人事管理系统中英文摘要
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。
人力资源管理介绍英文IntroductionofHumanResourcesManagement
HR strategy
Control HR Strategy ─ Clear job descriptions ─ Detailed work planning ─ Emphasis on technical skills ─ Job-specific training ─ Job-based pay ─ Performance evaluations for control
▪ Significant resources on training ▪ Offering free or low cost healthcare, providing on-site athletic facilities,
cafeteria ▪ Giving employee stock options ▪ Practicing open-book management ▪ Recognizing excellent performance
Industrial Revolution ─ Changed the nature of work ─ Large numbers of people to work together
The personnel administration movement ─ By the late 1800s and early last century ─ The personnel profession (e.g., welfare secretary) began to emerge ─ Basic personnel management functions, such as employee selection, training and compensation and benefits.
人力资源管理中英文经典概述
为今后可能的提升做准备 Prepare for possible future promotions
培训与开发的四个方面Four aspects
培训需求分析 training demand analysis
培训计划制定 Training planning
培训效果评估 evaluation of the training effectiveness
招聘与配置——人岗匹配 Person-job fit
➢ 人岗匹配：Person-job fit，即 P-J fit。定义为一个人 才能与职位的需求之间，或者人的愿望与工作的属性之 间的匹配。It is defined as a match between one's abilities and the needs of the position, or between one's desires and the attributes of the job.
PART 2 人力资源管理规划
WHAT IS HRM Planning？
人力资源规划
人力资源管理规划就像航行出海的船，在出行前要找到合适的、明确的 目的与方向，即最合适本部门公司的制度，这就需要确定HR工作目的定 位和实现途径。
Human resource management planning, like a boat sailing out to sea before the trip to find the right and clear goal and direction, which is most suitable for the system of the company, the department that need to be sure HR work target and implementation approach.
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。
外文翻译人力资源治理系统
附录Ⅰ英文原文Human resource management systemOperators 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 ultim ate 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 HRmodules, or simply "Payroll", refers to the systems and processes at the intersection between (HRM) and . 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 (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 processes. Efficient and effective management of "" 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 anintegrated HRMS. Before the 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 , , and Software as a Service or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:1.Payroll1.Work Time2.Benefits Administration3.HR management Information system4.Recruiting5.Training/6.Performance Record7.Employee Self-ServiceThe 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. Thismodule 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 .Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. 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 exposure of availabilities has given rise to the development of a dedicated , 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 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 areavailable 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 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 that encompasses a subset of the above.译文人力资源治理系统操作人员随着能力的要求来增加容量。
人力资源管理中英文对照外文翻译文献
人力资源管理中英文对照外文翻译文献中英文对照外文翻译文献(文档含英文原文和中文翻译)原文：The Mediating Effects of Psychological Contracts on the Relationship BetweenHuman Resource Systems and Role Behaviors: A Multilevel AnalysisAbstractPurpose The purpose of this study was to examine the mediating effect of the psychological contracts on the relationship between human resource (HR) systems and role behavior.Design/Methodology/Approach Multilevel analyses were conducted on data gathered from 146 knowledge workers and 28 immediate managers in 25 Taiwanese high-tech ?rms.Findings Relational psychological contracts mediated the relationship between commitment-based HR systems and in-role behaviors, as well as organizational citizenship behaviors. Transactional psychological contracts did not signi?cantly mediate these relationships. In addition, the results also indicated that commitment-based HR systems related positively to relational psychological contracts and negatively to transactional psychological contracts.Practical Implications Commitment-based HR systems could elicit a wide range of knowledge workers’ behaviors that are bene?cial to the goals ofthe ?rms. Furthermore ,our ?ndings also provide insight into, how HR systems potentially elicit employees’ role behaviors. Organizations could elicit employees’ in-role behaviors by providing ?nancial and other non-?nancial, but tangible, inducements and facilitate employees’ extra-role behaviors by providing positive experiences, such as respect, commitment, and support.Originality/Value The study is one of the primary studies to empirically examine the mediating effect of psycho-logical contracts on HR systems and employee behaviors. IntroductionHuman Resource (HR) systems create and support employment relationships. Thus, psychological contracts can be treated as employees’ beliefs stemming from the HR system. Furthermore, psychological contracts represent employees’ beliefs about mutual employment obligations.Employees tend to perform what they believe, that is, according to their psychological contracts. Thus, psycho-logical contracts are positively related to employees’ role behaviors, turnover intentions, commitment, and trust. In other words, psychological contracts are not only formulated by HR systems but also in?uence employee behaviors. Consequently, psychological contracts can be viewed as the linking mechanism between HR systems and employee behaviors.In the past decade, most psychological contract research has focused on identifying the components of psychological contracts and the effects of the ful?llment or the violation of psychological contracts by employers. For example, Robinson et al. (1994) found that the components of psychological contracts included expectations of high pay,pay based on the current level of performance, training,long-term job security, and career development. Based on these ?ndings, Robinson and Morrison (1995) further pro-posed that employees are less likely to engage in civic virtue behavior when these expectations were violated. In summary, researchers have con?rmed that violated psychological contracts negatively in?uence employees’ role behaviors while ful?lled psychological contracts have positive in?uences. However, no studies have empirically examined psychological contracts as a linkingmechanism between HR systems and employee behaviors.Accordingly, the goal of this study is to empirically examine psychological contracts as a mediator of the relationship between HR systemsand role behaviors. Our results will provide insights regarding the reason for HR systems having an effect on employees’ role behaviors. Based on these insights, HR practitioners will gain a better under-standing of how to facilitate employees’ role behaviors (e.g.,by offering them speci?c inducements). Subsequently, we provide a brief review of psychological contract research, discuss relationships between HR systems and psychological contracts, and propose psychological contracts as mediators of the HRsystem�Cemployee behavior relationship. HR systems are considered as an organizational level variable, whereas psychological contracts and role behaviors are both considered as individual level variables. Thus, relationships between HR systems and these variables are considered cross-level relationships and will be tested accordingly. Psychological ContractsInitially, a psychological contract was de?ned as an implicit, unwritten agreement between parties to respect eac h other’s norms and mainly used as a framework that referred to the implicitness of the exchange relationship between an employee and his/her employer. It did not acquire construct status until the seminal work of Rousseau in the 1990s. According to Rousseau (1989, 1995), a psycho-logical contract is an individual’s belief regarding the terms and conditions of a reciprocal exchange agreement between employees and employers. Furthermore, psycho-logical contracts include different kinds of mental models or schemas, which employees hold concerning reciprocal obligations in the workplace.In accordance with MacNeil’s (1985) typology of promissory contracts, Rousseau (1990) also categorized psychological contracts into two types: transactional and relational. Based on Rousseau and McLean Parks’ (1993) framework, transactional and relational psychological contracts differ on the following ?ve characteristics: focus ,time frame, stability, scope, and tangibility. Speci?cally, transactional contracts focus on economic terms, have a speci?c duration, are static, narrow in scope, and are easily observable. Relational contracts simultaneously focus on both economic and socio-emotional terms, have an indefinite duration, are dynamic, pervasive in scope, and are subjectively understood.In summary, transactional psychological contracts refer to employment arrangements with short-term exchanges of speci?ed performance terms and relational psychological contracts refer to arrangements with long-term exchanges of non-speci?ed performance terms. Empirical evidence supports notonly the existence of these two different types of psychological contracts,but also the movement between them. For example, Robinson et al.