人力資源管理系統(tǒng)外文翻譯

1、enterprise human resources management system design and implementation abstract:human resource management system is the core content of modern enterprise management. with the rapid development of the computer information technology and unprecedented prevalence of electronic commerce mode，the competi

2、tion between enterprises is turning from visible economic markets to the network. developing the human resource management system supported by computer technology，network technology and information technology can not only improve the skill of human resource management and the efficiency of the enter

3、prises but also make human resource management modern and decision sciencefic,modern human resource management uses b/s mode to avoid c/s modes short coming of difficult in maintdning and reusing.according to the functional requirements of the actual project,this article specificly state the analysi

4、s of system,the general desigin of the system,the detail design of system and the practice of the system. the development of the system is the practice of mvc design ideas, maing using the jsp+servlet+javabean form of development.jsp is the practice of mvc design ideasview,in charge of receiving/res

5、ponding the request of the customer.servlet mainly responsible for the core business control of the whole system is the practice of the vontroller of mvc design idea to take charge of the statistics and rules of the whole system. in the practice of the system, somr open-source projrcts,such as the a

6、jax technique,jfrechart statements,fileupload technology,has been used. using the modern human resource management theropy and analysising the actual situation, comparing the current situation of human resource management system, a huaman resource contents of management system basied on the internet

7、/intranet has been designed. the main management,attendance management training more efficient statistics. keywords: human resource management; b/s mode; open-source projects; mvc mode. 摘要人力資源管理系統(tǒng)是現(xiàn)代企業(yè)管理的核心內(nèi)容。隨著計(jì)算機(jī)信息技術(shù)的高速發(fā)展，電 子商務(wù)模式的空前盛行，企業(yè)之間的競(jìng)爭(zhēng)也從有形的經(jīng)濟(jì)市場(chǎng)轉(zhuǎn)向了網(wǎng)絡(luò)。開(kāi)發(fā)以計(jì)算機(jī) 技術(shù)、網(wǎng)絡(luò)技術(shù)、信息技術(shù)支持的現(xiàn)代人力資源管理系統(tǒng)，既能提高企業(yè)人力

8、資源管理的 技術(shù)含量和企業(yè)的辦事效率，也能使人力資源管理能夠進(jìn)入現(xiàn)代化、決策科學(xué)化的進(jìn)程。 現(xiàn)代人力資源管理系統(tǒng)采用了b/s模式，可以避免c/s模式的重用性差、維護(hù)難度高的缺點(diǎn) 和不足。結(jié)合實(shí)際項(xiàng)目的功能需求，從系統(tǒng)分析、系統(tǒng)總體設(shè)計(jì)、系統(tǒng)詳細(xì)設(shè)計(jì)、系統(tǒng)實(shí) 現(xiàn)等方面進(jìn)行了詳細(xì)的論述。 系統(tǒng)開(kāi)發(fā)主要是mvc設(shè)計(jì)思想的應(yīng)用，主要采用jsp+servlet+javabean的開(kāi)發(fā)方式。 jsp對(duì)應(yīng)mvc設(shè)計(jì)思想的視圖（view） ，主要是負(fù)責(zé)接收/響應(yīng)客服端請(qǐng)求，以及動(dòng)態(tài) 生成web現(xiàn)實(shí)頁(yè)面。servlet是對(duì)應(yīng)mvc設(shè)計(jì)思想的控制（controller） ，主要負(fù)責(zé)整 個(gè)系統(tǒng)的核心業(yè)務(wù)控制。jav

9、abean對(duì)應(yīng)的是mvc設(shè)計(jì)思想的模型（model） ，主要負(fù)責(zé) 整個(gè)系統(tǒng)的數(shù)據(jù)和業(yè)務(wù)規(guī)則。系統(tǒng)的實(shí)現(xiàn)過(guò)程中運(yùn)用了一些開(kāi)源項(xiàng)目，如ajax技術(shù)、 jfreechart報(bào)表、fileupload技術(shù)。 本文運(yùn)用了現(xiàn)代人力資源管理理論，結(jié)合企業(yè)的實(shí)際情況，比較國(guó)內(nèi)外人力資 源管理系統(tǒng)的現(xiàn)狀，設(shè)計(jì)了一個(gè)基于internet/ intranet的人力資源管理系統(tǒng)。本文研 究人力資源管理系統(tǒng)的主要內(nèi)容有：招聘管理、人事管理、考勤管理、培訓(xùn)管理、薪資管 理、系統(tǒng)設(shè)置。系統(tǒng)的開(kāi)發(fā)目的是人力資源管理的業(yè)務(wù)邏輯實(shí)現(xiàn)高效化、智能化，從而能 幫助企業(yè)的人力資源管理人員進(jìn)行人力資源管理和數(shù)據(jù)分析。 關(guān)鍵詞：人力資源管

