Personnel management of knowledge age
As companies increasingly own vast human resources, complexity is gradually incread, machine workshop can no longer meet the personnel management of enterpris today, and replace the u of various areas of knowledge, combined with computer science and the development of the personnel management system, scientific reasonable to manage personnel information files and extend corporate human resources management system. Which leads to a new discipline - Management Information System MIS (Management Information System), which spans veral fields, forming a t of scientific and rational methods of information collection and processing, form a system of vertical and horizontal cutting. Personnel Management System is a typical management information system (MIS), which mainly includes the establishment and maintenance of back-end databa and front-end application development aspects. The former required strong data consistency and integrity of the data with good curity. For the latter application powerful, easy to u and so on. Personnel Management System is a unified management staff, can easily be input, query, modify, delete, exit. Personnel transaction at any time to grasp the situation, personn
el management easier for enterpri human resource management provides a comprehensive solution. After analysis of the ca, we u Visual Basic6.0 and Access2000 development tools, the u of its various object-oriented development tools, especially data window can be simple and easy to manipulate intelligence databa objects, first established in a short time system application prototype, then, the initial prototype of the system needs to constantly revi and improve, until the formation of a viable system
Management Information System (MIS) concept of the Americans in 1961 J. D. GALLAGHER first put forward, is a new, t of management science, information science, systems science and computer science as an integrated discipline of the enterpri information management activities of the entire process for the effective management of information, provide various types of management decision-making information to support the modernization of enterpri management.
Management Information System is the enterpri information system, it has the data processing, planning, control, forecasting and decision support functions, specific functio
ns as follows:
(1) dealing with uniform standards and to provide information, exclude the u of inconsistent and incomplete data.
(2) complete, timely decision-making in the management and the data needed.
(3) the u of the specified type of data, data relationships, the objective to predict the future.
(4) to all levels of management agencies report different levels of detail, analysis and interpretation of shortening the time.
(5) with the lowest cost of providing the shortest time possible, accurate and reliable information so that decision makers choo the best implementation plan to improve the economic efficiency of enterpris. Competition in all aspects of a place.
Foreign status: According to statistics, at prent, the United States occupies in the financial accounting 90% of the work completed by the computer; personnel management in 80-100% of the information processing by the computer to complete; program management is 80-90%; in the rapid development of computer applications cou
ntries, the computers ud in 80% of economic management; for calculating accounted for 8% of science and technology for the production of process control 12%; It can be en that economic management is the main area of computer applications.
Domestic Status: For various reasons, China lagged far behind the level of information resources construction of information infrastructure level. For a long time, China's information resources management of growth failure and information resources simultaneously. China has a wealth of original information resources, bad on the regeneration of this condary information systems and databa industry size and market share, usage is very low, a lot of valuable information so that it could not be further procesd into value-added goods. Computer applications in China than in Western countries, lagging behind 10 years of personnel management information system application is started from 1973, 83 years later started a number of practical development and rearch. Therefore, the information resource development and u of information has been established as the core of the national economy, digital information, transmission of the network is to narrow the gap between developing and developed cou
ntries, short-cut, the world's information to an irresistible wave of momentum is sweeping the world When China wants to catch up, we must make u of existing information infrastructure, focusing on the development and promotion of economic and other databas ud in all types of technology rvices, systems and network resources in order to get great social and economic benefits. As the property management in the community occupied an important position in the mass production of its computerization in developed countries has reached more than 95%, and our nationwide to promote the application of computer in management, was started in the early 80s. Started late, but rapid development. In particular, the emergence and popularity of microcomputers for information processing with affordable means of promoting China's modernization of management information processing plays an important role.
Knowledge era, for the high-tech industries in China to accelerate the process of technical innovation, increa investment in human capital and the development of policies and regulations to promote the knowledge economy in areas such as efforts to forge ahead in the direction pointed out, ats at all levels of personnel management, In t
his new situation, there is always the new mechanism compatible with the new features in order to keep pace to the rapid development of China's knowledge economy, providing excellent rvice. In view of this, personnel management, how will reform?
