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A 0 z- H. {. i6 W. B" h3 o
Action learning:行动学习
$ Z- v0 O4 @8 ?( f# w( pAlternation ranking method:交替排序法 ) Z& I- P) I5 X: p- h
Annual bonus:年终分红 ) @5 x: p" r$ t$ Y& D
Application forms:工作申请表/ q+ n. m8 V6 z0 ^
* q! f4 a3 W# m4 `Appraisal interview:评价面试 d5 ^% C: e+ ?
Aptitudes:资质 . [, D% {! f3 U# C, c5 C' g
Arbitration:仲裁
- D. t' j6 y$ P1 OAttendance incentive plan:参与式激励计划 ( v, U, T+ R4 Y' J
Authority:职权 5 R& P8 K$ E( ?6 a
4 s* f1 i3 f& T! u1 d
B - X S( q% s3 I; F5 U1 o, H
Behavior modeling:行为模拟 6 g: [ h# M) b; L d4 Z+ A' m, J
Behaviorally anchored rating scale (bars):行为锚定等级评价法
" [1 K% R1 ^7 L+ J) q1 I0 lBenchmark job:基准职位 - Q9 n+ Q2 e# a% B
Benefits:福利
6 d# ^" ~1 {8 r) ~7 W* cBias:个人偏见 . \7 L3 P3 x$ r2 j) S/ O# b
Boycott:联合抵制* v0 {0 ^$ i( @ p
Bumping/layoff procedures:工作替换/临时解雇程序
5 k. Q5 X' K9 ~) Q+ z0 RBurnout:耗竭 9 G+ L" T- g+ R( I4 ~
5 E2 S* I& K1 W' \1 {9 [6 V
C
( B6 B9 O( t- ~4 H- ~+ R! QCandidate-order error:候选人次序错误
% |7 \5 o# O% G. V! g- {Capital accumulation program:资本积累方案
% ~& O2 V3 ?7 f9 uCareer anchors:职业锚
& C: U5 Z( o) S' \5 {! ^Career cycle:职业周期
' T2 A4 e- d: A) ~# U) ^- QCareer planning and development:职业规划与职业发展
) D% f ~: m# V* U9 qCase study method:案例研究方法
2 Y) ^" C: J* L5 O& k! G5 HCentral tendency:居中趋势
/ `8 M# F8 n) k6 k! V- jCitations:传讯 & a' @8 v i: x% P# d: D' H
Civil Rights Act:民权法# t: [( ~& Z1 P- w# ]5 P2 ^
Classes:类 , L! n4 U2 X2 P: O* L) n2 H7 L% b
Classification (or grading) method:归类（或分级）法
1 Z& ]- }) _1 r: N9 Q9 T* |, ZCollective bargaining:集体谈判
0 B* Z# W& H3 a5 h! n0 X/ F4 jComparable worth:可比价值 . o9 W% M; ^7 N4 v6 ^7 a
Compensable factor:报酬因素
1 s* \" K, `2 ~5 ~Computerized forecast:计算机化预测
$ S6 `/ o! M/ h, |Content validity:内容效度 3 M0 D: |3 D6 u0 i3 G! n5 L
Criterion validity:效标效度 , U6 ?1 s% p/ H" R5 S
Critical incident method:关键事件法2 R: S% ?1 L* R' M! g, O
: _2 S2 u, `/ F: D2 MD " j2 h1 Q& N6 V4 b1 Z0 R; _
: c1 U' P9 j6 @1 U
Davis-Bacon Act (DBA):戴维斯—佩根法案
# V- n0 ?8 a1 p9 a) A1 f! Y- O
7 Y( U, T0 I" M+ n' W! T1 F4 o! R& GDay-to-day-collective bargaining:日常集体谈判# O& L4 N0 k& ^* S% u; u) i" Q5 S3 r
, R7 q! N ?2 h( G; K3 G
Decline stage:下降阶段
1 m' Z% q9 g& L: f3 y6 eDeferred profit-sharing plan:延期利润分享计划 4 I% B) P2 i0 t5 [* {
Defined benefit:固定福利 ( O5 @) f( X; @1 z
Defined contribution:固定缴款 1 d! g- ?# w9 w: Y/ N4 m, z
Department of Labor job analysis:劳工部工作分析法6 v5 S/ G9 z4 N
Discipline:纪律
; G5 p( {4 \% r( G. Y8 N4 \Dismissal:解雇；开除
+ p6 `8 D+ Q3 V+ C p/ jDownsizing:精简
3 G! u: Y* b3 v1 Q$ f
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E
$ R, M1 M3 H8 s; ]6 B! q
5 u+ D6 c5 {7 ~4 m, Y" s+ AEarly retirement window:提前退休窗口) n' J2 ?4 }2 D2 a- v
Economic strike:经济罢工
- D( E/ ?6 y4 q* V" VEdgar Schein:艾德加·施恩
# L8 v T" d$ M; K( eEmployee compensation:职员报酬 % v& [) `0 \3 _4 d: l) g
Employee orientation:雇员上岗引导
. T0 |2 { G4 T6 g$ f4 a& Q8 t# 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 . y" c5 Q G9 x( `; v! l3 j* C
Employee stock ownership plan (ESOP) :雇员持股计划
; M' v! h9 v9 X$ y! XEqual Pay Act:公平工资法
/ |* k. r. t+ j# v/ E5 `5 YEstablishment stage:确立阶段
* l9 Q5 o: A- N% {) q: ~Exit interviews:离职面谈 # v+ N9 f" M7 `6 M
Expectancy chart:期望图表 . Y' G5 o. E+ w
Experimentation:实验 0 [) b4 P: l5 ~9 [* X
Exploration stage:探索阶段 7 k8 p" t) z, V6 C% K
' E. v' o: v) }% b- Z5 lF
8 m- E3 Z3 J$ F9 W
2 t7 a( x r% s" n. T& HFact-finder:调查
$ L' j! J d6 m# Y j% rFair day's work:公平日工作
% A6 T2 F6 w, G3 UFair Labor Standards Act:公平劳动标准法案 ' A) ~; k# r2 ], C" @0 Z, s4 V
Flexible benefits programs:弹性福利计划
* k* F3 o+ a( T# @4 M1 P" y$ @Flex place:弹性工作地点 - D4 d0 O' ?1 T" p; Y# u2 ^
Flextime:弹性工作时间 ! Q7 `- {; L" f+ |
Forced distribution method:强制分布法
* w5 v% L% u6 ]* @Four-day workweek:每周4天工作制
" {7 O4 _- |5 iFrederick Taylor:弗雷德里克·泰罗 : v( F) O8 ]$ C* x6 @! @7 X
Functional control:职能控制' v( O# w7 `0 M
Functional job analysis:功能性工作分析法
7 u3 p4 } L( ?/ v
$ j8 @3 _5 y [. u7 ~" c0 D9 J- a& m
G n3 i* n a7 G
$ q% V4 }; w% @9 ZGeneral economic conditions:一般经济状况 2 H6 \4 ?4 s8 f. e: s& ~: ~
Golden offerings:高龄给付
0 a0 x. q' r1 s o/ u' T+ Y) ]7 hGood faith bargaining:真诚的谈判
6 S9 g& C' g' j/ [Grade de***ion:等级说明书 ( q6 n% ?2 M8 S+ w; i
Grades:等级
{3 j! ~+ E! LGraphic rating scale:图尺度评价法 5 r2 j% p9 h4 q2 k8 `
Grid training:方格训练
7 v. q: [+ l) [* P( `Grievance:抱怨
! v# c) A! s ~Grievance procedure:抱怨程序
% |4 d: \& ?9 ^: eGroup life insurance:团体人寿保险
4 }" Y6 `$ j2 I# G) ]8 Y2 xGroup pension plan:团体退休金计划
6 s' ]" s5 J& Q1 r9 |Growth stage:成长阶段
