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A
- N) _, V6 {0 W! [Action learning:行动学习 8 N/ R, T7 T5 q8 h6 N+ X' z
Alternation ranking method:交替排序法
+ Z; m E9 R5 O8 f; `Annual bonus:年终分红
, O. M2 f0 F4 P/ U/ M& p. x& Q( t5 EApplication forms:工作申请表1 {9 F# }! K9 n! [" @% v
, `, s+ z4 Q- y/ Q" ~. p; F
Appraisal interview:评价面试 $ \& A9 q$ c) B2 T9 J
Aptitudes:资质
3 y* r3 \$ J) pArbitration:仲裁 & L' Q. x5 D( P% ^, ^
Attendance incentive plan:参与式激励计划
" z" o7 R6 m7 H" A4 D) X: LAuthority:职权
& }( |* p+ x' n) d5 {4 k7 Y4 W
0 I% `, d. C: _' kB
3 D& O/ l* M# y2 q. \Behavior modeling:行为模拟
\( O9 A+ }6 }8 P7 U) dBehaviorally anchored rating scale (bars):行为锚定等级评价法4 j9 G+ l' I6 t' j5 y: K; j
Benchmark job:基准职位 # ]( p1 r5 Q5 A" { K; d2 @
Benefits:福利
; Q- [" m3 e; b6 ~. `6 q. N3 p5 @Bias:个人偏见
# f/ X! d# P. I& n6 d1 mBoycott:联合抵制) S1 V, A6 D }
Bumping/layoff procedures:工作替换/临时解雇程序
I) E6 W+ T- N- jBurnout:耗竭 * L/ B0 O4 J; k* D
5 S$ e& G# @2 o/ U3 `* B j
C & G0 \% V% P" Q) b5 v( Q
Candidate-order error:候选人次序错误
0 [+ ]4 ?. q. l9 p* ]/ \4 eCapital accumulation program:资本积累方案0 v P5 {# I1 M g) e1 L
Career anchors:职业锚
) Q1 Q, }0 w p' ICareer cycle:职业周期 # P4 b1 l, B( c1 r' ?7 N. d3 D. B8 F
Career planning and development:职业规划与职业发展 ) _4 L2 y. d6 q0 b6 w0 c
Case study method:案例研究方法1 w7 R1 W" t; i/ ^8 v
Central tendency:居中趋势
+ R( R4 {$ l8 Z( g% \; V/ E! n' UCitations:传讯 6 L( M0 H) v R6 c3 m! G
Civil Rights Act:民权法
9 s( D/ ^9 H4 Y: e! U* EClasses:类 9 t2 G/ S3 V {% \4 r
Classification (or grading) method:归类（或分级）法
: I2 K' w0 D9 \8 S# lCollective bargaining:集体谈判
% y" I0 T+ j9 AComparable worth:可比价值
, t7 H- r7 r2 Q% n& \% DCompensable factor:报酬因素 * h% N) q0 y: W9 Y W7 {) {& {& o) c
Computerized forecast:计算机化预测
, Z; ^; j% X$ s" _* AContent validity:内容效度 Q' |. \$ [% |1 s9 R$ _+ K
Criterion validity:效标效度
# R! \* Q( H# ]9 bCritical incident method:关键事件法 R' M% Z: O% i+ ? ?
4 v" |, r: j. n) I8 z5 HD
$ z- ]/ }$ C0 X' O8 {! a
7 g8 g0 ~" @+ N- m& D# Q( ]2 r% r! l' fDavis-Bacon Act (DBA):戴维斯—佩根法案
: L f# l; a$ p7 r
+ v& V2 @# p! w2 q, z" ODay-to-day-collective bargaining:日常集体谈判; H1 W' v$ J' l+ E% `. O& o
# z% N( n. {% W0 P% y; Q: a1 f2 e
Decline stage:下降阶段 2 k) Z5 |$ {: ?# d
Deferred profit-sharing plan:延期利润分享计划
# w0 t( q2 q0 f, U w& L9 IDefined benefit:固定福利
' b5 I$ ?; K/ s( L! Q/ G% ]Defined contribution:固定缴款 5 a. d$ o, H1 _3 M. Y' ?* c
Department of Labor job analysis:劳工部工作分析法, L M6 l+ C) U# t: u }
Discipline:纪律
, g4 F& O9 |& A- vDismissal:解雇；开除
5 Y1 w, |& K+ p* IDownsizing:精简
) `( J6 J" T" x6 Q7 Z# i; G5 ]5 O% o8 k+ t
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E
+ w0 W2 u J3 ]( {* S
# D# ?3 ]3 j! @- t9 LEarly retirement window:提前退休窗口+ ^* q6 R( a2 S1 l
Economic strike:经济罢工 3 F( \ Q9 Y! Z, h) w. C$ M
Edgar Schein:艾德加·施恩
$ N0 q0 y: l9 a+ b: U2 }Employee compensation:职员报酬
2 h3 \4 n$ S6 d% v4 c* B/ iEmployee orientation:雇员上岗引导 " D$ c% U' N' |
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
* U+ X/ t/ O4 g/ W( y3 l1 p6 M! ~Employee stock ownership plan (ESOP) :雇员持股计划 . H! {0 n2 V5 e# }# r; g3 a
Equal Pay Act:公平工资法 9 D* k. u. H: _$ D: C6 b
Establishment stage:确立阶段 + T$ Q! ?1 {" c7 \+ ^0 i5 M
Exit interviews:离职面谈 - k( U. Z( I( ]( ]/ B" n. W9 S
Expectancy chart:期望图表 4 x" Q A3 Q- E4 J* N/ ~
Experimentation:实验 " N5 }: u! c4 D0 A8 t6 \: X$ | @
Exploration stage:探索阶段
2 h5 M0 I* p5 T- r; k) D7 h0 W% f& ]$ N( R; T+ _8 ~5 S. n; S# \0 T
F
, Q% l4 p' W$ k2 R- N9 {* M3 o4 s! M ~1 }9 ]+ r
Fact-finder:调查 & W9 ]) M+ d9 E) l' m
Fair day's work:公平日工作
- |5 c: d i/ S; `& k/ XFair Labor Standards Act:公平劳动标准法案 7 }" @% n' m4 c6 L C) V- m: O' ~
Flexible benefits programs:弹性福利计划
8 `+ U1 d3 d7 wFlex place:弹性工作地点
* Q4 I6 s( y3 e: ?" G. P5 kFlextime:弹性工作时间 + |. u2 s0 ~% J& |7 s" @2 f. s* x
Forced distribution method:强制分布法
m& O1 t# E" j" tFour-day workweek:每周4天工作制 ; D* v' U# P. w' K2 w+ C
Frederick Taylor:弗雷德里克·泰罗
5 G4 O5 x$ l6 b7 M* q& [Functional control:职能控制- s# @4 ^! J0 O1 y. g
Functional job analysis:功能性工作分析法 / m! X c" c& B
. Q- W* |4 h; B) @8 u$ y
8 A9 M; N5 |2 A* z( K3 S& f
G ' R* E, A' i/ Z% Z
$ d$ h8 ^ y) H' h: [( lGeneral economic conditions:一般经济状况 . X& c& n/ D: O5 ]( Z; V
