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2025年3月

THE ROLE OF INFORMATION TECHNOLOGY IN THE PERSONNEL MANAGEMENT SYSTEM

Abstract. The relevance of this work lies in the fact that in recent years information technologies have especially rapidly begun to enter various spheres of society. The work of the HR department was no exception. Information technologies are used at all stages: from personnel selection to payroll, accounting for pension contributions and recording the chronology of advanced training courses completed by each employee. Of course, in companies with a large staff, processing such a large volume of information would take a lot of time; in addition, it would be necessary to increase the staff of the HR department itself, which would lead to an increase in the company's operating costs. At the same time, the acquisition and use of the latest information technologies in the work of the HR department also entails a number of costs. The work contains the general structure of existing modern products for digitalization of personnel management. Also, the main factors contributing to the widespread introduction of information technologies in the field of personnel management have been identified. The main obstacles to the development of information technologies in the area under study are considered. Unfortunately, not all companies today are ready to incur the costs of the latest technologies and digitalization of a number of person management activities. At the same time, this will directly affect the company's survival in the market.

Key words: personnel management, personnel department, information technology, personnel, digitalization, specialist.

Currently, information technologies affect almost all spheres of society. This trend is associated, first of all, with the continuously growing volumes of information and tasks, the processing and solution of which manually is no longer possible. In many ways, the active development of information technology in recent years is also associated with the desire to comply with global trends in economic development.

As a result, information technology has affected such areas as personnel management. The performance of any company is assessed through profit growth, which, in turn, is directly dependent on the quality of employee work. Personnel are the main resource for achieving the goals of any company. Every organization competes for highly qualified employees who meet the requirements for a specific vacancy, etc. In modern conditions, one employee of the HR department, thanks to the use of software, can keep records of a large number of company employees, promptly prepare a variety of reports, respond to requests, etc.

The need to introduce advanced information technologies into various spheres of society is to ensure the entry of complete information in chronological order, as well as its storage, exchange, and processing. The strategic task of informatization is to maintain the competitiveness of the organization by increasing the efficiency of its activities, which, in turn, depends, among other things, on the qualifications of personnel, their further development, completion of advanced training courses, etc., ensuring effective organizational communications and increasing the productivity of individual and team work. Human resource management information systems have long been actively used in Russian companies and, in fact, have become a mandatory attribute of a modern enterprise.

Currently, in the modern economy, the use of information technology in personnel management is a prerequisite for organizing the effective activities of any company. As practice shows, with special programs in place, one HR employee can manage the affairs of hundreds of company employees. The use of computer technology makes it possible to prepare various reports on the company's personnel within a short period of time.

Thus, the urgent task is to introduce information systems and digitalization that allow improving business processes in such areas as document flow, timekeeping, personnel management, salary payment, and settlement. At the same time, we note that no program today can completely replace an HR employee. It only allows you to optimize the work of the personnel officer, but does not replace him in any way [1].

Let's consider a general view of the structure of all modern personnel management products existing today: Help systems. These include legal reference systems that allow the HR manager to receive timely information about adopted changes in labor legislation, standards, including minimum requirements for employees performing certain types of work; Programs that automate certain areas of the HR service. Such programs help the HR department employee keep records of data, for example, on advanced training of employees, additional education programs, draw up reports, issue various certificates, etc.; Automated integrated personnel management systems.

Such systems allow you to automate all areas of personnel management. These include, for example, the 1C: Salary and Personnel program, which allows you to automatically keep track of the time worked by each employee, as well as calculate and pay wages, and issue various certificates. This program significantly simplifies the work of a personnel officer when calculating, for example, piecework wages, when an employee’s income directly depends on a number of factors, or, for example, includes various allowances in addition to salary [2].