10、理；b/s模式；mvc模型：開(kāi)源項(xiàng)目. thehumanresourcesmanagementsystem thehumanresourcesmanagementsystemisanenterpriseunitessentialpart,adaptsthemodernenterprisesystem,impelstheenterprisehumanresourcesmanagementtomovetowardsscientific,standardized,theautomatedessentialcondition.itscontentregardingenterprisespolicy-m

11、akersandthesuperintendentallveryimportant,thereforethehumanresourcesmanagementsystemshouldbeabletoprovidethesufficientinformationandthequickinquirymethodfortheuser,helpstheheadofundertakingunderstandingenterpriseexistinghumanresourcescondition.butthepeoplehavesincealwaysusedthetraditionalartificialw

12、aymanagementdocumentfile,thismanagementwayhasmanyshortcomings,forexample:theefficiencylow,thesecuritybad,thetimeonelongcanproducethemassivedocumentsandthedatabacklog,thisregardingthesearch,therenewalandthemaintenancehasallbroughtmanydifficulties. therefore,inordertospeeduptheenterprisetheinformation

13、izationstep,enhancestheenterprisethemanagementlevelbytobeinanimpregnablepositionintheintensesocialcompetition,theconstructionandtheconsummationhumanresourcesmanagementsystemalreadybecameextremelyessentialandurgent.thissystemintroducedindetailtheenterprisehumanresourcesmanagementsystemdevelopmentandt

14、hedesign,includinghasdevelopedamanagementinformationsystem5stages:thesystemstartswiththefeasibilitystudy,thesystemanalysisandthedesign,theprogramming,thesystemtestandtechnicaltraining,theprojectsummaryandtheappraisal.operators have especially exigent demands of persons with ability. under the condit

15、ion that qualified persons with ability cannot completely be obtained outside enterprise, the problem of upgrading enterprise internal staffs working capacity and the ultimate improvement of enterprises rapid responding capacity and well execution need to be solved as soon as possible. therefore, op

16、erators need to establish staff certification system so as to implement comprehensive post capacity certification of each post staff within the enterprise and sufficiently coordinate the system with training management system to confirm training effects. simultaneously, training management system pe

17、rtinent 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 clear to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staffs wor

18、king 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 called hr modules, or simply payroll, refers to the systems and processes at the intersection between human resource man

19、agement (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 programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (e

20、rp) 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 financial and human resource modules through one database is the most important distinction to the individually and prop

21、rietary developed predecessors, which makes this software application both rigid and flexible. the function of human resources departments is generally administrative and not common to all organizations. organizations may have formalized selection, evaluation, and payroll 40 processes. efficient and

22、 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 includes personal histories, skills, capabilities, accomplishments and salary. to reduce the manual workload of the

23、se administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. hr executives rely on internal or external it professionals to develop and maintain an integrated hrms. before the clientserver architect

24、ure 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 capital investment necessary to buy or program proprietary software, these internally-developed hrms were unlimited to org

25、anizations 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 enabled increasingly higher administrative control of such systems. currently human resource management systems encompass

26、: 1.payroll 2.work time 3.benefits administration 4.hr management information system 5.recruiting6.training/learning management system7.performance record 8.employee self-service the payroll module automates the pay process by gathering data on employee time and attendance, calculating various deduc

27、tions 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 and manual cheque writing capabilities. this module can encompass all employee-related transactions as well as integra

28、te 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 methods, labor distribution capabilities and data analysis features was outdated. cost analysis and efficiency metri

29、cs are the primary functions. the benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. these typically encompass insurance, compensation, profit sharing and retirement. the hr management module is a component covering

30、 many other hr aspects from application to retirement. the system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. leading edge systems provide the ability to read applicat

31、ions 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 the recruitment, placement, evaluation, compensation and development of the employees of an organization. initiall

32、y, 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 the primary methods employed by hr departments to garner potential candidates for available positions within an

33、organization. talent management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants. the s

34、ignificant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive 42 exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or ats, module. the

35、 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 product, allows hr to track education, qualifications and skills of the employees, as well as outlining wh

36、at 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 resources being mapped and managed within the same system. sophisticated lms allow managers to approve training,

37、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 system. employees may query their attendance record from the system without asking the information from h

38、r 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 the traditional functions and developed human resource management information systems, which support recru

39、itment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant of the above. tracking system that encompasses a subset 譯文人力資源管理系統(tǒng) 人力資源管理系統(tǒng)是一個(gè)企業(yè)單位不可缺少的部分，是適應(yīng)現(xiàn)代企業(yè)制度，推動(dòng)企業(yè)人力資源管理走向科學(xué)化、規(guī)范化、自動(dòng)化的必要條件。它的

