系统业务功能 System business function 5.1 角定义 5.1 Role definitions 角名称 Role Name | 描述 Description | 决策层领导 Decision-makers | 监督企业人力资源状况，根据人力资源规划进行决策； Supervise the HR status of the enterprise and make decisions according to HR planning; 审批高层管理人员的方案，计划等 Examine and approve the programs and plans of the top managerial personnel | 事业部总经理 General Manager for Business Division | 根据公司领导的战略计划，制定实施计划并分解，安排工作任务； Formulate and decompose implementation plans, as well as arrange works according to the strategic plans of the enterprise directors; 审批日常管理实务，管理部门内部及各管理部门之间的各类事务。 Examine and approve the daily management practice, as well as the various affairs inside and among the managerial departments. | 业务部门经理 Business Manager | HR经理 HR Manager | HR专员 HR Commissioner （分类：行政，招聘，培训。考勤） (Classification: administration, recruitment, training and attendance checking) | 执行HR经理分配的任务，如招聘，培训安排，考勤等日常事务的处理； Perform the tasks assigned by HR Manager, such as recruitment, training arrangement, attendance checking and other routine affairs; 与公司各部门员工进行沟通协调，协同办公 Communicate, coordinate and collaborate office with employees of other departments | 相关负责人 Related Principals | 管理项目组，车间，产品线等单元中的人员及事务 Personnel and affairs in Management project team, workshops and project lines. | 普通职员 General Staffs | 查看维护个人信息； View and maintain personal information; 获取个人的工资，考勤，合同，休假，培训，绩效等信息； Gain personal information about wages, work attendance, contract, holiday, training and performance, etc. 进行休假申请，查看审批结果； Request for vacation and check approval results; 进行考核自评，培训申请，空缺职位申请，推荐等。 Make self-assessment, training application, vacancy application and recommendation, etc. | 系统管理员 System Administrator | 维护系统正常运作，权限管理，基础数据管理等 Maintain the normal operation of the system, access control and basic data management, etc. | | |
5.2 整体功能设计 Overall function design Integration Application Seves Group ERP DXI Data Exchange Interface | |
Portal Employee Self- service Portal | |
Information Browsing | setting是什么意思中文翻译 |
Organizational Management | |
基础层 包含的是变动很小的静态数据，主要有两大类，一类是员工个人属性数据，如姓名、性别、学历等；另一类是企业数据，如企业组织结构、职位设置、工资级别、管理制度等。基础数据在HR系统初始化的时候要用到，是整个系统正常运转的基础。 Basis layer contains static data of small changes, including two main categories: one is the data concerning employees’ personal attributes, such as name, gender, educational background; the other is enterprise data, such as enterprise organizational structure, position setting, wage grade and management system, etc. The basic data are required in HR system initialization and regarded as the basis for the normal running of the whole system. 业务层 对应于人力资源管理具体业务流程的系统功能，这些功能将在日常管理工作中不断产生与积累新数据，如新员工数据、薪资数据、绩效考核数据、培训数据考勤休假数据等。这些数据将成为企业掌握人力资源状况、提高人力资源管理水平以及提供决策支持的主要数据来源。 Business layer corresponds to the system functions of the specific work flow of HR management. These functions constantly produce and accumulate new data in the daily management works, such as data for new staffs, payroll, performance appraisal, training, work attendance and holiday, etc. These data will become the main sources for the enterprise to master the HR status, improve HR management and provide decision support. 决策层 建立在基础数据与大量业务数据组成的HR数据库基础之上，通过对数据的统计和分析，能快速获得所需信息，如工资状况、员工考核情况等。这不仅能提高人力资源的管理效率，而且便于企业高层从总体把握人力资源情况。 Decision layer is founded on the HR database that is formed by basic data and mass business data. By statistical analysis, the layer can acquire useful information quickly, such as status of wage and staff appraisal, etc. It can not only promote the HR management efficiency, but also help the senior level of the enterprise grasp the HR status as a whole. 员工自助服务门户 是员工了解企业的门户，是员工与HR管理部门沟通的窗口，HR可以充分了解员工对企业的意见与反馈，可以让员工充分参与企业的发展，了解公司的组织架构、文化、规章制度等。 Employee self-service portal is the portal for the employees to understand the enterprise and the window for the communication between employees and HR management department. HR can fully understand the opinions and feedbacks of employees on the enterprise, let employees better participate in the enterprise development and know about the organizational structure, culture, rules and regulations of the enterprise. 数据交换接口 提供与其他系统的丰富的接口，既能数据导入，又能数据输出；既提供一般数据接口，如EXCEL格式的数据转换，又提供了基于Web服务的系统接口，如与SAP ECC6.0、Oracle EBS系统的专用接口。能够方便将现有的系统中数据实现平滑过渡，避免资源浪费，同时加快开发进程。 Data Exchange Interface (DEI) provides various interfaces connecting other systems, which can input and output data; provide general data interface, such as data exchange in EXCEL format, as well as system interface based on Web service, such as the special interface of SAP ECC6.0 and Oracle EBS. DEI can easily realize the smooth transition of the current data in the system, avoid resource waste and accelerate the development process. 