人力资源信息系统

这些都导致人们不得不重新审视和评价人力资源信息系统的绩效。

All these have led to re-examine and evaluate the HRIS performance .

第四章对人力资源信息系统绩效评价进行案例分析，总结出评价过程应注意的问题。

Chapter four makes a case study for HRIS performance evaluation , and summes up the issues should be paid attention to during the evaluation process .

人力资源信息系统中辅助决策功能的研究与实现

Realization of Assist Decision in the Information System of Human Resource

企业人力资源信息系统应用探析

A Study of the Application of Business Human Resource Information System

人力资源信息系统建设不完善；

The information system of human resources is not perfect ;

基于平衡计分卡的人力资源信息系统绩效评价研究

Research on Performance Evaluation of Human Resource Information System Based on BSC

企业整合性人力资源信息系统模型探讨

A Theoretical Model of Integrated Human Resource Information System

二是图书馆人力资源信息系统的创建。

The other one is the establishment of a human resource information system .

基于多维数据模型的人力资源信息系统分析与设计

Human Resources Information System Analysis and Design Based on the Multidimensional Data Model

建立人力资源信息系统以保证多数人力资源职能通畅和自动化。

Install human resource information systems to streamline and automate many human resource functions .

人力资源信息系统。

Human resource information systems .

然而这些不同规模的人力资源信息系统中是存在很多共性的结构。

However , these different scales of human resources information system is there are many common structures .

维护人力资源信息系统和提供定期准确的数据报告以及对管理决策的分析。

Maintain HR information system and provide timely and accurate data report and analysis for management decision .

其次，本文借助平衡记分卡思想，提出了人力资源信息系统的评估体系，对人力资源信息系统绩效和战略实现功能进行评价；

Second , the dissertation devises an evaluation system in order to evaluate the strategic value of the HRIS .

我国上市公司人力资源信息系统运用与组织绩效关系分析

Experiential analysis of relationship between the use of Chinese public company 's human resource information system and organizational performance

人力资源信息系统作为管理信息系统的重要组成部分在以信息技术提高企业管理现代化水平过程中发挥着重大作用。

Using Information Technology to improve the modern enterprise management , Human Resources Information Systems ( HRIS ), as a management information system , plays a significant role .

本文从分析当前国内、国外对企业人力资源信息系统的研究现状入手，指出了传统人力资源信息系统的不足之处。

The article starts from the current state of human resources information system analysis of domestic and foreign enterprises , pointing out the traditional human resources information system deficiencies .

基于此指导思想，将以战略绩效管理为核心的人力资源信息系统从总体结构上分为主系统部分和辅助系统部分。

According to the viewpoint , we can divide the human resource information system , whose core is strategic performance management , into two parts : master system and slave system .

现代企业人力资源信息系统新模式，可以在战略规划、岗位测评、绩效评估及人员管理与开发等方面得到应用。

This paper studies the new model of business human resource information system , and introduces its application , such as strategy planning , post measurement , result evaluation , and so on .

人力资源信息系统对于企业的战略意义和重要性与日剧增，企业对人力资源信息系统的绩效予以很高的期望，然而在实际应用中，却存在很多问题。

The significance and importance of HRIS in enterprises strategic planning is increasing gradually . Business has a high expectation on HRIS performance , but in the practical application , there are a lot of problems existing .

人力资源信息系统一般包括了人员安置、训练与发展、评估、薪资和安全与卫生的信息，同时能够提供信息的累积、维持和传递。

The human resource information system included the personnel information ﹑ trains employees and their development ﹑ salary ﹑ safety and sanitary information , can provide the accumulation ﹑ maintenance and transfer of the information at the same time .

随着信息技术不断变化和发展，人力资源信息系统所处的环境不断变化，同时人力资源信息系统的内部价值呈现多样性和多视角性，无形价值和战略价值不断增加且难以量化。

As information technology continuously changing and developing , HRIS constantly changing with environment , meanwhile , the internal value of HRIS exhibits diversity and multi-perspective properties , which gives difficulty to quantify the intangible value and the strategic value .

人力资源信息系统的建立，有助于企业合理配置人力资源、优化业务流程，改善服务质量、提高工作效率，有助于企业管理者决策的科学、快速、准确。

The establishment of Human Resource Information System ( HRIS ) is helpful for enterprise to deploy human resource , optimization business process and improvement service quality , raises working efficiency , is helpful for the of business management to be scientific , fast , accurate as making policy .

最后，文章提出了解决湖南省分行存在的问题的对策，主要包括：建立人才流动机制，完善人力资源信息系统，加强激励制度建设，重新认识职业生涯规划重要性和完善多样的培训规划。

Find some good measures to solve those problems . Finally , we give some solutions , such as structuring the mechanism of personnel flow , completing the HRIS , enhancing the Incentive system , having a new idea on Career Planning , and setting up kinds of training programs .

基于Web方法构建医院人力资源管理信息系统

Designing Hospital Human Resource Management Information System Based on Web Method

基于层次设计的WEB架构人力资源信息管理系统的设计

Design of WEB-based Human Resources Information Management System Based on Levels Design

基于J2EE体系的供电企业人力资源管理信息系统

Power Supply Enterprise Human Resource Management Information System Based on J2EE

某公司人力资源ERP信息系统构建及流程再造

Construction of Human Resources ERP Information System and Process Reengineering of Some Company

UML人力资源信息管理系统建模的研究

Research on building model of Information management system of human resource based on UML

以大中型企业为例，阐述了人力资源管理信息系统设计中采用的技术和方法，给出了使用UML语言进行系统建模的具体思想和方案。

This paper illustrates the techniques and methods used in designing the management information systems for human resources by taking large-middle scale enterprises as an example . And the concrete ideas and schemes for system modeling with UML language are given .