外文翻譯--人力資源信息系統(tǒng)的技術研究（節(jié)選）

1、<p><b>　　中文2191字</b></p><p>　　作者 David P.Lepak,Kyongji Han,Andrea Kim</p><p>　　作者單位 Department of Human Resource Management, Rutgers University, 94 Rockafeller Road, Piscataway,

2、 NJ 08854, USA;DeGroote School of Business, McMaster University, Canada</p><p>　　刊名Human Resource Management Review, 2012, Vol.22 (2), pp.73-85</p><p>　　來源數據庫 Elsevier期刊</p><p>　　標題

3、 Research on Technology Development of Human Resource Management Information System</p><p>　　關鍵詞 Internet Technology;Human Resources Management ;EHR</p><p>　　Research on Technology Development o

4、f Human Resource Management Information System</p><p>　　David P.Lepak,Kyongji Han,Andrea Kim</p><p>　　Department of Human Resource Management, Rutgers University, 94 Rockafeller Road, Piscataway

5、, NJ 08854, USA;DeGroote School of Business, McMaster University, Canada</p><p><b>　　Abstract</b></p><p>　　With the development of internet technology and enterprise management of in

6、formation technology in depth, the future of human resources in information technology will be showed the following characteristics:（1）software development will become a platform and model;（2）full participatory approach

7、will tend to diversify based on the Internet and new 3G technology; （3）integrated applications based on SOA framework; （4）group collaboration based on workflow technology; （5）business intelligence based on</p><

8、;p>　　Key words: Internet Technology; Human Resources Management; EHR</p><p>　　1. Backgroud</p><p>　　Rapid development of science and technology, especially the usage of Internet and computer

9、technology, has brought outstanding changes to our economy, society and culture. Space is no longer any obstacle since earth is more and more like a village. We have entered knowledge economic era entirely. In such an er

10、a, being confronted with new challenges of knowledge economy, the huge value knowledge has brought to enterprise, and the pressure of enterprise development, process reorganization and mana</p><p>　　It is ou

11、t of question that manpower cost is the most important cost of many enterprises, especially knowledge industry and service industry, in which manpower cost could cover 70-80% and with a high flexibility. The flexibility

12、is reflected in the job setting of enterprise organization (including staff preparation, job responsibility, man- job matching degree), salary structure, roster schedule, KPI etc. Every tiny item could combine into a hug

13、e number. If the manpower cost flexibility could be </p><p>　　Rapid development of science and technology has brought a revolution for management work. For human resources management, the past receptive and

14、experienced style will be changed to scientific, professional and technique one. The emergence of her will take human resources management to a new experience.</p><p>　　2.Development of human resource managm

15、ent</p><p>　　Human resource management information technology has a long history. In 1980s, with the usage of computer in management, human resource management was firstly used to handle the most complicated

16、 work, which was mainly salary calculation at that time. For timely and accurate salary sending out, HR has to master the staff change, time, KPI and salary information of the internal organization. Meanwhile, they also

17、have to offer salary policy and incentive scheme which are in accordance with organiza</p><p>　　With the development of computer technology, 1990s has come to the Internet era. Human resource management soft

18、ware based on C/S structure occurred with the usage of C/S structure in enterprise. This kind of software mainly focused on the basic document, salary calculation and name list of small enterprise.</p><p>　　

19、In the end of 1990s, Chinese science and technology, as long as Chinese enterprises, developed very fast. At this moment, Internet’s usage cost is decreasing, which changes C/S structure to B/S one. Due to the requiremen

20、t of human resource management, human resource management requires more stable and effective platform.</p><p>　　3. Development trend of human resource managment</p><p>　　With the further develop

21、ment and usage of Internet in enterprise management, human resource management information technology in the future will be developed in the following trends:</p><p>　　3.1 Platform and modeling of software o

22、peration development</p><p>　　With the further development of human resources management, customers of different industries and scales have different requirements. It is very important to find out how to mee

