人事管理信息系统外文文献及翻译
VB人事管理系统中英文资料翻译
英文资料翻译系别vvvvvv VVV vvvvvv 专业班级学生姓名学号指导教师2010年4 月Enterprise Personnel Management SystemAbstract：Along with the science and technology development, the computer technology unceasingly applies all the various trades and occupations, the need which the data storage unceasingly inflates, will be able to have a higher request to the future data bank technology. The data bank technology from 20th century 60's intermediate stages production, has more than 30 years history to today, its development speed quick, the application scope is broad is other technologies far inferior. The data bank technology research and the development has become the modern information society to have the formidable vitality an important domain. 30 for many years, from the first generation of level, the netted database system, the second-generation relational database system, have developed the third generation take the object-oriented model as the main characteristic database system. Has been published since the computer, starts to store the data, the data memory organization manages has become one of most basic questions which the computer must solve. The initial data, each one is a war, by document form depositing, the different application, the different document but the same data has created the resources and the manpower waste.The management of business enterprise employee is an important part in the management of enterprise. With the development of society, business enterprise becomes larger and larger. How to deal with the information of the employee has become a serious problem for enterprise management. Under this condition, it is necessary to develop a management system of business enterprise employee. This system includes the following functions: input 、modification 、inquiry and deleting modules for employee’s basic information, input 、modification 、inquiry and deleting modules for employee’s transferring information and the maintaining of the system. At the same time, it can provide service of information consultinginformation index, and information access. It can meet the needs of employee management in the modern enterprise.The main contents of this thesis is the whole processes that elaborated on to business enterprise personal management system development, the main contents of this sis include the management information system says all the development tool of the movement and maintenance of the choice, the system analysis, the system design, thesystem implement, system, develop to tally up seven chapter, this text last one chapter is my development to this sis summary.Design the main purpose of this system is pass a calculator to me now place of company employee of various information carry on the management and maintenance, basic information of this system to employee, test frequently an information and transfer an information and work to evaluate information, the wages information...etc., carry on the classification management and orchestrate a programming. And verified the way of the customer identity before adopting into system to strengthen the management to the safety of the system and the confidentiality, make thus the legal customer only then can enter this system to carry on a related operation.The development characteristics of this system mainly is selected by examinations the Windows 2000 Professionals as to develop terrace, the adoption SQL Server 2000 does the backstage database management system, choosing more and easily in the meantime self-educated of function strong Visual Basic 6.0 Be develop tool, make use of the thought and method of the software engineering, total adopt structure first to turn the life cycle method to carry on the system analysis and design up, then adopt a fast prototype method to carry out system.This system interface amity, adopt to descend the pull type menu to carry on the function choice traditionally, the operation is simple, economizing parts of expenditures for the development of the business enterprise, can be convenient, fast, accurate of to business enterprise the employee's various information carry on works, such as increment and modification, deletion, search etc., can provide science, the dependable personal management system decision to serve more for the company.企业人事管理系统摘要随着科学技术的发展，计算机技术不断应用到各行各业，数据存储不断膨胀的需要，对未来的数据库技术将会有更高的要求。
外文文献翻译人力资源管理信息系统研究员工管理
外文文献翻译人力资源管理信息系统研究员工管理译文本文对人力资源管理信息系统（HRMIS）的文献进行了综述。
综述涵盖了与组织中HRMIS的设计、实施和使用相关的一系列问题。
文章首先概述了HRMIS的概念及其在现代工作场所中的重要性。
然后探讨了各种类型的HRMIS，包括用于招聘、绩效管理和员工发展的HRMIS。
文章还研究了设计和实施HRMIS所面临的挑战，如数据安全和隐私问题，以及有效的变革管理策略的必要性。
最后，文章总结了HRMIS对组织及其员工的潜在好处，包括提高效率、更好的决策和增加员工参与度。
In n。
___ effective human resource management。
By utilizing the system。
enterprises can achieve detailed personnel records。
electronic management of employee n。
and ___ of human resources is essential for the survival and development of enterprises。
and the HRMIS can help ___.As the ___ and n increases。
___。
it ___ for each employee。
companies ___ stronger skills。
they can find the right candidate from the talent file。
This not only maximizes the use of employee talents but also avoids the need for recruitment。
which saves a lotof manpower and material resources。
Therefore。
人力资源管理系统英语
人力资源管理系统英语Human Resource Management System.In today's competitive business environment, effective human resource management is crucial for organizations to achieve their strategic goals. A human resource management system (HRMS) is a software application that automates and centralizes various HR processes, enhancing efficiency, reducing costs, and improving employee satisfaction. This article delves into the importance, features, benefits, and considerations for implementing an HRMS.Importance of an HRMS:1. Efficiency and Productivity: HRMS automate routine tasks such as payroll processing, employee information management, and attendance tracking, freeing up HR professionals to focus on strategic initiatives.2. Data Centralization: The system centralizes employeedata in a single, secure location, ensuring accurate and timely information for decision-making.3. Compliance Management: HRMS help organizations stay compliant with changing employment laws and regulations, reducing the risk of legal disputes.4. Employee Engagement: By providing self-service features like pay stubs, leave balances, and training modules, HRMS empower employees to manage their own information, enhancing their engagement and satisfaction.5. Recruitment and Onboarding: HRMS streamline the recruitment process, from job postings to candidatetracking and onboarding, ensuring a smooth transition for new hires.Features of an HRMS:1. Employee Information System (EIS): An EIS stores and manages employee details like contact information, job titles, salaries, attendance records, and performancereviews.2. Payroll Management: The system calculates salaries, deductions, and taxable income, generates pay stubs, and facilitates direct deposit.3. Recruitment and Applicant Tracking: HRMS integrate job postings, resume parsing, candidate tracking, and interview scheduling to simplify the recruitment process.4. Onboarding and Offboarding: The system automates new hire orientation, training, and paperwork, while handling exit interviews and termination processes.5. Performance Management: HRMS offer tools for goal setting, performance appraisals, and feedback, enabling managers to monitor and improve employee performance.6. Training and Development: The system provides access to online training modules, skill assessments, and career development resources.7. Compliance Management: HRMS monitor employment laws, regulations, and contracts, ensuring adherence to legal requirements.8. Reporting and Analytics: The system generates reports on HR metrics like turnover rates, training effectiveness, and recruitment cycles, enabling informed decision-making.Benefits of an HRMS:1. Cost Savings: Automation reduces the need for manual data entry and paperwork, saving time and money.2. Improved Decision-Making: Accurate and timely data enables managers to make informed decisions about hiring, promotions, and training.3. Enhanced Employee Engagement: Self-service features and better communication improve employee satisfaction and engagement.4. Compliance Assurance: Automation reduces the risk of compliance violations, saving organizations from costlylegal disputes.5. Scalability: HRMS can grow with the organization, supporting expansion into new markets or the addition ofnew departments.Considerations for Implementing an HRMS:1. System Selection: Evaluate HRMS based on features, cost, scalability, user-friendliness, and vendor reputation.2. Data Migration: Ensure a smooth transition by planning for data migration from existing systems to thenew HRMS.3. Training and Support: Provide training to HR professionals and employees on using the new system and ensure ongoing support for any issues.4. Change Management: Communicate the benefits of thenew HRMS to employees and manage any resistance to change.5. Security and Compliance: Ensure the HRMS meets security standards and complies with relevant data protection laws.In conclusion, an HRMS is a critical component of any organization's strategy for effective human resource management. By automating routine tasks, centralizing data, and improving employee engagement, HRMS help organizations achieve their strategic goals while reducing costs and risks. When implementing an HRMS, organizations should carefully evaluate their needs, select a system that meets their requirements, and plan for a smooth transition to ensure maximum benefits.。
外文翻译《企业人事管理系统》资料
The business enterprise personal management systemThe 21st century the most intense competition should belong to talents competition, a multi-discipline knowledge of compound talents is probably a enterprises to grow an indispensable part of the important factor. Therefore Human Resource has become the most important Resource of enterprises, the Human resources Management, Human Resource Management (HRM) has become the modern enterprise Management work in one important content of. And in the human resources management of basic work is personnel file management.For corporations, staff personnel files of not only can make the managers in a certain extent master the basic personnel they hire personnel information, but also for the enterprise human resources supervisory work to provide relevant personnel information data support. For example: enterprise make staff recruitment and training plans, reasonable use of personnel, etc. Therefore, the enterprise personnel file management work quality not only can directly affect the enterprise human resources management, and will indirectly affect the whole enterprise management.With the development of society, the progress of science and technology, the application of computer in social fields are widely used, more and more people both felt use computer different management science and convenient; To realize the management information system to manage the importance of work.Management Information System, Management Information System (MIS), is an enterprise is the production and operation of various internal and external Information for the collection, processing, sorting, transfer, and orderly storage and used in the Management and decision-making, is the enterprise efficiency of Information System. It can make the enterprise more timely, accurate, comprehensive and detailed understanding the information needed data. At the same time management information system for various information data of further processing, can make the enterprise of the leadership of production, marketing, management decision-making basis for more fully and is more reasonable and scientific, Thus for society to create more value for the development of enterprises to create more opportunities. In addition, the management information system can make the enterprise management more scientific, rationalization and institutionalized, standardization, For the enterprise's management level up to a new stage, For the enterprise the continuous, healthy and stable development of the lay solid foundation.Personnel file management system is the typical information managementsystem, through the personnel file management system for personnel file management has artificial incomparable advantages - for example: retrieves, the search rapidly convenient, the reliability high, thereserves big, the secrecy good, the life is long, the cost low status. A perfect design, stable operation of the personnel file management system can make people from heavy traditional manual management freed, so as to improve the enterprise personnel file management work efficiency, assist enterprises better complete personnel file management; Moreover, the overall management of enterprise informatization construction is enterprise's scientific, thestandardized management connecting with the world of the important conditions, enterprise personnel file management and enterprise informatization of overall management informationization important component. Therefore, using the computer to enterprise personnel file management is the inexorable trend of personnel file management system is the enterprise management is indispensable. So in the graduation design, I choose the development of personnel file management system.企业人事管理系统21世纪最激烈的竞争当属人才的竞争，一个具有多学科知识的复合性人才或许是一个企业发展壮大所不可或缺的重要因素。
