人事管理信息系统外文文献及翻译
VB人事管理系统中英文资料翻译
英文资料翻译系别vvvvvv VVV vvvvvv 专业班级学生姓名学号指导教师2010年4 月Enterprise Personnel Management SystemAbstract：Along with the science and technology development, the computer technology unceasingly applies all the various trades and occupations, the need which the data storage unceasingly inflates, will be able to have a higher request to the future data bank technology. The data bank technology from 20th century 60's intermediate stages production, has more than 30 years history to today, its development speed quick, the application scope is broad is other technologies far inferior. The data bank technology research and the development has become the modern information society to have the formidable vitality an important domain. 30 for many years, from the first generation of level, the netted database system, the second-generation relational database system, have developed the third generation take the object-oriented model as the main characteristic database system. Has been published since the computer, starts to store the data, the data memory organization manages has become one of most basic questions which the computer must solve. The initial data, each one is a war, by document form depositing, the different application, the different document but the same data has created the resources and the manpower waste.The management of business enterprise employee is an important part in the management of enterprise. With the development of society, business enterprise becomes larger and larger. How to deal with the information of the employee has become a serious problem for enterprise management. Under this condition, it is necessary to develop a management system of business enterprise employee. This system includes the following functions: input 、modification 、inquiry and deleting modules for employee’s basic information, input 、modification 、inquiry and deleting modules for employee’s transferring information and the maintaining of the system. At the same time, it can provide service of information consultinginformation index, and information access. It can meet the needs of employee management in the modern enterprise.The main contents of this thesis is the whole processes that elaborated on to business enterprise personal management system development, the main contents of this sis include the management information system says all the development tool of the movement and maintenance of the choice, the system analysis, the system design, thesystem implement, system, develop to tally up seven chapter, this text last one chapter is my development to this sis summary.Design the main purpose of this system is pass a calculator to me now place of company employee of various information carry on the management and maintenance, basic information of this system to employee, test frequently an information and transfer an information and work to evaluate information, the wages information...etc., carry on the classification management and orchestrate a programming. And verified the way of the customer identity before adopting into system to strengthen the management to the safety of the system and the confidentiality, make thus the legal customer only then can enter this system to carry on a related operation.The development characteristics of this system mainly is selected by examinations the Windows 2000 Professionals as to develop terrace, the adoption SQL Server 2000 does the backstage database management system, choosing more and easily in the meantime self-educated of function strong Visual Basic 6.0 Be develop tool, make use of the thought and method of the software engineering, total adopt structure first to turn the life cycle method to carry on the system analysis and design up, then adopt a fast prototype method to carry out system.This system interface amity, adopt to descend the pull type menu to carry on the function choice traditionally, the operation is simple, economizing parts of expenditures for the development of the business enterprise, can be convenient, fast, accurate of to business enterprise the employee's various information carry on works, such as increment and modification, deletion, search etc., can provide science, the dependable personal management system decision to serve more for the company.企业人事管理系统摘要随着科学技术的发展，计算机技术不断应用到各行各业，数据存储不断膨胀的需要，对未来的数据库技术将会有更高的要求。
外文文献翻译人力资源管理信息系统研究员工管理
外文文献翻译人力资源管理信息系统研究员工管理译文本文对人力资源管理信息系统（HRMIS）的文献进行了综述。
综述涵盖了与组织中HRMIS的设计、实施和使用相关的一系列问题。
文章首先概述了HRMIS的概念及其在现代工作场所中的重要性。
然后探讨了各种类型的HRMIS，包括用于招聘、绩效管理和员工发展的HRMIS。
文章还研究了设计和实施HRMIS所面临的挑战，如数据安全和隐私问题，以及有效的变革管理策略的必要性。
最后，文章总结了HRMIS对组织及其员工的潜在好处，包括提高效率、更好的决策和增加员工参与度。
In n。
___ effective human resource management。
By utilizing the system。
enterprises can achieve detailed personnel records。
electronic management of employee n。
and ___ of human resources is essential for the survival and development of enterprises。
and the HRMIS can help ___.As the ___ and n increases。
___。
it ___ for each employee。
companies ___ stronger skills。
they can find the right candidate from the talent file。
This not only maximizes the use of employee talents but also avoids the need for recruitment。
which saves a lotof manpower and material resources。
Therefore。
人力资源管理系统英语
人力资源管理系统英语Human Resource Management System.In today's competitive business environment, effective human resource management is crucial for organizations to achieve their strategic goals. A human resource management system (HRMS) is a software application that automates and centralizes various HR processes, enhancing efficiency, reducing costs, and improving employee satisfaction. This article delves into the importance, features, benefits, and considerations for implementing an HRMS.Importance of an HRMS:1. Efficiency and Productivity: HRMS automate routine tasks such as payroll processing, employee information management, and attendance tracking, freeing up HR professionals to focus on strategic initiatives.2. Data Centralization: The system centralizes employeedata in a single, secure location, ensuring accurate and timely information for decision-making.3. Compliance Management: HRMS help organizations stay compliant with changing employment laws and regulations, reducing the risk of legal disputes.4. Employee Engagement: By providing self-service features like pay stubs, leave balances, and training modules, HRMS empower employees to manage their own information, enhancing their engagement and satisfaction.5. Recruitment and Onboarding: HRMS streamline the recruitment process, from job postings to candidatetracking and onboarding, ensuring a smooth transition for new hires.Features of an HRMS:1. Employee Information System (EIS): An EIS stores and manages employee details like contact information, job titles, salaries, attendance records, and performancereviews.2. Payroll Management: The system calculates salaries, deductions, and taxable income, generates pay stubs, and facilitates direct deposit.3. Recruitment and Applicant Tracking: HRMS integrate job postings, resume parsing, candidate tracking, and interview scheduling to simplify the recruitment process.4. Onboarding and Offboarding: The system automates new hire orientation, training, and paperwork, while handling exit interviews and termination processes.5. Performance Management: HRMS offer tools for goal setting, performance appraisals, and feedback, enabling managers to monitor and improve employee performance.6. Training and Development: The system provides access to online training modules, skill assessments, and career development resources.7. Compliance Management: HRMS monitor employment laws, regulations, and contracts, ensuring adherence to legal requirements.8. Reporting and Analytics: The system generates reports on HR metrics like turnover rates, training effectiveness, and recruitment cycles, enabling informed decision-making.Benefits