中人网

标题: HR常用英语词汇 [打印本页]
作者: nlifelf    时间: 2008-10-19 22:35
标题: HR常用英语词汇
A , y+ L" Q) ]- K! g4 GAction learning:行动学习 ; y/ G5 c1 Z5 q, n Alternation ranking method:交替排序法 ! z3 I7 j/ g. K6 q( e q Annual bonus:年终分红 # |3 p0 v g0 D. U% J% FApplication forms:工作申请表 ! J3 }& K9 K% J' e5 \4 c0 N# s9 X 4 Y, z d. _2 f. nAppraisal interview:评价面试 % C7 `6 ^' J& g `) C7 LAptitudes:资质 ~# o6 `- M( z' I; x0 `+ e0 eArbitration:仲裁 6 E9 v* \1 k/ S4 A- o' d5 `! q Attendance incentive plan:参与式激励计划 ; t/ t% |! }7 K& I Authority:职权 7 S: H& A* Y8 |1 P1 o6 ?( K3 E1 K. I: G- Q8 L. c+ a0 _% N, X B : {$ ~6 v8 B" ]( ], yBehavior modeling:行为模拟 & E) q1 I! @5 g/ A) _3 G# Y! W: cBehaviorally anchored rating scale (bars):行为锚定等级评价法! P- s( J" z* s8 I) Q Benchmark job:基准职位 # A& f4 Z5 ]6 k- L D6 aBenefits:福利 ; c7 ?. v$ J% fBias:个人偏见 $ m" k1 \ A* Y4 w. j Boycott:联合抵制 $ i$ o) n/ Q, _; xBumping/layoff procedures:工作替换/临时解雇程序 w0 P, L1 _2 u) z( A9 @ Burnout:耗竭 % u6 e2 z& J9 Y9 u2 b$ c6 B+ p7 l# a u. B4 Q7 M. ?. D C T& Q2 c1 L- C& O) b Candidate-order error:候选人次序错误( j1 T7 W; V+ k* J Capital accumulation program:资本积累方案" _, Y$ f! i( P6 M0 I5 A" V9 d Career anchors:职业锚 ! d# H" g) ^: D Career cycle:职业周期 , L$ k1 z7 u9 A/ A; y* L Career planning and development:职业规划与职业发展 2 }2 p2 g% ?! Z( ?# nCase study method:案例研究方法 2 r1 I% M& h! H3 oCentral tendency:居中趋势 9 I3 A# P# Y+ {) c+ s- ?- ]. G Citations:传讯 % @* n: j& y) A0 w# Z* M8 R Civil Rights Act:民权法 3 ?4 K/ I" j( P4 n) m7 KClasses:类 ; w8 }* p2 C1 t, Y9 l$ T Classification (or grading) method:归类（或分级）法 1 w x: o X" q3 C8 M' Y2 MCollective bargaining:集体谈判 + h7 [ E7 n4 M5 F' }1 Z- L3 KComparable worth:可比价值 ' O. l! Y2 m) B7 J6 mCompensable factor:报酬因素 . T O6 `! D- {2 o4 }* u! @; h0 @ Computerized forecast:计算机化预测 4 c; M6 L: ~3 K" d Content validity:内容效度 4 `* v/ t# e) i Criterion validity:效标效度 . p O# ?/ K! ^/ M: [. Q: J Critical incident method:关键事件法) a( O; H/ l" R2 h# r+ h 2 T0 |; [& R7 TD ) K* j0 t m9 t % y2 z. k/ x) @+ \, x) L Davis-Bacon Act (DBA):戴维斯—佩根法案 8 x! @8 b5 W5 s: | # M4 M5 w3 j1 S3 G2 T" LDay-to-day-collective bargaining:日常集体谈判 6 b6 ^3 Q* b4 I% T0 P+ S- \: X( z2 w% @. F! F Decline stage:下降阶段 2 ?3 h! _( ^ k% qDeferred profit-sharing plan:延期利润分享计划 * E/ U6 k$ ? ^1 f8 W0 e4 IDefined benefit:固定福利 : Z5 g% r: \' O: c4 `7 M; |0 `/ V Defined contribution:固定缴款 0 V$ @" ]2 @' q. i$ i9 w$ e J4 N$ n- { Department of Labor job analysis:劳工部工作分析法/ }- B5 N l7 ^; M3 U Discipline:纪律 c3 r/ |, x: q& q( ]Dismissal:解雇；开除* U1 N% \( a% ^) p9 x A! n$ Q Downsizing:精简 $ [ u2 \- P5 [& S( |& L% j8 V' H ' O1 j0 V; k( | ' \& o( g! [4 FE + }* L# f3 k" |7 o! m9 h: E5 ~# F, e Early retirement window:提前退休窗口 ! A3 z' ?: r. r+ ~4 a4 e: C6 JEconomic strike:经济罢工 $ p6 ?; h) i1 v, n( p) u5 SEdgar Schein:艾德加·施恩 " @8 z8 J2 \$ q! ^, [! M0 Z0 REmployee compensation:职员报酬 ) o. }: r& ]0 tEmployee orientation:雇员上岗引导 ( Z j7 F' Q3 }& r i Employee Retirement Income Security Act (ERISA) :雇员退休收入保障法案 Employee services benefits:雇员服务福利 ; F9 N! U3 r& Q: r9 ?7 BEmployee stock ownership plan (ESOP) :雇员持股计划 ' P& }0 M: n4 ]2 V& s8 ? Equal Pay Act:公平工资法 : a) H3 K) W' ^6 A% _ gEstablishment stage:确立阶段 ; i" [4 r. @* R4 V% Q% hExit interviews:离职面谈 + }9 }( L' J) L" ?7 u6 RExpectancy chart:期望图表 5 k: ?4 `: _3 b+ y0 p Experimentation:实验 & B! s+ l1 W+ W. u Exploration stage:探索阶段 2 R- S/ E6 E* N6 X% m: A' I! Y/ j V; {0 w F 1 t- @) w% x) T$ Z ( O% h; F) z" B3 ?9 N. S Fact-finder:调查 % N& U8 W- T2 _6 b& YFair day's work:公平日工作 / x2 Y K# ?. x9 R Fair Labor Standards Act:公平劳动标准法案 . i% G# Q. n2 z% N& ]) Y+ E Flexible benefits programs:弹性福利计划 - h. I) i" a& {* C Flex place:弹性工作地点 & V! H: T* I. U. eFlextime:弹性工作时间 - A; Z. M* c. @ Forced distribution method:强制分布法 , ~4 b+ P3 I7 Z5 J# uFour-day workweek:每周4天工作制 ' @+ y7 K9 a/ ~# G Frederick Taylor:弗雷德里克·泰罗 0 a/ Y+ H+ r5 r( a5 x2 w Functional control:职能控制: o' D8 _- @; g3 F Functional job analysis:功能性工作分析法 ( c2 w4 G, S" _' c ' L( z0 \- J- s! v; S2 |/ x n1 w) R- A G ( C" S$ o u& |' U% |$ j ; w9 k* r- [$ h( G/ T4 ~7 u$ S) RGeneral economic conditions:一般经济状况 6 B! d$ D1 Z. Q0 w2 b5 O0 ^4 G Golden offerings:高龄给付 / i3 L6 A) L! n! x+ [/ ]Good faith bargaining:真诚的谈判 ! ]7 D6 K4 {' \1 F, h Grade de***ion:等级说明书 . h' A, [8 O, P1 ^ k4 F/ U1 [ Grades:等级 ' J X" _5 Y, O' \0 \! I% { Graphic rating scale:图尺度评价法 ( w, L. w- `& m. V# K Grid training:方格训练 ) \( Y' { ~7 B5 ?Grievance:抱怨 5 ? S0 R6 |% ^/ N( b Grievance procedure:抱怨程序 2 B& j- [7 h. v% n( J Group life insurance:团体人寿保险 % B4 q7 Y6 A! g, ~! i; r! q Group pension plan:团体退休金计划 3 `! G# p: X3 V( g" C. ^+ HGrowth stage:成长阶段' i; j# t+ j; J+ u) B$ j Guarantee corporation:担保公司 + ]+ `9 S5 g$ j( p2 