人力资源管理外文文献翻译
文献信息：文献标题：Challenges and opportunities affecting the future of human resource management（影响人力资源管理未来的挑战和机遇）国外作者：Dianna L. Stone，Diana L. Deadrick文献出处：《Human Resource Management Review》, 2015, 25(2):139-145 字数统计：英文3725单词，21193字符；中文6933汉字外文文献：Challenges and opportunities affecting the future of humanresource managementAbstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to examine some of the challenges and opportunities that should influence the future of HR. We also consider implications for future research and practice in the field.Keywords: Future of human resource management, Globalization, Knowledge economy Diversity, Technology1.Change from a manufacturing to a service or knowledge economyOne of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledgebased economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others (OxfordDictionary, 2014a). A knowledge economy is referred to as the use of information or knowledge to generate tangible and intangible value (Business Dictionary, 2014a). Some economists argue that service activities are now dominating the economies of industrialized nations, and knowledge-intensive services or businesses are considered a subset of the overall service economy (Anderson & Corley, 2003).The rise of the knowledge economy has placed new demands on organizations and prompted changes in organizational goals and HR practices. Many of the traditional HR processes were designed during the industrial era, and thus focused largely on manufacturing organizations that were concerned with converting raw materials, components, and parts into finished goods that meet customers' expectations. However, many of the assumptions underlying those traditional HR processes may not be effective with the new service or knowledge organizations. For example, traditional HR practices assume that jobs should be narrowly defined, supervisors should control workers, and efficiency and short term results should be emphasized (Trice & Beyer, 1993). In contrast, knowledge organizations stress that employees' knowledge and skills have a major impact on organizational success, and employee retention is important because individuals' skills are not substitutable.Knowledge organizations also tend to design jobs broadly so as to encourage innovation, autonomy, continuous improvement, and participation in decision making. Given that individuals with unique skills and abilities are essential in knowledge organizations, the new job requirements have created a shortage and increased competition for talented workers in many fields (e.g., software engineering, nursing). Additionally, the change in the economy has resulted in the displacement and unemployment of people who do not have the skills needed for knowledge-oriented jobs (e.g., Bell, Berry, Marquardt, & Green, 2013; Karren & Sherman, 2012). These changes imply that nations need to alter their educational systems to meet job demands in new organizations (Gowan, 2012). The goals of knowledge organizations should continue to bring about changes in HR processes in the future (e.g., Schuler, Jackson, Jackofsky, & Slocum, 1996). For instance, it can be expected that HR practices will employ broad based recruiting to ensure that they uncover skilledapplicants, design jobs to emphasize autonomy and participation in decision-making, use team oriented structures to enhance collaboration and innovation, stress training and employee skill development, and provide incentives that foster employee identification, innovation, and retention. HR will need to shift its emphasis to employee retention, and meeting the varied needs of knowledge workers. Some of these new practices have already been implemented in organizations, but many organizations still use HR practices that do not support knowledge-oriented organizational goals. Future HR processes will need to be modified if knowledge organizations are to be successful. Research will also be needed to examine the effectiveness of these new practices.Although we considered the new knowledge economy as a challenge for HR in organizations, it can also be viewed as an opportunity for change. Given that the skills and abilities of knowledge workers are key to the success of new organizations, the transformation to a knowledge economy provides opportunities for the HR function to become a priority in organizations. As a result, we believe that HR will become more of a critical function in organizations, and the field should be viewed as more essential to the overall success of the organizations.2.Rise in globalizationA second factor calling for changes in HR processes is the rise in globalization. Globalization in this context refers to organizations that operate on a global or international scale (Oxford Dictionary, 2014b). Organizations operating in a global environment face a number of new challenges including differences in language and culture of employees, and variations in social, political and legal systems. Multinational corporations (MNCs) are large companies operating in several countries that are confronted with new questions, including how to create consistent HR practices in different locations, how to develop a coherent corporate culture, and how to prepare managers to work in a diverse cultural environment (Sparrow, 2007).Research on HR in the international context has focused on three approaches to understanding the issues that arise in global environments: international, comparative,and cross-cultural HR (Parry, Stavrou-Costea, & Morley, 2011). International approaches focus on HR strategies, systems, and practices in different socio-cultural contexts and different geographic territories (Parry et al., 2011). It also outlines the anatomy of MNCs, and considers the unique set of HR issues that occur in these contexts (Budhwar & Sparrow, 2002). Although researchers differ on the factors that affect HR practices in global environments, most agree that the following variables influence these systems: (a) contextual variables (such as the host country's legal system, cultural distance between host country and employees' country), (b) firm-specific variables (such as the stage of internationalization, type of industry, link between strategy and structure), and (c) situational variables (such as staff availability, need for control, locus of decision making) (e.g., Budhwar & Sparrow, 2002; Schuler, Dowling, & De Cieri, 1993; Welch,1994).Comparative HR explores the context, systems, and national patterns of HR in different countries, and discusses the idiosyncrasies of various institutions and economic environments (e.g., Aycan et al., 2000; Isenhour, Stone, & Lien, 2012a; Parry et al., 2011). Most of the research on comparative HR indicated that HR practices differ across nations, and are aligned with national cultures (Stone & Stone-Romero, 2008). Two examples of that research include a study by Schuler and Rogovsky (1998) that assessed the relations between Hofstede's national culture dimensions and the design of HR practices. These authors found that a national emphasis on individualism was positively correlated with a company's use of pay-for-performance pay systems. In addition, Gooderham, Nordhaug, and Ringdal (1999) explored cross-national differences in HR practices across European nations. Their results revealed that individualistic nations (e.g., UK, France, and Spain) were more likely to use calculative HR strategies (e.g., pay for performance) than collective nations (e.g., Scandinavian countries). Conversely, collective nations (Scandinavian countries) were more likely to use collaborative practices (e.g., employee participation) than individualistic countries (e.g., Germany, France and Spain).Finally, cross-cultural HR examines the degree to which individuals' cultural values influence the acceptance and effectiveness of HR practices (Aycan et al., 2000;Gelfand, Erez, & Aycan, 2007; Isenhour, Stone, & Lien, 2012b; Stone, Stone-Romero, & Lukaszewski, 2007). Most of the theories in HR and Organizational Behavior (OB) were developed in Western nations and assume that the cultural values of individuals in organizations are homogeneous (Gelfand et al., 2007). However, it is clear that employees' cultural values differ in U.S. and global contexts, and organizations need to align their HR processes with these cultural values (e.g., Gelfand et al., 2007; Stone & Stone-Romero, 2008). For example, cross-cultural research indicated that individuals' cultural values shape their reward preferences, and their reactions to negative feedback (e.g., Gelfand et al., 2007; Joshi & Martocchio, 2008; Stone, Johnson, Stone-Romero, & Hartman, 2006; Stone-Romero & Stone, 2002). In particular, individuals who valued individualism preferred reward allocation systems based on equity or proportionality, but those who valued collectivism preferred equality-based allocation systems (Sama & Papamarcos, 2000). As a result, pay-for-performance systems may motivate employees who are individualistic, but group-based or profit-sharing systems may be more effective with those who value collectivism (e.g., Joshi & Martocchio, 2008; Miller, Hom, & Gomez-Mejia, 2001). Furthermore, research by Stone-Romero and Stone (2002) revealed that individuals who endorse collectivism were more likely to accept negative feedback than those who stress individualism.Given that most organizations are operating in a global environment, we expect that the field will pay even more attention to these issues in the future. One reason is that the employment rates of U.S.-based MNCs have grown consistently over the past decades, and they now employ over 34.5 million workers in multiple countries (Bureau of Economic, 2013). It is anticipated that the numbers of MNCs will continue to expand over time, and HR practices will need to be congruent with these new multicultural and complex contexts. As a result, we expect that future research in HR will focus on the effectiveness and acceptance of HR practices in global environments.Even though we have considered globalization as a challenge for organizations, we believe that it also provides many new opportunities. For instance, globalizationshould expand markets for products and services, and may enhance creativity and innovation because organizations will become more culturally diverse. Research showed consistently that diversity increases innovation and creativity, and this should also apply to the field of HR (van Knippenberg, De Dreu, & Homan, 2004). In particular, HR in global contexts will have to use creative solutions for attracting, motivating, and retaining diverse employees. For example, they may have to use unique rewards systems (e.g., cafeteria or flexible reward systems) to ensure that they meet the needs of workers from different cultural backgrounds (e.g., Stone, Deadrick, Lukaszewski, & Johnson, 2015). Of course, research will be needed to examine the effectiveness of these new approaches.3.Growing domestic diversityApart from changes in the economy and globalization, organizations are also faced with major shifts in the composition of the U. S. population. In particular, it is expected that our population will be older and more ethnically diverse by 2060 (U.S. Bureau of Census, 2014). For instance, by 2060 one in five Americans will be 65 years of age or older, and the number of working age people in the population (ages 18 to 64) will decrease from 62.7% to 56.9%. Along with the age-related changes, the work values of younger generations are expected to be different than previous groups (e.g., Baby Boomers). As a result, organizations will need to develop HR practices that are aligned with the primary goals and the values of multiple generations of employees (Cennamo & Gardner, 2008; Twenge, Campbell, Hoffman, & Lance, 2010).3.1.Increased age and generational diversityAlong with the aging workforce come many new challenges for HR. For instance, given the shortage of skilled workers there is a growing concern about the retention of skilled baby boomers. One reason for this is that baby boomers often have unique skills and abilities that are critical to organizational success, and companies are justifiably worried about retaining them in their roles until qualified replacements can be found or trained. In order to retain these individuals, organizations will need toincrease flexible work arrangements, allow part-time work, provide a supportive environment, and employ recognition systems to motivate them to stay with the organization (Armstrong-Stassen, Schlosser, & Zinni, 2012; Cheung & Wu, 2013; Shacklock & Brunetto, 2011).Another challenge facing organizations is that they will be staffed by members of multiple generations, and members of generations differ in terms of work values, attitudes, and behaviors (Cennamo & Gardner, 2008; Twenge et al., 2010). As a result, organizations will have to modify their HR practices in order to attract and retain skilled members of all of these groups. For example, recent research indicated that baby boomers (born 1946 to 1964) placed a strong emphasis on hard work and achievement, valued intrinsic rewards, and stressed loyalty to the organization (Cennamo & Gardner, 2008; Twenge et al., 2010). In contrast, members of generation X (born 1965–1981) were more likely to value extrinsic rewards, leisure time, steady employment, work family balance, and promotion