【正文】 [4].孫衛(wèi)琴著精通Struts:基于MVC的Java Web設(shè)計(jì)與開發(fā)2007年03月電子工業(yè)出版社[5].李剛編著瘋狂Java講義電子工業(yè)出版社[6].程云志、張帆、崔翔編著數(shù)據(jù)庫(kù)原理與SQL Server 2005應(yīng)用教程機(jī)械工業(yè)出版社[7].單東林、張曉菲、魏然著鋒利的jQuery(前端開發(fā)系列) 2009年06月人民郵電出版社[8].李寧等編著Java Web 開發(fā)技術(shù)大全清華大學(xué)出版社附錄Ⅰ英文原文Human resource management systemOperators have especially exigent demands of persons with ability. Under the condition that qualified persons with ability cannot pletely be obtained outside enterprise, the problem of upgrading enterprise internal staff’s working capacity and the ultimate improvement of enterprise’s rapid responding capacity and well execution need to be solved as soon as possible. Therefore, operators need to establish staff certification system so as to implement prehensive post capacity certification of each post staff within the enterprise and sufficiently coordinate the system with training management system to confirm training effects. Simultaneously, training management system pertinent to the existing staff within the enterprise is required to be established and organization, duty, process and system which training management involves should be made clear to guarantee that the internal resources can be sufficiently and reasonably utilized to upgrade the internal staff’s working capacity. So,the Human Resource Management System es out.A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply Payroll, refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.The function of Human Resources departments is generally administrative and not mon to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of Human Capital has progressed to an increasingly imperative and plex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, acplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe puters that could handle large amounts of data transactions. In consequence of the low capital investment necessary to buy or program proprietary software, these internallydeveloped HRMS were unlimited to organizations that possessed a large amount of capital. The advent of client–server, Application Service Provider, and Software as a Service or SaaS Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems enpass:2. Work Time3. Benefits Administration4. HR management Information system5. Recruiting6. Training/Learning Management System7. Performance Record8. Employee SelfServiceThe payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can enpass all employeerelated transactions as well as integrate with existing financial management systems.The work time gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features was outdated. Cost analysis and efficiency metrics are the primary functions.The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically enpass insurance, pensation, profit sharing and retirement.The HR management module is a ponent covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, pensation planning records and other related activities. Leading edge systems provide the ability to read applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, pensation and development of the employees of an organization. Initially, businesses used puter based information systems to:☆ produce pay checks and payroll reports?！?pursue Talent Management.Online recruiting has bee one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically enpass:☆ analyzing personnel usage within an organization?！?recruiting through panyfacing listings。ATS39。在這種情況下，擁有專門用途的容量將不能從企業(yè)外部獲得，企業(yè)升級(jí)內(nèi)部員工的工作量和企業(yè)的快速反應(yīng)能力的提升，以及很好的執(zhí)行能力，這些問題需要盡可能快的解決。與此同時(shí)，對(duì)于企業(yè)內(nèi)部現(xiàn)有