y0 HGuaranteed fair treatment:有保证的公平对待! R# L1 p* T; [& I2 y$ }, ~ Guaranteed piecework plan:有保障的计件工资制 ! B+ \, r' w& v9 a5 E. yGain sharing:收益分享 1 k( g0 o$ r4 v- t& \1 }% n7 v7 I 0 |* m0 {0 \- {1 j6 L : P" n; h7 E% [; [8 @H : z' u. n3 n1 z) t 3 q: d9 l! [; p6 p! U Halo effect:晕轮效应 ( F" w8 n# D/ Y% l8 x, X( w/ nHealth maintenance organization (HMO) :健康维持组织 ( x6 ~. \( y8 I! }# k! n ) o. b8 y! U# Z4 B7 l$ H I6 q" I) P2 d& J! W3 q) m# T/ W " J M4 N; D9 z3 V9 z4 ]7 {% T Illegal bargaining:非法谈判项目 8 j8 O& g( ]3 W; U+ u Impasse:僵持 : k3 u+ H. a# B' e" J8 q Implied authority:隐含职权 9 X" i! I8 N* M0 Y4 v0 ` Incentive plan:激励计划* m m' \+ j: K9 h Individual retirement account (IRA) :个人退休账户0 r+ t7 s: h- D. \ In-house development center:企业内部开发中心/ Y, U& [4 G3 G Insubordination:不服从 7 y4 T. W# `2 y6 O6 u, T4 k Insurance benefits:保险福利- U# c6 K( D H/ L Interviews:谈话；面谈 ) g* f" X7 ~' p) f % a) H( V1 P* `# D% }J . F# K/ |$ M" e$ b& T% f! ?8 g" O8 G& c' _5 C8 U Job analysis:工作分析 ; @# K5 T- x( \ u Job de***ion:工作描述 - h4 A# l( P q% x8 sJob evaluation:职位评价( N; c' i. \$ h+ n6 D; A Job instruction training (JIT) :工作指导培训 5 l0 i; {3 q: r% P9 o2 yJob posting:工作公告: c" F. e+ ]2 k& h Job rotation:工作轮换 # b* p7 H o+ E: w& J/ [ Job sharing:工作分组 # U' o: g: q6 T' T h# j' _1 P+ k( s Job specifications:工作说明书 " ^% z ]* \1 }! HJohn Holland:约翰·霍兰德 5 q. y3 d/ g* @) jJunior board:初级董事会 9 |; W$ t. m* Y( j: A, n% s% D, \& ~0 z9 H) [ L ' [; m5 W! q9 O( a7 _( o # ]; l$ ^: m) r1 `Layoff:临时解雇 * u; P- B& U* `6 e Q! U2 b* t3 jLeader attach training:领导者匹配训练 " j; R, V- L5 Z8 qLifetime employment without guarantees:无保证终身解雇 4 h) m0 ~/ p8 N* a$ A$ MLine manager:直线管理者 ( ~- p/ s6 |& U8 HLocal market conditions:地方劳动力市场 1 z, T: W4 X) n& h! z1 s5 TLockout:闭厂 % x- X8 |/ L) f4 i3 ]+ z # z( P4 b" _: L% o M " l( h* w5 a9 p2 P# C - @5 b+ R; h7 l1 j/ @Maintenance stage:维持阶段 + @( L- ^! t) d) C0 W Management assessment center:管理评价中心 " B! D g$ a9 P. Z/ U9 T) WManagement by objectives (MBO) :目标管理法 5 ?- \- b9 E+ s# |* y+ p' L) P1 D1 v' g Management game:管理竞赛 6 T* m' e, G6 l& b Management grid:管理方格训练 & m. W. I; d( fManagement process:管理过程" Q2 T$ @6 D$ b2 |4 Q Mandatory bargaining:强制谈判项目 , q4 N+ {0 W( [% \: Z Mediation:调解 @8 i8 g. c# aMerit pay:绩效工资 $ V, r0 w( ~+ Q# S5 h P# oMerit raise:绩效加薪 * J& o; ~% u* u6 B4 A8 W. \ Mid career crisis sub stage:中期职业危机阶段 6 h% s/ @# S: w/ p X8 q) G 8 M6 T: j. n0 L# Q6 A1 ON 8 t W2 Z3 [2 I- w5 h/ o9 K3 `" q! { 0 d* O9 i! a; ]3 T Nondirective interview:非定向面试 + z6 [% c7 i0 m; T! x4 H 1 T# @2 Y" a8 ZO 8 I6 W0 d( X/ v- D7 r% g Occupational market conditions:职业市场状况 " x' y1 V6 ]5 X4 X; MOccupational orientation:职业性向 ) h/ ^5 U9 ~! L. z* JOccupational Safety and Health Act:职业安全与健康法案 ) B" g0 @* Z1 V* j% n7 ]; p3 \: GOccupational Safety and Health Administration (OSHA) :职业安全与健康管理局 4 D6 E0 e Y LOccupational skills:职业技能 On-the-job training (OJT) :在职培训 . L; {. M5 V$ B) Z& { Open-door:敞开门户 ' G+ f/ Z4 f4 g8 \2 F+ C# g% TOpinion survey:意见调查 3 X; v6 x m! e8 c# c Organization development(OD) :组织发展 ( ]. `7 X( H* p1 o" ~4 S) a' AOutplacement counseling:向外安置顾问: g! Y/ Z6 u& X+ g' |1 o " T7 B' v% Q- @ * m$ _ U9 C9 Z( eP $ u4 U$ w6 u: z# F0 m. y0 }4 k! m% U* ^6 _9 X0 j% v Paired comparison method:配对比较法 " ?# O' J; R V2 t; |* B B5 DPanel interview:小组面试 8 ^8 k" b& Q$ p2 ]1 P2 j! G [Participant diary/logs:现场工人日记/日志 1 H9 o9 m$ n! m9 \0 QPay grade:工资等级 . C: h8 V3 i" \& B' MPension benefits:退休金福利 8 j) X j9 `; o) B Pension plans:退休金计划 ; K K5 c0 O0 G4 XPeople-first values:"以人为本"的价值观 . N$ V+ w* m/ N. S* VPerformance analysis:工作绩效分析 - r9 ~) T) c; u+ M, a8 \ Performance Appraisal interview:工作绩效评价面谈 7 q( o) n2 _% [ Personnel (or human resource) management:人事（或人力资源）管理 ( H5 j' m( x$ N4 j8 \Personnel replacement charts:人事调配图 ! b. d3 n% n& IPiecework:计件 / p( @: f+ H+ Q, [% E Plant Closing law:工厂关闭法 ( n" Q1 v$ I& z% {) O$ l$ f Point method/ 3 z8 }! O7 z- o( U, ~5 IPolicies:政策 % C( y2 B0 z3 _; N( o! k: [Position Analysis Questionnaire (PAQ) :职位分析问卷 % y4 K1 {- j9 nPosition replacement cards:职位调配卡 9 n/ l6 X! ` Y/ NPregnancy discrimination act:怀孕歧视法案 ; k. ^' j0 c4 O/ X( B1 m+ f Profit-sharing plan利润分享计划 ( _/ r+ @- j: _, TProgrammed learning:程序化教学 / d! O% P5 }# n 7 C0 y- {0 z' O5 _8 I( S; N" z9 a1 }4 B: T/ K" I0 ]+ E& N Q 1 {( z/ P- O$ q7 b9 @ ' S* G5 E) R- i" M3 pQualifications inventories:资格数据库 5 m. K! x; z" R, WQuality circle:质量圈 - P0 x Z j/ D" G; F d3 m0 a ' Z% a" V! Y) c9 ^R ( W8 i6 A2 y# x% ?/ H V/ A Ranking method:排序法 8 e9 N4 ?* _$ } Rate ranges:工资率系列 ( R& P) a; t0 m, JRatio analysis:比率分析 " L U2 G2 @- q$ _. c( ? Reality shock:现实冲击 Reliability:信度 }, M8 v) I0 U) q( v; b9 G4 JRetirement:退休 1 |- R4 _2 r6 B: Z! M% ^ Retirement benefits:退休福利 # ?