opportunities than baby boomers (Cennamo & Gardner, 2008; Twenge et al., 2010). Research also indicated that the values of generation Y were somewhat similar to those of generation X (born 1982–1999; i.e., they valued leisure time, work–family balance, extrinsic rewards, status), but they were more likely to emphasize freedom than either generation X or baby boomers. In addition, members of generation Y stressed extrinsic rewards less than generation X, but both generations X and Y reported greater intentions to leave organizations than baby boomers (Twenge et al., 2010).Given these differences in values, organizations are faced with the complex challenge of aligning reward and compensation systems with the values of multiple generations. For example, they may need to expand beyond merely static pay and benefits and incorporate more flexible reward systems. In particular, they might identify the reward preferences of individuals, and develop cafeteria reward systems that provide employees with a total sum for their overall compensation, thus allowing them to select different rewards and benefits (e.g., one person might select vacation time in lieu of pay, whereas others might select pay instead of time off from work; Stone‐Romero, Stone, & Salas, 2003).3.2.Expanded ethnic diversityThere will also be dramatic change in the racial and ethnic make-up of our society. Today, ethnic minorities make up about 37% of the population, but estimates indicate they will comprise 57% of the nation by 2060 (U.S. Bureau of Census, 2014). It has also been projected that the U.S. will become a majority–minority nation by 2043, and the numbers of Hispanic–Americans (Hispanic) will more than double in the coming years (U.S. Bureau of Census, 2014). By 2060, one in three people in the U.S. will be Hispanic.Even though there has been relatively little HR research on the cultural values of ethnic minorities in the U. S., some studies found that, on average, they have different values than Anglo-Americans (Bell, Marquardt, & Berry, 2014; Guerrero & Posthuma, 2014; Stone & Stone-Romero, 2008). For example, Hispanics, African–Americans, Asian–Americans, and Native Americans are, on average, more likely to endorse collective values than Anglo-Americans (Guerrero & Posthuma, 2014; Stone et al., 2006; Triandis, 1994). In contrast, Anglo-Americans are, on average, more likely to stress individualism than their counterparts, but it should be cautioned that there are within group differences in cultural values for all of these sub-groups (Betancourt & Lopez, 1993).Given the transformation in the composition of the U.S. population, current HR practices may be less effective with employees from diverse backgrounds than those from the dominant group. The primary reason for this is that traditional HR processes were designed for a homogeneous set of employees with individualistic cultural values, and the new workforce is likely to have value systems based on collectivism and familism (e.g., Gelfand et al., 2007; Stone & Stone-Romero, 2008). Thus, organizations will have to have their HR practices modified so that they are aligned with the values of new generations, and the cultural values of diverse employees. As noted above, members of different ethnic subgroups often have distinctive reward preferences, and unique work values, and should react differently than Anglo-Americans to traditional HR processes.Thus, in order to attract and retain subgroup members, organizations may have toalter their current reward and benefit systems to meet the needs of these employees. For example, many ethnic subgroup members are more familistic and collective than AngloAmericans (Phinney, 1996), so they may prefer that organizations offer opportunities for teamwork, work–family balance, time off from work, and group based reward systems. As a result, organizations that develop cafeteria compensation and benefits systems that provide flexibility in terms of reward and benefit allocations may be more attractive to the new workforce than traditional reward systems. For instance, those employees who value familism can choose an extra week of vacation time to spend with their families in lieu of pay or other benefits. Organizations will be able to use these flexible compensation plans to attract talented applicants from all ethnic groups.In view of the coming changes in generational and domestic diversity, organizations are likely to modify their future HR practices to meet the needs of employees with diverse values. To date, most of the research on domestic diversity has focused on unfair discrimination and relational demography (e.g., Stone‐Romero et al., 2003; van Knippenberg et al., 2004). We believe that future HR research will need to be expanded and dig deeper into the value differences, reward preferences, and unique work roles of the new diverse workforce.In our discussion above, we viewed changes in generational and ethnic diversity as a challenge for organizations. However, they can also be considered opportunities for organizations to utilize the many talents and skills that these individuals bring to the workforce, and should provide a wide array of individuals with the chance to display their skills and talents. Furthermore, the altered composition of the workforce should help organizations reach broader markets for their products and services, and increase the innovation and creativity in organizations (van Knippenberg et al., 2004). They should also prompt organizations to develop new HR practices that will meet the needs of all members of the workforce (e.g., cafeteria reward systems) (Stone et al., 2006).4.Emerging use of technologyOver the past 30 years, one of the major drivers of change in HR has been the increased use of information technology (hereinafter referred to as technology) to collect, store, and utilize data for decision-making (e.g., Gueutal & Stone, 2005; Strohmeier, 2007; Strohmeier & Kabst, 2009). Technology, especially, the World Wide Web, has transformed key HR processes in organizations (e.g., e-recruiting, e-selection, e-training), and modified the nature of jobs and the relationships between individuals and organizations (Kiesler, Siegel, & McGuire, 1984). For example, it has enabled organizations to use the Internet to advertise jobs, and made it possible for applicants to apply for jobs online (e.g., Dineen & Allen, 2013). In addition, organizations are using various forms of technology to deliver training to employees (e.g., the Internet, intranet systems, video conferencing, online simulations; Salas, DeRouin, & Littrell, 2005). Research on the use of technology to facilitate HR processes indicated that it typically enhances efficiency, and decreases costs associated with HR transactions (e.g., Dulebohn & Johnson, 2013; Dulebohn & Marler, 2005; Strohmeier, 2007). However, some researchers argued that there is no clear evidence that it helps HR meets its primary goals of attracting, motivating, and retaining talented employees (see Stone et al., 2015, for a detailed discussion of influence of technology and the future of HR).Despite the increased efficiency and cost savings associated with the use of technology in the field of HR, researchers maintained that there are a number of limitations associated with using current technologies to manage HR processes (e.g., Stone et al., 2015;Stone‐Romero et al., 2003). For instance, information technologies are often static and use one-way communication systems that do not allow applicants or employees to ask questions or gain advice from HR professionals (e.g., benefits). As a result, the technologies can be impersonal, inflexible, and create an artificial distance between supervisors and employees. Likewise, the use of technology for training may be less engaging than traditional methods, and may not give trainees the opportunity to practice or gain feedback. Furthermore, technology may actually transfer the work of HR departments to line managers or employees, which may reduce overall productivity in organizations (Stone‐Romero et al., 2003).In spite of possible limitations associated with using technology to manage HR processes, it will continue to transform the field in the future. Furthermore, it can be argued that new technologies will emerge that should decrease some of the major drawbacks associated with current systems. For instance, a number of researchers argued that the use of new interactive technologies (e.g., Web 2.0, social media, virtual simulations or job fairs, chat rooms, cloud computing, mobile devices) should decrease some of the weaknesses associated with current systems (see Dineen & Allen, 2013; Stone et al., 2015; Sullivan, 2014). For example, the use of social media, chat rooms, and high definition cloud computing should enable applicants and employees to engage in an interactive dialogue with recruiters or managers. Similarly, the use of virtual reality should provide applicants with opportunities to attend virtual job fairs, give supervisors the ability to mentor subordinates, and offer trainees the chance to participate in virtual training simulations. All of these virtual environments should increase the degree to which technology-based HR processes are personal, flexible, interactive, engaging, and decrease the interpersonal distance between employees and supervisors. Although these arguments seem plausible, research will be needed to examine the effectiveness and acceptance of these new HR processes.Despite the fact that we viewed technology as a challenge in the sections above, it should be noted that it also provides new opportunities for the field of HR. For instance, research showed that technology often decreases the administrative burden in HR, increases efficiency, and allows the field to contribute to the strategic direction of organizations (Stone & Dulebohn, 2013). To date, there is no evidence that it helps organizations achieve its primary goals, but we believe that new interactive technologies will facilitate the attraction and retention of critical employees (Stone et al., 2015). One reason for this is that it will allow supervisors and HR professionals to engage in more frequent interaction and communication with employees. As a result, they will be able to identify and meet the needs of critical employees, and ensure that they remain with the organizations. It may also enable organizations to make better HR decisions based on objective information or decision support systems (Dulebohn & Johnson, 2013). Furthermore, it may facilitate interactions with stakeholders insideand outside the organization. For example, supervisors may be able to communicate with external customers in order to improve employees' performance, and HR professionals should be capable of staying abreast of innovative practices used by other organizations (see Ulrich & Dulebohn, 2015, for a detailed discussion of these issues).中文译文：影响人力资源管理未来的挑战和机遇摘要如今，人力资源（HR）管理领域正面临着巨大的变革压力。
管理信息系统外文翻译 (2)
毕业设计（论文）外文文献翻译毕业设计（论文）题目翻译（1）题目管理信息系统翻译（2）题目数据库管理系统的介绍学院计算机学院专业姓名班级学号Management Information SystemIt is the MIS(Management Information System ) that we constantly say that the management information system , and is living to emphasize the administration , and emphasizes that it changes into more and more significantly and more and more is universalized in the contemporary community of message . MIS is a fresh branch of learning, and it leaped over several territories, and for instance administers scientific knowledge, system science, operational research, statistic along with calculating machine scientific knowledge. Is living on these the branches of learning base, and takes shape that the message is gathered and the process means, thereby take shape the system that the crossbar mingles.1. The Management Information System Summary20 centuries, in the wake of the flourishing development of whole world economy, numerous economists propose the fresh administration theory one by one. Xi Men propose the administration and was dependent on idea to message and decision of strategic importance in the 50’s 20 centuries. The dimension of simultaneous stage is admitted issuing cybernetics, and he thinks that the administration is a control procedure. In 1958, Ger. write the lid: “ the administration shall obtain without delay with the lower cost and exact message, completes the better control “. This particular period, the calculating machine starts being used accountancy work. The data handling term has risen.In 1970, Walter T.Kennevan give administration that has raised the only a short while ago information system term to get off a definition: “ either the cover of the book shape with the discount, is living appropriately time to director, staff member along with the outside world personnel staff supplies the past and now and message that internal forecasting the approaching relevant business reaches such environment, in order to assist they make a strategic de cision”. Is living in this definition to emphasize, yet does not emphasize using the pattern, and mention the calculating machine application in the way of the message support decision of strategic importance.In 1985, admonishing information system originator, title Buddhist nun Su Da university administration professor Gordon B.Davis give the management information system relatively integrated definition, in immediate future “ administer the