人力资源论文文献翻译译文
表示人力资源管理课程等作专有名词时用Human Resources Management 表示人力资源的管理活动时要用management of human resources（这里跟表示人的职称一样，前面不加冠词） 在翻译中人力资源管理是有差别的。 With the continuous(constant) deepgoing researches of modern enterprise management theory,there's increasing cognition(we gradually get to know) that human resources of the modern enterprises are the most valuable(precious) among the enterprises is on the whole(generally) tributed to competition among ultimate(final) competitiveness of an enterprise is determined by its level of Human Resources Management,how to effectively exploit and scientifically(properly) manage human resources is the key factor that leads an enterprise to success. In this sense,how to enhance(strengthen) the efficiency of management of human resources is an urgent(critical) issue(problem）that must be solved(settled or sewed up) in current domestic private enterprises. To analyze(assay) and confer(discuss) management of human resources in domestic private enterprises is of immediate(direct，此处用immediate还是更贴切）significance（effect）. This article firstly demonstrates(expounds and proves) the importance and necessity of enhancing and improving(betterring,better这里作动词，比较正式可用作书面语）management of human resources in domestic private enterprises ,to continue with various current problems,lastly ends up with some targeted countermeasures,which are on how to enhance and improve management of human resources in domestic private enterprises. It's aimed at offering some experiences of how to enhance and improve management of human resources in domestic private enterprises,so as to reinforce the enterprises' core competitiveness. Key words:private enterprise,Human Resources Management ,problems, countermeasures,drive mechanism,the performance inspection 注：另外这句In this sense,how to enhance(strengthen) the efficiency of management of human resources is an urgent(critical) issue(problem）that must be solved(settle or to sewed up) in current domestic private enterprises. 个人觉得翻译成 ......is a hard nut that must be cracked at once也不错，crack a hard nut意为处理棘手的问题，在这里比较生动，但有可能不易懂，所以个人见解，还请慎重对待！
resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a features include:Personnel administration Personnel management Manpower management Industrial management[2][3] But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms,[4] although these normally refer to the relationship between management and workers and the behavior of workers in theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of is seen by practitioners in the field as a more innovative 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, 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 the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organisations.[5]Synonyms such as personnel management are often used in a more restricted sense to describe 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 (1987) define personnel management as being:“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).While Miller (1987) suggests that HRM relates to:".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).Academic theoryThe goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", . a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:[6]Strategic business partner Change agent Employee champion Administration However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners 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 focusing to develop models that can measure if HR adds value.[7]Critical Academic TheoryPostmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' possess the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as individuals). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it . Fordism / Taylorism, McDonaldisation (Modernism).Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognise the Human in Human Resource Theory, in particular postmodernism (poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the practiceHuman 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 outsourced or performed by line-managers or other planning Recruitment (sometimes separated into attraction and selection) Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal CareersThe sort of careers available in HRM are varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits organizationsProfessional organizations in HRM include the Society for Human Resource Management, the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR) and the International Personnel Management Association of Canada (IPMA-Canada).Management Association of Nepal [MAN]人力资源管理，是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。