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A
( K( b* ]* c% \6 _# K# JAction learning:行动学习 ! _ \2 J( N7 I& t9 E, d9 W& o4 l
Alternation ranking method:交替排序法
# L( B6 J7 @! _; yAnnual bonus:年终分红
& P4 ~, Z6 v5 O: _5 UApplication forms:工作申请表8 X/ {$ R! Q/ ]( c
% x6 [3 g7 z' x; x# e& M
Appraisal interview:评价面试
" @! o/ u* I5 u3 u5 @1 yAptitudes:资质 * l, o! `* B, J! O5 X7 q
Arbitration:仲裁 : b/ X- V( [- c6 b; P
Attendance incentive plan:参与式激励计划 " x" Z. C2 x: I( E! y) `
Authority:职权
, ?# B- C! O- J$ T8 B( q4 K8 [$ O2 j
B
4 G& j: o$ `9 L9 C! g% Q& R$ cBehavior modeling:行为模拟
& O2 g) l7 s1 x9 z M( oBehaviorally anchored rating scale (bars):行为锚定等级评价法$ v1 a* M" G9 {* Y
Benchmark job:基准职位 # [0 i, J" b' ] @
Benefits:福利 0 G! `6 f9 v% u5 y7 v2 v
Bias:个人偏见 / P! H! ]8 \* D! W; s
Boycott:联合抵制0 f3 u, T$ E, A+ C( T
Bumping/layoff procedures:工作替换/临时解雇程序4 n( R$ P7 {5 ^4 A" e+ s/ Z, T6 O
Burnout:耗竭
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C / h2 w) D% I( F! G5 @( y+ h
Candidate-order error:候选人次序错误
4 ^* o" c; f7 ?2 u d8 \& sCapital accumulation program:资本积累方案5 M2 b7 \+ t' [7 S
Career anchors:职业锚 9 Y) e9 O5 ], @. Z" a' ]- q/ I ~
Career cycle:职业周期 ) n/ c7 g% ]) z5 m# n% s5 h
Career planning and development:职业规划与职业发展 3 a: B5 w& L$ e8 e6 g3 }
Case study method:案例研究方法
0 U' }/ h3 J1 JCentral tendency:居中趋势
# ^5 Z, f3 p# w7 I; { sCitations:传讯
; A) ~" U9 a1 D' Z5 F3 w6 ECivil Rights Act:民权法9 v+ C0 R- B8 L- U* T& v! J: \1 p
Classes:类 ! T$ ?$ s2 j! Q2 n1 ]) R% T
Classification (or grading) method:归类（或分级）法 0 t3 n+ K/ H1 I, T- V0 V2 M% e
Collective bargaining:集体谈判
6 G* D0 I9 y' s0 ^8 y" x2 y1 VComparable worth:可比价值 + e* X8 _: L! U* o; B
Compensable factor:报酬因素 3 `' O5 w% o/ M7 g& Q5 e
Computerized forecast:计算机化预测 ' I3 n( d0 A4 b5 X
Content validity:内容效度
- F% q k$ W1 ]9 oCriterion validity:效标效度
' ~( e) {* O5 N% \Critical incident method:关键事件法* A+ z3 L& G+ d- H$ A, \* j' T$ l
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D
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Davis-Bacon Act (DBA):戴维斯—佩根法案 % K* L2 Z# G9 Q' R, ^# ?
# \8 p: U$ M/ ?- P) q1 jDay-to-day-collective bargaining:日常集体谈判7 [' \/ R: g7 m" h9 t5 _
8 G3 Z* t ? m9 d5 U+ w
Decline stage:下降阶段 ( L+ G8 N; r, W5 `
Deferred profit-sharing plan:延期利润分享计划
& e8 s' R( R& z ]& GDefined benefit:固定福利
# ^8 S# A1 B. w+ z. I) t3 dDefined contribution:固定缴款 ( v1 i3 u. u: z+ f3 F* W
Department of Labor job analysis:劳工部工作分析法" V$ _1 ]6 B3 |2 {8 Z$ i
Discipline:纪律 * i9 a7 i( {- U, L q* T
Dismissal:解雇；开除
( \+ I& ?5 k% K; t2 M. d5 oDownsizing:精简 , C! H) L$ z0 |3 x' O
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; H; U/ [$ V0 O2 Y$ {( YEarly retirement window:提前退休窗口
( T2 \4 S- R5 L9 o+ \/ SEconomic strike:经济罢工
( O6 H) l. l( s5 Y% U- NEdgar Schein:艾德加·施恩( y1 J& C) `% @2 W- g! {+ p. L
Employee compensation:职员报酬
0 d, G0 \) c, K$ z3 aEmployee orientation:雇员上岗引导
6 T8 X" \7 D' z( O. tEmployee Retirement Income Security Act (ERISA) :雇员退休收入保障法案 Employee services benefits:雇员服务福利 , q* ]4 N4 e3 P! M* d( O9 C
Employee stock ownership plan (ESOP) :雇员持股计划
) g6 F4 m2 Q' [. g8 h, G# @# x" oEqual Pay Act:公平工资法 - E: \* o# p$ `) A8 o2 t& N
Establishment stage:确立阶段 ' s" t4 _4 u9 |1 }
Exit interviews:离职面谈 1 X8 w& K8 [) c% ]1 Y
Expectancy chart:期望图表