of an HRMS:1. Cost Savings: Automation reduces the need for manual data entry and paperwork, saving time and money.2. Improved Decision-Making: Accurate and timely data enables managers to make informed decisions about hiring, promotions, and training.3. Enhanced Employee Engagement: Self-service features and better communication improve employee satisfaction and engagement.4. Compliance Assurance: Automation reduces the risk of compliance violations, saving organizations from costlylegal disputes.5. Scalability: HRMS can grow with the organization, supporting expansion into new markets or the addition ofnew departments.Considerations for Implementing an HRMS:1. System Selection: Evaluate HRMS based on features, cost, scalability, user-friendliness, and vendor reputation.2. Data Migration: Ensure a smooth transition by planning for data migration from existing systems to thenew HRMS.3. Training and Support: Provide training to HR professionals and employees on using the new system and ensure ongoing support for any issues.4. Change Management: Communicate the benefits of thenew HRMS to employees and manage any resistance to change.5. Security and Compliance: Ensure the HRMS meets security standards and complies with relevant data protection laws.In conclusion, an HRMS is a critical component of any organization's strategy for effective human resource management. By automating routine tasks, centralizing data, and improving employee engagement, HRMS help organizations achieve their strategic goals while reducing costs and risks. When implementing an HRMS, organizations should carefully evaluate their needs, select a system that meets their requirements, and plan for a smooth transition to ensure maximum benefits.。
外文翻译《企业人事管理系统》资料
The business enterprise personal management systemThe 21st century the most intense competition should belong to talents competition, a multi-discipline knowledge of compound talents is probably a enterprises to grow an indispensable part of the important factor. Therefore Human Resource has become the most important Resource of enterprises, the Human resources Management, Human Resource Management (HRM) has become the modern enterprise Management work in one important content of. And in the human resources management of basic work is personnel file management.For corporations, staff personnel files of not only can make the managers in a certain extent master the basic personnel they hire personnel information, but also for the enterprise human resources supervisory work to provide relevant personnel information data support. For example: enterprise make staff recruitment and training plans, reasonable use of personnel, etc. Therefore, the enterprise personnel file management work quality not only can directly affect the enterprise human resources management, and will indirectly affect the whole enterprise management.With the development of society, the progress of science and technology, the application of computer in social fields are widely used, more and more people both felt use computer different management science and convenient; To realize the management information system to manage the importance of work.Management Information System, Management Information System (MIS), is an enterprise is the production and operation of various internal and external Information for the collection, processing, sorting, transfer, and orderly storage and used in the Management and decision-making, is the enterprise efficiency of Information System. It can make the enterprise more timely, accurate, comprehensive and detailed understanding the information needed data. At the same time management information system for various information data of further processing, can make the enterprise of the leadership of production, marketing, management decision-making basis for more fully and is more reasonable and scientific, Thus for society to create more value for the development of enterprises to create more opportunities. In addition, the management information system can make the enterprise management more scientific, rationalization and institutionalized, standardization, For the enterprise's management level up to a new stage, For the enterprise the continuous, healthy and stable development of the lay solid foundation.Personnel file management system is the typical information managementsystem, through the personnel file management system for personnel file management has artificial incomparable advantages - for example: retrieves, the search rapidly convenient, the reliability high, thereserves big, the secrecy good, the life is long, the cost low status. A perfect design, stable operation of the personnel file management system can make people from heavy traditional manual management freed, so as to improve the enterprise personnel file management work efficiency, assist enterprises better complete personnel file management; Moreover, the overall management of enterprise informatization construction is enterprise's scientific, thestandardized management connecting with the world of the important conditions, enterprise personnel file management and enterprise informatization of overall management informationization important component. Therefore, using the computer to enterprise personnel file management is the inexorable trend of personnel file management system is the enterprise management is indispensable. So in the graduation design, I choose the development of personnel file management system.企业人事管理系统21世纪最激烈的竞争当属人才的竞争，一个具有多学科知识的复合性人才或许是一个企业发展壮大所不可或缺的重要因素。
人力资源管理外文文献翻译
文献信息：文献标题：Challenges and opportunities affecting the future of human resource management（影响人力资源管理未来的挑战和机遇）国外作者：Dianna L. Stone，Diana L. Deadrick文献出处：《Human Resource Management Review》, 2015, 25(2):139-145 字数统计：英文3725单词，21193字符；中文6933汉字外文文献：Challenges and opportunities affecting the future of humanresource managementAbstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to examine some of the challenges and opportunities that should influence the future of HR. We also consider implications for future research and practice in the field.Keywords: Future of human resource management, Globalization, Knowledge economy Diversity, Technology1.Change from a manufacturing to a service or knowledge economyOne of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledgebased economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others (OxfordDictionary, 2014a). A knowledge economy is referred to as the use of information or knowledge to generate tangible and intangible value (Business Dictionary, 2014a). Some economists argue that service activities are now dominating the economies of industrialized nations, and knowledge-intensive services or businesses are considered a subset of the overall service economy (Anderson & Corley, 2003).The rise of the knowledge economy has placed new demands on organizations and prompted changes in organizational goals and HR practices. Many of the traditional HR processes were designed during the industrial era, and thus focused largely on manufacturing organizations that were concerned with converting raw materials, components, and parts into finished goods that meet customers' expectations. However, many of the assumptions underlying those traditional HR processes may not be effective with the new service or knowledge organizations. For example, traditional HR practices assume that jobs should be narrowly defined, supervisors should control workers, and efficiency and short term results should be emphasized (Trice & Beyer, 1993). In contrast, knowledge organizations stress that employees' knowledge and skills have a major impact on organizational success, and employee retention is important because individuals' skills are not substitutable.Knowledge organizations also tend to design jobs broadly so as to encourage