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Action learning:行动学习 3 g+ S( [. Y/ T% I5 R4 p: x% l2 t
Alternation ranking method:交替排序法
1 y7 ~ F" E, d: f# bAnnual bonus:年终分红
. }5 Y, X B4 U1 ~& c" x* QApplication forms:工作申请表
- {# L! g1 o B f1 P" R" C6 c7 U
c: | N/ q* S9 |Appraisal interview:评价面试
5 g) e; j7 M3 M( g( s! vAptitudes:资质 $ m: O$ c' S! j
Arbitration:仲裁 2 }2 f3 e' _! j& f7 s2 R' \
Attendance incentive plan:参与式激励计划
, V& e2 e/ K+ @3 C; RAuthority:职权 9 |; [/ U5 m8 t1 }' E& R! N6 E I# a/ \
9 i5 M w# ` V4 T2 i! J+ b# l9 i
B
% M* J7 a* C1 V1 ^2 ^3 @4 o# b. a" w8 PBehavior modeling:行为模拟
& f* v8 a0 ^. ~1 p- p7 y- T7 W. sBehaviorally anchored rating scale (bars):行为锚定等级评价法 S5 N$ J4 W# i' U! n8 V: V2 w
Benchmark job:基准职位 ' D \( Q" T: R, q- ~' u$ q* {
Benefits:福利
: {. a6 u5 M$ ABias:个人偏见
. Z9 p" I" Z7 y( h( R+ M( R: uBoycott:联合抵制$ [& L- k! A, n5 m- `0 v
Bumping/layoff procedures:工作替换/临时解雇程序2 H, q3 l* Q5 e$ f2 O6 U
Burnout:耗竭 : n3 f; F2 q' z0 n$ b% t
+ Z$ m* C# A( lC 1 v1 ?6 A8 I; n8 e
Candidate-order error:候选人次序错误
# ^8 E2 m$ o, D3 t5 [, m% bCapital accumulation program:资本积累方案) y! ?. [. ?( a r5 O9 ~
Career anchors:职业锚 ' S }- G$ C$ E0 e1 x
Career cycle:职业周期 * v& I6 X% F! J' |
Career planning and development:职业规划与职业发展
& n* Q7 @/ I9 W' B( D m& I% U1 A2 b& qCase study method:案例研究方法
, q& e# f. F: tCentral tendency:居中趋势
8 t8 w/ W L# B; }) v( bCitations:传讯 ; s' a$ ^4 M+ [/ k
Civil Rights Act:民权法* v3 \7 s* K- x, _, n8 w. V: m
Classes:类 7 S2 B2 N* Q# L9 ^" ]; N: v% J
Classification (or grading) method:归类（或分级）法 ) M& t' U4 Z# r, ~& p# k, ^
Collective bargaining:集体谈判 2 n9 e4 b: s. @1 F0 E
Comparable worth:可比价值 7 U+ b9 W8 h) W/ e/ S, T
Compensable factor:报酬因素 N. T( s6 O @$ W0 _" V
Computerized forecast:计算机化预测 ! S% V0 f$ `* L4 x H
Content validity:内容效度 4 D2 [8 S8 V/ x h4 X, T) p
Criterion validity:效标效度
, o! h* R0 S4 W$ x6 ACritical incident method:关键事件法
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% s# i. Q" ?% m- K0 }, E: J" l) \Davis-Bacon Act (DBA):戴维斯—佩根法案
# N3 f B3 x0 N9 m+ G9 D& }- T- O& q( D2 h" x4 h8 e! @& K L$ U+ f& o
Day-to-day-collective bargaining:日常集体谈判
7 U# b+ p/ l: v$ k5 H* }; O- V7 n2 ~; A- ~% v, N& _: p0 x
Decline stage:下降阶段
6 H# r) v. P( z1 T! {Deferred profit-sharing plan:延期利润分享计划 : V" i9 L( D. O& p
Defined benefit:固定福利 0 S8 a2 } X" N3 X0 _2 b
Defined contribution:固定缴款
1 v- e! Y' [" H& N1 u9 R5 S4 M, SDepartment of Labor job analysis:劳工部工作分析法
6 D8 u, n8 |# x4 {8 a, \5 P" }Discipline:纪律
* j+ i( v' s8 h8 p9 p. T. z% QDismissal:解雇；开除5 Y. d" y$ Y0 _' V) Y' h7 q+ i
Downsizing:精简
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; v1 G6 U( y" V3 w8 b" ?Early retirement window:提前退休窗口
1 k" l6 b. Z$ s! Z$ v8 s, yEconomic strike:经济罢工
( V ]! P6 q/ r+ n2 yEdgar Schein:艾德加·施恩. e1 ^0 f# {% A7 S! r3 |
Employee compensation:职员报酬 ' z! Q9 y3 c5 A+ ^# I- H- P
Employee orientation:雇员上岗引导
# ]3 J5 i3 v5 G; K1 M0 _4 i+ HEmployee Retirement Income Security Act (ERISA) :雇员退休收入保障法案 Employee services benefits:雇员服务福利
4 V R7 A4 s+ c+ y7 J1 {, B+ rEmployee stock ownership plan (ESOP) :雇员持股计划
# I% n$ f) X! @8 t/ v! sEqual Pay Act:公平工资法
, _9 ?3 |0 y: _% w0 P% d1 V. vEstablishment stage:确立阶段
: K, K5 V( b% s! g6 @! ~" W8 b; \% P9 [Exit interviews:离职面谈
2 R) U% z! J% I- BExpectancy chart:期望图表
2 V: N/ q, |+ U& xExperimentation:实验
; {+ S7 w+ D: b6 U( P7 nExploration stage:探索阶段
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Fact-finder:调查 8 O' B+ Q4 M5 N+ n# `
Fair day's work:公平日工作
' n' l& f, w" D6 {7 tFair Labor Standards Act:公平劳动标准法案 % F7 |6 {4 c" k
Flexible benefits programs:弹性福利计划 1 {# U; C- i% a3 R
Flex place:弹性工作地点 ; a# g T% m! s& j' d
Flextime:弹性工作时间 " w" P" U" W9 f3 |- x$ {! X0 M
Forced distribution method:强制分布法 ) d" E8 D, _! Y
Four-day workweek:每周4天工作制 1 k/ D: |. Y! p) w* r
Frederick Taylor:弗雷德里克·泰罗 7 B, K8 D: W5 D6 s9 {: V
Functional control:职能控制/ A0 s! T* V' l1 X$ g
Functional job analysis:功能性工作分析法
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General economic conditions:一般经济状况 2 x2 E. s/ F u Y8 }0 v
Golden offerings:高龄给付 h7 r: e; q6 Z$ g8 v
Good faith bargaining:真诚的谈判 2 T& ~& p( L% v; I, t
Grade de***ion:等级说明书
" C Z' V6 V4 y, `* vGrades:等级
