2．系统利用DTO的对象持久化服务，更有效地进行数据库数据到业务对象的O／R映射，简化了客户端对数据库数据的操作过程。开发人员可以专心地实现业务逻辑而不用分心于烦琐的数据库方面的逻辑，减小了出错机会，同时能为开发小组提供更合理的模块划分方法，节约开发成本和时间，提高业务应用的性能，提供灵活的业务逻辑。
3．系统中存在业务逻辑过于烦琐、页面跳转结构复杂问题。控制层中的Action映射复杂，对象关系之间的映射操作工作量大，配置文件过多，当页面表单频繁变化时灵活性较差，jsp标签库jstl维护的成本较高，维护难度大。所以如果采用Struts2、Hibernate、Spring三层框架对系统进行有效整合，可以对本系统的层次和业务逻辑分析更加的清晰完善。
4.系统开发中的需求分析主要是通过从网络资料中提取，没有太多的与实际的公司人力资源管理的相关人员进行沟通，因此需求分析有些地方可能不太合理和健全。在系统实现的时候就会出现系统功能实现不是很优化、高效。
致 谢
本文是在导师张玉华老师的悉心指导下完成的。从开题、分析到撰稿和修改等整个论文撰写过程中，导师都给予了细心的建议和指导。导师对本人的学习等各个方面都给予了无微不至的关怀与帮助。在此，我向导师表达崇高的敬意和衷心的感激!
感谢大学四年求学期间所有老师在学习上给我的帮助和指导。我每一点知识的积累都与他们辛勤的帮助密不可分，他们的人格魅力和治学态度令我十分钦佩。
感谢所有同学的关心和帮助。最后，再次衷心感谢所有关心帮助我的老师、同学和领导!
参考文献
[1]．俞彩云、李士雨企业人力资源管理系统的分析与设计计算机应用与研究，2004，21(2)：186—188
[2]. 王锋，张景，何文娟等基于Internet的人力资源管理系统微机发展，2003,13(9)：95—97
[3].张海藩编著<<软件工程导论>>(第四版) 清华大学出版社
[4].孙卫琴著<<精通Struts:基于MVC的Java Web设计与开发>>2007年03月电子工业出版社
[5].李刚编著<<疯狂Java讲义>>电子工业出版社
[6].程云志、张帆、崔翔编著<<数据库原理与SQL Server 2005应用教程>>机械工业出版社
[7].单东林、张晓菲、魏然著<<锋利的jQuery(前端开发系列) >>2009年06月人民邮电出版社
[8].李宁等编著<<Java Web 开发技术大全>>清华大学出版社
附录Ⅰ
英文原文
Human resource management system
Operators have especially exigent demands of persons with ability. Under the condition that qualified persons with ability cannot completely 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 comprehensive 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 comes 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 common 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 complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments 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 computers that could handle large amounts of data transactions. In consequence of the low capital investment necessary to buy or program proprietary software, these internally-developed 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 encompass:
1.Payroll
2.Work Time
3.Benefits Administration
4.HR management Information system
5.Recruiting
6.Training/Learning Management System
7.Performance Record
8.Employee Self-Service
The 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 encompass all employee-related 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 encompass insurance, compensation, profit sharing and retirement.
The HR management module is a component 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, compensation 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, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:
☆ produce pay checks and payroll reports;
☆ maintain personnel records;
☆ pursue Talent Management.
Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically encompass:
☆ analyzing personnel usage within an organization;
☆ identifying potential applicants;
☆ recruiting through company-facing listings;
☆ recruiting through online recruiting sites or publications that market to both recruiters and applicants.
The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS', module. |