innovation, autonomy, continuous improvement, and participation in decision making. Given that individuals with unique skills and abilities are essential in knowledge organizations, the new job requirements have created a shortage and increased competition for talented workers in many fields (e.g., software engineering, nursing). Additionally, the change in the economy has resulted in the displacement and unemployment of people who do not have the skills needed for knowledge-oriented jobs (e.g., Bell, Berry, Marquardt, & Green, 2013; Karren & Sherman, 2012). These changes imply that nations need to alter their educational systems to meet job demands in new organizations (Gowan, 2012). The goals of knowledge organizations should continue to bring about changes in HR processes in the future (e.g., Schuler, Jackson, Jackofsky, & Slocum, 1996). For instance, it can be expected that HR practices will employ broad based recruiting to ensure that they uncover skilledapplicants, design jobs to emphasize autonomy and participation in decision-making, use team oriented structures to enhance collaboration and innovation, stress training and employee skill development, and provide incentives that foster employee identification, innovation, and retention. HR will need to shift its emphasis to employee retention, and meeting the varied needs of knowledge workers. Some of these new practices have already been implemented in organizations, but many organizations still use HR practices that do not support knowledge-oriented organizational goals. Future HR processes will need to be modified if knowledge organizations are to be successful. Research will also be needed to examine the effectiveness of these new practices.Although we considered the new knowledge economy as a challenge for HR in organizations, it can also be viewed as an opportunity for change. Given that the skills and abilities of knowledge workers are key to the success of new organizations, the transformation to a knowledge economy provides opportunities for the HR function to become a priority in organizations. As a result, we believe that HR will become more of a critical function in organizations, and the field should be viewed as more essential to the overall success of the organizations.2.Rise in globalizationA second factor calling for changes in HR processes is the rise in globalization. Globalization in this context refers to organizations that operate on a global or international scale (Oxford Dictionary, 2014b). Organizations operating in a global environment face a number of new challenges including differences in language and culture of employees, and variations in social, political and legal systems. Multinational corporations (MNCs) are large companies operating in several countries that are confronted with new questions, including how to create consistent HR practices in different locations, how to develop a coherent corporate culture, and how to prepare managers to work in a diverse cultural environment (Sparrow, 2007).Research on HR in the international context has focused on three approaches to understanding the issues that arise in global environments: international, comparative,and cross-cultural HR (Parry, Stavrou-Costea, & Morley, 2011). International approaches focus on HR strategies, systems, and practices in different socio-cultural contexts and different geographic territories (Parry et al., 2011). It also outlines the anatomy of MNCs, and considers the unique set of HR issues that occur in these contexts (Budhwar & Sparrow, 2002). Although researchers differ on the factors that affect HR practices in global environments, most agree that the following variables influence these systems: (a) contextual variables (such as the host country's legal system, cultural distance between host country and employees' country), (b) firm-specific variables (such as the stage of internationalization, type of industry, link between strategy and structure), and (c) situational variables (such as staff availability, need for control, locus of decision making) (e.g., Budhwar & Sparrow, 2002; Schuler, Dowling, & De Cieri, 1993; Welch,1994).Comparative HR explores the context, systems, and national patterns of HR in different countries, and discusses the idiosyncrasies of various institutions and economic environments (e.g., Aycan et al., 2000; Isenhour, Stone, & Lien, 2012a; Parry et al., 2011). Most of the research on comparative HR indicated that HR practices differ across nations, and are aligned with national cultures (Stone & Stone-Romero, 2008). Two examples of that research include a study by Schuler and Rogovsky (1998) that assessed the relations between Hofstede's national culture dimensions and the design of HR practices. These authors found that a national emphasis on individualism was positively correlated with a company's use of pay-for-performance pay systems. In addition, Gooderham, Nordhaug, and Ringdal (1999) explored cross-national differences in HR practices across European nations. Their results revealed that individualistic nations (e.g., UK, France, and Spain) were more likely to use calculative HR strategies (e.g., pay for performance) than collective nations (e.g., Scandinavian countries). Conversely, collective nations (Scandinavian countries) were more likely to use collaborative practices (e.g., employee participation) than individualistic countries (e.g., Germany, France and Spain).Finally, cross-cultural HR examines the degree to which individuals' cultural values influence the acceptance and effectiveness of HR practices (Aycan et al., 2000;Gelfand, Erez, & Aycan, 2007; Isenhour, Stone, & Lien, 2012b; Stone, Stone-Romero, & Lukaszewski, 2007). Most of the theories in HR and Organizational Behavior (OB) were developed in Western nations and assume that the cultural values of individuals in organizations are homogeneous (Gelfand et al., 2007). However, it is clear that employees' cultural values differ in U.S. and global contexts, and organizations need to align their HR processes with these cultural values (e.g., Gelfand et al., 2007; Stone & Stone-Romero, 2008). For example, cross-cultural research indicated that individuals' cultural values shape their reward preferences, and their reactions to negative feedback (e.g., Gelfand et al., 2007; Joshi & Martocchio, 2008; Stone, Johnson, Stone-Romero, & Hartman, 2006; Stone-Romero & Stone, 2002). In particular, individuals who valued individualism preferred reward allocation systems based on equity or proportionality, but those who valued collectivism preferred equality-based allocation systems (Sama & Papamarcos, 2000). As a result, pay-for-performance systems may motivate employees who are individualistic, but group-based or profit-sharing systems may be more effective with those who value collectivism (e.g., Joshi & Martocchio, 2008; Miller, Hom, & Gomez-Mejia, 2001). Furthermore, research by Stone-Romero and Stone (2002) revealed that individuals who endorse collectivism were more likely to accept negative feedback than those who stress individualism.Given that most organizations are operating in a global environment, we expect that the field will pay even more attention to these issues in the future. One reason is that the employment rates of U.S.