1、附录 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 staffs working capacity and the ultimate
2、improvement of enterprises 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 sufficiently coor
3、dinate 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 made c
4、lear to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staffs working capacity. So,the Human Resource Management System comes out. A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or a
5、lso 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, whereas t
6、he 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 linkage of
7、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 administrative and not c
8、ommon 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 which traditio
9、nally 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 executives re
10、ly on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the low c
11、apital 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 clientserver, Application Service Provider, and Software as a Service or SaaS Human Resource Management Systems
12、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 Record 7.Employee Self-Servic
13、e 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 modules to calculate automatic dep
14、osit 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 provide broad flexibility in data coll
15、ection 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 participation in benefits programs. These t
16、ypically 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 development, capabilities and skills manage
17、ment, 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. Human resource management function
18、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； pursueTalent 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:
