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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
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environment. These changes have
important implications for HRM practices.
To
ensure
that
management
practices
support
business
needs,
organizations
must
continually
monitor
changing
environmental
conditions
and
devise
HRM
strategies
for
dealing
with
them.
The
procedure
used
to
tie
human
resource issues to the organization's
business needs is called human resource
planning.
Also
known
as
HR
planning,
this
procedure
is
defined
as
the
of
identifying
and
responding
to
[organizational
needs]
?
and
charting
new
policies,
systems,
and
programs
that
will
assure
effective
human resource
management under changing conditions.
Human
Resource
Management
Systems,
also
called
Human
Resource
modules,
is
a
link
between
Human
resource
management
and
information
technology.
A
Human
resource
management
system
provides
a
single,
accurate
view
of
all
human
resource
activities
including
recruiting,
performance
management, training and development and also
compensation.
Human
resource
management
systems
reduce
the
workload
of
the
human
resource department as
well as increasing the efficiency of the
department by
standardizing human
resource process. Human resource department plays
an
important
role
in
the
smooth
running
of
the
company
by
tracking
and
analyzing the time keeping and work
patterns of the workforce. There are a
wide
range
of
applications
available
to
help
human
resource
department
in
their tasks, making
possible the automation of certain tasks and
helping in the
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organization many other tasks.
The
function
of
human
resource
management
to
large
extent
is
administrative
and
common
to
all
organizations.
Most
organizations
have
formalized selection, evaluation and
payroll processes. The function consists
of tracking innumerable data of each
employee from personal histories, data,
skills,
capabilities,
experiences
to
payroll
records.
Organizations
began
electronically
automate
many
of
theses
processes
by
introducing
Human
resource
management
systems
to
reduce
the
manual
workload.
Human
resource
executives
depend
on
internal
and
external
IT
professionals
to
develop
and
maintain
their
Human
resource
management
systems
due
to
complexity
in programming capabilities and limited
technological resources.
Human Resource
Management Systems (HRMS) provide a link between
human resource management and
information technology.
HRMS allow enterprises to automate
many aspects of human resource
management,
with
the
dual
benefits
of
reducing
the
workload
of
the
HR
department
as
well
as
increasing
the
efficiency
of
the
department
by
standardising HR processes.
The
field
of
human
resources
is
one
that
is
often
overlooked
in
enterprise
management.
This
situation
is
aided
by
the
fact
that
an
efficient
Human Resources
department should function without fanfare. For
example,
when
a
project
team
successfully
launches
a
product
on
time
and
within
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budget it is hailed as a great success.
When the HR department manages the
administration of the enterprise
successfully it can go virtually unnoticed
–
after all, the
Human Resources department is simply expected to
work, only
attracting attention when
there are problems.
The reality, however, is very
different. The HR department plays a vital
role in ensuring the smooth running of
an enterprise
–
most importantly by
tracking
and analysing the timekeeping and work patterns of
the workforce,
allowing management
better information on which to form strategies.
The
importance
of
human
resources
has
not
gone
unnoticed
by
the
software industry. There
is now a wide range of applications available to
aid
the HR department in their tasks,
making possible the automation of certain
tasks and aiding in the organisation of
many others.
HRM software
systems (from vendors such as Oracle and Ascentis)
are
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broadly defined by the four basic
responsibilities of the HR department, and
as
such
typically
contain
standalone
modules
to
address
the
needs
of
each
responsibility:
Payroll Module: The payroll module
greatly reduces the workload of the
HR
department
by
automating
the
payroll
process,
allowing
HR
to
ensure
that payroll
functions are completed on time and without
errors.
At its most basic
level the payroll module is supported by the
manual
entry
of
timekeeping
and
attendance
data
from
paper-based
timesheets
submitted
by
the
workforce.
More
advanced
systems
track
employee
timekeeping through
automatic systems, connected to either a
‘
clocking
in
’
system or a
tracker connected to the desktop computers of the
employees.
Once
attendance
data
is
fed
into
the
system,
the
payroll
module
automatically
calculates
payment
amounts
and
various
deductions
such
as
income tax before
generating paychecks and employee tax reports.
Time
and
Labour
Management
Module:
The
time
and
labour
management
module
is
designed
to
collate
and
analyse
employee
timekeeping information for the
purposes of organisational cost accounting.
By
sourcing
data
directly
from
the
timekeeping
devices
and
methods
used
to calculate payroll this module can provide
management with valuable
data regarding
the use of labour resources within the enterprise.
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Benefit
Administration
Module:
The benefit
administration
module provides HR
personnel with
the capacity to monitor
and manage
employee participation in a
range of
benefit
programs.
These
programs
can range from programs related to the
wellbeing of the workforce (such as
health
insurance
and
pension
schemes)
to
profit
making
programs
(such
as
stock option plans and profit sharing).
HR
Management
Module:
The
HR
management
module
provides
a
range
of HR solutions ranging from analyses of
application data through to
the basic
demographic data of employees.
The management module allows HR
personnel to effectively manage the
Human
Capital
Pool
(HCP)
available
within
the
enterprise,
in
that
it
keeps
track
of
the
training
and
development
of
the
workforce
and
the
skills
and
qualifications
of
each
employee.
Advanced
HR
management
modules
can
also
automate
the
process
of
application
for
positions
by
capturing
application data
and entering it to a relevant database.
Benefits of HRMS
While these modules each
provide benefits to the HR department itself,
the applications also aid the
enterprise as a whole.
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