(1994) found that as contracts become less relational, employees perceived their employment arrangements to be more transactional in nature.Hypothesis 1 Commitment-based HR systems will positively relate to relational psychological contracts.In contrast, when an organization applies a low commitment-based HR system, such as narrowly de?ned jobs, limited training efforts, relatively limited bene?ts, and lower wages, employees will perceive that the organization has committed to offer them little to no training or career development. These perceptions will shape employees’transactional psychological contracts, which primarily focus upon the economic aspects of their short-term reciprocal exchange agreement with the organization. Accordingly, we hypothesize that commitment-based HR systems will negatively relate to transactional psychological contracts. Hypothesis 2 Commitment-based HR systems will negatively relate to transactional psychological contracts.The Mediating Effects of Psychological Contracts on the Relationship Between HR Systems and Role Behaviors.Organizations and their employees can be considered as the parties in the social exchange relationships. Based on the organization’s actions, such asHR systems, employees will generate their own perceptions, which in turn will determine their role behaviors in reciprocation to their organizations. Inother words, employees’ perceptions regarding the exchange agreement between themselves and their organizations mediate the relationships between HRsystems and employees’ role behaviors. Consequently, psychological contracts are expected to mediate the relationships between commitment-based HR systems and role behaviors.Role behavior refers to the recurring actions of an individualappropriately inter-correlated with the repetitive activities of others, to yield a predictable outcome. There are two types of role behaviors: in-roleand extra-role behavior. In-role behaviors are those behaviors required or expected within the purview of performing the duties and responsibilities ofan assigned work role (Van Dyne et al. 1995). Since they are required for the work role, employers adopt formal reward systems which provide ?nancial andother non-?nancial, but tangible inducements in exch ange for employees’ in-role behaviors.The exchange of ?nancial and tangible inducements is a key feature of economic exchange (Blau 1964) and, thus, the exchange relationships between commitment-based HR systems and employees’ in-role behaviors could be treated as a kind of economic exchange. In other words, commitment-based HR systems elicit employees’ in-role behaviors by shaping perceptionsregarding the economic terms of the exchange agreement between themselves and their organizations. Since both relational and transactional psychological contracts focus on economic terms of exchange relationships (Rousseau and McLean Parks 1993), employees with transactional or relational psychological contracts will perform in-role behaviors in order to exchange those higher salaries and more extensive bene?ts in commitment-based HR systems. Accordingly, we hypothesize that both relational and transactional psychological contracts will mediate the relationships between commitment-based HR systems and in-role behaviors.Hypothesis 3 Both relational and transactional psychological contracts will mediate the relationships between commitment-based HR systems and in-role behaviors.In contrast, extra-role behaviors, such as organizational citizenship behaviors (OCB), are those behaviors that bene?t the organization and go beyond existing role expectations (Van Dyne et al. 1995). OCBs are not required for the work role, and employers do not formally reward them. Forthis reason, employees perform OCBs to reciprocate only when they have had positive experiences, such as involvement, commitment, and support, with the organization (Organ 1990; Robinson and Morrison 1995).Since commitment-based HR systems are labeled ‘‘commitment maximizers’’ (Arthur 1992, 1994), they are likely to facilitate employees’ OCBs by offering those positive experiences.The reciprocation of these positive experiences is a kind of social exchange (Cropanzano and Mitchell 2021). In other words, to elicit employees’ OCBs, socio-emotional terms need to be in the exchange agreement between employees and their organizations. Since transactional psychological contracts do not focus on socio-emotional terms of exchange relationship (Rousseau and McLean Parks 1993), they are not expected to mediate the HR system�COCBsrelationship. Accordingly, we hypothesize that relational psychological contracts mediate the relationship between commitment-based HR systems and OCBs. MethodsSample and ProcedureThe solid strength of Taiwanese high-tech industries is a critical factor in the global economy (Einhorn 2021).Knowledge workers,such as R&D professionals and engineers, have been viewed as a core human resource for high-tech ?rms, and these ?rms would like to adopt commitment-based HR systems in managing their knowledge workers (Lepak and Snell 2002).Since personal contacts signi?cantly facilitate company access in Chinese societies (Easterby-Smith and Malina 1999), we accessed high-tech companies through personal感谢您的阅读，祝您生活愉快。
人力资源管理系统专业术语中英文对照表
人力资源管理专业术语中英文对照表人力资源管理：Human Resource Management , HRM人力资源经理：Human resource manager高级管理人员：Executive职业：Profession道德标准：ethics操作工：operative employees专家：specialist人力资源认证协会：the human resource certification institute ,HRCI外部环境：external environment内部环境：internal environment政策：policy企业文化：corporate culture目标：mission股东：shareholders非正式组织：informal organization跨国公司：multinational corporation ,MNC管理多样性：managing diversity工作：job职位：posting工作分析：job analysis工作说明：job description工作规范：job specification工作计划分析表：job analysis schedule ,JAS职位分析问卷调查法：Management position description questionnaire ,MPDQ 行政秘书：executive secretary地区服务经理助理：assistant disterict service manager人力资源计划：human resource planning HRP战略规划：strategic planning长期趋势：long term trend要求预测：requirement forecast供给预测：availability forecast管理人力储备：management inventory裁减：downsizing人力资源信息系统：human resource information system，HRIS招聘：recruitment员工申请表：employee requisition招聘方法：recruitment methods内部提升：promotion from within ,PFW工作公告：job posting广告：advertising职业介绍所：employment agency特殊事件：special events实习：internship选择：selection选择率：selection rate简历：resume标准化：standardization有效性：validity客观性：objectivity规范：norm录用分数线：cutoff score准确度：aiming业务知识测试：job knowledge tests求职面试：employment interview非结构化面试：unstructured interview结构化面试：structured interview小组面试：group interview职业兴趣测试：vocational interest tests会议型面试： board interview组织变化与人力资源开发人力资源开发：human resource development，HRD 培训：training开发：development定位：orientation训练：coaching辅导：mentoring经营管理策略：business games案例研究：case study会议方法：conference method角色扮演：role playing工作轮换：job rotating在职培训：on-the-job-training ，OJT媒介：media企业文化与组织发展：企业文化： corporation culture组织发展： organization development ， OD调查反馈： survey feedback质量圈： quality circles目标管理： management by objective ，MBO全面质量管理：Total quality management ,TQM 团队建设：team building职业计划与发展职业： career职业计划：career planning职业道路：career path职业发展 career development自我评价：self-assessment职业动机：career anchors绩效评价绩效评价：performance appraisal ，PA小组评价：group appraisal业绩评定表：rating scales method关键事件法：critical incident method排列法：ranking comparison平行比较法：paired comparison硬性分布法：forced distribution method晕圈错误：halo error宽松：leniency严格：strictness反馈： degree feedback叙述法：essay method集中趋势：central tendency报酬与福利报酬： compensation直接经济报酬：direct financial compensation 间接经济报酬：indirect financial compensation 非经济报酬： no financial compensation公平：equity外部公平：external equity内部公平：internal equity员工公平：employee equity小组公平：team equity工资水平领先者：pay leaders劳动力市场：labor market工作评价：job evaluation排列法：ranking method分类法：classification method因素比较法：factor comparison method评分法：point method海氏指示图标个人能力分析法：Hay Guide Chart – profile Method 工作定价：job pricing工资等级：pay grade工资曲线：wage curve工资幅度：pay range福利和其他报酬问题：福利（间接经济补偿）员工股权计划：employee stock ownership 破烂 ,ESOP值班津贴： shift differential奖金：incentive compensation分红制：profit sharing安全与健康的工作环境：安全：safety健康：health频率： frequency rate紧张：stress角色冲突：role conflict催眠法：hypnosis酗酒：alcoholism员工和劳动关系工会：union地方工会：local union行业工会：craft union全国工会：national union谈判组：bargaining union劳资谈判：collective bargaining仲裁： arbitration罢工：strike内部员工关系：internal employee relation纪律： discipline纪律处分：disciplinary action申诉：grievance降职：demotion调动：transfer晋升：promotion部门名称人事部：personnel department人力资源部：human resource department营销部：salesman department产品开发部：product development department 公关部：public relationship department市场部：marketing department财会部：finance department采购部：purchasing （procurement）department 售后服务部：after-sale service department品管部：quality control department职位名称：董事长：chairman of the board总裁：president （Am E.）执行副总裁：executive vice – president行政董事：managing director总经理：executive manager ，general manager 副总经理：deputy general manager部门经理，科长：section manager销售部经理：sales manager助理经理（副经理）：assistant manager主任：manager销售代表：sales representative主管：supervisor高中级管理人员：executive职员： clerkAccounting assistant 会计助理Accounting clerk 记账员Accounting manager 会计部助理Accounting stall 会计部职员Accounting supervisor 会计主管Administration manager 行政经理Administration staff 行政人员Administrative assistant 行政助理Administrative clerk 行政办事员Advertising staff 广告工作人员Airlines sales representative 航空公司订座员Airlines staff 航空公司职员Application engineer 应用工程师Assistant manager 副经理Bond analyst 证券分析员Bond trader 证券交易员Business controller 业务主任Business manager 业务经理Buyer 采购员Cashier 出纳员Chemical engineer 化学工程师Civil engineer 土木工程师Clerk / receptionist 职员 / 接待员Clerk typist & secretary 文书打字兼秘书Computer data input operator 计算机资料录入员Computer engineer 计算机工程师Computer processing operator 计算机处理操作员Computer system manager 计算机系统部经理Copywriter 广告文字撰稿人Deputy general manager 副总经理Economic research assistant 经济研究助理Electrical engineer 电气工程师English instructor / teacher 英语教师Export sales manager 外销部经理Export sales staff 外销部职员Financial controller 财务主任Financial reporter 财务报告人F．