5 n8 u2 q( U$ x+ vGuarantee corporation:担保公司
- g& ^0 N* {! Z; i5 h( B/ }/ f/ WGuaranteed fair treatment:有保证的公平对待
# x8 {0 S" O# k5 C" Q/ ZGuaranteed piecework plan:有保障的计件工资制 1 ^% V. J, E* C
Gain sharing:收益分享
8 N" }+ C+ G' Q" E; K4 e4 `! j
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; g5 ~( g' F8 }Halo effect:晕轮效应
1 z$ i* O' W/ b9 |- H% qHealth maintenance organization (HMO) :健康维持组织
$ z6 x# D2 d( Y5 @0 Q6 I/ B/ p' }& b ~0 y+ {9 S1 }) A
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7 g V0 v9 B# z4 j, ]Illegal bargaining:非法谈判项目
# A( G3 p) V1 }) U4 h7 ?! NImpasse:僵持
" p0 Z$ M7 r$ m6 D% i5 oImplied authority:隐含职权 : y7 Q6 B. s1 _" n( T
Incentive plan:激励计划
2 c) x1 y. r" wIndividual retirement account (IRA) :个人退休账户7 l6 w! ?$ L9 S* Z* ?4 [1 _
In-house development center:企业内部开发中心; D7 p, @& u. a
Insubordination:不服从 , W) j! ?1 B" w m1 b0 c1 k/ R/ F! m7 k
Insurance benefits:保险福利' P# r5 F7 p7 ?4 D
Interviews:谈话；面谈 5 M5 R+ U! Y9 G& X* c+ w" v
6 @' y& m: c( b. WJ% p$ _: P) Q' ]
' D4 U7 i0 v% s' o+ |. g% t' t c
Job analysis:工作分析 2 h3 V7 m( R/ w
Job de***ion:工作描述 ( L" g ]) e2 o2 G
Job evaluation:职位评价
1 e7 L+ T0 O- ]7 {; d# ~- FJob instruction training (JIT) :工作指导培训
/ Z( r5 V4 k; J$ `* B9 N) LJob posting:工作公告9 ?, ]2 J% d3 w3 t7 z* t
Job rotation:工作轮换 ( X7 | G# T' ^, j" X' n
Job sharing:工作分组
4 k( H/ _- F+ u3 Y& |' xJob specifications:工作说明书 ' J0 x" M! l9 n& R# [" _
John Holland:约翰·霍兰德
4 Z o5 ^* \0 S1 k/ pJunior board:初级董事会
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L
$ X$ ?! a# J& }0 l
1 ~* C9 ?; I; m* j, YLayoff:临时解雇 : k+ y# ?- M0 f
Leader attach training:领导者匹配训练 # B, x# [( @2 Q& F" W$ v0 W$ V
Lifetime employment without guarantees:无保证终身解雇
/ M- Z3 ^1 o- v5 ^/ a$ e4 eLine manager:直线管理者 . n2 h* x* h- h3 z8 B6 F l: J
Local market conditions:地方劳动力市场 $ A6 E: R! B1 T1 ?% C/ H
Lockout:闭厂 # P1 O6 w8 z" N4 f2 {
j2 p5 N1 R/ u! ]8 ]) LM ) u! e. X9 t. d! |0 {
2 b, Y6 s: k/ l; }# r' s! J. k
Maintenance stage:维持阶段 ; L7 {' f6 k( Q+ P
Management assessment center:管理评价中心
7 R& x4 w1 I! G, A( LManagement by objectives (MBO) :目标管理法 5 g- x* q7 ], V0 j
Management game:管理竞赛
! O5 d) i' e7 _: ~( }2 jManagement grid:管理方格训练
$ ?9 m4 p3 p7 X6 `Management process:管理过程
/ v; a* P+ s( M% T; ?Mandatory bargaining:强制谈判项目
; a1 s/ W, J9 b$ e8 J4 ^Mediation:调解 ; u& b' G6 {* N9 A5 a5 F
Merit pay:绩效工资
% M6 ` v$ y' SMerit raise:绩效加薪
) _! C) n" _0 M {Mid career crisis sub stage:中期职业危机阶段 + `+ M& b2 b& G& h& L) ^* D
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N
! L' B- s' I, t7 k7 F& s
+ ~. a S4 d/ X8 r$ s( vNondirective interview:非定向面试
& ]# v5 ] g* a' d* a( m" u2 F& j8 g; ?) H5 ^7 ?$ n2 Q& P
O 6 N8 u) a: C7 O4 Q' Q2 H/ A% c# e
Occupational market conditions:职业市场状况 - n) I3 L, Y' d" @
Occupational orientation:职业性向
$ G- z- _) C5 m- C- l. h$ COccupational Safety and Health Act:职业安全与健康法案 & ]" Y& | u/ p/ a$ I, @; J
Occupational Safety and Health Administration (OSHA) :职业安全与健康管理局 + n6 H4 |! c+ ^" q0 `0 }
Occupational skills:职业技能 On-the-job training (OJT) :在职培训
/ M/ q( }3 @4 G* a i, X% lOpen-door:敞开门户2 T+ z D5 l( ~9 r: A w
Opinion survey:意见调查
, F3 J6 A' M/ M4 |Organization development(OD) :组织发展 / j$ j' T) a+ T3 u9 V
Outplacement counseling:向外安置顾问 y$ {1 D: f' `) A- ^' c5 ^
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P 9 p8 w0 i6 b4 q) a
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Paired comparison method:配对比较法8 Y: ~: P- O9 [9 u" t
Panel interview:小组面试8 `+ a( W, R0 W9 R, s0 L$ d
Participant diary/logs:现场工人日记/日志 " a1 S1 N6 W$ l# w- S
Pay grade:工资等级
) t# D/ m+ j1 T! WPension benefits:退休金福利 3 K& B6 @; [7 Q" f6 o. T# U
Pension plans:退休金计划
3 t, C( _; j5 V7 O$ d, |People-first values:"以人为本"的价值观
% }, Y- m" D m6 k4 _! W4 s. yPerformance analysis:工作绩效分析
! w. F3 x* J5 h3 p$ r4 D, A) T: ~Performance Appraisal interview:工作绩效评价面谈
F7 d& A5 Y7 f3 Z5 l2 g! SPersonnel (or human resource) management:人事（或人力资源）管理 5 ]+ b. \ W9 x, w0 [4 V+ p
Personnel replacement charts:人事调配图 3 R7 ?% F2 n9 P$ k& C
Piecework:计件
' O: |3 Y- S, `' i5 EPlant Closing law:工厂关闭法 : p2 ^* d7 X2 R7 e$ Y
Point method/9 y9 ]' c/ r, J, q6 Z4 b
Policies:政策 + ?& _- e" [' _$ Z; ?+ K9 J+ V
Position Analysis Questionnaire (PAQ) :职位分析问卷 # h/ m% \- O6 D+ r$ a5 ~
Position replacement cards:职位调配卡* r3 a$ \7 [6 n' a$ i5 D1 X2 i
Pregnancy discrimination act:怀孕歧视法案
% k5 L, W( d X, ~6 I, WProfit-sharing plan利润分享计划
# q0 j" \+ i) _7 T; k1 cProgrammed learning:程序化教学
3 u( D. W' G0 }5 x+ M, T+ o9 o* V Z" ~* S& [5 w
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Q