Golden offerings:高龄给付
- W4 f& `' @& M" b% `) oGood faith bargaining:真诚的谈判
7 N1 @) c& X B: M) a nGrade de***ion:等级说明书 7 B$ c W1 s8 N e; M+ ?
Grades:等级
, P1 `$ e, @" U% R4 GGraphic rating scale:图尺度评价法 8 j W1 I6 Q/ U3 N2 X+ [
Grid training:方格训练
7 @4 f* F3 B' Y. t1 }Grievance:抱怨
( ~- O2 I3 P# [" L" \/ I* {Grievance procedure:抱怨程序
4 |" h* u4 P5 B" H' V WGroup life insurance:团体人寿保险
8 [6 Z8 N4 D! |% m* r( n6 uGroup pension plan:团体退休金计划
; r8 B. t, E0 \" h" FGrowth stage:成长阶段
: e1 ^% B8 Z# z% o( q" G2 yGuarantee corporation:担保公司 " }& |5 A0 d% X% x
Guaranteed fair treatment:有保证的公平对待$ v' Y! A1 ~+ n3 O
Guaranteed piecework plan:有保障的计件工资制
$ ^+ X* E9 D8 j; hGain sharing:收益分享
1 T3 @4 z0 V6 \$ t5 x* Z/ g5 V1 k9 L6 |$ I0 r
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; F7 s0 i! I3 l. v. ]+ Z5 T+ ], b# h
( h! G6 F3 ^" J' v/ e0 MHalo effect:晕轮效应 ) a- I) c/ ~ ]
Health maintenance organization (HMO) :健康维持组织 - g: c/ E8 z5 q: f8 Q) G
! T) t6 }2 x' F. J6 Q
I# ]. a% i- P2 A H
7 W2 }$ x% \6 eIllegal bargaining:非法谈判项目 ( n3 Z) I p" l* R( P
Impasse:僵持
2 H* A" D4 V8 V3 g- ~Implied authority:隐含职权
9 W7 ^5 [" [1 D0 r" Y* @Incentive plan:激励计划
8 w" F( k6 s: SIndividual retirement account (IRA) :个人退休账户0 X5 l' I0 ?1 x3 E/ I7 e2 H
In-house development center:企业内部开发中心4 V+ z( s; d9 M+ w& X$ p
Insubordination:不服从 ! o" I, \6 o5 W- ^$ ~" A
Insurance benefits:保险福利
0 t& v- A( }4 O! w; b J% ~/ X) e) tInterviews:谈话；面谈 $ I0 Y& Q, }, S% h" ?/ ^+ @
0 G4 S# x) }# u" AJ2 w2 T' }, o. a: v7 F( K
8 z1 m7 {7 L$ @- R- OJob analysis:工作分析 9 B F8 h/ ]- W1 ~' r9 E
Job de***ion:工作描述 ) O9 Z$ x- g" N8 u$ J3 Z$ @/ p
Job evaluation:职位评价 y6 @3 ]7 G m" N
Job instruction training (JIT) :工作指导培训
* \& r) I% a& R" wJob posting:工作公告/ ^4 t) Q3 N( y6 }. Q% I3 U
Job rotation:工作轮换
* m; V! ?& F, A0 d- @9 `$ W _Job sharing:工作分组 & Z( J, Y2 c2 _) m- L
Job specifications:工作说明书
" w. n9 r7 e* P/ K& WJohn Holland:约翰·霍兰德 0 ?; {/ e, t! B" V5 s/ ~1 i
Junior board:初级董事会 ; H9 x; m, z y0 _9 I+ X
3 D5 e% x! A8 W$ T- a2 PL . ]+ i6 Z. \8 Y' d( p9 E5 \- Y5 I$ o
, n7 M" x. E/ b1 z, C% n
Layoff:临时解雇
+ E o/ h1 W, @) w' SLeader attach training:领导者匹配训练
9 o& @$ a0 S) C; H. {" n2 s+ E" iLifetime employment without guarantees:无保证终身解雇 2 o% C: q! _5 J& S: |
Line manager:直线管理者
7 d6 V( A7 I2 V' ?, H7 O. | m3 YLocal market conditions:地方劳动力市场
' X* b) P6 H% ^8 z8 E6 Y: _7 ALockout:闭厂 . p6 \; T. V2 k
7 _0 S, Q, F' ]+ M8 x( c, M
M
+ A4 M& f4 X7 w- B* T4 Z8 R8 j! r6 ]. i1 J" U
Maintenance stage:维持阶段
# ]0 X$ O$ x% C( s% WManagement assessment center:管理评价中心 - g( X( T0 M0 {4 S0 i; |
Management by objectives (MBO) :目标管理法
2 `0 y+ l2 m( ^2 D8 z8 E* E! }) FManagement game:管理竞赛
y: G+ x, y$ [# v; R: [" g! x4 GManagement grid:管理方格训练: J; D2 e' ?* v# U; G6 m/ ^
Management process:管理过程- |$ _+ Y1 B" U+ t
Mandatory bargaining:强制谈判项目 1 ?% |& e+ n5 z
Mediation:调解
# {! ]/ F8 ]7 r8 ^. T" NMerit pay:绩效工资
2 {2 V& e- k5 k: q" N O4 J$ G. OMerit raise:绩效加薪 ' q' O0 u+ F/ r( L; U
Mid career crisis sub stage:中期职业危机阶段 # K1 E$ q2 W9 H8 T9 j
& q' q$ u {: i8 H$ D3 _
N
% a' D, `" W1 P- w9 Q9 J; Y+ K/ h, Z/ C
Nondirective interview:非定向面试 d$ K! b6 I7 e. J% \1 `
2 `* x& d, p& w* x/ B5 C
O - N" I3 x, Y6 G* {+ _" j7 ^
Occupational market conditions:职业市场状况
T# a2 Z2 N+ w+ k, i9 COccupational orientation:职业性向
5 S, c* Z% L$ S* \Occupational Safety and Health Act:职业安全与健康法案
1 L( @ g9 C; c/ ~) ^( JOccupational Safety and Health Administration (OSHA) :职业安全与健康管理局
# Q2 S7 S# f3 ]; i0 [. Z* ^Occupational skills:职业技能 On-the-job training (OJT) :在职培训 # }( y( W3 ^% L3 e& X9 r
Open-door:敞开门户
- |1 o) B- @0 YOpinion survey:意见调查
9 P& t3 ^4 V+ K, Y& `& c QOrganization development(OD) :组织发展 " w A+ o' \; j3 u' ^
Outplacement counseling:向外安置顾问
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P
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3 z1 b+ O8 |5 q. \7 J2 HPaired comparison method:配对比较法
3 x8 Q" O* C' x. tPanel interview:小组面试% g" `# P* I+ }% t! V* f! D
Participant diary/logs:现场工人日记/日志
5 {4 A/ e1 S# m; I3 F) J6 aPay grade:工资等级 0 ]! C' S8 L1 V$ `+ ] ~& B
Pension benefits:退休金福利 ' S+ {; B; R9 j9 G
Pension plans:退休金计划 a' ?( e, \% i* E
People-first values:"以人为本"的价值观 # `1 L8 J8 _/ P' ]; e' `! d; ~
Performance analysis:工作绩效分析 ; t8 _9 Y' ?: q: T: \& \! X
