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IT系统业务功能中英文对照翻译

作者:高考题库网
来源:https://www.bjmy2z.cn/gaokao
2021-01-25 01:12
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2021年1月25日发(作者:broadcasts)
IT
系统业务功能中英文对照翻译


系统业务功能

System business function

5.1
角色定义

5.1 Role definitions

角色名称

Role Name
决策层领导

Decision-makers
Supervise the HR status of the enterprise
and make decisions according to HR
planning;
审批高层管理人员的方案,计划等

Examine and approve the programs and
plans of the top managerial personnel
根据公司领导的战略计划,制定实施计
划并分解,安排工作任务;

Formulate and decompose implementation
plans, as well as arrange works according
to the strategic plans of the enterprise
directors;
审批日常管理实务,管理部门内部及各
管理部门之间的各类事务。

Examine and approve the daily
management practice, as well as the various
affairs inside and among the managerial
departments. < br>执行
HR
经理分配的任务,如招聘,培
训安排,考勤等日常事务的处理;

描述

Description
监督企业人力资源状况,根据人力资源
规划进行决策;

事业部总经理

General Manager for Business Division
业务部门经理

Business Manager
HR
经理

HR Manager
HR
专员

HR Commissioner
(分类:行政,招聘,培训。考勤)

Perform the tasks assigned by HR
Manager, such as recruitment, training
arrangement, attendance checking and
other routine affairs;
(Classification: administration, recruitment,
与公司各部门员工进行沟通协调,协同
training and attendance checking)
办公

Communicate, coordinate and collaborate
office with employees of other departments
管理项目组,车间,产品线等单元中的
人员及事务

Personnel and affairs in Management
project team, workshops and project lines.
查看维护个人信息;

View and maintain personal information;
获取个人的工资,考勤,合同,休假,
培训,绩效等信息;

Gain personal information about wages,
work attendance, contract, holiday, training
and performance, etc.
进行休假申请,查看审批结果;

Request for vacation and check approval
results;
进行考核自评,培训申请,空缺职位申
请,推荐等。

Make self-assessment, training application,
vacancy application and recommendation,
etc.
维护系统正常运作,权限管理,基础数
据管理等

Maintain the normal operation of the
system, access control and basic data
management, etc.
相关负责人

Related Principals
普通职员

General Staffs
系统管理员

System Administrator


5.2
整体功能设计

Overall function design

Integration Application

Seves
Group
ERP

DXI

Data

Exchange Interface

Portal



Employee Self-

service Portal




Information Browsing
Statistical
Forms
Decision Support
Payment Management
Budget Management
Daily Routine
Time Management
Training Management
Performance Management
Contract Management
File Management
Recruitment Management
Organizational Management
Personnel Information
Position Information
Decision Layer


Business



Layer

Basis Layer


基础层

包含的是变动很小的静态数据,主要有两大类,一类是员工个人属性数
据,如姓名、性别、学历等;另一类是企业数据,如企业组织结构、职位设置、
工资级别、管理制度等 。基础数据在
HR
系统初始化的时候要用到,是整个系统
正常运转的基础。

Basis layer
contains static data of small changes, including two main categories: one is
the data concerning employees’ personal attributes, such as name, gender, educational
background; the other is enterprise data, such as enterprise organizational structure,
position setting, wage grade and management system, etc. The basic data are required in
HR system initialization and regarded as the basis for the normal running of the whole
system.
业务层

对应于人力资源管理具体业务流程的系统功能,这些功能将在日常管理工作中不断产生与积累新数据,如新员工数据、薪资数据、绩效考核数据、培训数
据考勤休假数据等。 这些数据将成为企业掌握人力资源状况、提高人力资源管理
水平以及提供决策支持的主要数据来源。
Business layer
corresponds to the system functions of the specific work flow of HR
management. These functions constantly produce and accumulate new data in the daily
management works, such as data for new staffs, payroll, performance appraisal, training,
work attendance and holiday, etc. These data will become the main sources for the
enterprise to master the HR status, improve HR management and provide decision
support.