: c2 u# a- J0 M& Q
4 s# w2 H5 q2 p/ I# j0 s- MQualifications inventories:资格数据库
3 G, V* V) F/ ZQuality circle:质量圈
+ F: Q; e$ J7 K0 b8 F) t( J+ o* d6 e2 A) j4 ^
R 4 g, {+ u2 |6 N: W' O# t
Ranking method:排序法
4 v2 N/ \( w0 F- k* g2 BRate ranges:工资率系列 W4 S$ W, D* C$ f/ p
Ratio analysis:比率分析
: k2 O* P9 \5 o" l% j" yReality shock:现实冲击 Reliability:信度 / t2 a' T2 ]; N8 Y8 X, S1 m: _
Retirement:退休
5 w% D+ A* ^/ O9 B- A JRetirement benefits:退休福利
1 U6 |! u7 r/ Q/ u3 ERetirement counseling:退休前咨询
4 W ?2 F" K% {& ?# Q6 O* [3 jRings of defense:保护圈
, R! F7 t- _" M4 z, uRole playing:角色扮演
9 ^7 g0 e; C; R! X4 c: N
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S
* ~ G7 v5 D2 I9 T$ t$ U0 K& Q$ lSkip-level interview:越级谈话 + f0 Y# ?2 N7 b# R
Social security:社会保障 + r7 S; z3 L* R* M) s9 u- n3 t
Speak up! :讲出来！ . b! G }$ ]6 |7 j, r/ I0 k# Y# n U
Special awards:特殊奖励2 q$ @+ q5 e% p, m9 Y6 N
Special management development techniques:特殊的管理开发技术 5 o/ z6 P+ M/ b8 U1 ]" ?
Stabilization sub stage:稳定阶段
) l5 Y2 Z# e8 C- l0 fStaff (service) function:职能（服务）功能 5 K1 }& u, G w7 h& U* X
Standard hour plan:标准工时工资 2 G3 i9 T% `0 Q) M
Stock option:股票期权 2 L0 u) A/ W" M, ~% s
Straight piecework:直接计件制
. f8 y% Z2 e: L2 s( DStrategic plan:战略规划
/ l2 H* j+ ] E0 U; q5 h& ]2 b; VStress interview:压力面试
L8 L/ _- Y+ U8 A# C8 |* ~Strictness/leniency:偏紧/偏松 9 q" H( T! {! V
Strikes:罢工
6 R3 T" }: u, o5 B: R7 e; o; z7 H+ zStructured interview:结构化面试
+ [! E+ g+ j7 VSuccession planning:接班计划
8 ~. C. b6 P3 iSupplement pay benefits:补充报酬福利 % i2 l* n: g6 x6 _
Supplemental unemployment benefits:补充失业福利
. T6 O6 g8 a+ ?5 q( V/ OSalary surveys:薪资调查
5 v' [, k! h* a8 ~Savings plan:储蓄计划
& @9 S# T& H6 p9 j$ K: S3 `" ^Scallion plan:斯坎伦计划 7 ~& d) S; U& x6 u3 y! D: w
Scatter plot:散点分析
, r5 g) V' t% h/ ^% v6 @1 W5 }9 }Scientific management:科学管理
6 a3 j( O" e q- i8 A; p/ D/ c1 I% M7 q# r3 i/ T( E
Self directed teams:自我指导工作小组
, T6 T. i* s; M0 ASelf-actualization:自我实现/ h% O# O1 I8 y
Sensitivity training:敏感性训练
0 L, ?4 I* G$ R" y$ kSerialized interview:系列化面试 2 l9 b$ L) g8 [% m; s6 V
Severance pay:离职金
3 R' Q0 C/ p7 m) H% B0 h! c- lSick leave:病假 ; s+ L) Z3 p- T/ ?- s3 K1 F% \
Situational interview:情境面试 6 o+ J* ~" j7 ]( D9 u
Survey feedback:调查反馈
% `; h& _* S d- X) T# OSympathy strike:同情罢工
: r% ]& ~ ?' p$ \0 fSystem Ⅳ组织体系Ⅳ ' @1 I% |6 }2 D& w
System I:组织体系Ⅰ
9 N3 L) r0 m7 T0 c8 @% R+ [0 r5 P% i' O! F( ]5 j
T ' ]* o3 Z! _, d6 m
Task analysis:任务分析
% a6 H% I- @1 J. G( d6 gTeam building:团队建设
: A- q" _7 H* A1 ~Team or group:班组 5 ^0 q+ n$ T- D2 D7 S% o
Termination:解雇；终止
o! V9 ^% x& e+ J! kTermination at will:随意终止
3 Z+ h4 v8 O+ `# i9 h& Q7 PTheory X:X理论
* G# w) _! @" ^7 H N7 _Theory Y:Y理论 ) t; H' E8 n8 U! |" \
Third-party involvement:第三方介入
+ p+ f& ^4 P7 R5 z" o5 y! M# v! QTraining:培训 7 K3 X; |7 T- n1 K1 c) o ]3 m- v
Transactional analysis (TA) :人际关系心理分析 6 F7 P, ^' \- l9 Q2 k0 {
Trend analysis:趋势分析 ! V7 C1 p0 Z d( [
Trial sub stage:尝试阶段 8 m% J" q- k0 Q2 l
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U
' j T$ F D, q- G7 z' r6 }& J8 qUnsafe conditions:不安全环境
3 H f% e* v4 u3 ?, M6 B* AUnclear performance standards:绩效评价标准不清 1 J/ }3 U/ p. x: y9 t, q# c, H7 j
Unemployment insurance:失业保险 ; g+ \0 k# y) E! G+ i k
Unfair labor practice strike:不正当劳工活动罢工 % m! H! P* j" v
Unsafe acts:不安全行为/ U7 U7 G4 K, }
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V
1 `: _( `- O# r# f: mValidity:效度
# A0 u$ U4 A- o) G6 K# `Value-based hiring:以价值观为基础的雇佣3 K" g3 a; ?! [/ \, r J; o
Vroom-Yetton leadership trainman:维罗姆-耶顿领导能力训练8 ]" h. c7 p7 Z
Variable compensation:可变报酬 3 }& o. T* o- T0 g) Z \& H* M
Vestibule or simulated training:新雇员培训或模拟8 f* O' A: _, G. U8 H7 z
Vesting:特别保护权
8 ] g' k2 W! w' @9 d0 oVoluntary bargaining:自愿谈判项目
, M1 A/ T7 w8 X" j! T; T& mVoluntary pay cut:自愿减少工资方案 7 C0 @$ C9 ~5 S, d4 }' J3 \1 u
Voluntary time off:自愿减少时间 5 j& S4 i$ B5 W$ ]
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$ B# Z E* ?% V; L2 W. gW , ]' m$ ]& Z$ y$ X7 ]
Wage carve:工资曲线 2 d: R5 P8 Z2 I6 Z, \( P
Work samples:工作样本 - I" J8 g# S- Y" ]8 x
Work sampling technique:工作样本技术
; _) T6 f" _: `3 S3 s" ?Work sharing:临时性工作分担 ( w+ L+ a2 @, P* f K2 R7 E
Worker involvement:雇员参与计划
& y/ L1 ` b. a+ t. T6 nWorker's benefits:雇员福利
: ]# W* `/ Z5 j$ y. P8 g; g! E8 f3 N T: Y+ f$ u' k
HR相关英文词汇8 e1 \3 R5 g7 @
: F3 \+ o% y! o4 ?: O' _
1. 人力资源管理:(Human Resource Management ,HRM)! U+ i) r7 S% Q+ v6 z& A
人力资源经理:( human resource manager)
/ o; |+ E. Z7 b/ {4 E& ?高级管理人员:(executive)& L+ p7 q" t' R0 k8 N" ~% I0 O! K3 Y
