IT系统业务功能中英文对照翻译

1、IT系统业务功能中英文对照翻译系统业务功能System business function5.1角色定义Role definitions角色名称描述Role NameDescription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 manage

2、rial 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；业务部门经理Business ManagerFormulate and decompose implementation plans, as well as arrange works according to the strategic plans of the enterpriseHR经理directors;HR Manager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 appr

3、ove the daily management practice, as well as the vario affairs inside and among the managerial departments.HR专员执行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；HR CommissionerPerform the tasks assigned by HR Manager, such as recruitment, training（分类：行政，招聘，培训。考勤）arrangement, attendance checking and other routine af

4、fairs;(Classification: administration, recruitment, training and attendance checking)与公司各部门员工进行沟通协调，协同办公Communicate, coordinate and collaborate相关负责人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Related PrincipalsPersonnel and affairs in Management project team, workshops and proj

5、ect lines.普通职员查看维护个人信息；General StaffsView 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，培训中请，空缺职位中 请，推荐等。Make s

6、elf-assessment, training application vacancy application and recommendation, etc.系统管理员维护系统正常运作，权限管理，基础数 据管理等System AdministratorMaintain the normal operation of the system, access control and basic data management, etc.整体功能设计Overall function designIntegration ApplicationSevesGroupERPDXIDataExchange

7、InterfacePortalEmployee Selfservice PortalInformation BrowsingStatisticalFormsDecision SupportPayment ManagementBudget ManagementDaily RoutineTime ManagementTraining ManagementPerformance ManagementContract ManagementFile ManagementRecruitment ManagementOrganizational ManagementPersonnel Information

8、Position InformationDecision LayerBusinessLayerBasis 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

9、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 th

10、e 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

11、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 decisionsupport.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

12、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 o

13、nly 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 enterp

14、rise 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

15、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 g

16、eneral 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 developm

17、ent process.功能模块设计5.3 Functional Module Design组织管理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 manage

18、ment, 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。Establis

19、h 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

20、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 evaluatio

21、n, 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

22、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 decentral

23、ized management to the same functional element. Functional element is the foundation to create position and postspecifications.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

24、 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 a

25、nd post specifications.人事管理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,

26、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, emplo

27、yee 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

28、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

29、，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 thebasis of the evaluation and assessment of staffs working ability in the enterprise. Makeongoing assessment and tracking according to the employee skill standards of the enterprise to maintain th

30、e 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

31、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 probati

32、on 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 q

33、uantity 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

34、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 car

35、ryout 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

36、 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

37、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. Be

38、sides, 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

39、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

40、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

41、 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 redeplo

42、yment 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 implementat

43、ion. 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

44、 can customize the types of rewards and punishments.薪酬管理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 th

45、e 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 polic

46、ies, 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 compe

47、nsation 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 incompensation 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

48、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 th

49、e 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.

50、 Through the HR interactive platform, employees can choose welfare projects by themselves.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。

51、Support the function of flexible salary report.时间管理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, includin

52、g 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

53、 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 affair

54、s.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

55、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

56、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 atdiojunsftomretnhteasphpiflitcprogram.预算管理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

57、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

58、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 demissio

59、n 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.人力规划编制：确定人力资源规划，包括人力资源数量与质量目标，招聘的目标(比如，内部招聘完成30%的人才需求，外部招聘完成70%的人才需

60、求)、培训目标(如培训费用目标占人力总成本的10%、培训效果目标员工培训平均小时率、通过培训完成的员工提升率等)、薪酬目标(如企业的薪酬水平、薪酬结构)等。HR planning compilation is to determine HR planning, including HR quantity and quality objectives, recruitment targets (e.g. internal recruitment fulfills 30% of the manpower demand, while external recruitment completes up