/ O! O' T! |8 |1 V; W. fGraphic rating scale:图尺度评价法
* y/ {2 @6 K8 x/ pGrid training:方格训练 ; n9 o. w* _& h* v* G+ ~7 @, E
Grievance:抱怨 ! g N9 q3 `4 \
Grievance procedure:抱怨程序 ) K7 V# e) z% c: g0 ^
Group life insurance:团体人寿保险
; r1 T) ]7 `$ C0 t! A1 c+ ]/ GGroup pension plan:团体退休金计划 % |3 k( R! g; c9 |6 t7 i2 J1 ^" p
Growth stage:成长阶段" d3 b0 z( [0 I2 d6 \
Guarantee corporation:担保公司
" H1 L* r H; c4 h) f9 ]! nGuaranteed fair treatment:有保证的公平对待
* j. m5 s! i' C* O$ E, KGuaranteed piecework plan:有保障的计件工资制
( A$ q' K6 K/ s0 [Gain sharing:收益分享 8 u! K& [4 I% z4 y O( D; t) \# G
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Halo effect:晕轮效应 3 h9 @5 Q2 X$ w$ C/ F, b
Health maintenance organization (HMO) :健康维持组织 $ b% S% W4 S+ }# C
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Illegal bargaining:非法谈判项目
- M p; {6 l9 p$ ^- w' PImpasse:僵持 - y* F! Z) ^1 @7 A
Implied authority:隐含职权
5 L% M4 i1 ^/ k' g1 c5 uIncentive plan:激励计划% r0 w; k9 I( U& N6 f$ e e6 a
Individual retirement account (IRA) :个人退休账户
) {) ?# F) k9 u- n! |In-house development center:企业内部开发中心
J7 O* v, ?; L/ A; {1 C* O& ^* nInsubordination:不服从
. ~- U% k& W; a- `/ xInsurance benefits:保险福利0 I$ z* y+ o% o+ L
Interviews:谈话；面谈 ; f/ P& I$ W; U s
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Job analysis:工作分析
: y, ]; y6 u# n7 ~Job de***ion:工作描述
9 v- P. t9 p( wJob evaluation:职位评价 s# s9 ~' O8 m! l8 n3 Z
Job instruction training (JIT) :工作指导培训
; s! b, z+ w8 a5 ^ _/ F- \9 ^Job posting:工作公告' Q u+ g5 l- {- c0 \' _
Job rotation:工作轮换
! H+ g) H# _+ e0 TJob sharing:工作分组
6 w O% T, j$ H4 [; zJob specifications:工作说明书 * _6 j( H1 o4 m( v& @ E; d& t
John Holland:约翰·霍兰德
1 z2 F! O5 ~. h' gJunior board:初级董事会
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Layoff:临时解雇
8 u U+ |% r7 `6 t+ ALeader attach training:领导者匹配训练
" z9 O$ K/ |2 C% O6 xLifetime employment without guarantees:无保证终身解雇
( H: `' v! q, Z1 r3 gLine manager:直线管理者
# B, _5 O) l' I+ R% XLocal market conditions:地方劳动力市场
. l- n+ n' m$ {9 X) M- l, l) l, oLockout:闭厂
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M
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Maintenance stage:维持阶段
# ~2 l4 [0 `! i& q& XManagement assessment center:管理评价中心 ' ^( I" i2 j3 w5 ^2 R
Management by objectives (MBO) :目标管理法
8 b4 b* M7 P% }7 X5 xManagement game:管理竞赛 6 `4 g& x! `( P) }
Management grid:管理方格训练# s0 Y4 v9 o; p% u; s f2 r' {& L
Management process:管理过程
7 e6 f0 U( k* UMandatory bargaining:强制谈判项目 2 D$ o0 {! e8 \( X
Mediation:调解
# _6 Y. L, r5 ^. X5 uMerit pay:绩效工资" @& w* K5 U4 O( f8 p7 }7 `
Merit raise:绩效加薪 # P/ K" b# o+ Y6 B9 M8 S* I7 e- z. j
Mid career crisis sub stage:中期职业危机阶段 - `- @: i- G3 {; A* I8 e
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8 W% x6 z1 {3 } }Nondirective interview:非定向面试 # M( t7 m/ F- B0 k W7 H) X
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Occupational market conditions:职业市场状况 9 r" d7 j3 y3 L8 W1 K
Occupational orientation:职业性向
5 V Z- W$ ?! e9 P9 {8 Z+ @Occupational Safety and Health Act:职业安全与健康法案 7 J/ s0 Z9 c( c/ m# |2 q8 l
Occupational Safety and Health Administration (OSHA) :职业安全与健康管理局 - d7 ~0 x2 @) w& u1 x0 d- |
Occupational skills:职业技能 On-the-job training (OJT) :在职培训
5 n" E# `& l( K. u9 O2 NOpen-door:敞开门户5 S# l; b( i5 F$ s' q
Opinion survey:意见调查
9 Q- @; a* d* J# ~1 XOrganization development(OD) :组织发展 8 b. K2 S+ P5 m5 z9 G4 z; g2 B
Outplacement counseling:向外安置顾问2 z# s1 b( ]$ }8 I# S
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Paired comparison method:配对比较法& R4 l3 b# C) X& z. o3 Y6 E( W
Panel interview:小组面试+ M& F3 b2 O2 V) D( B1 @
Participant diary/logs:现场工人日记/日志 / e# z& O \$ j: u$ i" p) q
Pay grade:工资等级 5 S5 _& N3 X2 p: g- K1 c$ L
Pension benefits:退休金福利
% g5 p1 X. m8 CPension plans:退休金计划 9 s0 w9 b u M6 A. q# F
People-first values:"以人为本"的价值观
; V; z$ w9 R" N/ r" [Performance analysis:工作绩效分析
5 P2 `. [$ f( w$ c( ^) |9 e. ZPerformance Appraisal interview:工作绩效评价面谈 ! d& \; }! R/ j
Personnel (or human resource) management:人事（或人力资源）管理
, j9 A" r" P' Q0 Q" UPersonnel replacement charts:人事调配图
# a/ K+ t, V1 _ F8 nPiecework:计件
4 \. M$ n: z4 d( m1 BPlant Closing law:工厂关闭法 1 P# _$ C5 z# c; P) }
Point method/
6 `& I4 M9 y- y/ T! @1 v6 c/ QPolicies:政策