5.3功能模块设计 5.3 Functional Module Design 5.3.1 组织管理 5.3.1 Organizational Management 组织机构管理用于建立企业的人力资源管理的组织结构、职位体系、岗位体系。并建立企业的职务职能体系和职业技能标准，为工作分析、员工能力素质评价建立数据基础。从而，建立现代人力资源管理的基础。 The organizational management is used to build the organizational structure, position system and post system of enterprise HR management, create the position functional system and vocational skill standards, provide data basis for job analysis and employee capability & competence evaluation, and thus establish the foundation of modern HR management. 建立企业内各级人力资源组织，包括法人组织与职能机构（职能部门），并建立各级组织间关系。形成人力资源组织关系，作为各人力资源业务系统内部的汇报关系。 Establish the enterprise HR organizations at all levels, including corporate organization and functional organizations (functional departments), build relations between organizations at all levels and form HR organizational relationship as the reporting relationship inside various HR business systems. 依据企业工作分析的结果,建立企业内部职务体系，职位体系，岗位体系，并依据职位评价的结果，通过职位建立企业的职位薪资体系。并可以通过岗位之间的上下级关系建立企业各项HR业务的审批流程。员工任职方式有多种，可以有正式任职，兼职，临时代理等。 Based on the result of enterprise work analysis, build the internal post system, position system and job system for the enterprise; in addition, according to the result of post evaluation, establish the post salary system for the enterprise. Through the relations between higher and lower posts, create the examination and approval process for the various HR business of the enterprise. Staffs can hold a post in a great many ways, such as formally, part-time and temporarily, etc. 职能要素管理，职能要素表明一项最基本的工作任务。同时，同一个任务，对不同岗位的人员要求也是不同的，因此对同一职能要素进行分级管理。职能要素是建立职位，岗位说明书的基础。 Functional element management: Functional element indicates the most basic work assignment. Meanwhile, as the same assignment has different requirements on staffs of different posts, it is necessary to implement decentralized management to the same functional element. Functional element is the foundation to create position and post specifications. 资格要素管理，资格要素是企业对员工所拥有的知识，能力，技能要求。企业内规范的资格要素体系即是企业的职业技能标准。对同一项自个要素进行分级管理。资格要素是建立职位，岗位说明书的基础。 Qualification element management: Qualification elements are the knowledge, ability and skill requirements of the enterprise on employees. The regulatory qualification element system in the enterprise is the vocational skill standard of the enterprise. Implement decentralized management to the same qualification element. Qualification element is the foundation to create position and post specifications. 5.3.2 人事管理 5.3.2 Personnel Management 处理并跟踪员工从入职直至离职全过程的信息。建立包括员工个人工作档案，员工个人能力素质模型的建立，评估，更新。员工所服务组织，担任的职位，岗位历次变更，员工培训的所有历史记录，员工薪资变更记录，员工职位发展过程，员工绩效成绩档案，劳动合同及变更，奖惩记录等全方位员工视图。 Process and track the staff information from their appointment to demission. Establish personal working files, build, evaluate and update the personal capability and competence model for staffs. Create an all-round staff view of the organization and position served by staffs, each post change, all historical records of staff training, records of employee salary changes, development process of staff positions, employee performance archives, labor contracts and changes, rewards and punishment records, etc. 员工档案信息是整个HR系统的基础，大部分的报表都来自对员工档案信息的统计和分析。员工档案信息内容完整，采用结构化的方法进行管理，主要包括员工档案，个人简历，变更记录，素质模型四大部分。 Staff file information is the basis for the entire HR system and most reports come from the statistics and analysis of staff files. The staff file information is complete in content, managed with a structured approach and including four major parts, such as staff files, CVs, change records and competence model. 员工素质模型，根据对员工在企业中任职能力的评估评价结果建立员工个人能力素质模型。根据企业的职工技能标准进行持续的评估和跟踪，可维护其历史记录。员工能力素质模型可用于员工对岗位，职位适应性匹配，以及用于员工聘任，选拔，调配，培训，职业生涯管理等的管理决策。 Staff competence model: establish the personal capacity and competence model on the basis of the evaluation and assessment of staffs’ working ability in the enterprise. Make ongoing assessment and tracking according to the employee skill standards of the enterprise to maintain the historical records. Staff capacity and competence model can be used in the applicability match of posts and positions, as well as the management decision of employ recruitment, selection, deployment, training and career management, etc. 员工入职管理，用于处理员工入职时的个人资料检查，员工档案登记，素质模型初次建立，初次工作任命及其他如合同签订，入职培训等相关操作。以及管理员工试用期，转正等。 Staff appointment management is used to check personal information, register staff files, establish competence model, assign works, sign contract and carry out appointment training and other relevant operations when the employee joins the enterprise, as well as manage staffs’ probation and obtainment of permanent status. 岗位编制管理，企业可根据需要决定是否启用岗位编制管理。