23、t different personal requirements. In such time, software with platform and modeling could have enough flexibility to meet customers requirements. Human resources management information technology will finally form a ind

24、ustrial eco chain, in which different consultant and software manufactures will combine together to off</p><p>　　3.2 Various participation of internet and new 3G technology</p><p>　　According to

25、 IDC, in the end of 2007, altogether 45% of employers are in mobile. In 2008, this rate has lifted to 2/3. With the increase of floating employers, there are more requirements of mobile business application. Development

26、of 3G technology will bring further participation of human resource management application, which will change the previous pure eHR management to a participating process. Staff could connect to human resource management

27、system to get required service through mo-</p><p>　　bile technology at any time.</p><p>　　3.3 Centralized application of SOA based human resource management information system</p><p&g

28、t;　　Human resource management system is not a separate system. With the combination of enterprise IT, company information requires accurate human resource information. Thus, human resource management system needs to be c

29、onnected with external system. SOA is a good choice to solve system combination application. SOA（service-oriented architecture） refers to an independent software system structure which is aimed to meet the requirements b

30、ased on Internet environment to finish special tasks through con</p><p>　　3.4 Cooperation work based on work flow technology</p><p>　　After building the basic human resources management data, wh

31、at should do next is to manage the process. We could rapidly finish all kinds of complicated human resource management work through human resource management cooperation. Work flow technology is a core technology of huma

32、n resource work, through which could achieve inter-company or inter-department cooperation rapidly. It could also formalize the work process.</p><p>　　3.5 Further application based on business intelligence h

33、uman resource management</p><p>　　In such a business environment, the market competition is very fierce. It requires human resource management system building not only support business process, but also coul

34、d get analysis deciding information including staff, manpower cost, staff change and manpower supply channel. What’s more, analysis result should be used to daily business to enhance enterprise profit. However, tradition

35、al business system are for separate work handling, thus could not be used in multi-layered analysis and cal</p><p>　　4. Conclusion</p><p>　　To conclude, human resource management information tec

36、hnology should not meet the requirement of human resource department work, but also could build the complete human resource management focusing on decisive support. EHR, as an important enterprise management tool, will p

37、ush the change of Chinese enterprise human resource management, release creativity and innovation of human resource management, and help enterprise to achieve human technology to offer more challenge for enterprise to re

38、alize </p><p>　　References </p><p>　　Deshler, Zeng Xiangquan. (2007,1). Human Resource Management [M]. People’s University Press</p><p>　　Sun Zonghu, WANG Ruiyong. (2006,11). Human

39、Resource Management Process Designing and Work Standard [M]. People Post Press.</p><p>　　Meng Qingwei. (2007,4). Human Resource Management General Tool [M]. Tsinghua University</p><p><b>

40、　　Press.</b></p><p><b>　　譯文</b></p><p>　　作者 里帕大衛(wèi)皮，韓永其，安德里亞金</p><p>　　作者單位人力資源管理部門，羅格斯大學洛科菲爾路94，皮斯卡塔韋08854年新澤西州，美國；加拿大麥克馬斯特大學</p><p>　　刊名人力資源管理評論，2012年

41、，工程系(2)，P 73 - 85</p><p>　　來源數據庫 愛思唯爾期刊</p><p>　　標題人力資源信息系統(tǒng)的技術研究</p><p>　　關鍵詞 互聯(lián)網技術 人力資源管理 電子健康檔案</p><p>　　人力資源信息系統(tǒng)的技術研究</p><p>　　里帕大衛(wèi)皮，韓永其，安德里亞</p>

42、<p>　　人力資源管理部門，羅格斯大學洛科菲爾路94，皮斯卡塔韋08854年新澤西州，</p><p>　　美國；加拿大麥克馬斯特大學</p><p><b>　　摘要</b></p><p>　　隨著互聯(lián)網技術的發(fā)展和企業(yè)管理的信息技術深度，未來的人力資源信息技術將顯示下面的特點：（1）軟件開發(fā)將成為一個平臺和模型；（2）完整的

