人力资源管理系统毕业论文外文翻译.doc

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1、附录英文原文Human resource management systemOperators have especially exigent demands of persons with ability. Under the condition that qualified persons with ability cannot completely be obtained outside enterprise, the problem of upgrading enterprise internal staffs working capacity and the ultimate imp

2、rovement of enterprises rapid responding capacity and well execution need to be solved as soon as possible. Therefore, operators need to establish staff certification system so as to implement comprehensive post capacity certification of each post staff within the enterprise and sufficiently coordin

3、ate the system with training management system to confirm training effects. Simultaneously, training management system pertinent to the existing staff within the enterprise is required to be established and organization, duty, process and system which training management involves should be made clea

4、r to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staffs working capacity. So,the Human Resource Management System comes out.A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also

5、called HR modules, or simply Payroll, refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the p

6、rogramming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its

7、financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.The function of Human Resources departments is generally administrative and not common

8、 to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of Human Capital has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally

9、 includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on

10、 internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the low capita

11、l investment necessary to buy or program proprietary software, these internally-developed HRMS were unlimited to organizations that possessed a large amount of capital. The advent of clientserver, Application Service Provider, and Software as a Service or SaaS Human Resource Management Systems enabl

12、ed increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:1.Payroll1. Work Time2. Benefits Administration3. HR management Information system4. Recruiting5. Training/Learning Management System6. Performance Record7. Employee Self-ServiceThe p

13、ayroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit an

14、d manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection m

15、ethods, labor distribution capabilities and data analysis features was outdated. Cost analysis and efficiency metrics are the primary functions.The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically

16、encompass insurance, compensation, profit sharing and retirement.The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, comp

17、ensation planning records and other related activities. Leading edge systems provide the ability to read applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves t

18、he recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: produce pay checks and payroll reports; maintain personnel records; pursue Talent Management.Online recruiting has become one of

19、the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings;

20、 recruiting through online recruiting sites or publications that market to both recruiters and applicants.The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of av

21、ailabilities has given rise to the development of a dedicated Applicant Tracking System, or ATS, module.The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System if a stand alone

22、 product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resour

23、ces being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics.The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the

24、 system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department.Many organizations have gone beyond t

25、he traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced Applicant Tracking System that encom

26、passes a subset of the above. 译文人力资源管理系统操作人员随着能力的要求来增加容量。在这种情况下，拥有专门用途的容量将不能从企业外部获得，企业升级内部员工的工作量和企业的快速反应能力的提升，以及很好的执行能力，这些问题需要尽可能快的解决。因此，操作人员需要建立员工文凭证书系统，以便完成每一个企业内部的在职员工的职位接受能力和充分协调培训管理系统来证明培训作用。与此同时，对于企业内部现有员工来说，培训管理系统要求被建立，而且，培训管理涉及的组织，职责，进程和系统应该被清楚，从而来确保内部资源可以被充分合理地使用来升级内部员工的工作能力。因而，人力资源管理系统应运而生

27、。一个人力资源管理系统，人力资源信息系统，人力资源技术或者所谓的人力资源模块，或者像一个简单的“工资表”，就是指那些在人力资源管理和信息技术之间的系统和程序的交集。它整合了人力资源管理作为一门学科，尤其作为它的基本的人力资源活动和信息技术领域的程序，然而，这些数据处理系统的执行逐渐演变成了标准的计算机程序和企业资源规划软件。整体而言，这个企业资源规划系统在软件上也有它的起源，就是它可以把来自不同应用程序的信息集成到一个通用数据库中。财务和人力资源模块通过一个数据库连接是它与那些之前独立发展的先辈们最大的区别，它使这种软件应用程序变得既固定又灵活易变。人力资源部门的功能通常就是具有管理员性质的，

