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 to

important n such as company policies。benefits。and training materials.

Overall。HRMS XXX n to employees。companies can focus on their core business ns and achieve greater success.

Human Resource Management Systems。also known as Human Resource modules。serve as a bridge een Human Resource Management and n Technology。Such systems offer a unified and precise view of all human resource activities。including recruitment。performance management。training and development。XXX standardizing human resource processes。these systems ce the workload of the XXXXXX tasks。XXX.

Note: No paragraphs XXX and flow of the text.)

The main n of human resource management is XXX。n。XXX involves tracking numerous data points for each employee。from XXX capabilities。experience。and payroll records。To ce the manual workload。XXX。due to the XXX。XXX on internal and external IT nals to develop and maintain their HRMS.

Human Resource Management Systems (HRMS) serve as a link een human resource management and n XXX of human resource management。providing dual benefits of cing the workload of the HR XXX processes.

The field of human resources is often overlooked in enterprise management。XXX should n without drawing n to itself。While successful project launches are celebrated as great plishments。the HR XXX since it is expected to work seamlessly。only garnering n when issues arise.

XXX。the HR XXX the workforce。XXX form strategies.

To put it simply。the HR XXX - its XXX training and development。HR plays a critical role in XXX。HR can XXX.

Moreover。HR is also XXX。XXX.

In n。while the HR department may not XXX departments。its importance in the success of an XXX。HR XXX.

XXX such as health insurance。retirement plans。and n time。This module allows HR to track XXX。eligibility。XXX requirements.

HR to post job openings。receive resumes。and track applicant progress。This module also includes tools for ling interviews。conducting background checks。XXX tasks。HR can save time and improve the efficiency of the hiring process.

performance management module provides HR with a tool to track employee performance and set goals for improvement。This module includes features for conducting performance reviews。setting goals。and tracking progress。By using this module。HR can XXX.

training and development module allows HR to manage XXX。This module includes tools for ling training ns。tracking employee progress。and assessing the effectiveness of training programs。By using this module。HR can XXX and knowledge

to perform their XXX.

In n。XXX with a range of tools to manage their XXX。timekeeping。and benefits n。HR can save time and ce errors。nally。by using modules such as performance management and training and development。HR can improve the XXX workforce.

HR部门在企业运营中扮演着至关重要的角色，尤其是通过跟踪和分析劳动力的工作模式，管理信息以制定战略。软件业也意识到了人力资源的重要性，通过广泛应用软件来协助HR部门实现任务并自动化某些任务。

人力资源管理软件系统由四个基本的部门责任界定，并通常独立的模块来解决每个责任的需求。工资管理模块自动化了人力资源工资过程，通过手动录入或自动跟踪员工计时系统，计算薪资并扣除所得税等费用。

时间和劳动管理模块整理和分析雇员的工作时间信息，提供有价值的数据来管理企业内部劳动力资源的使用。福利管理模块监测和管理员工参与公司福利方案，从医疗保险到股票期权计划都可以管理。

人力资源管理模块提供了从应用程序数据的分析到员工基本人口数据的一系列的人力资源解决方案。管理模块使人力资源管理人员能够有效地在企业内部管理HCP，在其中可以保

持劳动力和每个员工的技能和资格的培训和发展的方向。

人力资源管理系统不仅为人力资源管理部门本身提供了益处，还有助于企业的一体化。将人力资源信息转换成数字格式，允许该信息被添加到企业的信息管理系统中，整合人力资源数据到较大的企业资源计划系统的企业。使用劳动力的时间的数据，可以提高决策管理能力，使人力资源管理部门形成企业的一个整体战略的组成部分。

关于人力资源管理的外文文献

关于人力资源管理的外文文献 1. Human Resource Management Practices and Workforce Diversity: A Review This article explores the relationship between human resource management (HRM) practices and workforce diversity. The authors review literature on HRM practices such as recruitment, selection, training and development, performance measurement, work design, and employee relations, to examine how these practices influence the success of workforce diversity. The article highlights the need for organizations to adopt effective HRM practices that support diversity and inclusion, in order to maximize the benefits of a diverse workforce. 2. The Impact of Strategic Human Resource Management on Organizational Performance This study analyzes the relationship between strategic human resource management (SHRM) practices and organizational performance. The authors examine the impact of SHRM practices such as recruitment and selection, training and development, performance management, and compensation and benefits, on key organizational outcomes such as employee retention, productivity, and profitability. The study concludes

