3000字外文文献翻译

2021年2月6日发(作者：退房时间)

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

< br>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< /p>

和发展。

—

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 department.

在人事管理阶段，

人事经理们的工作是管理职工福利，

< br>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。

At the management stage of human resource, business enterprise the employee is seen

into

a

business

enterprise

of

can

increase

in

value

of

property

but

disheveled

hair

exhibition

with

period

full

make

use

of

potential.

Human

resource

section

is

full

exploitation

post

analysis,

work

analysis,

the

post

all

say,

personnel

choice

and

job

advertisement,

employee

training

and

so

on

activity

come

to

raise

the

business

enterprise

employee's

efficiency,

thus

increment

business

enterprise

of

management

and luck camp

more valid.

When a company practice human resource

management

strategy of time, human resource section will be bring into a company strategy plan of

an importance constitute part. When a company practice human resource management

strategy of time, human resource section will be bring into a company strategy plan of

an importance constitute part. The future development of company, the market expand,

new

product

development

the

etc.

all

want

to

lead

long

to

pull

a

human

resource

section of support, moderate and cooperation. Human resource drive is an exaltation

company

the

strategy

of

the

competition

ability

means

but

drive

value.

In

addition,

human

resource

management

be

help

the

company

encourage

employee,

through

some

satisfy

of

material

and

some

finance

reward,

thus

increment

employee

of

to

company ownership feeling, increment employee morale with turn down to work of

disaffection etc..

在人力资源管理阶段 ，

企业员工被看成企业的可以增值的资产而被发展以期充分

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利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和

招聘，

员工培训等等活动来提高企业员工的效率，

从而增加企业的管理和运营更

加有效。

当一个公司实行人力资 源管理战略的时候，

人力资源部门将被纳入公司

战略计划的一个 重要组成部分。

公司的未来发展，

市场拓展，

< br>新产品研发等等都

要牵扯到人力资源部门的支持，

协调与 合作。

人力资源被作为提高公司竞争力的

战略手段而被重视。< /p>

除此之外，

人力资源管理就是协助公司去激励员工，

透过一

些物质上的满足和一些财务奖励，

从而增加员 工的对公司归属感、

增加员工士气

和减低对工作的不满等。有高 昂的士气会使工作更加有效率和使工作更加顺利，

最终公司和员工也各有得益。

At the management stage of the manpower capital, the basic job of manpower section

still

with

human

resource

management

period

likeness,

but

business

enterprise

the

employee be no longer see make the property which have development potential, but

company can make use of capital. The each item activity of human resource section is

turn by the quantity with the profit margin of the company hook, and this be also the

main

means

which

measure

whether

officers

and

workers

and

each

section

is

valid

work or not

在人力资本管理阶段，

人力部门的基本职责仍与人力资源管理时期相似，

但是企

业员工不再被看作有发展潜力的资产，

而是公 司可以利用的资本。

人力资源部门

的各项活动被量化与公司的利 润率挂钩，

并且这也是衡量职工和各部门是否有效

工作的主要手 段。

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

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人力资源管理（

< br>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。

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.

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。

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.

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。

The personnel enlists and is called a personnel a job advertisement. Main is according

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—

to organization(company, 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.

< p>
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。

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.

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。

An HRM strategy pertains to the means as to how to implement the specific functions

of

HRM.

An

organization’s

HR

function

may

posses

s

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.

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，

< p>
但这些人力资源管理的职能领域都需要

加以调整和相关，

< br>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。

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