/ k5 t! q5 M) v, m( N9 D- ~Retirement counseling:退休前咨询 ; U: o; v( b# ]! J0 i! s$ U- Y) ]) ~Rings of defense:保护圈 % F: f) |5 h& h. A! h7 h1 z Role playing:角色扮演. u' C8 h0 X* F6 j/ }( w : G* Z! u+ G5 k" ]6 }; [. X ) Z9 f! A6 ]# B* uS : v9 k2 c% w5 z* V" bSkip-level interview:越级谈话 9 W, {1 K) N+ U- d7 V- dSocial security:社会保障 2 i: F' K) [% O Speak up! :讲出来！ ! _* ?# N0 X7 r6 o$ X w5 T Special awards:特殊奖励 * A, z0 ^) ~0 j( p* p5 g9 ^. tSpecial management development techniques:特殊的管理开发技术 0 B& T* }: C9 Y( d" P Stabilization sub stage:稳定阶段 2 X+ ~* Q8 M5 ]# fStaff (service) function:职能（服务）功能 2 F2 B6 _1 _; Z5 eStandard hour plan:标准工时工资 * G# S" k) K9 J A* ? Stock option:股票期权 / ?7 M" Q, |4 y7 p2 L% g; ZStraight piecework:直接计件制 ' y- R- T9 o5 C- k1 }6 V bStrategic plan:战略规划 / M/ G& v4 o2 q; V5 }( K& ? Stress interview:压力面试( j2 S" S0 A1 m9 P3 N; ~ Strictness/leniency:偏紧/偏松 5 {1 T. R# G6 X7 |4 n/ p! iStrikes:罢工 4 g5 p5 n9 D" ]7 g3 V1 n Structured interview:结构化面试 - Z+ ?0 f9 u( A: B8 { Succession planning:接班计划 ' h% B3 @0 k1 t: i5 S3 b1 I% S" x' b* ? Supplement pay benefits:补充报酬福利 % m) I) ^$ {, C8 `. Z Supplemental unemployment benefits:补充失业福利 3 O6 n& j, A! Y: W$ E mSalary surveys:薪资调查 6 V8 j$ O/ b- ~1 l4 Y6 t4 B; B/ @# I Savings plan:储蓄计划 5 Z1 N/ [# t# B6 G, |, T! b Scallion plan:斯坎伦计划 + `, h$ w, c3 u/ f7 L3 O* u6 PScatter plot:散点分析 3 A2 f, P w2 U# q% AScientific management:科学管理. G. J' |1 S) p$ F" _- @% ? " b2 b9 C4 X3 N" t/ x Self directed teams:自我指导工作小组 ; Z5 h0 `3 X. D3 e Self-actualization:自我实现 & K3 S w0 i- D8 Y) ^Sensitivity training:敏感性训练 # R6 \) W+ A: W9 }. XSerialized interview:系列化面试 * f# u- ~" r2 s4 y; Q: o/ SSeverance pay:离职金 6 n2 U- \5 i ]3 b+ z, HSick leave:病假 ; k/ r3 I4 g' o% |! LSituational interview:情境面试 0 u( s& J% h4 a, ?! D$ Q# f# ~Survey feedback:调查反馈 , }' P. |+ n/ o V T: s1 b' gSympathy strike:同情罢工 + h1 {/ T' A! d0 M5 C7 u2 n' u, tSystem Ⅳ组织体系Ⅳ 5 [ F* t9 w6 V0 v* [ System I:组织体系Ⅰ6 |8 D9 d$ g& q7 _0 j $ m+ p! @ c! f5 i3 B T ) W7 H- m' i: tTask analysis:任务分析 " {/ k' s' y$ b5 z* mTeam building:团队建设 ( u( X, l, V/ x5 l% \0 z/ iTeam or group:班组 / r+ W" V* l: G) S4 E1 J Termination:解雇；终止 $ f/ P9 C( J+ Y% z% |Termination at will:随意终止; A7 q; g$ Z, y0 h4 I Theory X:X理论 : F4 c' X1 Z$ q2 L5 }0 c- F& }2 pTheory Y:Y理论 ; |. e- m( Q$ ^1 l1 `' UThird-party involvement:第三方介入 6 w5 y# w* A9 Z& _+ x! LTraining:培训 $ F# ]2 @' ~& U$ RTransactional analysis (TA) :人际关系心理分析 ; ]/ ]& Q) O! Q/ O" r, n$ ^- I# ETrend analysis:趋势分析 - G8 x4 m# D+ E* B( z Trial sub stage:尝试阶段 5 E1 n) b' |* z: S& t 4 M$ ~- |/ \$ N- \1 e % c% ~1 {' V2 D0 ?6 k( n$ y" JU , Z" b9 b8 s9 ]" @Unsafe conditions:不安全环境 % m% ]7 t1 O: z) t: K! B Unclear performance standards:绩效评价标准不清 / I O! {4 B8 ^9 } Unemployment insurance:失业保险 3 H% P3 |2 @7 f$ n0 {8 c3 n Unfair labor practice strike:不正当劳工活动罢工 ' r2 z" N8 Y4 \. ^ F# @ Unsafe acts:不安全行为3 N/ g3 t8 ^$ q% I" T 0 C1 {3 D( E: V! e % x* q w; d5 YV / K$ u0 R# t2 C0 I1 c* N9 t+ f Validity:效度 , f0 [: G% j! g* B( y3 ?Value-based hiring:以价值观为基础的雇佣 8 A( f7 v% J& t- Y dVroom-Yetton leadership trainman:维罗姆-耶顿领导能力训练- }) c( R( v9 _5 w; V Variable compensation:可变报酬 1 z- N- X: R# A+ PVestibule or simulated training:新雇员培训或模拟 . S. U+ `9 d" W7 g* qVesting:特别保护权 5 Q* }- F; X' ?' yVoluntary bargaining:自愿谈判项目, {$ Z5 I, m/ {3 N, K2 ^4 f8 b, c Voluntary pay cut:自愿减少工资方案 - p; o4 p" z" m# n FVoluntary time off:自愿减少时间 ) \: _) L3 g- o$ m% m: {" q/ j( K ( f8 X8 F4 {. {0 u6 ]+ Z/ H" }6 y8 B; j( E+ G/ L4 ?8 A W # F( n% |% o5 ]( Y+ m8 s1 V Wage carve:工资曲线 * d2 A& z9 v8 D% U, v) | Work samples:工作样本 9 d& }6 I6 f) U% rWork sampling technique:工作样本技术 # g/ e' D8 p6 G7 EWork sharing:临时性工作分担 ( q% Z/ c! E; s8 f t8 |' O Worker involvement:雇员参与计划 ' q' Y, U# ^& [$ {Worker's benefits:雇员福利! A+ F; x) p, C9 q 9 ]& U# G$ |1 q- o0 q/ S, RHR相关英文词汇 + G5 r! E- D3 ~4 Q4 R * @0 Z' X, [0 y- O* }0 D: r1. 人力资源管理:(Human Resource Management ,HRM), {. I) X$ ?2 Y 人力资源经理:( human resource manager)/ m) ]& A4 n3 R7 x! Z+ [3 U& T5 C, W/ S 高级管理人员:(executive)% u/ G/ r3 X. [3 y a3 ^, c 职业:(profession) * l2 o: ^8 c$ j: D/ H( M+ R4 F道德标准:(ethics) 7 ]+ J: d& \2 s3 v3 N/ G操作工:(operative employees) $ a% x3 G$ y2 e" q2 y X; Q; U; [专家:(specialist)9 h# q) R0 R5 {6 k 人力资源认证协会:(the Human Resource Certification Institute,HRCI)9 |) e" o+ {( }% S/ H4 i/ v" J8 i8 F # c0 K% E4 l9 @9 B% ^ 2. 外部环境:(external environment)9 R# {7 k& M6 Q& o. X: l 内部环境:(internal environment) 8 `' r7 X- Z1 I* Z" h: c政策:(policy) & e6 E( W& Z" Z9 U1 c企业文化:(corporate culture) ! V1 p8 j6 D& T" I; `目标:(mission) + e* |) J4 j: Q' {! r股东:(shareholders)9 n5 S: _* y% A1 J# o, C* Q/ T 非正式组织:(informal organization) . {1 |9 X; l1 C4 l1 |: ~跨国公司:(multinational corporation,MNC)$ c6 J- B% f! @9 o3 J 管理多样性:(managing diversity)! j4 M m( [8 |& m, W2 {) E6 z 1 B; W# c: B& V 3. 