X. ( foreign exchange ) clerk 外汇部职员F．X. settlement clerk 外汇部核算员Fund manager 财务经理General auditor 审计长General manager / president 总经理General manager assistant 总经理助理General manager’s secretary 总经理秘书Hardware engineer （计算机）硬件工程师Import liaison staff 进口联络员Impor manager 进口部经理Insurance actuary 保险公司理赔员International sales staff 国际销售员Interpreter 口语翻译Legal adviser 法律顾问Line supervisor 生产线主管Maintenance engineer 维修工程师Management consultant 管理顾问Manager 经理Manager for public relations 公关部经理Manufacturing engineer 制造工程师Manufacturing engineer 制造工程师Manufacturing worker 生产员工Market analyst 市场分析员Market development manager 市场开发部经理Marketing manager 市场销售部经理Marketing staff 市场销售员Marketingassistant销售助理Marketing executive 销售主管Marketing representative 销售代表Marketing representative manager 市场调研部经理Mechanical engineer 机械工程师Mineing engineer 采矿工程师Music teacher 音乐教师Naval architect 造船工程师Office assistant 办公室助理Office clerk 职员Operational manager 业务经理Package designer 包装设计师Passenger reservation staff 乘客票位预订员Personnel clerk 人事部职员Personnel manager 人事部经理Plant / factory manager 厂长Postal clerk 邮政人员Private secretary 私人秘书Product manager 生产部经理Production engineer 产品工程师Professional staff 专业人员Programmer 电脑程序设计师Project staff （项目）策划人员Promotion manager 推销部经理Proof – reader 校对员Purchasing agent 采购（进货）员Quality control engineer 质量管理工程师Real estate staff 房地产职员Recruitment coordinator 招聘协调员Regional manager 地区经理Research & development engineer 研究开发工程师Restaurant manager 饭店经理Sales and planning staff 销售计划员Sales assistant 销售助理Sales clerk 店员、售货员Sales coordinator 销售协调员Sales engineer 销售工程师Sales executive 销售主管Sales manager 销售部经理Salesperson 销售员Seller representative 销售代表Sales supervisor 销售监管School registrar 学校注册主任Secretarial assistant 秘书助理Secretary 秘书Securities custody clerk 保安人员Security officer 安全人员Senior accountant 高级会计Senior consultant / adviser 高级顾问Senior employee 高级雇员Senior secretary 高级秘书Service manager 服务部经理Simultaneous interpreter 同声传译员Software engineer （计算机）软件工程师Supervisor 监管员Systems adviser 系统顾问Systems engineer 系统工程师Systems operator 系统操作员Technical editor 技术编辑Technical translator 技术翻译Technical worker 技术工人Telecommunication executive 电讯（电信）员Telephonist / operator 电话接线员、话务员Tourist guide 导游Trade finance executive 贸易财务主管Trainee manager 培训部经理Translation checker 翻译核对员Translator 翻译员Trust banking executive 银行高级职员Typist 打字员Word processing operator 文字处理操作员。
人力资源管理系统专业术语中英文对照表
⼈⼒资源管理系统专业术语中英⽂对照表⼈⼒资源管理专业术语中英⽂对照表⼈⼒资源管理：Human Resource Management , HRM⼈⼒资源经理：Human resource manager⾼级管理⼈员：Executive职业：Profession道德标准：ethics操作⼯：operative employees专家：specialist⼈⼒资源认证协会：the human resource certification institute ,HRCI外部环境：external environment内部环境：internal environment政策：policy企业⽂化：corporate culture⽬标：mission股东：shareholders⾮正式组织：informal organization跨国公司：multinational corporation ,MNC管理多样性：managing diversity⼯作：job职位：posting⼯作分析：job analysis⼯作说明：job description⼯作规范：job specification⼯作计划分析表：job analysis schedule ,JAS职位分析问卷调查法：Management position description questionnaire ,MPDQ ⾏政秘书：executive secretary 地区服务经理助理：assistant disterict service manager⼈⼒资源计划：human resource planning HRP战略规划：strategic planning长期趋势：long term trend要求预测：requirement forecast供给预测：availability forecast管理⼈⼒储备：management inventory裁减：downsizing⼈⼒资源信息系统：human resource information system，HRIS招聘：recruitment员⼯申请表：employee requisition招聘⽅法：recruitment methods内部提升：promotion from within ,PFW⼯作公告：job posting⼴告：advertising职业介绍所：employment agency特殊事件：special events实习：internship选择：selection选择率：selection rate简历：resume标准化：standardization有效性：validity客观性：objectivity规范：norm录⽤分数线：cutoff score准确度：aiming业务知识测试：job knowledge tests求职⾯试：employment interview⾮结构化⾯试：unstructured interview结构化⾯试：structured interview⼩组⾯试：group interview职业兴趣测试：vocational interest tests会议型⾯试： board interview组织变化与⼈⼒资源开发⼈⼒资源开发：human resource development，HRD 培训：training 开发：development定位：orientation训练：coaching辅导：mentoring经营管理策略：business games案例研究：case study会议⽅法：conference method⾓⾊扮演：role playing⼯作轮换：job rotating在职培训：on-the-job-training ，OJT媒介：media企业⽂化与组织发展：企业⽂化： corporation culture组织发展： organization development ， OD调查反馈： survey feedback质量圈： quality circles⽬标管理： management by objective ，MBO全⾯质量管理：Total quality management ,TQM 团队建设：team building职业计划与发展职业： career职业计划：career planning职业道路：career path职业发展 career development⾃我评价：self-assessment职业动机：career anchors绩效评价绩效评价：performance appraisal ，PA⼩组评价：group appraisal业绩评定表：rating scales method关键事件法：critical incident method排列法：ranking comparison平⾏⽐较法：paired comparison硬性分布法：forced distribution method晕圈错误：halo error宽松：leniency严格：strictness反馈： degree feedback叙述法：essay method集中趋势：central tendency报酬与福利报酬： compensation直接经济报酬：direct financial compensation 间接经济报酬：indirect financial compensation ⾮经济报酬： no financial compensation公平：equity外部公平：external equity内部公平：internal equity员⼯公平：employee equity⼩组公平：team equity⼯资⽔平领先者：pay leaders劳动⼒市场：labor market⼯作评价：job evaluation排列法：ranking method分类法：classification method因素⽐较法：factor comparison method评分法：point method海⽒指⽰图标个⼈能⼒分析法：Hay Guide Chart – profile Method ⼯作定价：job pricing ⼯资等级：pay grade⼯资曲线：wage curve⼯资幅度：pay range福利和其他报酬问题：福利（间接经济补偿）员⼯股权计划：employee stock ownership 破烂 ,ESOP值班津贴： shift differential奖⾦：incentive compensation分红制：profit sharing安全与健康的⼯作环境：安全：safety健康：health频率： frequency rate紧张：stress⾓⾊冲突：role conflict催眠法：hypnosis酗酒：alcoholism员⼯和劳动关系⼯会：union地⽅⼯会：local union⾏业⼯会：craft union全国⼯会：national union谈判组：bargaining union劳资谈判：collective bargaining仲裁： arbitration罢⼯：strike内部员⼯关系：internal employee relation纪律： discipline纪律处分：disciplinary action申诉：grievance降职：demotion调动：transfer晋升：promotion部门名称⼈事部：personnel department⼈⼒资源部：human resource department营销部：salesman department产品开发部：product development department 公关部：public relationship department市场部：marketing department财会部：finance department采购部：purchasing （procurement）department 售后服务部：after-sale service department 品管部：quality control department职位名称：董事长：chairman of the board总裁：president （Am E.）执⾏副总裁：executive vice – president⾏政董事：managing director总经理：executive manager ，general manager 副总经理：deputy general manager部门经理，科长：section manager销售部经理：sales manager助理经理（副经理）：assistant manager主任：manager销售代表：sales representative主管：supervisor⾼中级管理⼈员：executive职员： clerkAccounting assistant 会计助理Accounting clerk 记账员Accounting manager 会计部助理Accounting stall 会计部职员Accounting supervisor 会计主管Administration manager ⾏政经理Administration staff ⾏政⼈员Administrative assistant ⾏政助理Administrative clerk ⾏政办事员Advertising staff ⼴告⼯作⼈员Airlines sales representative 航空公司订座员Airlines staff 航空公司职员Application engineer 应⽤⼯程师Assistant manager 副经理Bond analyst 证券分析员Bond trader 证券交易员Business controller 业务主任Business manager 业务经理Buyer 采购员Cashier 出纳员Chemical engineer 化学⼯程师Civil engineer ⼟⽊⼯程师Clerk / receptionist 职员 / 接待员Clerk typist & secretary ⽂书打字兼秘书Computer data input operator 计算机资料录⼊员Computer engineer 计算机⼯程师Computer processing operator 计算机处理操作员Computer system manager 计算机系统部经理Copywriter ⼴告⽂字撰稿⼈Deputy general manager 副总经理Economic research assistant 经济研究助理Electrical engineer 电⽓⼯程师English instructor / teacher 英语教师Export sales manager 外销部经理Export sales staff 外销部职员Financial controller 财务主任Financial reporter 财务报告⼈F．X. ( foreign exchange ) clerk 外汇部职员F．X. settlement clerk 外汇部核算员Fund manager 财务经理General auditor 审计长General manager / president 总经理General manager assistant 总经理助理General manager’s secretary 总经理秘书Hardware engineer （计算机）硬件⼯程师Import liaison staff 进⼝联络员Impor manager 进⼝部经理Insurance actuary 保险公司理赔员International sales staff 国际销售员Interpreter ⼝语翻译Legal adviser 法律顾问Line supervisor ⽣产线主管Maintenance engineer 维修⼯程师Management consultant 管理顾问Manager 经理Manager for public relations 公关部经理Manufacturing engineer 制造⼯程师Manufacturing engineer 制造⼯程师Manufacturing worker ⽣产员⼯Market analyst 市场分析员Market development manager 市场开发部经理Marketing manager 市场销售部经理Marketing staff 市场销售员Marketingassistant销售助理Marketing executive 销售主管Marketing representative 销售代表Marketing representative manager 市场调研部经理Mechanical engineer 机械⼯程师Mineing engineer 采矿⼯程师Music teacher ⾳乐教师Naval architect 造船⼯程师Office assistant 办公室助理Office clerk 职员Operational manager 业务经理Package designer 包装设计师Passenger reservation staff 乘客票位预订员Personnel clerk ⼈事部职员Personnel manager ⼈事部经理Plant / factory manager ⼚长Postal clerk 邮政⼈员Private secretary 私⼈秘书Product manager ⽣产部经理Production engineer 产品⼯程师Professional staff 专业⼈员Programmer 电脑程序设计师Project staff （项⽬）策划⼈员Promotion manager 推销部经理Proof – reader 校对员Purchasing agent 采购（进货）员Quality control engineer 质量管理⼯程师Real estate staff 房地产职员Recruitment coordinator 招聘协调员Regional manager 地区经理Research & development engineer 研究开发⼯程师Restaurant manager 饭店经理Sales and planning staff 销售计划员Sales assistant 销售助理Sales clerk 店员、售货员Sales coordinator 销售协调员Sales engineer 销售⼯程师Sales executive 销售主管Sales manager 销售部经理Salesperson 销售员Seller representative 销售代表Sales supervisor 销售监管School registrar 学校注册主任Secretarial assistant 秘书助理Secretary 秘书Securities custody clerk 保安⼈员Security officer 安全⼈员Senior accountant ⾼级会计Senior consultant / adviser ⾼级顾问Senior employee ⾼级雇员Senior secretary ⾼级秘书Service manager 服务部经理Simultaneous interpreter 同声传译员Software engineer （计算机）软件⼯程师Supervisor 监管员Systems adviser 系统顾问Systems engineer 系统⼯程师Systems operator 系统操作员Technical editor 技术编辑Technical translator 技术翻译Technical worker 技术⼯⼈Telecommunication executive 电讯（电信）员Telephonist / operator 电话接线员、话务员Tourist guide 导游Trade finance executive 贸易财务主管Trainee manager 培训部经理Translation checker 翻译核对员Translator 翻译员Trust banking executive 银⾏⾼级职员Typist 打字员Word processing operator ⽂字处理操作员。