人力资源管理工作包括：工作分析；制定人力需求计划以及人员招募；培训及开发；薪酬及福利管理、绩效评估；劳动关系管理等。人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，个中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集资讯渠道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。发展简史在现实世界不同的国家人力资源的发展情况以及历史都不同。一般说来，人力资源的学术界发展经历了：人事管理（Personnel Management），人力资源管理（Human Resource Management）到现在新近兴起的人力资本管理（Human Capital Management）。其只要不同即在于公司和企业对待职员的理念的变化和发展。在人事管理阶段，人事经理们的工作是管理职工福利，以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出，而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。 在人力资源管理阶段，企业员工被看成企业的可以增值的资产而被发展以期充分利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和招聘，员工培训等等活动来提高企业员工的效率，从而增加企业的管理和运营更加有效。当一个公司实行人力资源管理战略的时候，人力资源部门将被纳入公司战略计划的一个重要组成部分。公司的未来发展，市场拓展，新产品研发等等都要牵扯到人力资源部门的支持，协调与合作。人力资源被作为提高公司竞争力的战略手段而被重视。除此之外，人力资源管理就是协助公司去激励员工，透过一些物质上的满足和一些财务奖励，从而增加员工的对公司归属感、增加员工士气和减低对工作的不满等¨。有高昂的士气会使工作更加有效率和使工作更加顺利，最终公司和员工也各有得益。 在人力资本管理阶段，人力部门的基本职责仍与人力资源管理时期相似，但是企业员工不再被看作有发展潜力的资产，而是公司可以利用的资本。人力资源部门的各项活动被量化与公司的利润率挂钩，并且这也是衡量职工和各部门是否有效工作的主要手段。 主要职能人力资源管理的主要职能包括：人员招募；培训及开发；薪酬及福利管理。人员招募：人员招募又称为人员招聘。主要是基于组织（公司，政府，非盈利组织等）的近期及远期的业务需要，来制定人员需求的计划，并通过各种招聘手段来完成组织的人员需求。人员招募主要涉及人员规划，简历收集，选聘，录用及员工入职培训。培训及开发：培训及开发主要是通过一些培训及开发的技术及手段，提高员工的技能，以适应公司所处经营环境中的技术及知识的变化。主要的技术及手段有：培训 在岗培训 轮岗 员工继续教育计划 辅导，训导薪酬；福利管理：人力资源管理的内外部条件人力资源管理的外部条件劳动法规 劳动力市场 当地文化 人力资源管理的内部条件企业经营战略 国际化程度 人力资源部的组织设置有以下三种方式：职能型组织设置 人力规划 人力购得 培训与进修 工资和薪水 社会事业 对象型组织设置 技术类员工 管理类员工 领导层 受培训者 混合模式
Along with modern theories research of the business enterprise management of continuously thorough, people gradual understanding arrive human resource be the most precious resources in the modern business enterprise, business enterprise of competition return a root exactly is a person of competition, a business enterprise human resource management level of Gao Di, end decision the competition ability of business enterprise, how valid of development and science reasonably management human resource be a business enterprise alignment successful , how strengthen with perfect private enterprise human resource management is current our country the private enterprise is nasty to stay to solve in the development the process of problem, to our country private enterprise human resource management carry on analysis, study have direct but reality of text first argument strengthen with improvement our country private enterprise human resource management of importance and necessity, then enumerated private enterprise human resource management medium existence of various problem, end have already aimed at sex ground put forward to strengthen with improvement our country private enterprise human resource management of counterplan, take period as to strengthen with improvement private enterprise of human resource management level, strengthen business enterprise core competition the ability provide certain of draw lessons from. Keyword:The management problem of private enterprise human resource counterplan encourage mechanism performance evaluation
The management high achievements already became the content which the enterprise pursues unceasingly, but in possesses is used the enhancement management potency in the tool, drove that already became a more and more important link, is receiving the enterprise to take seriously day by day. The drive is the human resources development important means that it displays to give to person's demand desire to satisfy or the limit suitably, but the essence is a human when pursues some kind of given objective to want the degree. But many administrative personnels have the erroneous zone in the understanding drive and the thought method, down to has the very tremendous negative influence to the company. How therefore discusses the administrative personnels in here to know the staff drove characteristic and thought method, thus brings the high achievements for the enterprise.