. F) O0 ?- A; h2 ^: B9 C5 DPosition Analysis Questionnaire (PAQ) :职位分析问卷 4 R( L) |( V/ a) n3 W5 O: A) m5 j; k: ]
Position replacement cards:职位调配卡# i' h% B, D. c: X% w9 m, L( [
Pregnancy discrimination act:怀孕歧视法案
, B; Z" f; j) o9 s0 KProfit-sharing plan利润分享计划 3 g; F2 {. j3 T B
Programmed learning:程序化教学
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Qualifications inventories:资格数据库
. z* |0 G+ b* s' n$ TQuality circle:质量圈
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Ranking method:排序法
4 F( P# h6 F! b! P5 r* P& ?! C4 ORate ranges:工资率系列
- I; j8 b0 f# ^1 T( z$ pRatio analysis:比率分析 ! R b5 P% @* h0 Y8 e% O0 ?1 R
Reality shock:现实冲击 Reliability:信度 ' v0 q4 d0 a% n* B0 P: R
Retirement:退休 A' }. z& a6 D# q! Z7 u
Retirement benefits:退休福利 0 j& C2 s6 w# z. W5 \
Retirement counseling:退休前咨询
+ N! H8 F6 J7 O8 uRings of defense:保护圈
* t5 r' d7 H+ u* e* }Role playing:角色扮演
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Skip-level interview:越级谈话
) e6 `6 ^1 B$ V' j, xSocial security:社会保障 ~ s7 F3 A% y4 l: h$ G, n
Speak up! :讲出来！
4 J$ v; ~$ [) P9 @6 @2 c# o. XSpecial awards:特殊奖励& F% r& T2 F0 V h+ C! Y
Special management development techniques:特殊的管理开发技术
; d' |9 N8 P4 V; gStabilization sub stage:稳定阶段 , E1 p z! C! [/ O l0 y+ L9 d
Staff (service) function:职能（服务）功能
) r9 L/ H6 Q. I8 Z4 sStandard hour plan:标准工时工资 ) \& S f" s V& _
Stock option:股票期权 % [3 `' _0 A y4 Y* p- T
Straight piecework:直接计件制
! k+ N4 S; `' `% @ Y+ ?* U, v mStrategic plan:战略规划
$ s& Y$ f2 F$ zStress interview:压力面试
' m" d' x8 O5 C* m6 B Z4 @4 LStrictness/leniency:偏紧/偏松 ( N$ E" V! x/ c; r* K# ~. H
Strikes:罢工 8 @& Q# x0 Q! [( V9 ~( j/ m( Y
Structured interview:结构化面试 / m3 o% c7 |# ~9 _. s! x5 h Z3 p9 G
Succession planning:接班计划 0 G# E) j. @2 ]
Supplement pay benefits:补充报酬福利
4 U g. q. A/ @& k" |7 ~( uSupplemental unemployment benefits:补充失业福利
2 ^& t4 o7 o5 eSalary surveys:薪资调查 / [3 K" i' O9 v. z
Savings plan:储蓄计划 * r, ^0 h z, o4 z G
Scallion plan:斯坎伦计划 & @4 e+ s: G& b; t
Scatter plot:散点分析
7 j% |8 i3 L- }( fScientific management:科学管理# U Z; C: N6 c2 h! n
9 ?' A9 e# B0 m' D2 x3 ASelf directed teams:自我指导工作小组 ) u+ S! O- T$ r: ]" J( ~, `# w
Self-actualization:自我实现0 `1 @# Q/ M2 q) ]) A9 B
Sensitivity training:敏感性训练 % J0 I' z# s/ o+ ` h
Serialized interview:系列化面试
/ V( f* j# I1 {2 x! b4 q3 Q8 p( S# nSeverance pay:离职金
6 ^. ^9 I" ~% p4 ASick leave:病假
2 g- s4 w$ V& P$ _5 a) W8 G, K$ ZSituational interview:情境面试
) N) }# z8 a' x8 ]0 lSurvey feedback:调查反馈 " c# e0 |: U( F3 G8 ~) C5 K
Sympathy strike:同情罢工
/ | r' R D, aSystem Ⅳ组织体系Ⅳ ( V E0 Z! C+ P# x$ @( w: `
System I:组织体系Ⅰ
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Task analysis:任务分析 ) C# u; @6 y P z
Team building:团队建设 2 m3 `1 X& D/ X7 {; h
Team or group:班组
8 a3 r7 |5 A' `/ d/ [, ?5 v4 eTermination:解雇；终止
5 n$ g) P5 l* q4 j8 H2 CTermination at will:随意终止3 q- X) ^' i- m" y& a
Theory X:X理论 & o+ g$ F. w M1 R: [* W2 z
Theory Y:Y理论 2 o) @3 z: M( J
Third-party involvement:第三方介入
+ K9 ^& }- @( z6 {$ C8 u8 ATraining:培训
6 w- I) W( T+ T( q0 ?Transactional analysis (TA) :人际关系心理分析 7 ~* X$ b( m" _( B: x' a L
Trend analysis:趋势分析
4 m9 s1 V4 `. Z* GTrial sub stage:尝试阶段 9 L1 H g- f/ s+ R
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$ G. n" ?5 f; _7 C( nUnsafe conditions:不安全环境
! x8 a3 X- K1 _0 x' R4 oUnclear performance standards:绩效评价标准不清 " X& u: _8 w8 Y% u% A* A
Unemployment insurance:失业保险 ! W- d0 ^2 |: X/ `2 l% X! Y
Unfair labor practice strike:不正当劳工活动罢工 1 h4 N \" W! u# W
Unsafe acts:不安全行为/ U! Z: a& U. [5 H0 M
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# U+ [! D% g3 ?7 V4 {Validity:效度
- M* P$ f6 C" p6 qValue-based hiring:以价值观为基础的雇佣
8 |" g( C( R _' R7 u1 R4 JVroom-Yetton leadership trainman:维罗姆-耶顿领导能力训练
! z( S% [" o |2 m! h7 m* ]3 d1 aVariable compensation:可变报酬 4 Y) @ y' G! k7 S+ y
Vestibule or simulated training:新雇员培训或模拟
% R: y# u* V7 o1 F& z: O. PVesting:特别保护权5 t* a+ @- z3 ~2 |, H, A, `7 `
Voluntary bargaining:自愿谈判项目
! z1 D) O/ ?! L; D/ ]2 ~0 @% uVoluntary pay cut:自愿减少工资方案 + t9 T! f$ k$ m6 a5 t1 E8 o
Voluntary time off:自愿减少时间
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Wage carve:工资曲线
9 h% D7 U1 n1 T! EWork samples:工作样本
% A" f6 f+ c0 H& p! ?Work sampling technique:工作样本技术 ; H7 W" k2 ^4 r* ?