0 l- [7 K0 J+ O9 y# ~% SExperimentation:实验
) I+ W0 d0 E5 A4 e9 Z! k( MExploration stage:探索阶段 & h# d+ H- \( l& D; P" a* t
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F
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# K, k4 w0 K" ?8 L) w: bFact-finder:调查 0 D6 o6 u+ d Y' [& n$ s" T @$ o
Fair day's work:公平日工作 $ Z: z& W: m7 g2 Z4 E% Z
Fair Labor Standards Act:公平劳动标准法案 7 n& U4 t' e& I$ Y
Flexible benefits programs:弹性福利计划 1 T+ j; }- l/ Z5 G& z$ X
Flex place:弹性工作地点
; `6 N/ V1 o9 cFlextime:弹性工作时间 . h$ y8 b+ \$ g: ^# Q3 W
Forced distribution method:强制分布法
) Q4 ?. \" J) i& Y9 pFour-day workweek:每周4天工作制
1 ?! N! y+ w$ i @& H6 }Frederick Taylor:弗雷德里克·泰罗
4 V( J- |2 M$ aFunctional control:职能控制
% F# Q2 Q1 x( G: W/ B V: U& l1 kFunctional job analysis:功能性工作分析法
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General economic conditions:一般经济状况 ' D$ a/ d& ]9 M1 _, q; J
Golden offerings:高龄给付 ( y7 c. y9 f+ d: v1 M& U0 Q4 D
Good faith bargaining:真诚的谈判 $ Q+ K! Q T! j! e( \$ }
Grade de***ion:等级说明书
8 I9 j5 b0 v4 ZGrades:等级
( b3 \ V, c( ]* M. OGraphic rating scale:图尺度评价法 # l8 _1 _6 u1 R* L% y8 D
Grid training:方格训练 & c6 P$ n6 L( n
Grievance:抱怨
! j; q2 {, A) \# E8 l( ^Grievance procedure:抱怨程序 & I3 \* y0 L4 _
Group life insurance:团体人寿保险 % l" n7 ?$ X! e* j4 o; h
Group pension plan:团体退休金计划 # b" ]- J& C2 g$ K7 C
Growth stage:成长阶段
' s; b. m( b( i# _8 q; YGuarantee corporation:担保公司 " J! y, `1 ?0 M$ _6 r
Guaranteed fair treatment:有保证的公平对待
. H: d+ P6 T9 O4 ~Guaranteed piecework plan:有保障的计件工资制
; I8 f- V" ^8 i" y3 W/ aGain sharing:收益分享 + }) @1 E4 Z# a3 Q6 {5 v
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?9 t' X- P6 ZHalo effect:晕轮效应 9 D& T8 Q8 |+ G G$ M# V- T
Health maintenance organization (HMO) :健康维持组织 5 @& O4 g6 _6 E8 a! [2 @! \- ^6 H1 t+ A
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, n: J( Y) {; a* I/ p: AIllegal bargaining:非法谈判项目
- E& F" R5 b" ?- T) m1 M( UImpasse:僵持 ! h8 I7 X. N0 j5 P" u+ @8 A2 s
Implied authority:隐含职权
9 V5 y4 ^( @- @$ @/ D4 ~, u# [Incentive plan:激励计划# C7 q% K( X5 `5 r" ~: M% y: F
Individual retirement account (IRA) :个人退休账户
3 B4 S* l& G; PIn-house development center:企业内部开发中心
# q2 F+ I7 ^4 T+ k: T9 r0 l; [Insubordination:不服从 4 {$ f4 F: v3 N) S% ?6 K; Z, O0 L% z
Insurance benefits:保险福利: G7 ^5 R+ k; M, V4 |: V
Interviews:谈话；面谈
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Job analysis:工作分析 * O' b( L) l5 C4 Y) I8 O) Q. M
Job de***ion:工作描述
% Y0 D) N- x* _. K. {" ]Job evaluation:职位评价
% ] p" M1 s# T# |! hJob instruction training (JIT) :工作指导培训 # S3 j2 M f# \) Z: t
Job posting:工作公告, A. G, a- o9 x/ b8 `$ I
Job rotation:工作轮换
. m- X8 i* \) X5 S. DJob sharing:工作分组 % l( \6 N6 n0 I" y# ]
Job specifications:工作说明书 % h4 X0 ?8 w3 u
John Holland:约翰·霍兰德 # Q; K0 [' W/ g* j; b2 T
Junior board:初级董事会 * K4 ]7 J1 c* t- @- i: R2 g0 @: p
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3 o6 x( K7 M& u5 Q' ^Layoff:临时解雇
! g" N5 I3 P- d+ B1 R. s; H& I cLeader attach training:领导者匹配训练
4 }7 T9 E+ ^+ B+ n/ R; o4 M& l! v! hLifetime employment without guarantees:无保证终身解雇
$ R4 {# j5 j: R8 N% E V; [ ELine manager:直线管理者
3 j' J: F; q1 k6 u- m6 \& `Local market conditions:地方劳动力市场 4 ~9 B; ?1 F/ F( a2 I C9 S
Lockout:闭厂
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9 W! Q# ]7 S1 r8 vMaintenance stage:维持阶段