决策层

建立在基础数据与大量业务数据组成的
HR
数据库基础之上,通过对数据
的统计和分 析,能快速获得所需信息,如工资状况、员工考核情况等。这不仅能
提高人力资源的管理效率,而且便于 企业高层从总体把握人力资源情况。

Decision layer
is founded on the HR database that is formed by basic data and mass
business data. By statistical analysis, the layer can acquire useful information quickly,
such as status of wage and staff appraisal, etc. It can not only promote the HR
management efficiency, but also help the senior level of the enterprise grasp the HR
status as a whole.

员工自助服务门户

是员工了解企业的门户,是员工与
HR
管理部门沟通的窗口,
HR
可以充分 了解员工对企业的意见与反馈,可以让员工充分参与企业的发展,了
解公司的组织架构、文化、规章制度 等。

Employee self-service portal
is the portal for the employees to understand the
enterprise and the window for the communication between employees and HR
management department. HR can fully understand the opinions and feedbacks of
employees on the enterprise, let employees better participate in the enterprise
development and know about the organizational structure, culture, rules and regulations
of the enterprise.

数据交换接口

提供与其他系统的丰富的接口,既能数据导入,又能数据输出;既提供一般数据接口,如
EXCEL
格式的数据转换,又提供了基于
Web
服务的系统
接口,如与
SAP ECC6.0

Oracle EBS
系统的专用接口。能够方便将现有的系统中
数据实现平滑过渡,避免资源浪费,同时加快开发进程。< br>
Data Exchange Interface (DEI)
provides various interfaces connecting other systems,
which can input and output data; provide general data interface, such as data exchange in
EXCEL format, as well as system interface based on Web service, such as the special
interface of SAP ECC6.0 and Oracle EBS. DEI can easily realize the smooth transition
of the current data in the system, avoid resource waste and accelerate the development
process.
5.3
功能模块设计

5.3 Functional Module Design

5.3.1
组织管理

5.3.1 Organizational Management

组织机构管理用于建立企业的人力资 源管理的组织结构、职位体系、岗位体系。
并建立企业的职务职能体系和职业技能标准,为工作分析、员 工能力素质评价建
立数据基础。从而,建立现代人力资源管理的基础。

The organizational management is used to build the organizational structure, position
system and post system of enterprise HR management, create the position functional
system and vocational skill standards, provide data basis for job analysis and employee
capability & competence evaluation, and thus establish the foundation of modern HR
management.

建立企业内各级人力资源组织, 包括法人组织与职能机构(职能部门),并建立
各级组织间关系。形成人力资源组织关系,作为各人力资 源业务系统内部的汇报
关系。

Establish the enterprise HR organizations at all levels, including corporate organization
and functional organizations (functional departments), build relations between
organizations at all levels and form HR organizational relationship as the reporting
relationship inside various HR business systems.

依据企业工作分析的结果
,
建立 企业内部职务体系,职位体系,岗位体系,并依据
职位评价的结果,通过职位建立企业的职位薪资体系。 并可以通过岗位之间的上
下级关系建立企业各项
HR
业务的审批流程。员工任职方式有 多种,可以有正式
任职,兼职,临时代理等。

Based on the result of enterprise work analysis, build the internal post system, position
system and job system for the enterprise; in addition, according to the result of post
evaluation, establish the post salary system for the enterprise. Through the relations
between higher and lower posts, create the examination and approval process for the
various HR business of the enterprise. Staffs can hold a post in a great many ways, such
as formally, part-time and temporarily, etc.

职能要素管理,职能要素表明一项最基本的工作任务。同时,同一个任务,对不
同 岗位的人员要求也是不同的,因此对同一职能要素进行分级管理。职能要素是
建立职位,岗位说明书的基 础。

Functional element management: Functional element indicates the most basic work
assignment. Meanwhile, as the same assignment has different requirements on staffs of
different posts, it is necessary to implement decentralized management to the same
functional element. Functional element is the foundation to create position and post
specifications.