人事管理系统的设计与实现 英文
Human Resource Management System: Design and Implementation1. IntroductionIn today's fast-paced and competitive business environment, effective human resource management is essential for the success of any organization. With the advancement of technology, the design and implementation of a comprehensive Human Resource Management System (HRMS) has become crucial for streamlining HR processes, improving employee productivity, and ensuring overall organizational success.2. Understanding the HRMSThe HRMS is a software application that combines various HR functions, such as payroll, recruitment, performance management, training and development, and employee benefits, into one integrated system. It provides a centralized platform for managing all aspects of the employee lifecycle, from onboarding to retirement.3. Designing the HRMSWhen designing an HRMS, it is important to take into consideration the unique needs and requirements of the organization. This includes understanding the size of the workforce, the complexity of HR processes, and the overall business objectives. The design should focus on usability, scalability, and flexibility to accommodate future growth and changes in the organization.4. Implementing the HRMSThe implementation of an HRMS requires careful planning and execution. It involves data migration, system configuration, employee training, and change management. It is important to work closely with HR professionals and IT experts to ensure a smooth transition to the new system and minimize any disruptions to daily operations.5. Benefits of HRMSThe implementation of an HRMS brings numerous benefits to the organization. It automates repetitive tasks, reduces manual errors, and improves data accuracy. It also provides real-timeinsights and analytics, enabling better decision-making and strategic planning. Moreover, it enhances employee experience, engagement, and satisfaction by providing self-service tools and access to relevant information.6. Personal PerspectiveFrom my own experience, I believe that the design and implementation of an HRMS is a game-changer for any organization. It not only simplifies HR processes but also empowers HR professionals to focus on more strategic initiatives, such as talent management and succession planning. It also fosters a culture of transparency and accountability, leading to a more productive and motivated workforce.7. ConclusionIn conclusion, the design and implementation of a robust Human Resource Management System is a critical investment for any organization looking to optimize its HR functions and drive overall business success. By prioritizing user experience, scalability, and data-driven insights, an HRMS can revolutionize the way HR is managed and elevate the employee experience tonew heights.In summary, the comprehensive design and implementation of a Human Resource Management System are essential for organizations to streamline HR processes and ensure the overall success of the business. Through careful planning and execution, organizations can reap the benefits of improved efficiency, better decision-making, and enhanced employee satisfaction. With the right HRMS in place, organizations can set themselves up for long-term success in today's competitive business landscape.。
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 businessenvironment. 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 theorganization 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 withinbudget 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) arebroadly 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 AdministrationModule: The benefit administrationmodule provides HR personnel withthe capacity to monitor and manageemployee participation in a range ofbenefit programs. These programscan 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 HRMSWhile 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。
人事管理系统的开发和设计外文翻译毕业设计(论文)
英文文献：Personnel management system development and designBy Dustin Marx SummaryWith the rapid development of computer technology, computer applications in the popularity of business management, personnel management of enterprises using computers is imperative. For medium-sized enterprises, enterprises and efficient use of computer support to complete the daily affairs of labor and personnel management is to adapt to the modern enterprise system, encourage enterprises to labor and personnel management to scientific, standardized, a necessary condition; incomparable advantage of the computer to retrieve managementrapid, easy to find, high reliability, large memory capacity, security and good, long life and low cost. These advantages can greatly improve the efficiency of personnel management, but also corporate scientific and standardized management, an important condition for integration with the world. Different companies have different human resources management system, which determines the different companies need different personnel management system.choice of development toolsNow, the market can buy a lot of application development products, popular, and dozens. Currently the most popular in our market, the most used, most advanced development tools can be used as enterprise-level products:Microsoft's Visual BasicMicrosoft's Visual CBorland's DelphiJava, etc.In the current market, many application development tools for these, some stressed that the implementation of process flexibility and efficiency of language; and some emphasis on the visual application development tools to bring convenience and efficiency high, each with its own advantages and characteristics, but also to meet the needs of different users. However, the language of the flexibility and convenience tools are inextricably linked, and only a convenient tool, but did not support the language of flexibility, many specialized processing actions will need to spend several times the effort to deal with, so the efficiency of the original advertisedloss of a role in improving the advantage; the contrary, if the language only emphasizes the flexibility of process continued, but no convenient tool for co-ordination will make some very simple interface, even if the deal moves, programmers will be a serious waste of valuable time.As the database system development, Visual Basic is an ideal choice. MIS database is an important enabling technology in the MIS development process, how to choose thedatabase management is an important issue, at present, the database more products, each product has its own characteristics and scope, therefore, the choice of database should consider the characteristics of database applications and application, the system's database language used Visual Basic language, the development tool has many advantages:Visual Basic is a visual, object-oriented and event-driven article by the way of structured high-level programming, can be used to develop the type of Windows environment applications. It is easy to learn, efficient, and powerful, with professional development tools, Windows SDK comparable to, and application developers do not have the C / C + + Programming. In the Visual Basic environment, the use of event-driven programming mechanism, novel-to-use visual design tools, the use of Windows internal application program interface (API) functions, and dynamic-link library (DLL), Dynamic Data Exchange (DDE), Object Linking and Embedding (OLE), Open Data Access (ODBC) technology, can efficiently and quickly developed a Windows environment, powerful, rich graphical user interface application software system.In general, Visual Basic has the following characteristics:Visual Programming:Traditional programming language design program, are designed by writing code to the user interface, the interface design process do not see the actual display, run the program to be compiled can be observed. If you are not satisfied with the effect of the interface, but also return to the program changes. Sometimes, this programming - Compiler - Change the operation may be repeated several times, greatly affected the efficiency of software development. Visual Basic provides a visual design tool, the complexity of the Windows interface design "package" together, developers do not have a lot of interface design and write code.Just press the screen layout design, using system tools to draw on the screen various "parts", that is, graphical objects, and set the properties of these graphical objects. Visual Basic code automatically generated interface design, programmers need only write the part to achieve functionality of the program code, which can greatly improve the efficiency of program design.Object-oriented programmingVisual Basic 4.0 support for future object-oriented programming, but it is the general object-oriented programming language (C + +) are not identical. In general object-oriented programming language, object code and data from the composition of an abstract concept; and Visual Basic is the application of object-oriented programming methodology (OOP), the programs and data encapsulated as an object and should be given for each object the attributes of the object as something real. In the design of objects, without writing to establish and describe each object code, butwith the tool to draw the interface, Visual Basic automatically generates the object code and package it. Each object