1 N, ~5 Q4 B6 }$ V+ ?9 FManagement assessment center:管理评价中心
4 H' v; W$ X7 L" QManagement by objectives (MBO) :目标管理法
( o1 S i5 t/ Q8 B H6 [- {Management game:管理竞赛
5 E( }1 C: j4 D: s9 {0 H- ~Management grid:管理方格训练2 r. l$ d C* F4 z' J+ f# V
Management process:管理过程
3 @2 V6 G9 f. k& W$ uMandatory bargaining:强制谈判项目 ^6 I- J8 s8 e$ ~' o+ a/ d
Mediation:调解 " R% m$ b2 A+ K* G; O4 }7 n! M
Merit pay:绩效工资
0 _0 K4 |6 e- q9 I( J! ]Merit raise:绩效加薪 9 _9 ?9 V) t8 ~
Mid career crisis sub stage:中期职业危机阶段
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Nondirective interview:非定向面试 ) [% X4 F' ]2 W% k
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# w# T( u- m, {7 G! }5 d4 ~Occupational market conditions:职业市场状况 ( t% N* S/ g! q. [+ l
Occupational orientation:职业性向
6 [# S; j" U7 c9 A) S9 nOccupational Safety and Health Act:职业安全与健康法案 / L: \' Q& }0 u% g4 J" `
Occupational Safety and Health Administration (OSHA) :职业安全与健康管理局 8 v0 R+ |4 j S% t1 |5 u
Occupational skills:职业技能 On-the-job training (OJT) :在职培训 1 h2 Z1 v0 b6 p; \6 v! A/ s
Open-door:敞开门户% i- k3 t) ` e+ L) N
Opinion survey:意见调查 0 W+ _% Y. A4 |0 b) ~- N, ?1 j
Organization development(OD) :组织发展
9 l! l) c3 \* f8 `5 P- K; j) c7 QOutplacement counseling:向外安置顾问+ V, R. U2 D+ F$ Y5 J
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& x8 J9 p" M9 e7 }, @: F/ gPaired comparison method:配对比较法
6 d5 T6 _* S# z1 g' _Panel interview:小组面试
; o4 E' y2 E8 V% s: E6 MParticipant diary/logs:现场工人日记/日志
X( ?9 x) ^7 UPay grade:工资等级 " i8 h$ N1 d/ D
Pension benefits:退休金福利 x( d: J4 j9 T6 M
Pension plans:退休金计划
6 \# L7 Z3 C2 h4 K! UPeople-first values:"以人为本"的价值观
6 {' k: C G5 M' TPerformance analysis:工作绩效分析 7 c. _% a! G2 l3 i8 W8 p0 u5 E
Performance Appraisal interview:工作绩效评价面谈 ) B8 O m: z: Y: G9 h! k0 w7 ^
Personnel (or human resource) management:人事（或人力资源）管理 , K$ R) E' \. s0 @6 U4 s" f+ @
Personnel replacement charts:人事调配图
$ _1 R3 O B5 U3 k# K- {Piecework:计件
. h% |/ {: d! p9 j; ?Plant Closing law:工厂关闭法 8 A- J G# u" _, L6 d
Point method/! O4 o7 ?: {/ H/ p; _7 m
Policies:政策 ! C+ Z2 }" ]9 o8 K8 O
Position Analysis Questionnaire (PAQ) :职位分析问卷
: E# q* K& c MPosition replacement cards:职位调配卡4 K6 z8 Y; J. J% K- q( Z$ c& S0 }
Pregnancy discrimination act:怀孕歧视法案 $ |8 ^8 M! R8 T5 e& `
Profit-sharing plan利润分享计划
* |" K# \+ k% j% S8 [: HProgrammed learning:程序化教学 " L2 u/ W- K5 S# [4 h8 j
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( V' {: G+ F8 A$ R3 E9 G* i$ P. w/ rQualifications inventories:资格数据库 , l& O& I. F4 I$ j9 B
Quality circle:质量圈
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Ranking method:排序法 ) k- X o P/ L0 b7 A) }
Rate ranges:工资率系列 ; n* k/ O1 C: ?3 c: J+ ` N4 Q# N
Ratio analysis:比率分析 . m6 P* Q5 b: p7 ~3 S2 a( X! z9 F
Reality shock:现实冲击 Reliability:信度 9 a# V0 |/ V# g9 K1 T
Retirement:退休
# `2 u' f( f- KRetirement benefits:退休福利
! O! t6 E3 S& q! G8 vRetirement counseling:退休前咨询 ) v- j# [# \4 t2 n& k- |3 `& h
Rings of defense:保护圈 $ R; X w0 k" o+ [" g+ Z! e
Role playing:角色扮演
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+ f) @8 h+ y3 I8 |9 Z& T" vSkip-level interview:越级谈话
% U( @& Q1 ?; r) lSocial security:社会保障
, P& K1 |9 w% z: {1 e& Z% ]: PSpeak up! :讲出来！ * M; x: j$ |8 h, P
Special awards:特殊奖励) n$ W$ t) X8 _4 o, ]/ `