人力资源论文文献翻译
你的是论文里面的吧我把网络直译的又修改了一下，论文的要求严谨一些。 With China's economic reform deepens, the field of health economy on the Chinese penetration of China's long-practiced in the publicly funded health care and labor revealed a number of drawbacks: unstable funding sources, Bao Zhang surface Xiao, socialization, low levels of lack of cost constraint mechanism. Rapid increases in medical expenses, personal and corporate unbearable heavy medical burden, to some extent has hampered the pace of economic reform. Basic medical insurance system reform, the hospital had an unprecedented impact. The management of the famous scientist Peter Drucker that "human resources" concept than half a century later, the comprehensive development of human resources as an important social scarce resources have been made widely recognized, the "people-oriented" thinking has been that people generally accepted. Hospital is helping the wounded died the Holy Land, is the pain of hope for people to lift. At present, China's hospitals, especially state-owned hospital staff incentives increasingly exposed the imperfections of the disadvantages of high drug prices, medical care, the burden of heavy tension between doctors and patients, the same big pot phenomenon, all the money has been a serious chronic illness like normal medical treatment of people affected and damaged the image of the hospital should become a social problem. In this paper, literature-based, dynamic contact point, and empirical research methods and inductive analysis, the first overview of staff incentives, including its contents, the role and relevance; and then explain the current state-owned hospitals, staff management, including current status The main problems and long-term damage; and from the perspective of the hospital and staff of two reasons, to find the state-owned hospitals in the human resources operation and management of benefits and drawbacks of the root of the problem; Finally, countermeasures and suggestions to make the benefit of its self-development measures, to better serve the community on the future of talent management mechanism of state-owned hospital reform and improve some reference. 007出品 盗版必究
人力资源论文参考文献2017
参考文献是在学术研究过程中，对某一著作或论文的整体的参考或借鉴。征引过的文献在注释中已注明，不再出现于文后参考文献中。
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[15]杜鸿儒，阮金钟.组织支持感与员工工作态度：组织信任中介作用的实证研究[J].南大商学评论.2006(04)
[16]贾良定，陈永霞，宋继文，李超平，张君君.变革型领导、员工的组织信任与组织承诺--中国情景下企业管理者的实证研究[J].东南大学学报(哲学社会科学版).2006(06)
[17]黄素芳，詹颖.基于需求层次理论的企业内部社会责任体系建设[J].合作经济与科技.2011(09)
[18]李峰.企业道德建设对员工满意度影响机制的实证研究--基于员工感知的企业社会责任中介效应分析[J].经济理论与经济管理.2011(03)
[19]刘家凰，吕春晓，吴爽.员工组织信任对组织公民行为的影响及情感承诺的中介作用研究[J].人力资源管理.2011(01)
With the deepening of reform of China's economic system, market economy for medical hygiene field in China, the public and the long-term exposure to some medical malpractice insurance: financing channel instability, security, low level of socialization of face, lack of cost constraint mechanism. Medical expense rise rapidly, individuals and enterprises of the heavy burden of medical unbearable, to some extent, has hindered the pace of national economic system reform. The basic medical insurance system for urban employees to hospital reform, has an famous manager Peter drucker "human resources" concept for more than half a century later, the human resources as the important social development has been scarce resources widely recognized, the thought of "people-oriented" has been accepted by is the holy people, is the hope of relieves the indisposition. But China's state-owned hospitals, especially the hospital staff incentive mechanism imperfect increasingly exposed the shortcomings of high prices, and medical treatment, a heavy burden, the doctor-patient relationship in the tension, meritocracy phenomenon, such as money-oriented vulnerability has seriously affected the normal people, destroyed due to the hospital, a social problem on the basis of the research literatures, the dynamic contact point of view and empirical research method and inductive analysis method, the first to employees incentive mechanism, including its contents, functions and realistic significance, And then expounds the state-owned hospitals, including the staff management situation, main disadvantages and long-term hazards, Then from the hospital staff and two Angle analysis, find the reasons of state-owned hospitals in human resources management and operation of the defects and the root of the problem, Finally put forward relevant countermeasures and Suggestions to make its own development countermeasure to better serve the society, and the future of state-owned hospitals talent management mechanism to reform and perfect reference.
