The Study And Implementation Of Human Resource Management System In Large Banks

Big data, cloud computing and other new and high technology comes with theadvent of the Internet age. Human society has entered the era of knowledge economy.“Human capital” has become one of the most important factors of production and theessential component part in social wealth accumulation. Human resources became thefirst resource element in modern enterprises. It combines closely with the strategicdevelopment of the enterprises; it is the driving force to improve the competitiveadvantages of the enterprises; it is the inexhaustible power to sustain the healthydevelopment of the enterprises. With the landing of foreign banks and theestablishments of the joint-stock banks and urban commercial banks, the domesticbanks are confronted with more intense competitions and challenges. There areimportant problems for the human resources departments in domestic banks: how toattract and retain talents, develop their enthusiasm, initiative and creativity, how tomake the human resource management departments convert quickly from thetraditional administrative management role to be the think-tank for the banks’development and how to introduce information technology into the core businessprocess of banks’ human resources management (HRM) and constantly raise the workefficiency of the human resources department with the application of thetechnological means, providing it with more time and energy to study and formulate amore scientific and reasonable human resources strategic plan to support and promotethe realization of banks’ strategic aims. This is the fundamental purpose to studybanks’ HRM system in this paper.The research background of this paper is based on the Internet network technologyand information processing technology. It designs, researches and develops banks’HRM system by combining its features with people-oriented management conceptand using the centralized management model of the of Browse/Server structure. Thefundamental objectives of the system design are as follows. Firstly, it is able to comply with relative requirements and rules that line with other laws and regulationsin the area of national personnel, labor, education and training and preferably meetwith regulatory demands on banks’ human resources information. Secondly, it unifiesthe standards and comprehensively regulates the process of banks’ HRM through thebuilding of the networking of HRM platform. This system preferably meets withbanks’ needs upon organization, staff information, personnel changes, compensationand benefits, recruitment, labor contracts, daily attendance, academic education andtraining. It also satisfies the daily HRM demands on employees’ self-serviceoperations and various reports. The system can realize instant and effective control onthe authenticity, standardization, accuracy and timeliness of the information. Thirdly,it achieves that the headquarters and provincial branches could effectively manageand control subordinate units’ organization, personnel establishment and managementpositions. Fourthly, it improves the efficiency and quality of the HRM By means ofmodern information technology, the system integrates related human resource rulesand regulations of the country and banks’ headquarters into the specific operatingprocedures of daily HRM and carries on efficient control and concrete reflection.This paper mainly analyzes the overall administrative and functionalrequirements and proposes an overall functional framework of HRM system in banks.Through the design of a three-tier framework of database, business and strategicmanagement, the system can meet with management requirements among varied staffand hierarchy. It can also unify the standardization, centralize the data managementand control the process of the human resource information. Besides, the paper focuseson elaborating the important functions and realization of the management of staffinformation, personnel change and recruitment in banks’ HRM system.