Special management development techniques:特殊的管理开发技术
! H% [: y& k# U: m% ~; xStabilization sub stage:稳定阶段 6 J5 _9 N. U- u: \1 Y* _
Staff (service) function:职能（服务）功能 % |% t, R4 O& H! \4 _' f
Standard hour plan:标准工时工资
# |! p( h! @ L" S* nStock option:股票期权 " c5 o# @% Q# a1 Y$ n( m. G
Straight piecework:直接计件制 ' O4 |8 _0 k$ |$ K8 ^9 j: B* Y' ~' h
Strategic plan:战略规划 8 G; e- H* _- J) b! B: q
Stress interview:压力面试
. m3 e- P s |Strictness/leniency:偏紧/偏松 ) S: M) Z8 m3 r3 y8 M. i5 G
Strikes:罢工
4 e3 y( X' E. [2 |Structured interview:结构化面试 z3 r. ^* G" {
Succession planning:接班计划 - |" O, Q+ ` ]4 ~* Y7 i
Supplement pay benefits:补充报酬福利
0 h, W) H( u' q! {# G- WSupplemental unemployment benefits:补充失业福利6 o, _' V2 w- i9 \) K* E
Salary surveys:薪资调查
' ^; y R2 p6 O: n: d6 j0 u/ ?Savings plan:储蓄计划
* ]( ^+ J; T5 S T' E' q+ IScallion plan:斯坎伦计划
# s& C( O3 e) U7 UScatter plot:散点分析 & y6 I- K( F, l3 ?& I
Scientific management:科学管理0 b2 u2 G, H# X/ i
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Self directed teams:自我指导工作小组
( u& \9 N- u9 JSelf-actualization:自我实现0 u8 |2 u: F+ @( t
Sensitivity training:敏感性训练
. ]) L( o4 Y: n7 w' ySerialized interview:系列化面试 1 G! ]" ?& }$ u6 B8 r* `* c
Severance pay:离职金
5 T6 u" o, Y# ^Sick leave:病假
- W6 m$ w* E0 uSituational interview:情境面试
2 v3 F8 m. t4 l. NSurvey feedback:调查反馈 ' V0 t& r H3 ^
Sympathy strike:同情罢工
% v& H. w9 R$ {6 o# i: j) D. lSystem Ⅳ组织体系Ⅳ
6 ~; I7 |, Y/ n# X" gSystem I:组织体系Ⅰ
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T
' b/ {$ D; a4 UTask analysis:任务分析
3 s% }, E z, d% k+ ~& Y, d" XTeam building:团队建设
+ m& q# j& H# B a$ I6 t) H. ETeam or group:班组
( P3 v+ O9 [) P0 CTermination:解雇；终止 U# I, y1 f! X# R
Termination at will:随意终止
. C" j. S2 K2 r7 K4 kTheory X:X理论 1 k" a H! d1 I
Theory Y:Y理论 4 G! J2 p4 q P8 f# j( \ ?
Third-party involvement:第三方介入 - h# ~ S6 ]# F% `! }/ p
Training:培训 v! E6 n" _) Y/ Q' V) P2 {7 A
Transactional analysis (TA) :人际关系心理分析 & m9 k; T% v! x5 X
Trend analysis:趋势分析
! E! r+ k# A7 j' ?/ _Trial sub stage:尝试阶段 : i8 w+ R% W2 Z! Q
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Unsafe conditions:不安全环境 , ^- h3 p9 y `) {/ |) M% C5 ^
Unclear performance standards:绩效评价标准不清
% w) F) R/ x$ }: dUnemployment insurance:失业保险
3 [& a1 r: P0 d& C# U3 G9 oUnfair labor practice strike:不正当劳工活动罢工 ) X9 |( L) Z8 N3 @7 r/ t* x
Unsafe acts:不安全行为
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Validity:效度 8 T% Y, J( C2 j6 n0 W
Value-based hiring:以价值观为基础的雇佣
5 c. |9 C. M% v2 h8 ^Vroom-Yetton leadership trainman:维罗姆-耶顿领导能力训练' ~6 _* r- P1 j5 U
Variable compensation:可变报酬 : a1 x. k4 W9 K& x) z: E& u
Vestibule or simulated training:新雇员培训或模拟
! M1 Q+ \1 t5 B# i3 sVesting:特别保护权
/ X1 l$ B% t. c' p2 m/ BVoluntary bargaining:自愿谈判项目
. V4 e& Z6 p! t5 e2 dVoluntary pay cut:自愿减少工资方案 8 w- V' P% O+ Z' Q* |- Z
Voluntary time off:自愿减少时间
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Wage carve:工资曲线
% M5 ^% e( @1 r% r% J/ MWork samples:工作样本
9 b. K1 ^$ g- S& I( ]( v! WWork sampling technique:工作样本技术 ; X" ^: @7 c; ~3 K3 M
Work sharing:临时性工作分担 ! o8 G; y2 P8 B3 N! \5 e- O
Worker involvement:雇员参与计划 ! S+ F. Q9 k- J* g& n$ Q
Worker's benefits:雇员福利
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HR相关英文词汇, i* B& t) T g( [% f2 \4 v
& x! {( f5 g: M
1. 人力资源管理:(Human Resource Management ,HRM)