-based MNCs have grown consistently over the past decades, and they now employ over 34.5 million workers in multiple countries (Bureau of Economic, 2013). It is anticipated that the numbers of MNCs will continue to expand over time, and HR practices will need to be congruent with these new multicultural and complex contexts. As a result, we expect that future research in HR will focus on the effectiveness and acceptance of HR practices in global environments.Even though we have considered globalization as a challenge for organizations, we believe that it also provides many new opportunities. For instance, globalizationshould expand markets for products and services, and may enhance creativity and innovation because organizations will become more culturally diverse. Research showed consistently that diversity increases innovation and creativity, and this should also apply to the field of HR (van Knippenberg, De Dreu, & Homan, 2004). In particular, HR in global contexts will have to use creative solutions for attracting, motivating, and retaining diverse employees. For example, they may have to use unique rewards systems (e.g., cafeteria or flexible reward systems) to ensure that they meet the needs of workers from different cultural backgrounds (e.g., Stone, Deadrick, Lukaszewski, & Johnson, 2015). Of course, research will be needed to examine the effectiveness of these new approaches.3.Growing domestic diversityApart from changes in the economy and globalization, organizations are also faced with major shifts in the composition of the U. S. population. In particular, it is expected that our population will be older and more ethnically diverse by 2060 (U.S. Bureau of Census, 2014). For instance, by 2060 one in five Americans will be 65 years of age or older, and the number of working age people in the population (ages 18 to 64) will decrease from 62.7% to 56.9%. Along with the age-related changes, the work values of younger generations are expected to be different than previous groups (e.g., Baby Boomers). As a result, organizations will need to develop HR practices that are aligned with the primary goals and the values of multiple generations of employees (Cennamo & Gardner, 2008; Twenge, Campbell, Hoffman, & Lance, 2010).3.1.Increased age and generational diversityAlong with the aging workforce come many new challenges for HR. For instance, given the shortage of skilled workers there is a growing concern about the retention of skilled baby boomers. One reason for this is that baby boomers often have unique skills and abilities that are critical to organizational success, and companies are justifiably worried about retaining them in their roles until qualified replacements can be found or trained. In order to retain these individuals, organizations will need toincrease flexible work arrangements, allow part-time work, provide a supportive environment, and employ recognition systems to motivate them to stay with the organization (Armstrong-Stassen, Schlosser, & Zinni, 2012; Cheung & Wu, 2013; Shacklock & Brunetto, 2011).Another challenge facing organizations is that they will be staffed by members of multiple generations, and members of generations differ in terms of work values, attitudes, and behaviors (Cennamo & Gardner, 2008; Twenge et al., 2010). As a result, organizations will have to modify their HR practices in order to attract and retain skilled members of all of these groups. For example, recent research indicated that baby boomers (born 1946 to 1964) placed a strong emphasis on hard work and achievement, valued intrinsic rewards, and stressed loyalty to the organization (Cennamo & Gardner, 2008; Twenge et al., 2010). In contrast, members of generation X (born 1965–1981) were more likely to value extrinsic rewards, leisure time, steady employment, work family balance, and promotion opportunities than baby boomers (Cennamo & Gardner, 2008; Twenge et al., 2010). Research also indicated that the values of generation Y were somewhat similar to those of generation X (born 1982–1999; i.e., they valued leisure time, work–family balance, extrinsic rewards, status), but they were more likely to emphasize freedom than either generation X or baby boomers. In addition, members of generation Y stressed extrinsic rewards less than generation X, but both generations X and Y reported greater intentions to leave organizations than baby boomers (Twenge et al., 2010).Given these differences in values, organizations are faced with the complex challenge of aligning reward and compensation systems with the values of multiple generations. For example, they may need to expand beyond merely static pay and benefits and incorporate more flexible reward systems. In particular, they might identify the reward preferences of individuals, and develop cafeteria reward systems that provide employees with a total sum for their overall compensation, thus allowing them to select different rewards and benefits (e.g., one person might select vacation time in lieu of pay, whereas others might select pay instead of time off from work; Stone‐Romero, Stone, & Salas, 2003).3.2.Expanded ethnic diversityThere will also be dramatic change in the racial and ethnic make-up of our society. Today, ethnic minorities make up about 37% of the population, but estimates indicate they will comprise 57% of the nation by 2060 (U.S. Bureau of Census, 2014). It has also been projected that the U.S. will become a majority–minority nation by 2043, and the numbers of Hispanic–Americans (Hispanic) will more than double in the coming years (U.S. Bureau of Census, 2014). By 2060, one in three people in the U.S. will be Hispanic.Even though there has been relatively little HR research on the cultural values of ethnic minorities in the U. S., some studies found that, on average, they have different values than Anglo-Americans (Bell, Marquardt, & Berry, 2014; Guerrero & Posthuma, 2014; Stone & Stone-Romero, 2008). For example, Hispanics, African–Americans, Asian–Americans, and Native Americans are, on average, more likely to endorse collective values than Anglo-Americans (Guerrero & Posthuma, 2014; Stone et al., 2006; Triandis, 1994). In contrast, Anglo-Americans are, on average, more likely to stress individualism than their counterparts, but it should be cautioned that there are within group differences in cultural values for all of these sub-groups (Betancourt & Lopez, 1993).Given the transformation in the composition of the U.S. population, current HR practices may be less effective with employees from diverse backgrounds than those from the dominant group. The primary reason for this is that traditional HR processes were designed for a homogeneous set of employees with individualistic cultural values, and the new workforce is likely to have value systems based on collectivism and familism (e.g., Gelfand et al., 2007; Stone & Stone-Romero, 2008). Thus, organizations will have to have their HR practices modified so that they are aligned with the values of new generations, and the cultural values of diverse employees. As noted above, members of different ethnic subgroups often have distinctive reward preferences, and unique work values, and should react differently than Anglo-Americans to traditional HR processes.Thus, in order to attract and retain subgroup members, organizations may have toalter their current reward and benefit systems to meet the needs of these employees. For example, many ethnic subgroup members are more familistic and collective than AngloAmericans (Phinney, 1996), so they may prefer that organizations offer opportunities for teamwork, work–family balance, time off from work, and group based reward systems. As a result, organizations that develop cafeteria compensation and benefits systems that provide flexibility in terms of reward and benefit allocations may be more attractive to the new workforce than traditional reward systems. For instance, those employees who value familism can choose an extra week of vacation time to spend with their families in lieu of pay or other benefits. Organizations will be able to use these flexible compensation plans to attract talented applicants from all ethnic groups.In view of the coming changes in generational and domestic diversity, organizations are likely to modify their future HR practices to meet the needs of employees with diverse values. To date, most of the research on domestic diversity has focused on unfair discrimination