英文翻译(论文摘要)

河北联合大学轻工学院英文翻译河北联合大学轻工学院毕业设计缩写大摘要及英文翻译设计题目：学部：专业：班级：姓名：指导教师：2011年06月11 日毕业设计缩写大摘要机械制造业是国民经济的基础产业，国民经济中的任何行业的发展，必须依靠机械制造业的支持并提供装备。

它的发展直接影响到国民经济各部门的发展，也影响到国计民生和国防力量的加强，因此，各国都把机械制造业的发展放在首要位置。

一个企业的人力资源管理是和一个企业的经营战略、组织结构体系与文化价值观紧密相连的，而卓越的人力资源管理更是是其他企业最难以复制、模仿的。

因此，在竞争如此激烈的今天，通过人力资源管理来创造竞争优势就成为企业竞争战略中的一个重要部分。

机械制造业企业的人力资源管理同样是企业管理的重要组成部分,合理有效的进行企业的人力资源管理是机械制造企业成功的有力保证。

如何利用人力资源管理来帮助机械制造企业适应竞争和提高竞争力，不断提高制造水平，是每个机械制造企业都要思考的问题。

本文通过结合国内外人力资源管理的相关理论知识，我国机械制造业的相关资料以及在实习中了解到的相关信息，针对我国机械制造企业人力资源管理的现状及存在的问题进行研究。

通过本课题的研究，将对我国的机械制造企业，尤其是一些中小型企业，在进行人力资源管理时产生一些现实的指导意义，使得我国的机械制造业在新的历史时期，新的形势下，能够不断提高国际竞争力，提高制造水平。

近年来，我国的制造工业获得持续高速的发展，无论制造业总量还是制造业技术水平都有很大的提高，中国已成为名符其实的世界制造大国。

虽然机械制造业从产品研发、技术装备和加工能力等方面都取得了很大的进步，但具有独立自主知识产权的品牌产品却不多，整体来说中国的机械制造业还是比较落后，高质量的、技术先进的机械设备计本上全部是国外企业提供的。

随着社会的发展，人们的生活水平日益提高，各个方面的个性化需求越加强烈。

作为已经深入到各行各业并已成为基础工业的机械制造业面临着严峻的挑战。

然而目前我国制造业总体的人力资源状况不佳，人力资源管理水平落后。

中国机械制造业企业要从“中国制造”向“中国创造”转变需要大量的具有创新精神的科学技术人才、复合型的高级管理人才、高级技师、技师等熟练技术人才。

在我国机械制造企业人力资源管理中还存在一些问题。

主要包括对人力资源认识存在误区；缺乏现代人力资源管理的理念；人力资源资源使用率低；人力资源管理人员整体素质不高；缺乏科学合理的绩效考评与激励机制；人力资源管理规划缺乏科学性等六个方面。

机械制造业企业的人力资源管理存在的问题不仅与当代社会经济环境有关，同时也是这个时代的产物，对于企业的人力资源管理者来说,就需要采取新的策略，提高对人力资源管理的认识,转变观念，做好人力资源管理工作。

针对上面提到的人力资源管理存在的问题，可以考虑以下方法加以解决。

首先，更新人力资源管理观念。

然后，树立以人为本的现代人力资源管理理念。

第四．营造优秀的企业文化。

第五．绩效评估制度化，激励机制需灵活。

最后．实施战略性人力资源规划本文通过查阅大量书籍和相关资料，以及在实习过程中，收集到的国内一些机械制造企业的资料，并结合自己所学知识，对国内机械制造企业人力资源管理的现状及存在的问题进行了思考和研究，得出结论如下：首先，在我国的机械制造企业中存在着普遍的人力资源管理问题，尤其是在民营的中小型的机械制造企业，他们规模一般较小，没有人力资源管理制度，全部采用传统人事档案的管理模式，企业员工的文化和职业能力偏低。