information system is one use calculating machine software and hardware resources along with data bank man - the engine system.It be able to supply message support business either organization operation, administration or the decision making function. Comprehensive directions of this definition management information system target and meritorious service capacity and component, but also make known the management information system to be living the level that attains at that time.1.1 The Developing History of MISThe management information system is living the most primarily phase iscounting the system, the substance which researched is the regular pattern on face between the incremental data, it what may separate into the data being mutually related and more not being mutually related series, afterwards act as the data conversion to message.The second stage is the data are replaced the system, and it is that the SABRE that the American airline company put up to in the 50’s 20 centuries subscribes to book the bank note system that such type stands for. It possess 1008 bank note booking spots, and may access 600000 traveler keep the minutes and 27000 flight segments record. Its operation is comparatively more complex, and is living whatever one “spot ”wholly to check whether to be the free place up some one flight n umbers. Yet through approximately attending school up to say, it is only a data and replaces the system, for instance it can not let know you with the bank note the selling velocity now when the bank note shall be sell through, thereby takes remedying the step. As a result it also is administer information system rudimentary phase.The third phase is the status reports system, and it may separate into manufacture state speech and service state and make known and research the systems such as status reports and so on. Its type stands for the production control system that is the IBM corporation to the for instance manufacture state speech system. As is known to all, the calculating machine corporation that the IBM corporation is the largest on the world, in 1964 it given birth to middle-sized calculating machine IBM360 and causes the calculating machine level lift a step, yet form that the manufacture administration work. Yet enormously complicatedly dissolve moreover, the calculating machine overtakes 15000 difference components once more, in addition the plant of IBM extends all over the American various places to every one components once more like works an element, and the order of difference possess difference components and the difference element, and have to point out that what element what plant what installation gives birth to, hence not merely giving birth to complexly, fitting, installation and transportation wholly fully complex. Have to there be a manufacture status reports system that takes the calculating machine in order to guarantee being underway successfully of manufacture along with else segment as the base. Hence the same ages IBM establish the systematic AAS of well-developed administration it be able to carry on 450 professional work operations. In 1968, the corporation establishes the communal once more and manufactures informationsystem CMIS and runs and succeeds very much, the past needs 15 weeks work, that system merely may be completed in the way of 3 weeks.It is the data handling system that the status reports system still possess one kind of shape , and that it is used for handles the everyday professional work to make known with manufacture , and stress rests with by the handwork task automation , and lifts the effectiveness with saves the labor power . The data handling system ordinarily can not supply decision of strategic importance message.Last phase is the support systems make a strategic decision, and it is the information system being used for supplementary making a strategic decision. That system may program and the analysis scheme, and goes over key and the error solve a problem. Its proper better person-machine dialogue means, may with not particularlythe personnel staff who have an intimate knowledge of the calculating machine hold conversation. It ordinarily consists of some pattern so as to come into being decision of strategic importance message, yet emphasize comprehensive administration meritorious service capacity.1.2 The Application of Management Information SystemThe management information system is used to the most base work, like dump report form, calculation pay and occurrences in human tubes and so on, and then developing up business financial affairs administrations and inventory control and so on individual event operational control , this pertains to the electron data handling ( EDP Data Processing ) system . When establish the business data bank, thereby possess the calculating machine electric network to attain data sharing queen , the slave system concept is start off , when the implementation the situation as a whole is made program and the design information system ,attained the administration information system phase . In the wake of calculating machine technique progress and the demand adjust the system of people lift further, people emphasize more furthermore administer the information system phase. Progress and people in the wake of the calculating machine technique lift at the demand adjust the system further, people emphasize more furthermore to administer the information system whether back business higher level to lead makes a strategic decision this meritorious service capacity, still more lay special emphasis on the gathering to the external message of business and integrated data storehouse, model library , means storehouse and else artificial intelligence means whether directly to decision of strategic importance person , this is the support system ( DDS ) mission making a strategic decision.There is the part application that few business start MIS inner place the limit of the world at the early days of being living in the 70’s 20 centuries. Up at the moment, MIS is living, and there be the appropriatePopularization rate in every state nation in world, and nearly covered that every profession reaches every department.1.3 The Direction of MIS DevelopmentClose 20 curtains; external grand duke takes charge of having arisen3 kinds of alternations:A. Paying special attention to the administration being emphasized toestablishing MIS’s s ystem, and causing the administration technique headfor the ageing.B. The message is the decision of strategic importance foundation, and MISsupplies the message service in the interest of director at all times.C. Director causes such management program getting in touch with togetherwith the concrete professional work maneuver by means of MIS. not merelybig-and-middle-sized business universally establish MIS some small-sizebusiness also not exceptions of self, universally establish the communaldata network, like the electronic mail and electron data exchange and so on,MIS supplied the well support environment to the application of Intranet’stechnique to speedily developing of INTERNET especially in the past fewyears in the interest of the business.Through international technique development tendency is see, in the 90’s 20 centuries had arisen some kinds of brand-new administration technique.1. Business Processes Rebuild (BPR)A business should value correctly time and produce quality, manufacturing cost and technical service and so on several section administrations, grip at the moment organization and the process compose once more,andcompletes that meritorious service capacity integrationist, operation processization and organization form fluctuation. Shall act as the service veer of middle layer management personnel staff the decision of strategic importance of the director service?2. Intelligentization Decision Support System (IDSS)The intelligentization decision of strategic importance support system was sufficiently consider demand and the work distinguishing feature of business higher level personnel staff.3. Lean Production (LP)Application give birth to on time, comprehensive quality control and parallel project that picked amount is given birth to and so on the technique, the utmost product design cutting down and production cycle, raise produce quality and cuts down the reproduced goods to reserve, and is living in the manufacture promote corps essence, in order to meet the demand that client continuously changes.4. Agile Manufacture (AM)One kind of business administration pattern that possess the vision, such distinguishing feature is workers and staff members’ quality is high, and the organization simplifies and the multi-purpose group effectiveness GAO message loading is agile and answers client requires swiftly.2. The Effect To The Business Administration of MIS DevelopmentThe effect to the business administration of the management information system development is administered the change to business and business administration of information system development and come into being and is coming into being the far-reaching effect with.Decision of strategic importance, particularly strategic decision-making may be assisted by the administration information system, and its good or bad directly affects living and the development up the business. The MIS is impeding the orientation development that the administration means one another unites through quality and ration. This express to utilize the administration in the calculation with the different mathematical model the problem in the quantitative analysis business.The past administer that the problem is difficult to test, but MIS may unite the administration necessaries, and supply the sufficient data, and simulates to produce the term in the interest of the administration.In the wake of the development of MIS, much business sit up the decentralizedmessage concentration to establish the information system ministry of directly under director, and the chief of information system ministry is ordinarily in the interest of assistant manager’s grade. After the authority of business is centralized up high-quality administration personnel staff’s hand, as if causing much sections office work decrease, hence someone prophesy, middle layer management shall vanish. In reality, the reappearance phase employed layer management among the information system queen not merely not to decrease, on the contrary there being the increase a bit.This is for, although the middle layer management personnel staff getting off exonerate out through loaded down with trivial details daily routine, yet needs them to analyses researching work in the way of even more energy, lift further admonishing the decision of strategic importance level. In the wake of the development of MIS, the business continuously adds to the demand of high technique a talented person, but the scarce thing of capability shall be washed out gradually. This compels people by means of study and cultivating, and continuously lifts individual’s quality. In The wake of the news dispatch and electric network and file transmission system development, business staff member is on duty in many being living incomparably either the home. Having caused that corporation save the expenses enormously, the work efficiency obviously moves upward American Rank Zeros corporation the office system on the net, in the interest of the creativity of raise office personnel staff was produced the advantageous term.At the moment many countries are fermenting one kind of more well-developed manufacturing industry strategy, and become quickly manufacturing the business. It completely on the basis of the user requirement organization design together with manufacture, may carry on the large-scale cooperation in the interest of identical produce by means of the business that the flow was shifted the distinct districts, and by means of the once more programming to the machinery with to the resources and the reorganization of personnel staff , constituted a fresh affrication system, and causes that manufacturing cost together with lot nearly have nothing to do with. Quickly manufacturing the business establishes a whole completely new strategy dependence relation against consumer, and is able to arouse the structure of production once more revolution.The management information system is towards the self-adoption and Self-learning orientation development, the decision procedure of imitation man who is be able to be better. Some entrepreneurs of the west vainly hope that consummate MIS is encircles the magic drug to govern the business all kinds of diseases; Yet also someone says, and what it is too many is dependent on the defeat that MIS be able to cause on the administration. It is adaptable each other to comprehend the effect to the business of MIS, and is favor of us to be living in development and the research work, and causes the business organization and administer the better development against MIS of system and administration means , and establish more valid MIS.The Source Of Article： Russ Basiura, Mike Batongbacal管理信息系统管理信息系统就是我们常说的MIS(Management Information System), 在强调管理，强调信息的现代社会中它变得越来越重要、越来越普及。
管理信息系统外文翻译
毕业设计(论文)外文资料翻译系 ：专 业：姓 名：学 号：外文出处： Madiha shah procedia-social and附 件 ：1.外文资料翻译译文；2.外文原文(用外文写)附件1：外文资料翻译译文管理信息系统(MIS)对学校的影响-----文献报告Madiha Shah Malaysia. Malaya大学马来西亚摘要鉴于其快捷和有效性,教育管理信息技术的使用已迅速增加。
在其发展的初始阶段,管理信息系统(MIS)的主要目的和使用是改善学校办公室活动的效率。