职业:(profession)
' B7 E3 Q' i; c4 k" c) i9 V4 x' t( t道德标准:(ethics)
Q: J9 g+ \- p& b% p8 T7 z操作工:(operative employees)
6 g5 ]. d: Q W& o6 j专家:(specialist); M% K2 R# {# o Q2 b
人力资源认证协会:(the Human Resource Certification Institute,HRCI)7 p8 y; ^( W- C
* ~$ s9 g1 k, j1 s
2. 外部环境:(external environment)7 K2 H' d7 k0 O* D z; N
内部环境:(internal environment)
# S$ Z$ ?4 H/ @1 U. p# c1 z+ f政策:(policy)0 W/ O8 C# ]$ [0 {
企业文化:(corporate culture)* z$ j* T T9 ]1 p
目标:(mission)
b. y- k! L. K' n4 a: Y( c股东:(shareholders)" E I- j2 C9 W. i
非正式组织:(informal organization)
3 j. h* y* b$ E跨国公司:(multinational corporation,MNC)
& A5 \+ E2 q# Q5 G. K. m) ~" Y2 f管理多样性:(managing diversity)& Q: j# r$ Y5 ]' C3 u/ o
$ C! a. |) ^2 M p; b3. 工作:(job)
, j9 P6 ]% `$ b8 k2 v职位:(posting)' |2 a, v( S x$ `+ S% H
工作分析:(job analysis)
$ J5 S$ W q/ Z7 d' U7 g* d3 l工作说明:(job description)
j6 {* F6 `' u工作规范:(job specification)- r- j, c4 Y! p2 U+ t( a+ T
工作分析计划表:(job analysis schedule,JAS)
0 O0 ] k! W, h2 N1 A职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)
6 L$ V1 a, T3 [! S9 u行政秘书:(executive secretary)) j) ~# o; _ B0 H" ^% _. p6 b7 G
地区服务经理助理:(assistant district service manager)" ]) w" s( G x. w1 |6 f
2 F& d; d3 m5 S( A4. 人力资源计划:(Human Resource Planning,HRP)
9 x9 ?% N+ P `2 {$ k战略规划:(strategic planning)
; F. O$ X2 _* L长期趋势:(long term trend)
0 C" L! a) S, a9 ^0 q7 _要求预测:(requirement forecast)
( s: ~$ I) V* a' h8 j供给预测:(availability forecast)# T9 @# W& _- `+ ^+ a
管理人力储备:(management inventory): S' b- I/ }; T3 h
裁减:(downsizing): Q |2 }# T- M0 V7 X, V; N
人力资源信息系统:(Human Resource Information System,HRIS)
. u2 g9 T) T1 `- S" O5 f
, v. j, X8 _3 r& P. m, V5 x9 G% t5. 招聘:(recruitment)2 ]5 z# l6 p3 Q: E0 J3 X8 x
员工申请表:(employee requisition)- G+ ~/ `1 t; D4 F6 O' m; Z
招聘方法:(recruitment methods)
8 c3 T, H% G. g* l内部提升:(Promotion From Within ,PFW)
# j& J% d2 H- @ l8 |2 t$ U) ?工作公告:(job posting)% ^) i/ z" C2 v! R9 S9 D0 {% x
广告:(advertising)) J9 s1 ]( J1 z1 C, W! @- {: U
职业介绍所:(employment agency)
/ i7 J6 B+ T9 h" Q8 U6 q. U特殊事件:(special events)
F9 c$ ?+ Y, X& i( m实习:(internship)
2 J6 X, g9 @5 R8 G9 q" j: x* m
1 b# @4 g0 k$ T% r6. 选择:(selection)3 v1 F2 W. Z( p) g1 z7 `3 K
选择率:(selection rate)
8 ^/ Q4 `) L6 g简历:(resume)
' M0 Q5 }" h+ o' @; H$ g4 E k p6 n( W! \* V- T; u
标准化:(standardization)
, m9 c' A. E' X' k有效性:(validity)6 @0 u/ m' n% w" G. L
客观性:(objectivity)
9 a2 U$ `0 V3 \; c规范:(norm)+ |, ^4 R4 L% D$ y9 m+ M+ r
录用分数线:(cutoff score)
( ^4 I& P- [) C# G ]' W( N准确度:(aiming)
7 ]! C( y: Q" L7 c* J; n业务知识测试:(job knowledge tests)% ~" q. ~7 j* P: S, W" T6 k3 q2 F
求职面试:(employment interview)5 o3 ^. T3 _! h" k$ J
非结构化面试:(unstructured interview)( F) t1 I, Z2 I0 B- C5 H
结构化面试:(structured interview)
0 a: X+ c9 W: q! r/ ]小组面试:(group interview)
) x4 f' f2 h& m' _0 B0 U) {. W职业兴趣测试:(vocational interest tests)
. L, V& u; l4 n! L) \会议型面试:(board interview)
+ a+ X6 I, B. e% Z' |7. 组织变化与人力资源开发% Z( {; B$ ~6 c6 F% y* z
人力资源开发:(Human Resource Development,HRD)
) R# h. ^5 d/ B& s+ I2 E) L8 C9 w% @培训:(training)
6 R! E+ F1 b# C9 W! c3 v( u+ h开发:(development)
. W3 U& W8 f6 v) m' {$ S定位:(orientation): z& a# p o# J
训练:(coaching)4 d# |2 Y+ y, e; U8 e# _2 u- {; U2 y
辅导:(mentoring)
3 A" ?$ p7 e' c2 E7 {经营管理策略:(business games)
! U4 o5 B; B8 ]案例研究:(case study)
) s( l. [9 o2 E) J( f会议方法:(conference method)
' w: c" C( Z9 P1 I5 z角色扮演:(role playing)$ M& P/ n, [6 U I
工作轮换:(job rotating)0 y1 K% q/ d% D1 U% d
在职培训:(on-the-job training ,OJT)
5 o! H( _2 U3 u. P, F6 b媒介:(media); f! ^* |/ h2 l0 ]$ l
8. 企业文化与组织发展
" m/ o+ U. B3 w: C企业文化:(corporate culture)
2 U/ ]# c* y. i& w# h组织发展:(organization development,OD)
# L! X4 E& B1 [6 _调查反馈:(survey feedback)9 x9 v; q$ z5 F, I
质量圈:(quality circles)) F$ C% u8 c1 g$ O* o5 s2 Q
目标管理:(management by objective,MBO)1 O) p/ ?/ `, m
全面质量管理:(Total Quality Management,TQM)5 s9 @' d% @- ~1 o: u9 I+ C2 E
团队建设:(team building)
5 s$ x3 l: ^, h; D9. 职业计划与发展
& l. ~. R3 a; j0 z1 i! ]( R1 r职业:(career)
( V4 _ l6 n5 w; i职业计划:(career planning)0 ^) d2 T5 H! C( `
职业道路:(career path)
* k$ b/ S& V- `职业发展:(career development)
$ x; h, a% _+ R/ V8 [! j/ j自我评价:(self-assessment)
: R. T5 S3 G3 Z6 j5 a. s职业动机:(career anchors)8 `4 q/ m0 M+ }- {
10. 绩效评价
$ h6 @" W" Z7 n r绩效评价:(Performance Appraisal,PA)
. W3 B: Q! t& L& m! h( _4 D i小组评价:(group appraisal)
# C$ A7 G; @- j2 m+ l& e9 q: M$ X/ l业绩评定表:(rating scales method)5 L) H c T$ R$ t$ D" G
关键事件法:(critical incident method): r; \6 ? G" J' H, e5 G3 w
排列法:(ranking method)4 L" t5 { R; l: ?