First, the development of new human resource management system
With the advent of the information society, personnel manage字幕英文
ment should be changed, the existing personnel management system, create a new management information system. In the past that a staff pastor a portfolio of Personnel Management has meet the needs of today's international economic competition has become talent competition situation, the reality situation requires us to all kinds of talents, and truly be aware, well aware of the need to Bag of personnel management into a computer databa of personnel information into the law of combinati纤夫的爱广场舞
on.
Computer Personnel Management System features:
(1) the way in code to replace the text said that the personnel information;
(2) a copy into a personnel file records into the computer's memory
(3) computer databa, the differences between different staff, or the characteristics of ea
sy comparison, to meet the needs of a variety of personnel information query
Therefore, the u of computer personnel management benefits:
(1) to meet a wide range of knowledge query request, to provide timely information about the personnel for leadership identification, u of personnel to provide evidence.
(2) keep cret, in the databa, personnel information in code form, so long as the "name - Code" table and kept parate from personnel data, confidential can get a better result.
(3) easy to store, easy storage. The existing archives is one bag, thousands of archival material, needs to be filled dozens of boxes to store the custody inconvenience. For more information on the file room temperature, humidity timely control, the prevention of fire alarm devices and aromatic worms devour archives measures. U of a computerized personnel databa, as memory capacity, high density, the same number of personnel information on only a few pieces floppy, fully demonstrated Computer Personnel Management Information System of superiority.
(4) to achieve network management to enable the transfer of personnel information accur
ately and quickly, convenient and reliable personnel management departments at all levels to achieve, achieve the purpo of human resource sharing.
Certainly in recent years, personnel departments have done a lot in this area of work, has made great achievements, so that the modernization of management and personnel work, leapt to a new level. If this basis, the personnel departments at all levels to implement computer-bad records management network can make data storage, query, add an inch of floor, such as more on.
How to reform the personnel management system, we think that should be the following aspects:
Second, person长城手绘
nel files should be conducive to the excavation of human capital and rerves:
(1) file can not simply hit merits and demerits as a true record of history. More should be recorded on each person in their important contribution to the work, major achievements and major events for the main purpo. Annual national staff should be the main performance, scientific and technological achievements, major innovations and other new
achievements on record, there is an example file can be found.
(2) personnel files, can be transformed into productivity as a carrier. Different jobs in the civil rvice, science and technology of production personnel, cultural and educational health personnel, business personnel, industry and transportation, they work year after year, every year there are scores, results, achievements and 保育员工作职责
changes ... .... Personnel departments should the contributions into different categories, it is first stored computer management system; Second, the leader at any time for inquiries call; Third, relea of information for relevant departments or units recommended u.
(3) to establish a new personnel management system computer. Require the system is not broadly merits and demerits of management personnel, more important is that staff are engaged in the work of achievements, Cheng Gong, and other new results, as a parate subject, a table stored in the floppy disk in a specialist at any time as a personnel Dangan call.
Third, policies, personnel records management, new ideas:
(1) personnel file can be divided into "two" management approach. The so-called "two" m
anagement method, that is, the contents of personnel files and business records into political files of two parts. The basic means of political file past the original file, family origin, political affiliation, social relations, ideology huge object, political performance, work attitude, work experience, such as the city is the main content.
Business records is the work of the major achievements made, major achievements, outstanding performance as the main file. Business records, both to reflect the ideological consciousness of the people, work attitude, but also accurately reflects the state and the society made important achievements.
(2) the establishment of crisis personnel records databa. As the "knowledge economy" and establishing the personnel databa, computer file management operations, to achieve a more rational understanding and u of intelligence resources, and indeed has become an urgent task of personnel management. Therefore, personnel information using computer storage, and timely information queries, but also to improve the personnel management of the most effective way.