它是用于存储的学生和全体职工的数据。
最重要的的是重要数据录入和整理,而不是在数据传输或分析。
管理信息的价值当时被人们公认。
在集成阶段，全盘回顾文献，其强调积极影响学校管理和管理信息系统管理,包括更好的可访问性信息,更有效的管理,学校资源更高的利用率同时也减少了工作量,更好的时间管理,提高报告的质量。
对于信息管理系统，大量的抑制剂的使用在文献中很明显,其中最重要的是缺乏时间,缺乏信心或能力,缺乏培训,缺乏高层管理人员的支持,缺乏技术支持等。
管理信息系统可以提供所需的信息通知计划、决策和评估方面相关的管理员和教师。
管理信息系统改变了学校管理领域的领导、决策、工作负载、人力资源管理、沟通、责任,规划等方方面面。
这些系统可以帮助学校管理者在决定学校的目标,制定战略计划,分配资源,评估员工的绩效以及组织时更加顺利。
关键词: 管理信息系统、MIS 、学校管理、学校管理。
1、介绍电脑被视为有潜力在教学、学习和学校的管理方面做出重大的贡献。
信息和介绍通信技术(ICT)进入到学校包括硬件、软件、网络和员工发展的广泛的投资被认为是值得的前提。
如果有证据表明,它使在学校的表现和产生相应的影响有效性(Condie et al .,2007)真实存在。
利用信息技术在教育管理就会由于其效率和迅速增加有效性。
学校管理人员花大量的时间用于解决复杂的分配问题(如人员分配、资源分配、时间安排)和监控学校的操作已经有了更好的选择旨运用发展该技术。
人力资源管理系统中英文对照外文翻译文献
人力资源管理系统中英文对照外文翻译文献Human resource management systems (HRMS) have e essential tools for businesses of all sizes。
including small offices with just 20 XXX using HRMS。
firms can improve their efficiency and ce the time and money XXX。
HRMS XXX。
XXX difficult economic times。
XXX of their business。
including human resources.HRIS are packages are designed to address HR needs。
including planning。
employee n access。
XXX the company's current and future HR needs。
businesses can determine which HRMS features will be most useful for their specific needs。
For example。
HRMS can help with recruitment。
training。
performance management。
XXX.Once the planning stage is complete。
businesses XXX This includes automating tasks such as employee data management。
benefits n。
XXX employees。
providing them with access toimportant n such as company policies。
信息管理与信息系统论文中英文资料外文翻译文献
信息管理与信息系统论文中英文资料外文翻译文献Construction of Network Management Information System of Agricultural Products Supply Chain Based on 3PLsAbstractThe necessity to construct the network management information system of 3PLs agricultural supply chain is analyzed, showing that 3PLs can improve the overall competitive advantage of agricultural supply chain. 3PLs changes the homogeneity management into specialized management of logistics service and achieves the alliance of the subjects at different nodes of agricultural products supply chain. Network management information system structure of agricultural products supply chain based on 3PLs is constructed, including the four layers (the network communication layer, the hardware and software environment layer, the database layer, and the application layer) and 7 function modules (centralized control,transportation process management, material and vehicle scheduling, customer relationship, storage management, customer inquiry, and financial management).Framework for the network management information system of agricultural products supply chain based on 3PLs is put forward. The management of 3PLs mainly includes purchasing management, supplier relationship management, planning management, customer relationship management, storage management and distribution management. Thus, a management system of internal and external integrated agricultural enterprises is obtained. The network management information system of agricultural products supply chain based on 3PLs has realized the effective sharing of enterprise information of agricultural products supply chain at different nodes, establishing a long-term partnership revolving around the 3PLs core enterprise, as well as a supply chain with stable relationship based on the supply chain network system, so as to improve the circulation efficiency of agricultural products, and to explore the sales market for agricultural products.Key words3PLs (third party logistics)，Agricultural products supply chain, Network management information system, China3PLs means that production enterprises entrust the logistics activity to the professional logistics service firms in order to concentrate efforts on core business, to keep close contact with logistics enterprise through information system, and to achieve a logistics operation and management mode with full control in logistics. According to the 3PLs requirements forinformation technology, supply chain management information system based on 3PLs is a supply chain management mode with 3PLs enterprises as the core, using EDI technology, GIS/GPS system, B/S mode and other technologies. Integration, processing and application of 3PLs enterprises in supply chain management information system are fully applied in order to reduce the cost of logistics and to improve the service level of logistics.At present, management information technology in China is just at the initial stage. The existing management information system offers insufficient information for the 3PLs enterprises which are engaged in the circulation of agricultural products.Besides, its construction of logistics data processing system is imperfect, having not realized the truly professional 3PLs enterprises for the circulation of agricultural products with information technology. At the same time, 3PLs enterprise for agricultural products has just started in China. And logistics applied in the agricultural supply chain with 3PLs enterprise as the core is time-consuming, inefficient and low-level, which can hardly meet the needs of the rapid development of rural market and social productive forces. Therefore, it is particularly important and urgent to construct a management information system for agricultural products supply chain under the current Internet environment. Problems in the management of the supply chain of agricultural products are analyzed, and a network management information system of agricultural products supply chain based on 3PLs is constructed in order to offer references for the information management in the supply chain of agricultural products in China.1 Necessity of constructing the network management information system of agricultural products supply chain based on 3PLsAgricultural products are seasonal, perishable and vulnerable. With the improvement of income level，consumers have increasingly high requirements for the diversification, personalization, just-in-time nature, and environment protection of agricultural products, which requires faster, more professional，and better organized logistics. At the same time, supply chain of agricultural products has the characteristics of the special purpose of funds, the uncertainty of market, and the unbalanced development of market. Thus, the support of supply chain management information system is needed during the circulation of agricultural products. Construction of market integration,as well as the integration of production, supply and marketing,urgently needs a new management information system of agricultural products, as well as an accompanying legal support system, in order to reduce the cost and to increase the profit for agricultural enterprises. And the application of 3PLs in the supply chain of agricultural products can solve this problem.Therefore, we should give full play to the central hub function of 3PLs enterprises in agricultural products supply chain, increase the input in the informationization of agricultural products supply chain, and promote the construction of logistics operation system and management information system.1 .1 Improving the overall competitive advantage of agricultural products supply chain by 3PLs3PLs is a new logistics organizational form established by modern information technology, as well as a kind of complementary and win-win strategic alliance by signing contract with the party being served. Taking 3PLs as the professional and core enterprise in the production and circulation of agricultural products can help to realize resource consolidation of the construction and organization of the whole supply chain of agricultural products. The specialization of raw materials and the service for product distribution have greatly improved the logistics efficiency of traditional enterprise. At the same time, construction of the management information system ofagricultural products supply chain based on 3PLs has made up for the shortage of information in agricultural market, has improved the efficiency of the flow of agricultural products, has connected all the links in the supply chain into an organic whole in an reasonable and effective way,and has enhanced the overall competitive advantage and economic benefits. 3PLs platform has greatly brought down the production and circulation processes of traditional agricultural enterprises, and has reduced the costs in raw material procurement and product distribution, so as to better adapt to the changes in market demand, to realize the rational distribution of resources, and to improve the overall competitiveness of the supply chain of agricultural products.1 .2 Changing the homogeneity management to specialized operation of logistics service by 3PLsDue to the characteristics of agricultural products, market requirement for logistics varies widely. Since traditional enterprises try to obtain the competitive advantage, there is fierce market competition in commodity circulation. Therefore, behavior of logistics market shows the characteristics of homogeneity and the profit is getting lower and lower. In order to seize the customer, some enterprises even take a loss. 3PLs enterprises share business risk with partners and carry out operation according to the items number, time and cost of customer by integration and utilization of resources. As a means of the supply chain integration of agricultural products, specialized operation of 3PLs can help the stakeholders of supply chain to obtain more demand information of agricultural products, and can reduce the circulation cost of agricultural products.1 .3 Alliance of the subjects in supply chain nodes of agricultural products by 3PLs3PLs stresses the relationship of “mutual complementarity, benefit sharing, information sharing” among the stakeholders in different nodes of supply chain. Development of the agricultural producer, supplier and retailer is limited if they rely only on their own resources. 3PLs enters into the outside service market, integrates the resources through the way of strategic alliances, ensures that the subject focuses its attention on core business, reduces the cost by scale effect, enhances the anti-risk strength, and helps to achieve quick response to market demand by information sharing.At the same time, contract-0riented 3PLs enterprises unify the interests of all subjects in supply chain of agricultural products, emphasize the strategic partnership of both parties,and alleviate market competition of related industries in agricultural markets. Subjects in both downstream and upstream of the supply chain share information and establish long-term partnership with 3PLs enterprises as the core.2 Construction of the network management information system of agricultural supply chain based on 3PLs2.1 Construction of structural system3PLs platform is used to offer network communications and system services to the subjects in agricultural supply chain. Fig. 1 illustrates the structural system of network management information system of agricultural supply chain based on 3PLs.Fig.1 Structural system of network management information system of agricultural supplychain based on 3PLsFig. 1 illustrates that the basic hardware of the system is combined by the network transmission media and network equipment, that is the network communication layer. Hardware facilities, corresponding system software, operation system and netmanager software together constitute the software and hardware environment layer.This layer provides necessary software and hardware facilities for 3PLs enterprises during the data storage and management of agricultural products. Database layer is responsible for the management of data source in agricultural information resources and network systems, and offers data integration to the application layer. 3PLs standard system includes the overall standard, network infrastructure standard, application support standard, application standard, information security standard, and management standard. Safety system of 3PLs includes the security management, security infrastructure, and security service.This system is composed of 7 function modules, such as the centralized control module, transportation process management module, material and vehicle scheduling module, customer relationship module, storage management module, customer query module, and financial management module(Fig. 2),the function of which is to ensure the information fluency and system security of 3PLs enterprises during the operation and integration of resources. These modules have improved the service module of different nodes in agricultural supply chain and have reduced the operation risk of system, so that the system becomes more structured, perfect, and rational.2.2 Framework of management systemBased on the existing research result，the business and module of modern logistics management，and the management information systems，Fig.3 reports the management system of internal and external integrated agricultural enterprises according to the circulation of agricultural products from the manufacturer，supplier，and retail terminal to the consumer.Fig．