平行比较法:(paired comparison)
S$ L. ~4 j% K3 a& y/ Q硬性分布法:(forced distribution method)" m1 T0 d- F2 o2 |* M
晕圈错误:(halo error)
9 D% i1 c- ?$ }% Y! C; v- Y( A0 F& S宽松:(leniency)$ V" a4 R) |8 q( L
严格:(strictness)
0 a" G+ F( U" W$ q5 O0 O3600反馈:(360-degree feedback)# ?; C6 ~" @, S8 w$ Q
叙述法:(essay method); J1 F& }; J% E) H8 t
集中趋势:(central tendency)
, ?2 g" V& D2 n" p1 B5 n- H+ t0 ^11. 报酬与福利
8 Y' ^1 O; D0 U; _+ d, d1 O报酬:(compensation)
9 b$ G! ^& I# \8 C$ d* U- a' M直接经济报酬:(direct financial compensation)
) p: y# K3 m8 K1 k* g间接经济报酬:(indirect financial compensation)1 Q4 N% z$ G/ S
非经济报酬:(no financial compensation)/ F0 P0 J; Y8 B, f5 O5 \% H+ ]
公平:(equity)
- f/ D9 L" l t4 |2 r4 J外部公平:(external equity)
4 }9 V( j( c) R# _/ a内部公平:(internal equity)6 A- E8 s& t) p3 x! J ?
员工公平:(employee equity). q6 {; W- V x. t' z; U! t. k1 T
小组公平:(team equity)! C( k* V6 l* V9 v3 o5 X: q( e
工资水平领先者:(pay leaders)3 q( b8 b/ o4 `, g0 K/ Z
现行工资率:(going rate), B: k& j0 o8 h! e
工资水平居后者:(pay followers)
- `( R1 s! q: F! B: N劳动力市场:(labor market)1 P: N C* G' H9 U( t- d8 D& W
工作评价:(job evaluation)
7 N6 D. J' c7 n6 P" x& c. B排列法:(ranking method)
* B* u' d( j C' d分类法:(classification method)
; q1 n8 n, i6 y4 b# R# |因素比较法:(factor comparison method)# B) ?' i* e; J; y! K
评分法:(point method)
% t' \0 S% d$ v9 t2 o- K# c海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)
7 |. S8 i5 ^0 g* B4 \工作定价:(job pricing)
( a F ^7 ]" @7 f8 \( q! K& g6 S工资等级:(pay grade)
1 Y s# x9 L4 l工资曲线:(wage curve)
! M9 Q7 X4 O* K+ E工资幅度:(pay range)
" h" M) C: [) k f' y12. 福利和其它报酬问题3 b4 C* O% _2 J# O
福利(间接经济补偿)
% O6 @; l; M- s# Y员工股权计划:(employee stock ownership plan,ESOP)
/ n! Y+ P/ J9 N值班津贴:(shift differential)
6 }# t! R1 v& D( D+ C3 n奖金:(incentive compensation)( y4 E! U& G) R6 V# t
分红制:(profit sharing)
. a$ [; u: @! o9 O+ ~* M13. 安全与健康的工作环境 Q- {. w0 b8 w
安全:(safety)3 U5 a" ~0 F I- F |
健康:(health)
/ \, j% d$ D6 W# \频率:(frequency rate)
3 L. N% a# s0 Z: m紧张:(stress)8 k) L5 J8 E* E& u; I3 H& u
角色冲突:(role conflict)3 o1 _( i4 y7 Z/ W* c3 t
催眠法:(hypnosis)+ }! p/ y( N4 W/ h9 U2 ^ u
酗酒:(alcoholism)
: ~ r! T3 k, q7 V14. 员工和劳动关系* N Z+ I2 r- _# G/ d0 t2 r
工会:(union)
( Q: ?( T* d; E- g# q- u地方工会:(local union)
$ T/ M7 b% g+ O1 [' _ R1 H' C行业工会:(craft union)- f1 K* c$ N, x! r
产业工会:(industrial union)
0 S+ t* q2 r8 S% i e全国工会:(national union)- P1 \8 j4 X; l4 x, m
谈判组:(bargaining union)
! U* [- L. J+ S9 b& h& E. G T$ B& \劳资谈判:(collective bargaining)
! ]$ C% f8 K5 R" l2 `$ E7 Q' j! M仲裁:(arbitration)
) b' ~. `0 T$ ~罢工:(strike)3 k# x' Q+ `" y" L& ?; f2 b+ y s
内部员工关系:(internal employee relations)
+ o2 [3 |( w5 X' I纪律:(discipline)
" Q" W9 ?7 p9 V+ t% ~8 @纪律处分:(disciplinary action)
& ~' I6 m7 J) p2 L7 y8 _申诉:(grievance)
" i) J, d6 C$ D S5 @降职:(demotion)
% A* {6 o0 X8 C2 }0 _" p) k调动:(transfer)% I/ j! N+ O7 l
晋升:(promotion)/ C6 `7 C0 |; s2 K
p$ O* W1 t% c" x i"以人为本"的价值观 <human resources> People-first values
1 i' @% P; u! F1 z2 i# I0 }5 ]% KX理论 <human resources> Theory X
3 h; p6 t( C% b& }0 {Y理论 <human resources> Theory Y8 S; E$ @: o7 ?: M& E
艾德加?施恩 <human resources> Edgar Schein6 _. b: q. N9 ?, ]0 G
案例研究方法 <human resources> Case study method
- `1 N' a6 n- Z6 A4 n4 O罢工 <human resources> Strikes
1 m* v" R2 V- [班组 <human resources> Team or group
% C) v' y' b2 q9 V7 O( A) u保护圈 <human resources> Rings of defense1 a" m4 r# c! X) O% m/ P! {
保险福利 <human resources> Insurance benefits( X8 ~; \* M) F r) X0 b
报酬因素 <human resources> Compensable factor' V( r& p( [( t5 N" l3 k
抱怨 <human resources> Grievance( _4 I1 ~ N- E' c
抱怨程序 <human resources> Grievance procedure
( D6 ?4 W8 Z2 w. c3 }8 t, S) q8 p& H比率分析 <human resources> Ratio analysis$ r g4 u1 H% P/ X8 _
闭厂 <human resources> Lockout
0 G0 E. F' L% i) E0 d: ~* Y标准工时工资 <human resources> Standard hour plan7 L: K( P9 ?3 w" b2 q
病假 <human resources> Sick leave4 E' ~* a6 W+ C6 ^; o' h
补充报酬福利 <human resources> Supplement pay benefits
5 j2 B( R+ v: p$ A; Z5 d: q补充失业福利 <human resources> Supplemental unemployment benefits7 ?4 F6 S: f/ M* S4 {0 x5 N. B% H
不安全环境 <human resources> Unsafe conditions f$ \" `* U( O3 K) p9 t
不安全行为 <human resources> Unsafe acts3 H; ^5 Q1 b0 X/ T ~4 N6 O! f
不服从 <human resources> Insubordination
& h7 U% l/ o- @) [ A不正当劳工活动罢工 <human resources> Unfair labor practice strike
2 N, S( Y! n; M+ I参与式激励计划 <human resources> Attendance incentive plan- @6 S0 M9 s4 C, m( Q, E5 V! l
尝试阶段 <human resources> Trial sub stage, P6 i( p/ f# W9 I) p8 R* X
敞开门户 <human resources> Open-door
- f6 S; B' c0 J/ l- L成长阶段 <human resources> Growth stage Z2 s' y9 K) }/ Y+ {
程序化教学 <human resources> Programmed learning