使用岗位编制可以进行人力资源数量规划，发现岗位空缺，追踪招聘结果。岗位编制有多种不同的管理方式，系统指定定员，确定上限，确定下限，确定编制范围等。 Post staffing management: the enterprise can determine whether to enable the post staffing management as needed. Post staffing management can be used to make HR quantity planning, find out job vacancies and track recruitment results. There are many different management styles for post staffing. The system specifies the fixed number and determines the upper and lower limit as well as the scope of the staffing. 岗位空缺管理，在启用岗位编制管理以后，当出现员工调配，离职等异动情况，系统可自动发现岗位空缺，并进行预警。相关岗位的管理人员（职能经理或HR经理）可根据需要进行相应处理，如编制变更，申请招聘，编制冻结等情况。各职业经理，HR经理可根据岗位的空缺统计信息，实时，方便地获得本部门各岗位的人力分布情况，以及当前编制数，任职数。空缺数，正在招聘数等等信息。 Job vacancy management: after enabling post staffing management, once there are staffs deployed or leaving office, the system can automatically find the job vacancy and carry out advance warning. Managerial personnel of related posts (functional manager or HR manager) can implement appropriate treatment as needed, such as staffing changes, recruitment application, staffing freeze and so on. The professional managers and HR managers can easily access to the real-time HR distribution of various posts in their department, as well as the current staffing number, appointment number, vacancies, recruitment numbers and other information according to the job vacancy statistics. 劳动合同管理，维护各类不同类型员工的个人劳动合同信息，建立劳动合同台帐，处理合同的接触和终止。并与入职管理，员工异动管理等建立合同协同关系。可以处理不同类型的劳动合同如正式合同，兼职合同，返聘合同，借用或外派等情况。对劳动合同进行到期预警，预警式可以按劳动合同期限区分为不同的预警期限。在劳动合同解除时，进行相关违约金处理以及工作交接处理。并与员工异动管理建立工作协同关系。 Labor contract management is to maintain the personal labor contract information of different types of staffs, establish a labor contract ledger and deal with the dissolution and termination of contracts. Besides, build synergic relationship with appointment management and personnel changes management. Handle different types of labor contracts, such as formal, part-time and re-engagement contract, loan or expatriation and so on. Give early warning to the labor contract prior to the date due. The early warning types can be divided into different warning period according to the duration of the labor contract. When the labor contract is dissolved, implement relevant disposition of breach of contract damages as well work handover. Besides, establish collaborative relationships with personnel changes management. 员工匹配管理，可以很方便地进行员工岗位适应性匹配管理，用于招聘、选拨、调配、培训、职位生涯等的管理决策。在没有使用员工素质模型时，可依据员工档案中的相关信息进行匹配查询处理。 Staff match management can easily carry out post applicability match management and apply in recruitment, selection, deployment, training, position career and other management decisions. Before adopting staff competence model, it can carry out match query processing according to the relevant information in staff files. 员工异动管理，包括企业内部的员工调动，以及各种形式的员工离职。用户可自定义异动的明细类型。可包括异动申请、审批、工作交接及劳动合同变更或解除等。使用工作交接模板可以大大提高系统实施的效率。系统会及时将异动形成岗位空缺信息报送相关的管理人员。 Personal changes management includes internal staff redeployment and various forms of staff demission. Users can customize the types of the changes in detail, ranging from changes application, examination and approval, work handover to labor contract alteration and termination. The work handover model can greatly improve the efficiency of system implementation. The system can promptly submit the job vacancies caused by personal changes to relevant managerial personnel. 劳动纪律管理，维护员工在企业工作期间所获得各类奖励或惩罚。可以由用户自定义奖励或惩罚的类型。 Labor discipline management can maintain the various rewards and punishments of staffs during the period of working in the enterprise. Users can customize the types of rewards and punishments. 5.3.3 薪酬管理 5.3.3 Payment Management 薪资福利管理功能致力于帮助用户建立兼具保健与激励功能的竞争性薪酬体系。包括从职位评价，企业内外薪酬市场调查，以及基于特定开发目的的薪资与福利项目的设置，到薪资结构及薪资制度的选择、企业子女系水平及结构水平分析、人力成本分析、方便灵活的工资计算、统计发放及报表查询等内容。 The function of compensation and benefit management is committed to help users establish the competitive compensation system uniting health care and incentives and ranging from post evaluation, internal and external compensation market research of the enterprise as well as the project settings for specific purpose of development, to the selection of salary structure and compensation policies, enterprise salary level and structure analysis, HR cost analysis, flexible payroll accounting, statistical release, report query and so on. 支持薪酬体系的设计过程，基于内部薪酬满意度调查，及结合外部市场薪酬数据，进行内部公平的薪酬分析，指导建立新的薪酬体系，提高企业在薪酬市场的竞争力。 Support the design process of compensation system and carry out fair internal compensation analysis on the basis of the internal compensation satisfaction surveys; combined with the compensation data of external market, guide the establishment of a new compensation system and improve competitiveness of the enterprise in compensation market. 