人力资本管理外文翻译

人力资本管理外文翻译

本科毕业设计(论文)

外文翻译

原文:

Human capital management

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.

At the personal management stage, the work of the personnel managers is a management officers and workers' welfare, and with the legal procedure of labor union. The upper level management of the company section sees various activity and office clerk of personnel section all make a company of the big pen be pure expenditure, but possibly of reduction this part of expenditure. The company maintain inactive support attitude to the activity of personnel departmentHuman Resource Management HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so

that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations

Human resource management is for the sake of completion the management involve person or personnel in the work of the mission carry on of management work. The human resource management work include: Work analysis; Establishment manpower requirement the plan and personnel enlist; Training and development; Salary and the welfare management, performance evaluation; Labor relation management etc.

The main working talent of human resource management include: The personnel enlist; Training and development; Salary and welfare management; the results investigate; the relation of the employee; Corporate culture. This six human resource working talent is according to the west of human resource management practice induce of working talent, for big part in small scaled business enterprise but speech already enough, the large group business enterprise usually also will include human resource information-based, staff management etc.;Concrete arrive China of management practice medium, return have tradition of personnel file, title natural intelligence management etc. have China special features

of mold piece.

The personnel enlists and is called a personnel a job advertisement. Main is according to organizationcompany, government, non- earnings organization etc. of in the near future and long-term of business demand, establishment personnel need of plan, and pass various job advertisement means to completion organization of personnel's need.

The recruitment of key staff personnel involved in the planning, resume collection, selection, recruitment and staff induction training. Training and development is mainly done through training and development of technology and means to improve staff skills to meet the company's business environment in which the skills and knowledge changes The main technology and tools include: training, job training, job rotation, staff continuing education programs, counseling, discipline.

An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organization’s HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies; however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas.

The implementation of an HR strategy is not always required, and may

depend on a number of factors, namely the size of the firm, the organizational culture within the firm or the industry that the firm operates in and also the people in the firm.

An HRM strategy can be divided, in general, into two facets - the people strategy and the HR functional strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the policies employed within the HR functional area itself, regarding the management of persons internal to it, to ensure its own departmental goals are met.

The Human Resources Management HRM function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses for-profit or nonprofit have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have?and are aware of?personnel policies which conform to current regulations. These policies are often

in the form of employee manuals, which all employees have.

Note that some people distinguish a difference between HRM a major management activity and HRD Human Resource Development, a profession. Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc.

The HRM function and HRD profession have undergone tremendous change over the past 20?30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at imum capability in a highly fulfilling manner.

However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather more reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.

Human resources management comprises several processes. Together

they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.

Human Resource Management HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

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。

在人事管理阶段,人事经理们的工作是管理职工福利,以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出,而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。

人力资源管理(HRM)被认为是在这一领域的从业人员作为一个更具创新性的工作场所的管理比传统办法的模式。它的技术力量,企业的管理者与特异性

表达自己的目标,使他们能够理解和劳动力开展,并为他们提供所需的圆满完成任务的资源。因此,人力资源管理方法,在正确的实践,是表达的目标和企业经营措施的整体。人力资源管理也被许多人有一个组织内的风险减少的关键作用。

人力资源管理是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。人力资源管理工作包括:工作分析;制定人力需求计划以及人员招募;培训及开发;薪酬及福利管理、绩效评估;劳动关系管理等。

人力资源管理的主要职能包括:人员招募;培训及开发;薪酬及福利管理;绩效考核;员工关系;企业文化。这六项人力资源职能是依据西方的人力资源管理实践所归纳的职能,对于大部分中小型企业而言已经足够,大型集团企业往往还会包括人力资源信息化、干部管理等;具体到中国的管理实践中,还有传统的人事档案、职称资质管理等有中国特色的模块。

人员招募又称为人员招聘。主要是基于组织(公司,政府,非盈利组织等)的近期及远期的业务需要,来制定人员需求的计划,并通过各种招聘手段来完成组织的人员需求。

人员招募主要涉及人员规划,简历收集,选聘,录用及员工入职培训。培训及开发主要是通过一些培训及开发的技术及手段,提高员工的技能,以适应公司所处经营环境中的技术及知识的变化。主要的技术及手段有:培训、在岗培训、轮岗、员工继续教育计划、辅导、训导。