Work sharing:临时性工作分担 * L9 \ [+ T" \1 ?: c
Worker involvement:雇员参与计划 8 p: d4 Y$ o1 F' O* V4 j$ S; Y1 P
Worker's benefits:雇员福利0 }# L* _8 a( \7 A% V8 \, g5 R
: ]: L# ^% Y P
HR相关英文词汇
* Q$ B { v; X+ v1 r. H/ S
r& o7 d' @8 z4 w- W, I/ K" i+ C1. 人力资源管理:(Human Resource Management ,HRM)# Y% a0 L# b: L! Y1 ]
人力资源经理:( human resource manager)$ T3 B0 r$ r2 z6 {# [
高级管理人员:(executive)( Y( J* n0 c& z: q. {2 @7 K
职业:(profession)
3 I9 b9 X. V) C: A道德标准:(ethics)& r" q. {3 P- @; Z( X/ C
操作工:(operative employees)& K, E1 Z, w' t* p' k
专家:(specialist)
1 e1 R- y' p5 @7 {& N' F' A人力资源认证协会:(the Human Resource Certification Institute,HRCI)# q: G, g& B# n2 t. D' d) j/ `
+ E4 q3 i- L! K1 t% N2 f y
2. 外部环境:(external environment)
1 L4 }5 H$ B0 \内部环境:(internal environment). A1 x2 J2 R; B7 Y
政策:(policy)0 |2 _( [ h) [+ g, C: {" \
企业文化:(corporate culture)$ a( O; u K; v8 O
目标:(mission)( d+ [& t D) |1 |
股东:(shareholders)
! K9 m) T" U* o非正式组织:(informal organization) c1 W, }4 m- g5 x7 k4 s6 s
跨国公司:(multinational corporation,MNC), b' M3 f$ n% [" y; S' c5 E
管理多样性:(managing diversity)
3 x/ y3 ]& g6 \! @+ Q7 x/ W* j$ e- F
3. 工作:(job)
+ ?% w' C' C' Y" I! s职位:(posting), P4 V- \. r+ Z; |. J7 U8 i, K) h
工作分析:(job analysis): x1 o5 }1 N* c: V+ j
工作说明:(job description)9 v$ H, a3 G- ?4 w
工作规范:(job specification)
; f, [- H8 V0 L3 f2 M; p1 i工作分析计划表:(job analysis schedule,JAS)$ Q/ Z5 \6 k6 {; G: R& S
职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)
$ [8 _9 J7 C2 P- P- g p N, j c行政秘书:(executive secretary)
9 F; ?1 A3 [3 A; F地区服务经理助理:(assistant district service manager): X2 \$ `; g8 u0 b- f _$ G" D
" n1 P; Y6 ^# W9 s0 u4 b1 ^$ Q: E4. 人力资源计划:(Human Resource Planning,HRP)
) {- q' N+ [7 k- T战略规划:(strategic planning)
! _( ?* T! o( E2 S长期趋势:(long term trend)
1 E; g7 T% c W4 ~要求预测:(requirement forecast)
2 C5 ^ X( I. f供给预测:(availability forecast)
0 o- D1 |+ J- Q( |) Z9 s" u管理人力储备:(management inventory)
8 o/ v. E. W* x; O, O0 \* b裁减:(downsizing)9 p* Z% U: d! }; _- L9 d
人力资源信息系统:(Human Resource Information System,HRIS)
. C5 ^' H4 C9 W( s! l) w* z1 K" b% V) ~9 j( H0 }
5. 招聘:(recruitment)' P4 o0 W. v) V# a- h
员工申请表:(employee requisition)
; D7 B/ d; a7 C! Z) Q+ d招聘方法:(recruitment methods)
8 { ~1 i2 }% f' {) l( S( i内部提升:(Promotion From Within ,PFW)
R$ Z6 Z6 U2 `3 X1 P- `/ `工作公告:(job posting)$ ?1 R: J! O8 H5 U w" @! d$ r1 \8 i% m
广告:(advertising)
( V8 p( e5 J4 a: d% h! t职业介绍所:(employment agency)$ A' L9 j `. d; N
特殊事件:(special events)& M7 k- O7 [: h9 a, M( j
实习:(internship)! m# i ?* D, n+ {: h& `' x
& {" m0 [8 |1 r, b1 H6. 选择:(selection)) c: w' c/ ~, l+ k) E* }
选择率:(selection rate)9 `' O6 {1 f7 m. Y/ A; T
简历:(resume)
) \) W$ u4 z; d& h2 F
- e4 v+ c9 m7 s* x标准化:(standardization)1 B% x6 s4 E. G9 x* n. P
有效性:(validity)+ D8 X7 x( b/ B6 a" n9 T
客观性:(objectivity)
* |: V6 y9 Q9 K/ c5 w规范:(norm)
, U- A( y, n0 \: y8 A; I8 P Y2 W录用分数线:(cutoff score) : w$ j0 J) |8 `" I+ y$ D5 I
准确度:(aiming)4 w. l7 s3 s2 E o
业务知识测试:(job knowledge tests)
5 p$ K3 l/ ]6 g: @/ Y0 s+ E. y求职面试:(employment interview)
. A" z( f2 l. u2 N( m非结构化面试:(unstructured interview)
9 `0 B' }# D4 @, W) z结构化面试:(structured interview)
, Y) R2 \4 N4 y4 Y% I0 S0 b小组面试:(group interview)
- N+ Q# O0 g6 s/ k9 s3 i* c职业兴趣测试:(vocational interest tests)5 G! Q) y) P0 j6 V/ F
会议型面试:(board interview)
6 i+ h% j. G# I8 R& E5 V3 r8 j7. 组织变化与人力资源开发
2 W3 |5 b6 e) `) L& G' W9 @人力资源开发:(Human Resource Development,HRD)
! ?; T$ J% x8 Z* R! j, b培训:(training)
# [+ n% x; u6 w, T, p( k4 Q开发:(development), ]5 l& t. b: d5 {. \; b( U2 T
定位:(orientation)* n4 {4 h8 V0 W. s
训练:(coaching)
3 N, s4 e4 t( L9 ?8 d& V9 W8 k7 Y' K辅导:(mentoring)" E) v3 L& o# W3 O) [0 H$ r$ a
经营管理策略:(business games)
* {% b, f9 z9 f案例研究:(case study)& ~1 i1 k9 m/ X, T/ a
会议方法:(conference method)
1 |4 [5 t6 u- w/ j角色扮演:(role playing)
, O9 h7 Y5 G' R2 {: \9 B工作轮换:(job rotating)1 j, o4 I0 J) H6 u+ _2 |. t
在职培训:(on-the-job training ,OJT)' a; w/ d0 @, u4 [- }5 r; g
媒介:(media)' e( r, F5 E2 t* |$ E
8. 企业文化与组织发展) E/ G* u; R1 P7 e. y8 n4 ?
