管理專業(yè)畢業(yè)論文外文文獻翻譯

1、<p>　　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 characte

2、r 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 qualit

3、y vegetable, will human resource match with make balance, the inside co</p><p>　　人力資源管理愈來愈被重視。在經濟發(fā)展成熟的體系下，人力資源管理必須配合以爭取最佳的資源效益，若將不適當的人力配對不適當的職位，資源效益不但全無，或可能有損耗?，F代經濟講求平衡及配合，提升管理效能和質素，就要人力資源配合以作平衡，其中的內容是設立人力資源

4、架構框架，用最適合的人做最適合的工作。建立人力資源平臺，作為溝通及搜集信息管道，將各方意見綜合，舍短取長，以處理薪酬、福利等事宜。人力資源最重要是培訓及發(fā)展，人力資源發(fā)展必須投資在培訓方面，以發(fā)揮各階層的人力資源潛能。</p><p><b>　　發(fā)展簡史 </b></p><p>　　Generally say, the academic circles devel

5、opment 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 e

6、nterprise treat an employee of variety and development.</p><p>　　一般說來，人力資源在學術界的發(fā)展經歷了：人事管理，人力資源管理，到現在新近興起的人力資本管理。其主要不同即在于公司和企業(yè)對待職員的理念的變化和發(fā)展。</p><p>　　At the personal management stage, the work of

7、 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 personne

8、l 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. </p><

9、;p>　　在人事管理階段，人事經理們的工作是管理職工福利，以及和工會的法律程序方面。公司的上層管理部門將人事部門的各種活動以及公司職員皆看作公司的大筆純支出，而盡可能的削減這部分的開支。公司對人事部的活動持不積極的支持態(tài)度。</p><p>　　At the management stage of human resource, business enterprise the employee is see

10、n 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

11、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 an</p><p&

12、gt;　　在人力資源管理階段，企業(yè)員工被看成企業(yè)的可以增值的資產而被發(fā)展以期充分利用潛能。人力資源部門充分利用職位分析，工作分析，職位概述，人員選擇和招聘，員工培訓等等活動來提高企業(yè)員工的效率，從而增加企業(yè)的管理和運營更加有效。當一個公司實行人力資源管理戰(zhàn)略的時候，人力資源部門將被納入公司戰(zhàn)略計劃的一個重要組成部分。公司的未來發(fā)展，市場拓展，新產品研發(fā)等等都要牽扯到人力資源部門的支持，協(xié)調與合作。人力資源被作為提高公司競爭力的戰(zhàn)略手段而

13、被重視。除此之外，人力資源管理就是協(xié)助公司去激勵員工，透過一些物質上的滿足和一些財務獎勵，從而增加員工的對公司歸屬感、增加員工士氣和減低對工作的不滿等。有高昂的士氣會使工作更加有效率和使工作更加順利，最終公司和員工也各有得益。</p><p>　　At the management stage of the manpower capital, the basic job of manpower section s

14、till 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 o

15、f 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 wo</p><p>　　在

16、人力資本管理階段，人力部門的基本職責仍與人力資源管理時期相似，但是企業(yè)員工不再被看作有發(fā)展?jié)摿Φ馁Y產，而是公司可以利用的資本。人力資源部門的各項活動被量化與公司的利潤率掛鉤，并且這也是衡量職工和各部門是否有效工作的主要手段。</p><p>　　Human Resource Management (HRM) is seen by practitioners in the field as a more innov

17、ative 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

18、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</p><p>　　人力

19、資源管理（HRM）被認為是在這一領域的從業(yè)人員作為一個更具創(chuàng)新性的工作場所的管理比傳統(tǒng)辦法的模式。它的技術力量，企業(yè)的管理者與特異性表達自己的目標，使他們能夠理解和勞動力開展，并為他們提供所需的圓滿完成任務的資源。因此，人力資源管理方法，在正確的實踐，是表達的目標和企業(yè)經營措施的整體。人力資源管理也被許多人有一個組織內的風險減少的關鍵作用。</p><p>　　Human resource management

20、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 requireme

21、nt the plan and personnel enlist; Training and development; Salary and the welfare management, performance evaluation; Labor relation management etc.</p><p>　　人力資源管理是指為了完成管理工作中涉及人或人事方面的任務所進行的管理工作。人力資源管理工作包括：

22、工作分析；制定人力需求計劃以及人員招募；培訓及開發(fā)；薪酬及福利管理、績效評估；勞動關系管理等。</p><p>　　The main working talent of human resource management include: The personnel enlist; Training and development; Salary and welfare management; the resul