and relational demography (e.g., Stone‐Romero et al., 2003; van Knippenberg et al., 2004). We believe that future HR research will need to be expanded and dig deeper into the value differences, reward preferences, and unique work roles of the new diverse workforce.In our discussion above, we viewed changes in generational and ethnic diversity as a challenge for organizations. However, they can also be considered opportunities for organizations to utilize the many talents and skills that these individuals bring to the workforce, and should provide a wide array of individuals with the chance to display their skills and talents. Furthermore, the altered composition of the workforce should help organizations reach broader markets for their products and services, and increase the innovation and creativity in organizations (van Knippenberg et al., 2004). They should also prompt organizations to develop new HR practices that will meet the needs of all members of the workforce (e.g., cafeteria reward systems) (Stone et al., 2006).4.Emerging use of technologyOver the past 30 years, one of the major drivers of change in HR has been the increased use of information technology (hereinafter referred to as technology) to collect, store, and utilize data for decision-making (e.g., Gueutal & Stone, 2005; Strohmeier, 2007; Strohmeier & Kabst, 2009). Technology, especially, the World Wide Web, has transformed key HR processes in organizations (e.g., e-recruiting, e-selection, e-training), and modified the nature of jobs and the relationships between individuals and organizations (Kiesler, Siegel, & McGuire, 1984). For example, it has enabled organizations to use the Internet to advertise jobs, and made it possible for applicants to apply for jobs online (e.g., Dineen & Allen, 2013). In addition, organizations are using various forms of technology to deliver training to employees (e.g., the Internet, intranet systems, video conferencing, online simulations; Salas, DeRouin, & Littrell, 2005). Research on the use of technology to facilitate HR processes indicated that it typically enhances efficiency, and decreases costs associated with HR transactions (e.g., Dulebohn & Johnson, 2013; Dulebohn & Marler, 2005; Strohmeier, 2007). However, some researchers argued that there is no clear evidence that it helps HR meets its primary goals of attracting, motivating, and retaining talented employees (see Stone et al., 2015, for a detailed discussion of influence of technology and the future of HR).Despite the increased efficiency and cost savings associated with the use of technology in the field of HR, researchers maintained that there are a number of limitations associated with using current technologies to manage HR processes (e.g., Stone et al., 2015;Stone‐Romero et al., 2003). For instance, information technologies are often static and use one-way communication systems that do not allow applicants or employees to ask questions or gain advice from HR professionals (e.g., benefits). As a result, the technologies can be impersonal, inflexible, and create an artificial distance between supervisors and employees. Likewise, the use of technology for training may be less engaging than traditional methods, and may not give trainees the opportunity to practice or gain feedback. Furthermore, technology may actually transfer the work of HR departments to line managers or employees, which may reduce overall productivity in organizations (Stone‐Romero et al., 2003).In spite of possible limitations associated with using technology to manage HR processes, it will continue to transform the field in the future. Furthermore, it can be argued that new technologies will emerge that should decrease some of the major drawbacks associated with current systems. For instance, a number of researchers argued that the use of new interactive technologies (e.g., Web 2.0, social media, virtual simulations or job fairs, chat rooms, cloud computing, mobile devices) should decrease some of the weaknesses associated with current systems (see Dineen & Allen, 2013; Stone et al., 2015; Sullivan, 2014). For example, the use of social media, chat rooms, and high definition cloud computing should enable applicants and employees to engage in an interactive dialogue with recruiters or managers. Similarly, the use of virtual reality should provide applicants with opportunities to attend virtual job fairs, give supervisors the ability to mentor subordinates, and offer trainees the chance to participate in virtual training simulations. All of these virtual environments should increase the degree to which technology-based HR processes are personal, flexible, interactive, engaging, and decrease the interpersonal distance between employees and supervisors. Although these arguments seem plausible, research will be needed to examine the effectiveness and acceptance of these new HR processes.Despite the fact that we viewed technology as a challenge in the sections above, it should be noted that it also provides new opportunities for the field of HR. For instance, research showed that technology often decreases the administrative burden in HR, increases efficiency, and allows the field to contribute to the strategic direction of organizations (Stone & Dulebohn, 2013). To date, there is no evidence that it helps organizations achieve its primary goals, but we believe that new interactive technologies will facilitate the attraction and retention of critical employees (Stone et al., 2015). One reason for this is that it will allow supervisors and HR professionals to engage in more frequent interaction and communication with employees. As a result, they will be able to identify and meet the needs of critical employees, and ensure that they remain with the organizations. It may also enable organizations to make better HR decisions based on objective information or decision support systems (Dulebohn & Johnson, 2013). Furthermore, it may facilitate interactions with stakeholders insideand outside the organization. For example, supervisors may be able to communicate with external customers in order to improve employees' performance, and HR professionals should be capable of staying abreast of innovative practices used by other organizations (see Ulrich & Dulebohn, 2015, for a detailed discussion of these issues).中文译文：影响人力资源管理未来的挑战和机遇摘要如今，人力资源（HR）管理领域正面临着巨大的变革压力。
管理信息系统外文翻译 (2)
毕业设计（论文）外文文献翻译毕业设计（论文）题目翻译（1）题目管理信息系统翻译（2）题目数据库管理系统的介绍学院计算机学院专业姓名班级学号Management Information SystemIt is the MIS(Management Information System ) that we constantly say that the management information system , and is living to emphasize the administration , and emphasizes that it changes into more and more significantly and more and more is universalized in the contemporary community of message . MIS is a fresh branch of learning, and it leaped over several territories, and for instance administers scientific knowledge, system science, operational research, statistic along with calculating machine scientific knowledge. Is living on these the branches of learning base, and takes shape that the message is gathered and the process means, thereby take shape the system that the crossbar mingles.1. The Management Information System Summary20 centuries, in the wake of the flourishing development of whole world economy, numerous economists propose the fresh administration theory one by one. Xi Men propose the administration and was dependent on idea to message and decision of strategic importance in the 50’s 20 centuries. The dimension of simultaneous stage is admitted issuing cybernetics, and he thinks that the administration is a control procedure. In 1958, Ger. write the lid: “ the administration shall obtain without delay with the lower cost and exact message, completes the better control “. This particular period, the calculating machine starts being used accountancy