40、內(nèi)容對(duì)于企業(yè)的決策者和管理者來(lái)說(shuō)都至關(guān)重要，所以人力資源管理系統(tǒng)應(yīng)該能夠?yàn)橛脩?hù)提供充足的信息和快捷的查詢(xún)手段，以幫助企業(yè)領(lǐng)導(dǎo)了解企業(yè)現(xiàn)有的人力資源狀況。但一直以來(lái)人們使用傳統(tǒng)人工的方式管理文件檔案，這種管理方式存在許多缺點(diǎn)，如：效率低、安全性差、時(shí)間一長(zhǎng)就會(huì)產(chǎn)生大量的文件和數(shù)據(jù)積壓，這對(duì)于查找、更新和維護(hù)都帶來(lái)了不少的困難。因此，為了加快企業(yè)的信息化步伐，提高企業(yè)的管理水平以在激烈的社會(huì)競(jìng)爭(zhēng)中立于不敗之地，建設(shè)和完善人力資源管理系統(tǒng)已經(jīng)變得十分必要和迫切。本系統(tǒng)詳細(xì)介紹了企業(yè)人力資源管理系統(tǒng)的開(kāi)發(fā)與設(shè)計(jì)，包括了開(kāi)發(fā)一個(gè)管理信息系統(tǒng)的5個(gè)階段：系統(tǒng)開(kāi)始和可行性研究、系統(tǒng)分析和設(shè)計(jì)、程序設(shè)計(jì)、系統(tǒng)

41、測(cè)試和技術(shù)培訓(xùn)、項(xiàng)目總結(jié)和評(píng)估。操作人員隨著能力的要求來(lái)增加容量。在這種情況下，擁有專(zhuān)門(mén)用途的容量將不能從企業(yè)外部獲得，企業(yè)升級(jí)內(nèi)部員工的工作量和企業(yè)的快速反應(yīng)能力的提升，以及很好的執(zhí)行能力，這些問(wèn)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(shū)系統(tǒng)，以便完成每一個(gè)企業(yè)內(nèi)部的在職員工的職位接受能力和充分協(xié)調(diào)培訓(xùn)管理系統(tǒng)來(lái)證明培訓(xùn)作用。與此同時(shí)，對(duì)于企業(yè)內(nèi)部現(xiàn)有員工來(lái)說(shuō)，培訓(xùn)管理系統(tǒng)要求被建立，而且，培訓(xùn)管理涉及的組織，職責(zé)，進(jìn)程和系統(tǒng)應(yīng)該被清楚，從而來(lái)確保內(nèi)部資源可以被充分合理地使用來(lái)升級(jí)內(nèi)部員工的工作能力。因而，人力資源管理系統(tǒng)應(yīng)運(yùn)而生。 一個(gè)人力資源管理系統(tǒng)， 人力資源信息系統(tǒng)，人

42、力資源技術(shù)或者所謂的人力資源模塊， 或者像一個(gè)簡(jiǎn)單的“工資表 ，就是指那些在人力資源管理和信息技術(shù)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(mén)學(xué)科，尤其作為它的基本的人力資源活動(dòng)和信息技術(shù)領(lǐng)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(biāo)準(zhǔn)的計(jì)算機(jī)程序和企業(yè) 資源規(guī)劃軟件。整體而言，這個(gè)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(lái)自不同應(yīng)用程序的信息集成到一個(gè)通用數(shù)據(jù)庫(kù)中。財(cái)務(wù)和人力資源模塊通過(guò)一個(gè)數(shù)據(jù)庫(kù) 連接是它與那些之前獨(dú)立發(fā)展的先輩們最大的區(qū)別，它使這種軟件應(yīng)用程序變得既固定又 靈活易變。 人力資源部門(mén)的功能通常就是具有管理員性質(zhì)的，并且對(duì)所有的組織來(lái)說(shuō)不常見(jiàn)。組 織可能有正式的選拔，評(píng)估，和發(fā)薪活動(dòng)。高效的和有效的管理“人力資本”已經(jīng)發(fā)展到 一個(gè)日益緊迫和復(fù)雜的過(guò)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(gè)人歷史，技能，能力，業(yè)績(jī)和薪水。為了降低這些管理活動(dòng)的人工工作量，很多組 織開(kāi)始通過(guò)引進(jìn)專(zhuān)門(mén)的人力資源管理系統(tǒng)來(lái)使很多程序電子自動(dòng)化。人力資源的執(zhí)行依賴(lài) 于內(nèi)部或外部的 it 專(zhuān)門(mén)功能，進(jìn)而可以發(fā)展和維護(hù)一個(gè)集成的綜合性人力資源管理系統(tǒng)。 20 世紀(jì) 80 年代后期，在客戶(hù)服務(wù)器發(fā)生演變之前，許多人力資源自動(dòng)化程序被降級(jí)到 大型計(jì)算機(jī)，它們可以處理巨大的數(shù)據(jù)交易。由