资格要素管理,资格要素是企业对员工所拥有 的知识,能力,技能要求。企业内
规范的资格要素体系即是企业的职业技能标准。对同一项自个要素进行 分级管
理。资格要素是建立职位,岗位说明书的基础。

Qualification element management: Qualification elements are the knowledge, ability
and skill requirements of the enterprise on employees. The regulatory qualification
element system in the enterprise is the vocational skill standard of the enterprise.
Implement decentralized management to the same qualification element. Qualification
element is the foundation to create position and post specifications.

5.3.2
人事管理

5.3.2 Personnel Management
处理并跟踪员工从入职直至离职全过程的信息。建立包括员工个人工作档案,员
工个人能力素质模型 的建立,评估,更新。员工所服务组织,担任的职位,岗位
历次变更,员工培训的所有历史记录,员工薪 资变更记录,员工职位发展过程,
员工绩效成绩档案,劳动合同及变更,奖惩记录等全方位员工视图。< br>
Process and track the staff information from their appointment to demission. Establish
personal working files, build, evaluate and update the personal capability and
competence model for staffs. Create an all-round staff view of the organization and
position served by staffs, each post change, all historical records of staff training,
records of employee salary changes, development process of staff positions, employee
performance archives, labor contracts and changes, rewards and punishment records, etc.

员工档案信息是整个
HR
系统的基础,大部分的报表都来自对员工档案信 息的统
计和分析。员工档案信息内容完整,采用结构化的方法进行管理,主要包括员工
档案,个 人简历,变更记录,素质模型四大部分。

Staff file information is the basis for the entire HR system and most reports come from
the statistics and analysis of staff files. The staff file information is complete in content,
managed with a structured approach and including four major parts, such as staff files,
CVs, change records and competence model.

员工素质模型,根据对员工在企业中任职能力的评 估评价结果建立员工个人能力
素质模型。根据企业的职工技能标准进行持续的评估和跟踪,可维护其历史 记
录。员工能力素质模型可用于员工对岗位,职位适应性匹配,以及用于员工聘
任,选拔,调配 ,培训,职业生涯管理等的管理决策。

Staff competence model: establish the personal capacity and competence model on the
basis of the evaluation and assessment of staffs’ working ability in the enterprise. Make
ongoing assessment and tracking according to the employee skill standards of the
enterprise to maintain the historical records. Staff capacity and competence model can
be used in the applicability match of posts and positions, as well as the management
decision of employ recruitment, selection, deployment, training and career management,
etc.

员工入职管理,用于处理员工入职时的个人资料检查,员工档案登记, 素质模型
初次建立,初次工作任命及其他如合同签订,入职培训等相关操作。以及管理员
工试用 期,转正等。

Staff appointment management is used to check personal information, register staff files,
establish competence model, assign works, sign contract and carry out appointment
training and other relevant operations when the employee joins the enterprise, as well as
manage staffs’ probation and obtainment of permanent status.


岗位编制管理,企业可根据需要决定是否 启用岗位编制管理。使用岗位编制可以
进行人力资源数量规划,发现岗位空缺,追踪招聘结果。岗位编制 有多种不同的
管理方式,系统指定定员,确定上限,确定下限,确定编制范围等。

Post staffing management: the enterprise can determine whether to enable the post
staffing management as needed. Post staffing management can be used to make HR
quantity planning, find out job vacancies and track recruitment results. There are many
different management styles for post staffing. The system specifies the fixed number and
determines the upper and lower limit as well as the scope of the staffing.
岗位空缺管理,在启用 岗位编制管理以后,当出现员工调配,离职等异动情况,
系统可自动发现岗位空缺,并进行预警。相关岗 位的管理人员(职能经理或
HR
经理)可根据需要进行相应处理,如编制变更,申请招聘,编制 冻结等情况。各
职业经理,
HR
经理可根据岗位的空缺统计信息,实时,方便地获得本 部门各岗位
的人力分布情况,以及当前编制数,任职数。空缺数,正在招聘数等等信息。

Job vacancy management: after enabling post staffing management, once there are staffs
deployed or leaving office, the system can automatically find the job vacancy and carry
out advance warning. Managerial personnel of related posts (functional manager or HR
manager) can implement appropriate treatment as needed, such as staffing changes,
recruitment application, staffing freeze and so on. The professional managers and HR
managers can easily access to the real-time HR distribution of various posts in their
department, as well as the current staffing number, appointment number, vacancies,
recruitment numbers and other information according to the job vacancy statistics.

