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1970-01-01 08:00
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2021年1月23日发(作者:我还在原地)




毕业设计(论文)外文资料翻译















Knowledge management component in
managing human resources for enterprises





在知识管理组件型企业的人力资源管理
























































信息管理与信息系统


















管理学


























刘小豫













提交翻译日期






二〇一四年十二月








Knowledge management component in managing human resources
for enterprises
在知识管理组件型企业的人力资源管理
Abstract
Both
human
resources
and
摘要

人力资源和知识是企业宝贵的资
产;因此,这些资产的有效管理不可避免
的成为企业成功的 关键。而人力资源管理
系统是已经超过二十年的一个研究课题,
知识管理系统被应用到人力资源 管理在学
术界和工业界是相对较新的。本研究探讨
知识管理在商业环境如人力资源管理的使用。在人力资源管理领域的信息系统和信
息处理的发展提出了一个基于知识的决策
支持系统 ,
并对人力资源管理提出了建议。









关键词:

人力资源管理;知识管理;智能
信息处理;决策支持系统



1
引言

自从计算机技术被开发和被应用到商业业

1
/
15
knowledge are valuable assets for enterprises;
therefore,
effective
management
of
these
assets

becomes
inevitably
critical
for
business
success.
While
human
resource
management
systems
have
been
a
research
topic for more than two decades, knowledge
management
systems
applied
to
human
resource
management
are
relatively
new
to
both
academia
and
industry.
This
study
examines the use of knowledge management
in
a
business
environment
such
as
human
resource
management.
The
evolution
of
information
processing
systems
in
the
and
information
resource
human
management
domain
is
presented,
and
a
knowledge-based decision support system for
human resource management is proposed.
Keywords


Human resource management

Knowledge
management


Intelligent
information
processing

Decision
support
system
1 Introduction
Ever since the computer technology was

developed and applied to business operations,
business
world
had
never
been
the
same.
Today,
widespread
use
of
the
Internet
in
business applications inspires drastic changes
in
business
world
[6,
20,
44].
Early
applications
of
computers
basically
focused
on
routine
tasks
such
as
in
business
transactions,
accounting
procedures,
and
inventory
management
[1,
33].More
务,商业世界从来没有 相同的。今天,互
联网在商业应用的广泛使用使商业世界急
剧变化
[
6

20

44]
。早期的计算机应用
基本集中 在日常任务,如在商业交易,会
计程序和库存管理
[ 1

33 ]

更先进的信息
技术(
IT
)已经应用在决策过程,知识管
理,商业 智能,专家系统等等。在今天的
商业影响中,至少在两个方面是显而易见
的:

1
)效率,有效性,和生产力的改善;
和(
2
)过渡到新的行为方式的人创 造,组
织,管理,和经营一个企业
[ 68 ]













1.1
人力资源管理

人力资源管理

HRM
)< br>的做法有着悠久的历
史。像许多早期的电脑系统的商业应用,在上世

80年代中期
[
52
]
以前计算机化的人力资源管
理主要集中在 低水平的日常任务,
如招聘、
记录、
奖励和工资等。

advanced information technologies (IT) have
been
used
in
decision
making
process,
knowledge
management,
business
intelligence,
expert
systems,
among
others.
The
impact
of
IT
on
today’s
business
is
evident
in
at
least
two
ways:
(1)
improvements
in
efficiency,
effectiveness,
and productivity; and (2) a transition to new
practices in the way people create, organize,
manage,
and
operate
an
enterprise
[68].
As
we
all
know,
both
knowledge
and
human
resources
are
valuable
assets
for
enterprises,
and therefore, effective management of those.
1.1 Human resource management
Human
resource
management
(HRM)
practices have along history. Like many early
business
applications
of
computer
systems,
computerized
human
resource
management
focused
on
low
level,
routine
tasks
such
as
recruiting, record keeping, rewards and
wages before the mid-1980s[52].