work. The data handling term has risen.In 1970, Walter T.Kennevan give administration that has raised the only a short while ago information system term to get off a definition: “ either the cover of the book shape with the discount, is living appropriately time to director, staff member along with the outside world personnel staff supplies the past and now and message that internal forecasting the approaching relevant business reaches such environment, in order to assist they make a strategic de cision”. Is living in this definition to emphasize, yet does not emphasize using the pattern, and mention the calculating machine application in the way of the message support decision of strategic importance.In 1985, admonishing information system originator, title Buddhist nun Su Da university administration professor Gordon B.Davis give the management information system relatively integrated definition, in immediate future “ administer the information system is one use calculating machine software and hardware resources along with data bank man - the engine system.It be able to supply message support business either organization operation, administration or the decision making function. Comprehensive directions of this definition management information system target and meritorious service capacity and component, but also make known the management information system to be living the level that attains at that time.1.1 The Developing History of MISThe management information system is living the most primarily phase iscounting the system, the substance which researched is the regular pattern on face between the incremental data, it what may separate into the data being mutually related and more not being mutually related series, afterwards act as the data conversion to message.The second stage is the data are replaced the system, and it is that the SABRE that the American airline company put up to in the 50’s 20 centuries subscribes to book the bank note system that such type stands for. It possess 1008 bank note booking spots, and may access 600000 traveler keep the minutes and 27000 flight segments record. Its operation is comparatively more complex, and is living whatever one “spot ”wholly to check whether to be the free place up some one flight n umbers. Yet through approximately attending school up to say, it is only a data and replaces the system, for instance it can not let know you with the bank note the selling velocity now when the bank note shall be sell through, thereby takes remedying the step. As a result it also is administer information system rudimentary phase.The third phase is the status reports system, and it may separate into manufacture state speech and service state and make known and research the systems such as status reports and so on. Its type stands for the production control system that is the IBM corporation to the for instance manufacture state speech system. As is known to all, the calculating machine corporation that the IBM corporation is the largest on the world, in 1964 it given birth to middle-sized calculating machine IBM360 and causes the calculating machine level lift a step, yet form that the manufacture administration work. Yet enormously complicatedly dissolve moreover, the calculating machine overtakes 15000 difference components once more, in addition the plant of IBM extends all over the American various places to every one components once more like works an element, and the order of difference possess difference components and the difference element, and have to point out that what element what plant what installation gives birth to, hence not merely giving birth to complexly, fitting, installation and transportation wholly fully complex. Have to there be a manufacture status reports system that takes the calculating machine in order to guarantee being underway successfully of manufacture along with else segment as the base. Hence the same ages IBM establish the systematic AAS of well-developed administration it be able to carry on 450 professional work operations. In 1968, the corporation establishes the communal once more and manufactures informationsystem CMIS and runs and succeeds very much, the past needs 15 weeks work, that system merely may be completed in the way of 3 weeks.It is the data handling system that the status reports system still possess one kind of shape , and that it is used for handles the everyday professional work to make known with manufacture , and stress rests with by the handwork task automation , and lifts the effectiveness with saves the labor power . The data handling system ordinarily can not supply decision of strategic importance message.Last phase is the support systems make a strategic decision, and it is the information system being used for supplementary making a strategic decision. That system may program and the analysis scheme, and goes over key and the error solve a problem. Its proper better person-machine dialogue means, may with not particularlythe personnel staff who have an intimate knowledge of the calculating machine hold conversation. It ordinarily consists of some pattern so as to come into being decision of strategic importance message, yet emphasize comprehensive administration meritorious service capacity.1.2 The Application of Management Information SystemThe management information system is used to the most base work, like dump report form, calculation pay and occurrences in human tubes and so on, and then developing up business financial affairs administrations and inventory control and so on individual event operational control , this pertains to the electron data handling ( EDP Data Processing ) system . When establish the business data bank, thereby possess the calculating machine electric network to attain data sharing queen , the slave system concept is start off , when the implementation the situation as a whole is made program and the design information system ,attained the administration information system phase . In the wake of calculating machine technique progress and the demand adjust the system of people lift further, people emphasize more furthermore administer the information system phase. Progress and people in the wake of the calculating machine technique lift at the demand adjust the system further, people emphasize more furthermore to administer the information system whether back business higher level to lead makes a strategic decision this meritorious service capacity, still more lay special emphasis on the gathering to the external message of business and integrated data storehouse, model library , means storehouse and else artificial intelligence means whether directly to decision of strategic importance person , this is the support system ( DDS ) mission making a strategic decision.There is the part application that few business start MIS inner place the limit of the world at the early days of being living in the 70’s 20 centuries. Up at the moment, MIS is living, and there be the appropriatePopularization rate in every state nation in world, and nearly covered that every profession reaches every department.1.3 The Direction of MIS DevelopmentClose 20 curtains; external grand duke takes charge of having arisen3 kinds of alternations:A. Paying special attention to the administration being emphasized toestablishing MIS’s s ystem, and causing the administration technique headfor the ageing.B. The message is the decision of strategic importance foundation, and MISsupplies the message service in the interest of director at all times.C. Director causes such management program getting in touch with togetherwith the concrete professional work maneuver by means of MIS. not merelybig-and-middle-sized business universally establish MIS some small-sizebusiness also not exceptions of self, universally establish the communaldata network, like