2 Function modules of 3PLs network management information systemFig.3 The management system of internal and external integrated agricultural enterprises Fig.3 shows the framework of network management information system of agricultural supply chain based on 3PLs. The whole system, running under an open 3PLs, is formed by four layers of network communication layer, software and hardware environment layer, database layer and application layer. In the application layer, 3PLs, as the core of management information system of agricultural supply chain, plays the role of information processing center. It mainly manages the plan, inventory, and other subsystems, supervises subsystem through supplier relationship, conducts information interaction with procurement management subsystem and the supplier, and carries out information interaction with the supplier, producer and consumer through customer relationship management subsystem and sales management subsystem. Besides, 3PLs is also responsible for logistics management and control through the distribution management subsystem. Management of 3PLs mainly includes the 7 modules of purchasing management, supplier relationship management, planning management, customer relationship management, sales management, inventory management and distribution management. Through the effectiveintegration and coordination between 3PLs and the business with partner at the downstream and upstream of agricultural supplier chain, management system of internal and external integrated agricultural enterprises is formed using the logistics information system to realize the integration of logistics and information flow.In general，3PLs enterprise is still in the initial stage in China. Management information system of agricultural supply chain is not perfect, which can not meet the current needs of the rapid development and agricultural products circulation in rural China. Thus, there is an urgent need to build a new mode of agricultural logistics, so as to reduce the process of sales turnover, to lower the production cost of 3PLs enterprises, to improve the circulation efficiency of agricultural products, and to expand the sales market of agricultural products.3 ConclusionDeveloping modern 3PLs is an inevitable trend of market development. Design and development of management information system based on 3PLs can bring spillover benefits to the producer, supplier and retailer of agricultural products.Under the current Internet environment, management information system of agricultural supply chain based on 3PLs must be established based on the specific characteristics of operation mode and the actual business situation of 3PLs enterprises, so as to establish a management information system suitable for a given enterprise. From the perspective of overall integration of resources, the network management information system of agricultural supply chain based on 3PLs established has connected the interests of different nodes in agricultural supply chain into an organic whole, has effectively eliminated the barriers to information flow, and has increased the profits of agriculture-related enterprises and farmers. At the same time, according to the characteristics of agricultural enterprises in China, a rational agricultural products logistics mode of internal and external integrated agricultural enterprise is established, which offers a reference for the management of agricultural supply chain in China.基于第三方物流的农产品供应链网络管理信息系统的建设摘要本文对构建网络农业第三方物流供应链管理信息系统的必要性进行了分析，表明第三方物流可以提高农产品供应链的整体竞争优势。
人事管理信息系统外文文献及翻译
MVC Design PatternMVC is a widely popular software design pattern, as early as in the 70's, IBM introduced the Sanfronscisico on the project, in fact, is the MVC design pattern research. Recently, with the maturity of J2EE, it is becoming a recommendation in the J2EE platform, a design model, the majority of Java developers are also very interested in the design model. MVC model is gradually developed in PHP and ColdFusion are in use, and growth trends. With the rapid increase in web applications, MVC model for the development of Web applications is a very advanced design idea, no matter what language you choose, no matter how complicated the application, it can be for you to understand and provide the most basic application model analytical methods, structural products for you to provide a clear framework for the design, for your software projects in accordance with norms.MVC design ideaMVC in English or Model-View-Controller, an application that is input, process, output process in accordance with the Model, View, Controller isolated manner, such an application is divided into three layers - model layer, view layer, control layer.View (View) on behalf of the user interface for Web applications can be summed up as HTML interface, but has the potential to XHTML, XML, and Applet. With the application of the complexity and scale, the interface has become challenging to deal with. An application may have different views, MVC design pattern to deal with the view of the limited view of data acquisition and processing, as well as the user's request, not included in the view on the handling of business processes. The handling of business processes to the model (Model) to deal with. For example, a view only accept ordersfrom the model data and display to users, as well as input user interface data and the request passed to the control and model.Model (Model): is the business process / status of the processing and business rules. Business process layer is the other black-box operation, the model view to accept the request of the data, and return the results of the final. The design of business models can be said to be the most important core of MVC.Currently popular model of EJB applications is a typical example of the application of technology from the perspective of the model further delineation in order to make full use of existing components, but it can not be used as a framework for application design model. It only tell you that according to the design of this model will be able to use certain technology components, thereby reducing the technical difficulties. Example of a developer, you can focus on business model design. MVC design pattern tells us that the application of the model according to certain rules of taking away the level of extraction is very important, which is to determine whether the development in accordance with good design. Abstract and concrete can not be separated too far, nor too close.MVC model did not provide the design method, but only tell you that the management of these models should be organized in order to facilitate reconstruction and improve the model reusability. We can make an analogy with object programming, MVC defines a top-level category, the sub-class to tell it you have to do these, but you can not do these restrictions. This is the developer of the programming is very important. There is also a business model of the model is very important that the data model. Data model mainly refers to the object data entities (continued of).Forexample, an order will be saved to the database, to obtain orders from the database. We can separate this model, all the operation of the database is only.limited to the model.Control (Controller) can be interpreted as a request received from the user, matching the model and view together to complete the user's request. The role of division of control layer is also very clear that it clearly tell you that it is a distributed, and what kind of model to choose, choose what kind of view, to complete what the user requests. Control layer does not do any data processing. For example, the user clicks on a link and control layer to receive arequest, does not deal with business information, only the user's information to the model, to tell what model to choose the view to meet the requirements to return to the user. Therefore, a model may correspond to multiple views, one view may correspond to a number of models.The benefits of MVCMost of the process of language use such as ASP, PHP developed Web applications, the development of the initial template is the mixed layer of the data programming. For example, send the request directly to the database and display HTML, development speed is often faster, but because of the separation of data pages is not very direct, and therefore reflect the business model difficult to look or model reusability. Very flexible product design efforts, it is difficult to meet the changing needs of users. MVC layered on the application of the requirements, although additional work would take, but clearly the structure of products, product application through the model can be better reflected.First of all, the most important thing is that there should be a number of view corresponds to the ability of a model. In the current rapidly changing user requirements, it may have access to awide range of applications. For example, orders for the model may be orders of the system as well as online orders, or orders for other systems, but the handling of orders isthe same, that is to say the handling of orders is the same. MVC design pattern in accordance with a orders for models and multiple views can solve the problem. This reduced the code to copy, that is, a reduction of the maintenance code, once the model changes, but also easy to maintain.MVC Design ModelSecondly, the data returned as a result of the model without any display format, so these models can also be directly applied to the use of interfaces.Third, as a result of an application to be separated into three, it is sometimes one of them will be able to change to meet changes in the application.An application of business processes or business rules change simply changes the model layer MVC.The concept of control layer is also very effective, because of its different models and different views together to complete various requests, the control layer can be said to be included in the concept of a user request for permission.Finally, it is also beneficial to the management of software engineering. Because each different layer, each layer of different applications have some similar characteristics, is conducive to the adoption of engineering and management tools of program code generated.The shortcomings of MVCDesign and implementation of MVC is not very easy, easier to understand, but for developers the requirements are relatively high. MVC is just a basic designidea, but also the need for careful design and planning.Model and the strict separation of view may make debugging more difficult, but easier to find errors.Experience has shown that, MVC as a result of the application is divided into three, means that the number of code files, so the need for document management.costs point thought.Above, MVC is a very good software to build a basic model, at least the separation of processing and display, forcing the application is divided into model, view and control layer, making you seriously consider the additional complexity of the application of these ideas into the structure, an increase of application scalability. If we can grasp this, MVC model will make your application stronger, more flexible and more personalized.。
企业人力资源管理系统外文翻译-管理系统
Enterprise Human Resources Management System Design AndImplementationAbstract:Human resource management system is the core content of modern enterprise management. With the rapid development of the computer information technology and unprecedented prevalence of electronic commerce mode，the competition between enterprises is turning from visible economic markets to the network. Developing the human resource management system supported by computer technology，network technology and information technology can not only improve the skill of human resource management and the efficiency of the enterprises but also make human resource management modern and decision sciencefic,Modern human resource management uses B/S mode to avoid C/S modes short coming of difficult in maintdning and reusing.According to the functional requirements of the actual project,this article specificly state the analysis of system,the general desigin of the system,the detail design of system and the practice of the system.The development of the system is the practice of MVC design ideas, maing using the Jsp+Servlet+JavaBean form of development.Jsp is the practice of MVC design ideas’view,in charge of receiving/responding the request of the customer.Servlet mainly responsible for the core business control of the whole system is the practice of the vontroller of MVC design idea to take charge of the statistics and rules of the whole system. In the practice of the system, somr open-source projrcts,such as the Ajax technique,JfreChart statements,fileupload technology,has been used.Using the modern human resource management theropy and analysising the actual situation, comparing the current situation of human resource management system, a huaman resource contents of management system basied on the Internet/Intranet has been designed. The main management,attendance management training more efficient statistics.Keywords: human resource management; B/S mode; Open-source projects; MVC mode. 摘要人力资源管理系统是现代企业管理的核心内容。