In 1984,
2
/
15
Fombrun
et
al.
[19]
became
one
of
the
first
researchers
who
developed
the
concept
of
strategic
human
resource
management
1984
,弗布伦
[ 19 ]
成为开发战略人力资源
管理的概念的人之一,
第一个研究

SHRM

开始连接管理功能与组织的整体战略。不
像早期的研究主要集中在人力资源 管理系
统,包括人力资源规划、人力资源政策的
活动,如内部职业机会,培训,绩效评估,利润分享计划,就业保障,语音机制,决
策,和工作的定义
[ 42

50

52 ]
。战略人
力资源管理使人力资源管 理变成一个更加
有意义的概念。此外,研究认为人作为关
键组织投资,战略资源和竞争优势,决 定
组织成败
[ 2

3

18

34
37

43

57 ]

因此,人力资源管 理已经从任务导向的人
力资源管理转变为以人为本的战略人力资
源管理。
大量的这种新 型的人力资源管理,
信息处理,信息技术在人力资源管理领域
[ 53 ]
必然起着重 要的作用。人力资源管理
系统从管理基本的日常任务,如招聘,记
录证据,
奖励和工资 提升为更先进的功能,
如员工培训系统,绩效评估,利润分享计
划,
就业保障已在过去 的几十年里目睹了。
互联网技术的应用和商业智能、知识管理
的新概念,使得信息系统的使用和 信息处
理人力资源管理的方式在过去的十年大大
得到改善
[ 10

14

45

54,60

62

64, 64

72
]
。在上世纪
90
年代中期,互联网成为商业业务可用的,电子商务的概念也就出
现了。利用网络技术和信息技术的一般运
行的业务 功能,包括人力资源管理等,是



(SHRM)
and
started
linking
HRM
functions
with
the
overall
organizational
strategy.
Unlike
the
early
age
HRM
systems,
SHRM
mainly
focuses
on
activities
involving
HR
planning
and
HR
policies,
such
as
internal
career
opportunities,
training
systems,
performance
appraisals,
profit-sharing
plans,
employment
security,
V
oice
mechanisms,
decision
making,
and
job
definition
[42,50,
52].
SHRM
made
human
resource
management
a
more
meaningful
concept.
In
addition,
SHRM
perceives
people
as
critical
organizational
investments,
strategic
resources
and
competitive
advantages
that
determine
the
success
and
failure
of
an
organization[2,
3,
18,
34,
37,
43,
57].Therefore,
human
resource
management
has
transitioned
from
task-oriented
HRM
to
people- oriented SHRM. Due to large amount
of information processed in this new type of
human
resource
management,
information
technology inevitably plays an important role
in
the
HRM
domain
[53].
The
evidence
of
human
resource
management
systems
evolving from managing fundamental routine
tasks such as recruiting, record keeping,

rewards and wages to more advanced
3
/
15
functions such as employee training systems,
performance appraisals, profit- sharing plans,
employment
security
has
been
witnessed
in
the
last
several
decades.
The
use
of
the
Internet technology and the emerging concept
of
business
intelligence
and
knowledge
management
makes
the
ways
in
which
information systems are used and information
is processed for human resource management
dramatically
improved
over
the
last
decade
[10,
14,
45,
54,60,
62

64,
72].
In
the
mid-1990s, the Internet became available for
business
operations
and
the
concept
of
e-business
was
born.
Using
Internet
被广泛接受的电子商务(电子商务)
[ 22

26 ]


同时,另一个相关的概念叫
E-HRM

e-HR
,是管理人力资源 利用互联网和其
他信息技术创造的。乌尔里希
[ 56

57 ]

许多早期的
e-HR
的倡导者。
斯特劳斯等人
[ 53 ]
研究了互联网技术对于人力资源管理
的影响并得出结论认为,

通信技术的 进步
和组织形式提出传统人事实践

重估

。它
被认为是由 许多从业者和研究人员能够为
企业创造竞争优势
[ 11

25
]
,然而,鲍威
尔和凹痕米卡勒夫
[ 45 ]
认为,它没有产生< br>竞争优势,但可用它来利用无形的,互补
的人和商业的资源帮助组织获得竞争优


















technology
or
information
technology
in
general
to
run
business
functions,
including
human
resource
management,
is
widely
accepted as electronic business (e-business)
[22, 26]. Meanwhile, another related concept
called e-HRM or e-HR was created using the
Internet
and
other
IT
technologies
in
managing human resources. Ulrich [56, 57] is
one of many early e-HR advocates. Straus et
al. [53] researched several impacts of Internet
technologies
on
managing
human
resources
and
concluded
that
the
‘‘advances
in
of
traditional personnel practices’’. IT has

been
believed
by
many
practitioners
and
researchers
to
be
able
to
create
competitive
advantages for businesses [11, 25],however,