Performance Appraisal interview:工作绩效评价面谈 $ _( z2 E& ?6 e) a. [/ _# K
Personnel (or human resource) management:人事（或人力资源）管理 - ]5 _' z! O* l9 y2 i
Personnel replacement charts:人事调配图 : ?" _( C6 M7 L2 Q+ d* b
Piecework:计件 / q8 X9 V& W8 a) J
Plant Closing law:工厂关闭法
: Y8 }3 N# x; b% K! P0 ZPoint method/2 B0 f8 {3 I. Y6 ~$ d5 g3 ]8 o
Policies:政策
9 d5 D4 E2 z3 O8 lPosition Analysis Questionnaire (PAQ) :职位分析问卷 9 B+ E( T/ y: a+ S7 j6 g
Position replacement cards:职位调配卡
8 Z* u% a4 F1 n2 B( V) VPregnancy discrimination act:怀孕歧视法案 # Y+ R: C& C8 U& s# L- w
Profit-sharing plan利润分享计划
& K2 q9 {5 G5 J# J- k: @& D$ uProgrammed learning:程序化教学
7 j4 V. D8 A6 x, ~
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Q
$ j' U. _) ]. N
& {0 L4 |! M d' \% }, AQualifications inventories:资格数据库 8 L, B" e, E4 x5 x1 V
Quality circle:质量圈
& X% y2 g7 f$ J3 R( L1 h9 P+ H) ~' C$ [3 J1 Q) [1 W6 X, O f8 \! L
R # l" @6 i4 K" F. x+ G+ A$ e
Ranking method:排序法
$ L- X9 c8 l4 N9 _) GRate ranges:工资率系列
a% {- z- c5 x* U, y+ }+ t QRatio analysis:比率分析
! C3 n) G; C6 \ l8 r& jReality shock:现实冲击 Reliability:信度 / k+ j X& L- p4 ^/ u
Retirement:退休 : e3 |) u0 ]4 J0 @& e2 F
Retirement benefits:退休福利
4 s& k% `% h2 |; N0 j6 W9 nRetirement counseling:退休前咨询
( P: ]& |# f' n0 p7 O, m! K6 x) mRings of defense:保护圈
! J( E: z2 t* \ ERole playing:角色扮演
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: r' q0 I: A8 IS
9 ^# g+ M7 L4 h' D9 {0 R% s: aSkip-level interview:越级谈话 $ ?$ i% |2 v4 [, x' z( H% h
Social security:社会保障 ; t" v' ~5 K% B: R
Speak up! :讲出来！ I$ {* B, E: T; W7 d, M" o/ ?
Special awards:特殊奖励
3 }4 C2 {' u, k, i1 J7 u/ E( i8 bSpecial management development techniques:特殊的管理开发技术
7 W, g% V, `& }9 g; wStabilization sub stage:稳定阶段 ( q' F8 u4 `$ w* `8 q: }# {8 W6 E
Staff (service) function:职能（服务）功能
) @ k& q6 v) _: s- P' F' M/ B2 UStandard hour plan:标准工时工资
8 @# |) c' r7 uStock option:股票期权
' N+ w( B1 z6 s2 M% cStraight piecework:直接计件制 + ^6 U8 Q4 Q# y8 s
Strategic plan:战略规划
# K/ B# X0 |& j& z2 DStress interview:压力面试& q* g) h; d6 T5 D- g5 ~
Strictness/leniency:偏紧/偏松 ) h, E( _7 q' j/ v0 h4 V0 n8 C
Strikes:罢工 ' f( l+ m) N/ `1 c
Structured interview:结构化面试 2 f2 \/ D9 r; @8 A" Z$ f8 i
Succession planning:接班计划 1 V7 g! D9 _6 N
Supplement pay benefits:补充报酬福利 2 [# d( t" j: J, f! G3 |
Supplemental unemployment benefits:补充失业福利
, h# \; g4 d- N- rSalary surveys:薪资调查 / a: P" g5 E1 v
Savings plan:储蓄计划
3 l/ C# m' s3 dScallion plan:斯坎伦计划 N- p( a8 z4 E+ t# u( D$ Y4 D2 {: \* L
Scatter plot:散点分析
' S6 Z' W3 w/ ]Scientific management:科学管理
7 I! K3 M% F% Y1 N, X6 O7 R @8 V0 |! Z
Self directed teams:自我指导工作小组 # N7 l1 \+ f, L9 _( X- g
Self-actualization:自我实现
: G: z; h: L) B' w1 LSensitivity training:敏感性训练
' T2 q# ]4 t* ]+ V# f1 n: aSerialized interview:系列化面试
$ F c! ~/ P8 s% v- DSeverance pay:离职金 / @, Y: N% T$ @/ `- |
Sick leave:病假
; {4 ^; R0 j" m* C& {3 d! }Situational interview:情境面试
0 |. K# T6 A3 B& l+ rSurvey feedback:调查反馈
% d) |$ ^( e- t `0 NSympathy strike:同情罢工 # ?8 k/ Q {/ q6 `: J
System Ⅳ组织体系Ⅳ 1 O* m: K& {4 k+ M9 `- g! g
System I:组织体系Ⅰ
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T + a4 M4 K! M, `! S9 e/ K
Task analysis:任务分析
+ a% @- S E2 wTeam building:团队建设
3 D& i: g. i9 M8 y: C0 PTeam or group:班组 ) ?' }/ u" V# T- @/ C( z+ ^! l
Termination:解雇；终止
$ M( z: w9 E. K7 ?! B$ s- w* PTermination at will:随意终止3 @. G" `, A, L" x5 D& x
Theory X:X理论 , x) n+ G9 H$ q- F3 K" `
Theory Y:Y理论 + q' N$ P$ t3 _: A }( P
Third-party involvement:第三方介入
+ l- f* f4 l$ B: ~( d0 XTraining:培训
8 U7 H3 L$ b ~6 DTransactional analysis (TA) :人际关系心理分析
% _$ E3 E. O2 R+ xTrend analysis:趋势分析 & Z6 t6 }8 C' W( i( r: q
Trial sub stage:尝试阶段 & R: Z: X' m m# i: R- s J$ j& ^
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Unsafe conditions:不安全环境
8 g3 I5 ~' _$ h- H! w4 V( f3 y( H' vUnclear performance standards:绩效评价标准不清
4 y! J, r2 s2 I5 J, Y6 MUnemployment insurance:失业保险
# m0 N: d+ N5 g4 O# w$ n: Y0 P( H; XUnfair labor practice strike:不正当劳工活动罢工
/ _; ^- X+ E0 s, iUnsafe acts:不安全行为8 D: L( u) b7 z% ]8 _
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V
5 v) {* d/ [& F/ W6 S) b' DValidity:效度
& e8 e9 n9 ^4 G- B7 GValue-based hiring:以价值观为基础的雇佣
+ Q3 o D: f3 K& A* \2 s! uVroom-Yetton leadership trainman:维罗姆-耶顿领导能力训练 q. H2 N# |3 x: b