It referred to the current management information systems, often refers to the computer a
s a tool for managing information collection, storage, retrieval, processing and transmission, so that it applies to organizations, institutions and business management in the field of "human - machine system" The system is the early 70s, "post-industrial economy" product of the times, in the enterpri management information system in its early stage of development, is a single man - machine systems, system function is simple and efficient is low, the role of management is limited.
(3) enter the 20 century, the late 80s, as computer networks and communication technologies to develop, management information systems into the network of development. The world's developed countries have established a comprehensive system of advanced management information system, its social and economic development in the field of play a huge role.
Our management information systems major development in the late 80s early 90s, countries have established a "Gold Card", "Golden Customs", Golden Bridge "project, the majority of enterpris established a local area network and wide area network management information system. With the world economy and China's economy to gradu
ally move to the knowledge-bad economy, whether industrial economy bad on management information systems, or for a small number of experts and managers of the expert system (ES) or Decision Support System (DSS), the processing objects and rvice objects, their system architecture, processing power, have been further developed.
① personnel management system development dates back to the late 20th century 60. At that time computer technology has entered the practical stage, and large enterpris to u the manual payroll calculation and payment of both time consuming and very easily go wrong, in order to resolve this conflict, the first generation of the personnel management system came into being. At that time, technical conditions and requirements of the restrictions, very few urs, but also the kind of Ji Tong at best only one kind of automatic Jisuan yes salary of tools, neither Bao Han Fei financial information and does not contain information on wages of Li Shi, almost no Baobiaoshengcheng function and wage data analysis. However, it was a personnel management of the display of the bright future that the computer's speed and automation to replace manual work great amount of
high-accuracy computer to avoid manual errors and errors, so that large-scale centralized handling large enterpris salary possible.
② The cond generation of personnel management system in the late 70s in the 20th century. As the rapid development of computer technology, regardless of the popularity of the computer or computer system development tools and databa technology, all the personnel management system, the possibility of phad development. Personnel management system is basically the cond generation to solve the major shortcomings of the first generation system, personnel management on non-financial information and salary history information were taken into account, the report generation and data analysis function also has pay a larger improvement . But this generation of systems is mainly developed by computer professionals, and failed to consider the personnel management system needs and ideas, and its non-financial information is not enough personnel management system and comprehensive.
③ radical reform of personnel management system in the late 20th century 90. As competit盐是怎么形成的
ion in the market needs, how to attract and retain talent, stimulate employee crea
tivity, responsibility and work ethic of work has become a major factor in the success of enterpri and talent has become the most important asts of enterpris. "Just, fair and reasonable" business management concepts and rai the level of business management, personnel management system so that the community has a higher demand; the same time as the popularity of personal computers, databa technology, client / rver technology, especially Internet / Intranet technology, makes the third generation of the emergence of personnel management systems became a necessity. The third generation of the characteristics of personnel management system of personnel management from the perspective of a centralized databa with almost all the personnel management related data (such as pay and benefits, recruitment, career design, training, job management, performance management, job description, personal information and historical data) unified management to form an integrated information source. Friendly ur interface and powerful reporting tools, analytical tools and information sharing enables personnel managers to get rid of the heavy daily work and concentrate on the strategic point of view to consider the business planning and personnel management policies.