4
/
15
Powell and Dent- Micallef [45] argued that IT
alone
has
not
produced
competitive
势。然而,
IT
在人力资源管理中的正确应
用已被证明是帮助企业获得成功的重要途
径。








advantages,
but
using
IT
to
leverage
intangible,
complementary
human
and
business
resources
has
helped
organizations
gain

competitive
advantages.
Nonetheless,
proper
application
of
IT
in
HRM
has
been
proved
to
bean
important
way
helping
business succeed.
1.2 Knowledge and knowledge management

In the last decade or so, increasing
attention
has been paid to the knowledge management
issues
in
organizations.
Efficient
knowledge
management
leads
to
superior
business
performance such as organizational creativity,
operational
effectiveness,
and
quality
of
products
and
service
[4,
8,
27,36,
40,
73].
Generally speaking, knowledge can be
divided
into
two
categories,
tacit
knowledge
or
undocumented
knowledge
and
explicit
knowledge
or
documented
knowledge.
Even
though
it
is
closely
related
to
data
and
information, knowledge is different from data
and
information
and
cannot
be
1.2
知识和知识管理



在过去的十年左右,在组织中 的知识管理
问题受到越来越多的关注。有效的知识管
理,导致诸如组织创新,卓越的业务表现< br>的作战效能,以及优质的产品和服务
[
4

8,27,36,40< br>,
73]
。一般来说,知识可以分为
两类,隐性知识和显性知识或记录的知识< br>和未记录的知识。即使它是密切相关的数
据和信息,知识不同于数据和信息,不能
互换数 据和信息
[ 13 ]
。数据是原始的事实
和信息,
是以各种有意义的方式处 理数据。
知识被认为是比数据和信息更高的水平。







interchangeable with data and information

[13].Data is about raw facts and information
is
about
data
being
processed
in
various
meaningful ways.
5
/
15
Knowledge
is
believed
to
be
at
higher
level
than
data
and
information.
Knowledge
is
about
concepts
experiences,
problem
etc.
知识是有关的概念,经验,问题的解决方
案,商 业惯例等。优柔寡断的决策过程,
决策者需要结合不同类型的数据,信息,
和知识。多个算例表 明,世界上许多最成
功的组织是那些最善于管理自己知识的组

[ 41 ]
。事实上,越来越多的决定是使用
有限的时间和大量的信息,使得知识管理
系统成为决策支持系 统
[ 15 ]
中不可或缺的
组成部分。知识管理是获取,加工,整理,
存储 ,分发和应用知识
[ 35

36

48

49 ]

因为知识是由专业人士从不同的功能区,
将被应用到解决这些问题的企业领域,知
识管理通常是由不同的业务功能或多功能
系统组成。利用计算机系统和网络,知识
管理 可成为一个独立的系统,它在不同的
业务功能为其他系统提供服务,如会计,
市场营销,财务, 采购单机系统,以及人
力资源管理。











solutions,
business
practices,
Indecision-making
processes,
decision
makers
require
a
combination
of
different
types
of
data,
information,
and
knowledge.
Multiple examples demonstrate that many of
the world’s most successful organizations are
those
that
are
best
at
managing
their
knowledge[41].The
fact
that
more
and
more
decisions
are
made
using
limited
amount
of
time and large quantity of information makes
a
knowledge
management
system
an
indispensable component of decision support
systems[15].Knowledge
management
is
the
process
of
acquiring,
processing,
codifying,
storing, distributing and applying knowledge
[35, 36, 48, 49]. Since knowledge is
created
by professionals from different functional

areas and will be applied to

solve problems in
those
areas
in
enterprises,
knowledge
management
normally
is
used
by
different
business
functions
or
a
multifunctional
system.
By
using
computer
systems
and
networks,
knowledge
management
can
be
a
stand-alone
system
that
provides
services
to
other systems in different business functions
such as accounting, marketing, finance,
6
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15

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