Variable compensation:可变报酬 8 C8 G% Q- E, G. B% d2 @# C- f
Vestibule or simulated training:新雇员培训或模拟
9 F- Z8 }4 ?# u- kVesting:特别保护权
I$ q4 N! w, h' RVoluntary bargaining:自愿谈判项目9 s7 O1 F2 y' i- }2 V0 o- G
Voluntary pay cut:自愿减少工资方案 8 B) Q5 x2 }( g- Z5 n {! b c
Voluntary time off:自愿减少时间
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W
$ z, k1 y. v2 iWage carve:工资曲线 $ A+ j2 q: E% a7 z; x
Work samples:工作样本
' B. ?* \ b; \( DWork sampling technique:工作样本技术 ! K3 b7 T6 `* G" O- {
Work sharing:临时性工作分担
" h) A9 F8 w# H4 L& [Worker involvement:雇员参与计划 1 G; Q3 F+ M8 l9 S1 {. { i5 T
Worker's benefits:雇员福利
$ v* g$ G+ z7 y
6 @1 U$ D- ?# E! }+ QHR相关英文词汇" A2 m* K# Q, |! R
. @/ q" w: c/ q* i& o& ^' s+ q1. 人力资源管理:(Human Resource Management ,HRM)) h9 ]1 m2 |- _9 @0 M* J
人力资源经理:( human resource manager)
5 w4 ]9 G5 O, _$ y高级管理人员:(executive)( R* V: Y( o6 ?0 o" b# J) {8 ^
职业:(profession)3 s6 L" [ i! m% J* K
道德标准:(ethics)+ _. `2 d3 {1 s
操作工:(operative employees)
l" H& l: ]) C# @3 G6 F专家:(specialist)
4 \3 r3 O" g! c. k7 K6 f8 _6 E% a' n! V- m人力资源认证协会:(the Human Resource Certification Institute,HRCI)
$ t( [, d- s. F# ^. R! m
3 W# R& ? D6 J& z& [7 j: [1 _7 B c8 e2. 外部环境:(external environment)$ k' `* Y& E. G- |0 o
内部环境:(internal environment)" _: k; |; K3 E; J
政策:(policy)
; L1 Q3 B# _) U/ }企业文化:(corporate culture)
+ Y& p; V: c. `" E目标:(mission)8 N6 q5 I& N- K& G0 U' `0 G P2 \5 U
股东:(shareholders)
- G+ t( V2 \) g( D6 n4 F# O: o非正式组织:(informal organization)
' y. C0 A& a; r跨国公司:(multinational corporation,MNC)
- v( p S: c1 D* P% z4 e+ [ f3 L管理多样性:(managing diversity); C; ~4 |! s0 X& r+ w6 G
6 d# X5 {. [. V0 e# x P
3. 工作:(job)$ [; x: c4 d; @1 [" l
职位:(posting)4 s1 M2 S, h% ?2 I
工作分析:(job analysis)
3 h$ \) h) g: Y7 A$ a' ?7 a工作说明:(job description)( ?5 Z; b6 G: M$ l# m
工作规范:(job specification)
1 ]5 L) E9 u: k$ H6 y, k工作分析计划表:(job analysis schedule,JAS)
" ^; g* p; h+ w: H. @* s' q职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)
* W% v% y- Q' A P# L. Q- O0 I行政秘书:(executive secretary)
( s; @ [0 x( G [地区服务经理助理:(assistant district service manager)4 I- L# X3 q$ Y# I0 ?& g+ q
7 x Z0 N, B* `6 s4. 人力资源计划:(Human Resource Planning,HRP)
9 w$ e5 J: g; `6 W战略规划:(strategic planning)
8 f# I6 k. t( m) F. G' Y长期趋势:(long term trend)
2 B3 p! D/ G6 }要求预测:(requirement forecast)
' y7 Z/ F' T# u: w6 r) z供给预测:(availability forecast)
2 ?; l8 G# U4 i3 A J( B管理人力储备:(management inventory)* f- }% o; e$ l" _6 b
裁减:(downsizing)9 x; O0 j4 x9 m: o2 d
人力资源信息系统:(Human Resource Information System,HRIS)
d8 n f& D- Z
* ~2 r! V; {) }, t# g2 N5 K! a0 |5. 招聘:(recruitment)
$ J7 T5 z# u! \员工申请表:(employee requisition)
; D- i3 S8 V5 C招聘方法:(recruitment methods)0 u. D- c/ F, [6 T
内部提升:(Promotion From Within ,PFW)4 \: B ~) ]" N2 w
工作公告:(job posting)
. W7 M5 K$ X+ L3 P i广告:(advertising)" Z! F1 v+ r# e- V" H
职业介绍所:(employment agency)& z: k( T: ^; |8 U) p1 I4 l. V- E
特殊事件:(special events); E+ b% d7 u" s7 B9 q1 J. x
实习:(internship)
4 Z( N! P L1 E# z) g' H% r- l4 k1 y+ b* P7 W
6. 选择:(selection)0 a `& A* y+ _/ `1 v
选择率:(selection rate)
' a7 y ^2 X3 P! M简历:(resume): n, e! V( O! c& N% E
9 Y' z$ t- ^ d3 G标准化:(standardization)5 e5 }8 V& \: e+ A) J
有效性:(validity)
- B0 _6 g8 f* N6 d5 t% g3 o! z客观性:(objectivity)# {* B, [9 ~7 C6 [% m$ U6 A
规范:(norm); M$ j( F2 L0 V' z' ?! @
录用分数线:(cutoff score)
: k2 w ]1 J% T* L+ ^! Z6 v8 A准确度:(aiming)1 d6 p, v0 l [/ V q: V2 f9 T
业务知识测试:(job knowledge tests)9 X: ?& @; X! Z
求职面试:(employment interview)
& [; F; a* _4 B0 m4 ^5 w非结构化面试:(unstructured interview)
! v2 `3 y6 R- `结构化面试:(structured interview)
9 {* o, k1 e1 N# i3 U. s小组面试:(group interview)+ |! f O6 l8 }$ J) |: i$ r
职业兴趣测试:(vocational interest tests). {6 y- a: O" ~ u y
会议型面试:(board interview)
3 Z) U, }/ Z. R: ? q' E: v7. 组织变化与人力资源开发
+ `3 c( ]: _! C- S/ ~人力资源开发:(Human Resource Development,HRD)/ ` @7 X% h" z' \% l
培训:(training)! ]6 d0 V4 ]# y- \6 G
开发:(development)
1 C! n" u& d8 d0 @ ~* G3 q# r9 n$ Y定位:(orientation)4 B9 D* t. P* o1 |6 F# o7 K& D
训练:(coaching)
' K: Q, p! X1 }4 }# W辅导:(mentoring)6 W; e, a. Y) `4 N& p9 h
经营管理策略:(business games)
# C4 A1 z6 ~+ C4 ^案例研究:(case study)
6 J8 N3 \4 U& W7 N; `+ v3 y会议方法:(conference method)
3 ~4 W! d9 g* Q2 Z+ J+ i) v角色扮演:(role playing)& P; P: Z/ H o" `. z& `
工作轮换:(job rotating)9 t4 w3 a' m" v% ?