0 P! n) i- ^/ Y2 S: q4 N2 P6 s6 z人力资源经理:( human resource manager)
- L5 F% o3 [8 n6 c, a高级管理人员:(executive)
* q% a3 T6 I! H! ]9 D4 n% Q职业:(profession)
% k4 E5 X: ?, c- W' }8 M' C0 O' M, F道德标准:(ethics)0 ^8 s8 ^0 a) ]
操作工:(operative employees)
, p0 j1 ?) ~0 ~ R7 m( X; {专家:(specialist)
( z! E3 H& {+ r' D% t7 V: V2 K: n人力资源认证协会:(the Human Resource Certification Institute,HRCI); M8 u% x: q5 `( l) Q4 o
2 w5 }. `) ]1 `3 W2. 外部环境:(external environment)- }) S: S5 D% N5 Y }' p$ u7 p: @
内部环境:(internal environment)
5 G9 x( G$ p0 Q( B4 I& @政策:(policy)# ~5 q4 L, b2 x8 s2 q& S( |+ u- j
企业文化:(corporate culture)
4 q' d& E v$ N s0 B目标:(mission)
, _ I+ T/ G: H: _8 }$ f股东:(shareholders)
7 Y. ?' f' l. `; | `非正式组织:(informal organization)
3 F: t8 o' q$ m$ x$ w l跨国公司:(multinational corporation,MNC)
- D' z O$ x! p) \管理多样性:(managing diversity); p6 l) Y- ?5 V0 k( l
4 j. J1 \# A w G3. 工作:(job)
; \& X6 U0 v' ~" D职位:(posting)
3 g8 t- _6 ?6 S0 p) x: g工作分析:(job analysis), v# D1 w5 K: v2 p, o7 W/ x; _
工作说明:(job description)1 q8 v. E* `9 H+ C! I
工作规范:(job specification)
3 w J) `6 J1 ^/ k5 G: D工作分析计划表:(job analysis schedule,JAS)9 \& e% l( B8 l* F* ? s* L
职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)- Z6 l! R0 f7 T( D& n- o
行政秘书:(executive secretary)
7 W) D8 k8 ]/ c/ Q4 _' e, \地区服务经理助理:(assistant district service manager)
/ B% s& z- C. x" _4 t4 A5 S6 |! p9 l5 Z c
4. 人力资源计划:(Human Resource Planning,HRP)% s% X! W1 p# j6 V: n/ Q& L
战略规划:(strategic planning)
$ ?" \- |6 ?& _/ x0 y( I- h长期趋势:(long term trend)
. Z( x" R, L5 r% u* l要求预测:(requirement forecast)
' M6 D# f( T; M! G- n% G供给预测:(availability forecast)
. Z6 `% U, J6 \; K) b' E管理人力储备:(management inventory)) G! d" L- X! v% K2 B( _
裁减:(downsizing): P! z! f1 }5 ?9 U4 {+ t
人力资源信息系统:(Human Resource Information System,HRIS)
2 f4 _9 Y# _3 p7 d* T- i$ l' P5 q B" s {/ M. p) O
5. 招聘:(recruitment): y1 ^ l' t/ s2 z. c+ |, E$ k4 U
员工申请表:(employee requisition)
, o3 y2 ~. N+ q# a1 B( W招聘方法:(recruitment methods)2 }7 Z7 Z! z$ p- Y6 C3 i' ?( j' o
内部提升:(Promotion From Within ,PFW)
) ?# k9 ~( W3 { v0 y工作公告:(job posting)
! `! |+ L( C% M) R1 x2 f; O广告:(advertising)9 K6 \7 x2 L) O0 T# U! e! _; |- n
职业介绍所:(employment agency)
1 q* F$ z% \3 S @ H特殊事件:(special events)
* r" b! H' v; t0 T4 g实习:(internship)$ j* G) u4 R* J; L, r$ D
3 i% p/ S. W1 p5 T1 }! a6. 选择:(selection)( N, @+ N' O/ }7 B
选择率:(selection rate)
/ W/ A/ l7 A; U3 @/ P简历:(resume)
* W6 v# U1 X* j+ c: T$ u' {" J- [2 p s: A2 ~
标准化:(standardization)8 ]8 i3 u$ {' Z6 S6 U9 b
有效性:(validity)( ^# F7 i, q- f# @1 |2 U/ W9 s( Y
客观性:(objectivity)7 V x9 C* G/ W' f* e0 j
规范:(norm)
D; X2 D/ l- c/ C录用分数线:(cutoff score) 3 m5 C# b' E! y, C
准确度:(aiming)' U. k" Q$ ~5 _
业务知识测试:(job knowledge tests)( y7 u& k' P+ f! v
求职面试:(employment interview), X7 ^! v x# I- s8 E
非结构化面试:(unstructured interview)
! }9 _( Y0 k ?" p结构化面试:(structured interview), j' Q* X& p) a, m0 t9 r, e
小组面试:(group interview)
' ]* B% M; ?2 l: R/ f1 { T) p职业兴趣测试:(vocational interest tests)
; q# N+ B8 ^: j: [会议型面试:(board interview)8 _4 ?! D0 S! i5 t
7. 组织变化与人力资源开发' Y3 b G& T- B4 D' w6 R0 R* a3 N+ V
人力资源开发:(Human Resource Development,HRD)
3 c& K" Z0 Q, E9 g培训:(training)
. J* ]$ I4 V* a开发:(development)
* N; w) m( h5 P; x, Y: g定位:(orientation)8 g' g2 I$ D: a% U$ `
