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1、附錄Ⅰ
英文原文
Human resource management system
Operators 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 staff’s working capacity and the ulti
2、mate improvement of enterprise’s 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 sufficientl
3、y coordinate 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
4、made clear to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staff’s working capacity. So,the Human Resource Management System comes out.
A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technol
5、ogy or also 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,
6、 whereas the programming 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 l
7、inkage of its 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 administrativ
8、e and not common 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 w
9、hich traditionally 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
10、executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequenc
11、e of the low capital 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 client–server, Application Service Provider, and Software as a Service or SaaS Human Resource Mana
12、gement Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:
1.Payroll
1. Work Time
2. Benefits Administration
3. HR management Information system
4. Recruiting
5. Training/Learning Management System
6. Performance R
13、ecord
7. Employee Self-Service
The payroll 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 mod
14、ules to calculate automatic deposit and 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 provid
15、e broad flexibility in data collection methods, 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 participat
16、ion in benefits programs. These typically 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 developme
17、nt, capabilities and skills management, compensation 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.
18、 Human resource management function involves the 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
19、 Talent Management.
Online recruiting has become one of 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 po
20、tential applicants;
☆ recruiting through company-facing listings;
☆ 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 in
21、dustry-specific job boards and maintaining a competitive exposure of availabilities 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.
22、The system, normally called a Learning Management System if a stand alone 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
23、 be offered in date specific sessions, with delegates and training resources 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 e
24、mployees to query HR related data and perform some HR transactions over the 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
25、overloading the task on HR department.
Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and securi
26、ty, while others integrate an outsourced Applicant Tracking System that encompasses a subset of the above.
譯文