工作:(job)7 }$ ^% J' D/ o 职位:(posting)0 G* l2 k' i# K 工作分析:(job analysis)9 L* u# f9 |" H6 O; n* o 工作说明:(job description) ; z: H2 W2 L6 t* Z0 `9 C工作规范:(job specification)5 u$ {8 g! e. l/ ^5 } f6 c/ x! F 工作分析计划表:(job analysis schedule,JAS) . u% W4 q% s) C& x, U- g$ q$ I职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 8 z6 K7 V' S5 h+ u' |. m( M行政秘书:(executive secretary)& Y# ]* l6 J, o9 Z/ N, g# T 地区服务经理助理:(assistant district service manager), _: m% O7 g2 U5 ^7 X : _5 r$ q4 \. O% e3 [5 W7 T 4. 人力资源计划:(Human Resource Planning,HRP) & ], A# U1 G8 u9 r战略规划:(strategic planning) ( t; ]$ Z( L, j* w3 _+ b长期趋势:(long term trend)) j" [+ [0 y5 y4 p9 b 要求预测:(requirement forecast) " p6 n+ J; M2 f! ?3 q y: t9 g供给预测:(availability forecast)- w- l! |5 J% s( `1 f( g 管理人力储备:(management inventory)* G) c7 i: ~* d, t% S3 d3 u 裁减:(downsizing)) d+ a) W' X) S% ]" B& k2 K 人力资源信息系统:(Human Resource Information System,HRIS) 7 | u( |2 ?$ v Y 1 f+ r4 |9 Z( r5. 招聘:(recruitment)( H+ d0 t* Y1 Q1 t 员工申请表:(employee requisition) " E+ e3 ^' H( j& d* {招聘方法:(recruitment methods) 4 p& l$ K; [0 z6 E: {5 \内部提升:(Promotion From Within ,PFW) 3 E a) E2 p0 L工作公告:(job posting); b; H# q6 p7 I 广告:(advertising)1 S6 i; e! d$ z6 q+ @ A- p3 v- C 职业介绍所:(employment agency)- \+ g- X3 k2 I7 t4 k4 D 特殊事件:(special events) ! e& |, H. q9 p' `+ b: D' t, d实习:(internship) ' ]. M- A. X( P/ \4 b0 } ) g7 j) l0 O" l1 k. F! N- S K6. 选择:(selection) 9 f. n' `, C' f5 G. I选择率:(selection rate) * ?' ^! |4 X# Y' u2 k6 d$ G9 f, |& \简历:(resume) 0 ?) D, n4 g5 ?* e0 W- w! O% x% i0 i' X* {0 Q. B+ D 标准化:(standardization) 2 X& x/ W/ b( h4 }4 y+ s+ y! M有效性:(validity)* z. j* q g' [ z9 G 客观性:(objectivity)2 N% ?) u1 T8 P/ R9 X 规范:(norm)9 z, P0 [ T$ s$ |( X( z% o% y 录用分数线:(cutoff score) $ c' q0 F$ o4 L& t' O准确度:(aiming) : ?& L. P7 M5 Z N/ O5 p) I) C6 ]业务知识测试:(job knowledge tests) 2 r: {0 @2 ]" J: j9 w: \0 @$ D求职面试:(employment interview)0 E* \: ?" j: {( e7 { 非结构化面试:(unstructured interview) ( _ C7 n6 P) `0 @" u结构化面试:(structured interview) 3 c, Y& S' L; J* M- h小组面试:(group interview) 7 l6 P s- i9 [3 ]4 e职业兴趣测试:(vocational interest tests) 7 W+ h1 t t& \7 f! I) Q会议型面试:(board interview) / o6 u: j) @' T' T7. 组织变化与人力资源开发 D0 q3 d+ D+ f4 [) ~) ] 人力资源开发:(Human Resource Development,HRD) ) C' n- x* x; V培训:(training)4 f; \7 i% B, j# h ?8 Z 开发:(development) & g# j' f" f" T* d3 t& B' R* X' h定位:(orientation) 7 V, h0 R* a2 A- `& G2 y# e训练:(coaching) : T' u1 K: @, {0 `0 T5 c1 L+ d7 ^/ t. d辅导:(mentoring)& X$ B1 x9 V3 Q; y1 m+ M 经营管理策略:(business games)6 T* x! H' c0 U3 H. f' _ 案例研究:(case study)) v1 ~" r* I* c, J+ K5 } 会议方法:(conference method) 9 e' R8 g- d6 S, }* r+ R角色扮演:(role playing)1 v4 M o. r. b: u F5 [ 工作轮换:(job rotating) ' y7 ]' } P1 ~) T. P! I: h4 b7 u在职培训:(on-the-job training ,OJT)8 g6 W. q1 |- ?, r7 l/ Z: V+ W$ @ 媒介:(media)% F v/ q. L, `( H. ~0 v 8. 企业文化与组织发展4 T; X7 ]: f6 V7 ^ t1 X! i3 I) w 企业文化:(corporate culture) 6 |$ p4 @! u {- E* z: u$ ~, J组织发展:(organization development,OD)" _2 Z3 w* I/ [5 k: |& [1 D 调查反馈:(survey feedback) 7 O8 j, b7 v1 V& R! v b2 G质量圈:(quality circles) 8 {4 x, R2 F# @目标管理:(management by objective,MBO)5 R4 M+ U/ B* |- W, I% S 全面质量管理:(Total Quality Management,TQM) ! P) K3 X5 K2 f" ]7 [- G. m- k& R4 ]团队建设:(team building)+ O7 C% X; j3 d3 G: ]8 K+ W 9. 职业计划与发展% P: |( d8 W0 C0 W! U8 ]! |# U 职业:(career)$ }5 N. D% w1 n1 d2 e1 d 职业计划:(career planning)2 i% a# R$ e+ h6 u 职业道路:(career path)" m2 H" c( B7 I$ p3 e 职业发展:(career development) 6 U9 O$ m/ O! z自我评价:(self-assessment)8 F- }6 n$ ^/ ?/ w; y9 I% O k/ V 职业动机:(career anchors) _: b3 a& i2 q% ?( N- } 10. 绩效评价7 h4 Q' c' E6 [6 e8 }! m% R3 T 绩效评价:(Performance Appraisal,PA) 4 B; M' J! r% X: u2 B) S4 u小组评价:(group appraisal) a# R U: `. A3 }* z' O* u! n 业绩评定表:(rating scales method) # v5 |6 f- c! ]' q5 H关键事件法:(critical incident method)! d, @: X$ d1 r8 A 排列法:(ranking method)) @1 L# G7 Q% R! K 平行比较法:(paired comparison) " n+ s% Q$ j0 ]! ?硬性分布法:(forced distribution method) 2 \# V4 z9 I' I, c0 L晕圈错误:(halo error) $ u/ Z& g- r8 X+ R$ x. v宽松:(leniency) 7 ]$ a! O l* V1 ^8 e: S- _- a严格:(strictness)& p! T6 b4 r L! ^+ I 3600反馈:(360-degree feedback) % p6 T: @7 n. A叙述法:(essay method)1 n; {* H2 w' |1 I' K* j+ ]" M& ?1 \ 集中趋势:(central tendency) ; G8 n" D3 M! a( r11. 