训练:(coaching). c' d5 Q) {; U) W1 E% R
辅导:(mentoring); t$ e- i- I Y. c0 O& {! x5 k
经营管理策略:(business games)
. o# L v) V) t" g+ L. j" \$ b案例研究:(case study)
% M, Y; q: }, s& Z' n会议方法:(conference method)5 N% l3 G- n# h* j
角色扮演:(role playing)
+ y: Z, }# c5 A工作轮换:(job rotating)
5 M' N: j3 ]! h) j1 g& f在职培训:(on-the-job training ,OJT)
+ N4 t6 f5 u8 |. D5 x% ~媒介:(media)
3 M( a6 p' h( U5 t: ]% c8. 企业文化与组织发展' x8 k+ x* o; w8 E5 j! W
企业文化:(corporate culture)
1 }: o' ~4 I$ X8 Z+ B' X组织发展:(organization development,OD)
' f! E) U# u6 E, ?调查反馈:(survey feedback)" X& l( G& e: \, b
质量圈:(quality circles)
x8 P1 |$ x) j7 d目标管理:(management by objective,MBO)
2 j; U; x8 H# {3 m全面质量管理:(Total Quality Management,TQM)
1 {2 `7 l8 D7 [团队建设:(team building)8 _3 @/ ?( f4 E8 c9 y
9. 职业计划与发展
& M& g8 {1 W4 n4 E8 t! e2 d, {) b职业:(career). l9 R# V$ D; A6 @" O
职业计划:(career planning). r/ B. d2 |( P0 X( t+ x* d% A
职业道路:(career path). [0 Q5 u; Z6 z2 S& E
职业发展:(career development)
6 H M3 k# v, z# H2 T9 P& k自我评价:(self-assessment)# o6 V- ~/ }2 Z0 j% y, x
职业动机:(career anchors)/ Y6 j+ m8 c8 D; H y; `% a
10. 绩效评价# c' R2 \8 K1 q H4 S8 n
绩效评价:(Performance Appraisal,PA)
4 g. d% G+ J6 j: a3 b/ I小组评价:(group appraisal)
3 f2 l5 B2 A) k' A业绩评定表:(rating scales method)) B- _1 [, y( V/ E
关键事件法:(critical incident method)
4 o% ^- D* `: L2 Y排列法:(ranking method)
/ J7 E& W6 ~- K0 B9 l) ^3 a d平行比较法:(paired comparison)
' D! u# a) E! X+ o: P, ~% }. E硬性分布法:(forced distribution method)" A4 e. D9 F+ ]' z2 b
晕圈错误:(halo error)
$ q3 g+ p( u4 i2 k# x" v宽松:(leniency); Y8 ]! n6 C X$ J' E
严格:(strictness)- {, Y) ^& P/ R& t" G; U) H" c5 m
3600反馈:(360-degree feedback)
p& P( g$ Y7 ?$ W% c5 R" O叙述法:(essay method); R1 B/ w4 l. C, c. J, ~
集中趋势:(central tendency)
, J* x. T& J7 g; Z$ K4 i11. 报酬与福利
! \# J% w- O$ I/ L报酬:(compensation)8 X8 g f7 [- n2 J# W( k: U
直接经济报酬:(direct financial compensation); `' T& m C' m( `2 ]5 m
间接经济报酬:(indirect financial compensation)! ?3 S8 u/ V( p, |
非经济报酬:(no financial compensation)1 D9 e- o/ o2 T9 c
公平:(equity)- Y, }/ {! G6 L/ v& U; i$ [
外部公平:(external equity)0 }9 O! P# X2 P6 v) T
内部公平:(internal equity)
- I$ ~/ |" {) y1 |) U员工公平:(employee equity)
3 w1 o$ Y+ l6 ~7 e, t/ p1 |小组公平:(team equity)% ~; {$ n6 X% L# S
工资水平领先者:(pay leaders)5 C& G2 j' P/ s! \& s, f: |0 z( F
现行工资率:(going rate). R7 e$ a4 e0 m4 o( M
工资水平居后者:(pay followers)2 r/ I* T6 [+ @% t: i. ^
劳动力市场:(labor market)
9 S& z$ U. v1 o- g工作评价:(job evaluation)0 O6 u2 i+ ~) ^5 U, ?/ h# `( u% P1 U" u
排列法:(ranking method)
2 q$ m n2 W7 ]1 u7 L分类法:(classification method)
8 p5 Q/ B7 ^" b因素比较法:(factor comparison method)* H: w4 j. C) ]* h+ V) Y7 a
评分法:(point method)2 h! g# Y4 c" `" J6 @* R
海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)" u& r/ p1 D( v1 t2 c
工作定价:(job pricing)) T# I h2 I9 d, O) p: X
工资等级:(pay grade)* T( F$ x7 ~& F0 Z a; l
工资曲线:(wage curve)
4 d' g7 J4 ~# \) |/ Y9 q工资幅度:(pay range)
9 p" ?; t- L' Y: m12. 福利和其它报酬问题
$ E0 h( a: B+ K9 [" j) c: z8 V福利(间接经济补偿)
: }7 L4 V1 [. ?1 J7 p8 Z1 o员工股权计划:(employee stock ownership plan,ESOP)
4 m5 z$ P# D, L1 p5 g$ Y; a值班津贴:(shift differential)" x) X L# X7 B2 X) [7 j/ y8 ~7 J. g0 x
奖金:(incentive compensation)
2 G5 a) A# ]1 Y9 ~分红制:(profit sharing)
; \- N' F# M k5 b2 [13. 安全与健康的工作环境5 C3 ^3 o2 K0 P. G7 I; k. V
安全:(safety)6 ~! @3 _1 K1 c5 `& \& ?