the electronic mail and electron data exchange and so on,MIS supplied the well support environment to the application of Intranet’stechnique to speedily developing of INTERNET especially in the past fewyears in the interest of the business.Through international technique development tendency is see, in the 90’s 20 centuries had arisen some kinds of brand-new administration technique.1. Business Processes Rebuild (BPR)A business should value correctly time and produce quality, manufacturing cost and technical service and so on several section administrations, grip at the moment organization and the process compose once more,andcompletes that meritorious service capacity integrationist, operation processization and organization form fluctuation. Shall act as the service veer of middle layer management personnel staff the decision of strategic importance of the director service?2. Intelligentization Decision Support System (IDSS)The intelligentization decision of strategic importance support system was sufficiently consider demand and the work distinguishing feature of business higher level personnel staff.3. Lean Production (LP)Application give birth to on time, comprehensive quality control and parallel project that picked amount is given birth to and so on the technique, the utmost product design cutting down and production cycle, raise produce quality and cuts down the reproduced goods to reserve, and is living in the manufacture promote corps essence, in order to meet the demand that client continuously changes.4. Agile Manufacture (AM)One kind of business administration pattern that possess the vision, such distinguishing feature is workers and staff members’ quality is high, and the organization simplifies and the multi-purpose group effectiveness GAO message loading is agile and answers client requires swiftly.2. The Effect To The Business Administration of MIS DevelopmentThe effect to the business administration of the management information system development is administered the change to business and business administration of information system development and come into being and is coming into being the far-reaching effect with.Decision of strategic importance, particularly strategic decision-making may be assisted by the administration information system, and its good or bad directly affects living and the development up the business. The MIS is impeding the orientation development that the administration means one another unites through quality and ration. This express to utilize the administration in the calculation with the different mathematical model the problem in the quantitative analysis business.The past administer that the problem is difficult to test, but MIS may unite the administration necessaries, and supply the sufficient data, and simulates to produce the term in the interest of the administration.In the wake of the development of MIS, much business sit up the decentralizedmessage concentration to establish the information system ministry of directly under director, and the chief of information system ministry is ordinarily in the interest of assistant manager’s grade. After the authority of business is centralized up high-quality administration personnel staff’s hand, as if causing much sections office work decrease, hence someone prophesy, middle layer management shall vanish. In reality, the reappearance phase employed layer management among the information system queen not merely not to decrease, on the contrary there being the increase a bit.This is for, although the middle layer management personnel staff getting off exonerate out through loaded down with trivial details daily routine, yet needs them to analyses researching work in the way of even more energy, lift further admonishing the decision of strategic importance level. In the wake of the development of MIS, the business continuously adds to the demand of high technique a talented person, but the scarce thing of capability shall be washed out gradually. This compels people by means of study and cultivating, and continuously lifts individual’s quality. In The wake of the news dispatch and electric network and file transmission system development, business staff member is on duty in many being living incomparably either the home. Having caused that corporation save the expenses enormously, the work efficiency obviously moves upward American Rank Zeros corporation the office system on the net, in the interest of the creativity of raise office personnel staff was produced the advantageous term.At the moment many countries are fermenting one kind of more well-developed manufacturing industry strategy, and become quickly manufacturing the business. It completely on the basis of the user requirement organization design together with manufacture, may carry on the large-scale cooperation in the interest of identical produce by means of the business that the flow was shifted the distinct districts, and by means of the once more programming to the machinery with to the resources and the reorganization of personnel staff , constituted a fresh affrication system, and causes that manufacturing cost together with lot nearly have nothing to do with. Quickly manufacturing the business establishes a whole completely new strategy dependence relation against consumer, and is able to arouse the structure of production once more revolution.The management information system is towards the self-adoption and Self-learning orientation development, the decision procedure of imitation man who is be able to be better. Some entrepreneurs of the west vainly hope that consummate MIS is encircles the magic drug to govern the business all kinds of diseases; Yet also someone says, and what it is too many is dependent on the defeat that MIS be able to cause on the administration. It is adaptable each other to comprehend the effect to the business of MIS, and is favor of us to be living in development and the research work, and causes the business organization and administer the better development against MIS of system and administration means , and establish more valid MIS.The Source Of Article： Russ Basiura, Mike Batongbacal管理信息系统管理信息系统就是我们常说的MIS(Management Information System), 在强调管理，强调信息的现代社会中它变得越来越重要、越来越普及。
管理信息系统外文翻译
毕业设计(论文)外文资料翻译系 ：专 业：姓 名：学 号：外文出处： Madiha shah procedia-social and附 件 ：1.外文资料翻译译文；2.外文原文(用外文写)附件1：外文资料翻译译文管理信息系统(MIS)对学校的影响-----文献报告Madiha Shah Malaysia. Malaya大学马来西亚摘要鉴于其快捷和有效性,教育管理信息技术的使用已迅速增加。
在其发展的初始阶段,管理信息系统(MIS)的主要目的和使用是改善学校办公室活动的效率。
它是用于存储的学生和全体职工的数据。
最重要的的是重要数据录入和整理,而不是在数据传输或分析。
管理信息的价值当时被人们公认。
在集成阶段，全盘回顾文献，其强调积极影响学校管理和管理信息系统管理,包括更好的可访问性信息,更有效的管理,学校资源更高的利用率同时也减少了工作量,更好的时间管理,提高报告的质量。
对于信息管理系统，大量的抑制剂的使用在文献中很明显,其中最重要的是缺乏时间,缺乏信心或能力,缺乏培训,缺乏高层管理人员的支持,缺乏技术支持等。
管理信息系统可以提供所需的信息通知计划、决策和评估方面相关的管理员和教师。
管理信息系统改变了学校管理领域的领导、决策、工作负载、人力资源管理、沟通、责任,规划等方方面面。
这些系统可以帮助学校管理者在决定学校的目标,制定战略计划,分配资源,评估员工的绩效以及组织时更加顺利。
关键词: 管理信息系统、MIS 、学校管理、学校管理。
1、介绍电脑被视为有潜力在教学、学习和学校的管理方面做出重大的贡献。
信息和介绍通信技术(ICT)进入到学校包括硬件、软件、网络和员工发展的广泛的投资被认为是值得的前提。
如果有证据表明,它使在学校的表现和产生相应的影响有效性(Condie et al .,2007)真实存在。
利用信息技术在教育管理就会由于其效率和迅速增加有效性。
学校管理人员花大量的时间用于解决复杂的分配问题(如人员分配、资源分配、时间安排)和监控学校的操作已经有了更好的选择旨运用发展该技术。
人力资源管理系统中英文对照外文翻译文献
人力资源管理系统中英文对照外文翻译文献Human resource management systems (HRMS) have e essential tools for businesses of all sizes。
including small offices with just 20 XXX using HRMS。
firms can improve their efficiency and ce the time and money XXX。
HRMS XXX。
XXX difficult economic times。
XXX of their business。
including human resources.HRIS are packages are designed to address HR needs。
including planning。
employee n access。
XXX the company's current and future HR needs。
businesses can determine which HRMS features will be most useful for their specific needs。
For example。
HRMS can help with recruitment。
training。
performance management。
XXX.Once the planning stage is complete。
businesses XXX This includes automating tasks such as employee data management。