Human Resources ManagementThe Human Resources Management (HRM) function includes a variety of activities, 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 performers, 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 compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"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 manage 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 organization are performing at maximum capability in a highly fulfilling manner人力资源管理人力资源管理(HRM)的功能包括各种各样的活动,其中之一是决定哪些关键人员需求你有和是否使用独立承包人或雇用员工来填补这些需要,招聘并培训,确保他们是最好的员工高表演者,处理性能问题,并确保您的人员和管理措施符合各项规章制度。活动还包括管理你的员工福利和补偿方法、员工记录和人事政策。通常比较小的企业(盈利还是非盈利)不得不执行这些活动本身,因为他们还无法负担得起的作用,全职或帮助。然而,他们应该总是确保员工——并且意识到——人事政策符合现行的法规。这些政策的形式往往是在员工手册,所有的雇员都有。注意,有些人之间区别差异的一个主要经营活动人力资源管理()和人力资源开发(人力资源开发、专业)。这些人也许包括人力资源管理在人力资源开发、解释人力资源发展包括更大范围的活动来培养人才里面的组织,包括,例如,职业发展,培训,组织开发等。有一个长期哪里的争论相关人力资源的作用应被组织成大型组织,例如,“应当人力资源在组织发展部门或周围其它方式?”工厂的人力资源功能和人力资源开发行业发生了巨大的变化,在过去的20 - 30年。许多年以前,大型组织了“人事部门”,主要是处理作业在雇佣和支付的人。最近,人力资源部组织认为的"扮演一个重要的角色”在人员招聘,培训,帮助管理人员,这样人们和组织的最大能力表现在一个高度实现的方式
人力资源管理论文文献翻译
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Along with modern theories research of the business enterprise management of continuously thorough, people gradual understanding arrive human resource be the most precious resources in the modern business enterprise, business enterprise of competition return a root exactly is a person of competition, a business enterprise human resource management level of Gao Di, end decision the competition ability of business enterprise, how valid of development and science reasonably management human resource be a business enterprise alignment successful , how strengthen with perfect private enterprise human resource management is current our country the private enterprise is nasty to stay to solve in the development the process of problem, to our country private enterprise human resource management carry on analysis, study have direct but reality of text first argument strengthen with improvement our country private enterprise human resource management of importance and necessity, then enumerated private enterprise human resource management medium existence of various problem, end have already aimed at sex ground put forward to strengthen with improvement our country private enterprise human resource management of counterplan, take period as to strengthen with improvement private enterprise of human resource management level, strengthen business enterprise core competition the ability provide certain of draw lessons from. Keyword:The management problem of private enterprise human resource counterplan encourage mechanism performance evaluation
With the rise of improvement in huge economical environment, the enterprises now face a new develop the same time with the rise of the level of economical opining and join in WTO ,the compete between enterprises has become more and more person who with ability have become the advantage of their enterprises to establish the advantage in compete,so make use of every opportunity is very idea that pay attention to person with ability , human is base has been accepted it still has a long time from change what you accepted to effective action. It's not a easy thing and still need a long and difficult process. In this process, the effective way is according to the envirement and establish some suitable human resource these policies must be changed and improved in practice.
Abstract: The privately operated economy has become the national economy the important component, in the promotion economic development, the innovation science and technology, satisfies aspects and so on employment to play the influential role. But takes the privately operated economic subject the Private enterprise is specially the middle and small scale Private enterprise exists in human resources management and the development aspect lacks the correct personnel idea, the organizational structure undefined, the talented person idea to be fuzzy, the salary management and the achievements inspection not perfect, the staff trains the body to be systematic and so on questions, serious influence Private enterprise's healthy development. These question's production has the macroscopic environment aspect reason, more is comes from the Private enterprise, specially entrepreneur's quality and consciousness. Obtains from the enterprise itself, should improve private enterpreneur's quality emphatically, consummates the organizational structure, perfect systems and so on achievements inspection, staff training and salary management, thus enhances the Private enterprise human resources management and the development level.
论文文献翻译可以翻译国人
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格式：[序号]主要责任者、文献题名[文献类型标识]、出版地：出版者，出版年、起止页码（可选）。
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有些是中国人写的但是翻译成外文发表的~
【格式】[序号]原著作者. 书名[M].译者，译.出版地：出版社，出版年份：起止页码.
论文文献翻译原文来源
参考文献中的“来源”是指文献出处。如果是期刊论文，其来源包括期刊名称、出版年份和卷期号、页码；如果是图书，共来源包括书名和出版时间。例如：[1]张文显. 构建社会主义和谐社会的法律机制[J]. 中国法学,2006,01: 7-20. [2]崔永学. 社会主义和谐社会的道德基础研究[D]. 东北师范大学, 2012.
A 外文的出处1.将引用文献在网上查找原文。2，用专业词典，选择其中的核心词汇，查找相关的解释，解释中必有引用外文作者文献的。3，先将自己的核心中文翻译成英文，然后再网上查找相关的外国文献，作者。此三种方法必然会让你找到外文的出处。B 对于网上找的内容，在参考文献后，注明网址即可。选择核心引用，在网上查找相关的书籍文献。作者就有了
我告诉你一个网站，我的英语毕业论文的英文原版的书就是在这上面找的， 你还可以根据你论文里面的英语关键字在书里面 搜索，当然你要知道那本外文书的书名啦
不大明白你的意思。说的是参考文献吗？外文资料一般都会注明参考文献的来源，可以顺着其标注的来源找