企业文化:(corporate culture)+ n0 M- c$ W& [
组织发展:(organization development,OD), _! v* Y# B e1 P$ F
调查反馈:(survey feedback)
% [% S" p" `# z& l质量圈:(quality circles)* {- O' u' d) J. q0 d+ |
目标管理:(management by objective,MBO)( V! O$ y _! g* U1 V }: ^9 v7 ~
全面质量管理:(Total Quality Management,TQM)/ B. `3 q3 ^1 M" m9 `. W3 T7 ?: Y( ^
团队建设:(team building)3 p& d+ R3 }% C+ h! Q
9. 职业计划与发展3 [+ P9 C6 ^9 C4 x1 X7 x" D
职业:(career)9 D& a+ _/ N6 I# m" L* ^
职业计划:(career planning)
% h4 z% p) S* ?' W职业道路:(career path)# K" I( v7 k F6 g/ v( p, b
职业发展:(career development)
3 D( Q' @) x+ F' ?+ X7 k! n自我评价:(self-assessment)
) m9 Z2 d" \, V7 ^* Z, i职业动机:(career anchors)
) c- ?/ w' U9 A* b9 t0 B10. 绩效评价+ x3 |2 f) [. m) j! o! j
绩效评价:(Performance Appraisal,PA)% A) K' v0 U$ Z; Z
小组评价:(group appraisal)
$ @( Y2 a9 M5 }/ v- j' l8 k0 b业绩评定表:(rating scales method)/ l0 w# y" c9 y1 B
关键事件法:(critical incident method)" n- g6 A, p7 L/ X6 {
排列法:(ranking method)
; U$ u9 r" l% c a2 d/ i- q& l平行比较法:(paired comparison)% G7 i( C) v$ ?- m8 e1 D
硬性分布法:(forced distribution method)
2 _5 t* c6 [. e# Z7 L& j晕圈错误:(halo error)
5 w7 C- _( d. u6 Q宽松:(leniency)6 Z0 t* \2 O" P- i/ X, ]$ E* c1 s7 V
严格:(strictness)% a C& F) X, i, V
3600反馈:(360-degree feedback)
" `' T: k6 X- i' Y$ Y4 m叙述法:(essay method)
% E) h& ?! y4 {' d集中趋势:(central tendency)
+ Z4 [; O3 J* l0 ~8 t4 a11. 报酬与福利3 B# l; B6 H: A h& ~' X
报酬:(compensation)
6 a6 q( Y- d+ ?# M直接经济报酬:(direct financial compensation)
* t9 a) m k* A% s1 b! k间接经济报酬:(indirect financial compensation)
1 R$ T7 M8 p$ A( Z/ X非经济报酬:(no financial compensation)* A7 \2 p$ @; b$ Z4 e: |2 G3 a' F+ W
公平:(equity)+ [/ s. ~+ H) Q, r1 O
外部公平:(external equity)
! K! S+ P) K& N, p: ~( ^' u内部公平:(internal equity)
& D; O* F0 X" r& V9 h$ D员工公平:(employee equity)! c g9 a5 x) v& y( [# g+ O
小组公平:(team equity)% L: @1 U" f& S& v; u8 V' z- L
工资水平领先者:(pay leaders)
0 F1 s4 H6 V' V9 J1 X' {7 q/ \现行工资率:(going rate)
" f) b- z0 }. _! }: o/ ^工资水平居后者:(pay followers)
/ n( q2 k3 E: e3 {1 `& l+ J劳动力市场:(labor market)
1 U9 i& k# G* [& N7 ~3 f; \/ H工作评价:(job evaluation)
9 v$ d% ~1 h7 w( G排列法:(ranking method)
' c. }/ K* u) C+ h. z O: }分类法:(classification method)
' y' s3 A0 G% W& Q因素比较法:(factor comparison method)5 H% L; C8 j4 ^! q( {0 W
评分法:(point method)
X. i4 Q R! e9 [, L海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)
i6 J# X5 Z$ w+ n( I工作定价:(job pricing)# W# w& x7 V- j. h6 @" u
工资等级:(pay grade), l2 k% d u4 N+ [: I. X. L- i# w
工资曲线:(wage curve)/ P( O k) p! s5 k" I' F: V% O
工资幅度:(pay range)
H+ C0 a/ @' `. \) d& ?12. 福利和其它报酬问题
0 _0 r! h5 d' f6 ~! ^福利(间接经济补偿)' f) r0 i# k+ `. C! ^
员工股权计划:(employee stock ownership plan,ESOP)
; K: x" e. d M+ a, b1 ^& @值班津贴:(shift differential)
1 g7 I9 g+ a( ` ]奖金:(incentive compensation)+ b! X5 }1 g- Q: i, r# i; z# D
分红制:(profit sharing)) r* U4 u9 z$ N4 F- y1 r
13. 安全与健康的工作环境1 N; y8 y4 Z2 t7 c
安全:(safety) }6 X! F( @: e6 y8 Z
健康:(health)) |* h# a K; T7 x
频率:(frequency rate)
J7 z. \$ k$ ^0 h3 \紧张:(stress)
B0 ]6 ~( s3 |- |& `. w- `/ [3 }$ \角色冲突:(role conflict)
& K$ F' n# E. X( ?3 p: D* e! ^; W催眠法:(hypnosis)& G& j+ h! a9 ]6 j% U7 K4 I) l
酗酒:(alcoholism)2 h* t8 C6 X1 p
14. 员工和劳动关系
z3 v9 o* W* \工会:(union)' ?$ ]7 P% u' k+ s3 k/ H, {
地方工会:(local union)
. R, h8 M. W( B+ y2 {% F i. X, ?行业工会:(craft union)4 H. z0 o' z/ l6 I( I3 h& e2 P
产业工会:(industrial union)
. D3 O0 G. A* d3 C+ I# d1 W全国工会:(national union)1 ^. D# K, x0 `% R
谈判组:(bargaining union)
2 i- Y( {# U( D# Z: H$ x1 k劳资谈判:(collective bargaining)
+ Z2 m- p/ M# ^仲裁:(arbitration)0 J) Q1 ], |/ [1 T
罢工:(strike)
# z, y' i: Q3 e: s0 h内部员工关系:(internal employee relations)
Z0 L% d6 P' L- h纪律:(discipline)4 K8 o, j/ J) a2 J- F! v8 U, U
纪律处分:(disciplinary action)
2 R, }- ~" S$ H0 k0 t申诉:(grievance)
( i# q- `( Z2 b8 _/ H! E( h降职:(demotion)
# ~+ |3 S+ P7 e调动:(transfer)0 [$ ]' m) @2 j
晋升:(promotion)( o4 v- p7 R3 V: a, f$ i
) J K8 H; w+ U; c+ o5 M"以人为本"的价值观 <human resources> People-first values
+ s9 Y! ^/ n1 s* z. p9 |X理论 <human resources> Theory X
* J' N0 I% Q& XY理论 <human resources> Theory Y
5 ` b$ E8 w- ?: c艾德加?施恩 <human resources> Edgar Schein
1 J4 V( c+ j6 W# x, T9 _案例研究方法 <human resources> Case study method
; X; w. \2 a }# m) h$ H3 B% s罢工 <human resources> Strikes
" F7 Z M/ s' {) Q8 }6 Y班组 <human resources> Team or group
3 f# c$ [6 X+ c2 m# h9 v保护圈 <human resources> Rings of defense# P- ?1 H9 ~- z# B: M H
保险福利 <human resources> Insurance benefits
$ ]8 f+ o. t/ L$ f: U; a& Y报酬因素 <human resources> Compensable factor, q& t9 O4 t' r g. G% K9 B
抱怨 <human resources> Grievance
. f) V% i) {9 `+ h抱怨程序 <human resources> Grievance procedure
, |# W: O6 b/ i" R4 _2 t: Y. k比率分析 <human resources> Ratio analysis
6 n( j* _. h6 O5 B闭厂 <human resources> Lockout: r$ C$ ~$ V; N: ^
标准工时工资 <human resources> Standard hour plan c1 ?$ i7 T( q. h2 Y+ C) d
病假 <human resources> Sick leave
" p% j# F- x) F3 A6 F补充报酬福利 <human resources> Supplement pay benefits9 o. Z: ^7 c! Y
补充失业福利 <human resources> Supplemental unemployment benefits
9 Y0 d% p" @6 U9 t: T不安全环境 <human resources> Unsafe conditions( l7 d! j' K* [7 y& |& m9 f: X* b( @
不安全行为 <human resources> Unsafe acts" D, m/ l7 L5 @2 I$ a
不服从 <human resources> Insubordination
" s' }* G8 Y' F' U6 z不正当劳工活动罢工 <human resources> Unfair labor practice strike. k5 n# x' @/ u0 x( y0 m2 _
