人事管理系統(tǒng)的研究與開發(fā)外文資料8000108105李智超1

1、畢業(yè)設(shè)計(jì)（論文）外文資料 學(xué) 院： 軟件學(xué)院 專 業(yè)： 軟件工程 班 級： web084班 學(xué) 號： 8000108105 姓 名： 李智超 指導(dǎo)教師： 周明建 人力資源管理系統(tǒng)人力資源管理系統(tǒng)（HRMS）已成為許多企業(yè)最重要的工具之一。即使20人的辦公室，也需要使用更有效的人力資源管理系統(tǒng)。許多企業(yè)還沒有意識到他們有多少時間和金錢都浪費(fèi)在人力資源管理（HRM）的任務(wù)中。人力資源管理系統(tǒng)已經(jīng)推進(jìn)成為屬于自己的信息技術(shù)領(lǐng)域。它使得公司削減成本以及提供了更多信息，以更快和更有效的方式面向員工。尤其是在經(jīng)濟(jì)困難時期，這是成為每一個業(yè)務(wù)部門更有效地為企業(yè)的關(guān)鍵，即使HR（人力資源主管）也不例外。 人力

2、資源信息系統(tǒng)是指人力資源的規(guī)劃，員工信息的訪問，與用人單位遵守法規(guī)方面所需要的軟件。如今的美國公司必須在瞬息萬變的商業(yè)環(huán)境中運(yùn)作。這些變化，對于人力資源管理的實(shí)踐具有重要意義。為了確保實(shí)際的管理能夠支持業(yè)務(wù)需求，企業(yè)必須不斷監(jiān)控不斷變化的環(huán)境條件，并與他們打交道，制定出人力資源管理戰(zhàn)略。用于組織業(yè)務(wù)的需求，以配合人力資源問題的過程被稱為人力資源組織，也被稱為人力資源規(guī)劃，這個過程被定義為“組織需要識別和響應(yīng)的過程，繪制新的政策，制度和方案，確保在變化的條件下有效的人力資源管理?！?人力資源管理系統(tǒng)，也被稱為人力資源模塊，是人力資源管理和信息技術(shù)之間的聯(lián)系。一個人力資源管理系統(tǒng)提供了一個單一的，

3、準(zhǔn)確的視圖顯示所有的人力資源活動，包括招聘，績效管理，培訓(xùn)和發(fā)展，還有員工補(bǔ)償。人力資源管理系統(tǒng)，減少了部門以及人力資源的工作量，提高了部門的效率。在規(guī)范的人力資源過程中，人力資源的部門通過跟蹤和分析時間以及勞動力的工作模式，在該公司的平穩(wěn)運(yùn)行中起著重要作用?？梢杂脕韼椭麄兺瓿扇蝿?wù)，在人力資源部門的廣泛應(yīng)用，可使得某些任務(wù)的自動化，并幫助組織其中許多的其他任務(wù)。 人力資源管理的功能在很大程度上是行政和共同所有的組織。大多數(shù)組織都有正式的選擇評估薪資的進(jìn)程。功能包括跟蹤每個員工的個人歷史，數(shù)據(jù)，技能，能力，經(jīng)驗(yàn)的數(shù)據(jù)。從工資記錄組織開始，一切電子自動化，通過引入人力資源管理系統(tǒng)以減少人工工作量

4、。人力資源主管取決于內(nèi)部和外部的IT專業(yè)人士，根據(jù)復(fù)雜的編程能力和有限的技術(shù)資源開發(fā)和維護(hù)他們的人力資源管理系統(tǒng)。人力資源管理系統(tǒng)，讓企業(yè)自動化了人力資源管理的許多方面，減少了HR部門的工作量，以及提高了部門的效率，通過規(guī)范的人力資源流程的雙重好處。 The field of human resources is one that is often overlooked in enterprise management.人力資源是在企業(yè)管理中一個經(jīng)常被忽視的領(lǐng)域。 This situation is aided by the fact that an efficient Human Resou

5、rces department should function without fanfare.這種情況是事實(shí)，一個人力資源管理部門應(yīng)該是高度需要公司資助。 For example, when a project team successfully launches a product on time and within budget it is hailed as a great success.例如，當(dāng)一個項(xiàng)目小組成功發(fā)布在時間和預(yù)算范圍內(nèi)的產(chǎn)品，它是作為一個偉大的成功歡呼。 When the HR department manages the administration of the

6、 enterprise successfully it can go virtually unnoticed after all, the Human Resources department is simply expected to work, only attracting attention when there are problems.而HR部門管理的企業(yè)管理成功卻幾乎沒有人注意 - 畢竟，人力資源管理部門只是工作，只有出現(xiàn)問題會引起人們的注意。The reality, however, is very different.然而，實(shí)際上是非常不同的。 The HR departme

7、nt plays a vital role in ensuring the smooth running of an enterprise most importantly by tracking and analysing the timekeeping and work patterns of the workforce, allowing management better information on which to form strategies. HR部門扮演了至關(guān)重要的作用，以確保企業(yè)的順利運(yùn)行 。最重要的是通過跟蹤和分析勞動力的計(jì)時工作模式，管理更好的信息以形成戰(zhàn)略。 The