劳动合同管理,维护各类不同类型员工的个人劳动合同信息,建立劳动合同台
帐,处理合同的接触和终 止。并与入职管理,员工异动管理等建立合同协同关
系。可以处理不同类型的劳动合同如正式合同,兼职 合同,返聘合同,借用或外
派等情况。对劳动合同进行到期预警,预警式可以按劳动合同期限区分为不同 的
预警期限。在劳动合同解除时,进行相关违约金处理以及工作交接处理。并与员
工异动管理建 立工作协同关系。

Labor contract management is to maintain the personal labor contract information of
different types of staffs, establish a labor contract ledger and deal with the dissolution
and termination of contracts. Besides, build synergic relationship with appointment
management and personnel changes management. Handle different types of labor
contracts, such as formal, part-time and re- engagement contract, loan or expatriation and
so on. Give early warning to the labor contract prior to the date due. The early warning
types can be divided into different warning period according to the duration of the labor
contract. When the labor contract is dissolved, implement relevant disposition of breach
of contract damages as well work handover. Besides, establish collaborative
relationships with personnel changes management.

员工匹配管理,可以很方便地进行员工岗位适应性匹配管理,用 于招聘、选拨、
调配、培训、职位生涯等的管理决策。在没有使用员工素质模型时,可依据员工
档案中的相关信息进行匹配查询处理。

Staff match management can easily carry out post applicability match management and
apply in recruitment, selection, deployment, training, position career and other
management decisions. Before adopting staff competence model, it can carry out match
query processing according to the relevant information in staff files.

员工异 动管理,包括企业内部的员工调动,以及各种形式的员工离职。用户可自
定义异动的明细类型。可包括异 动申请、审批、工作交接及劳动合同变更或解除
等。使用工作交接模板可以大大提高系统实施的效率。系 统会及时将异动形成岗
位空缺信息报送相关的管理人员。

Personal changes management includes internal staff redeployment and various forms of
staff demission. Users can customize the types of the changes in detail, ranging from
changes application, examination and approval, work handover to labor contract
alteration and termination. The work handover model can greatly improve the efficiency
of system implementation. The system can promptly submit the job vacancies caused by
personal changes to relevant managerial personnel.

劳动纪律管理,维护 员工在企业工作期间所获得各类奖励或惩罚。可以由用户自
定义奖励或惩罚的类型。

Labor discipline management can maintain the various rewards and punishments of
staffs during the period of working in the enterprise. Users can customize the types of
rewards and punishments.

5.3.3
薪酬管理

5.3.3 Payment Management

薪资福利管理功能致力于帮助 用户建立兼具保健与激励功能的竞争性薪酬体系。
包括从职位评价,企业内外薪酬市场调查,以及基于特 定开发目的的薪资与福利
项目的设置,到薪资结构及薪资制度的选择、企业子女系水平及结构水平分析、
人力成本分析、方便灵活的工资计算、统计发放及报表查询等内容。

The function of compensation and benefit management is committed to help users
establish the competitive compensation system uniting health care and incentives and
ranging from post evaluation, internal and external compensation market research of the
enterprise as well as the project settings for specific purpose of development, to the
selection of salary structure and compensation policies, enterprise salary level and
structure analysis, HR cost analysis, flexible payroll accounting, statistical release,
report query and so on.

支持薪 酬体系的设计过程,基于内部薪酬满意度调查,及结合外部市场薪酬数
据,进行内部公平的薪酬分析,指 导建立新的薪酬体系,提高企业在薪酬市场的
竞争力。

Support the design process of compensation system and carry out fair internal
compensation analysis on the basis of the internal compensation satisfaction surveys;
combined with the compensation data of external market, guide the establishment of a
new compensation system and improve competitiveness of the enterprise in
compensation market.