参与式激励计划 <human resources> Attendance incentive plan+ C1 J3 p$ h* \
尝试阶段 <human resources> Trial sub stage! l+ s4 e& B2 y2 G7 P( E6 L
敞开门户 <human resources> Open-door& X z) g# j) O' E* z
成长阶段 <human resources> Growth stage; I, a7 J( ~& h3 ?: T6 F
程序化教学 <human resources> Programmed learning
" m& v/ ^4 l. D" P2 n" n# |初级董事会 <human resources> Junior board
9 R) C# M: q6 c% }* a/ ?储蓄计划 <human resources> Savings plan8 M: w4 E6 ?0 M& T- L
传讯 <human resources> Citations
0 L! w: P+ Z7 [4 N戴维斯―佩根法案 <human resources> Davis-Bacon Act (DBA)
! t0 P$ @' g; y7 a' `+ B1 P. Y' r: G担保公司 <human resources> Guarantee corporation: `4 v) A4 b4 v+ }) A, I
弹性福利计划 <human resources> Flexible benefits programs
- {: }. A% g0 b: _弹性工作地点 <human resources> Flex place" g( _) }1 |% S% K9 f' e
弹性工作时间 <human resources> Flextime6 ]9 i& T' i" Z$ L* y# b& v
等级 <human resources> Grades; D% }, g0 i) P5 U( T+ k% O
等级说明书 <human resources> Grade description
: O( \6 I$ r6 N地方劳动力市场 <human resources> Local market conditions& J2 |6 A: v7 \; p0 c
第三方介入 <human resources> Third-party involvement: f e4 N$ @% ^( D' _/ K
调查 <human resources> Fact-finder+ @( J. t- U" F6 ~
调查反馈 <human resources> Survey feedback
T3 U' O7 n0 ~调解 <human resources> Mediation! [' N1 h5 {; _5 f0 \% }& s; Y
方格训练 <human resources> Grid training; F' x5 c9 k {) n& U5 c! Z$ h
非定向面试 <human resources> Nondirective interview) V+ j( u& g; p
非法谈判项目 <human resources> Illegal bargaining
/ t4 t9 H; f7 r& I1 t) X弗雷德里克?泰罗 <human resources> Frederick Taylor
9 g: f3 ^ D2 u( ?- h2 s福利 <human resources> Benefits
8 i& U: a8 D. o; P高龄给付 <human resources> Golden offerings1 m" b6 i0 @8 v% h7 W4 D
个人偏见 <human resources> Bias/ N8 `$ ~( ]6 p6 T" H
个人退休账户 <human resources> Individual retirement account (IRA)
' `- [1 u! X5 W/ i工厂关闭法 <human resources> Plant Closing law8 ^. a9 T" l8 l; h s! R+ j
工资等级 <human resources> Pay grade
4 B; j' m# M. {/ c' n工资率系列 <human resources> Rate ranges
$ s1 U- r J4 \9 d- a工资曲线 <human resources> Wage carve, I' w6 C# L6 d" _4 m
工作分析 <human resources> Job analysis- Z+ Z8 W+ l( P: K
工作分组 <human resources> Job sharing
+ d% G: C* J( e( u/ z( B工作公告 <human resources> Job posting
5 r' O- O7 v( }) S- P1 ?& v工作绩效分析 <human resources> Performance analysis& x" p* Q9 L# U3 }
工作绩效评价面谈 <human resources> Performance Appraisal interview* O, D6 ^" |! U/ P! q5 Y2 O
工作轮换 <human resources> Job rotation0 l; i$ j) [% r1 T
工作描述 <human resources> Job description
- \' x) f/ \( C( g工作申请表 <human resources> Application forms# r. z3 F* k, s
工作说明书 <human resources> Job specifications
$ m+ `4 l0 ]5 s, Z) {( J4 ^工作替换/临时解雇程序 <human resources> Bumping/layoff procedures
0 G; ~) N) {* t/ n. c4 i, s0 w: t工作样本 <human resources> Work samples) T) z' o' l- f7 i* K/ |- _- J
工作样本技术 <human resources> Work sampling technique, w) o0 X; s7 L! {' P6 {% A
工作指导培训 <human resources> Job instruction training (JIT) 5 @+ Z$ Z1 f/ K. K) j6 X* k# ~
公平工资法 <human resources> Equal Pay Act
" \3 ~- j; F# r# O: |* ^公平劳动标准法案 <human resources> Fair Labor Standards Act
5 ~9 F& Z, A9 [. m/ d) }公平日工作 <human resources> Fair day's work3 a6 H8 ^: e4 M, @
功能性工作分析法 <human resources> Functional job analysis. |: H0 ]" N0 q7 X7 H4 A) g
股票期权 <human resources> Stock option( x: t2 l( x$ K1 s1 \! s6 F! G, `
固定福利 <human resources> Defined benefit
6 @+ Q/ o* h1 U j8 F/ S7 s0 u固定缴款 <human resources> Defined contribution
( o. g9 O% q1 i+ d0 o9 F0 g! x. ~2 {雇员参与计划 <human resources> Worker involvement
( ?; e/ [0 L% u% |- J, x( @雇员持股计划 <human resources> Employee stock ownership plan (ESOP)
& O+ L0 c* [3 s6 y" t/ f" J; o7 H* d雇员服务福利 <human resources> Employee services benefits
: [" c, m5 a7 T/ u% y雇员福利 <human resources> Worker's benefits
q. l7 r6 I j- j7 t* H! ]* K雇员上岗引导 <human resources> Employee orientation1 ?; A4 D) X s9 h$ u: g
雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act (ERISA)
8 F c" p7 k: x w" k# {5 f8 l G关键事件法 <human resources> Critical incident method
, P" t- G6 J, B- q3 X& f* R) V, Y管理方格训练 <human resources> Management grid* w2 I9 i1 O- W! Y
管理过程 <human resources> Management process* k4 u9 a0 i8 r% ^9 }4 w ^
管理竞赛 <human resources> Management game
8 K$ Y% i3 U* x3 {管理评价中心 <human resources> Management assessment center; K, Y6 P( [7 I+ b8 {1 _3 P/ \
归类（或分级）法 <human resources> Classification (or grading) method; s5 ?2 a D7 _3 Q* `
耗竭 <human resources> Burnout" D* W* C/ R) M( Y' {2 B
候选人次序错误 <human resources> Candidate-order error* ?- n% }6 p8 c
怀孕歧视法案 <human resources> Pregnancy discrimination act3 j0 L: ^+ [2 ~# c* s
基准职位 <human resources> Benchmark job: u, g' X }! r1 E- ~0 n" _( c5 A, P% E
绩效工资 <human resources> Merit pay! j6 o; d* F9 l: `& }
绩效加薪 <human resources> Merit raise
7 D2 @5 G1 M! h& h: s8 }/ C绩效评价标准不清 <human resources> Unclear performance standards- w) _0 w/ Z N7 D7 i9 S# Q
激励计划 <human resources> Incentive plan) d- v% d% X2 N. c$ ^, h
集体谈判 <human resources> Collective bargaining
9 e- y j) Q' I2 @% G, r计件 <human resources> Piecework
5 G: y( G5 }& I4 K6 S计算机化预测 <human resources> Computerized forecast
' {$ `8 `& ^8 k$ \纪律 <human resources> Discipline5 q: ~ {& T1 g, r h
健康维持组织 <human resources> Health maintenance organization (HMO) . J1 R# i! @9 s: `" A
僵持 <human resources> Impasse
" @$ S9 B% J1 x% m8 e* o6 b) ?讲出来！ <human resources> Speak up!