实现多种复杂的工资处理方案。实现工资相关数据如考勤工资、加班工资等工资项目的自动汇总与计算。 Realize a variety of complex payroll processing program and the automatic summarization and calculation of relevant compensation data, such as attendance wages, overtime pay and other pay items. 支持多地区不同个税制、养老保险制度等的工资处理。 Support the payroll treatment of different individual tax income system and the endowment insurance system in diversified regions. 建立员工个人工资账户、养老保险账户、住房公积金账户的管理功能。 The management functions of establishing personal salary account, endowment insurance account and house accumulation fund account. 实现激励性的员工福利项目管理。通过人力资源互动工作平台，员工可进行福利项目的自助选择。 Realize motivating staff welfare management. Through the HR interactive platform, employees can choose welfare projects by themselves. 支持对员工个人及员工组的劳动成分分析，为企业的各年度薪酬政策的制定提供决策依据。 Support labor component analysis to individual employees and employee groups and provide basis for the decision making of formulating annual salary policy. 支持灵活多样的薪资报表的功能。 Support the function of flexible salary report. 5.3.4 时间管理 5.3.4 Time Management 时间管理功能旨在帮助用户建立实时可控的员工工作时间管理体系。包括员工考勤、加班管理、员工排班轮休制度、员工请假、出差等假期管理制度等内容。通过时间分析，帮助用户实时监测企业员工的工作时间的变更与发展趋势。以便实时地进行决策控制。 Time management is designed to help users create a real-time controllable staff working time management system, including staff attendance, overtime management, staff shift and stagger holiday system, staff leave, business travel and other management systems. By time analysis, help users implement real-time monitoring over the changes and development trends of employee working, so as to make real-time decision-making control. 实现员工考勤管理、排班管理、加班管理、各类假期管理、出差管理等事务流程的集中处理，提高基础事务处理的效率。 Realize the centralized processing of staff attendance management, shift management, overtime management, various holiday management, business travel management and other affair processes; promote the processing efficiency of basic affairs. 通过人力资源平台的自动化处理，实时统计员工各项工作时间数据。通过对员工考勤时间、加班时间等的分析，改进员工工作管理。 By the automatic processing of HR platform, implement real-time statistics to the various working time data of employees. By analysis on the staff attendance and overtime, improve the staff work management. 考勤管理支持多种复杂的考勤方案，并支持多种班次的考勤。同时可与外部考勤系统相连，供数据考勤数据导入功能。 Attendance management supports a variety of complicated attendance programs and many shifts of attendance. Meantime, it can connect with the external attendance system and provide functions of data attendance and data inputs. 排班管理可实现多种班次方案如四班三运转、三班二运转的自动排班，并支持员工对班次计划的调整申请更改。 Shift management can realize many kinds of shift programs, such as the automatic shifting of three-shift work system with four groups of workers and two-shift work system with three groups of workers; support staffs’ adjustment application for the shift program. 5.3.5 预算管理 5.3.5 Budget Management 人力资源预算时评估各项人力资源业务工作绩效的标准。主要包括人力需求预测，人力资源流动预测，人力资源规划目标设置及跟踪，人力资源工作报告和人力资源业务评估等内容。 The criteria to measure the performance of various HR affairs in HR budget, including HR demand forecast, HR flow forecast, HR planning objective setting and tracking, HR work report and HR business assessment, etc. 人力需求预测：即根据企业的业务发展规划，预测各个部门等在业务发展方面产生的人力资源需求数量和质量。 HR demand forecast is to forecast the HR quantity and quality required by various departments in the aspect of business development according to the business development planning of the enterprise. 员工离职预测：即根据企业所确定的人力资源离职流（包括岗位调动产生的空缺）动动目标，预测企业各个周期内因各种离职行为产生的人力资源需求的数量和质量。 Staff demission forecast is to forecast the HR quantity and quality required in each cycle due to various staff demission according to the HR demission and turnover (including vacancies caused by post transfers) objectives fixed by the enterprise. 人力规划编制：确定人力资源规划，包括人力资源数量与质量目标，招聘的目标（比如，内部招聘完成30%的人才需求，外部招聘完成70%的人才需求）、培训目标（如培训费用目标占人力总成本的10%、培训效果目标员工培训平均小时率、通过培训完成的员工提升率等）、薪酬目标（如企业的薪酬水平、薪酬结构）等。 HR planning compilation is to determine HR planning, including HR quantity and quality objectives, recruitment targets (e.g. internal recruitment fulfills 30% of the manpower demand, while external recruitment completes up to 70% of the manpower demand), training purposes (e.g. the targeted training expense accounts for 10% of the total HR cost, complete the staff promotion rate by training), payment objectives (such as the pay level and structure of the enterprise) and so on. 人力规划调整：指根据各年度的人力资源报告数据以及企业当便的运营业绩，明年的运营规划，对往年人力资源规划进行适当的调整。 HR planning adjustment means to make certain changes to the past HR planning on the basis of data in HR report of each financial year and the current operating performance of the enterprise as well the operation planning of next year. 