在职培训:(on-the-job training ,OJT)9 s7 r* n5 |/ N5 y- i9 f! H% n
媒介:(media)
% _/ S; K! n& B) T1 |7 x8. 企业文化与组织发展
% c9 j. ]6 v* M# R/ t企业文化:(corporate culture) B6 [: {3 ^7 v
组织发展:(organization development,OD)& [4 u; l$ f! l6 b0 W [% @- K' P/ Z
调查反馈:(survey feedback)
, g- l S3 Q4 w. Z* Y质量圈:(quality circles)
. V7 K- Y) v( n( `) c目标管理:(management by objective,MBO)
1 N- ?& \6 ~/ C全面质量管理:(Total Quality Management,TQM)
9 B/ h" _3 C/ g8 @, P# J团队建设:(team building)
$ v6 u0 O. [3 N4 z7 ]3 |9. 职业计划与发展7 @3 }/ B# N; z& H
职业:(career)' R9 Y/ m x+ @, L
职业计划:(career planning)
6 P+ K+ i' _0 Z9 S8 \( u# H职业道路:(career path)
# d" G' I. ~8 g5 O) C; I: Z% b职业发展:(career development)
/ d* @8 R' z7 K5 G! {! q自我评价:(self-assessment)
& I0 J4 t. J/ `* @2 f职业动机:(career anchors)4 V8 w3 G% K# _5 ~' Z
10. 绩效评价7 K2 L* m1 ]8 v/ S# F' J# k
绩效评价:(Performance Appraisal,PA)
1 _6 C' n. r" s- d, s; o小组评价:(group appraisal)# P" u9 [* X9 H/ d; ?. `% k- h
业绩评定表:(rating scales method)0 b5 Q. E( l* ~0 W! T B U
关键事件法:(critical incident method) _' @1 j2 u5 T8 E* m
排列法:(ranking method)1 X- \; M: m' d* z- N ]5 s& i
平行比较法:(paired comparison)
' @9 b9 \, R& {& ~ U% h; P硬性分布法:(forced distribution method)
8 ]- t6 d! j/ v晕圈错误:(halo error)2 x, X/ E- p9 `' f, M
宽松:(leniency)1 Q' ^* V6 u6 ?# ^( v
严格:(strictness)7 Q m W' w2 ^& O. d" v# @8 e, l, Y# m& ]
3600反馈:(360-degree feedback)7 A2 n9 O/ I( q0 W3 S
叙述法:(essay method)$ }, x8 E3 U. O! F# u- }
集中趋势:(central tendency)' s: N) i! q# [/ F8 g! u
11. 报酬与福利
. n9 y5 e; A) P报酬:(compensation)
3 |0 p% r" l) f2 O6 |直接经济报酬:(direct financial compensation)$ O8 x; s5 I" U( U0 h2 p5 U
间接经济报酬:(indirect financial compensation)
& k7 h; D0 c+ V非经济报酬:(no financial compensation)' m3 G, ]+ E$ i S3 ]4 P/ S5 Z
公平:(equity)8 c9 H+ A1 E e g* f+ z% s
外部公平:(external equity)
3 b R2 k& }' S内部公平:(internal equity)
0 D- g5 h) P& K- V- ^" R/ |员工公平:(employee equity)- E" ~0 g# R5 p+ r
小组公平:(team equity)
7 U& {( E6 {# D6 ?: N4 i工资水平领先者:(pay leaders)3 ]! y6 U- e y% d: x7 k& d- p: Q
现行工资率:(going rate) j# Q1 r/ M- _, @3 [4 W
工资水平居后者:(pay followers)
" [2 B& o# T6 o2 @4 T劳动力市场:(labor market)
5 `' O' h. g5 u3 D0 r工作评价:(job evaluation)
1 W- g ?% I& A+ z. |+ Y# ~4 d排列法:(ranking method)1 O& N% @ k1 |5 B- A
分类法:(classification method)
+ q w+ e7 C, c# i' _6 W! R因素比较法:(factor comparison method)
i/ A1 U9 ]4 n评分法:(point method)
* \" d! r' A) X海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)
/ o, a" O4 a" i* F工作定价:(job pricing)
; F t: ?' u6 L工资等级:(pay grade)
- D# ?% D4 x: p' L$ o工资曲线:(wage curve)8 i# S+ L7 {" f6 i6 D
工资幅度:(pay range)
4 w" y, l* V3 W' B12. 福利和其它报酬问题
7 D' U; c* A& Z5 n7 x" o福利(间接经济补偿)
1 _6 z) s, A4 Y5 U7 h J员工股权计划:(employee stock ownership plan,ESOP)
( K. O$ a. U0 {6 d7 h# V值班津贴:(shift differential)
" h& o6 u5 c3 f. F1 Q8 e* z% D, p奖金:(incentive compensation)
3 @9 g! T* x0 m! t+ V6 {+ c, u0 |分红制:(profit sharing)1 |5 a+ G E! z- `$ t- E
13. 安全与健康的工作环境
+ x5 U% p( t6 Y' e安全:(safety)* U' p# _* |" p0 v, f H/ L
健康:(health)
0 B' a- K, P+ y0 w1 C频率:(frequency rate)
- |9 m$ J+ A# J% w9 j紧张:(stress), _6 |, Q4 w) D% q( a4 h
角色冲突:(role conflict)
0 l4 Q& Y# a" B" x5 N% U催眠法:(hypnosis)
% ]# h% F; f1 ^) Q! v8 j/ q( H酗酒:(alcoholism)8 o, y1 {- q- M! P) L+ ]
14. 员工和劳动关系
, E8 \: E' B; j8 N0 V& `+ W8 D工会:(union)
9 L) p- f0 q& ?# k: |9 H地方工会:(local union)
6 ?9 B' f. N9 I5 v* [行业工会:(craft union)
3 g( Z" q0 j- i# E# P产业工会:(industrial union)
7 q, Z0 ~ v0 Y: K+ N9 C3 H全国工会:(national union): @+ B% s3 o, J$ F' |- X
谈判组:(bargaining union)
; i2 c5 a/ M& b" y0 z7 d/ p劳资谈判:(collective bargaining)
+ Z2 l' F+ F1 |仲裁:(arbitration)
" d/ j+ r& p" F. n罢工:(strike)- F" S B# X C0 z5 |; \1 k
内部员工关系:(internal employee relations)
/ Q$ y2 l2 {' }纪律:(discipline)
) T- V/ Q- Z( b$ {. w6 M纪律处分:(disciplinary action)
, ?" c& C6 p) O, N) G5 G% }申诉:(grievance)
3 X- d& e1 _! G* O4 F降职:(demotion)
" [; F$ f2 t) W. n" B调动:(transfer)7 d1 O" f3 Y: x/ ~8 q( E) U& s# p
晋升:(promotion)
0 b; ~! S& ?( v! h g( _% j0 O+ E n
"以人为本"的价值观 <human resources> People-first values
7 g+ c% J, @' j/ s( Y2 Q% @X理论 <human resources> Theory X
) q3 T% [; U$ `2 lY理论 <human resources> Theory Y
. {/ v9 R" ~, J5 A+ a, P- u ?艾德加?施恩 <human resources> Edgar Schein) ^( n- i4 ~1 a3 B* v) }' H+ d' D
案例研究方法 <human resources> Case study method
5 p8 S2 a: v0 d. S0 g; ?罢工 <human resources> Strikes. {% I+ T$ J6 k; q5 h6 C7 z
班组 <human resources> Team or group
! N! e c/ a0 j) }6 S! O4 G, @保护圈 <human resources> Rings of defense0 c8 Q8 Y' s d% x- R P# s. v
保险福利 <human resources> Insurance benefits
9 x S* v! K3 B4 e报酬因素 <human resources> Compensable factor6 z$ O( m& Q! |( @% N
抱怨 <human resources> Grievance5 Z1 X# h* u2 m
抱怨程序 <human resources> Grievance procedure
u) a) R* k6 j7 p$ }比率分析 <human resources> Ratio analysis' t' m7 h+ _1 d" K. x3 `2 O
闭厂 <human resources> Lockout
% W: m9 o; F2 _7 j% J标准工时工资 <human resources> Standard hour plan$ _) C0 M! D E) N2 _
病假 <human resources> Sick leave
% ]. |, Z8 {* }3 b8 J补充报酬福利 <human resources> Supplement pay benefits
- g# D' f" K! ]/ U# ^ h& G补充失业福利 <human resources> Supplemental unemployment benefits
8 ?3 f3 _ Y" T6 }$ [. Y2 L不安全环境 <human resources> Unsafe conditions7 Y" \1 Q+ a9 ~
不安全行为 <human resources> Unsafe acts
7 l* M1 W4 h3 ?" c% M' N D不服从 <human resources> Insubordination! u' |- C) u5 n `$ b6 y