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 human resource management Abstract 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, Technology 1.Change from a manufacturing to a service or knowledge economy One 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 (Oxford

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 lot of manpower and material resources。Therefore。the n of a human resource management system to record all kinds of ___. Research Status: Several enterprises and units have taken a leading n in the n of human resource management n systems。These ns possess advanced equipment。management ideas。___ using advanced management n systems。which not only greatly promote

人力资源管理薪酬管理中英文对照外文翻译文献

人力资源管理薪酬管理中英文对照外文翻译文献(文档含英文原文和中文翻译)

Payment management Since the end of the 20th century, the emerging new economy of the modern enterprise human resources management, including the management pays a higher demand. Economic globalization increasing adaptability, innovation and competitiveness, the right talent management imposed a terrible pressure. The value of expertise was recognized and integrated into the organization and day-to-day management to cope with pressure; unique intellectual capital as a factor of production, replacing wooden side-by-side human capital in the industry, the financial capital in 1997. All these have business or pay Management will bring fundamental changes, which are mainly embodied in the following aspects abuse. Integration in the global economy, trends in the knowledge-based economy, human resources has become the organization to acquire and maintain competitive advantage in key elements. So talent competition will be on a global scale by launching more intense, within the area of human resources are the most direct consequences of the contest is to pay Slumps. All competitors had to pay is higher than the average market price of the salaries, resulting in human resources rolling rising prices. Echoing this, the profit distribution pattern will have a tremendous transformation, knowledge - has value, personnel labor is the voice of increasingly strong gains will be more widely shared and not overly concentrated. Organization of human resources must take a more serious attitude and generous to pay greater human capital investment. Traditional working theory of value will gradually to the market value on transition. Rely on the work of analysis and calculation of the value of traditional working practices will be at a higher level, pay to reflect more

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 to

人力资源中英文文献

人力资源中英文文献 在日益全球化的时代背景下，人力资源管理也变得愈发重要。人力资源（Human Resources）部门在组织中负责管理与员工相关的一系列事务，如招聘、培训、绩效管理、福利等。由于人力资源管理方式的差异，很多相关的学术研究和文献都是以中英文形式出现的。本文将介绍一些关于人力资源管理的中英文文献，并讨论它们对于人力资源领域的重要性。 1.《人力资源管理对组织绩效的影响研究》 这篇中文文献研究了人力资源管理对组织绩效的影响。根据研究结果，良好的人力资源管理实践可以显著提高组织的绩效水平。文章指出，人力资源管理的方面包括员工招聘、培训与发展、薪酬与绩效管理、员工参与度等等。通过合理的人力资源管理，组织可以有效地提高员工的工作满意度和组织认同感，从而推动组织的整体绩效。 2. "The Impact of Human Resource Management on Organizational Performance" 这篇英文文献也研究了人力资源管理对组织绩效的影响。研究结果与上述中文文献相似，表明优秀的人力资源管理实践可以改善组织绩效。该文提出了一些关键的人力资源管理实践，如员工参与度、激励机制、培训与发展等。研究者通过实证分析发现，在这些方面表现优异的组织通常会取得更好的绩效，并具备更高的竞争力。

通过比较以上两篇文献，不难发现中英文文献在研究内容上有一定的契合度。无论是在中文还是英文研究中，都认同了良好的人力资源管理对于组织绩效的积极影响。同时，这些文献也为人力资源管理的实践提供了指导和参考，提醒了人力资源部门在日常工作中应注意的方面。 3.《人力资源管理在全球化背景下的挑战与机遇》 虽然人力资源管理的重要性越来越被企业所认可，但在全球化的背景下，也面临着一些新的挑战。这篇中文文献对于全球化时代下的人力资源管理进行了系统探讨。全球化背景下的人力资源管理需要更加注重多元化，包括多国籍员工的管理、跨文化沟通以及全球人才招聘与发展等方面。同时，全球化也为人力资源管理带来机遇，如跨国合作带来的资源共享和知识转移，以及面临多样性挑战时的创新思维。 4. "Challenges and Opportunities for Human Resource Management in the Global Context" 这篇英文文献对于全球化背景下的人力资源管理面临的挑战和机遇进行了研究。在全球化的背景下，人力资源管理需要适应多元文化、多国籍员工以及不同法律法规等方面的差异。同时，全球化也为企业提供了更广阔的招聘渠道和更全球化的才能储备，从而提供了更大的发展机会。综上所述，全球化背景下的人力资源管理需要具备跨文化的能力，合理应对挑战并把握机遇。 通过以上两篇文献的对比，我们可以清晰地了解到人力资源管理在全球化时代的重要性和挑战。中英文文献的研究成果为人力资源管理