培训制度、绩效考核制度及薪酬制度不科学，不规范。

这些问题都将成为我国机械制造企业走向现代化，自动化的瓶颈。

其次，作为机械制造企业的经营者，必须改变传统的人事管理观念，树立现代人力资源管理理念。

充分认识现代人力资源管理的重要性，把现代人力资源管理落实到实处。

最后，机械制造业的发展方向是将传统的制造技术与现代信息技术、管理技术、自动化技术、系统工程技术进行有机结合的先进制造技术。

这就要求机械制造企业的用工数量要减少，但是质量要提高。

因此非常有必要从现在开始实施现代人力资源管理，提高企业人员素质和能力，为企业储备人才。

英文翻译The development of all kinds of industries must rely on the mechanical manufacturing industry and its supporting equipments because it is the basic industry of our national economy. The development of it directly influences the development of every part of national economy, the national welfare, the people's livelihood, and the reinforcement of national defense capability as well. Therefore, all the countries place mechanical manufacturing industry into priority.Human resource management of a company is closely related to the management strategy, organization structure, and values of a company. While an outstanding human resource management is the most difficult to duplicate and imitate by other company. So, in this time and age which is full of fierce competition, to create a favorable competition by the human resource management is a key point in the company’s competitive strategy. Of course it is an important part in the mechanical manufacturing company either, and to carry out a reasonable and effective human resource management is a powerful guarantee to be successful. The point is that how to make the good use of human resource management to support mechanical manufacturing company to adapt to the competition and to improve the competitive capacities, which is a question that worth to consider. This paper is combined with the related theory of human resource, management in both China and foreign countries, the related conformations of mechanical manufacturing industry in our country and the knowledge got from practice, focusing on the study of the present situation and questions in China’s human resource management of mechanical manufacturing industry. I hope this study can make some practical instructive meanings in the human resource management to China’s mechanical manufacturing industry, especially some small and medium enterprises, so that in the new time and age they can improve their international competition and enhance their manufacturing levels.In recent years, no matter in total quantity or skills our manufacturing industry acquired continuous rapid growth. China has become a real world manufacturing country. It has made a great progress from product research and development, technique and equipment to the product processing capacity, however, ‎t he product of independent intellectual property brand is not ordinary. In the whole, China’s manufacturing industry is far behind, and the mechanical equipments of high-quality and advanced skill are basically provided by foreign enterprises. In addition, as the development of community, the livelihood level of folks enhanced unceasinglyand every part of need of personalities is more desirable. The mechanical manufacturing industry which is infused in different industry and become the basic industry faces severe challenges.Now the situation of mechanical manufacturing human resources is not very well on the whole and the standard of it is fall behind. Chinese mechanical manufacturing enterprise should transfer from “made in China”to “create in China”and this transition need a great number of technical and inter-disciplinary advanced management elites who have innovation and a number of skilled elites. Moreover, there are still some other questions exist in human resource management which mainly including the misunderstanding towards to human resource, the mind lacking new human resource management, the low utilization rate of human resource management, the ordinary quality of human resource managers, lacking reasonable performance examination and incentive policy and lacking reasonableness in human resource management program these six aspects.The question of human resource management in mechanical manufacturing is not only related to the contemporary economic environment but also is a product of this era. To the human resource manager in enterprise, they should adopt new strategy, improving the knowledge of human resource management, and transferring their mind for the job of human resource management. Considering the question referred above, they can consider these approaches to resolve, which are: renewing the conception of human resource management, establishing the people-oriented conception of human resource management, constructing excellent company culture, institutionalizing performance examination and making incentive policy more flexible, and making human resource management program.This paper looked up amount of books and related information, according to the information in mechanical manufacturing industry collected in process of practical training and combining the knowledge which has learned in university, then thinking and studying the question existed in human resource management in mechanical manufacturing industry, finally making a conclusion:First of all, the question of human resource management generally existed in Chinese mechanical manufacturing enterprise, especially in private small enterprises. Generally their scale is not very big and they have no human resource management; they adopt the management style of traditional personnel files and the staffs’ cultural and professional abilities are lower than others. Training system, performance examination and incentive system are not reasonable. These questions are all the limitation of the transition of mechanical manufacturing enterprises to the modernization.In addition, as mechanical manufacturing operators, they must change the conception of traditional personnel management and establish the conception of modern human resource management, fully understanding the importance of modern human resource management, and finally carrying out it.At last, the develop direction of mechanical manufacturing industry is an advanced manufacturing skills which is the combination of traditional manufacturing skills and modern information skills, management skills, automatic skills and systematic engineering skills. It demands that the amount of labor used in mechanical manufacturing enterprises deducts but the quality improves. Therefore, it is necessary to carry out the modern human resource management, to improve the quality and ability of staff from now on, to store elite for the enterprises.。