IT系统业务功能中英文对照翻译.docx
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IT系统业务功能中英文对照翻译
角色名称
Role Name
描述
Description
决策层领导
Decision-makers
监督企业人力资源状况,根据人力资源
规划进行决策;
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
事业部总经理
General Manager for Business Division
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.
业务部门经理
Business Manager
HR 经理
HR Manager
HR 专员
HR Commissioner
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;
Perform the tasks assigned by HR Manager,
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
(分类:
行政,招聘,培训。
考勤)
(Classification:
administration, recruitment,
training and attendance checking)
such as recruitment, training arrangement,
attendance checking and other routine
affairs;
与公司各部门员工进行沟通协调,协同
办公
Communicate, coordinate and collaborate
office with employees of other departments
相关负责人
Related Principals
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.
普通职员
General Staffs
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.
系统管理员
System Administrator
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.
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。
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。
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 manageme