Information technologies, which also include a variety of databases, make it possible to simplify the recruitment of employees. Modern programs and services help, on the one hand, to help with employment, and on the other, to help the HR department employee find a suitable applicant for a vacancy. Thanks to modern digital technologies, gone are the days when applicants traveled throughout the city, and sometimes the region, in search of work. Such resources simplify the meeting between the applicant and the employer. In addition, they have the opportunity to select personnel who differ in specific characteristics, such as, for example: gender, age, level of education, place of residence, and availability of a driver’s license of a certain category, readiness to move or travel. Such opportunities allow you to fill a vacant position in a short time, with a minimum of effort and time. In this case, the applicant will be required to place information about him in the program in the format of a standard resume [3].

The presence of factors hindering the development and implementation of information technologies can be combined as follows: Production. Include: lack of qualified personnel in this area or lack of special training in the program, which subsequently leads to loss of working time for independent development of programs; Economic: lack of funds from the company to purchase a new program and update it; technological: inadequacy of equipment (PC) for working with programs and services [1].

All of the above problems are internal and can be resolved at the company management level. Thus, it is possible to identify a number of prerequisites for the development of information technologies in the field of petroleum management personnel: increased competition in the labor market; constant growth in the volume of information to be processed; companies' struggle for highly qualified specialists; the desire to maximize profits and reduce company costs (thanks to new technologies in personnel management, there is no need to maintain an entire HR department in the company); the need to accumulate and systematize information about the company’s personnel [2].

Problems that can be solved by introducing information technology into human resource management:

- presence of an organizational structure of territorial distribution;

- the need for systematic personnel renewal; - the problem of selecting personnel for a vacancy with all the necessary characteristics;

- gradation of employees according to qualifications, education, work experience, which leads to difficulties in calculating wages;

- the need to organize periodic training courses, testing, etc. personnel;

- difficulties with payroll, the desire to keep accurate financial records of personnel-related expenses;

- the need to combine, centralize all knowledge and experience previously acquired by employees in a single information base and the possibility of their use by newly hired employees;

- the desire to modernize the company’s work and meet current trends;

- presence of competition, including competition for highly qualified specialists;

- the need to introduce new technologies in the field of personnel selection and support.

The listed problems have a direct impact on human resource management. For his effective and maximum implementation in companies, it is necessary to introduce automated personnel management systems that optimize all processes related to personnel activities. These are the latest information technologies in the field of HRM (Human Resources Management) - human resource management systems. A modern IT system for automating personnel management ensures the consolidation of all information in a single information base, significantly simplifies the work of the HR department and makes it more efficient.

The use of modern information technologies in company personnel management gives the following positive effects: reduction of decision-making time at all levels of company management; Improving the quality of personnel decisions; Prompt preparation of reports for government agencies in accordance with legal and regulatory requirements; Reducing costs for personnel management; Increasing staff productivity; optimal use of the professional qualities of a specific company employee; personal accounting of pensions of company employees; Maintaining a complete individual work history of the company’s personnel; Preparation of a management reserve and promotion of the most promising employees of the company [3].

In general terms, we can say that in modern conditions the introduction of advanced information technologies in personnel management is due to three main reasons.

Firstly, a large number of personnel, information about each of which must be accumulated, stored, supplemented and certificates prepared (if necessary). All this burden falls on the shoulders of the HR department.

Secondly, difficulties in calculating wages. In a number of companies, wages may depend on a number of factors, such as: fulfillment/non-fulfillment of the plan, availability of bonuses, actual amount of time worked, work on weekends, etc. In this case, information technologies make it possible to transfer such painstaking work as payroll calculation to automatic mode. The HR employee will only need to enter the initial data. This makes it possible to reduce the company’s operating costs for maintaining a large staff of personnel accountants.

Thirdly, in knowledge-intensive sectors of the economy it is difficult to find a specialist who fully satisfies the company’s requirements. In this regard, the company trains its employees itself, organizing various advanced training courses, possibly retraining, periodically conducting certification of employees and testing their current knowledge. All this work also falls on the HR department and it cannot be done without special software.

Thus, the digitalization of information technology in personnel management in a modern company takes on a leading role, since it is designed, on the one hand, to optimize the work of the HR department, reduce the company’s costs, and on the other hand, to provide the company with highly qualified permanent staff, systematically increasing the level of their knowledge, supporting the company's goals and contributing to the growth of its profits.