is displayed graphically in the interface are visible. Structured programming languageVisual Basic is based on the BASIC language developed, high-level programming language with sentence structure, similar to the logic of natural language and human thinking. Visual Basic statements easy to understand, its editor supports color code, can automatically check for syntax errors, but also has powerful and flexible to use debugger and compiler.Visual Basic is an interpreted language, enter the code at the same time, decomposition of high-level language interpretation system will be translated into machine instructions the computer can recognize and judge each statement syntax error. Visual Basic procedures in the design process, you can always run the program, and in the whole process a good design, you can compile an executable file (. EXE), from the Visual Basic environment, directly in the Windows environments.Event-driven programming mechanismVisual Basic object through the event to perform the operation. An object may have multiple events, each event are available through a program to respond. For example, the command button is an object, when the user clicks the button, will generate a "click" (CLICK) event, but in the production of the event will execute a program used to implement the specified operation.In the design of large-scale applications using Visual Basic software, without creating a clear beginning and end of the procedure, but the preparation of a number of small subroutines that process. These processes are aimed at different objects, an event triggered by the user to drive the completion of a particular function or procedure called by the generic event-driven process to perform the specified operation, so that programmers can easily and improve efficiency.Access to the databaseVisual Basic has a powerful database management features, the use of data control and database management window, you can directly create or deal with Microsoft Access database format, and provides powerful data storage and retrieval capabilities. At the same time, Visual Basic can also directly edit, and access to other external databases, such as DBASE, FoxPro, Paradox, etc. These database format can be edited and processed using Visual Basic.Visual Basic provides an open data connection, the ODBC functions, can be established through direct access or use the connection and operation of large-scale network database backend such as SQL Server, Oracle and so on. In the application, you can use structured query language SQL data standards, direct access to the server database and provides a simple object-oriented database instructions and multi-userdatabase access locking mechanism and network programming SQL databasestechnology for stand-alone databases running on the SQL network interface to a distributed environment, fast and effective implementation of client / server (client / server) programs.Dynamic Data Exchange (DDE)Using Dynamic Data Exchange (Dynamic Data Exchange) technology, an application can dynamically link the data to another application, so that two completely different applications, establish a dynamic data link. When the original data changes, you can automatically update the linked data. Visual Basic provides the programming dynamic data exchange technology, the application program with other Windows applications to create dynamic data exchange between different applications to communicate. Object Linking and Embedding (OLE)Object Linking and Embedding (OLE) to each application as an object (object), to link different objects (link) up, and then embedded (embed) an application, which can be a sound, image, image, animation, text and other information collection style files.OLE technology is Microsoft's strategic corporate object technology, which the multiple applications into one, as each application for an object linking and embedding, is an application integration technology. Using OLE technology, you can easily build composite documents (compound document), this document from a number of different application objects, each object in the document and linked to the original application, and perform with the original application the same operation. Dynamic link library (DLL)Visual Basic is an advanced programming language, do not have low-level language functions, the operation of the access to the machine hardware is not easy to implement. But it could be dynamic link library technology will C / C + + or assembly language programs to Visual Basic applications, you can call the same function as the internal call functions written in other languages. In addition, the dynamic link library, you can call the Windows application program interface (API) function has the function to achieve SDK.systems research and feasibility analysisResearchBefore the formal development of management information system is necessary for research, the need for mainly the following aspects.(1) to the user's request to conduct a feasibility analysis of the survey results confirm the feasibility of system development.(2) The staff of the new system not all systems researchers, some people process data for its function and no clear understanding of the method. They only work according to their business needs requests, system developers to conduct a detailed survey andanalysis to confirm the user's requirements can be achieved through the existing computer technology to ensure the development of management information system functions and user submitted required match.(3) the existing business system may be a manual system, it could be used and the computer system, no matter the circumstances, the current system should be investigated in detail the specific circumstances of information processing, functional structure within the system in order to design a reasonable, good new system logic model for the design of the new system to lay the foundation to ensure the quality of the entire system development.In short, the current system is necessary to conduct a detailed investigation, a clear user needs, to ensure the development of new system functions consistent with the user's requirements and avoid a lot of manpower, material and financial resources, the development of the new system is the failure of the tragedy.Overview of Feasibility StudyFeasibility analysis is the user's requirements and system on the basis of research conducted on the development of new systems of social, technical, economic, management, analysis and development of new systems come feasible, not feasible, need to modify , additional investment, the suspension of development, step by step and other programs and conclusions, and finally complete the feasibility analysis. Feasibility analysis of the general can be defined as: a feasibility analysis early in the construction of a project study and appraisal of the proposed project to conduct a comprehensive and integrated technical and economic capacity of the investigation to determine whether it is feasible.(1) the feasibility study stage of the work include the following:Objective analysis of whether the new system status and business development needs.② social feasibility analysis:Social feasibility analysis mainly refers to the management information system development is consistent with national law, bad policy, whether we can achieve a good social system and docking.③ technical feasibility analysis:Technical feasibility analysis is based on the new system aims to measure whether they have the required technology, including the number and level of system developers, hardware, software and other application technologies.④ economic feasibility analysisEconomic feasibility analysis is mainly on the development of capital invested in new systems and systems put into use to compare the economic benefits to confirm whether the new system will bring some economic benefits companies.⑤ management feasibility analysis:Management feasibility analysis is to analyze existing enterprise management system and whether the business leaders of modern management awareness and management. Technical feasibility analysisTechnical feasibility analysis includes four aspects: the current technology can support the new systems developed; the new system the number and level of developers, namely, human resources; hardware and software resources.(1) Technical Support:First, the target under the new system, considering the current technology can support the new systems developed. Technology must be discussed here has been widely used, not to be studied or are studying.(2) hardware resources:Development of management information system hardware resources needed to contain the following two aspects:System developers in the management of information systems development process needed computer equipment and related peripheral equipment; management information system used successfully, use the unit should have the computer equipment and related peripherals. Feasibility analysis of the hardware resources, the main consideration for the host computer memory, the type, function, network capacity, security measures and the input / output devices, external storage and data communication networking equipment configuration, function, efficiency, compliance with system solutions and other indicators design requirements, but also consider the computer's performance / price ratio.(3) software resourcesFeasibility of software resources are the main consider the following to meet user requirements:① Select the operating system;② build system choice;③ choice of database management system;④ high-level programming language of choice;⑤ character processing system selection;⑥ application package choice.In the development of this system before, with the center's leadership and the close communication operators, seriously listen to their views and absorb their positive view of the development of the system to a large extent, has some advanced and reasonable .中文翻译：人事管理系统的开发和设计原作者：Dustin Marx 摘要：随着计算机技术的飞速发展，计算机在企业管理中应用的普及，利用计算机实现企业人事管理势在必行。