1 T7 K, r ]8 O初级董事会 <human resources> Junior board
* V' S& I# d9 v" D1 A' q储蓄计划 <human resources> Savings plan
- e3 \3 ~& l7 r0 z传讯 <human resources> Citations
! l- `7 s0 v8 Q戴维斯―佩根法案 <human resources> Davis-Bacon Act (DBA)* I7 W1 O: a/ b. D$ x
担保公司 <human resources> Guarantee corporation" t" J: d/ H9 ?2 C4 o. M" E/ `/ |
弹性福利计划 <human resources> Flexible benefits programs
6 M' s. ]: g: N9 T弹性工作地点 <human resources> Flex place
- l A9 a( f. t1 @ s3 a弹性工作时间 <human resources> Flextime, t1 F/ [- I7 b6 P- v: K
等级 <human resources> Grades: V, v1 o7 v8 H9 O `# c* a+ I
等级说明书 <human resources> Grade description F4 R! p8 I3 P% k0 n7 Q
地方劳动力市场 <human resources> Local market conditions k) @/ @" Z* q3 b7 G3 L
第三方介入 <human resources> Third-party involvement7 S' e# t5 G) B g. m @
调查 <human resources> Fact-finder
3 i$ D/ t: Z R" \7 A6 M调查反馈 <human resources> Survey feedback7 h( K, J% q( N' P4 ], d H7 X8 C: a
调解 <human resources> Mediation
1 a8 ^$ q% a. K* A2 k方格训练 <human resources> Grid training
$ g9 l6 {: f N+ F& p* m非定向面试 <human resources> Nondirective interview0 d d5 a# O/ Z' `' L+ H
非法谈判项目 <human resources> Illegal bargaining8 U; d; y9 f; i' Z( i
弗雷德里克?泰罗 <human resources> Frederick Taylor& r( c4 v9 W1 C1 ^: l7 e( c; X
福利 <human resources> Benefits
% |+ Q1 i6 W) _$ N" r高龄给付 <human resources> Golden offerings
; M6 f6 |9 H: T; {6 z/ T6 r3 i4 X9 Y个人偏见 <human resources> Bias$ E- Z! r5 p; a6 A$ ]
个人退休账户 <human resources> Individual retirement account (IRA)
5 G: @1 j0 ?* ~! e. z工厂关闭法 <human resources> Plant Closing law5 _$ s) _: L+ C
工资等级 <human resources> Pay grade! o) X4 F! L7 Q) D M) F- b
工资率系列 <human resources> Rate ranges
* A" V$ ^7 v' E工资曲线 <human resources> Wage carve
. G3 ?' @2 ~# F k) }% O工作分析 <human resources> Job analysis; i# y) g. H( K4 C5 \1 l+ W
工作分组 <human resources> Job sharing# ~) P# m1 F r: D9 m) j
工作公告 <human resources> Job posting
4 H8 }: ]9 L% U, J+ J4 _工作绩效分析 <human resources> Performance analysis' b. F. ]) u+ p
工作绩效评价面谈 <human resources> Performance Appraisal interview8 c: |8 D6 S7 Y* y
工作轮换 <human resources> Job rotation
+ W) S' C4 U9 J C7 G工作描述 <human resources> Job description
& r: E5 m+ B5 x, x( q* N: t: `工作申请表 <human resources> Application forms9 w2 g7 G2 f6 A7 l
工作说明书 <human resources> Job specifications
% i7 \! O: E, s2 `' b工作替换/临时解雇程序 <human resources> Bumping/layoff procedures
; G8 G% N( X2 i工作样本 <human resources> Work samples
" v4 u @" S& l0 C5 J1 q# ]* o工作样本技术 <human resources> Work sampling technique7 P/ n4 C' S0 b% Z( l8 z
工作指导培训 <human resources> Job instruction training (JIT)
& l. m- q5 m; J公平工资法 <human resources> Equal Pay Act1 h! j( k5 B& B2 y. D, ]
公平劳动标准法案 <human resources> Fair Labor Standards Act* ?. u! J" V" M. B! X' Q% y
公平日工作 <human resources> Fair day's work
/ z( \8 K4 R8 C8 t8 Q2 H功能性工作分析法 <human resources> Functional job analysis
9 Q' Z* c3 p0 i1 ?股票期权 <human resources> Stock option
7 i# c# {, o" \( b0 M0 ?固定福利 <human resources> Defined benefit( U. r; Y+ U8 N' I* T
固定缴款 <human resources> Defined contribution1 k$ V0 K2 K. e( e# b# k
雇员参与计划 <human resources> Worker involvement
& U9 c) E$ g8 Z* K3 @雇员持股计划 <human resources> Employee stock ownership plan (ESOP) % ~+ ?. u1 @0 l- E y
雇员服务福利 <human resources> Employee services benefits
8 e1 u, U' y4 O雇员福利 <human resources> Worker's benefits
) R) z/ S- i7 p& j& S) \4 ~雇员上岗引导 <human resources> Employee orientation
4 w. K$ ]" d) h D雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act (ERISA)
( r. A5 b9 S1 u关键事件法 <human resources> Critical incident method! v' f4 Y: p' k# x/ _
管理方格训练 <human resources> Management grid/ i N I( ]5 l9 H. z; B2 J1 B
管理过程 <human resources> Management process
: W+ Q4 H+ ?. U. Y8 ]# T8 g管理竞赛 <human resources> Management game- Q! g* N% i$ W' T7 V
管理评价中心 <human resources> Management assessment center% T( D; p* G9 L& k7 b, x/ _, m
归类（或分级）法 <human resources> Classification (or grading) method# a1 q( f- z) O4 W
耗竭 <human resources> Burnout+ ^+ s$ Z. A% V% h& ^
候选人次序错误 <human resources> Candidate-order error
4 ]# h3 W( L' C" U怀孕歧视法案 <human resources> Pregnancy discrimination act9 Z% `& i0 g( x% |& d
基准职位 <human resources> Benchmark job6 Q" i4 x/ X) f, {3 A
绩效工资 <human resources> Merit pay
e% B, |& |1 W) Q1 D9 H, k绩效加薪 <human resources> Merit raise% B. C: C* w/ }# s3 Z8 w0 Q
绩效评价标准不清 <human resources> Unclear performance standards
# c: G( w5 H _& V; Q" r激励计划 <human resources> Incentive plan9 U) R8 @8 B# }/ b# [9 u' y+ d( h
集体谈判 <human resources> Collective bargaining0 m$ ~- s& V7 c# C4 ]7 f
计件 <human resources> Piecework: U' {! H, n( P$ g7 Q5 x }7 H4 M