知识时代的信息管理系统
随着企业自身人力资源的日益庞大、复杂程度逐渐增强，人机作坊再也无法适应如今企业的人事管理了，取代的是运用各种领域的知识，结合计算机科学而开发的人事管理系统，科学合理的来管理企业人事信息档案及扩充的人力资源管理系统。 从而引出了一门新的学科——管理信息系统MIS（Management Information System），它跨越了若干个领域，形成一整套科学合理的信息收集和加工的方法，构成一个纵横交织的系统。人事管理系统是典型的信息管理系统(MIS),其开发主要包括后台数据库的建立和维护以及前端应用程序的开发两个方面。对于前者要求建立起数据一致性和完整性强、数据安全性好的库。而对于柴生芳
后者则要求应用程序功能完备,易使用等特点。人事管理系统是对工作人员进行统一的管理，可以进行方便的进行录入，查询，修改，删除，退出。随时把握人员的异动情况，更轻松人事管理工作为企业人力资源管理提供了全面解决方案。 经过分析如此情况,我们使用Visual Basic6.0和Access2000开发工具,利用其提供的各种面向对象的开发工具,尤其是数据窗口能方便而简洁操纵数据库的智能化对象,首先在短时间内建立系统应用原型,然后,对初始原型系统进行需求迭代,不断修正和改进,直到形成可行系统
管理信息系统（MIS）的概念是1961年美国人J。D。GALLAGHER首先提出来的，是一门新兴的、集管理科学、信息科学、系统科学及计算机科学为一体的综合性学科，研究的是企业中信息管理活动的全过程，以便有效的管理信息，提供各类管理决策信息，辅助企业进行现代化管理。
管理信息系统是企业的信息系统，它具备数据处理、计划、控制、预测和辅助决策功能，具体作用如下：
（1） 用统一标准处理和提供信息，排除使用前后矛盾的不完整的数据。
（2） 完整、及时提供在管理及决策中需要的数据。
（3） 利用指定的数据关系式分析数据，客观预测未来。
（4） 向各级管理机构提供不同详细程度的报告，缩短分析和解释时间。
（5） 用最低的费用最短的时间提供尽可能精确、可靠的信息，以便使决策者选择最佳的实施方案，以提高企业的经济效益。各方面的竞争中占有一席之地。
国外状况:据统计，目前，美国在财务会计上占有90%的工作由计算机完成；人事管理中80-100%的信息处理由计算机完成；计划管理是80—90%；在计算机应用发展较快的国家中，计算机应用于经济管理的占80%；用于科技计算的占8%，用于生产过程控制的占12%；由此可以看出，经济管理是计算机应用的主要领域。
国内状况:由于种种原因，我国的信息资源建设水平远远落后于信息基础设施的建设的水平。长期以来，我国信息资源的开发管理未能与信息资源的增长同步进行。我国有丰富的原始信息资源，但在此基础上再生的二次信息系统和数据库产业的规模和市场占有率、使用率相当低，大量的有价值的信息未能进一步加工成商品使其增值。我国的计算机应用要比西方国家落后十几年，人事管理等信息系统的开发应用是从1973年开始的，83年以后才开始了大量的实际的开发和研究工作。因此，信息资源的开发和利用已被确立为国民经济信息的核心内容，信息数字化，传输的网络化是缩小发展中国家与发达国家差距的捷径，世界信息化浪潮正以不可阻挡之势席卷全球时，我国要迎头赶上，就必须利用现有的信息基础设施，重点开发和推广应用于各类科技经济等数据库和网络资源服务系统，以便取得巨大的社会效益和经济效益。由于物业管理在社会大生产中占用重要地位，其计算机化在发达国家已达到95%以上，而我国在全国范围内推广计算机在管理中的应用，是在80年代
初开始的。起步虽晚，但发展快。特别是微型计算机的出现和普及，为信息处理提供了物美价廉的手段，对于推动我国管理信息处理现代化起到了重要作用。
知识时代的到来，为我国加速高新技术产业化进程，开展技术创新，加大人力资本的投资和制定推动知识经济发展的政策法规等领域，指出了努力奋进的方向，座位各级人事管理部门，在这种新形势下亦必有之相适应的新机制、新特点，才能跟上时代的步伐，以便为我国的知识经济快速发展，提供优良的服务。鉴于此，人事管理将如何改革呢？
