人力资源管理系统中英文对照外文翻译文献

中英文资料外文翻译

英文原文

Human Resource Management Systems Human 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. 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 employees 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 information 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 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 human 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 Management 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 and 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 tracking 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 management 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 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 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 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 should 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 department 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 workforce, 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 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: 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.

At its most basic level the payroll module is supported by the manual entry of timekeeping and attendance data 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 module 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 purposes 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 health insurance and pension schemes) to profit making programs (such as stock option plans and profit sharing).

HR Management Module: The HR management module provides a range of HR solutions ranging from analyses of application data through to the basic demographic data of employees.

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 and the skills and qualifications of each employee. Advanced HR management modules can also automate the process of application for positions by capturing application data and entering it to a relevant database.

Benefits of HRMS

While these modules each provide benefits to the HR department itself, the applications also aid the enterprise as a whole.

HRM systems convert human resources information into a digital format, allowing that information to be added to the knowledge management systems of the enterprise. The result of this is that HR data can be integrated into the larger Enterprise Resource Planning (ERP) systems of the enterprise.

In analysing enterprise wide resource usage this data can prove invaluable. 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 whole.

中文译文

人力资源管理系统（HRMS）已成为许多企业的重要的工具之一。即使

是小到20人的办公室也需要更有效的实现使用人力资源管理系统的好处。许多公司直到清查的时候才知道浪费了很多时间和金钱在人力资源管理（HRMJ）的任务中。人力资源管理系统已经推进成为属于自己的信息技术领域。它使得公司削减成本以及提供了更多信息，以更快和更有效的方式面向员工。尤其是在经济困难时期，这是成为每一个业务部门更有效地为企业的关键，即使HR（人力资源主管）也不例外。

人力资源是指人力资源需求方面的规划，员工信息的访问和用人单位规章制度的软件打包。下文从人力资源规划开始讨论，之后是人力资源管理系统。美国公司现在必须在一个迅速变化的商业环境下运行。这些变化对人力资源管理的实践具有重大意义。为确保实际的管理能够支持业务需求，企业必须不断监控不断变化的环境条件，并与他们打交道，制定出人力资源管理战略。用于组织业务的需求，以配合人力资源问题的过程被称为人力资源组织，也被称为人力资源规划，这个过程被定义为“组织需要识别和响应的过程，绘制新的政策，制度和方案，确保在变化的条件下有效的人力资源管理。

人力资源管理系统，也被称为人力资源模块，是人力资源管理与信息技术之间的链接。一个人力资源管理系统提供了一个单一的，准确显示包括招聘、绩效管理、培训和发展、员工补偿的所有的人力资源活动的视图。人力资源管理系统，减少了部门以及人力资源的工作量，提高了部门的效率。在规范的人力资源过程中，人力资源的部门通过跟踪和分析时间以及劳动力的工作模式，在该公司的平稳运行中起着重要作用。

可以用来帮助他们完成任务，在人力资源部门的广泛应用，可使得某些任务的自动化，并帮助组织其中许多的其他任务。

人力资源管理的功能在很大程度上对所有组织都是相同的而且具有行政效应的。大多数组织都有正式的选择评估薪资的进程。功能包括跟踪每个员工的个人历史，数据，技能，能力，经验的数据。从工资记录组织开始，一切电子自动化，通过引入人力资源管理系统以减少人工工作量。人力资源主管取决于内部和外部的IT专业人士，根据复杂的编程能力和有限的技术资源开发和维护他们的人力资源管理系统。内部和外部的IT专业的人力资源经理基于复杂的编程能力和有限的科技资源开发和维护他们的人力资源管理系统。人力资源管理系统（HRMS）为人力资源管理与信息技术提供了链接。

人力资源管理系统，让企业自动化了人力资源管理的许多方面，减少了HR部门的工作量，以及提高了部门的效率，通过规范的人力资源流程的双重好处。

人力资源是在企业管理中一个经常被忽视的领域。这种情况是事实，一个人力资源管理部门应该是高度需要公司资助。例如，当一个项目小组成功发布在时间和预算范围内的产品，它是作为一个伟大的成功欢呼。而HR部门管理的企业管理成功却几乎没有人注意 - 毕竟，人力资源管理部门只是工作，只有出现问题会引起人们的注意。

然而，现实是非常不同的。HR部门在确保企业顺利运行上扮演了至关重要的角色—最重要的是通过跟踪和分析劳动力的计时工作模式，管理更好的信息以形成战略。

人力资源的重要性没有被软件业忽略。现在能够通过广泛的应用以帮助HR部门实现他们的任务，使得某些任务的自动化，并协助许多其他的组织。

人力资源管理软件系统（厂商如甲骨文和Ascentis ）大致由四个基本的人力资源管理部门责任界定，并通常独立的模块，以解决每个责任的需求：

工资管理模块：薪资模块，大大减少了HR部门的工作量，使人力资源工资过程自动化，以确保在不出错的情况下按时完成。

在最基本的层面上，工资管理模块支持手动录入纸质时间表记录的出勤数据。更先进的系统通过自动跟踪员工的计时系统，链接到一个“打