一个人力资源管理战略,涉及到如何实施人力资源管理的具体职能的手段。一个组织的人力资源功能可能具有招聘和选拔政策,纪律处分程序,奖励/承认政策,在人力资源计划,或学习和发展的政策,但这些人力资源管理的职能领域都需要加以调整和相关,为了以符合整体业务战略。因此,一个是人力资源管理战

略的总体规划,有关人力资源管理职能领域的具体实施。

一项人力资源战略的实施并不总是需要,并可能取决于若干因素,即公司,公司内的组织文化或行业中的企业,也是人们在公司经营规模。

一个人力资源管理策略可分为,一般分为两个方面 - 人民的战略和人力资源职能战略。人民的战略涉及第一款所列的问题,即人力资源管理政策,审慎性/行动,以达到规定的企业战略制定的目标。人力资源职能战略涉及内部人力资源职能领域本身所采用的政策,有关人员给它的内部管理,以确保自己部门的目标得以实现。

人力资源管理(HRM)包含了各种活动,而其中的关键是确定哪些人员需要你有是否使用独立的承包商或雇用员工,以填补这些需求,招募和培训的优秀员工,确保他们的高演员,有性能问题时,并确保您的工作人员和管理方法,符合各项规定。活动还包括你的方法来管理员工福利和补偿,员工记录和人事政策。通常(营利性或非营利性),小型企业要进行这些活动,因为他们还不能负担的部分或全职的帮助。但是,他们应该确保员工和都知道,人事政策,符合现行规定。这些政策往往在员工手册,使所有员工的形式。

注意:一些人区别 HRM一个主要的管理活动和 HRD人力资源发展,一个职业之间的一种不同。那些人可能在 HRD 包括 HRM,解释 HRD 包括各类型的活动发展组织的里面人员,包括,举例来说, 事业发展、训练, 组织发展, 等等。

有一个持久的争论有关哪里 HR-相关的功能应该被编入大的组织, 举例来说, "HR 应该在组织发展部门中吗或另一个方法在附近 ?"

在人力资源管理职能和人力资源开发行业都发生在过去20-30年来的巨大变化。许多年前,大型机构展望了“人事部”,主要是为了管理和支付雇用周围

人的文书工作。最近,组织认为“人力资源部”的工作人员发挥着重要作用,训练和协助管理人士,使人民和组织是在最大的能力表现在高度实现的方式。

然而,许多人力资源职能这些天的斗争要超越行政和员工冠军的作用,被认为比而是作为高层管理人员的战略合作伙伴的积极反应。此外,人力资源组织,也有如何证明他们的活动和流程增加价值的公司困难。只有在人力资源和人力资源专家学者近年来的重点是开发模式,可以衡量,如果人力资源增加价值。

人力资源管理包含一些程序。一起他们应该达成那上方提到了目标。这些程序能是运行在一个 HR 部门中, 但是一些工作也能是外包的或运行被线-经理或其他的部门。当有效地整合的他们提供重要的经济利益给公司人力资源管理(HRM)被认为是在这一领域的从业人员作为一个更具创新性的工作场所的管理比传统办法的模式。它的技术力量,企业的管理者与特异性表达自己的目标,使他们能够理解和劳动力开展,并为他们提供所需的圆满完成任务的资源。因此,人力资源管理方法,在正确的实践,是表达的目标和企业经营措施的整体。人力资源管理也被许多人有一个组织内的风险减少的关键作用。

出处:[美]马丁G.沃尔夫,《人力资本管理》,ACA News,第25卷(4),2006(8):34-85.