人事管理系统中英文对照外文翻译文献
人事管理系统中英文对照外文翻译文献人事管理系统中英文对照外文翻译文献(文档含英文原文和中文翻译)英文：Personnel management system development and designBy Dustin Marx SummaryWith the rapid development of computer technology, computer applications in the popularity of business management, personnel management of enterprises using computers is imperative. For medium-sized enterprises, enterprises and efficient use of computer support to complete the daily affairs of labor and personnel management is to adapt to the modern enterprise system, encourage enterprises to labor and personnel management to scientific, standardized, a necessary condition; incomparable advantage of the computer to retrieve managementrapid, easy to find, high reliability, large memory capacity, security and good, long life and low cost. These advantages can greatly improve the efficiency of personnel management, but also corporate scientific and standardized management, an important condition for integration with the world. Different companies have different human resources management system, which determines the different companies need different personnel management system.choice of development toolsNow, the market can buy a lot of application development products, popular, and dozens. Currently the most popular in our market, the most used, most advanced development tools can be used as enterprise-level products:Microsoft's Visual BasicMicrosoft's Visual CBorland's DelphiJava, etc.In the current market, many application development tools for these, some stressed that the implementation of process flexibility and efficiency of language; and some emphasis on the visual application development tools to bring convenience and efficiency high, each with its own advantages and characteristics, but also to meet the needs of different users. However, the language of the flexibility and convenience tools are inextricably linked, and only a convenient tool, but did not support the language of flexibility, many specialized processing actions will need to spend several times the effort to deal with, so the efficiency of the original advertisedloss of a role in improving the advantage; the contrary, if the language only emphasizes the flexibility of process continued, but no convenient tool for co-ordination will make some very simple interface, even if the deal moves, programmers will be a serious waste of valuable time.As the database system development, Visual Basic is an ideal choice. MIS database is an important enabling technology in the MIS development process, how to choose the database management is an important issue, at present, the database more products, each product has its own characteristics and scope, therefore, the choice of database should consider the characteristics of database applications and application, the system's database language used Visual Basic language, the development tool has many advantages:Visual Basic is a visual, object-oriented and event-driven article by the way of structured high-level programming, can be used to develop the type of Windows environment applications. It is easy to learn, efficient, and powerful, with professional development tools, Windows SDK comparable to, and application developers do not have the C / C + + Programming. In the Visual Basic environment, the use of event-driven programming mechanism, novel-to-use visual design tools, the use of Windows internal application program interface (API) functions, and dynamic-link library (DLL), Dynamic Data Exchange (DDE), Object Linking and Embedding (OLE), Open Data Access (ODBC) technology, can efficiently and quickly developed a Windows environment, powerful, rich graphical user interface application software system.In general, Visual Basic has the following characteristics:Visual Programming:Traditional programming language design program, are designed by writing code to the user interface, the interface design process do not see the actual display, run the program to be compiled can be observed. If you are not satisfied with the effect of the interface, but also return to the program changes. Sometimes, this programming - Compiler - Change the operation may be repeated several times, greatly affected the efficiency of software development. Visual Basic provides a visual design tool, the complexity of the Windows interface design "package" together, developers do not have a lot of interface design and write code.Just press the screen layout design, using system tools to draw on the screen various "parts", that is, graphical objects, and set the properties of these graphical objects. Visual Basic code automatically generated interface design, programmers need only write the part to achieve functionality of the program code, which can greatly improve the efficiency of program design.Object-oriented programmingVisual Basic 4.0 support for future object-oriented programming, but it is the general object-oriented programming language (C + +) are not identical. In general object-oriented programming language, object code and data from the composition of an abstract concept; and Visual Basic is the application of object-oriented programming methodology (OOP), the programs and data encapsulated as an object and should be given for each object the attributes of the object as something real. Inthe design of objects, without writing to establish and describe each object code, but with the tool to draw the interface, Visual Basic automatically generates the object code and package it. Each object is displayed graphically in the interface are visible. Structured programming languageVisual Basic is based on the BASIC language developed, high-level programming language with sentence structure, similar to the logic of natural language and human thinking. Visual Basic statements easy to understand, its editor supports color code, can automatically check for syntax errors, but also has powerful and flexible to use debugger and compiler.Visual Basic is an interpreted language, enter the code at the same time, decomposition of high-level language interpretation system will be translated into machine instructions the computer can recognize and judge each statement syntax error. Visual Basic procedures in the design process, you can always run the program, and in the whole process a good design, you can compile an executable file (. EXE), from the Visual Basic environment, directly in the Windows environments.Event-driven programming mechanismVisual Basic object through the event to perform the operation. An object may have multiple events, each event are available through a program to respond. For example, the command button is an object, when the user clicks the button, will generate a "click" (CLICK) event, but in the production of the event will execute a program used to implement the specified operation.In the design of large-scale applications using Visual Basic software, without creating a clear beginning and end of the procedure, but the preparation of a number of small subroutines that process. These processes are aimed at different objects, an event triggered by the user to drive the completion of a particular function or procedure called by the generic event-driven process to perform the specified operation, so that programmers can easily and improve efficiency.Access to the databaseVisual Basic has a powerful database management features, the use of data control and database management window, you can directly create or deal with Microsoft Access database format, and provides powerful data storage and retrieval capabilities. At the same time, Visual Basic can also directly edit, and access to other external databases, such as DBASE, FoxPro, Paradox, etc. These database format can be edited and processed using Visual Basic.Visual Basic provides an open data connection, the ODBC functions, can be established through direct access or use the connection and operation of large-scale network database backend such as SQL Server, Oracle and so on. In the application, you can use structured query language SQL data standards, direct access to the server database and provides a simple object-oriented database instructions and multi-userdatabase access locking mechanism and network programming SQL databasestechnology for stand-alone databases running on the SQL network interface to a distributed environment, fast and effective implementation of client / server (client / server) programs.Dynamic Data Exchange (DDE)Using Dynamic Data Exchange (Dynamic Data Exchange) technology, an application can dynamically link the data to another application, so that two completely different applications, establish a dynamic data link. When the original data changes, you can automatically update the linked data. Visual Basic provides the programming dynamic data exchange technology, the application program with other Windows applications to create dynamic data exchange between different applications to