At present, the financial industry is comprehensively promoting digital transformation and promoting high-quality development of the industry. Human resources are the core competitiveness of organizational development, and digital personnel management can reduce costs and increase efficiency for financial organizations.
Industry pain points. 1. With the rapid development of the organization, the organizational structure of the group changes with the needs of the group, how to quickly know the status of the personnel, post establishment, personnel transfer and other conditions of the headquarters and branches?
2. The financial industry pays attention to risk control and compliance management, how can the system be effectively implemented through digitalization?
3. The financial industry is highly competitive and has high requirements for the education, skills and performance of employees.
Combined with the characteristics of financial organizations, Panwei Jucailin has assisted financial organizations to build a full-process digital personnel management system with flexible and diverse management and control modes and integrated management of the group.
*Information collection and contract signing.
1) Recruitment management.
RPA technology realizes one-click release of recruitment, automatic search, and contact with candidates Open up inside and outside, realize first-class interviews, interactions, and convenient recruitment Internal sharing and collaboration, full application, and create full recruitment.
2) Quick invitation for interviews.
Jucailin establishes an interview invitation external link in the data center, and HR obtains an exclusive link and sends it to the interviewer in a variety of ways.
Applicant** fill in the application information, and the system automatically generates an interview ledger. After HR arranges the interview, ** record the interview process; After the job is decided, an offer is generated and sent to the interviewer.
3) Onboarding materials are automatically submitted.
Degree certificates, physical examination reports, resignation certificates and other entry materials, only need to help the employee open an account, log in to the system through the self-service entry window to submit electronic materials, no HR one by one guidance communication, no express transmission, no manual entry system, independent filling, automatic summary.
4) The contract is signed online, and the renewal is initiated with one click.
Large-scale institutions, especially in the insurance industry, have a large number of personnel, and a large number of people join and need to renew contracts every year.
Panwei Jucailin connects to the electronic signature software to automatically initiate the labor contract signing process, and after completing the online signing, it is automatically archived to the contract ledger.
When it is necessary to renew, the contract will be automatically reminded when it expires, and HR will initiate batch renewal of contracts in the system with one click, and employees can quickly sign through SMS.
Personnel roster, organization and management.
1) Personnel roster.
Jucailin builds a personnel roster information ledger through low **, and organizes all employee information to be displayed in a centralized table, including current employees, former employees, retired employees, etc.
Combined with the needs of the organization, it can display the content of employees' educational information, work experience, professional titles, professional qualifications, family information, etc., and the update of personnel information is driven by the process, and the information is automatically updated after the approval is approved.
2) Personnel information card.
A human resources information card that allows you to see all the basic information and work track of the employee. Record and display the basic information related to the personnel, including name, avatar, position, department, personnel status, etc.
3) Preparation management.
For large financial organizations, the organizational structure is complex. Carrying out standardized personnel establishment management can not only effectively control the total number of personnel establishments, but also help further strengthen and standardize the management of organizational establishments.
Panwei Jucailin assists the organization to achieve unified establishment management, the establishment of departments and the number of employees in each organizational structure are clearly visible, and the status of over- and short-staffing is automatically reminded, and changes such as the establishment of the department are controlled in the whole process.
If there is a shortage of personnel in a department, the application process for employment needs can be quickly initiated through the system. The system automatically controls the number of applicants according to the number of department establishments.
When an employee is transferred or resigned, the relevant personnel process is initiated. After archiving, the personnel status of personnel is automatically changed and the number of employees in the department is reduced.
Meet the risk management and control of the financial industry.
Personnel management in the financial industry needs to be integrated into the risk management and control system, including mandatory leave, personnel exchange, job rotation, family avoidance, etc., and personnel need to be back-adjusted.
1) Job rotation management.
Employee positions are rotated at the expiration of their positions, and the cycle of employee rotation is controlled and implemented in accordance with the rotation cycle system corresponding to the employee's position.
Through the process engine, the employee rotation registration ledger is built, the rotation execution of employees is controlled, the rotation is carried out according to different positions and different rotation years, and the position of the employee and the tenure of the current position are judged at the same time, and the employee who meets the rotation triggers the reminder function to HR every week.
2) Mandatory leave management for employees.
Through the process of controlling the implementation of mandatory leave for employees, each department needs to arrange some employees to take leave according to the number of departments and rotation employees in the current year.