人力资源管理系统中英文对照外文翻译文献

中英文资料外文翻译 英文原文 Human Resource Management Systems Human 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

人力资源管理薪酬管理外文翻译论文外文文献

The Fatal Flaw in Pay for Performance Many corporate boards, responding to shareholder and public pressure, are designing pay-for-performance plans to hold CEOs accountable. But there is often a crucial flaw in such schemes: They don’t pay for performance with integrity. The omission—evident from compensation committee reports in top companies’ proxy statements—is striking. Corporations, after all, face unceasing pressures to make the numbers by bending the rules, and an integrity miss can have catastrophic consequences, including indictments, fines, dismissals, and collapse of market capitalization. Furthermore, performance with integrity creates the fundamental trust—inside and outside the company—on which corporate power is based. A board should explicitly base a defined portion of the CEO’s cash compensation and equity grants on his or her success in handling the foundational task of fusing high performance with high integrity at all levels of the company. Why don’t boards do that They may be uncertain about the meaning of integrity and how to assess its integration into financial performance. Step one, then, in designing pay for performance with integrity is using the following definition: Integrity is a uniform corporate culture with three elements—robust adherence to formal rules; adoption of ethical standards that are in the company’s long-term enlightened self-interest; and employee commitment to honesty, candor, fairness, trustworthiness, and reliability. Step two is for the board to assess whether the CEO has infused high performance with high integrity. The board can do that by answering the following questions, using hard analytics as well as the board members’ own ju dgment. Has the CEO established company-wide performance-with-integrity principles for which the firm’s leaders are responsible and accountable Examples of these include demonstrating committed and consistent integrity

外文文献翻译人力资源管理信息系统研究员工管理

外文文献原文+译文 原文 The research of human resource management information system Renwick D Abstract The ultimate goal of human resource management information system is to replace manual management to realize intelligent management, realize the modernization of human management, information. In achieving employee information, attendance, transfer, etc, on the basis of computer management, realize the enterprise personnel information detailed records, the realization of electronic management of employee information, a detailed record recruitment process, recruitment experience, for the enterprise manpower management system can make complex electronic management, improve human department employee's work efficiency. For enterprise, human resource is the most precious resources, is one enterprise can survive for a long time to a fundamental, therefore, how to effectively use human resource will be a critical problem facing enterprises. Information of enterprise human resources management mainly includes the following several reasons: enterprises can use of human resource management system, on the economy achieve better benefit. On the other hand, due to the coming of knowledge economy, the concept of human capital has been formed, and the real land, plant, equipment and funds, such as capital, the importance of human capital is self-evident, even more than these physical capital. In the end, is the carrier of knowledge, in order to effectively use knowledge, knowledge to maximize utility, then need appropriate human resource management, can use of human resources. Keywords: Staff management; Information system; Design 1 Introduction People working in the field of human resource management for a long time, the main work of archives management of human resources work and wage management, attendance management, both time-consuming and inefficient, add or modify an employee files often need a few hours of time, and make itself a mental labor is