43、參與式方法往往會分散基于互聯(lián)網和新3 G技術；（3）集成的基于SOA的應用程序框架；（4）基于工作流技術的團體協(xié)作；（5）商業(yè)智能基于人力資源策略將被應用在企業(yè)。</p><p>　　關鍵詞 互聯(lián)網技術 人力資源管理 電子健康檔案</p><p><b>　　背景</b></p><p>　　科學技術的快速發(fā)展,特別是互聯(lián)網和計算機技術的使用,

44、帶來了突出的變化對我們的經濟、社會和文化?？臻g不再是障礙,因為地球越來越像一個村莊。我們已經進入知識經濟時代。在這樣的時代,面對知識經濟的新挑戰(zhàn),知識為企業(yè)帶來巨大的價值,和企業(yè)發(fā)展的壓力,流程重組和管理變革,員工或企業(yè)人力資源作為知識的創(chuàng)造者和用戶已經采取的設備和資金,并成為企業(yè)或組織的價值?，F在企業(yè)類都集中在人力成本較高。從人力資源的角度來看,如何改變可見無形的人力成本是所有企業(yè)都面臨的問題,對于任何失敗在這個變化將導致沉沒成本較低

45、的利潤,企業(yè)甚至遭受災難。</p><p>　　毫無疑問,人力成本是最重要的成本,許多企業(yè),特別是知識產業(yè)和服務業(yè),人力成本可以覆蓋70% - 80%和高靈活性。體現在企業(yè)組織的工作環(huán)境(包括人員準備、工作職責、人-工作匹配程度)，薪資結構，名單安排、KPI等。每一個微小的項目可以合并成一個龐大的數字。如果人力成本靈活性可以調整到5%-10%,它可能會產生5%-10%的利潤,這是遠遠高于其他成本。因此,加強人力資

46、源管理是非常重要的。</p><p>　　科技的快速發(fā)展給管理工作帶來了一場革命。過去接受人力資源管理,和經驗豐富的風格將改變科學、專業(yè)和技術。它的出現將人力資源管理提升到一個新的體驗。</p><p>　　2. 人力資源管理的發(fā)展</p><p>　　人力資源管理信息技術有著悠久的歷史。在1980年代,計算機的使用管理,人力資源管理首先是用于處理最復雜的工作，這主

47、要是工資計算。及時和準確的工資發(fā)送，人力資源掌握員工的變化,時間、KPI和工資信息的內部組織。與此同時,他們還必須提供工資政策和激勵方案按照組織發(fā)展，這將是一個巨大的為大型組織工作。此外，財務管理標準化也在薪資信息技術起著重要的作用。在此階段,計算機技術的發(fā)展和電子手表是人力資源管理的關鍵技術信息技術。</p><p>　　隨著計算機技術的發(fā)展，1990年代成為互聯(lián)網時代。人力資源管理軟件基于C/ S結構發(fā)生的使

48、用C/S結構的企業(yè)。這種軟件主要集中在基本的文檔，工資計算和小型企業(yè)名單。</p><p>　　在1990年代末，中國的科學和技術和中國企業(yè),發(fā)展非?？臁＿@時,互聯(lián)網的使用成本降低，從而改變C/S結構，以B/S結構取代。由于人力資源管理的要求，人力資源管理需要更加穩(wěn)定和有效的平臺。</p><p>　　3. 人力資源管理的發(fā)展趨勢</p><p>　　在進一步發(fā)展和

49、使用互聯(lián)網在企業(yè)管理中，人力資源管理在未來信息技術將在以下發(fā)展趨勢:</p><p>　　3.1 開發(fā)平臺和建模軟件的操作</p><p>　　人力資源管理的進一步發(fā)展,不同行業(yè)的客戶和尺度上有不同的要求。是非常重要的找出如何滿足不同的個人需求。在這種時候,軟件與平臺和建?？梢杂凶銐虻撵`活性，以滿足客戶的需求。人力資源管理信息技術最終將形成一個產業(yè)生態(tài)鏈條，不同的顧問和軟件生產結合在一起,