人力规划跟踪及人力报告数据收集：通过各年度的人力资源工作报告，按年度跟踪各项人力资源规划目标的变化情况。根据各个业务单元形成的基础数据，统计各项HR业务的完成数据形成人力资源工作报告。 HR planning tracking and HR report data collection are to track the changes of each HR planning objectives through the HR work report of each financial year; make statistics of available data of each HR affair and form HR work report according to the basic data formed by each business unit. 人力报告修正与审批：针对人力报告数据收集可能存在的偏差，对数据进行修正。以及对人力统计结果进行修正。对经过修正的人力资源工作报告提请审核审批。 HR report amendment and approval are to amend data against the possible deviation in the data collection of HR report, as well as revise the result of HR statistics; submit the amended HR work report for examination and approval. 5.3.6 培训管理 5.3.6 Training Management 培训管理致力于帮助企业以多样性需求为基础的人力资源培训和开发体系。从培训需求的获取，培训计划准备、培训课程体系开发、培训活动和培训学员的全程跟踪、评价。建立一个协同、快捷、高效的企业人力资源开发平台。 Training management is committed to help the enterprise establish diversified demand-based HR training and development system, including the acquisition of training demand, preparation of training plans, development of training courses and whole tracking and evaluation of training activities and trainees; build a concerted, rapid and efficient enterprise HR development platform. 培训资源管理，管理培训活动中使用的各类资源如讲师、课程、培训项目，培训机构、培训设施、场所等。对培训资源各相关信息如费用、时间、数量、容量等的维护和能力评估等。 Training resource management is to conduct management to the various resources used in training activities, such as training lecturers, courses, programs, training centers, facilities, places and so on; maintain the relevant information of training resources, such as expenses, time, quantity and capacity and carry out capability assessment. 培训需求征集，人力资源部门可向各相关职能机构、分子公司征集员工培训需求。各职能部门根据需求通知反馈本部门的培训需求。另外，各职能机构也可以根据需要，使用培训需求申请提交员工培训需求。 Training demand collection means that HR Department can collect training demand from various functional organizations and branch companies. Functional departments return the training demands of their departments according to demand notification. In addition, the functional organizations can also use training demand application to submit their staff training demands as needed. 培训计划管理，人力资源部门根据培训需求征集反馈汇总情况，编制各计划周期的培训需求计划（也可以包括培训活动计划），并通过审批流程加以确认。在培训计划中可以预置培训活动。 Training plan management means that HR Department returns the summarization status according to the training demand acquisition, compiles the training demand plans (also including training activity plans) of each planning cycle and confirms them through examination and approval process. 所有经过批准的培训计划和培训申请中的培训需求都将汇总成为企业的培训需求库。 All the training plans approved and training demand in training application will be summarized to the enterprise training demand database. 培训活动管理，可以根据培训计划中的预置活动启动，也可以是直接手工启动。在培训活动中，可以维护课程、学员及培训日程计划，提供学员登记选课功能。 Training activity management can be started up according to the preset activities in the training plan or by hand. In training activities, it can maintain the course, trainee and training schedule planning and provide the functions of trainee registration and course selection. 还可以针对培训活动管理相关的考核成绩、培训协议、培训证书等事件，以及对培训费用、时间进行跟踪，对培训效果进行评估等。 It can also aim at the assessment outcome, training agreement and training certificates in relation to training activity management, track the training expenses and time and evaluate the training effect. 培训学员管理，培训学员可以申请参加培训活动、对批准学员进行报到登记、记录培训学员在培训活动中出勤情况，以及该学员是否有签订培训协议，培训考核成绩、获得的培训证书等内容。 Trainee management allows trainees to apply for attending training activities, makes registration of enrollment for approved trainees and records their attendance in training activities, whether they have signed training agreement, training assessment outcome and training certificate obtained, etc. 5.3.7 绩效管理 5.3.7 Performance Management 绩效管理致力于帮助用户建立合理的绩效评价体系，以及对员工绩效过程的跟踪和管理，并最终通过合理的绩效评价的流程确定员工的绩效成绩。对员工的工作进行客观、公正的评价。并协调企业员工的工作围绕企业的战略目标展开。 Performance management is committed to help users build reasonable performance evaluation system, follow up and manage the performance process of staffs as well as finally measure the performance result through proper performance evaluation procedure; make objective and fair evaluation to the staff works and coordinate enterprise employees to carry out works around the strategic objectives of the enterprise. 绩效方案管理，确定某种方案所适用的人员范围、时间周期、评价的具体方案（如使用综合因素评定法、关键绩效指标法、平衡积分卡方法）、评价的流程：如360度顺序考核法、评价所用的考核问卷等内容。 Performance plan management is to specify the range of staffs, time cycle, concrete measures (such as synthetic evaluation method, key performance index and balanced scorecard) and procedure of evaluation: 360 degree sequential assessment method and assessment questionnaire used for evaluation, etc. 绩效目标分解，基于目标管理的思想，将企业的战略目标分解为各级组织的绩效目标，再将组织的绩效目标分解为员工个人的绩效目标。