不正当劳工活动罢工 <human resources> Unfair labor practice strike
7 D7 i6 f8 E5 E参与式激励计划 <human resources> Attendance incentive plan- v1 h" B q" Z; O- O* ]
尝试阶段 <human resources> Trial sub stage0 c, X/ N- k$ Q5 O8 z
敞开门户 <human resources> Open-door
* B" u& e. O) ~2 _/ B3 i成长阶段 <human resources> Growth stage
9 y% r: L$ L2 s程序化教学 <human resources> Programmed learning
/ ^+ ^/ p' K& A. d初级董事会 <human resources> Junior board
. Z1 U4 i6 `5 S8 i% e储蓄计划 <human resources> Savings plan& U, v' n* m) n) L% P; u, R% f. z
传讯 <human resources> Citations5 f7 F7 E0 V. Q; ^ o6 i* |7 s
戴维斯―佩根法案 <human resources> Davis-Bacon Act (DBA); V8 W) R$ l5 `
担保公司 <human resources> Guarantee corporation& Q$ t3 Q0 Y' t% X9 n/ A
弹性福利计划 <human resources> Flexible benefits programs
, _: F) P" w8 G. U, I# F弹性工作地点 <human resources> Flex place
/ B* y: Y$ t Q4 {) C弹性工作时间 <human resources> Flextime
2 b% @$ Y- s0 A/ \- g: k8 J" j等级 <human resources> Grades
# F9 |1 E: g7 n1 n: h等级说明书 <human resources> Grade description: M; J# }" O8 ?9 e, b
地方劳动力市场 <human resources> Local market conditions
- e7 Q4 o& b/ ~2 [( ~第三方介入 <human resources> Third-party involvement
( e# O8 z Z9 r) R& e( g调查 <human resources> Fact-finder
3 M3 B3 f# }, C调查反馈 <human resources> Survey feedback
o2 W* g/ x- r- c7 B) h5 _调解 <human resources> Mediation
# J% U% V5 U5 ? q9 q: F& z方格训练 <human resources> Grid training
, g, p# G, h6 ?2 ?' G/ }# r2 d' F非定向面试 <human resources> Nondirective interview- X4 V/ Z' Z2 f; V; h1 w! U7 U4 }
非法谈判项目 <human resources> Illegal bargaining2 u8 M0 t4 Z2 \: f& {- d. _
弗雷德里克?泰罗 <human resources> Frederick Taylor6 ?6 f) r3 G1 j$ k6 n7 l( _8 Y
福利 <human resources> Benefits |/ r1 R6 {3 P
高龄给付 <human resources> Golden offerings% Q) B! l: a1 u; f( F: z# V
个人偏见 <human resources> Bias1 h) s' S; ?4 H
个人退休账户 <human resources> Individual retirement account (IRA)
7 N) w E1 |+ J* u工厂关闭法 <human resources> Plant Closing law
- _" _7 w9 T& v5 }% R0 E& t工资等级 <human resources> Pay grade P7 D, e% W4 O5 b* h$ X
工资率系列 <human resources> Rate ranges
' ]6 I. n& {! L2 d& J2 X工资曲线 <human resources> Wage carve
, i" p9 m+ H, c, G; @. m% N工作分析 <human resources> Job analysis( d7 Q/ X% O# F% u$ U
工作分组 <human resources> Job sharing
, ~+ V# h' j# }% P6 ?# z工作公告 <human resources> Job posting
6 A; d2 ]2 Q( l' c: H+ h工作绩效分析 <human resources> Performance analysis
+ a7 U4 c& q4 O! F7 w0 x工作绩效评价面谈 <human resources> Performance Appraisal interview, S( a" a; A5 Q3 Z0 Z7 b
工作轮换 <human resources> Job rotation
5 O9 {/ `4 t7 V. H- G工作描述 <human resources> Job description
# {. J. W$ d: ?/ {) B0 j5 k. w y. O$ \工作申请表 <human resources> Application forms% B6 p; A3 H3 A7 H3 X/ g2 q
工作说明书 <human resources> Job specifications
$ W7 n2 ~; ]- h工作替换/临时解雇程序 <human resources> Bumping/layoff procedures
9 X7 F1 }0 ~7 F: ?2 A) T: {5 ?工作样本 <human resources> Work samples7 {: I9 R8 t6 W+ X
工作样本技术 <human resources> Work sampling technique) P- T& k5 s6 V% d, O- M, n: g
工作指导培训 <human resources> Job instruction training (JIT) 2 m. G& |$ N9 U' u# g
公平工资法 <human resources> Equal Pay Act
; `8 {2 P9 S0 o% P5 v8 h公平劳动标准法案 <human resources> Fair Labor Standards Act
* y: T2 O2 X; H+ W: h公平日工作 <human resources> Fair day's work
G, v$ z: d X1 M9 ?/ C: G4 U功能性工作分析法 <human resources> Functional job analysis
9 i2 i4 g, j6 C/ [4 g$ t股票期权 <human resources> Stock option* r6 @- T8 E0 I, J/ D, w/ b
固定福利 <human resources> Defined benefit7 Y4 W5 J, }5 b% M* S
固定缴款 <human resources> Defined contribution2 x" u. w0 m* f* D# X+ E
雇员参与计划 <human resources> Worker involvement
, Z8 D$ ]& n) D( z5 z& \+ O# F雇员持股计划 <human resources> Employee stock ownership plan (ESOP)
z% h4 K. x5 ~+ [雇员服务福利 <human resources> Employee services benefits
8 @5 d& X1 K: Q雇员福利 <human resources> Worker's benefits# K! J/ Q: I' C: Z5 V* T. ?" x5 z6 ^- p
雇员上岗引导 <human resources> Employee orientation
+ g+ y0 _" l% @5 w1 L; W雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act (ERISA)
- w5 Q: J, g/ y8 r+ C关键事件法 <human resources> Critical incident method: ^) L: n2 R# U6 V6 p
管理方格训练 <human resources> Management grid
) X& G9 v# `0 S# j管理过程 <human resources> Management process
: p+ t& B( E2 @9 }/ M9 p管理竞赛 <human resources> Management game& V! X- H3 K, d' [' c& C
管理评价中心 <human resources> Management assessment center
$ d( k; ]- j+ p4 @: e归类（或分级）法 <human resources> Classification (or grading) method4 r- _9 A- y& l) [) ^
耗竭 <human resources> Burnout
! _; w) L% e$ y2 ?, H5 V候选人次序错误 <human resources> Candidate-order error" {* u \6 I$ w4 c
怀孕歧视法案 <human resources> Pregnancy discrimination act4 N0 Y& _) a4 g! |; @" l: \
基准职位 <human resources> Benchmark job" d7 {7 B4 f1 `' ]% Y5 t J4 [
绩效工资 <human resources> Merit pay8 y( b5 H$ {4 Z+ w
绩效加薪 <human resources> Merit raise
7 }* T6 F7 h3 j( D! I绩效评价标准不清 <human resources> Unclear performance standards
3 P: k% ]8 u3 \9 p9 b激励计划 <human resources> Incentive plan
# E* u/ H2 @/ ?! x集体谈判 <human resources> Collective bargaining
9 b3 r- i* b2 c2 b' g6 S计件 <human resources> Piecework
+ c' p* K( j+ [1 i$ u4 r M计算机化预测 <human resources> Computerized forecast
) Y- b! E0 l, y纪律 <human resources> Discipline
+ M6 U$ V4 {% F9 b$ n' Q" H健康维持组织 <human resources> Health maintenance organization (HMO) ' U1 }: m9 Q! a3 w- Q+ A) A' l
僵持 <human resources> Impasse7 {9 p8 s+ V. l0 i- O, M4 P
讲出来！ <human resources> Speak up!