" A4 ?6 N' m2 x& T. w/ _交替排序法 <human resources> Alternation ranking method7 q3 p/ `- g% X* e
角色扮演 <human resources> Role playing' d! U* I" ?7 B; V! |* O
接班计划 <human resources> Succession planning
! D- W& H' i# F0 ~结构化面试 <human resources> Structured interview
9 ~% a. n: ?5 a( x9 U( _ [* \3 \' G解雇；开除 <human resources> Dismissal
0 M: ]3 L6 E8 ^解雇；终止 <human resources> Termination
. k, X. N: N6 g5 S, I经济罢工 <human resources> Economic strike7 [: e5 U r6 D; n& p! H
精简 <human resources> Downsizing1 `6 P! q. G2 R# o# Z
居中趋势 <human resources> Central tendency5 Q1 W3 X8 G. b8 i# P+ u3 P
科学管理 <human resources> Scientific management+ @, Y+ j; j4 g K
可比价值 <human resources> Comparable worth% Z4 i; ~3 a4 [7 S
可变报酬 <human resources> Variable compensation
) Z# ]2 ]4 F9 S3 T( P劳工部工作分析法 <human resources> Department of Labor job analysis
! Q6 K- b8 C& l类 <human resources> Classes* g" t: Y9 k0 H8 x
离职金 <human resources> Severance pay
3 S8 v; L( r' y% k3 U% Y$ `$ V$ v离职面谈 <human resources> Exit interviews/ h) a5 ]! ]$ `4 S7 i; X+ y( j* \7 C
利润分享计划 <human resources> Profit-sharing plan/ ?1 v, }7 D% F+ H" V
联合抵制 <human resources> Boycott
' Y" o5 y# E$ j临时解雇 <human resources> Layoff
) i* b* g) e5 a# _& K) g# ~8 m临时性工作分担 <human resources> Work sharing& `0 m* `$ _0 g; K. |$ k& X+ v
领导者匹配训练 <human resources> Leader attach training
3 p$ Q( C) ^4 a每周4天工作制 <human resources> Four-day workweek7 n. e5 _7 o. A0 ]6 v5 K9 F5 A* w
民权法 <human resources> Civil Rights Act
! j7 _3 ^, L% Q! p! t1 J* @敏感性训练 <human resources> Sensitivity training; d% U. P& g. J) N" `0 Y" C
目标管理法 <human resources> Management by objectives (MBO)
& P( E2 `4 P* h) {- j4 r内容效度 <human resources> Content validity
! ?* k: b" X1 R/ S/ Q' E, e1 h年终分红 <human resources> Annual bonus" K8 B3 ~& \% n9 [# I
排序法 <human resources> Ranking method+ B f" ?4 F8 ]; X( ~! E
培训 <human resources> Training* G* b8 `; E: y
配对比较法 <human resources> Paired comparison method
9 E- h: j) w$ C- C+ q1 w3 Q偏紧/偏松 <human resources> Strictness/leniency
2 K; |- V' F" }2 V评价面试 <human resources> Appraisal interview
3 c$ }0 N- x2 ?( i期望图表 <human resources> Expectancy chart
6 U* j" n. D9 g$ e9 u企业内部开发中心 <human resources> In-house development center% v3 I4 W8 l7 m
强制分布法 <human resources> Forced distribution method
4 a9 e9 c) E) Y; ]4 j强制谈判项目 <human resources> Mandatory bargaining: i/ X, S r9 E! U" a
情境面试 <human resources> Situational interview
% W1 D( D L! s趋势分析 <human resources> Trend analysis
8 R! J; m% m# e O! [确立阶段 <human resources> Establishment stage
( w3 M: O. J4 s5 A4 w' p人际关系心理分析 <human resources> Transactional analysis (TA) " F t, P% q% \8 Z% Z
人事（或人力资源）管理 <human resources> Personnel (or human resource) management# b! N0 _; W( m% j5 _
人事调配图 <human resources> Personnel replacement charts/ a o. R4 Q+ a& q r
任务分析 <human resources> Task analysis+ ^ N/ _9 {7 B1 q; D# r/ H
日常集体谈判 <human resources> Day-to-day-collective bargaining
) C8 p9 a* t X8 r- |4 t散点分析 <human resources> Scatter plot l0 w. _ K7 ]+ w/ S( s) s
社会保障 <human resources> Social security
?& S- N z& m3 z7 B失业保险 <human resources> Unemployment insurance
# M3 f' l* U$ ?8 F1 _4 K实验 <human resources> Experimentation& W9 {( |) N$ q
收益分享 <human resources> Gain sharing
- J7 c: o$ X. g6 T8 o: D; ` m斯坎伦计划 <human resources> Scallion plan& T) B4 @3 R% E' D* B1 n
随意终止 <human resources> Termination at will' u$ w: A- K( `; g- E
谈话；面谈 <human resources> Interviews) A6 u1 o" E2 t: @; `5 Q9 {9 X2 P
探索阶段 <human resources> Exploration stage2 @4 l" z1 G+ o7 G8 ^3 F
特别保护权 <human resources> Vesting; h) F7 M+ r0 L1 X, G. ^" U6 A+ S
特殊的管理开发技术 <human resources> Special management development techniques
" d# G9 l7 s9 z特殊奖励 <human resources> Special awards0 U. n0 T0 g- ]. g7 S, o3 F
提前退休窗口 <human resources> Early retirement window& Z9 e% @7 A+ r2 U; y
同情罢工 <human resources> Sympathy strike; c* S4 l! w+ S1 S/ r
图尺度评价法 <human resources> Graphic rating scale
8 P2 ^- b' L$ f团队建设 <human resources> Team building' j( I, o, d d8 a, T
团体人寿保险 <human resources> Group life insurance3 a% i0 ~. |' s1 b! p
团体退休金计划 <human resources> Group pension plan
- ] `( R N$ G9 x; i8 ]5 L% \退休 <human resources> Retirement
: a) f+ k) m q6 D& f# X退休福利 <human resources> Retirement benefits3 l( t# C- E0 l# B% T4 l
退休金福利 <human resources> Pension benefits
+ z4 T4 j5 E5 l1 F5 e退休金计划 <human resources> Pension plans: [: f# D _. |; a: v
退休前咨询 <human resources> Retirement counseling0 F; k5 p- `0 }( z- j
维持阶段 <human resources> Maintenance stage
2 i4 s r- Y0 o. v9 g维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman$ g; P4 K% M! _* {; j' a6 I