communicate. Object Linking and Embedding (OLE)Object Linking and Embedding (OLE) to each application as an object (object), to link different objects (link) up, and then embedded (embed) an application, which can be a sound, image, image, animation, text and other information collection style files.OLE technology is Microsoft's strategic corporate object technology, which the multiple applications into one, as each application for an object linking and embedding, is an application integration technology. Using OLE technology, you can easily build composite documents (compound document), this document from a number of different application objects, each object in the document and linked to the original application, and perform with the original application the same operation. Dynamic link library (DLL)Visual Basic is an advanced programming language, do not have low-level language functions, the operation of the access to the machine hardware is not easy to implement. But it could be dynamic link library technology will C / C + + or assembly language programs to Visual Basic applications, you can call the same function as the internal call functions written in other languages. In addition, the dynamic link library, you can call the Windows application program interface (API) function has the function to achieve SDK.systems research and feasibility analysisResearchBefore the formal development of management information system is necessary for research, the need for mainly the following aspects.(1) to the user's request to conduct a feasibility analysis of the survey results confirm the feasibility of system development.(2) The staff of the new system not all systems researchers, some people process data for its function and no clear understanding of the method. They only work according to their business needs requests, system developers to conduct a detailed survey and analysis to confirm the user's requirements can be achieved through the existingcomputer technology to ensure the development of management information system functions and user submitted required match.(3) the existing business system may be a manual system, it could be used and the computer system, no matter the circumstances, the current system should be investigated in detail the specific circumstances of information processing, functional structure within the system in order to design a reasonable, good new system logic model for the design of the new system to lay the foundation to ensure the quality of the entire system development.In short, the current system is necessary to conduct a detailed investigation, a clear user needs, to ensure the development of new system functions consistent with the user's requirements and avoid a lot of manpower, material and financial resources, the development of the new system is the failure of the tragedy.Overview of Feasibility StudyFeasibility analysis is the user's requirements and system on the basis of research conducted on the development of new systems of social, technical, economic, management, analysis and development of new systems come feasible, not feasible, need to modify , additional investment, the suspension of development, step by step and other programs and conclusions, and finally complete the feasibility analysis. Feasibility analysis of the general can be defined as: a feasibility analysis early in the construction of a project study and appraisal of the proposed project to conduct a comprehensive and integrated technical and economic capacity of the investigation to determine whether it is feasible.(1) the feasibility study stage of the work include the following:Objective analysis of whether the new system status and business development needs.② social feasibility analysis:Social feasibility analysis mainly refers to the management information system development is consistent with national law, bad policy, whether we can achieve a good social system and docking.③ technical feasibility analysis:Technical feasibility analysis is based on the new system aims to measure whether they have the required technology, including the number and level of system developers, hardware, software and other application technologies.④ economic feasibility analysisEconomic feasibility analysis is mainly on the development of capital invested in new systems and systems put into use to compare the economic benefits to confirm whether the new system will bring some economic benefits companies.⑤ management feasibility analysis:Management feasibility analysis is to analyze existing enterprise management system and whether the business leaders of modern management awareness and management.Technical feasibility analysisTechnical feasibility analysis includes four aspects: the current technology can support the new systems developed; the new system the number and level of developers, namely, human resources; hardware and software resources.(1) Technical Support:First, the target under the new system, considering the current technology can support the new systems developed. Technology must be discussed here has been widely used, not to be studied or are studying.(2) hardware resources:Development of management information system hardware resources needed to contain the following two aspects:System developers in the management of information systems development process needed computer equipment and related peripheral equipment; management information system used successfully, use the unit should have the computer equipment and related peripherals. Feasibility analysis of the hardware resources, the main consideration for the host computer memory, the type, function, network capacity, security measures and the input / output devices, external storage and data communication networking equipment configuration, function, efficiency, compliance with system solutions and other indicators design requirements, but also consider the computer's performance / price ratio.(3) software resourcesFeasibility of software resources are the main consider the following to meet user requirements:① Select the operating system;② build system choice;③ choice of database management system;④ high-level programming language of choice;⑤ character processing system selection;⑥ application package choice.In the development of this system before, with the center's leadership and the close communication operators, seriously listen to their views and absorb their positive view of the development of the system to a large extent, has some advanced and reasonable .翻译：人事管理系统的开发和设计原作者：Dustin Marx 摘要：随着计算机技术的飞速发展，计算机在企业管理中应用的普及，利用计算机实现企业人事管理势在必行。
人力资源管理体系（英文版）
人力资源管理体系（英文版）An HR AuditDepartment Organization QuestionnaireThe Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish organizational objectives.1.Is there one department or function within theorganization that is responsible and accountablefor planning, establishing, overseeing andcoordinating all human resource policies, systems and services for all 11 major categories?2.Does the senior-level human resources managerreport to the same level position as all othermajor staff and line departments within theorganization?3.Does the senior human resources managerparticipate in addressing the organization’sstrategic, tactical and policy issues?4.Does the senior human resources manager integrateall HR activities with the organization’sstrategic business plan.5.Does the Human Resources department demonstrate aclear understanding of organizational and customer needs?6.Are HR services and functions aligned andprioritized to organizational and customer needs?7.Has a department mission statement been developedexplaining its purpose within the organization?Has this mission statement been communicated to all management personnel?Has this mission statement been communicated to other customers throughout the organization?If so, to whom?How?8.Does the Human Resources department take a lead instriving for a more empowered and participativework force (productivity improvement, costreduction, quality improvement and improvedquality of work life programs?)3 / 1039.Has a Human Resources department organizationchart been published and distributed?If so, to whom?Does the organization chart clearly define functional responsibilities and whom customers can contact for service?10.Are job descriptions established for all HRpersonnel stating major job objectives,responsibilities and accountabilities?11.Do all HR personnel understand theirrespective roles and relationships to others inthe department?12.Are department personnel cross-trained toperform duties outside their major areas ofresponsibility?13.Do they work on team and department taskforce projects?14.Are departmental personnel professionally andtechnically competent?15.Do they serve as internal consultants tomanagement as well as counselors to employees?16.Does the department staff work well as a team?17.Are they readily accessible to all customers?18.Are department personnel provided adequatetraining and professional development to meetorganizational challenges and demands?19.Is involvement in professional and technicalgroups encouraged?Does the department subscribe to major technical and professional journals?5 / 10320.Is there a credible performance appraisal inplace clearly stating mutually established goalsand objectives for department personnel?21.Are human resources staff compensatedaccording to market standards?Are they compensated based on comparable positions within the organization?22.Does