人力资源3000字外文文献翻译

Human resource management more and more drives value. Under the system that economy development mature, human resource management have to match with fight for the best resources performance, if out of character of the manpower form couples out of character of post, the resources performance be not only whole have no, or may have already exhaust. The modern economy stress balance and match, promote management effect and quality vegetable, will human resource match with make balance, the inside contents establish human resource structure frame, use most in keeping with of the person do most in keeping with of work. Establishment human resource terrace is a communication and collection information way, everyone's opinion comprehensive, give up short take long, with processing salary, welfare etc. affair. Human resource most the importance be a training and development, human resource development have to investment at training aspect, with exertive each stratum of human resource potential. 人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，其中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集信息管道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。 发展简史 Generally say, the academic circles development of human resource experience: Personal management, human resource management be recently till now rise of manpower capital management. The main dissimilarity namely lay in the principle that company and business enterprise treat an employee of variety and development. 一般说来，人力资源在学术界的发展经历了：人事管理，人力资源管理，到现在新近兴起的人力资本管理。其主要不同即在于公司和企业对待职员的理念的变化和发展。

人力资源管理的外文文献参考

人力资源管理的外文文献参考 引言 人力资源管理（HRM）是一项重要的管理活动，用于招聘、培训、激励和管理 组织中的人员。在全球化的今天，了解并借鉴国外的人力资源管理经验是至关重要的。本文将介绍几篇外文文献，以供参考。 文献一：《The Impact of HRM Practices on Organizational Performance: A Systematic Review and Meta-Analysis》 这篇文献是由Brian Becker、Markus Groth和Patricia S. Taylor等人在2017 年发表的。研究通过系统回顾和汇总分析，探讨人力资源管理实践对组织绩效的影响。研究发现，高度关注员工参与、培训与发展、绩效激励和工作安排的组织通常表现出更好的绩效。 文献二：《The Role of Human Resource Management in International Joint Ventures: A Review》 发表于2015年的这篇文献由Ibraiz Tarique和Randall S. Schuler共同完成。 文献中，作者回顾了人力资源管理在国际合资企业（IJVs）中的作用。研究发现，IJVs面临着来自不同国家和文化背景的员工的挑战，良好的人力资源管理可以帮助解决这些挑战，并提高组织的绩效。 文献三：《The Impact of Human Resource Management Practices on Perceptions of Organizational Performance》 这篇发表于2006年的文献由Naresh R. Pandey、Becky L. S. Ang和Damien W. C. Chng共同撰写。研究关注人力资源管理实践对员工对组织绩效的感知的影响。 研究发现，员工对组织绩效的感知与人力资源管理实践是密切相关的，良好的人力资源管理可以带来更高的组织绩效。 结论 以上是三篇关于人力资源管理的外文文献参考。这些文献提供了有关人力资源 管理实践对组织绩效的影响以及人力资源管理在国际合资企业中的作用的重要见解。研究结果表明，良好的人力资源管理实践可以帮助组织提高绩效，增强员工对组织绩效的感知，并解决来自不同文化背景的员工所带来的挑战。

人力资源管理绩效管理外文翻译文献

人力资源管理绩效管理外文翻译文献 人力资源管理绩效管理外文翻译文献(文档含中英文对照即英文原文和中文翻译)

原文： Performance Management: Reconciling Competing Priorities Ian Ziskin Four HR thought leaders from academia— John Boudreau of the USC Center for Effective Organizations, Chris Collins of the Cornell Center for Advanced HR Studies, Pat Wright of the Moore College of Business at the University of South Carolina, and Dave Ulrich of University of Michigan and the RBL Group — engaged in discussions on Performance Management with Ian Ziskin, President, EXec EXcel Group LLC and Board member, HR People & Strategy. Ian asked John, Chris,Pat, and Dave to share their perspectives on topics including: • What Performance Management is? • What makes the biggest difference to effective vs. ineffective Performance Management? • What the biggest sources of debate and disagreement have been regarding Performance Management over the years, and whether we have made any progress in resolving these issues？ • If they were going to fix or kill anything about Performance Management, w hat it would be and why？ • What big implications there are for future required changes to Performance Management in light of future work, workforce and workplace trends？ Ziskin: There is a lot of talk in organizations about whether Performance Management is working effectively or ever has. What do you think Performance Management is? Collins: This may be the question of the year. Performance Management has become everything and therefore nothing. It serves so many purposes —compensation, feedback, talent development, succession, etc. — that it may not serve any purpose very well. Boudreau: It's an ongoing relationship to balance the need to evaluate people with the need to develop them. It's not about bromides, forms, scores, tools or

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 Analysis Abstract Purpose 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. Introduction Human 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 linking