50、為企業(yè)提供服務。所有這些需要一個穩(wěn)定和擴大平臺軟件。</p><p>　　3.2 各種網絡和參與新3 G技術</p><p>　　根據IDC的數據,在2007年年底,45%的雇主都在移動。在2008年,這個比率已經解除了2/3。與浮動雇主的增加,有更多的移動業(yè)務應用程序的需求。3 g技術的發(fā)展將進一步參與人力資源管理的應用程序,這將改變以前純粹的電子健康檔案管理參與的過程。員工可以連接到人

51、力資源管理系統(tǒng)通過移動技術隨時獲得所需的服務。</p><p>　　3.3 集中基于SOA的應用人力資源管理信息系統(tǒng)</p><p>　　人力資源管理系統(tǒng)不是一個單獨的系統(tǒng)。與企業(yè)的結合,公司信息需要準確的人力資源信息。因此,人力資源管理系統(tǒng)需要與外部系統(tǒng)連接。SOA是一個不錯的選擇來解決系統(tǒng)的組合應用程序。SOA(面向服務的架構)是指一個獨立的軟件系統(tǒng)結構,目的是滿足需求的基礎上通過連接

52、網絡環(huán)境完成特殊任務。SOA是一種模型連接不同的應用程序服務通過鏈接和協(xié)議之間的這些服務。鏈接,定義在一個客觀的方式,應該獨立于硬件平臺、操作系統(tǒng)和編程語言。這使得服務建立在這個系統(tǒng)可以用一個穿制服的交流方式。通過使用SOA,人力資源管理可以提供個人服務。</p><p>　　3.4 基于工作流技術的合作工作</p><p>　　建立基本的人力資源管理數據后,下一步應該做什么是管理的過程。

53、我們可以迅速完成各種復雜的人力資源管理工作通過人力資源管理合作。工作流技術是人力資源工作的核心技術,通過它可以實現快速公司之間或部門合作。它還可以形式化的工作過程。</p><p>　　3.5基于商業(yè)智能人力資源管理的進一步應用</p><p>　　在這種商業(yè)環(huán)境,市場競爭十分激烈。它需要人力資源管理系統(tǒng)建設不僅支持業(yè)務流程,也可以分析決定信息包括員工、人力成本、人員變化和人力供應渠道。更

54、重要的是,分析的結果應該用于日常業(yè)務來提高企業(yè)利潤。然而,傳統(tǒng)的業(yè)務系統(tǒng)為獨立的處理工作,因此不能用于多層次的分析和計算。通過這種方式,商業(yè)智能應用程序出現了。它是一個獨立的系統(tǒng),可以得到客戶從傳統(tǒng)業(yè)務數據和業(yè)務數據,并建立一個多層次的分析系統(tǒng),并將數據轉移到有用的商業(yè)信息。</p><p><b>　　4、結論</b></p><p>　　最后,人力資源管理信息技術

55、不應該滿足的要求人力資源部門工作,但也可以建立完整的人力資源管理關注決定性的支持。EHR,作為一種重要的企業(yè)管理工具,將推動中國企業(yè)人力資源管理的變化,釋放創(chuàng)造力和創(chuàng)新的人力資源管理,并幫助企業(yè)實現人類技術提供更多的挑戰(zhàn)為企業(yè)實現更快速的發(fā)展速度,更高的性能目標和更強的競爭優(yōu)勢。</p><p><b>　　參考文獻</b></p><p>　　Deshler, Ze

56、ng Xiangquan. (2007,1). Human Resource Management [M]. People’s University Press</p><p>　　Sun Zonghu, Wang Ruiyong. (2006,11). Human Resource Management Process Designing and Work Standard [M]. People Post