计算机化预测 <human resources> Computerized forecast- p$ y! H' M5 E1 {7 W* @, L5 i
纪律 <human resources> Discipline" S9 i1 X# F- E: j) O6 X
健康维持组织 <human resources> Health maintenance organization (HMO) 5 y% x2 j9 L" s
僵持 <human resources> Impasse2 c! m/ m4 L% b1 J% L
讲出来！ <human resources> Speak up! : F* C' j: ?/ N- O h& P8 \
交替排序法 <human resources> Alternation ranking method0 E1 G, A4 M! k0 s, p# W1 x5 {
角色扮演 <human resources> Role playing
& X" r5 a4 V b; U5 K接班计划 <human resources> Succession planning7 G/ \ V8 v& `6 \" {8 G3 W a
结构化面试 <human resources> Structured interview
5 |0 W3 w+ D' F f3 m解雇；开除 <human resources> Dismissal( O- i, o* `9 K8 M: C* d
解雇；终止 <human resources> Termination- L0 }: j# z$ T8 w$ g
经济罢工 <human resources> Economic strike
) p3 b' f# R4 W7 r% e精简 <human resources> Downsizing
# o6 I, q& l, ?: m+ E, m: h" {居中趋势 <human resources> Central tendency" B6 G3 ?. _0 p, p* W, n
科学管理 <human resources> Scientific management
" Z9 G0 T. H) w9 X7 ]可比价值 <human resources> Comparable worth( B6 @& t2 ?" I
可变报酬 <human resources> Variable compensation( P/ G# k% m& |' ]' X
劳工部工作分析法 <human resources> Department of Labor job analysis& e$ @/ q3 H8 ]2 o& Q! n
类 <human resources> Classes8 @( b5 W9 ?9 w3 M
离职金 <human resources> Severance pay
: T) S( L& Y5 c& Q: L, _离职面谈 <human resources> Exit interviews y# Q. e- \0 v
利润分享计划 <human resources> Profit-sharing plan; @% c5 _4 N e: @" j0 M& y' h0 }4 w
联合抵制 <human resources> Boycott6 Y4 x9 S% z3 T- M+ v! e
临时解雇 <human resources> Layoff; D' A. M- Y% @* ^# a
临时性工作分担 <human resources> Work sharing: L% G( N# q; D2 n6 N0 f7 W7 V1 d
领导者匹配训练 <human resources> Leader attach training
! R7 K. @, q T- k3 n每周4天工作制 <human resources> Four-day workweek; c d+ d+ ]& [) B3 M
民权法 <human resources> Civil Rights Act0 y& D/ M9 t# ]- z) c& X: W$ n1 ?- l5 v
敏感性训练 <human resources> Sensitivity training
: M2 `+ K9 q: {0 P, q0 d3 c" H目标管理法 <human resources> Management by objectives (MBO)
Q3 f1 z: N3 X9 e2 A% m内容效度 <human resources> Content validity' _, D% m8 F a Z
年终分红 <human resources> Annual bonus
7 f- |% L+ c$ o3 N3 @. v7 Y排序法 <human resources> Ranking method
' t0 b' U: @1 E培训 <human resources> Training o) a% E" q8 w. l7 ~" W
配对比较法 <human resources> Paired comparison method
4 L! ~3 T3 V0 b" M偏紧/偏松 <human resources> Strictness/leniency3 d$ G, v4 v, E9 J8 R% n
评价面试 <human resources> Appraisal interview
0 J4 Q" i+ ?, F* w0 ~7 W期望图表 <human resources> Expectancy chart% j" b' D! t6 {
企业内部开发中心 <human resources> In-house development center4 z4 k5 F* U6 N
强制分布法 <human resources> Forced distribution method
6 x( K% P/ _" y: v强制谈判项目 <human resources> Mandatory bargaining: u0 ?8 A4 C! X- e" H
情境面试 <human resources> Situational interview
- S9 Q2 o+ h' P8 K趋势分析 <human resources> Trend analysis
( {1 @* F* i% t% H8 g k7 U确立阶段 <human resources> Establishment stage
0 w% K! p. N$ F9 H) w; [人际关系心理分析 <human resources> Transactional analysis (TA) ; i; @* q' q( p# }
人事（或人力资源）管理 <human resources> Personnel (or human resource) management
$ ^* G) m3 f, `2 I8 _ P人事调配图 <human resources> Personnel replacement charts: B/ T) ]3 q& Y9 S2 ^
任务分析 <human resources> Task analysis
6 \3 x7 g( I9 w4 q日常集体谈判 <human resources> Day-to-day-collective bargaining8 k2 x3 O, V; h3 R. b* s% v
散点分析 <human resources> Scatter plot
" t2 O, W' x" c社会保障 <human resources> Social security9 b c Y+ y( W" B6 u
失业保险 <human resources> Unemployment insurance3 C/ n. J5 d4 E$ J, ~* `2 a
实验 <human resources> Experimentation3 y) m6 E, @, N0 ~1 m/ H
收益分享 <human resources> Gain sharing
( V" v0 T( L0 ~% ^斯坎伦计划 <human resources> Scallion plan
- u1 B6 M- X7 N( s+ o随意终止 <human resources> Termination at will/ M1 X, C8 P" R; w2 K
谈话；面谈 <human resources> Interviews
' a W# g; j$ _探索阶段 <human resources> Exploration stage/ L4 W. g6 O m' t* F% c
特别保护权 <human resources> Vesting
# H) e# c4 H- o( q! }: ]特殊的管理开发技术 <human resources> Special management development techniques
3 K5 [& @9 D n& T8 e& \8 H特殊奖励 <human resources> Special awards1 d9 L r& F7 h: C
提前退休窗口 <human resources> Early retirement window
& O1 s% S& P. T7 @! V3 S同情罢工 <human resources> Sympathy strike" i& t" m1 e' ^+ W3 e( @
图尺度评价法 <human resources> Graphic rating scale1 w9 W4 c* L3 E6 @/ B- q. o" }
团队建设 <human resources> Team building
. W7 @. L" B2 }- G团体人寿保险 <human resources> Group life insurance" c- T Q9 y# _; D3 B
团体退休金计划 <human resources> Group pension plan
( p- l! o8 r0 c- l退休 <human resources> Retirement5 ]$ U" |5 ~ w# d& p( @! a+ n5 g
退休福利 <human resources> Retirement benefits5 u& c$ g, n0 a* E% X
退休金福利 <human resources> Pension benefits
. g1 y& p# [. c% `4 V. n8 n9 a退休金计划 <human resources> Pension plans9 ?6 [. d, P5 P: ]& i