并针对员工个人的绩效目标建立目标工作计划。绩效目标确定后在绩效周期内可以根据员工与主管进行绩效沟通的结果，对绩效目标相应的变更，如修改指标内容、增加或删除指标等。 Performance objective decomposition is based on the idea of MBO (Management by Objectives), decomposes the enterprise strategic objective into the performance objectives of organizations at all levels, and then decomposes the performance objectives of organizations into the performance objectives of individual staffs. In addition, work out objective work plan against the performance objective of individual staffs. After the performance objective is fixed, make corresponding changes of the performance objectives according to the results of performance communication between the staff and the director in the performance cycle, such as modifying index contents, adding or deleting index, etc. 绩效评价管理，依据绩效过程中设定的绩效评价流程，由考核人对各被考核人进行绩效成绩设定，并最终确定被考核人的绩效评价成绩。 Performance evaluation management refers to that, the assessor sets performance results for each person assessed and finally determines their performance evaluation result according to the performance evaluation process set in the performance process. 绩效沟通管理，在各个绩效周期的各个阶段，员工与其主管之间可以针对绩效管理的各个方面，出现的问题等进行沟通，以帮助员工更好地工作、实现个人的绩效目标从而保证组织绩效目标的切实完成。 Performance communication management means that, in each stage of performance cycles, staffs can communicate with their directors on the problems arising from various aspects of performance management, in an aim to help staffs better work and realize their performance objectives and thus ensure the real completion of the organizational performance objectives. 绩效申诉管理，在绩效周期的各个阶段，当员工对其个人目标设置、或考核过程、考核结果有不同意见，或觉得不公平时，可以提出申诉。并可依据申诉结果更正员工个人绩效成绩. Performance compliant management means that, in each stage of performance cycle, staffs can lodge a complaint once they hold different views or feel unfair about their personal objective settings or assessment process and outcome. The personal performance result can be rectified according to the compliant outcome. 绩效成绩应用，即将员工个人绩效评价成绩作为绩效工资的依据，将绩效成绩转换为绩效工资的计算系数。与工资系统进行集成，计算员工在相关的绩效周期的绩效奖金。同时，可以将员工的绩效成绩作为员工个人职业发展、培训开发的依据。 Performance result application is to take the personal performance result of staffs as the basis for performance-related pay （PRP）and convert their performance results to the calculation coefficient of PRP. Integrated with the salary system, calculate the PRP of staffs in relevant performance cycle. Meanwhile, the personal performance result of staffs can be used as the basis for their career development and training development. 5.3.8 招聘管理 5.3.8 Recruitment Management 招聘过程管理致力于协助企业建立具有前瞻性的招聘管理体系。从招聘需求挖掘，招聘计划编制，到招聘活动的组织和应聘人员的全过程跟踪管理、对招聘活动效果的各方面评估。为用户提供一个协同、快捷、高效的招聘工作平台。 Recruitment process management is committed to assist enterprises of establishing perspective recruitment management system, which ranges from acquisition of recruitment demands, compilation of recruitment plans to the organization of recruitment activities, whole-process tracking and management of job candidates and the all-round assessment of recruitment effects; provide users a concerted, rapid and efficient recruitment platform. 招聘渠道管理，维护企业在招聘活动中使用的各类招聘渠道，如人才市场、专业机构、高等院校等。及时更新该招聘渠道的联系信息，并通过招聘活动评估该招聘渠道的招聘效果。 Recruitment channel management is to maintain the various recruitment channels used in the enterprise recruitment, such as job fairs, specialist agencies, colleges & universities, etc. Regularly update the contact information of recruitment channels and assess their recruitment effect through recruitment. 招聘需求征集，根据企业的人力资源工作制度，由人力资源部门向各相关职能机构、分子公司征集招聘需求。各职能部门根据需求征集通知反馈本部门的岗位招聘需求。另外，各职能机构也可以根据需要，使用招聘需求申请提交岗位招聘需求。 Recruitment demand acquisition means that the HR Department collects the recruitment demand from relevant functional departments and branch companies according to the HR work system of the enterprise. The various functional departments return the post recruitment demands of their departments according to the demand acquisition notification. In addition, they can use recruitment demand application to submit post recruitment demands as needed. 招聘计划管理，人力资源部门根据招聘需求征集反馈汇总情况，编制各计划周期的招聘需求计划（也可以包括招聘活动计划），并通过审批流程加以确认。在招聘计划中可预定义的招聘活动。所有经过批准的招聘计划和招聘申请中的岗位需求都将汇总成为企业的招聘需求库。 Recruitment plan management means that, HR Department returns the summarization status according to the recruitment demand acquisition, compiles the recruitment demand plans (also including recruitment activity plans) of each planning cycle and confirms them through examination and approval process. In the recruitment plan, we can predefine recruitment activities. All the recruitment proved approved and post demands in the recruitment application will be summarized to the recruitment demand database of the enterprise. 