department staff effectively balanceorganizational with employee needs and act as anintermediate for both?23.Is the Human Resources department results-oriented (i.e., measuring cost-effectiveness andthe bottom line results of human resourcesprograms)?If so, is it attentive to the bottom line and does it demonstrate a business orientation?24.What is the span of control of the topposition within the departments (i.e., how manyand which positions report to it)?Are supervisors or managers reporting to other mid-level managers?How many employees are in the Human Resources department?What is the ratio of HR department staff to all employees served?How does this compare to the staffing levels of other comparable organizations offering similar services?25.Are HR needs and programs accounted for inthe organization’s budgeting process?7 / 10326.Does the organization make plans for ensuringthat HR’s f uture needs are met?27.On a scale of one to seven (seven being thehighest and four being adequate), how would theHuman Resources team rate the overalleffectiveness and structure of your HumanResources department?28.On the same one-to-seven scale, how do youthink other department heads would rate theoverall effectiveness and structure of the HRdepartment?On the same one-to-seven scale, how do you think the employees would rate the overall effectiveness and structure of the HR department?Explanation of Department Organization Questionnaire For each of the 11 categories, the Self-Auditquestions are designed to rate how well the HR department achieves the purpose of the category definition stated at the topof the questionnaire: Is the HR department structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish the organization’s objectives?Questions one through nine explore how department leaders achieve organization objectives, are part of management’s strategic planning effort and assist in making decisions that affect bottom-line results. These questions both help ensure that HR’s efforts are in accord with customer needs and suggest ways HR teams can take the lead in helping customersget the most out of the organization’s human resources.9 / 103Questions 10 through 26 address communicating department functions and services to all customers, staff objectives and internal relationships, staf f’s dual role as internal consultants to management and counselors to employees, staff competence and flexibility, cross-training, balancing employee needs with business needs and a bottom-line results orientation.The components of question 24 also relate to staff size, structure and span of control. Industry-specific standards for staff size are available from a variety of professional publications, such as the Saratoga Institute’s "HR Effectiveness Survey" and national and regional statistics compiled by the Bureau of National Affairs (BNA). Any surveys that relatespecifically to your type of organization will makethat benchmark more credible.Questions 25 and 26 address resources and planning to ensure the delivery of required services.Human Resources Planning/Organizational DevelopmentQuestionnaireThe process of identifying and providing ways to fulfill the organization’s developmental and human resource needs.1.Is there one position accountable for reviewingthe organization’s human resources requ irements?2.How is this review carried out?Formally/informally? (please describe)11 / 1033.How often is this analysis updated (e.g., yearly,every two years, three years or more)?4.Do your projected needs include the followingconsiderations?Availability of outside workforce demographics (age, sex, minority classification, education, skills level, occupations, etc.) Anticipated changed in your organizations technology, processes, products/services and markets.Personnel needs these changes will require (e.g. new skills, education, knowledge and abilities).5.Which sources outside the organization providethese demographics?6.What sources within the organization provided thisinformation?7.To whom are these projections communicated?。
中英双语版人力资源管理报告
中英双语版人力资源管理报告Human Resources Management Report人力资源管理报告As the manager of the Human Resources Department of our company, I am pleased to present this Human Resources Management Report, which highlights the major activities and accomplishments of our department for the past year.作为我们公司人力资源部门的经理，我非常高兴向大家呈现此次人力资源管理报告。
该报告重点介绍了我们部门过去一年的重大活动和成就。
Recruitment and Selection招聘与选拔In the past year, our department has been actively involved in recruitment and selection activities, which have proven to be successful. We have identified and hired a number of highlytalented individuals, who have contributed significantly to the growth and development of our company.我们部门在过去一年积极参与了招聘与选拔活动，并且获得了成功。
我们甄选并雇用了许多高素质人才，他们为公司的增长和发展做出了重要贡献。
Training and Development培训与发展Our department has also been instrumental in providing training and development opportunities for our employees. We have organized various training programs and workshops, which have helped our employees to acquire new skills and knowledge. This has enabled them to perform their job responsibilities more effectively, and has also given them the opportunity to advance in their careers.我们部门还在为员工提供培训与发展机会方面发挥了重要作用。
人事制度英文简写
人事制度英文简写The personnel system is a comprehensive set of policies and procedures that govern the management of employees within an organization. It encompasses everything from recruitment and selection to compensation and benefits, as well as performance evaluation and employee development.One of the key components of the personnel system is recruitment and selection. This involves identifying the skills and qualifications required for a particular job, advertising the position, and conducting interviews and assessments to determine the best candidate. In some cases, this process may also include background checks and reference checks.Once an employee is hired, the personnel system includes policies and procedures for onboarding and orientation. This is the process of introducing new employees to the organization's culture, values, and expectations, as well as providing them with the necessary tools and resources to be successful in their role.The personnel system also includes policies and procedures for managing employee performance. This may involve setting performance goals and expectations, providing regular feedback and coaching, and conducting formal performance evaluations. The system may also include mechanisms for recognizing and rewarding exceptional performance, as well as addressing and resolving performance issues.Compensation and benefits are another important aspect of the personnel system. This includes policies and procedures fordetermining employee salaries, bonuses, and incentives, as well as providing benefits such as health insurance, retirement plans, and paid time off. The system may also include policies for handling salary increases, promotions, and other forms of career advancement.Employee development is also a critical component of the personnel system. This includes providing opportunities for training and professional development, as well as career planning and advancement. The system may include policies for identifying and supporting high-potential employees, as well as providing mentoring and coaching opportunities.Finally, the personnel system includes policies and procedures for managing employee relations and ensuring a positive work environment. This may involve establishing and enforcing policies against discrimination and harassment, as well as providing mechanisms for employees to voice their concerns and seek resolution. The system may also include employee assistance programs and other resources for promoting employee well-being. In summary, the personnel system is a comprehensive set of policies and procedures that govern the management of employees within an organization. It encompasses recruitment and selection, onboarding and orientation, performance management, compensation and benefits, employee development, and employee relations.。
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企业人事管理信息系统
摘要
企业单位人事档案管理工作是一种繁琐的，务求准确迅速的信息检索工作。
随着计算机信息技术的飞速发展，人类进入信息时代，社会的竞争越来越激烈，企业人事管理就越显示出其不可或缺性，成为企业一个非常重要的模块。
企业人事管理系统主要是用于对所有员工的基本资料进行录入、职务变更和管理。
使用人事管理系统便于企业领导更全面的掌握每个员工的基本信息。
本系统以Visual Basic为开发工具，Access作为后台数据库。
主要功能模块包括：系统管理模块，员工基本信息管理模块，数据管理模块等。
本系统还设置了三中不同的用户类型，实现了三级用户权限管理体制，提高了系统的安全性以及可用行。
关键字：员工信息管理 Visual Basic 数据库
Abstract
Enterprise personnel records management is a cumbersome information retrieval work which must be very fast and accurate. With the rapid development of computer information technology, mankind entered the Information Age, then competition becomes fiercer, the enterprise personnel management has become a very important personnel management module. The enterprise personnel system is mainly used for inputting the basic information of all the staff, position changes and management. By using the personnel management system, enterprise leaders can better master the basic information of each staff.
Visual Basic is used as the development tool, and Access is used as the database. The main function modules include: system management module, basic information management module etc. for data management module. This system has set three different user types, and has used three levels of the user permissions management system, which can improve the security and usability of the system
Keywords ：crew information management, Visual Basic, database。