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 Between Human 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 firms.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 significantly 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 beneficial to the goals of the firms. Furthermore ,our findings also provide insight into, how HR systems potentially elicit employees’ role behaviors. Organizations could elicit e mployees’ in-role behaviors by providing financial and other non-financial, 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 influence 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 fulfillment 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 findings, 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 confirmed that violated psychological contracts negatively influence employees’ role behaviors while fulfilled psychological contracts have positive influences. 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 systems and role behaviors. Our results will provide insights regarding the reason for HR sy stems 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 specific 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 HR system–employee 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 defined as an implicit, unwritten agreement between parties to respect each 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 followi ng five characteristics: focus ,time frame, stability, scope, and tangibility. Specifically, transactional contracts focus on economic terms, have a specific 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 o f specified performance terms and relational psychological contracts refer to arrangements with long-term exchanges of non-specified performance terms. Empirical evidence supports not only 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 defined jobs,limited training efforts, relatively limited benefits, 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 2Commitment-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 as HR systems, employees will generate their own perceptions, which in turn will determine their role behaviors in reciprocation to their organizations. In other words, employees’ perceptions regarding the exchange agreement between themselves and their organizations mediate the relationships between HR systems 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 individual appropriately inter-correlated with the repetitive activities of others, to yield a predictable outcome. There are two types of role behaviors: in-role and extra-role behavior. In-role behaviors are those behaviors required or expected within the purview of performing the duties and responsibilities of an assigned work role (Van Dyne et al. 1995). Since they are required for the work role, employers adopt formal reward systems which provide financial and other non-financial, but tangible inducements in exchange for employees’ in-role behaviors.The exchange of financial 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 benefits 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 3Both 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 benefit 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. For this 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 2005). In other words, to elicit employe es’ 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–OCBs relationship. 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 2005).Knowledge workers,such as R&D professionals and engineers, have been viewed as a core human resource for high-tech firms, and these firms would like to adopt commitment-based HR systems in managing their knowledge workers (Lepak and Snell 2002).Since personal contacts significantly facilitate company access in Chinese societies (Easterby-Smith and Malina 1999), we accessed high-tech companies through personalcontacts and a snowballing technique. All of these companies are publicly held companies or have employees numbering over one hundred. We distributed 75 survey packages to 60 high-tech firms. Each survey package contained an immediate manager questionnaire and five knowledge worker questionnaires. A cover letter for immediate managers attached to each survey package explained the objective of the survey, assured respondents of the confidentiality of their responses, and asked them to randomly select five subordinates to complete the knowledge worker questionnaires. Thirty-two survey packages were returned for a response rate of 42.67%. Specifically,we received questionnaires from 32 immediate managers and 146 knowledge workers from 25 high-tech firms. After deleting incomplete questionnaires and records with unmatched supervisor-worker dyads, we had data from 28 immediate managers and 127 knowledge workers from 25 high-tech firms,representing effective response rates of 47 and 42 percent.Eighty-seven percent of immediate managers were male. The average age was 40 years old, and respondents had on average 11 years (SD = 7.67) of experience in a high-tech field. Twenty-six percent of them had PhD degrees, 52% had master’s degrees, 9% had bachelor’s degrees, and 13% had vocational school diplomas. Compared to immediate managers, 68 percent of knowledge workers were male. The average age of the knowledge worker was 33 years old, with 80 months of work experience. Sixty-four percent of them were engineers, and 29% were R&D professionals. Ten percent had PhD degrees,42% had master’s degrees, 34% had bachelor’s degrees,and 14% had vocational school diplomas.MeasuresCommitment-based HR SystemLepak and Snell’s (2002) twenty-item scale was adopted to measure the extent to which an organiza tion’s HR system nurtured employee involvement and maximized the organization’s return on its HR investment. The original scale was in English. It was translated into Chinese and then back-translated into English (Brislin 1980) by two Chinese bilingual academics. We then gave the English and Chinese versions of the questionnaires to yet another Chinese academic (a professor of HRM) to check whether the Chinese version was accurate. The response scale ranged from 1 (strongly disagree) to 5 (strongly agree). These employees perform jobs that empower them to make decisions.DiscussionOur study contributes to both the human resource management and psychological contract literature in a number of ways. Research results indicated that commitment based HR systems would be significantly and positively associated with their in-role behaviors and OCBs, addingto our understanding of the relationship between HR systems and role behaviors. The results further indicated that relational psychological contracts mediate the relationship between commitment-based HR systems and role behaviors. In other words, when a firm adopts a commitment-based HR system concerning its knowledge workers, the knowledge workers might perceive that they have open-ended employment arrangements based upon mutual trust, thereby, are willing to perform higher level in-role behaviors and OCBs. This finding not only empirically supports Wright and Boswell’s (2002) contention that psychological contracts can be best viewed as the linking mechanism between HR systems and employee behaviors, but also provides a possible explanation as to how a commitment-based HR system influences knowledge workers’ role behaviors.译文：心理契约关于人力资源与行为角色的中介作用：多层次的分析摘要目的：这个研究的目的是剖析心理契约关于人力资源与行为角色的中介作用。
人力资源管理系统毕业论文中英文资料对照外文翻译文献综述
人力资源管理系统中英文资料外文翻译英文原文Vincent R. Ceriello, Christine FreemanJossey-Bass Publishers, 1998Human Resource Management SystemsHuman Resource Management Systems (HRMS) have become one of the most important tools for many businesses. Even the small, 20-person office needs to realize the benefits of using HRMS to be more efficient. Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. HRMS is advancing to become its own information technology (IT) field. It allows companies to cut costs and offer more information to employees in a faster and more efficient way. Especially in difficult economic times, it is critical for companies to become more efficient in every sector of their business; human resources (HR) is no exception.HRIS refers to software packages that address HR needs with respect to planning, employee information access, and employer regulatory compliance. The following text begins with a discussion of human resource planning, followed by human resource management systems.American companies must now operate in a rapidly changing business environment. These changes have important implications for HRM practices. To ensure that management practices support business needs, organizations must continually monitor changing environmental conditions and devise HRM strategies for dealing with them. The procedure used to tie human resource issues to the organization's business needs is called human resource planning. Also known as HR planning, this procedure is defined as the "process of identifying and responding to [organizational needs] …and charting newpolicies, systems, and programs that will assure effective human resource management under changing conditions."Human Resource Management Systems, also called Human Resource modules, is a link between Human resource management and information technology. A Human resource management system provides a single, accurate view of all human resource activities including recruiting, performance management, training and development and also compensation. Human resource management systems reduce the workload of the human resource department as well as increasing the efficiency of the department by standardizing human resource process. Human resource department plays an important role in the smooth running of the company by tracking and analyzing the time keeping and work patterns of the workforce. There are a wide range of applications available to help human resource department in their tasks, making possible the automation of certain tasks and helping in the organization many other tasks.The function of human resource management to large extent is administrative and common to all organizations. Most organizations have formalized selection, evaluation and payroll processes. The function consists of tracking innumerable data of each employee from personal histories, data, skills, capabilities, experiences to payroll records. Organizations began electronically automate many of theses processes by introducing Human resource management systems to reduce the manual workload. Human resource executives depend on internal and external IT professionals to develop and maintain their Human resource management systems due to complexity in programming capabilities and limited technological resources.Human Resource Management Systems (HRMS) provide a link between human resource management and information technology.HRMS allow enterprises to automate many aspects of human resource management, with the dual benefits of reducing the workload of the HR department as well as increasing the efficiency of the department by standardising HR processes.The field of human resources is one that is often overlooked in enterprisemanagement. This situation is aided by the fact that an efficient Human Resources department should function without fanfare. For example, when a project team successfully launches a product on time and within budget it is hailed as a great success. When the HR department manages the administration of the enterprise successfully it can go virtually unnoticed –after all, the Human Resources department is simply expected to work, only attracting attention when there are problems.The reality, however, is very different. The HR department plays a vital role in ensuring the smooth running of an enterprise –most importantly by tracking and analysing the timekeeping and work patterns of the workforce, allowing management better information on which to form strategies.The importance of human resources has not gone unnoticed by the software industry. There is now a wide range of applications available to aid the HR department in their tasks, making possible the automation of certain tasks and aiding in the organisation of many others.HRM software systems (from vendors such as Oracle and Ascentis) are broadly defined by the four basic responsibilities of the HR department, and as such typically contain standalone modules to address the needs of each responsibility:Payroll Module: The payroll module greatly reduces the workload of the HR department by automating the payroll process, allowing HR to ensure that payroll functions are completed on time and without errors.At its most basic level the payroll module is supported by the manual entry of timekeeping and attendance data from paper-based timesheets submitted by the workforce. More advanced systems track employee timekeeping through automatic systems, connected to either a ‘clocking in’system or a tracker connected to the desktop computers of the employees.Once attendance data is fed into the system, the payroll module automatically calculates payment amounts and various deductions such as income tax before generating paychecks and employee tax reports.Time and Labour Management Module: The time and labour management module is designed to collate and analyse employee timekeeping information for the purposes of organisational cost accounting.By sourcing data directly from the timekeeping devices and methods used to calculate payroll this module can provide management with valuable data regarding the use of labour resources within the enterprise.Benefit Administration Module: Thebenefit administration module providesHR personnel with the capacity to monitorand manage employee participation in arange of benefit programs. Theseprograms can range from programs relatedto the wellbeing of the workforce (such ashealth 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 dataof 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。