人力資源管理系統(tǒng)
操作人員隨著能力的要求來增加容量。在這種情況下，擁有專門用途的容量將不能從企業(yè)外部獲得，企業(yè)升級內部員工的工作量和企業(yè)的快速反應能力的提升，以及很好的執(zhí)行能力，這些問題需要盡可能快的解決。因此，操作人員需要建立員工文憑證書系統(tǒng)，以便完成每一個企業(yè)內部的在職員工的職位接受能力和充分協(xié)調培訓管理系統(tǒng)來證明培訓作用。與此同時，對于企業(yè)內
27、部現(xiàn)有員工來說，培訓管理系統(tǒng)要求被建立，而且，培訓管理涉及的組織，職責，進程和系統(tǒng)應該被清楚，從而來確保內部資源可以被充分合理地使用來升級內部員工的工作能力。因而，人力資源管理系統(tǒng)應運而生。
一個人力資源管理系統(tǒng)，人力資源信息系統(tǒng)，人力資源技術或者所謂的人力資源模塊，或者像一個簡單的“工資表”，就是指那些在人力資源管理和信息技術之間的系統(tǒng)和程序的交集。它整合了人力資源管理作為一門學科，尤其作為它的基本的人力資源活動和信息技術領域的程序，然而，這些數(shù)據(jù)處理系統(tǒng)的執(zhí)行逐漸演變成了標準的計算機程序和企業(yè)資源規(guī)劃軟件。整體而言，這個企業(yè)資源規(guī)劃系統(tǒng)在軟件上也有它的起源，就是它可以把來自不同應用程序的
28、信息集成到一個通用數(shù)據(jù)庫中。財務和人力資源模塊通過一個數(shù)據(jù)庫連接是它與那些之前獨立發(fā)展的先輩們最大的區(qū)別，它使這種軟件應用程序變得既固定又靈活易變。
人力資源部門的功能通常就是具有管理員性質的，并且對所有的組織來說不常見。組織可能有正式的選拔，評估，和發(fā)薪活動。高效的和有效的管理“人力資本”已經發(fā)展到一個日益緊迫和復雜的過程。人力資源功能由那些跟蹤現(xiàn)有雇員數(shù)據(jù)組成，包括傳統(tǒng)意義上的個人歷史，技能，能力，業(yè)績和薪水。為了降低這些管理活動的人工工作量，很多組織開始通過引進專門的人力資源管理系統(tǒng)來使很多程序電子自動化。人力資源的執(zhí)行依賴于內部或外部的IT專門功能，進而可以發(fā)展和維護一個集成的綜合性
29、人力資源管理系統(tǒng)。20世紀80年代后期，在客戶—服務器發(fā)生演變之前，許多人力資源自動化程序被降級到大型計算機，它們可以處理巨大的數(shù)據(jù)交易。由于較低的資本投入，去買或者執(zhí)行一個專門的軟件是有必要的，對那些擁有大量資本的組織者來說，這些被發(fā)展成為內部的人力資源管理系統(tǒng)是無限制的。客戶端---服務器，應用服務提供者和軟件的出現(xiàn)作為一種服務或者稱為軟件服務化的人力資源管理系統(tǒng)促使這些系統(tǒng)日益升高的管理控制能力成為現(xiàn)實。當前，人力資源管理系統(tǒng)包括：
1， 薪金總數(shù)
2， 工作時間
3， 福利管理
4， 人力資源管理信息系統(tǒng)
5， 招聘
6， 培訓/學習管理系統(tǒng)
7， 性能記錄
8， 員工
30、自動服務
工資模塊通過集合員工時間和出勤情況，計算各種扣除和稅收，生成定期支付票據(jù)和員工稅收報告來使支付程序自動化。數(shù)據(jù)通常來自人力資源，用來計算自動存儲的時間保持模塊以及那些手工書寫支票的能力。這些模塊可以包含所有與員工有關的交易數(shù)據(jù)，也集成了現(xiàn)存的財務管理系統(tǒng)。
工作時間集合了標準的時間和與付出相關的工作量。最高級的模塊在數(shù)據(jù)收集方法，勞動分配能力和數(shù)據(jù)分析特色提供廣泛的靈活性，成本分析和效益指標是兩個基礎的功能。
福利管理模塊為組織管理和跟蹤員工是否參與到效益活動中提供了一個系統(tǒng)。它通常包括保險，賠償，利潤分享和退休。
人力資源管理模塊是一個包括其它許多人力資源方面的組件，從申請
31、到退休。該系統(tǒng)記錄和處理基本的人口統(tǒng)計和地址數(shù)據(jù)，篩選，培訓和發(fā)展，能力和技能管理，賠償計劃記錄和其他相關的活動。交叉系統(tǒng)提供了“讀”應用程序的能力，并且可以進入一個與申請數(shù)據(jù)庫相關的數(shù)據(jù)，通告員工，提供管理職位和沒有被使用的控制職位。人力資源管理涉及到招聘，評估，賠償和一個組織的員工的發(fā)展。最初，基于信息系統(tǒng)使用的商業(yè)計算機功能有：
生成支付票據(jù)和工資總額報告；
維護人事記錄；
追求智能管理局。
在線招聘已經成為一個受雇于人力資源管理部門的基礎方法，被用來吸納那些在組織內部適合于某些職位的有潛力的員工。人才管理系統(tǒng)通常包括：
分析組織內部員工工作效率；
確定有潛力的申請者；
通
32、過公司現(xiàn)在面臨的情況來招聘員工；
通過在線招聘網址或者市場上用于應聘者和申請者的出版物來招聘員工。
隨之而來的在維護一個有組織的招聘努力中，在一個跨領域的人員分配活動中或者行業(yè)定制的工作海報中，在維護一個已經被用來作為提升精確追蹤者系統(tǒng)，或者稱為自動試驗系統(tǒng)的發(fā)展的具有競爭性的展示活動的模板中。這個模板為很多組織者的管理員和跟蹤員工培訓與發(fā)展努力的活動提供了一個系統(tǒng)。
這個系統(tǒng)，通常被稱為學習管理系統(tǒng)，如果一個獨立的商品，允許人力資源跟蹤員工的教育，文憑和技能，就像列舉出來那些培訓的課程，課本，光盤，學習的網站或者那些用來發(fā)展技能的可用材料。在日期確定的會話課程會被提供，，它具有代表性和
33、那些在同一個系統(tǒng)中被映射和管理的培訓資源。先進的學習管理系統(tǒng)允許管理者提升培訓，預算和績效指標的日歷的同時管理和考核。
員工自我評價模塊允許員工查詢與人力資源相關的數(shù)據(jù)，執(zhí)行一些運行于該系統(tǒng)上的人力資源交易數(shù)據(jù)。員工也可以從系統(tǒng)上查詢他們的出勤記錄，而無需從人力資源部問這些信息。這個模塊也可以使上級通過該系統(tǒng)批準那些系統(tǒng)不超載的任務，就由人事部門下屬完成的要求。
Many organizations have gone beyond the traditional functions and developed human resource management information s
34、ystems, 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 encompasses a subset of the above.許多組織已經超越了傳統(tǒng)的職能，并且發(fā)展了人力資源開發(fā)管理信息系統(tǒng)，它支持招聘，選拔，聘用，工作安置，業(yè)績考核，員工福利分析，衛(wèi)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請人跟蹤系統(tǒng)。
人力資源管理系統(tǒng)畢業(yè)論文外文翻譯