- L; L7 Z0 F6 z/ K$ f+ J9 ~6 f& m交替排序法 <human resources> Alternation ranking method, g6 S F" ?; B5 L- z" k& B \2 z& b
角色扮演 <human resources> Role playing
, S6 L4 G7 |; @9 y/ Z0 L8 i/ z接班计划 <human resources> Succession planning
3 j$ a% I# K6 F( T Q5 f结构化面试 <human resources> Structured interview! N! `) F5 v! V9 ]0 k7 m' i
解雇；开除 <human resources> Dismissal
9 \2 g, a8 U& N( B3 }/ t解雇；终止 <human resources> Termination: K/ F: W& ]' T; @
经济罢工 <human resources> Economic strike
( p) ]2 b+ B+ b; g# w% h) K精简 <human resources> Downsizing e/ C P, e: r6 M9 J8 F' v% Z# F
居中趋势 <human resources> Central tendency
: t1 B6 ?5 Q9 ]$ X& K# J科学管理 <human resources> Scientific management I7 b1 f/ y6 c- S' ~7 j5 i
可比价值 <human resources> Comparable worth
; }# K" Y4 D- g( d可变报酬 <human resources> Variable compensation6 l+ F1 O3 J/ j
劳工部工作分析法 <human resources> Department of Labor job analysis! s; t+ K- A8 `4 h
类 <human resources> Classes. O; B! A3 G5 H' _- y% v
离职金 <human resources> Severance pay, T9 D9 s" P) W" \. f( c
离职面谈 <human resources> Exit interviews
* p# X$ L4 D0 D) D+ J利润分享计划 <human resources> Profit-sharing plan
/ ]6 g$ P+ ~9 x9 l- G联合抵制 <human resources> Boycott
: Y- d. B. U8 `2 [) s临时解雇 <human resources> Layoff
1 J, T- z1 l; x# q临时性工作分担 <human resources> Work sharing
8 n0 u$ o* b$ O$ `! |0 g! l领导者匹配训练 <human resources> Leader attach training2 ?9 H, v2 }4 t% ]
每周4天工作制 <human resources> Four-day workweek0 Q3 j. D, F2 Q, J. S1 h% f
民权法 <human resources> Civil Rights Act
! j- Z& u8 z$ ~' l+ o, V! N$ k! w( {敏感性训练 <human resources> Sensitivity training7 W% N. b* ? G+ |3 G) r; {
目标管理法 <human resources> Management by objectives (MBO)
3 g: g2 L. k3 h7 f内容效度 <human resources> Content validity
5 k% H5 }& s1 X9 y$ r年终分红 <human resources> Annual bonus
7 z5 j# E) I9 e1 d( n排序法 <human resources> Ranking method
2 n+ {6 W+ o4 J) r1 L培训 <human resources> Training
5 {6 E, h. a# w0 k: j/ n配对比较法 <human resources> Paired comparison method
3 a3 {9 P" \' D. K& \5 [4 G4 k偏紧/偏松 <human resources> Strictness/leniency. h9 y0 U3 b5 J9 x2 N4 J. m3 _
评价面试 <human resources> Appraisal interview
" `6 Y& x9 @1 i期望图表 <human resources> Expectancy chart5 B- G& |7 p. S
企业内部开发中心 <human resources> In-house development center
5 H* e! |( g! C4 C1 x2 \; B强制分布法 <human resources> Forced distribution method
' m3 ~8 L4 c1 Z4 f强制谈判项目 <human resources> Mandatory bargaining
; D) p! a! C e, T7 e情境面试 <human resources> Situational interview* ?: e9 [1 q4 O1 v0 X7 W9 |* }% ?