健康:(health)$ r, T7 B9 ~8 u6 M6 ^' z. w, {
频率:(frequency rate)
" a9 u2 d7 ]% T5 ]; `/ V" [紧张:(stress)
0 Q( e$ _: W$ O% Y角色冲突:(role conflict). {7 Q g* I3 O1 T1 x2 Z, w2 r! u
催眠法:(hypnosis)7 L6 ?0 [& X- a1 n* I: l( J
酗酒:(alcoholism)
( Z' m& ^0 k7 R8 j3 Q& O1 x4 z14. 员工和劳动关系
3 M% D3 ~+ t9 Y$ h* a工会:(union)3 c1 F9 U. F5 b! d' x3 R
地方工会:(local union)
$ S, ~: |) T/ R! r/ K& B行业工会:(craft union), }! c4 V3 ?9 c( J! t
产业工会:(industrial union)
* w7 p% Q& P ~; L- M V全国工会:(national union)
+ l* o& H- t( H! ` @谈判组:(bargaining union)
" @) a% W) t L2 p劳资谈判:(collective bargaining)
k6 Z0 n% Z* h/ q3 g' v仲裁:(arbitration)8 j1 X+ I- t" X# A- V9 [5 ~& G1 k
罢工:(strike)3 C8 u* R' z& v3 V) \1 }
内部员工关系:(internal employee relations)
( ^$ n; c9 o, W! j `( b纪律:(discipline)5 h7 d2 r0 H' Q9 z" r2 a2 h$ X
纪律处分:(disciplinary action), m/ e) T" U8 b- K; k
申诉:(grievance). m9 C l0 u) R1 g
降职:(demotion)7 B9 l* m: m/ w1 p
调动:(transfer)
% ?, I$ j% v7 [& n5 _晋升:(promotion)
4 ~9 N* G( p4 n) @& Q1 b$ z' t: e" z. L2 n
"以人为本"的价值观 <human resources> People-first values3 }, j( R0 J% @* C( X
X理论 <human resources> Theory X
: A) X! u( N0 @! _% @' n2 Q8 N& aY理论 <human resources> Theory Y6 N1 s/ G; R7 R; }6 x' L. p# o0 h: E
艾德加?施恩 <human resources> Edgar Schein
9 W& u3 k. E* ?4 B; a案例研究方法 <human resources> Case study method
3 n f$ `" `/ r* z# ^罢工 <human resources> Strikes* {9 ~/ [+ |1 ?; U' C! L7 y* U, E
班组 <human resources> Team or group# M) G s( N9 j2 F% L
保护圈 <human resources> Rings of defense
% _2 [. Y6 F& ]" w! z9 w3 `; I) v* [保险福利 <human resources> Insurance benefits1 p9 d( z/ H# J" _+ p) W3 D3 ]- _
报酬因素 <human resources> Compensable factor6 M* c0 m) c" K
抱怨 <human resources> Grievance' d5 z% h3 E2 n, V2 e0 J$ D3 X
抱怨程序 <human resources> Grievance procedure
% y/ K' E v( G比率分析 <human resources> Ratio analysis
8 }' m. Q% n- h7 b0 \闭厂 <human resources> Lockout2 ]" H- I* J% x5 p g
标准工时工资 <human resources> Standard hour plan2 E; `0 j! l4 N- J
病假 <human resources> Sick leave
" {+ a4 U! p2 v; B补充报酬福利 <human resources> Supplement pay benefits% r4 }( t4 I ^ c2 D
补充失业福利 <human resources> Supplemental unemployment benefits) u" q k/ ^) A8 ?! j! @6 m4 E/ M
不安全环境 <human resources> Unsafe conditions
. }6 p7 _8 t' Y3 n, I$ q. W不安全行为 <human resources> Unsafe acts+ e' @7 l0 |2 g1 R) q
不服从 <human resources> Insubordination( M" R9 l6 c& J1 l1 g, X- s
不正当劳工活动罢工 <human resources> Unfair labor practice strike n# i) M2 Q3 A6 f2 h/ q3 S
参与式激励计划 <human resources> Attendance incentive plan
. A; z F7 S& J2 x6 R尝试阶段 <human resources> Trial sub stage
8 |! e$ x' k& K3 o敞开门户 <human resources> Open-door
; i5 f* T8 A: y6 d: `成长阶段 <human resources> Growth stage
. a+ `1 [ _( z# h! o8 i! s. e. K* K程序化教学 <human resources> Programmed learning# A+ }. ^- R' A+ U
初级董事会 <human resources> Junior board- [" \& y+ m7 @, v
储蓄计划 <human resources> Savings plan
$ _$ \# a, A/ `* r1 p* }' w2 N% u传讯 <human resources> Citations
. Z* U& | R% F5 e+ ^) l3 h% w戴维斯―佩根法案 <human resources> Davis-Bacon Act (DBA)4 s- l% e0 l6 U/ x3 k9 g2 ~
担保公司 <human resources> Guarantee corporation
3 {( L1 G4 `! c- }弹性福利计划 <human resources> Flexible benefits programs
. \2 h5 v: p7 Q- u# a/ Y弹性工作地点 <human resources> Flex place) y% a0 B: `; F+ @% W: A
弹性工作时间 <human resources> Flextime
' M, X, ^5 f8 x' W# }" K* N等级 <human resources> Grades3 `3 L' n! J% g: z3 y
等级说明书 <human resources> Grade description" x, H. Y# _. X9 r. ~! A