报酬与福利$ I) @6 y8 T( j% T$ d) A3 K 报酬:(compensation)' K: B0 y5 R5 Q. p U# \" r 直接经济报酬:(direct financial compensation) . |* p* v, d) l$ _, Q- j/ X9 D间接经济报酬:(indirect financial compensation)' D# g5 E$ c5 }, r+ B 非经济报酬:(no financial compensation) 3 Z9 U/ H ~6 @* Z公平:(equity)1 c) |; V* C7 X2 [% G3 Z+ |6 n2 H 外部公平:(external equity) # t" k/ c& J$ h" c% Z. O内部公平:(internal equity)& T9 }% I2 c% |) [) W9 k 员工公平:(employee equity) ' u1 U8 _7 K' d, j9 q6 s小组公平:(team equity)5 h6 {" ^# Y9 r l s% D9 S 工资水平领先者:(pay leaders); }& M5 ~- _9 @ Z( \ 现行工资率:(going rate) 5 g; y9 _% H* Y工资水平居后者:(pay followers)' i" m0 h" e- {) G `: C3 O; p4 e 劳动力市场:(labor market)- l! w0 I2 _0 q$ F+ P 工作评价:(job evaluation) 2 s7 U- J7 z. {" T1 A排列法:(ranking method)9 {8 U$ t! Z" ]4 O* A5 T 分类法:(classification method)0 y( k. b- @2 u' j5 g9 }; I4 j+ t1 O% H- Z 因素比较法:(factor comparison method)5 `; b) O6 J5 H" g: `- N 评分法:(point method); e1 C9 {# L" i* x6 a9 G; O 海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) ; G/ z5 t" P; K4 c5 g8 V工作定价:(job pricing) % v3 y* K( o% {工资等级:(pay grade) , A3 S* v4 C8 K" x1 h# ~* T% l工资曲线:(wage curve) / K- n: ?8 c/ B$ l z: [工资幅度:(pay range)9 b3 h( B1 h5 ^2 i2 ^" t2 b0 { Y 12. 福利和其它报酬问题/ \4 m" W% Q$ {/ }9 S4 D 福利(间接经济补偿)8 j# ~& {* j# r& Z( \8 R! z 员工股权计划:(employee stock ownership plan,ESOP) 0 D7 r7 ?0 w- \* w' D- [5 W) @, [值班津贴:(shift differential) ) L- R+ @8 {9 P2 O2 S奖金:(incentive compensation) , z7 w' Q2 |3 G$ ~7 K分红制:(profit sharing) & g1 x& o2 q0 S% m- R1 Z13. 安全与健康的工作环境 , ^" R2 P2 u2 J( T安全:(safety): A* j$ o4 F2 }* x1 [ 健康:(health) & @2 h4 |. m2 a& X# j; X' J {. ^# L频率:(frequency rate) + l) h2 L3 _6 I. t+ _紧张:(stress)6 Q4 o) s3 }) \ 角色冲突:(role conflict) 0 _% d( ] _' }1 y: m& m( D( h催眠法:(hypnosis). Q( `4 r" Z5 ]6 b 酗酒:(alcoholism)7 j8 w# l# y7 l/ N F 14. 员工和劳动关系 - p& D4 s5 q' F2 S2 n4 G工会:(union) % u P; \4 O6 D地方工会:(local union) 0 u$ O7 E- I- q9 ^; M6 U, }行业工会:(craft union); p5 g: y5 Y: C g 产业工会:(industrial union)( l/ u" i' W* r9 e$ c. o 全国工会:(national union)2 J8 O: e; A' @& l 谈判组:(bargaining union) G' G3 Q1 E U0 o5 C+ V* a劳资谈判:(collective bargaining)8 ~ \2 Q7 W- a. U5 D 仲裁:(arbitration) . a! O1 G$ X/ j6 ~- O! i罢工:(strike)# [; w' C7 d E 内部员工关系:(internal employee relations) % J/ ]! S3 ]9 B+ j* Z: z纪律:(discipline)0 F, |5 ^) ^3 Q: E9 l; K 纪律处分:(disciplinary action) $ a" u. K7 g* C4 N X申诉:(grievance) $ ?1 R8 I& A3 f: \: ?5 O8 }4 m7 W7 i降职:(demotion)& d1 X2 K. g2 {; \* M 调动:(transfer)' A$ L7 V+ T4 r 晋升:(promotion) 4 h6 h4 k" J# K6 F; d & v4 n* J t6 }' s"以人为本"的价值观 <human resources> People-first values * s0 i8 S1 _- w' `+ b$ kX理论 <human resources> Theory X9 [% o, b% L) k5 W) h8 K4 f' v% u Y理论 <human resources> Theory Y , n0 [% x7 A6 G! q$ q: h. ^1 `艾德加?施恩 <human resources> Edgar Schein( V3 U8 b' X; s' j 案例研究方法 <human resources> Case study method: |) |. A6 O/ P# X 罢工 <human resources> Strikes+ J+ h1 U0 y0 w1 i 班组 <human resources> Team or group8 D8 v' M$ Q. F2 o 保护圈 <human resources> Rings of defense 4 O" ?" ]- G7 g3 k0 _/ G- L& ~保险福利 <human resources> Insurance benefits 4 @# j" N o2 D! j! v报酬因素 <human resources> Compensable factor ; w# Q' c& Q' i* @# q9 M抱怨 <human resources> Grievance/ \1 R7 p( H% ^- @0 P( m/ u* E- M; ?' m 抱怨程序 <human resources> Grievance procedure 2 e9 @' `; ?. n [比率分析 <human resources> Ratio analysis & O& _* p. o" J( q* O5 [6 J闭厂 <human resources> Lockout5 h3 ?/ P" s" Z1 y) ` 标准工时工资 <human resources> Standard hour plan { p2 C9 b& s$ x5 D8 W$ p 病假 <human resources> Sick leave, t/ U2 N2 Y9 F& Y; ^ 补充报酬福利 <human resources> Supplement pay benefits1 V3 M* u: O& G$ i* t+ [& h 补充失业福利 <human resources> Supplemental unemployment benefits , `- J& E h9 ]. ?8 g! ^不安全环境 <human resources> Unsafe conditions 0 F3 H$ H' j: g4 C- e" _不安全行为 <human resources> Unsafe acts9 h( r, z* Q" X- R( V* ?5 Y 不服从 <human resources> Insubordination/ K5 x' G* H0 N# x/ c6 G" \ 不正当劳工活动罢工 <human resources> Unfair labor practice strike : `& w$ ]) l4 `, G# s, x参与式激励计划 <human resources> Attendance incentive plan, k) C0 J$ r5 H) }7 e 尝试阶段 <human resources> Trial sub stage! `- K: D: ~ Z2 e8 L" ^, ?; Y: [ 敞开门户 <human resources> Open-door 9 q( }& \; u. _+ J" d3 i! |成长阶段 <human resources> Growth stage7 J% t' z' w x! p 程序化教学 <human resources> Programmed learning 3 {5 @# t( G* {) h- h- A$ l初级董事会 <human resources> Junior board" b: a- v2 S: | 储蓄计划 <human resources> Savings plan: N( a8 @2 b t. b 传讯 <human resources> Citations - h! p( P0 z. c/ x; c! s戴维斯―佩根法案 <human resources> Davis-Bacon Act (DBA)4 u! N0 B, G/ y0 V. [* C0 x1 L. t, F 担保公司 <human resources> Guarantee corporation ) Q2 n0 M3 s2 E& y( q弹性福利计划 <human resources> Flexible benefits programs 9 T [3 G1 r& j; A弹性工作地点 <human resources> Flex place 8 @9 t" S, B! F0 d' d! ?5 d( N6 a弹性工作时间 <human resources> Flextime 8 }/ E" [& L3 y: ]等级 <human resources> Grades 9 E' K4 R3 M" H. |$ g9 i等级说明书 <human resources> Grade description 5 j% U1 V5 N5 Y9 D( x, r0 X7 k8 A% A地方劳动力市场 <human resources> Local market conditions, y4 `- f6 _3 `' e 第三方介入 <human resources> Third-party involvement }8 r; H# u) d9 ?9 s 调查 <human resources> Fact-finder " [; ?. u. ]+ `- L. u$ f: A& p调查反馈 <human resources> Survey feedback 9 g) P7 y6 S$ N( X" S& K调解 <human resources> Mediation8 O1 Q2 a6 c X; c 方格训练 <human resources> Grid training3 @9 X# f W/ E& n. Z( a/ Z 非定向面试 <human resources> Nondirective interview$ ~% r" e; o1 c" ?! A 非法谈判项目 <human resources> Illegal bargaining . H* h+ Y5 e) Y5 f' f5 ^5 N; n弗雷德里克?