benefits n。
XXX employees。
providing them with access toimportant n such as company policies。
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
MVC Design PatternMVC is a widely popular software design pattern, as early as in the 70's, IBM introduced the Sanfronscisico on the project, in fact, is the MVC design pattern research. Recently, with the maturity of J2EE, it is becoming a recommendation in the J2EE platform, a design model, the majority of Java developers are also very interested in the design model. MVC model is gradually developed in PHP and ColdFusion are in use, and growth trends. With the rapid increase in web applications, MVC model for the development of Web applications is a very advanced design idea, no matter what language you choose, no matter how complicated the application, it can be for you to understand and provide the most basic application model analytical methods, structural products for you to provide a clear framework for the design, for your software projects in accordance with norms.MVC design ideaMVC in English or Model-View-Controller, an application that is input, process, output process in accordance with the Model, View, Controller isolated manner, such an application is divided into three layers - model layer, view layer, control layer. View (View) on behalf of the user interface for Web applications can be summed up as HTML interface, but has the potential to XHTML, XML, and Applet. With the application of the complexity and scale, the interface has become challenging to deal with. An application may havedifferent views, MVC design pattern to deal with the view of the limited view of data acquisition and processing, as well as the user's request, not included in the view on the handling of business processes. The handling of business processes to the model (Model) to deal with. For example, a view only accept orders from the model data and display to users, as well as input userinterface data and the request passed to the control and model.Model (Model): is the business process / status of the processing and business rules. Business process layer is the other black-box operation, the model view to accept the request of the data, and return the results of the final. The design of business models can be said to be the most important core of MVC.Currently popular model of EJB applications is a typical example of the application of technology from the perspective of the model further delineation in order to make full use of existing components, but it can not be used as a framework for application design model. It only tell you that according to the design of this model will be able to use certain technology components, thereby reducing the technical difficulties. Example of a developer, you can focus on business model design. MVC design pattern tells us that the application of the model according to certain rules of taking away the level of extraction is very important, which is to determine whether the development in accordance with good design. Abstract and concrete can not be separated too far, nor too close.MVC model did not provide the design method, but only tell you that the management of these models should be organized in order to facilitatereconstruction and improve the model reusability. We can make an analogy with object programming, MVC defines a top-level category, the sub-class to tell it you have to do these, but you can not do these restrictions. This is the developer of the programming is very important. There is also a business model of the model is very important that the data model. Data model mainly refers to the object data entities (continued of).Forexample, an order will be saved to the database, to obtain orders from the database. We can separate this model, all the operation of the database is only.limited to the modelControl (Controller) can be interpreted as a request received from the user, matching the model and view together to complete the user's request. The roleof division of control layer is also very clear that it clearly tell you thatit is a distributed, and what kind of model to choose, choose what kind of view, to complete what the user requests. Control layer does not do any data processing. For example, the user clicks on a link and control layer to receive arequest, does not deal with business information, only the user's information to the model, to tell what model to choose the view to meet the requirements to return to the user. Therefore, a model may correspond to multiple views, one view may correspond to a number of models.The benefits of MVCMost of the process of language use such as ASP, PHP developed Webapplications, the development of the initial template is the mixed layer of the data programming. For example, send the request directly to the database and display HTML, development speed is often faster, but because of the separation of data pages is not very direct, and therefore reflect the business model difficult to look or model reusability. Very flexible product design efforts,it is difficult to meet the changing needs of users. MVC layered on the application of the requirements, although additional work would take, but clearly the structure of products, product application through the model can be better reflected.First of all, the most important thing is that there should be a number of view corresponds to the ability of a model. In the current rapidly changing user requirements, it may have access to a wide range of applications. For example, orders for the model may be orders of the system as well as online orders, or orders for other systems, but the handling of orders is the same, that is to say the handling of orders is the same. MVC design pattern in accordance with a orders for models and multiple views can solve the problem. This reduced the code to copy, that is, a reduction of the maintenance code, once the model changes, but also easy to maintain.MVC Design ModelSecondly, the data returned as a result of the model without any display format, so these models can also be directly applied to the use of interfaces.Third, as a result of an application to be separated into three, it issometimes one of them will be able to change to meet changes in the application.An application of business processes or business rules change simply changes the model layer MVC.The concept of control layer is also very effective, because of itsdifferent models and different views together to complete various requests, the control layer can be said to be included in the concept of a user request for permission.Finally, it is also beneficial to the management of software engineering. Because each different layer, each layer of different applications have some similar characteristics, is conducive to the adoption of engineering and management tools of program code generated.The shortcomings of MVCDesign and implementation of MVC is not very easy, easier to understand, but for developers the requirements are relatively high. MVC is just a basic designidea, but also the need for careful design and planning.Model and the strict separation of view may make debugging more difficult, but easier to find errors.Experienee has shown that, MVC as a result of the application is divided into three, means that the nu mber of code files, so the n eed for docume nt man ageme nt. costs point thought.Above, MVC is a very good software to build a basic model, at least the separation of process ing and display, forcing the applicati on is divided into model, view and con trol layer, making you seriously consider the additional complexity of the application of these ideas into the structure, an in crease of applicati on scalability. If we can grasp this, MVC model will make your applicati on stro nger, more flexible and more pers on alized.指导教师评语:签名：年月日。