外文翻譯--人力資源信息系統(tǒng)的技術(shù)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(shù)據(jù)庫 Elsevier期刊</p><p>　　標(biāo)題

3、 Research on Technology Development of Human Resource Management Information System</p><p>　　關(guān)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(xué)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(xué)</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(shù)據(jù)庫 愛思唯爾期刊</p><p>　　標(biāo)題人力資源信息系統(tǒng)的技術(shù)研究</p><p>　　關(guān)鍵詞 互聯(lián)網(wǎng)技術(shù) 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(shù)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(xué)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(xué)</p><p><b>　　摘要</b></p><p>　　隨著互聯(lián)網(wǎng)技術(shù)的發(fā)展和企業(yè)管理的信息技術(shù)深度，未來的人力資源信息技術(shù)將顯示下面的特點(diǎn)：（1）軟件開發(fā)將成為一個(gè)平臺(tái)和模型；（2）完整的

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

44、帶來了突出的變化對我們的經(jīng)濟(jì)、社會(huì)和文化?？臻g不再是障礙,因?yàn)榈厍蛟絹碓较褚粋€(gè)村莊。我們已經(jīng)進(jìn)入知識(shí)經(jīng)濟(jì)時(shí)代。在這樣的時(shí)代,面對知識(shí)經(jīng)濟(jì)的新挑戰(zhàn),知識(shí)為企業(yè)帶來巨大的價(jià)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(shí)的創(chuàng)造者和用戶已經(jīng)采取的設(shè)備和資金,并成為企業(yè)或組織的價(jià)值?，F(xiàn)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(gè)變化將導(dǎo)致沉沒成本較低

45、的利潤,企業(yè)甚至遭受災(zāi)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(shí)產(chǎn)業(yè)和服務(wù)業(yè),人力成本可以覆蓋70% - 80%和高靈活性。體現(xiàn)在企業(yè)組織的工作環(huán)境(包括人員準(zhǔn)備、工作職責(zé)、人-工作匹配程度)，薪資結(jié)構(gòu)，名單安排、KPI等。每一個(gè)微小的項(xiàng)目可以合并成一個(gè)龐大的數(shù)字。如果人力成本靈活性可以調(diào)整到5%-10%,它可能會(huì)產(chǎn)生5%-10%的利潤,這是遠(yuǎn)遠(yuǎn)高于其他成本。因此,加強(qiáng)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(jīng)驗(yàn)豐富的風(fēng)格將改變科學(xué)、專業(yè)和技術(shù)。它的出現(xiàn)將人力資源管理提升到一個(gè)新的體驗(yàn)。</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(shù)有著悠久的歷史。在1980年代,計(jì)算機(jī)的使用管理,人力資源管理首先是用于處理最復(fù)雜的工作，這主

47、要是工資計(jì)算。及時(shí)和準(zhǔn)確的工資發(fā)送，人力資源掌握員工的變化,時(shí)間、KPI和工資信息的內(nèi)部組織。與此同時(shí),他們還必須提供工資政策和激勵(lì)方案按照組織發(fā)展，這將是一個(gè)巨大的為大型組織工作。此外，財(cái)務(wù)管理標(biāo)準(zhǔn)化也在薪資信息技術(shù)起著重要的作用。在此階段,計(jì)算機(jī)技術(shù)的發(fā)展和電子手表是人力資源管理的關(guān)鍵技術(shù)信息技術(shù)。</p><p>　　隨著計(jì)算機(jī)技術(shù)的發(fā)展，1990年代成為互聯(lián)網(wǎng)時(shí)代。人力資源管理軟件基于C/ S結(jié)構(gòu)發(fā)生的使

48、用C/S結(jié)構(gòu)的企業(yè)。這種軟件主要集中在基本的文檔，工資計(jì)算和小型企業(yè)名單。</p><p>　　在1990年代末，中國的科學(xué)和技術(shù)和中國企業(yè),發(fā)展非?？臁＿@時(shí),互聯(lián)網(wǎng)的使用成本降低，從而改變C/S結(jié)構(gòu)，以B/S結(jié)構(gòu)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(tái)。</p><p>　　3. 人力資源管理的發(fā)展趨勢</p><p>　　在進(jìn)一步發(fā)展和

49、使用互聯(lián)網(wǎng)在企業(yè)管理中，人力資源管理在未來信息技術(shù)將在以下發(fā)展趨勢:</p><p>　　3.1 開發(fā)平臺(tái)和建模軟件的操作</p><p>　　人力資源管理的進(jìn)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(gè)人需求。在這種時(shí)候,軟件與平臺(tái)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(shù)最終將形成一個(gè)產(chǎn)業(yè)生態(tài)鏈條，不同的顧問和軟件生產(chǎn)結(jié)合在一起,

50、為企業(yè)提供服務(wù)。所有這些需要一個(gè)穩(wěn)定和擴(kuò)大平臺(tái)軟件。</p><p>　　3.2 各種網(wǎng)絡(luò)和參與新3 G技術(shù)</p><p>　　根據(jù)IDC的數(shù)據(jù),在2007年年底,45%的雇主都在移動(dòng)。在2008年,這個(gè)比率已經(jīng)解除了2/3。與浮動(dòng)雇主的增加,有更多的移動(dòng)業(yè)務(wù)應(yīng)用程序的需求。3 g技術(shù)的發(fā)展將進(jìn)一步參與人力資源管理的應(yīng)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(dòng)技術(shù)隨時(shí)獲得所需的服務(wù)。</p><p>　　3.3 集中基于SOA的應(yīng)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(gè)單獨(dú)的系統(tǒng)。與企業(yè)的結(jié)合,公司信息需要準(zhǔn)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(gè)不錯(cuò)的選擇來解決系統(tǒng)的組合應(yīng)用程序。SOA(面向服務(wù)的架構(gòu))是指一個(gè)獨(dú)立的軟件系統(tǒng)結(jié)構(gòu),目的是滿足需求的基礎(chǔ)上通過連接

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

53、我們可以迅速完成各種復(fù)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(shù)是人力資源工作的核心技術(shù),通過它可以實(shí)現(xiàn)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(jìn)一步應(yīng)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(shè)不僅支持業(yè)務(wù)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(yīng)渠道。更

54、重要的是,分析的結(jié)果應(yīng)該用于日常業(yè)務(wù)來提高企業(yè)利潤。然而,傳統(tǒng)的業(yè)務(wù)系統(tǒng)為獨(dú)立的處理工作,因此不能用于多層次的分析和計(jì)算。通過這種方式,商業(yè)智能應(yīng)用程序出現(xiàn)了。它是一個(gè)獨(dú)立的系統(tǒng),可以得到客戶從傳統(tǒng)業(yè)務(wù)數(shù)據(jù)和業(yè)務(wù)數(shù)據(jù),并建立一個(gè)多層次的分析系統(tǒng),并將數(shù)據(jù)轉(zhuǎn)移到有用的商業(yè)信息。</p><p><b>　　4、結(jié)論</b></p><p>　　最后,人力資源管理信息技術(shù)

55、不應(yīng)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(guān)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(dòng)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(shí)現(xiàn)人類技術(shù)提供更多的挑戰(zhàn)為企業(yè)實(shí)現(xiàn)更快速的發(fā)展速度,更高的性能目標(biāo)和更強(qiáng)的競爭優(yōu)勢。</p><p><b>　　參考文獻(xiàn)</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