外文翻译--人力资源信息系统的技术研究（节选）

《外文翻译--人力资源信息系统的技术研究（节选）》由会员分享，可在线阅读，更多相关《外文翻译--人力资源信息系统的技术研究（节选）（9页珍藏版）》请在毕设资料网上搜索。

1、中文 2191字 作者 David P.Lepak,KyongjiHan,Andrea Kim 作者单位 Department of Human Resource Management, Rutgers University, 94 Rockafeller Road, Piscataway, NJ 08854, USA；DeGroote School of Business, McMaster University, Canada 刊名 Human Resource Management Review, 2012, Vol.22 (2), pp.73-85 来源数据库 Elsevier期刊 标

2、题 Research on Technology Development of Human Resource Management Information System 关键词 Internet Technology；Human Resources Management ；EHR Research on Technology Development of Human Resource Management Information System David P.Lepak,KyongjiHan,Andrea Kim Department of Human Resource Management,

3、 Rutgers University, 94 Rockafeller Road, Piscataway, NJ 08854, USA；DeGroote School of Business, McMaster University, Canada Abstract With the development of internet technology and enterprise managementof information technology in depth, the future of human resources in information technology will

4、be showed the following characteristics:（ 1） software development will become a platform and model；（ 2） full participatory approach 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 tech

5、nology； （ 5） business intelligence based on human resources strategy will be applied deeply in enterprise. Key words:Internet Technology； Human Resources Management； EHR 1. Backgroud Rapid development of science and technology, especially the usage of Internet and computer technology, has brought ou

6、tstanding 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 era, being confronted with new challenges of knowledge economy, the huge value knowledge has brought to ente

7、rprise, and the pressure of enterprise development, process reorganization and management change, employees or enterprise human resources as knowledge creators and users have now taken the place of equipment and capital, and become the value of enterprise or organizations.Enterprise higher class has

8、 focused on manpower cost now. From the perspective of human resource, how to change the visible manpower cost to invisible one is the problem all the enterprise are faced with, for any failure in this change will lead to sunk cost with lower profits, or even disasters to enterprise. It is out of qu

9、estion 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 is reflected in the job setting of enterprise organization (including staff preparation

10、, job responsibility, man- job matching degree), salary structure, roster schedule, KPI etc. Every tiny item could combine into a huge number. If the manpower cost flexibility could be adjusted to 5-10%, it may produce 5-10% profits, which is much higher than other cost. Thus, it is very important t

11、o enhance human resources management. Rapid development of science and technology has brought a revolution for management work. For human resources management, the past receptive and experienced style will be changed to scientific, professional and technique one. The emergence of her will take human

12、 resources management to a new experience. 2.Development of human resource managment 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 work, which was main

13、ly 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 have to offer salary policy and incentive scheme which are in accordance with organization developmen

14、t, which will be a huge work for large organization. Moreover, financial management standardization also plays an important role in salary information technology. In this phase, development of computer technology and electronic watch is the key technology to human resource management information tec

15、hnology. With the development of computer technology, 1990s has come to the Internet era. Human resource management software 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

16、small enterprise. In the end of 1990s, Chinese science and technology, as long as Chinese enterprises, developed very fast. At this moment, Internets usage cost is decreasing, which changes C/S structure to B/S one. Due to the requirement of human resource management, human resource management requi

17、res more stable and effectiveplatform. 3. Development trend of human resource managment With the further development and usage of Internet in enterprise management, human resource management information technology in the future will be developed in the following trends: 3.1 Platform and modeling of

18、software operation development 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 meet different personal requirements. In such time, software with platform and modeling could h

19、ave enough flexibility to meet customersrequirements. Human resources management information technology will finally form a industrial eco chain, in which different consultant and software manufactures will combine together to offer service to enterprise. All these require software to have a stable

20、and expanding platform. 3.2 Various participation of internet and new 3G technology According to 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 applicati

21、on. Development of 3G technology will bring further participation of human resource management application, whichwill change the previous pure eHR management to a participatingprocess. Staff could connect to human resource management system to get required service through mo- bile technology at any

22、time. 3.3 Centralized application of SOA based human resource management information system 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 connected with external system. SOA is a