8、 importance of human resources has not gone unnoticed by the software industry.軟件產(chǎn)業(yè)人力資源There is now a wide range of applications available to aid the HR department in their tasks, making possible the automation of certain tasks and aiding in the organisation of many others.現(xiàn)在能夠通過廣泛的應(yīng)用以幫助HR部門實(shí)現(xiàn)他們的任務(wù)，

9、使得某些任務(wù)的自動化，并協(xié)助許多其他的組織。 HRM software systems (from vendors such as Oracle and Ascentis ) are broadly defined by the four basic responsibilities of the HR department, and as such typically contain standalone modules to address the needs of each responsibility:人力資源管理軟件系統(tǒng)（廠商如甲骨文和Ascentis ）大致由四個基本的人力資源管理

10、部門責(zé)任界定，并通常獨(dú)立的模塊，以解決每個責(zé)任的需求： Payroll Module: The payroll module greatly reduces the workload of the HR department by automating the payroll process, allowing HR to ensure that payroll functions are completed on time and without errors. 薪金模塊：薪資模塊，大大降低了HR部門的工作量，使人力資源工資過程自動化，以確保在不出錯誤的時間內(nèi)完成發(fā)薪職能。 At its m

11、ost basic level the payroll module is supported by the manual entry of timekeeping and attendance data from paper-based timesheets submitted by the workforce.在最基本的層面，薪金模塊支持手工錄入以勞動力提交的文件為基礎(chǔ)的時間表計(jì)時和出勤數(shù)據(jù)。 More advanced systems track employee timekeeping through automatic systems, connected to either a &

12、#39;clocking in' system or a tracker connected to the desktop computers of the employees.更先進(jìn)的系統(tǒng)跟蹤員工報時，通過自動系統(tǒng)連接到一個系統(tǒng)或員工的臺式電腦連接到一個跟蹤“時鐘”。 Once attendance data is fed into the system, the payroll module automatically calculates payment amounts and various deductions such as income tax before genera

13、ting paychecks and employee tax reports.一旦考勤數(shù)據(jù)反饋到系統(tǒng)中，便會自動計(jì)算薪資模塊之前支付的金額，如各種所得稅扣除，以雇員工資所產(chǎn)生的稅務(wù)報告。 Time and Labour Management Module: The time and labour management module is designed to collate and analyse employee timekeeping information for the purposes of organisational cost accounting. 時間和勞動管理模塊：時間

14、和勞動管理模塊設(shè)計(jì)的目的是為了整理和分析雇員的勞務(wù)世界信息的。By sourcing data directly from the timekeeping devices and methods used to calculate payroll this module can provide management with valuable data regarding the use of labour resources within the enterprise.通過直接采購的計(jì)時設(shè)備和方法，用于計(jì)算工資，這個模塊可以對企業(yè)內(nèi)部勞動力資源的使用管理提供有價值的數(shù)據(jù)， Benefit A

15、dministration Module: The benefit administration 福利管理模塊：福利管理module provides HR personnel with the capacity to monitor and manage employee participation in a range of benefit programs.模塊提供與人力資源管理人員監(jiān)測和管理員工參與公司福利方案的功能。 These programs can range from programs related to the wellbeing of the workforce (su

16、ch as health insurance and pension schemes) to profit making programs (such as stock option plans and profit sharing).這些方案可以從有關(guān)勞動力的福利（如醫(yī)療保險和退休金計(jì)劃）的到紅利計(jì)劃（如股票期權(quán)計(jì)劃和利潤分享）的方案。 HR Management Module: The HR management module provides a range of HR solutions ranging from analyses of application data through

17、 to the basic demographic data of employees. 人力資源管理模塊：人力資源管理模塊提供了一系列的人力資源解決方案，包括從應(yīng)用程序數(shù)據(jù)的分析到員工的基本人口數(shù)據(jù)。 The management module allows HR personnel to effectively manage the Human Capital Pool (HCP) available within the enterprise, in that it keeps track of the training and development of the workforce

18、and the skills and qualifications of each employee.管理模塊，使人力資源管理人員能夠有效的在企業(yè)內(nèi)部管理HCP，在之中它可以保持的勞動力和每個員工的技能和資格的培訓(xùn)和發(fā)展的方向。Advanced HR management modules can also automate the process of application for positions by capturing application data and entering it to a relevant database.先進(jìn)的人力資源管理模塊，還可以通過捕獲應(yīng)用程序的數(shù)據(jù)使

19、它進(jìn)入到一個相關(guān)的數(shù)據(jù)庫中，自動應(yīng)用到職位中。 Benefits of HRMS 人力資源管理系統(tǒng)的優(yōu)點(diǎn) While these modules each provide benefits to the HR department itself, the applications also aid the enterprise as a whole.這些模塊不僅僅為人力資源管理部門本身提供了的利益，還幫助整個企業(yè)。 HRM systems convert human resources information into a digital format, allowing that infor