23、ts 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 scale

24、d business enterprise but speech already enough, the large group business enterprise usually also will include human resource info</p><p>　　人力資源管理的主要職能包括：人員招募；培訓及開發(fā)；薪酬及福利管理；績效考核；員工關系；企業(yè)文化。 這六項人力資源職能是依據西方的人力資

25、源管理實踐所歸納的職能，對于大部分中小型企業(yè)而言已經足夠，大型集團企業(yè)往往還會包括人力資源信息化、干部管理等；具體到中國的管理實踐中，還有傳統(tǒng)的人事檔案、職稱資質管理等有中國特色的模塊。</p><p>　　The personnel enlists and is called a personnel a job advertisement. Main is according to organization(c

26、ompany, 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 pe

27、rsonnel's need.</p><p>　　人員招募又稱為人員招聘。主要是基于組織（公司，政府，非盈利組織等）的近期及遠期的業(yè)務需要，來制定人員需求的計劃，并通過各種招聘手段來完成組織的人員需求。</p><p>　　The recruitment of key staff personnel involved in the planning, resume collect

28、ion, 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 enviro

29、nment in which the skills and knowledge changes. . The main technology and tools include: training, job training, job rotation, staff continuing education programs, counseling, discipline.</p><p>　　人員招募主要涉及人

30、員規(guī)劃，簡歷收集，選聘，錄用及員工入職培訓。培訓及開發(fā)主要是通過一些培訓及開發(fā)的技術及手段，提高員工的技能，以適應公司所處經營環(huán)境中的技術及知識的變化。主要的技術及手段有：培訓、在崗培訓、輪崗 、員工繼續(xù)教育計劃、輔導、訓導。</p><p>　　An HRM strategy pertains to the means as to how to implement the specific functions

31、of HRM. An organization’s HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies; however all of these functiona

32、l 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 </p><p>　　一

33、個人力資源管理戰(zhàn)略，涉及到如何實施人力資源管理的具體職能的手段。一個組織的人力資源功能可能具有招聘和選拔政策，紀律處分程序，獎勵/承認政策，在人力資源計劃，或學習和發(fā)展的政策，但這些人力資源管理的職能領域都需要加以調整和相關，為了以符合整體業(yè)務戰(zhàn)略。因此，一個是人力資源管理戰(zhàn)略的總體規(guī)劃，有關人力資源管理職能領域的具體實施。</p><p>　　"Best fit" and "bes

34、t practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an or

35、ganization’s HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives of the organization. As an example, a firm selling cars could have a corporate strategy of

36、increasing car sales by 10% over a five year perio</p><p>　　“最佳”和“最佳做法” - 意思是，是有關系的人力資源管理戰(zhàn)略和總體戰(zhàn)略的關系。像人力資源管理的目的，是外地的人力資源管理，以實現組織的目標正確，一個組織的人力資源管理戰(zhàn)略，旨在通過應用實現企業(yè)的人員，如管理需要的目標/組織的目標。作為一個例子，一家公司銷售的汽車有較大的增加10％，五年內汽車

37、銷售公司戰(zhàn)略。因此，人力資源管理戰(zhàn)略，將努力推動究竟如何管理人員，以實現10％的數字。具體的人力資源管理職能，如招聘和選拔，獎勵/認知，人力資源計劃，或學習和發(fā)展政策，將按照實現企業(yè)目標。</p><p>　　Close co-operation (at least in theory) between HR and the top/senior management, in the development of

38、 the corporate strategy. Theoretically, a senior HR representative should be present when an organization’s corporate objectives are devised. This is so, since it is a firm's personnel who actually construct a good,

39、or provide a service. The personnel's proper management is vital in the firm being successful, or even existing as a going concern. Thus, HR can be seen as one of the critical depar</p><p>　　緊密合作（至少在理論上）

40、和人力資源之間的高層/高層管理人員，在企業(yè)戰(zhàn)略發(fā)展。理論上，一個高級人力資源代表應當參加一個組織的整體目標是設計。這是這樣，因為它是一個公司的工作人員究竟是誰建造一個良好的，或提供服務。</p><p>　　在人員的適當的管理是至關重要的公司獲得成功，甚至作為一個持續(xù)關注的現有。因此，人力資源可以被看作是重要的部門之一在一個組織的功能區(qū)。</p><p>　　The implementat

41、ion of an HR strategy is not always required, and may depend on a number of factors, namely the size of the firm, the organizational culture within the firm or the industry that the firm operates in and also the people i

42、n the firm.</p><p>　　一項人力資源戰(zhàn)略的實施并不總是需要，并可能取決于若干因素，即公司，公司內的組織文化或行業(yè)中的企業(yè)，也是人們在公司經營規(guī)模。</p><p>　　An HRM strategy can be divided, in general, into two facets - the people strategy and the HR functiona