In conclusion, we note that the introduction of information technology into the field of personnel management of a company is no longer an innovation, but, at the same time, acts as a kind of catalyst for the application and dissemination of management experience, modern management technologies that provide enterprises with and additional opportunities and competitive advantages.

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信息技术在人事管理系统中的作用

关键词：人事管理、人事部门、信息技术、人事、数字化、专家

目前，信息技术几乎影响到社会的所有领域。首先，这一趋势与不断增长的信息和任务量有关，手动处理和解决这些信息和任务已不再可能。在许多方面，近年来信息技术的积极发展也与顺应全球经济发展趋势的愿望有关。

因此，信息技术已经影响到人事管理等领域。任何公司的业绩都是通过利润增长来评估的，而利润增长又直接取决于员工的工作质量。人员是实现任何公司目标的主要资源。每个组织都在争夺符合特定职位要求的高素质员工等。在现代条件下，人力资源部的一名员工，由于使用了软件，可以保存大量公司员工的记录，及时准备各种报告，回复请求等。

将先进的信息技术引入社会各个领域的需要是确保按时间顺序输入完整的信息，以及其存储、交换和处理。信息化的战略任务是通过提高组织活动的效率来保持组织的竞争力，这反过来又取决于人员的资格、他们的进一步发展、完成高级培训课程等，确保有效的组织沟通，提高个人和团队工作的生产力。人力资源管理信息系统长期以来一直在俄罗斯公司积极使用，事实上已成为现代企业的必备属性。

目前，在现代经济中，在人事管理中使用信息技术是组织任何公司有效活动的先决条件。实践表明，有了专门的程序，一名人力资源员工可以管理数百名公司员工的事务。计算机技术的使用使得在短时间内准备关于公司人员的各种报告成为可能。

因此，当务之急是引入信息系统和数字化，以改善文档流、计时、人员管理、工资支付和结算等领域的业务流程。同时，我们注意到，今天没有任何项目可以完全取代人力资源员工。它只允许您优化人事官的工作，但不会以任何方式取代他[1]。

让我们考虑一下当今所有现代人事管理产品的结构：帮助系统。这些包括法律参考系统，允许人力资源经理及时收到有关劳动立法、标准（包括对从事某些类型工作的员工的最低要求）的已通过变更的信息；自动化人力资源服务某些领域的程序。这些程序帮助人力资源部员工保存数据记录，例如，员工的高级培训、额外的教育计划、起草报告、颁发各种证书等。；自动化综合人事管理系统。

这样的系统允许您自动化人员管理的所有领域。例如，这些包括1C:工资和人事计划，它允许您自动跟踪每个员工的工作时间，计算和支付工资，并颁发各种证书。该程序大大简化了人事官员在计算计件工资时的工作，例如，当员工的收入直接取决于许多因素时，或者，例如，除了工资外还包括各种津贴[2]。

信息技术，包括各种数据库，使简化员工招聘成为可能。现代项目和服务一方面有助于就业，另一方面帮助人力资源部门的员工找到合适的空缺职位申请人。得益于现代数字技术，求职者走遍整个城市，有时甚至是整个地区寻找工作的日子已经一去不复返了。这些资源简化了求职者和雇主之间的会面。此外，他们有机会选择在特定特征上不同的人员，例如：性别、年龄、教育水平、居住地、是否有某类驾照、是否准备搬家或旅行。这样的机会可以让你在短时间内以最少的努力和时间填补空缺职位。在这种情况下，申请人将被要求以标准简历的格式在课程中提供有关他的信息[3]。

阻碍信息技术发展和实施的因素可以归纳如下：生产。包括：缺乏该领域的合格人员或缺乏该项目的专门培训，从而导致失去独立开发项目的工作时间；经济方面：公司缺乏资金购买新程序并对其进行更新；技术：用于处理程序和服务的设备（PC）不足[1]。