28、并且对所有的组织来说不常见。组织可能有正式的选拔，评估，和发薪活动。高效的和有效的管理“人力资本”已经发展到一个日益紧迫和复杂的过程。人力资源功能由那些跟踪现有雇员数据组成，包括传统意义上的个人历史，技能，能力，业绩和薪水。为了降低这些管理活动的人工工作量，很多组织开始通过引进专门的人力资源管理系统来使很多程序电子自动化。人力资源的执行依赖于内部或外部的IT专门功能，进而可以发展和维护一个集成的综合性人力资源管理系统。20世纪80年代后期，在客户服务器发生演变之前，许多人力资源自动化程序被降级到大型计算机，它们可以处理巨大的数据交易。由于较低的资本投入，去买或者执行一个专门的软件是有必要的，对

29、那些拥有大量资本的组织者来说，这些被发展成为内部的人力资源管理系统是无限制的。客户端-服务器，应用服务提供者和软件的出现作为一种服务或者称为软件服务化的人力资源管理系统促使这些系统日益升高的管理控制能力成为现实。当前，人力资源管理系统包括：1， 薪金总数2， 工作时间3， 福利管理4， 人力资源管理信息系统5， 招聘6， 培训/学习管理系统7， 性能记录8， 员工自动服务待添加的隐藏文字内容2工资模块通过集合员工时间和出勤情况，计算各种扣除和税收，生成定期支付票据和员工税收报告来使支付程序自动化。数据通常来自人力资源，用来计算自动存储的时间保持模块以及那些手工书写支票的能力。这些模块可以包含所

30、有与员工有关的交易数据，也集成了现存的财务管理系统。工作时间集合了标准的时间和与付出相关的工作量。最高级的模块在数据收集方法，劳动分配能力和数据分析特色提供广泛的灵活性，成本分析和效益指标是两个基础的功能。福利管理模块为组织管理和跟踪员工是否参与到效益活动中提供了一个系统。它通常包括保险，赔偿，利润分享和退休。人力资源管理模块是一个包括其它许多人力资源方面的组件，从申请到退休。该系统记录和处理基本的人口统计和地址数据，筛选，培训和发展，能力和技能管理，赔偿计划记录和其他相关的活动。交叉系统提供了“读”应用程序的能力，并且可以进入一个与申请数据库相关的数据，通告员工，提供管理职位和没有被使用的控

31、制职位。人力资源管理涉及到招聘，评估，赔偿和一个组织的员工的发展。最初，基于信息系统使用的商业计算机功能有：生成支付票据和工资总额报告；维护人事记录；追求智能管理局。在线招聘已经成为一个受雇于人力资源管理部门的基础方法，被用来吸纳那些在组织内部适合于某些职位的有潜力的员工。人才管理系统通常包括：分析组织内部员工工作效率；确定有潜力的申请者；通过公司现在面临的情况来招聘员工；通过在线招聘网址或者市场上用于应聘者和申请者的出版物来招聘员工。随之而来的在维护一个有组织的招聘努力中，在一个跨领域的人员分配活动中或者行业定制的工作海报中，在维护一个已经被用来作为提升精确追踪者系统，或者称为自动试验系统的

32、发展的具有竞争性的展示活动的模板中。这个模板为很多组织者的管理员和跟踪员工培训与发展努力的活动提供了一个系统。这个系统，通常被称为学习管理系统，如果一个独立的商品，允许人力资源跟踪员工的教育，文凭和技能，就像列举出来那些培训的课程，课本，光盘，学习的网站或者那些用来发展技能的可用材料。在日期确定的会话课程会被提供，它具有代表性和那些在同一个系统中被映射和管理的培训资源。先进的学习管理系统允许管理者提升培训，预算和绩效指标的日历的同时管理和考核。员工自我评价模块允许员工查询与人力资源相关的数据，执行一些运行于该系统上的人力资源交易数据。员工也可以从系统上查询他们的出勤记录，而无需从人力资源部问这些信息。这个模块也可以使上级通过该系统批准那些系统不超载的任务，就由人事部门下属完成的要求。Applicant Tracking System that encompasses a subset of the above.许多组织已经超越了传统的职能，并且发展了人力资源开发管理信息系统，它支持招聘，选拔，聘用，工作安置，业绩考核，员工福利分析，卫生，安全和保障，而其他功能整合了包含以上功能的子集的外包申请人跟踪系统。