泰罗 <human resources> Frederick Taylor - s/ [* n; e) S i5 r7 {福利 <human resources> Benefits& C7 |# C2 A& p2 @ 高龄给付 <human resources> Golden offerings 4 t3 }8 W" q! _个人偏见 <human resources> Bias# R% a' _2 R% g2 ?# F- \: N 个人退休账户 <human resources> Individual retirement account (IRA) ( F# Q8 E3 v0 v工厂关闭法 <human resources> Plant Closing law1 l$ s; C9 r5 C- q6 q 工资等级 <human resources> Pay grade % ]$ r9 f6 O H9 }. ]工资率系列 <human resources> Rate ranges& J N7 M/ ?& i; O6 S) V: O 工资曲线 <human resources> Wage carve/ v. N' C* ` H$ F% H 工作分析 <human resources> Job analysis * q U1 @4 N! ~6 j9 l! O$ F4 p7 @工作分组 <human resources> Job sharing3 W# f* I* v" B 工作公告 <human resources> Job posting# ?4 _ V+ f+ w, p( D 工作绩效分析 <human resources> Performance analysis* {; V1 n M8 E2 e0 [8 Y 工作绩效评价面谈 <human resources> Performance Appraisal interview % \ _8 j- Q2 e- c7 |* x. [3 k, \工作轮换 <human resources> Job rotation! p& D/ [/ S% B+ S& W& G2 x6 [ 工作描述 <human resources> Job description + }) \: G! z6 T工作申请表 <human resources> Application forms " ?; B7 O& W3 V% m; ^工作说明书 <human resources> Job specifications ! ?; r! E: W, Y. k& f/ k工作替换/临时解雇程序 <human resources> Bumping/layoff procedures 0 H2 A2 g7 O+ P工作样本 <human resources> Work samples; S5 w, ]0 D$ J 工作样本技术 <human resources> Work sampling technique " E& x3 ? k; T; L1 x工作指导培训 <human resources> Job instruction training (JIT) v4 P# p# Z- s$ u7 v# J公平工资法 <human resources> Equal Pay Act + F$ J9 z2 G! ?: s' W7 D, c公平劳动标准法案 <human resources> Fair Labor Standards Act; M$ F" ~3 T4 _) u 公平日工作 <human resources> Fair day's work) i9 F# j) r( ~3 u8 @ 功能性工作分析法 <human resources> Functional job analysis3 M9 B: Z1 f& k" o/ k 股票期权 <human resources> Stock option4 G7 F" s p0 ?! G 固定福利 <human resources> Defined benefit + |( W- w2 v- L& T9 q8 m( |3 r固定缴款 <human resources> Defined contribution( v" N& n* e8 ~: ^ 雇员参与计划 <human resources> Worker involvement% N% O- g* U+ y- P) I, N 雇员持股计划 <human resources> Employee stock ownership plan (ESOP) 8 c+ J. k! t% M4 {雇员服务福利 <human resources> Employee services benefits- [) w6 o( N- n/ Y) R 雇员福利 <human resources> Worker's benefits5 O8 T" y5 A9 f1 w, c2 x 雇员上岗引导 <human resources> Employee orientation! z7 G: L% e* M D( d 雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act (ERISA) # j% ~3 Y/ F6 B& l# q& q9 ^( X关键事件法 <human resources> Critical incident method 2 w/ g% V! Y* i- P$ z: ~管理方格训练 <human resources> Management grid 6 E' I3 k% \8 e: k管理过程 <human resources> Management process% e: X3 h$ p/ Q7 _( Z/ L1 Z 管理竞赛 <human resources> Management game7 W1 }1 ?) \; b' z 管理评价中心 <human resources> Management assessment center 0 v9 i& o* d% \: V- t5 n4 H( X( ~( j7 h归类（或分级）法 <human resources> Classification (or grading) method: B+ D2 F1 v2 M1 O 耗竭 <human resources> Burnout8 p! |% |% _( g& f1 k0 @' g 候选人次序错误 <human resources> Candidate-order error \ u N% ^" T 怀孕歧视法案 <human resources> Pregnancy discrimination act # S4 s& s( t5 M) U8 }+ n1 [基准职位 <human resources> Benchmark job, T5 M: Q4 \) q- c 绩效工资 <human resources> Merit pay 0 B) `+ L% [7 m/ u. ]) g" O) j绩效加薪 <human resources> Merit raise5 d$ S- [! h% u$ n$ v 绩效评价标准不清 <human resources> Unclear performance standards: F- ? i# f9 J1 V 激励计划 <human resources> Incentive plan; P+ P( C9 e' q. L, w+ q 集体谈判 <human resources> Collective bargaining ; H( z- Y1 u" f; |% ? K, M计件 <human resources> Piecework2 L* k+ v w5 }# p- W 计算机化预测 <human resources> Computerized forecast + n: n: P6 G. T6 t$ h纪律 <human resources> Discipline, h5 w+ `! ?! d1 D- v+ ~ 健康维持组织 <human resources> Health maintenance organization (HMO) , G/ O% B( n9 p: W7 `/ B0 F! A+ L僵持 <human resources> Impasse & ? \# d$ x& [) \讲出来！ <human resources> Speak up! $ \8 c& W* ^) } 交替排序法 <human resources> Alternation ranking method- ?" B& U$ {9 t 角色扮演 <human resources> Role playing5 G! I+ ]+ E& ?; M) R7 m 接班计划 <human resources> Succession planning- `* t8 p: @. B2 @9 H4 j) Z3 s 结构化面试 <human resources> Structured interview * T' f$ G' U. e2 M解雇；开除 <human resources> Dismissal/ I6 ^" t5 Q, f9 G3 _7 Q 解雇；终止 <human resources> Termination 0 |5 |5 D' h0 Z; N0 E+ ~经济罢工 <human resources> Economic strike 3 }( ^7 k/ S' `: E# r. i: f精简 <human resources> Downsizing" E7 g& _- i+ u' k2 Z 居中趋势 <human resources> Central tendency 7 U' W7 d* l/ P科学管理 <human resources> Scientific management & H7 H7 Y6 P$ T9 g可比价值 <human resources> Comparable worth * ~. m& Q9 i$ a可变报酬 <human resources> Variable compensation 8 ?6 d% V7 {5 K劳工部工作分析法 <human resources> Department of Labor job analysis3 K: @2 X) F ]9 ` 类 <human resources> Classes( s: J# @% ?; r2 g 离职金 <human resources> Severance pay2 N& Q: E6 _! b1 H& F: e 离职面谈 <human resources> Exit interviews 5 [8 `9 j5 A- R7 S利润分享计划 <human resources> Profit-sharing plan , z8 r" I U0 { N; q联合抵制 <human resources> Boycott ' T- j" S$ Y- \% `+ g5 P# n临时解雇 <human resources> Layoff 0 t* m8 R7 W: M' s0 U临时性工作分担 <human resources> Work sharing 5 M ~: X p9 L7 A+ _* O领导者匹配训练 <human resources> Leader attach training& _# e8 q% S4 f 每周4天工作制 <human resources> Four-day workweek1 w' v: Q9 C3 U: _ 民权法 <human resources> Civil Rights Act " X* U! N- F0 y# `0 T敏感性训练 <human resources> Sensitivity training & j. }/ F5 l' V2 m' ~+ j( u目标管理法 <human resources> Management by objectives (MBO) 7 K- g, O4 n% l* Z 内容效度 <human resources> Content validity5 C0 l$ U1 ^5 w/ c/ v% c4 C 年终分红 <human resources> Annual bonus 7 K+ \% V8 ~6 O, w% ~* l H9 y# g排序法 <human resources> Ranking method" _7 g6 W5 q3 p* A" z/ \. v 培训 <human resources> Training 6 m& k$ U( ?* V1 I! [" f配对比较法 <human resources> Paired comparison method" |+ w- q4 r. {: W) D, l 偏紧/偏松 <human resources> Strictness/leniency - e% O7 Y4 Q1 `评价面试 <human resources> Appraisal interview ! {9 }! j, R- n期望图表 <human resources> Expectancy chart, M/ p1 |! Y- j N 企业内部开发中心 <human resources> In-house development center# G1 w6 g! ~3 B" t, a8 f. ^2 y# c 强制分布法 <human resources> Forced distribution method 6 p8 q8 S/ B. i) U$ ~* e, D强制谈判项目 <human resources> Mandatory bargaining. P# }* U6 P7 g8 e# b" [ 情境面试 <human resources> Situational interview 3 t8 x3 W1 j; d; }( u0 ~% S% R趋势分析 <human resources> Trend analysis ! s+ @- U3 i% d5 Y- ~7 E/ O2 f* v确立阶段 <human resources> Establishment stage9 J4 _* v. ~7 x, a- D 人际关系心理分析 <human resources> Transactional analysis (TA) ! O7 L7 C6 c# s4 g3 _5 m 人事（或人力资源）管理 <human resources> Personnel (or human resource) management; a6 G) u* i5 C8 V; P9 v$ e 人事调配图 <human resources> Personnel replacement charts; U3 O$ k5 T8 F5 [2 J. Y 任务分析 <human resources> Task analysis - R4 H4 F% B0 W: p$ N日常集体谈判 <human resources> Day-to-day-collective bargaining / v: B7 M3 W6 S: Z9 M& Z散点分析 <human resources> Scatter plot 7 Y; q. ~& k$ a$ {5 e社会保障 <human resources> Social security $ x0 u0 K2 A" b失业保险 <human resources> Unemployment insurance$ _5 y7 x" n& G8 f$ q, ] 实验 <human resources> Experimentation/ B( m: A' Z' F" ^ 收益分享 <human resources> Gain sharing# s X- s+ n8 b ~8 l0 } 斯坎伦计划 <human resources> Scallion plan ; G) s$ H* \; u* x$ F3 f随意终止 <human resources> Termination at will3 u% c5 d! }4 G1 V, o3 o; @ 谈话；面谈 <human resources> Interviews* F% w3 q2 M2 j, j& G$ D$ ^ 探索阶段 <human resources> Exploration stage- `* X9 W7 ^8 t 特别保护权 <human resources> Vesting ) O0 m3 L/ d1 j0 G# Z6 J0 p, n1 G- [特殊的管理开发技术 <human resources> Special management development techniques ' @7 N6 d& i. V$ C特殊奖励 <human resources> Special awards $ B& b( ~# H1 @% Z% q5 \提前退休窗口 <human resources> Early retirement window9 y; O* @; c# y; X- s5 X; E2 t! O 同情罢工 <human resources> Sympathy strike & ` N) r: `- P: \ n* @* d: k图尺度评价法 <human resources> Graphic rating scale4 U/ q P) X2 u% m X9 q 团队建设 <human resources> Team building* ~2 g1 R9 f a8 P6 y4 ?8 i$ P 团体人寿保险 <human resources> Group life insurance / q, Z4 [$ d! \4 ?5 {$ u9 z团体退休金计划 <human resources> Group pension plan6 c6 Z$ J& g9 e) v0 o! d 退休 <human resources> Retirement 5 G c$ X2 H" M退休福利 <human resources> Retirement benefits$ V& r, w* E" k6 @ 退休金福利 <human resources> Pension benefits: v( \; T @, h: Q3 a5 k: w( q, Z 退休金计划 <human resources> Pension plans , L9 Y" }* ~' F% G- c- j退休前咨询 <human resources> Retirement counseling 9 m5 e; W* e6 c" R维持阶段 <human resources> Maintenance stage& w8 O9 G: V& _; t& h 维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman) y, E' \5 G7 S# [6 t8 Y 稳定阶段 <human resources> Stabilization sub stage # j6 j' F2 {7 @( @/ s' X% @! Y无保证终身解雇 <human resources> Lifetime employment without guarantees5 `& J: Q) S' ~) v8 N) h 系列化面试 <human resources> Serialized interview- X5 ^/ y: S8 O0 X5 }6 K# e, i 下降阶段 <human resources> Decline stage : E7 C4 h' H# _: I2 ^5 T现场工人日记/日志 <human resources> Participant