趋势分析 <human resources> Trend analysis- F% [0 [7 F1 D+ f
确立阶段 <human resources> Establishment stage7 g. h: E+ F/ q
人际关系心理分析 <human resources> Transactional analysis (TA) 9 ]8 ]$ {' s$ s$ A- m3 A6 B+ D, X
人事（或人力资源）管理 <human resources> Personnel (or human resource) management
, R. N4 R# L' j( p# {2 A人事调配图 <human resources> Personnel replacement charts* ^5 @4 g1 q( h" K, P& D( N8 i
任务分析 <human resources> Task analysis
1 w% w s8 g. _% {. v6 [日常集体谈判 <human resources> Day-to-day-collective bargaining/ `% b& R, ~ T7 j0 X: c
散点分析 <human resources> Scatter plot' I6 C& `8 C! C7 ?& G6 c" V1 _- v! B
社会保障 <human resources> Social security
3 E1 |: D" V/ G. E0 b1 w失业保险 <human resources> Unemployment insurance/ ?/ ~6 k6 X- |! x9 @
实验 <human resources> Experimentation
# N5 c; k' J' a% b& n0 r收益分享 <human resources> Gain sharing
; N0 ^* X" H, S1 {: z8 g斯坎伦计划 <human resources> Scallion plan
0 m6 T! m0 U- k6 u随意终止 <human resources> Termination at will. \5 [9 g' J; v1 @' u% Q9 |% @
谈话；面谈 <human resources> Interviews7 m# p/ `2 C1 \7 @; m
探索阶段 <human resources> Exploration stage
( M. a! r* F5 |+ w1 j7 Y/ L: k6 ]特别保护权 <human resources> Vesting" z, v, l i4 z. l; I+ s
特殊的管理开发技术 <human resources> Special management development techniques7 Z" s/ Q8 [6 j
特殊奖励 <human resources> Special awards
: r1 s+ o" f& K$ |+ B0 d# \2 h; m7 E提前退休窗口 <human resources> Early retirement window
! K9 ]1 R# m' V# k0 p) O: H$ _) C同情罢工 <human resources> Sympathy strike, s0 W+ `7 Q8 H1 n* u9 I
图尺度评价法 <human resources> Graphic rating scale$ c; l; u$ s0 M2 N. S+ ?" |& ^* z5 E
团队建设 <human resources> Team building
* v9 r- l c* Z A2 Y o; l, I8 }团体人寿保险 <human resources> Group life insurance
" t ?4 @8 y* _3 |+ n1 `2 d团体退休金计划 <human resources> Group pension plan) A; P) Z; F0 [ L1 ^7 Z* _
退休 <human resources> Retirement5 [7 a6 z% H% C
退休福利 <human resources> Retirement benefits' |3 [, _/ O0 i
退休金福利 <human resources> Pension benefits4 Z7 E# O) ^: @* o# L& G; n
退休金计划 <human resources> Pension plans- S/ }+ _' B: U- @
退休前咨询 <human resources> Retirement counseling
' Q: M$ T7 [/ ? b/ F维持阶段 <human resources> Maintenance stage
8 C6 k. x1 ^3 r+ X) b2 c* B维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman
+ S p7 ?1 s$ B稳定阶段 <human resources> Stabilization sub stage
8 ] X) f2 d0 ~2 F# _7 |; `$ k$ I无保证终身解雇 <human resources> Lifetime employment without guarantees8 h7 X' y! z0 u: y* Y# I7 [
系列化面试 <human resources> Serialized interview
v4 |% D1 i& ~3 j: ?' Z: ]; }下降阶段 <human resources> Decline stage/ W) R5 Y l# ?! O( s% U
现场工人日记/日志 <human resources> Participant diary/logs6 n# G8 j# u8 O y' Z0 F
现实冲击 <human resources> Reality shock3 m2 `/ B3 Q0 _9 c" r$ L- f
向外安置顾问 <human resources> Outplacement counseling) S2 N- N/ J5 c& A: P6 h. h. k7 @
小组面试 <human resources> Panel interview
: u/ Q* s& ^& Y% y/ j) u$ F3 O9 E效标效度 <human resources> Criterion validity" |/ Y. e p' O. N+ @
效度 <human resources> Validity
9 Y8 G4 \* |5 E- ?$ M新雇员培训或模拟 <human resources> Vestibule or simulated training4 a, ^! u2 T' p6 T
薪资调查 <human resources> Salary surveys
* a5 `4 }1 q! {信度 <human resources> Reliability
# O' r$ O0 b6 ?/ a4 D# ~% g- q行动学习 <human resources> Action learning
# ? D; @3 D* Z7 Y& n行为锚定等级评价法 <human resources> Behaviorally anchored rating scale (bars)4 r* ~/ t& {# G2 m. N% _
行为模拟 <human resources> Behavior modeling
3 l- c, o& ?9 N. v. |压力面试 <human resources> Stress interview! C* q. O. z6 b4 H+ v* o" G% k9 z
延期利润分享计划 <human resources> Deferred profit-sharing plan
3 v) L( S1 J: l3 u一般经济状况 <human resources> General economic conditions
- K9 k# p, X( i& u4 h% u+ ^以价值观为基础的雇佣 <human resources> value-based hiring/ n, g; ]5 p6 J/ N- n
意见调查 <human resources> Opinion survey
K" X/ K/ ] ^% l+ U- D0 \隐含职权 <human resources> Implied authority* p% n" d# W4 }. y( y; x+ `
有保障的计件工资制 <human resources> Guaranteed piecework plan
! N& J5 |. F9 Y+ k有保证的公平对待 <human resources> Guaranteed fair treatment
+ P2 ~9 b; t8 L; [* W& _约翰?霍兰德 <human resources> John Holland9 L6 p8 z% [. t, N( F* [
越级谈话 <human resources> Skip-level interview& K# ~1 ^: b8 Q M2 R$ u
晕轮效应 <human resources> Halo effect
+ t- T% _: Q3 l$ Q# z( L8 `- ]% w在职培训 <human resources> On-the-job training (OJT)
# z6 O! j( z4 ]) T战略规划 <human resources> Strategic plan
2 D# e+ d0 ^- y! _# c真诚的谈判 <human resources> Good faith bargaining
% w) U9 v2 o$ n政策 <human resources> Point method/Policies
( x. C$ u$ N6 Z9 H$ a4 ]" \直接计件制 <human resources> Straight piecework
+ B" z5 S9 T# S1 c( K1 D9 V, k直线管理者 <human resources> Line manager
. I$ M# D+ u8 \) Z3 j4 p职能（服务）功能 <human resources> Staff (service) function
# Z( y- r/ p& M1 x职能控制 <human resources> Functional control
% [2 v% Y+ T# A职权 <human resources> Authority
! Y0 }( l g# n% H9 w4 J职位调配卡 <human resources> Position replacement cards* d& b5 ]8 g% ^" G( f
职位分析问卷 <human resources> Position Analysis Questionnaire (PAQ) ' ]0 u- |% h. F
职位评价 <human resources> Job evaluation# B5 Q3 Y8 |3 e, y
职业安全与健康法案 <human resources> Occupational Safety and Health Act5 I6 D( x8 q- u$ m/ \
职业安全与健康管理局 <human resources> Occupational Safety and Health Administration (OSHA) 0 }1 U) @+ V' d* m
职业规划与职业发展 <human resources> Career planning and development
$ Z, g4 m, e3 R$ G职业技能 <human resources> Occupational skills
7 H5 V! t+ x9 M! a' X* B$ I职业锚 <human resources> Career anchors
, \! Y7 |8 P6 j% t8 g$ D职业市场状况 <human resources> Occupational market conditions* F6 \ `. R$ _! d. V) Q" c4 d2 j
职业性向 <human resources> Occupational orientation. w! W* j, n! w6 Z$ d3 a, F
职业周期 <human resources> Career cycle
" @( a0 x T6 l0 {职员报酬 <human resources> Employee compensation, B5 u- J6 ]% ]5 l: W2 g
质量圈 <human resources> Quality circle
Q7 s2 i" V% U/ a# v- H; L中期职业危机阶段 <human resources> Mid career crisis sub stage
. I& j2 Q5 U( ~仲裁 <human resources> Arbitration2 b* j& V4 y4 q( H5 j$ C
资本积累方案 <human resources> Capital accumulation program
: c% `4 U# a+ p资格数据库 <human resources> Qualifications inventories
2 ~9 O3 u1 F/ Z) a# K/ ^$ x7 e5 Z/ V9 s7 L! \资质 <human resources> Aptitudes" @" T# d, C& S( V f9 E( W7 ~
自我实现 <human resources> Self-actualization3 U! w% Z3 N9 _- _
自我指导工作小组 <human resources> Self directed teams
/ v$ V1 u4 n7 X! }# j# N自愿减少工资方案 <human resources> Voluntary pay cut% m1 {* }/ Z! B; ~$ x
自愿减少时间 <human resources> Voluntary time off
4 ^- ~$ s, B1 g- N6 Z! d自愿谈判项目 <human resources> Voluntary bargaining9 n. h1 c9 o& h0 h' `
组织发展 <human resources> Organization development(OD) ~* z* U2 J Z% B# ?
组织体系Ⅰ <human resources> System I5 ^7 n2 D5 R' x! j1 e2 I9 s. e F
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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