退休前咨询 <human resources> Retirement counseling+ J+ U7 G$ r* ?6 w, L, T; f
维持阶段 <human resources> Maintenance stage3 M6 W. M3 ?% G, ?6 X1 e
维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman
: e4 p/ U) e5 j) l% H9 `. J稳定阶段 <human resources> Stabilization sub stage# ?2 g4 w) W; r- g7 [
无保证终身解雇 <human resources> Lifetime employment without guarantees
3 L% d' q3 H% O7 m* {# Q" K系列化面试 <human resources> Serialized interview
: n# U0 m1 \1 W1 f# Z; M下降阶段 <human resources> Decline stage
$ N. U0 c( e8 Q5 m; |现场工人日记/日志 <human resources> Participant diary/logs. @3 M, O* m* v# E- b$ H% O
现实冲击 <human resources> Reality shock( ^8 g5 p# }$ K
向外安置顾问 <human resources> Outplacement counseling
( l. I }& u4 b, S7 T, B小组面试 <human resources> Panel interview
+ `) k* y( q) _7 F8 K' u) x: z效标效度 <human resources> Criterion validity
/ E% r. ?) }+ p效度 <human resources> Validity
. v5 S. b/ c7 z7 b0 V( h6 w新雇员培训或模拟 <human resources> Vestibule or simulated training0 o$ o; n, D. ~4 F
薪资调查 <human resources> Salary surveys
; r& ^1 [6 |! V信度 <human resources> Reliability
6 b* K2 A* b0 J, s( i% o行动学习 <human resources> Action learning. ]- i( z+ h4 u, q% W7 K; a. N9 T
行为锚定等级评价法 <human resources> Behaviorally anchored rating scale (bars)
+ v8 |' \/ q( ?6 s! {! s行为模拟 <human resources> Behavior modeling
' g" {2 K$ W2 K4 E7 p. S2 }压力面试 <human resources> Stress interview) b6 Y5 b4 m+ a1 O, e) k
延期利润分享计划 <human resources> Deferred profit-sharing plan3 b/ k0 q: Y0 K; H, R
一般经济状况 <human resources> General economic conditions4 v3 e, P0 Q: ]/ s3 v# N' }1 X+ X
以价值观为基础的雇佣 <human resources> value-based hiring6 \' M) |+ }( z/ l1 `3 j
意见调查 <human resources> Opinion survey3 @9 b, Q: _6 l' _1 J/ B
隐含职权 <human resources> Implied authority
. ^7 k4 P% O& R9 b3 p有保障的计件工资制 <human resources> Guaranteed piecework plan/ W+ _8 w' T/ D% W' \
有保证的公平对待 <human resources> Guaranteed fair treatment
% [1 Q8 w8 p; n7 [' g! B约翰?霍兰德 <human resources> John Holland2 {$ }: G s7 U: @* V6 y
越级谈话 <human resources> Skip-level interview- F$ f8 k& L, C& E
晕轮效应 <human resources> Halo effect7 Z' Z3 [' l& Z1 c) k5 w
在职培训 <human resources> On-the-job training (OJT) 8 ]- Z$ x8 p) ~' `' L# s, M
战略规划 <human resources> Strategic plan, k$ ^7 L: {; T5 I+ _2 N3 D
真诚的谈判 <human resources> Good faith bargaining) E/ c% Y# u, Q
政策 <human resources> Point method/Policies
1 ]5 I# v3 k! _: Y4 B! v直接计件制 <human resources> Straight piecework
8 a- u9 r# w7 i: J直线管理者 <human resources> Line manager
4 F5 V5 ?+ {% u; y3 i) y职能（服务）功能 <human resources> Staff (service) function! k8 F# G; C6 g/ O! T4 Z; U
职能控制 <human resources> Functional control
5 Y L3 D1 f9 n! f, s职权 <human resources> Authority
7 S; s3 N W8 r s职位调配卡 <human resources> Position replacement cards6 K* t6 K. N! z6 z' {- u
职位分析问卷 <human resources> Position Analysis Questionnaire (PAQ) 4 d9 q' L8 t" g( G$ R
职位评价 <human resources> Job evaluation
. K; W& O3 H/ U职业安全与健康法案 <human resources> Occupational Safety and Health Act
* g& j7 V5 Q# ?* q m职业安全与健康管理局 <human resources> Occupational Safety and Health Administration (OSHA) ! h" R/ j0 z0 \- Q& Q
职业规划与职业发展 <human resources> Career planning and development6 V# L- l( x0 a1 _$ J
职业技能 <human resources> Occupational skills, |1 p: d0 `' }$ i5 X" t; U2 Y
职业锚 <human resources> Career anchors
( n! F$ c- g+ n# z1 @职业市场状况 <human resources> Occupational market conditions
, U' ]7 B5 U* f$ |0 P7 l职业性向 <human resources> Occupational orientation
; V# e$ ]6 `0 X j职业周期 <human resources> Career cycle
( B: X6 l6 V2 Z2 s8 B) m' g+ ]职员报酬 <human resources> Employee compensation
1 _: ] p3 W3 d/ f; {9 c& l8 S; _质量圈 <human resources> Quality circle
+ v6 c0 \, H3 I: Q( F. D2 \中期职业危机阶段 <human resources> Mid career crisis sub stage$ M# p2 I, }2 L7 B l4 ?
仲裁 <human resources> Arbitration$ g- U1 a, V4 g" H0 D
资本积累方案 <human resources> Capital accumulation program9 [$ S% A; j# \3 Y
资格数据库 <human resources> Qualifications inventories0 Y. {* X/ F2 b. Y
资质 <human resources> Aptitudes
- i3 f2 U+ g. _+ g自我实现 <human resources> Self-actualization! z! c& ~$ w6 B' U2 [
自我指导工作小组 <human resources> Self directed teams
( }4 B( |" P8 W+ ], A自愿减少工资方案 <human resources> Voluntary pay cut
( _3 j' c% C7 \2 V1 W自愿减少时间 <human resources> Voluntary time off0 O7 m* E7 J d
自愿谈判项目 <human resources> Voluntary bargaining8 a/ S! r* w7 z7 ^2 n& C
组织发展 <human resources> Organization development(OD)
. z6 J1 e0 N' b' ^, I: n$ N组织体系Ⅰ <human resources> System I
5 _+ L6 k/ i7 y& J: |4 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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