企业人力资源管理系统外文翻译

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 competition 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 enterprises 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 analysis 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 ideas’view,in charge of receiving/responding 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 Ajax 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/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

人力资源管理系统是现代企业管理的核心内容。随着计算机信息技术的高速发展，电子商务模式的空前盛行，企业之间的竞争也从有形的经济市场转向了网络。开发以计算机技术、网络技术、信息技术支持的现代人力资源管理系统，既能提高企业人力资源管理的技术含量和企业的办事效率，也能使人力资源管理能够进入现代化、决策科学化的进程。现代人力资源管理系统采用了B/S模式，可以避免C/S模式的重用性差、维护难度高的缺点和不足。结合实际项目的功能需求，从系统分析、系统总体设计、系统详细设计、系统实现

等方面进行了详细的论述。系统开发主要是MVC设计思想的应用，主要采用Jsp+Servlet+JavaBean的开发方式。Jsp对应MVC设计思想的视图（View），主要是负责接收/响应客服端请求，以及动态生成Web现实页面。Servlet是对应MVC设计思想的控制（Controller），主要负责整个系统的核心业务控制。JavaBean对应的是MVC设计思想的模型（Model），主要负责整个系统的数据和业务规则。系统的实现过程中运用了一些开源项目，如Ajax技术、JfreeChart报表、fileupload技术。本文运用了现代人力资源管理理论，结合企业的实际情况，比较国内外人力资源管理系统的现状，设计了一个基于Internet/ Intranet的人力资源管理系统。本文研究人力资源管理系统的主要内容有：招聘管理、人事管理、考勤管理、培训管理、薪资管理、系统设置。系统的开发目的是人力资源管理的业务逻辑实现高效化、智能化，从而能帮助企业的人力资源管理人员进行人力资源管理和数据分析。

关键词：人力资源管理；B/S模式；MVC模型：开源项目.

The human resources management system

The human resources management system is an enterprise unit essential part, adapts the mode rn enterprise system, impels the enterprise human resources management to move towards scientif ic, standardized, the automated essential condition. It’s content regarding enterprise’s policy-make rs and the superintendent all very important, therefore the human resources management system sh ould be able to provide the sufficient information and the quick inquiry method for the user, helps the head of undertaking understanding enterprise existing human resources condition. But the peo ple have since always used the traditional artificial way management document file, this managem ent way has many shortcomings, for example: The efficiency low, the security bad, the time one lo ng can produce the massive documents and the data backlog, this regarding the search, the renewa l and the maintenance has all brought many difficulties.

Therefore, in order to speed up the enterprise the informationization step, enhances the enterprise t he management level by to be in an impregnable position in the intense social competition, the con struction and the consummation human resources management system already became extremely essential and urgent.

This system introduced in detail the enterprise human resources management system development and the design, including has developed a management information system 5 stages: The system st arts with the feasibility study, the system analysis and the design, the programming, the system tes t and technical training, the project summary and the appraisal.

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 ultimate 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 sufficiently 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 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 Technology 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, 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 linkage 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 administrative and not common to all organizations. Organizations may have formalized selection, evaluation, and payroll 40 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 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 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 consequence 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 Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:

1.Payroll

2.Work Time

3.Benefits Administration

4.HR management Information system

5.Recruiting

6.Training/Learning Management System

7.Performance Record

8.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 modules 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 provide 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 participation 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 development, 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. 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 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 potential 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 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 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 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 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 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 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 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 security, while others integrate an outsourced Applicant of the above. Tracking System that encompasses a subset

译文企业人力资源管理系统的设计与实现

人力资源管理系统是一个企业单位不可缺少的部分，是适应现代企业制度，推动企业人力资源管理走向科学化、规范化、自动化的必要条件。它的内容对于企业的决策者和管理者来说都至关重要，所以人力资源管理系统应该能够为用户提供充足的信息和快捷的查询手段，以帮助企业领导了解企业现有的人力资源状况。但一直以来人们使用传统人工的方式管理文件档案，这种管理方式存在许多缺点，如：效率低、安全性差、时间一长就会产生大量的文件和数据积压，这对于查找、更新和维护都带来了不少的困难。

因此，为了加快企业的信息化步伐，提高企业的管理水平以在激烈的社会竞争中立于不败之地，建设和完善人力资源管理系统已经变得十分必要和迫切。

本系统详细介绍了企业人力资源管理系统的开发与设计，包括了开发一个管理信息系统的5个阶段：系统开始和可行性研究、系统分析和设计、程序设计、系统测试和技术培训、项目总结和评估。

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。

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，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

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。

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。

外文文献-绩效考核管理系统

英文文献及翻译 文献题目An Overview of Servlet and JSP Technology 文献作者Nagle ,Wiegley 题目翻译Servlet和JSP技术简述 参考人 院 (系) 专业班级 学号

1 A Servlet's Job Servlets are Java programs that run on Web or application servers, acting as a middle layer between requests coming from Web browsers or other HTTP clients and databases or applications on the HTTP server. Their job is to perform the following tasks, as illustrated in Figure 1-1. Figure 1-1Web middleware role 1.1 Read the explicit data sent by the client. The end user normally enters this data in an HTML form on a Web page. However, the data could also come from an applet or a custom HTTP client program. 1.2 Read the implicit HTTP request data sent by the browser. Figure 1-1 shows a single arrow going from the client to the Web server (the layer where servlets and JSP execute), but there are really two varieties of data: the explicit data that the end user enters in a form and the behind-the-scenes HTTP information. Both varieties are critical. The HTTP information includes cookies, information about media types and compression schemes the browser understands, and so on. 1.3 Generate the results. This process may require talking to a database, executing an RMI or EJB call, invoking a Web service, or computing the response directly. Your real data may be in a relational database. Fine. But your database probably doesn't speak HTTP or return results in HTML, so the Web browser can't talk directly to the database. Even if it could, for security reasons, you probably would not want it to. The same argument applies to most other applications.You need the Web middle layer to extract the results inside a document.

独特的品牌战略【外文翻译】

外文翻译 原文 Strategies for distinctive brands Material Source: Journal of Brand Management Author:Judith Lynne Zaichkowsky ABSTRACT Brand identity complements brand equity and it forms an important part of the strategic management of brands. Identity elements include a well-known brand name, logo, font type, symbols, colour, shape, as well as unique product and benefit descriptions. These different elements can contribute to distinct consumer perceptions of various brands in the marketplace and help to differentiate brands from competitors. Brand managers need to start with a vision of what they want their brand to represent and then use the appropriate identity elements to build the brand. Some brand identity components may be influential to choice at the subconscious level of consumers, and therefore the understanding of individual psychological processes of perception and social meaning is required by brand managers. Keywords: brand equity ; brand identity ; logos ; brand names ; packaging INTRODUCTION Much literature in the area of branding has focused on brand equity and its importance to strong brands. Although everyone agrees that understanding and creating brand equity is essential for marketing, very little academic attention is paid to understanding the importance of brand identity and its relation to brand equity and brand management. Brand identity is the visual picture and meaning derived from the visual impact of the brand. For the consumer to identify brands with their respective manufacturers, the brands must be sold with distinctive features supplied by that particular manufacturer. Strong and unique links to one source is what complements and protects brands from being interchangeable in the marketplace. Brand differentiation, or identity, may be achieved through a well-known brand name, logo, typeface, symbol, colour, shape, distinctive design of the package or product, as well as product benefit descriptions known as unique selling points

企业成本控制外文翻译文献

企业成本控制外文翻译文献(文档含英文原文和中文翻译)

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