吉林石化公司ERP薪酬管理系统的设计与实现

发布时间：2018-04-06 00:25

本文选题：信息化　切入点：ERP项目　出处：《华东理工大学》2013年硕士论文

【摘要】：信息化是当今世界经济和社会发展的大趋势,是推动经济社会发展和变革的重要力量。党的十七大明确指出：“全面认识工业化、信息化、城镇化、市场化、国际化深入发展的新形势新任务”,“大力推进信息化与工业化融合”,把信息化提到了一个新的战略高度。这是经济全球化、网络化发展的时代要求,是摆在所有企业面前必须完成的战略任务。伴随着现代企业制度的建立和社会经济的高速发展,企业人力资源已成为左右企业生存发展的重要因素,加强人力资源的有效管理和运作已成为企业提高竞争力的重要手段,人力资源管理系统也越来越受到企业的重视。在人力资源管理中,薪酬体系具有不可替代的激励和导向作用,是人力资源系统的核心模块。由于石油化工企业机构本身的特点及其在改革中的特殊性,吉林石化公司薪酬体系与其他企业比较相对复杂,各单位的薪酬标准都不同,且项目繁多而具有不稳定性,使得单位人事工资部门的工作繁重,效率低下。一套完整有效的薪酬管理体系对企业的发展起着重要作用,目前大部分企业对提升薪酬管理水平进行深入的研究。一套适合企业管理需要的薪酬系统对提升薪酬管理水平具有重要意义。本论文介绍了当前吉林石化公司薪酬管理现状和薪酬管理系统存在的主要问题,以ERP项目建设为契机,根据吉林石化薪酬管理模式、ERP人力资源管理目标及设计模式,优化与整合了吉林石化公司薪酬管理业务分工和业务流程,在此基础上,详细探讨了薪酬管理系统的设计开发过程中涉及的业务要点和主要技术问题,进行了需求分析,实现了整个系统的体系结构设计和开发。本文研究的吉林石化公司ERP薪酬管理系统,对其他大型石油化工企业薪酬管理信息化工作,具有借鉴意义。
[Abstract]:Informatization is the major trend of economic and social development in the world, and an important force to promote economic and social development and change.The 17th National Congress of the Party clearly pointed out: "fully understand the new situation and new tasks of industrialization, information technology, urbanization, marketization, and further development of internationalization," and "vigorously promote the integration of information and industrialization,"Informatization has been raised to a new strategic height.This is the economic globalization, network development of the times, is placed in front of all enterprises must complete the strategic task.With the establishment of modern enterprise system and the rapid development of social economy, enterprise human resources has become an important factor that affects the survival and development of enterprises. Strengthening the effective management and operation of human resources has become an important means for enterprises to improve their competitiveness.The human resource management system also receives the enterprise's attention more and more.In human resource management, salary system plays an irreplaceable role of motivation and guidance, and is the core module of human resource system.Due to the characteristics of petrochemical enterprise organization and its particularity in the reform, the compensation system of Jilin Petrochemical Company is relatively complex compared with other enterprises, the salary standards of each unit are different, and the items are numerous and unstable.Makes the unit personnel wages department's work heavy, the efficiency is low.A complete and effective salary management system plays an important role in the development of enterprises.A set of compensation system suitable for enterprise management is of great significance to improve the level of salary management.This paper introduces the present situation of compensation management and the main problems of compensation management system in Jilin Petrochemical Company. Taking the construction of ERP project as a turning point, according to the Jilin Petrochemical compensation Management Model, the goal and design mode of human resource management in Jilin Petrochemical Company are discussed.This paper optimizes and integrates the division of labor and business process of compensation management business in Jilin Petrochemical Company. On this basis, the main business points and main technical problems involved in the design and development of compensation management system are discussed in detail, and the requirements are analyzed.The architecture design and development of the whole system are realized.The ERP compensation management system of Jilin Petrochemical Company is of great significance to other large petrochemical enterprises.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F270.7;F426.72

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