毕业论文外文文献翻译-数据库管理系统的介绍

数据库管理系统的介绍 Raghu Ramakrishnan1 数据库（database,有时拼作data base）又称为电子数据库，是专门组织起来的一组数据或信息，其目的是为了便于计算机快速查询及检索。数据库的结构是专门设计的，在各种数据处理操作命令的支持下，可以简化数据的存储，检索，修改和删除。数据库可以存储在磁盘，磁带，光盘或其他辅助存储设备上。 数据库由一个或一套文件组成，其中的信息可以分解为记录，每一记录又包含一个或多个字段（或称为域）。字段是数据存取的基本单位。数据库用于描述实体，其中的一个字段通常表示与实体的某一属性相关的信息。通过关键字以及各种分类（排序）命令，用户可以对多条记录的字段进行查询，重新整理，分组或选择，以实体对某一类数据的检索，也可以生成报表。 所有数据库（最简单的除外）中都有复杂的数据关系及其链接。处理与创建，访问以及维护数据库记录有关的复杂任务的系统软件包叫做数据库管理系统（DBMS）。DBMS软件包中的程序在数据库与其用户间建立接口。（这些用户可以是应用程序员，管理员及其他需要信息的人员和各种操作系统程序）。 DBMS可组织，处理和表示从数据库中选出的数据元。该功能使决策者能搜索，探查和查询数据库的内容，从而对在正规报告中没有的，不再出现的且无法预料的问题做出回答。这些问题最初可能是模糊的并且（或者）是定义不恰当的，但是人们可以浏览数据库直到获得所需的信息。简言之，DBMS将“管理”存储的数据项，并从公共数据库中汇集所需的数据项以回答非程序员的询问。 DBMS由3个主要部分组成：（1）存储子系统，用来存储和检索文件中的数据；（2）建模和操作子系统，提供组织数据以及添加，删除，维护，更新数据的方法；（3）用户和DBMS之间的接口。在提高数据库管理系统的价值和有效性方面正在展现以下一些重要发展趋势； 1.管理人员需要最新的信息以做出有效的决策。 2.客户需要越来越复杂的信息服务以及更多的有关其订单，发票和账号的当前信息。 3.用户发现他们可以使用传统的程序设计语言，在很短的一段时间内用数据1Database Management Systems( 3th Edition ),Wiley ,2004, 5-12

营运管理 外文翻译 外文文献 对整个行业中营运资金管理的研究

An Analysis of Working Capital Management Results Across Industries Greg Filbeck. Schweser Study Program Thomas M. Krueger. University of Wisconsin-La Crosse Abstract Firms are able to reduce financing costs and/or increase the funds available for expansion by minimizing the amount of funds tied up in current assets. We provide insights into the performance of surveyed firms across key components of working capital management by using the CFO magazine’s annual Working Capital Management Survey. We discover that significant differences exist between industries in working capital measures across time. In addition. we discover that these measures for working capital change significantly within industries across time. Introduction The importance of efficient working capital management is indisputable. Working capital is the difference between resources in cash or readily convertible into cash (Current Assets) and organizational commitments for which cash will soon be required (Current Liabilities). The objective of working capital management is to maintain the optimum balance of each of the working capital components. Business viability relies on the ability to effectively manage receivables. inventory. and payables. Firms are able to reduce financing costs and/or increase the funds available for expansion by minimizing the amount of funds tied up in current assets. Much managerial effort is expended in bringing non-optimal levels of current assets and liabilities back toward optimal levels. An optimal level would be one in which a balance is achieved between risk and efficiency. A recent example of business attempting to maximize working capital management is the recurrent attention being given to the application of Six Sigma? methodology. Six Sigma? methodologies help companies measure and ensure quality in all areas of the enterprise. When used to identify and rectify discrepancies. inefficiencies and erroneous transactions in the financial supply chain. Six Sigma? reduces Days Sales Outstanding (DSO). accelerates the payment cycle. improves customer satisfaction and reduces the necessary amount and cost of working capital needs. There appear to be many success stories. including Jennifer Towne’s (2002) r eport of a 15 percent decrease in days that sales are outstanding. resulting in an increased cash flow of approximately $2 million at Thibodaux Regional Medical Center. Furthermore. bad debts declined from $3.4 million to $600.000. However. Waxer’s (2003) study of multiple firms employing Six Sigma? finds that it is really a “get rich slow” technique with a rate of return hovering in the 1.2 – 4.5 percent range.

公司营运资金管理分析

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客户关系管理外文文献翻译

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