实现多种复杂的工资处理方案。实 现工资相关数据如考勤工资、加班工资等工资
项目的自动汇总与计算。

Realize a variety of complex payroll processing program and the automatic
summarization and calculation of relevant compensation data, such as attendance wages,
overtime pay and other pay items.

支持多地区不同个税制、养老保险制度等的工资处理。

Support the payroll treatment of different individual tax income system and the
endowment insurance system in diversified regions.

建立员工个人工资账户、养老保险账户、住房公积金账户的管理功能。

The management functions of establishing personal salary account, endowment
insurance account and house accumulation fund account.

实现激 励性的员工福利项目管理。通过人力资源互动工作平台,员工可进行福利
项目的自助选择。

Realize motivating staff welfare management. Through the HR interactive platform,
employees can choose welfare projects by themselves.
< br>支持对员工个人及员工组的劳动成分分析,为企业的各年度薪酬政策的制定提供
决策依据。

Support labor component analysis to individual employees and employee groups and
provide basis for the decision making of formulating annual salary policy.

支持灵活多样的薪资报表的功能。

Support the function of flexible salary report.

5.3.4
时间管理

5.3.4 Time Management

时间管 理功能旨在帮助用户建立实时可控的员工工作时间管理体系。包括员工考
勤、加班管理、员工排班轮休制 度、员工请假、出差等假期管理制度等内容。通
过时间分析,帮助用户实时监测企业员工的工作时间的变 更与发展趋势。以便实
时地进行决策控制。

Time management is designed to help users create a real-time controllable staff working
time management system, including staff attendance, overtime management, staff shift
and stagger holiday system, staff leave, business travel and other management systems.
By time analysis, help users implement real-time monitoring over the changes and
development trends of employee working, so as to make real-time decision-making
control.

实现员工考勤管理、排班管理、加班管理、各类假期管理、出 差管理等事务流程
的集中处理,提高基础事务处理的效率。

Realize the centralized processing of staff attendance management, shift management,
overtime management, various holiday management, business travel management and
other affair processes; promote the processing efficiency of basic affairs.

通过人力资源平台的自动化处理,实时统计员工各项工作时间数据。通 过对员工
考勤时间、加班时间等的分析,改进员工工作管理。

By the automatic processing of HR platform, implement real-time statistics to the
various working time data of employees. By analysis on the staff attendance and
overtime, improve the staff work management.

考勤管理支持多种复杂的考勤方案,并支持多种班次 的考勤。同时可与外部考勤
系统相连,供数据考勤数据导入功能。

Attendance management supports a variety of complicated attendance programs and
many shifts of attendance. Meantime, it can connect with the external attendance system
and provide functions of data attendance and data inputs.

排班管理可实现多种班次方案如四班三运转、三班二运转的自动排班,并 支持员
工对班次计划的调整申请更改。

Shift management can realize many kinds of shift programs, such as the automatic
shifting of three-shift work system with four groups of workers and two-shift work
system with three groups of workers; support staffs’ adjustment application for the shift
program.

5.3.5
预算管理

5.3.5 Budget Management

人力资源预算时评估各项人力资 源业务工作绩效的标准。主要包括人力需求预
测,人力资源流动预测,人力资源规划目标设置及跟踪,人 力资源工作报告和人
力资源业务评估等内容。

The criteria to measure the performance of various HR affairs in HR budget, including
HR demand forecast, HR flow forecast, HR planning objective setting and tracking, HR
work report and HR business assessment, etc.

人力需求预测:即根据企业的业务发展规划,预测各 个部门等在业务发展方面产
生的人力资源需求数量和质量。

HR demand forecast is to forecast the HR quantity and quality required by various
departments in the aspect of business development according to the business
development planning of the enterprise.

员工离职预测:即根据企业所确定的人力资源离职流(包括岗位 调动产生的空
缺)动动目标,预测企业各个周期内因各种离职行为产生的人力资源需求的数量
和 质量。

Staff demission forecast is to forecast the HR quantity and quality required in each cycle
due to various staff demission according to the HR demission and turnover (including
vacancies caused by post transfers) objectives fixed by the enterprise.

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