various employee labor contracts at any time, and can count the number of employees signing different types of labor contracts with different durations as quickly as possible .
The system’s management of labor contracts has fully realized the approval of the second-level units, real-time monitoring of the signing of labor contracts by the second-level units, and effectively reduced the rate of employee labor contract disputes.
Easily carry out salary calculation and distribution, and refined management of labor costs
The system realizes the efficient processing of capital transfer processing, salary approval, bonus approval, centralized accounting, and salary report generation. It also effectively supervises the total salary of subordinate units. In the system, the proportion of salary income of various personnel can be grasped. Correctly implement the group’s wage distribution policies.
The system can be unified and standardized for the salary accounting format of each unit of the group, and can realize the classification calculation of different personnel according to the distribution form. The programmed salary calculation method can ensure the efficient and accurate salary accounting, and the simple salary report preparation method can be formed A variety of different forms of salary reports are used for statistical analysis and comparison, and rich salary analysis graphics are also provided, which can be directly used for monthly and quarterly labor cost analysis and optimization.
Coordinate the training business and improve the efficiency of training management
After the e-HR system was launched, it unified management of all-staff education and training, safety training, vocational qualification training, vocational skill appraisal, technician and senior technician appraisal, and skill reserve talent pool. Through the system, it is possible to control the formulation and release of training plans, the time of training classes and the arrangement of courses, simplify existing work processes, and improve the efficiency of training resources utilization. The system can manage all kinds of personnel training plans in a unified manner, ensure the smooth progress of various training projects, and form electronic records of employee training for future inquiries.
Use the system to report for approval and manage all annual training plans. After approval by the group training department, various information in the implementation of the plan is also included in the system management. The training department can view and supervise the implementation of the training plan through the system. Training courses, venues and other resources have also been shared more effectively with the support of the system.
Convenient and accurate electronic reports to improve the ability of refined decision-making
The system realizes the generation, reporting and summary of various labor and wage business reports in the system. The reports of the group and subordinate units are carried out through the system, which achieves the convenience of work and the timely and accurate data. Each secondary unit can automatically generate and report the human resource management report of the unit through the system. The Labor Management Division automatically generates monthly reports for the company’s agencies in the system, summarizes the report data reported by each secondary unit, and archives the report data for graphical analysis.
The system can flexibly customize various reports, drawing complex reports, and human resources staff can easily master it through simple training. The powerful report statistics function can realize the statistical summary of different demand reports, unified and standardized management of various existing reports, and can truly reflect the human resources and wages of each unit, and provide a large amount of basic data for leadership decision-making.
Electronic management of documents and yearbooks, making it easier to use
The policies and systems of human resources and social security management issued by the state and higher levels, as well as the documents and regulations issued by group companies, are all stored in the system. For major events that occurred in the group’s human resources management process, an electronic unified entry system has also been used to replace the previous paper yearbooks. The system supports classified storage and keyword query and retrieval, which facilitates the inquiries of various units and departments.
Hongjing e-HR has established a unified and standardized human resources information management and control platform for the headquarters and subordinate units of the Zao Mining Group to realize the refined management of human resources. The in-depth application of the information system will promote the improvement of the overall performance of Zao Mining and ultimately create more Great human resource management benefits, enhance the core competitiveness of Zao Mining Group.
Zao Mining Group is another large-scale application of Hongjing Century in the coal industry after Huafeng Coal Mine. At the same time, by realizing the application of informatization to improve management refinement, Zao Mining Group will also become a new benchmark for Hongjing e-HR in the construction of human resources informatization in the coal industry.
[ad_2]