20、mation to be added to the knowledge management systems of the enterprise.人力資源管理系統(tǒng)將人力資源信息轉(zhuǎn)換成數(shù)字格式，允許該信息被添加到企業(yè)的信息管理系統(tǒng)中。 The result of this is that HR data can be integrated into the larger Enterprise Resource Planning (ERP) systems of the enterprise.這樣做的結(jié)果是可以整合人力資源數(shù)據(jù)到較大的企業(yè)資源計(jì)劃（ERP）系統(tǒng)的企業(yè)。 能In analysing

21、enterprise wide resource usage this data can prove invaluable.在企業(yè)范圍內(nèi)的使用的資源情況分析，這些數(shù)據(jù)是非常寶貴的。 使用Data related to the time usage of the workforce can enhance the decision making abilities of management , allowing the HR department to form an integral aspect of strategy formation for the enterprise as a w

22、hole.勞動力的時間的數(shù)據(jù)，可以提高決策管理能力 ，使人力資源管理部門形成企業(yè)的一個整體戰(zhàn)略的組成部分。附件：外文資料原文 Human Resource Management SystemsHuman Resource Management Systems (HRMS) have become one of the most important tools for many businesses. Even the small, 20-person office needs to realize the benefits of using HRMS to be more efficient.

23、 Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRMS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to empl

24、oyees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resources (HR) is no exception. HRIS refers to software packages that address HR needs with respect to planning, employee i

25、nformation access, and employer regulatory compliance. The following text begins with a discussion of human resource planning, followed by human resource management systems. American companies must now operate in a rapidly changing business environment. These changes have important implications for

26、HRM practices. To ensure that management practices support business needs, organizations must continually monitor changing environmental conditions and devise HRM strategies for dealing with them. The procedure used to tie human resource issues to the organization's business needs is called huma

27、n resource planning. Also known as HR planning, this procedure is defined as the "process of identifying and responding to organizational needs and charting new policies, systems, and programs that will assure effective human resource management under changing conditions." Human Resource M

28、anagement Systems, also called Human Resource modules, is a link between Human resource management and information technology. A Human resource management system provides a single, accurate view of all human resource activities including recruiting, performance management, training and development a

29、nd also compensation. Human resource management systems reduce the workload of the human resource department as well as increasing the efficiency of the department by standardizing human resource process. Human resource department plays an important role in the smooth running of the company by track

30、ing and analyzing the time keeping and work patterns of the workforce. There are a wide range of applications available to help human resource department in their tasks, making possible the automation of certain tasks and helping in the organization many other tasks.The function of human resource ma

31、nagement to large extent is administrative and common to all organizations. Most organizations have formalized selection, evaluation and payroll processes. The function consists of tracking innumerable data of each employee from personal histories, data, skills, capabilities, experiences to payroll

32、records. Organizations began electronically automate many of theses processes by introducing Human resource management systems to reduce the manual workload. Human resource executives depend on internal and external IT professionals to develop and maintain their Human resource management systems due

33、 to complexity in programming capabilities and limited technological resources.Human Resource Management Systems (HRMS) provide a link between human resource management and information technology. HRMS allow enterprises to automate many aspects of human resource management, with the dual benefits of

34、 reducing the workload of the HR department as well as increasing the efficiency of the department by standardising HR processes. The field of human resources is one that is often overlooked in enterprise management. This situation is aided by the fact that an efficient Human Resources department sh

35、ould function without fanfare. For example, when a project team successfully launches a product on time and within budget it is hailed as a great success. When the HR department manages the administration of the enterprise successfully it can go virtually unnoticed after all, the Human Resources dep

36、artment is simply expected to work, only attracting attention when there are problems. The reality, however, is very different. The HR department plays a vital role in ensuring the smooth running of an enterprise most importantly by tracking and analysing the timekeeping and work patterns of the wor

37、kforce, allowing management better information on which to form strategies. The importance of human resources has not gone unnoticed by the software industry. There is now a wide range of applications available to aid the HR department in their tasks, making possible the automation of certain tasks

38、and aiding in the organisation of many others. HRM software systems (from vendors such as Oracle and Ascentis) are broadly defined by the four basic responsibilities of the HR department, and as such typically contain standalone modules to address the needs of each responsibility: Payroll Module: Th

39、e payroll module greatly reduces the workload of the HR department by automating the payroll process, allowing HR to ensure that payroll functions are completed on time and without errors. At its most basic level the payroll module is supported by the manual entry of timekeeping and attendance data

40、from paper-based timesheets submitted by the workforce. More advanced systems track employee timekeeping through automatic systems, connected to either a clocking in system or a tracker connected to the desktop computers of the employees. Once attendance data is fed into the system, the payroll modu

41、le automatically calculates payment amounts and various deductions such as income tax before generating paychecks and employee tax reports. Time and Labour Management Module:  The time and labour management module is designed to collate and analyse employee timekeeping information for the purpo

42、ses of organisational cost accounting. By sourcing data directly from the timekeeping devices and methods used to calculate payroll this module can provide management with valuable data regarding the use of labour resources within the enterprise. Benefit Administration Module:  The benefit administration module provides HR personnel with the capacity to monitor and manage employee participation in a range of benefit programs. These programs can range from programs related to the wellbeing of the workforce (such as h