diary/logs : {* w% n2 f8 z/ T( T+ |: J现实冲击 <human resources> Reality shock5 Z, g1 C; q/ r2 n' U! V 向外安置顾问 <human resources> Outplacement counseling! i6 Y- W1 ^4 A5 X1 A 小组面试 <human resources> Panel interview 7 _2 X/ `& G4 |3 T效标效度 <human resources> Criterion validity" M9 L0 O7 n1 U+ `/ g1 W5 A 效度 <human resources> Validity 2 a3 {/ M1 T: @5 h新雇员培训或模拟 <human resources> Vestibule or simulated training* c0 y# o7 s: f; @; @' q! b0 u2 J 薪资调查 <human resources> Salary surveys, G# s( J( r$ r- B( U& k5 ~ 信度 <human resources> Reliability l8 y9 D }3 F1 V B, C 行动学习 <human resources> Action learning8 ]; B9 x8 B" y/ J7 t 行为锚定等级评价法 <human resources> Behaviorally anchored rating scale (bars) . F& R6 c t0 w/ x8 R/ n* U0 O行为模拟 <human resources> Behavior modeling : c2 W% y/ L4 i5 H. D压力面试 <human resources> Stress interview ! b6 z5 @- L& u( b4 ~: f延期利润分享计划 <human resources> Deferred profit-sharing plan ' W j' d( c8 s& R一般经济状况 <human resources> General economic conditions : `# F; G- ^, G$ l6 t: K1 @以价值观为基础的雇佣 <human resources> value-based hiring 4 [% ~3 {9 E4 t8 v, T; W; E0 w意见调查 <human resources> Opinion survey% ~$ ^. Y$ W4 r' L- G( b 隐含职权 <human resources> Implied authority! S3 V; f; V3 N+ a( q" {* o 有保障的计件工资制 <human resources> Guaranteed piecework plan6 T6 M3 [+ D$ u4 L* Q3 V. s 有保证的公平对待 <human resources> Guaranteed fair treatment% V1 `8 U$ t; R0 U 约翰?霍兰德 <human resources> John Holland% x8 e& K) y" Q3 X 越级谈话 <human resources> Skip-level interview . Z) a, n8 c+ z. F; z M$ O) G3 J晕轮效应 <human resources> Halo effect% w( l! r1 U' V2 X) _ 在职培训 <human resources> On-the-job training (OJT) 6 D* O8 J, ?$ A" l 战略规划 <human resources> Strategic plan7 h. L# X0 b% N! _$ r 真诚的谈判 <human resources> Good faith bargaining ! u/ m0 n' _5 e" X7 K& l; j6 U8 l政策 <human resources> Point method/Policies , `9 ?6 ]3 K3 ^直接计件制 <human resources> Straight piecework$ \7 V" p, X/ ?. X+ U$ L 直线管理者 <human resources> Line manager* l3 o5 g$ Q+ A( D4 X 职能（服务）功能 <human resources> Staff (service) function% g* Y' R4 |' Y8 q 职能控制 <human resources> Functional control ' L) k( U4 Y/ a9 }/ l职权 <human resources> Authority* ?0 Z0 S6 p2 B; ] 职位调配卡 <human resources> Position replacement cards8 k+ b2 J( C! b! P# x7 T$ X 职位分析问卷 <human resources> Position Analysis Questionnaire (PAQ) 6 W. F8 A5 P0 L2 o0 b. k/ B职位评价 <human resources> Job evaluation) ^6 u2 r7 |0 w/ Z' |% X5 q 职业安全与健康法案 <human resources> Occupational Safety and Health Act3 b& s! s Q! d' l 职业安全与健康管理局 <human resources> Occupational Safety and Health Administration (OSHA) ( J [6 w. ?7 E4 p- v+ c职业规划与职业发展 <human resources> Career planning and development0 {9 }% k1 d4 K4 X( a9 i 职业技能 <human resources> Occupational skills+ d6 R% v0 S5 f3 ]8 {/ Z6 u/ V 职业锚 <human resources> Career anchors7 l: R0 @6 \* d 职业市场状况 <human resources> Occupational market conditions: m/ b$ |; N( a" x: [; V5 _9 ] 职业性向 <human resources> Occupational orientation6 `+ @8 M4 }+ P5 R; t 职业周期 <human resources> Career cycle 1 Q0 R# q( G; `8 S/ T职员报酬 <human resources> Employee compensation: z, M0 o' j2 J, `5 ^' w7 `) ? 质量圈 <human resources> Quality circle / n+ R# i( p" k) S: ]: G* U: ?9 `中期职业危机阶段 <human resources> Mid career crisis sub stage , T+ d" Y" x3 y5 c$ l' N c仲裁 <human resources> Arbitration5 U4 K. N0 J# e8 D1 U$ u& n) k 资本积累方案 <human resources> Capital accumulation program 5 T# V O: i. I5 J% Q资格数据库 <human resources> Qualifications inventories 5 X4 u5 K& f' r# C6 j$ E' x资质 <human resources> Aptitudes( ]+ _' y/ r; F5 \$ N! n 自我实现 <human resources> Self-actualization8 Y) I, ` q5 u8 V 自我指导工作小组 <human resources> Self directed teams1 S6 {9 T( g* ] 自愿减少工资方案 <human resources> Voluntary pay cut" }) K) u( c# E' D 自愿减少时间 <human resources> Voluntary time off . z- ?. q# d' a9 o% g3 p( U自愿谈判项目 <human resources> Voluntary bargaining; i8 q7 T8 l$ A3 ] 组织发展 <human resources> Organization development(OD) 5 X, @1 s+ u( o+ `) m组织体系Ⅰ <human resources> System I 7 U& y, x6 K- B% c组织体系Ⅳ <human resources> System Ⅳ
作者: 隔岸观火    时间: 2008-10-19 22:50
标题: 回复：HR常用英语词汇
很全面的英语词汇，谢谢您的分享
作者: 阳光婧婧    时间: 2008-10-19 22:55
标题: 回复：HR常用英语词汇
恩，不错:)
作者: leialllen    时间: 2008-10-20 11:34
标题: 回复：HR常用英语词汇
:D 谢谢谢谢
作者: 小倩594    时间: 2008-10-20 14:15
标题: 回复：HR常用英语词汇
挺好，谢谢分享！
作者: jhzhuzy    时间: 2008-10-20 18:02
标题: 回复：HR常用英语词汇
收藏，谢谢
作者: haidong911    时间: 2008-10-21 10:22
标题: 回复：HR常用英语词汇
谢谢您的分享!很好
作者: 慧慧仔    时间: 2008-10-21 12:07
标题: 回复：HR常用英语词汇
哇，经典，谢谢！
作者: 天天各自忙    时间: 2008-10-21 15:34
标题: 回复: HR常用英语词汇
谢谢分享，好
作者: zzdlhr    时间: 2008-10-24 17:23
标题: 回复：HR常用英语词汇
不错，谢谢分享！:)
作者: 淡入淡出    时间: 2012-7-25 08:29
挺好的



欢迎光临 中人网 (http://bbs.chinahrd.net/) Powered by Discuz! X2.5