招聘活动管理，可以根据招聘计划中的预置活动启动，或手工启动招聘活动。在招聘活动中，可以对招聘岗位进行招聘要求，职责说明的维护。并可以从岗位说明书中导入职责说明和招聘资格要求。 Recruitment activity management can be enabled according to the preset activities in the recruitment plan or by hand. In training activities, it can carry out recruitment requirement and responsibility maintenance to the recruitment posts and lead in the post responsibilities and recruitment qualifications from job description. 可以进行不同方式的招聘（如校园招聘、内部招聘、社会招聘等）并通过不同的渠道发布招聘信息。 It can carry out different types of recruitment (such as campus recruitment, internal recruitment, social recruitment, etc.) and post recruitment information through different channels. 应聘人员管理，维护应聘人员的个人简历、背景调查信息及应聘信息，通过匹配管理对应聘者的资料进行筛选。在招聘活动中对应聘人员进行全程跟踪，并可将应聘人员在人才库之间进行灵活转换等。 Job candidate management is to maintain the resume, background and application information of the job candidates and screen their information by match management. Track the job candidates in the whole process of recruitment and make flexible conversion to them among talent databases. 甄选过程管理，安排在招聘甄选过程中各个阶段的应聘人员选拔日程计划，并确定应聘者各个选拔进程中的结果。从而，最终确定合格的应聘人选。 Screening process management is to arrange the screening schedule of job candidates in each stage of recruitment screening and determine the outcome of job candidates in each screening process, thereby, finally fix the qualified candidates. 招聘活动评价，对招聘活动的各相关事项进行评价，如招聘费用、招聘渠道的效率、各需求岗位的招聘效果、本次招聘活动的整体效果及经验总结。 Recruitment activity evaluation is to evaluate the items related to the recruitment activity, such as recruitment expenses, efficiency of recruitment channel, recruitment effect of each demanding posts, the overall effect of the recruitment and experience learned. 5.3.9 员工自助服务 5.3.9 Employee Self-services 信息查询，当前操作者查看自己的基本信息，包括：基本信息、、能力评价、教育培训、工作经历、人事档案、家庭信息、健康情况、出国出境记录。 Information query is used by the current operator to look up his basic information, including: basic information, contact information, capability evaluation, education and training programs, working experience, personal files, family information, health condition, traveling abroad and departure records. 我的任务，可以及时获取人力资源管理中的一些协同任务，如部门经理的招聘需求征集、培训需求征集，考核人员的考核任务。招聘小组人员的应聘甄选任务等。 My task can acquire some coordination tasks of HR management, such as the recruitment and training demand acquisition of department managers, assessment tasks of assessors and the employment screening tasks of recruitment team members, etc. 我的邮件，可以及时向企业内外人员发送工作邮件。包括培训通知、人员甄选通知等。 My email can send work emails to the personnel inside outside the enterprise, including training notice, candidate screening notice, etc. 消息与通知，可以及时获取企业内的培训信息，招聘信息、个人工作目标与任务信息。 Message and notice can timely obtain training information, recruitment information, personal work objectives and assignment messages of the enterprise. 预警及事件处理，通过预警，可以及时对到期的劳动合同、员工生日，及其他自定义的员工作生活事件进行及时的处理，以体现企业人力资源管理工作的人性化。 Early warning and event handling can timely handle the expiring labor contract, birthday of employees and other customized events occurring in employees’ work and life, so as to embody the humanization of enterprise HR management. 知识搜索与快速链接，通过知识搜索与快速链接，用户可以快速地从企业内部知识库及外部知识网站获取所需的工作知识与业务信息。为员工提供自由的学习和工作平台。 Knowledge search and quick links are used by users to get work knowledge and business information required from the internal knowledge database and external knowledge network of the enterprise; provide free learning and working platform for employees. 5.3.10 系统管理 5.3.10 System Management 5.3.10.1数据字典 5.3.10.1 Data Dictionary 在软件系统中，我们经常会用到一些简单的定义性的各类基础信息，如：行业类别、单位性质、时间单位等。我们把这些基础数据集中起来统一维护、管理，这就是数据字典的功能。 In software systems, we often use certain simple defined basic information, such as industry classification, unit character, time unit etc. We mass these basic data for unified maintenance and management, which are the functions of data dictionary. 5.3.10.2流程管理 5.3.10.2 Process Management 流程管理是工作流应用的基础，对所有存在的流程类型均可创建一个或多个审批流程，供不同的业务需要使用。一个审批流程由一个或多个审批环节构成，审批流程创建后还可以修改、追加、插入、删除环节。 Process management is the basis for work flow application. For all the existing process types, one or several approval process can be established for the needs of different business. One approval process is made up of one or several approval links. The links of the approval process can be amended, added, inserted and deleted after establishment. 审批环节包括：环节名称、处理模式（审批或申请）、参与角（选择可使用该环节的系统角）、抄送人员（当流程流转到该环节时以待办事务模式把审批件发送给指定人员）、使用表单、编辑表单、功能选择（允许申请、必经环节、允许修改）。 The approval link includes: link name, processing mode (examination & approval and application), participated roles (choosing system roles available to the link), copy to (when the process comes to the link, send the approved document to designated personnel in the mode of things to be done), usage window, editor window, function selection (allow application, necessary link and allow amendment). 