外文翻译《企业人事管理系统》
The business enterprise personal management systemThe 21st century the most intense competition should belong to talents competition, a multi-discipline knowledge of compound talents is probably a enterprises to grow an indispensable part of the important factor. Therefore Human Resource has become the most important Resource of enterprises, the Human resources Management, Human Resource Management (HRM) has become the modern enterprise Management work in one important content of. And in the human resources management of basic work is personnel .For corporations, staff personnel files of not only can make the managers in a certain extent master the basic personnel they hire personnel information, but also for the enterprise human resources supervisory work to provide relevant personnel information data support. For example: enterprise make staff recruitment and training plans, reasonable use of personnel, etc. Therefore, the enterprise personnel work quality not only can directly affect the enterprise human resources management, and will indirectly affect the whole enterprise management.With the development of society, the progress of science and technology, the application of computer in social fields are widely used, more and more people both felt use computer different management science and convenient; To realize the management information system to manage the importance of work.Management Information System, Management Information System (MIS), is an enterprise is the production and operation of various internal and external Information for the collection, processing, sorting, transfer, and orderly storage and used in the Management and decision-making, is the enterprise efficiency of Information System. It can make the enterprise more timely, accurate, comprehensive and detailed understanding the information needed data. At the same time management information system for various information data of further processing, can make the enterprise of the leadership of production, marketing, management decision-making basis for more fully and is more reasonable and scientific, Thus for society to create more value for the development of enterprises to create more opportunities. In addition, the management information system can make the enterprise management more scientific, rationalization and institutionalized, standardization, For the enterprise's management level up to a new stage, For the enterprise the continuous, healthy and stable development of the lay solid foundation.Personnel system is the typical information management system, through the personnel system for personnel has artificial incomparable advantages - for example: retrieves, the search rapidly convenient, the reliability high, thereserves big, the secrecy good, the life is long, the cost low status. A perfect design, stableoperation of the personnel system can make people from heavy traditional manual management freed, so as to improve the enterprise personnel work efficiency, assist enterprises better complete personnel ; Moreover, the overall management of enterprise informatization construction is enterprise's scientific, thestandardized management connecting with the world of the important conditions, enterprise personnel and enterprise informatization of overall management informationization important component. Therefore, using the computer to enterprise personnel is the inexorable trend of personnel system is the enterprise management is indispensable. So in the graduation design, I choose the development of personnel system.企业人事管理系统21世纪最激烈的竞争当属人才的竞争，一个具有多学科知识的复合性人才或许是一个企业发展壮大所不可或缺的重要因素。
企业人力资源管理系统外文翻译
Enterprise Human Resources Management System Design AndImplementationAbstract:Human resource management system is the core content of modern enterprise management. With the rapid development of the computer information technology and unprecedented prevalence of electronic commerce mode，the competition between enterprises is turning from visible economic markets to the network. Developing the human resource management system supported by computer technology，network technology and information technology can not only improve the skill of human resource management and the efficiency of the enterprises but also make human resource management modern and decision sciencefic,Modern human resource management uses B/S mode to avoid C/S modes short coming of difficult in maintdning and reusing.According to the functional requirements of the actual project,this article specificly state the analysis of system,the general desigin of the system,the detail design of system and the practice of the system.The development of the system is the practice of MVC design ideas, maing using the Jsp+Servlet+JavaBean form of development.Jsp is the practice of MVC design ideas’view,in charge of receiving/responding the request of the customer.Servlet mainly responsible for the core business control of the whole system is the practice of the vontroller of MVC design idea to take charge of the statistics and rules of the whole system. In the practice of the system, somr open-source projrcts,such as the Ajax technique,JfreChart statements,fileupload technology,has been used.Using the modern human resource management theropy and analysising the actual situation, comparing the current situation of human resource management system, a huaman resource contents of management system basied on the Internet/Intranet has been designed. The main management,attendance management training more efficient statistics.Keywords: human resource management; B/S mode; Open-source projects; MVC mode. 摘要人力资源管理系统是现代企业管理的核心内容。
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。
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MVC Design PatternMVC is a widely popular software design pattern, as early as in the 70's, IBM introduced the Sanfronscisico on the project, in fact, is the MVC design pattern research. Recently, with the maturity of J2EE, it is becoming a recommendation in the J2EE platform, a design model, the majority of Java developers are also very interested in the design model. MVC model is gradually developed in PHP and ColdFusion are in use, and growth trends. With the rapid increase in web applications, MVC model for the development of Web applications is a very advanced design idea, no matter what language you choose, no matter how complicated the application, it can be for you to understand and provide the most basic application model analytical methods, structural products for you to provide a clear framework for the design, for your software projects in accordance with norms.MVC design ideaMVC in English or Model-View-Controller, an application that is input, process, output process in accordance with the Model, View, Controller isolated manner, such an application is divided into three layers - model layer, view layer, control layer. View (View) on behalf of the user interface for Web applications can be summed up as HTML interface, but has the potential to XHTML, XML, and Applet. With the application of the complexity and scale, the interface has become challenging to deal with. An application may havedifferent views, MVC design pattern to deal with the view of the limited view of data acquisition and processing, as well as the user's request, not included in the view on the handling of business processes. The handling of business processes to the model (Model) to deal with. For example, a view only accept orders from the model data and display to users, as well as input userinterface data and the request passed to the control and model.Model (Model): is the business process / status of the processing and business rules. Business process layer is the other black-box operation, the model view to accept the request of the data, and return the results of the final. The design of business models can be said to be the most important core of MVC.Currently popular model of EJB applications is a typical example of the application of technology from the perspective of the model further delineation in order to make full use of existing components, but it can not be used as a framework for application design model. It only tell you that according to the design of this model will be able to use certain technology components, thereby reducing the technical difficulties. Example of a developer, you can focus on business model design. MVC design pattern tells us that the application of the model according to certain rules of taking away the level of extraction is very important, which is to determine whether the development in accordance with good design. Abstract and concrete can not be separated too far, nor too close.MVC model did not provide the design method, but only tell you that the management of these models should be organized in order to facilitatereconstruction and improve the model reusability. We can make an analogy with object programming, MVC defines a top-level category, the sub-class to tell it you have to do these, but you can not do these restrictions. This is the developer of the programming is very important. There is also a business model of the model is very important that the data model. Data model mainly refers to the object data entities (continued of).Forexample, an order will be saved to the database, to obtain orders from the database. We can separate this model, all the operation of the database is only.limited to the modelControl (Controller) can be interpreted as a request received from the user, matching the model and view together to complete the user's request. The roleof division of control layer is also very clear that it clearly tell you thatit is a distributed, and what kind of model to choose, choose what kind of view, to complete what the user requests. Control layer does not do any data processing. For example, the user clicks on a link and control layer to receive arequest, does not deal with business information, only the user's information to the model, to tell what model to choose the view to meet the requirements to return to the user. Therefore, a model may correspond to multiple views, one view may correspond to a number of models.The benefits of MVCMost of the process of language use such as ASP, PHP developed Webapplications, the development of the initial template is the mixed layer of the data programming. For example, send the request directly to the database and display HTML, development speed is often faster, but because of the separation of data pages is not very direct, and therefore reflect the business model difficult to look or model reusability. Very flexible product design efforts,it is difficult to meet the changing needs of users. MVC layered on the application of the requirements, although additional work would take, but clearly the structure of products, product application through the model can be better reflected.First of all, the most important thing is that there should be a number of view corresponds to the ability of a model. In the current rapidly changing user requirements, it may have access to a wide range of applications. For example, orders for the model may be orders of the system as well as online orders, or orders for other systems, but the handling of orders is the same, that is to say the handling of orders is the same. MVC design pattern in accordance with a orders for models and multiple views can solve the problem. This reduced the code to copy, that is, a reduction of the maintenance code, once the model changes, but also easy to maintain.MVC Design ModelSecondly, the data returned as a result of the model without any display format, so these models can also be directly applied to the use of interfaces.Third, as a result of an application to be separated into three, it issometimes one of them will be able to change to meet changes in the application.An application of business processes or business rules change simply changes the model layer MVC.The concept of control layer is also very effective, because of itsdifferent models and different views together to complete various requests, the control layer can be said to be included in the concept of a user request for permission.Finally, it is also beneficial to the management of software engineering. Because each different layer, each layer of different applications have some similar characteristics, is conducive to the adoption of engineering and management tools of program code generated.The shortcomings of MVCDesign and implementation of MVC is not very easy, easier to understand, but for developers the requirements are relatively high. MVC is just a basic designidea, but also the need for careful design and planning.Model and the strict separation of view may make debugging more difficult, but easier to find errors.Experienee has shown that, MVC as a result of the application is divided into three, means that the nu mber of code files, so the n eed for docume nt man ageme nt. costs point thought.Above, MVC is a very good software to build a basic model, at least the separation of process ing and display, forcing the applicati on is divided into model, view and con trol layer, making you seriously consider the additional complexity of the application of these ideas into the structure, an in crease of applicati on scalability. If we can grasp this, MVC model will make your applicati on stro nger, more flexible and more pers on alized.指导教师评语:签名：年月日。