一、 开发新型的人事管理系统
随着信息社会的到来，人事管理部门应一改现行的人事管理机制，开创新的管理信息系统。过去那种一个工作人员一只档案袋的人事管理牧师，已远不适应当今国际经济竞争已经转为人才竞争的局面，现实要求我们对各类人才现状，真正做到心中有数，了如指掌，必须将袋式的人事管理转化成计算机资料库，变为人事信息的规律组合。
计算机人事管理系统的特点：
（1） 用代码的方式，替代文字表示有关的人事信息；
（2） 将一份份人事档案变成一条条记录存入计算机的存储器中
（3） 计算机资料库，对于不同人员之间的差异，或特色易于比较，能满足各种人事信息查询的需要
因此，采用计算机进行人事管理的好处:
（1） 能满足多方面的认识查询要求，从而及时的提供所需了解的人事信息，为领导鉴别，使用人才提供依据。
（2） 保密性强，在资料库中，人事信息以代码形式出现，因此，只要将“人名——代码”对照表与人事资料分开保管，便能获得较好的保密效果。
（3） 易于存放，易于保管。现行档案资料是一人一袋，几千人的档案资料，需要装几十箱子，给存放保管带来诸多不便。如需对档案室的温度，湿度进行适时调控，有预防火灾的报警装置及芳蛀虫吞噬档案资料的措施等。采用计算机人事资料库，由于存储器的容量大，密度高，同样数量的人事资料只要几片软盘便可解决，充分显示出计算机人事管理信息系统的优越性。
（4） 实现管理网络化，使人事信息的传度准确迅速，便捷可靠使各级人事管理部门可以实现，达到人力资源共享的目的。
当然近几年来，人事部门在这方面也做了大量的工作，取得了很大成绩，使人事工作的现代化管理，跃上了一个新的台阶。如果能在此基础上，各级人事部门的档案管理都能实行微机化网络化，使资料的存储、查询，补充等更上一寸楼。
如何改革人事管理机制，我们认为应从以下几个方面入手：
二、人事档案应有利于人力资本的发掘与储备：
（1）档案不能再单纯地作为一个热播功过历史的真实记录。而更应该成为记录每个人在各自工作岗位上的重要贡献、主要成就和重大事件为主要目的。每年应将国家工作人员的主要业绩、科技成果，重大创新等新成绩记录在案，有档可查询举例。
（2）将人事档案，可作为转化生产力的载体。在不同的工作岗位的公务员，科技生产人员、文教卫人员、商贸工交人员等，他们年年工作，年年有成绩、成果、成就和变迁……。人事部门应将这些贡献，分门别类，一是通过微机管理系统存储起来；二是供领
导者随时查询调用；三是发布信息供有关部门或单位心电图导联位置图片
荐用。
（3）建立全新的微机人事管理系统。要求该系统不是泛泛地人事的功过是非管理，更主要是将工作人员所从事的各项工作成就、成功等新业绩，作为一个独立科目，以表格形式存储于专门的软盘上作为人事档案随时调用。
三、政策人事档案管理的新思路：
（1）人事档案可分为“二部”管理办法。所谓“二部”管理法，即是将人事档案内容分为政治档案与业务档案两部分。政治档案基本就是指过去的原始档案，以家庭出身，政治面貌、社会关系、思想巨物、政治表现、工作态度、工作经历、将城市是等为主要内容。
业务档案是指工作中所取得的重大成就，主要功绩、突出表现等为主要的档案。业务档案，既能反映人们的思想觉悟、工作态度，又能准确的反映出人们对国家、对社会所做出的重要业绩。
（2）建立危机人事档案资料库。随着“知识经济的发展”，建立人事资料库，用计算机管理业务档案，做到更加合理的了解与使用智力资源，确实已成为人事管理部门的当务之急。
因此利用计算机存储人事信息，及时的提供资料查询，也是提高人事管理水平的最有效途径。
目前人们所提到的管理信息系统，通常是指以计算机为工具，对管理信息进行收集、存贮、检索、加工和传递，使其应用于组织机构及企业管理领域的“人－机系统”，该系统是70年代初“后工业经济”时代的产物，在企业管理信息系统在其发展的初期，是单一的人—机系统，系统功能简单，效率低，对管理的作用有限。
（3）进入2 0世纪80年代末，随着计算机网络和通信技术的大力发展，企业管理信息系统进入网络化的发展时期。世界发达国家已建立起了完善的先进的管理信息系统体系，在其社会经济发展领域中发挥着巨大的作用。