稳定阶段 <human resources> Stabilization sub stage
& D% \3 p# r" s! B5 i无保证终身解雇 <human resources> Lifetime employment without guarantees- N6 U% R2 v, i( z5 _0 R
系列化面试 <human resources> Serialized interview! a% Q& r: ]( R# i. Q4 d! c
下降阶段 <human resources> Decline stage8 P5 D3 q& q2 o, b
现场工人日记/日志 <human resources> Participant diary/logs
+ R4 ]1 I% R. q* X! ?6 t2 ~- e现实冲击 <human resources> Reality shock t; L/ [2 R! j: T/ w! ?+ L' v
向外安置顾问 <human resources> Outplacement counseling
& a- H: I6 U7 L( X! N7 {小组面试 <human resources> Panel interview
7 H( v- e% P2 B- \' Q6 ]效标效度 <human resources> Criterion validity# Y1 {$ N0 I8 u$ R& j1 a
效度 <human resources> Validity1 r" q k! s) [) m8 c! \$ Z8 y4 s- L
新雇员培训或模拟 <human resources> Vestibule or simulated training2 x L! h! E+ u4 r( |3 p
薪资调查 <human resources> Salary surveys9 y: D( n- z+ l- n2 J @
信度 <human resources> Reliability
/ j4 ^" W3 c9 |8 R行动学习 <human resources> Action learning7 q( L6 P4 s: q. M' D( W. L* Z9 k
行为锚定等级评价法 <human resources> Behaviorally anchored rating scale (bars)
9 W! `& \5 K, c3 y& L; {行为模拟 <human resources> Behavior modeling
2 `" ^ B5 L# y% z压力面试 <human resources> Stress interview3 o0 q. G9 }' S1 D$ @4 ~
延期利润分享计划 <human resources> Deferred profit-sharing plan1 ], J: A( D/ y' d( q. ~ ?
一般经济状况 <human resources> General economic conditions
* @# ^( A# n$ k, {2 Y以价值观为基础的雇佣 <human resources> value-based hiring
1 M8 O) r' G& B# M' n5 I0 I8 D意见调查 <human resources> Opinion survey/ ?! \9 Y1 T% G/ [# y
隐含职权 <human resources> Implied authority2 D7 Y$ f3 K R' J5 j/ ^8 w
有保障的计件工资制 <human resources> Guaranteed piecework plan& X; B/ y3 f- O+ {
有保证的公平对待 <human resources> Guaranteed fair treatment
5 |' F9 C+ @" B* I. t$ ~约翰?霍兰德 <human resources> John Holland4 a/ a& C- r- {5 J* k- W. {
越级谈话 <human resources> Skip-level interview
; ~+ S; E. v3 J- u晕轮效应 <human resources> Halo effect9 O! E2 j; `: C }( A
在职培训 <human resources> On-the-job training (OJT) : d, e9 i6 W, F
战略规划 <human resources> Strategic plan1 Y0 D; L' K. Q: k, q- ~* U
真诚的谈判 <human resources> Good faith bargaining
6 f/ L; C, v% }政策 <human resources> Point method/Policies
9 V8 a9 e: l1 `" |直接计件制 <human resources> Straight piecework& U2 z0 Y# D( B7 u. d' R8 V
直线管理者 <human resources> Line manager
" ^; l7 s( Y c. K, |& H+ M3 B# Q职能（服务）功能 <human resources> Staff (service) function+ {6 w2 X: R! \7 Z9 x6 u. j% D" _/ Y
职能控制 <human resources> Functional control% { q4 {8 t6 c( m: l. \
职权 <human resources> Authority4 K) Y1 h, b( \+ @* S4 L; r$ o" Q
职位调配卡 <human resources> Position replacement cards1 H& N: U. X9 c" W( o" z
职位分析问卷 <human resources> Position Analysis Questionnaire (PAQ)
' i0 D$ L1 E5 \0 U5 D职位评价 <human resources> Job evaluation: T' b* m) o# E& e9 @
职业安全与健康法案 <human resources> Occupational Safety and Health Act3 p# y( x3 H! T
职业安全与健康管理局 <human resources> Occupational Safety and Health Administration (OSHA) " P/ c1 ?- m& |* N& L5 z* ?; R' B
职业规划与职业发展 <human resources> Career planning and development
9 h9 ?3 ]4 o/ f7 O, [# v9 O职业技能 <human resources> Occupational skills
7 `& b9 ~" g$ i8 C2 l F5 F/ P4 c" S' Y职业锚 <human resources> Career anchors
/ v7 D$ P4 |2 w0 w% H( F9 l职业市场状况 <human resources> Occupational market conditions
$ }) u) p9 O% c4 H职业性向 <human resources> Occupational orientation( y; u& g' Z( [( w7 @2 O
职业周期 <human resources> Career cycle7 B: x* t3 L2 R1 b; s
职员报酬 <human resources> Employee compensation4 R2 P; b. h! V3 i: U2 R: t9 a
质量圈 <human resources> Quality circle
5 c. ]2 l$ Z1 X, c中期职业危机阶段 <human resources> Mid career crisis sub stage
* ?9 |8 h7 Q" @- s" l1 q仲裁 <human resources> Arbitration
! V! t1 V5 Y$ A$ T8 i/ M1 u资本积累方案 <human resources> Capital accumulation program0 {; a! ?# m. y7 w+ @: C
资格数据库 <human resources> Qualifications inventories
8 o3 |+ O2 v' B% ^* e资质 <human resources> Aptitudes
u9 |! ?, [+ b3 w. E0 Y自我实现 <human resources> Self-actualization6 ]% k$ c. Z5 ?: T
自我指导工作小组 <human resources> Self directed teams
( s* y# ?5 c9 h) h8 e( S( z自愿减少工资方案 <human resources> Voluntary pay cut
: {4 c6 P: i; a/ {* I" K自愿减少时间 <human resources> Voluntary time off
9 P% l( ` ~2 p4 v' C2 i自愿谈判项目 <human resources> Voluntary bargaining
U; ?+ d |8 g- P a/ J组织发展 <human resources> Organization development(OD) 8 b; s1 j% [: M
组织体系Ⅰ <human resources> System I
# e M, b0 h5 v0 N' Z6 O组织体系Ⅳ <human resources> System Ⅳ |
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发表于 2008-10-19 22:35:00
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