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1、附錄Ⅰ 英文原文 Human resource management system Operators have especially exigent demands of persons with ability. Under the condition that qualified persons with ability cannot completely be obtained outside enterprise, the problem of upgrading enterprise internal staff’s working capacity and the ulti

2、mate improvement of enterprise’s rapid responding capacity and well execution need to be solved as soon as possible. Therefore, operators need to establish staff certification system so as to implement comprehensive post capacity certification of each post staff within the enterprise and sufficientl

3、y coordinate the system with training management system to confirm training effects. Simultaneously, training management system pertinent to the existing staff within the enterprise is required to be established and organization, duty, process and system which training management involves should be

4、made clear to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staff’s working capacity. So,the Human Resource Management System comes out. A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technol

5、ogy or also called HR modules, or simply "Payroll", refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field,

6、 whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The l

7、inkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. The function of Human Resources departments is generally administrativ

8、e and not common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" has progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data w

9、hich traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR

10、executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequenc

11、e of the low capital investment necessary to buy or program proprietary software, these internally-developed HRMS were unlimited to organizations that possessed a large amount of capital. The advent of client–server, Application Service Provider, and Software as a Service or SaaS Human Resource Mana

12、gement Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1.Payroll 1. Work Time 2. Benefits Administration 3. HR management Information system 4. Recruiting 5. Training/Learning Management System 6. Performance R

13、ecord 7. Employee Self-Service The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping mod

14、ules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The work time gathers standardized time and work related efforts. The most advanced modules provid

15、e broad flexibility in data collection methods, labor distribution capabilities and data analysis features was outdated. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participat

16、ion in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and developme

17、nt, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use.

18、 Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: ☆ produce pay checks and payroll reports; ☆ maintain personnel records; ☆ pursue

19、 Talent Management. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically encompass: ☆ analyzing personnel usage within an organization; ☆ identifying po

20、tential applicants; ☆ recruiting through company-facing listings; ☆ recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or in

21、dustry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated Applicant Tracking System, or ATS, module. The training module provides a system for organizations to administer and track employee training and development efforts.

22、The system, normally called a Learning Management System if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then

23、 be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The Employee Self-Service module allows e

24、mployees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without

25、overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and securi

26、ty, while others integrate an outsourced Applicant Tracking System that encompasses a subset of the above. 譯文 人力資源管理系統(tǒng) 操作人員隨著能力的要求來(lái)增加容量。在這種情況下，擁有專門用途的容量將不能從企業(yè)外部獲得，企業(yè)升級(jí)內(nèi)部員工的工作量和企業(yè)的快速反應(yīng)能力的提升，以及很好的執(zhí)行能力，這些問題需要盡可能快的解決。因此，操作人員需要建立員工文憑證書系統(tǒng)，以便完成每一個(gè)企業(yè)內(nèi)部的在職員工的職位接受能力和充分協(xié)調(diào)培訓(xùn)管理系統(tǒng)來(lái)證明培訓(xùn)作用。與此同時(shí)，對(duì)于企業(yè)內(nèi)

27、部現(xiàn)有員工來(lái)說，培訓(xùn)管理系統(tǒng)要求被建立，而且，培訓(xùn)管理涉及的組織，職責(zé)，進(jìn)程和系統(tǒng)應(yīng)該被清楚，從而來(lái)確保內(nèi)部資源可以被充分合理地使用來(lái)升級(jí)內(nèi)部員工的工作能力。因而，人力資源管理系統(tǒng)應(yīng)運(yùn)而生。 一個(gè)人力資源管理系統(tǒng)，人力資源信息系統(tǒng)，人力資源技術(shù)或者所謂的人力資源模塊，或者像一個(gè)簡(jiǎn)單的“工資表”，就是指那些在人力資源管理和信息技術(shù)之間的系統(tǒng)和程序的交集。它整合了人力資源管理作為一門學(xué)科，尤其作為它的基本的人力資源活動(dòng)和信息技術(shù)領(lǐng)域的程序，然而，這些數(shù)據(jù)處理系統(tǒng)的執(zhí)行逐漸演變成了標(biāo)準(zhǔn)的計(jì)算機(jī)程序和企業(yè)資源規(guī)劃軟件。整體而言，這個(gè)企業(yè)資源規(guī)劃系統(tǒng)在軟件上也有它的起源，就是它可以把來(lái)自不同應(yīng)用程序的