43、l strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strat

44、egy relates to the policies employed within the HR functional area itself, regarding the management of persons internal to it, to ensure its own departmental goals are met.</p><p>　　一個人力資源管理策略可分為，一般分為兩個方面 -

45、人民的戰(zhàn)略和人力資源職能戰(zhàn)略。人民的戰(zhàn)略涉及第一款所列的問題，即人力資源管理政策，審慎性/行動，以達到規(guī)定的企業(yè)戰(zhàn)略制定的目標。人力資源職能戰(zhàn)略涉及內部人力資源職能領域本身所采用的政策，有關人員給它的內部管理，以確保自己部門的目標得以實現。</p><p>　　The Human Resources Management (HRM) function includes a variety of activitie

46、s, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performe

47、rs, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensat</p><p

48、>　　人力資源管理（HRM）包含了各種活動，而其中的關鍵是確定哪些人員需要你有是否使用獨立的承包商或雇用員工，以填補這些需求，招募和培訓的優(yōu)秀員工，確保他們的高演員，有性能問題時，并確保您的工作人員和管理方法，符合各項規(guī)定?；顒舆€包括你的方法來管理員工福利和補償，員工記錄和人事政策。通常（營利性或非營利性），小型企業(yè)要進行這些活動，因為他們還不能負擔的部分或全職的幫助。但是，他們應該確保員工和都知道，人事政策，符合現行規(guī)定。這些政

49、策往往在員工手冊，使所有員工的形式。</p><p>　　Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD,

50、 explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e.g., career development, training, organization development, etc.</p><p>　　注意：一些人區(qū)別 HRM

51、(一個主要的管理活動) 和 HRD(人力資源發(fā)展,一個職業(yè)) 之間的一種不同。 那些人可能在 HRD 包括 HRM,解釋 HRD 包括各類型的活動發(fā)展組織的里面人員,包括,舉例來說, 事業(yè)發(fā)展、訓練, 組織發(fā)展, 等等。</p><p>　　There is a long-standing argument about where HR-related functions should be organized

52、into large organizations, e.g., "should HR be in the Organization Development department or the other way around?"</p><p>　　有一個持久的爭論有關哪里 HR-相關的功能應該被編入大的組織, 舉例來說， "HR 應該在組織發(fā)展部門中嗎或另一個方法在附近 ?&quo

53、t;</p><p>　　The HRM function and HRD profession have undergone tremendous change over the past 20–30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manag

54、e the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organ

55、ization are performing at maximum capability in a highly fulfilling manner.</p><p>　　在人力資源管理職能和人力資源開發(fā)行業(yè)都發(fā)生在過去20-30年來的巨大變化。許多年前，大型機構展望了“人事部”，主要是為了管理和支付雇用周圍人的文書工作。最近，組織認為“人力資源部”的工作人員發(fā)揮著重要作用，訓練和協(xié)助管理人士，使人民和組織是在最

56、大的能力表現在高度實現的方式。</p><p>　　However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather more reactive than strategically proactive partner

57、s for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focus

58、ing to develop models that can measure if HR adds value.</p><p>　　然而，許多人力資源職能這些天的斗爭要超越行政和員工冠軍的作用，被認為比而是作為高層管理人員的戰(zhàn)略合作伙伴的積極反應。此外，人力資源組織，也有如何證明他們的活動和流程增加價值的公司困難。只有在人力資源和人力資源專家學者近年來的重點是開發(fā)模式，可以衡量，如果人力資源增加價值。</

59、p><p>　　Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be o

60、utsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company</p><p>　　人力資源管理包含一些程序。 一起他們應該達成那上方提到了目標。 這些程序能是運行在一個 HR 部門中,

61、 但是一些工作也能是外包的或運行被線-經理或其他的部門。 當有效地整合的他們提供重要的經濟利益給公司</p><p>　　Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approa

62、ch. 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 a

63、ccomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of</p><p>　　人力資源管理（HRM）被認為是在這一領域的從業(yè)人員作為一個更具創(chuàng)新性的工作場所的管理比傳統(tǒng)辦法的模式。它的技術力量，企業(yè)的管理者

64、與特異性表達自己的目標，使他們能夠理解和勞動力開展，并為他們提供所需的圓滿完成任務的資源。因此，人力資源管理方法，在正確的實踐，是表達的目標和企業(yè)經營措施的整體。人力資源管理也被許多人有一個組織內的風險減少的關鍵作用。</p><p>　　Synonyms such as personnel management are often used in a more restricted sense to descr

65、ibe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (198

66、7) define personnel management as being: The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage th</p><p>　　同義詞，例