通过对审批环节的组合使用，我们就能制定出功能强大的并且适用企业需要的审批流程，再结合具体的业务表单即可进行业务的申请、审批了。 By combined use of the approval links, we can establish powerful approval process applicable to the need of enterprises. Then combined with specific business form, application and examination & approval can be carried on. 5.3.10.3模块管理 5.3.10.3 Module Management 对每个功能模块，我们提供插件式管理，只有把设计好的模块通过模块管理引入后，该模块才能被使用者访问。此外，模块管理可以结合用户的角进行权限控制，在模块管理增加模块后，将视登录的使用者是否有权限来生成菜单，没有权限的用户将无法看到某些菜单。 We provide plug-in management to each functional module. Only by introducing the designed module by module management, can the module be accessed by users. In addition, module management can combine the role of users to carry out access control; after the module management adds module, menus will be generated upon whether the users logging in have access and users without access cannot see certain menus. 5.3.10.4用户管理 5.3.10.4 User Management 对使用系统的帐户、角、组及它们之间的对应关系进行管理，并分配权限。 Conduct management to the account, role and group of the applied system as well as the corresponding relationship among them and distribute access. 角名称管理：包括角名称、序号、简介、部门相关标记（选中代表该角仅与所在部门相关，用于流程审批）、流程相关标记（选中代表该角可参与流程审批，用于流程审批）。角添加后，可对角进行授权，授予该角对已添加的模块的权限。 Role name management: including role name, sequence number, brief introduction, department marks (the selection indicates that the role is correlated only with its department and used for process approval), process marks (the selection indicates that the role can join and be used for process approval). After a role is added, we can give the role access to the added module. 角权限管理：可对角设置详细的权限。授权时，先选择角，然后选择模块（可以是一个或多个或全部模块），然后选择操作的数据类型（可以是用户数据、部门数据、角继承、本部门、本公司、本集团），还可以再选择其他数据拥有者的数据，最后再设置操作权限（读取、编辑、删除、打印）。 Role access management can set up detailed access to roles. When granting access, we shall choose roles firstly and select module (maybe one or several modules or all the modules) next, then choose the data type of operation (the data can be user data, department data, role inheritance, the Department, Enterprise or Group), or choose data of other data owners, at last, set up operation access (read, edit, delete and print). 用户数据共享： User data sharing: a、浏览权限共享：被设置员工可以浏览“共享权限员工”录入的数据。 a. Browse access sharing: the set employees can browse data input by “staffs of access sharing” b、数据权限移交：将被设置员工录入的部分系统数据转换成“数据移交员工”录入的数据。 b. Data access transfer: convert part of the system data input by the set staffs to data input by “staffs of data transferring” 以上两种情况均需设置生效日期，到期后数据共享生效。 Effective date must be set for the above two kinds of circumstances; at the expiration, data sharing comes into effect. 系统帐号管理：管理登录系统的帐号，可选择系统帐号所属角，当有多个角时可设置默认的登录角，可修改登录帐号、修改密码。 System account management: the management of the account for logging in the system can choose the role of the system account; when there are several roles, we can set up the default login role and amend the login account and password. 用户组别管理：可把某些系统用户划分为一个组进行管理。 User group management can divide some system users into a group for management. 5.3.10.5操作日志 5.3.10.5 Operating Log 对系统用户登录每个模块的操作，系统将会记录到操作日志中去，管理员可以根据登录名、操作模块、操作时间等组合条件查询这些操作日志。 Once system users log in any module, the system will record the operation to the operating log; the administrator can inquire about these operating logs according to the combined condition of login name, operating module and operating time. 5.3.11 统计报表 5.3.11 Statistical Report 为企业人力资源、行政管理提供准确的数字、图形化报表，为企业人力资源管理的规划、决策提供有力支持。 Furnish accurate data and graphical report for enterprise HR and administrative management; provide strong support for the planning and decision-making of enterprise HR management. 5.3.11.1人事管理类报表 5.3.11.1 Report of Personnel Management 人员基本资料明细表 Detail list of personnel basic information 社保登记表 Social insurance registration form （收集公司使用的所有报表） (Collect all the reports used by the enterprise) 5.3.11.2行政管理类报表 5.3.11.2 Report of Administrative Management 月考勤情况汇总表 Monthly work attendance summary statement 部门工时统计表 Working hour statistical table of departments （收集公司使用的所有报表） (Collect all the reports used by the enterprise) 5.3.11.3薪酬福利类报表 5.3.11.3 Report of Compensation and Benefit 工资明细表 Detail list of salary 社会保险缴纳历史表 Historical list of social insurance payment （收集公司使用的所有报表） (Collect all the reports used by the enterprise) 5.3.11.4其他综合类报表 5.3.11.4 Other Comprehensive Reports 人员岗位技能评估表 Job qualification appraisal form of staffs 人力成本汇总表 Manpower cost summary statement （收集公司使用的所有报表） (Collect all the reports used by the enterprise) | 
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