28、信息集成到一個(gè)通用數(shù)據(jù)庫(kù)中。財(cái)務(wù)和人力資源模塊通過一個(gè)數(shù)據(jù)庫(kù)連接是它與那些之前獨(dú)立發(fā)展的先輩們最大的區(qū)別，它使這種軟件應(yīng)用程序變得既固定又靈活易變。 人力資源部門的功能通常就是具有管理員性質(zhì)的，并且對(duì)所有的組織來(lái)說不常見。組織可能有正式的選拔，評(píng)估，和發(fā)薪活動(dòng)。高效的和有效的管理“人力資本”已經(jīng)發(fā)展到一個(gè)日益緊迫和復(fù)雜的過程。人力資源功能由那些跟蹤現(xiàn)有雇員數(shù)據(jù)組成，包括傳統(tǒng)意義上的個(gè)人歷史，技能，能力，業(yè)績(jī)和薪水。為了降低這些管理活動(dòng)的人工工作量，很多組織開始通過引進(jìn)專門的人力資源管理系統(tǒng)來(lái)使很多程序電子自動(dòng)化。人力資源的執(zhí)行依賴于內(nèi)部或外部的IT專門功能，進(jìn)而可以發(fā)展和維護(hù)一個(gè)集成的綜合性

29、人力資源管理系統(tǒng)。20世紀(jì)80年代后期，在客戶—服務(wù)器發(fā)生演變之前，許多人力資源自動(dòng)化程序被降級(jí)到大型計(jì)算機(jī)，它們可以處理巨大的數(shù)據(jù)交易。由于較低的資本投入，去買或者執(zhí)行一個(gè)專門的軟件是有必要的，對(duì)那些擁有大量資本的組織者來(lái)說，這些被發(fā)展成為內(nèi)部的人力資源管理系統(tǒng)是無(wú)限制的?？蛻舳?--服務(wù)器，應(yīng)用服務(wù)提供者和軟件的出現(xiàn)作為一種服務(wù)或者稱為軟件服務(wù)化的人力資源管理系統(tǒng)促使這些系統(tǒng)日益升高的管理控制能力成為現(xiàn)實(shí)。當(dāng)前，人力資源管理系統(tǒng)包括： 1， 薪金總數(shù) 2， 工作時(shí)間 3， 福利管理 4， 人力資源管理信息系統(tǒng) 5， 招聘 6， 培訓(xùn)/學(xué)習(xí)管理系統(tǒng) 7， 性能記錄 8， 員工

30、自動(dòng)服務(wù) 工資模塊通過集合員工時(shí)間和出勤情況，計(jì)算各種扣除和稅收，生成定期支付票據(jù)和員工稅收?qǐng)?bào)告來(lái)使支付程序自動(dòng)化。數(shù)據(jù)通常來(lái)自人力資源，用來(lái)計(jì)算自動(dòng)存儲(chǔ)的時(shí)間保持模塊以及那些手工書寫支票的能力。這些模塊可以包含所有與員工有關(guān)的交易數(shù)據(jù)，也集成了現(xiàn)存的財(cái)務(wù)管理系統(tǒng)。 工作時(shí)間集合了標(biāo)準(zhǔn)的時(shí)間和與付出相關(guān)的工作量。最高級(jí)的模塊在數(shù)據(jù)收集方法，勞動(dòng)分配能力和數(shù)據(jù)分析特色提供廣泛的靈活性，成本分析和效益指標(biāo)是兩個(gè)基礎(chǔ)的功能。 福利管理模塊為組織管理和跟蹤員工是否參與到效益活動(dòng)中提供了一個(gè)系統(tǒng)。它通常包括保險(xiǎn)，賠償，利潤(rùn)分享和退休。 人力資源管理模塊是一個(gè)包括其它許多人力資源方面的組件，從申請(qǐng)