3) Important job rotation registration report.
Through the data center, the rotation report of important positions is set up to count the rotation status of employees in some important positions, such as account managers, risk managers, accounting supervisors, middle-level deputy positions and other positions.
4) Personnel background adjustment.
In order to achieve efficient employee screening and home visits, effectively investigate the background of employees, and ensure the safety of employees, we will assist financial organizations to record the visit process in real time and report suspicious matters in real time in a mobile and standardized way to improve the efficiency of investigation.
Fully mobilize enthusiasm and creativity.
Establish and improve the distribution mechanism and incentive mechanism of financial organizations, fully mobilize the enthusiasm and creativity of employees, and achieve the purpose of attracting, retaining, motivating and developing outstanding talents.
Jucailin assists financial institutions in establishing a digital rank promotion management system covering all personnel in the headquarters and branches, comprehensively recording the work status of employees, supporting different rule calculation modes of headquarters and branches, implementing distribution mechanisms and incentive mechanisms, and automating the management of rank promotion.
1) Unified scoring and assessment information data.
Low** builds a basic information database of personnel, automatically refers to the rank calculation logic for rank calculation, and at the same time, employee information is added to the linkage roster, and the information is automatically obtained and updated.
Low**Build a parameter standard library, and maintain the standard score parameters of each calculation index, including: academic qualification scoring standards, technical qualification scoring standards, performance data, evaluation data in recent years, etc.
2) Definition of index parameters to accurately judge the rank of employees.
Multi-dimensional definition, centralized management, combined with promotion management system, so that there is evidence to follow.
3) Fill in the form regularly to improve the efficiency of scoring processing.
Through the process management scoring process, the filling form is issued in batches at regular intervals, and after the leader scores are completed, the scoring score of the employee is automatically summarized and calculated for rank calculation.
Automatically obtain the data in the basic information of personnel, assessment performance database, scoring database, etc., and automatically summarize and generate scores according to logical settings, track and warn in real time, and help control the rating process.
Process, format standards.
Combined with the format requirements of financial organizations, Jucailin can generate the latest cadre appointment and dismissal approval form according to the format according to the personal information of employees.
For important personnel appointments and dismissals, the system supports resolutions made at the meeting in accordance with the requirements of the three-fold and one-big meeting system, and after the meeting, it is publicized through digital official documents to ensure compliance.
Meet the attendance requirements of financial institutions.
For the banking industry, the opening hours of different branches and branches may be different.
For branches that are not open on the same day, the system maintains the holiday situation of personnel, and the daily calendar will not be pushed on the day of the holiday, and the weekly, monthly, and quarterly calendar that should be pushed will be pushed on the first day of business after the holiday. According to the business hours of the branch outlets, it is convenient for personnel scheduling and assessment management.
Build dynamic talent profiles.
The financial industry has a great demand for talents, attaches great importance to talent training and development, and carries out refined and dynamic management of talents through digital methods, so as to help comprehensively improve the talent competitiveness of financial enterprises.
1) Personnel portraits.
According to the daily work trajectory of employees, the projects they participate in, the performance generated and the professional assessment and other data, the employee portrait is formed to show the whole picture of the personnel. The skills and fields that employees are good at are clearly labeled to help the organization quickly select the talents it needs.
2) Multi-dimensional data reports.
Through the data center, Panwein displays the statistical reports commonly used by personnel in multiple dimensions, including branch personnel statistics, quarterly organization personnel statistics, post personnel data, personnel secondment data, etc.
It comprehensively displays the real composition analysis, execution, and risk data of financial organizations, and provides data support for the optimization of personnel work.
Complete archiving, reducing costs and increasing efficiency.
We assist organizations to realize the online handling of personnel file business processes and improve the quality, accuracy and timeliness of file archiving; It also enables efficient full-text retrieval.
1. Efficient and standardized management: organizational information, personnel information, relationship changes, etc., each step is recorded in the book, and the process is driven by automatic updates, reducing personnel management costs, and the information is true and accurate.
2. Comply with risk supervision requirements: Implement the compliance requirements of the financial industry in a digital way, with automatic early warning, automatic prompting, and supervision and implementation, so as to make personnel management more intelligent.
3. Multi-dimensional data analysis: real-time analysis of personnel information, attendance, personnel structure, roster, etc., to help managers conduct comprehensive analysis and evaluation, and make corresponding management decisions accordingly.