31、到退休。該系統(tǒng)記錄和處理基本的人口統(tǒng)計(jì)和地址數(shù)據(jù)，篩選，培訓(xùn)和發(fā)展，能力和技能管理，賠償計(jì)劃記錄和其他相關(guān)的活動(dòng)。交叉系統(tǒng)提供了“讀”應(yīng)用程序的能力，并且可以進(jìn)入一個(gè)與申請(qǐng)數(shù)據(jù)庫(kù)相關(guān)的數(shù)據(jù)，通告員工，提供管理職位和沒有被使用的控制職位。人力資源管理涉及到招聘，評(píng)估，賠償和一個(gè)組織的員工的發(fā)展。最初，基于信息系統(tǒng)使用的商業(yè)計(jì)算機(jī)功能有： 生成支付票據(jù)和工資總額報(bào)告； 維護(hù)人事記錄； 追求智能管理局。 在線招聘已經(jīng)成為一個(gè)受雇于人力資源管理部門的基礎(chǔ)方法，被用來(lái)吸納那些在組織內(nèi)部適合于某些職位的有潛力的員工。人才管理系統(tǒng)通常包括： 分析組織內(nèi)部員工工作效率； 確定有潛力的申請(qǐng)者； 通

32、過公司現(xiàn)在面臨的情況來(lái)招聘員工； 通過在線招聘網(wǎng)址或者市場(chǎng)上用于應(yīng)聘者和申請(qǐng)者的出版物來(lái)招聘員工。 隨之而來(lái)的在維護(hù)一個(gè)有組織的招聘努力中，在一個(gè)跨領(lǐng)域的人員分配活動(dòng)中或者行業(yè)定制的工作海報(bào)中，在維護(hù)一個(gè)已經(jīng)被用來(lái)作為提升精確追蹤者系統(tǒng)，或者稱為自動(dòng)試驗(yàn)系統(tǒng)的發(fā)展的具有競(jìng)爭(zhēng)性的展示活動(dòng)的模板中。這個(gè)模板為很多組織者的管理員和跟蹤員工培訓(xùn)與發(fā)展努力的活動(dòng)提供了一個(gè)系統(tǒng)。 這個(gè)系統(tǒng)，通常被稱為學(xué)習(xí)管理系統(tǒng)，如果一個(gè)獨(dú)立的商品，允許人力資源跟蹤員工的教育，文憑和技能，就像列舉出來(lái)那些培訓(xùn)的課程，課本，光盤，學(xué)習(xí)的網(wǎng)站或者那些用來(lái)發(fā)展技能的可用材料。在日期確定的會(huì)話課程會(huì)被提供，，它具有代表性和

33、那些在同一個(gè)系統(tǒng)中被映射和管理的培訓(xùn)資源。先進(jìn)的學(xué)習(xí)管理系統(tǒng)允許管理者提升培訓(xùn)，預(yù)算和績(jī)效指標(biāo)的日歷的同時(shí)管理和考核。 員工自我評(píng)價(jià)模塊允許員工查詢與人力資源相關(guān)的數(shù)據(jù)，執(zhí)行一些運(yùn)行于該系統(tǒng)上的人力資源交易數(shù)據(jù)。員工也可以從系統(tǒng)上查詢他們的出勤記錄，而無(wú)需從人力資源部問這些信息。這個(gè)模塊也可以使上級(jí)通過該系統(tǒng)批準(zhǔn)那些系統(tǒng)不超載的任務(wù)，就由人事部門下屬完成的要求。 Many organizations have gone beyond the traditional functions and developed human resource management information s

34、ystems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced Applicant Tracking System that encompasses a subset of the above.許多組織已經(jīng)超越了傳統(tǒng)的職能，并且發(fā)展了人力資源開發(fā)管理信息系統(tǒng)，它支持招聘，選拔，聘用，工作安置，業(yè)績(jī)考核，員工福利分析，衛(wèi)生，安全和保障，而其他功能整合了包含以上功能的子集的外包申請(qǐng)人跟蹤系統(tǒng)。