地方劳动力市场 <human resources> Local market conditions8 I! O$ k; T! E$ b5 q6 a4 C
第三方介入 <human resources> Third-party involvement
# H& M _9 t: S6 A9 M调查 <human resources> Fact-finder
7 m3 b& G+ L8 Y调查反馈 <human resources> Survey feedback
4 K/ C& l x. @; U- P调解 <human resources> Mediation
4 P' {( z. x, I- E$ a- A! W方格训练 <human resources> Grid training x, |# Z( E6 G& E6 y- A
非定向面试 <human resources> Nondirective interview+ ` r8 g4 I L, i% J& \
非法谈判项目 <human resources> Illegal bargaining& B5 v4 }% U& B% W3 O; j
弗雷德里克?泰罗 <human resources> Frederick Taylor
) {0 d$ [) x0 m+ g& y福利 <human resources> Benefits
+ V# K! k6 N* Q1 l高龄给付 <human resources> Golden offerings! @. ^# V4 Q% n( }! [ z
个人偏见 <human resources> Bias5 Y- R& ?4 g$ W* d, M: X: ?* N% G
个人退休账户 <human resources> Individual retirement account (IRA) * l2 e& @8 [3 t* X: u! P7 O
工厂关闭法 <human resources> Plant Closing law& V: t( V8 C0 A% m$ X1 r
工资等级 <human resources> Pay grade
3 ~- L' h, b# H% D工资率系列 <human resources> Rate ranges# W+ L; D. @1 T* d+ ]' R6 m# R
工资曲线 <human resources> Wage carve' Y- @6 c% _- Q/ x
工作分析 <human resources> Job analysis- c& P+ M0 r7 ]* {1 { a6 k3 _: L
工作分组 <human resources> Job sharing
3 X" F4 P: A8 O8 h( F6 @9 u3 Y工作公告 <human resources> Job posting4 ]5 z. V% [, m+ `
工作绩效分析 <human resources> Performance analysis
8 \( X+ {3 W3 ~7 w$ {- D* N4 H7 Y工作绩效评价面谈 <human resources> Performance Appraisal interview
g4 L @" o1 p工作轮换 <human resources> Job rotation: _ J) U2 A: ]4 N+ z& E4 T# S* }
工作描述 <human resources> Job description% Y/ Y1 C' o) B5 n- m6 }
工作申请表 <human resources> Application forms
$ i) b, B2 D' l' S. V工作说明书 <human resources> Job specifications
& Q/ i3 {* r* i3 v工作替换/临时解雇程序 <human resources> Bumping/layoff procedures) ~" H* j; m0 w2 v2 D/ M+ k/ Y9 ^: V
工作样本 <human resources> Work samples% P) T6 g' q" Q* r- h ~0 ~
工作样本技术 <human resources> Work sampling technique
5 V1 l- O) o. U, G4 g; D工作指导培训 <human resources> Job instruction training (JIT)
$ Z' ?. z. A" B' f: [0 u公平工资法 <human resources> Equal Pay Act- w! o& K% [. [. d- I! s! X! a
公平劳动标准法案 <human resources> Fair Labor Standards Act Z* @/ q3 k, }5 n$ h3 l
公平日工作 <human resources> Fair day's work- O# X* z7 c( q, [9 }2 N
功能性工作分析法 <human resources> Functional job analysis
, N) u0 t7 p: M股票期权 <human resources> Stock option) B( J- U# P3 I3 V6 R& w8 a& `
固定福利 <human resources> Defined benefit
3 ]5 e) |& _( m/ H: K3 l2 {固定缴款 <human resources> Defined contribution Y# f) l% q$ r% J
雇员参与计划 <human resources> Worker involvement2 H; U! C9 m. K% ~% i' W$ z Q
雇员持股计划 <human resources> Employee stock ownership plan (ESOP) ^- I0 ?" c* V7 Z& r6 s
雇员服务福利 <human resources> Employee services benefits
* C4 D7 d1 x; I4 N+ p$ A雇员福利 <human resources> Worker's benefits. N8 r( |; V6 x3 p# {
雇员上岗引导 <human resources> Employee orientation
( ~8 K# V; P+ Y1 ]* w2 x2 O雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act (ERISA) 8 C2 ^2 g% F+ _6 L
关键事件法 <human resources> Critical incident method
+ \; h. e8 Z: X9 i管理方格训练 <human resources> Management grid
& ]; @: \4 A+ ~6 t" A( v! p+ ?管理过程 <human resources> Management process2 R) L- a1 R5 d) [3 z& D
管理竞赛 <human resources> Management game
8 @/ {8 O+ ], ~$ [3 {2 B1 y' p管理评价中心 <human resources> Management assessment center
5 F0 {' P: _& t. n3 q+ ^" N4 V归类（或分级）法 <human resources> Classification (or grading) method; b8 `( N+ g* `; m, W- ?0 ]* W" O
耗竭 <human resources> Burnout
8 R8 P; m) ]) O' |! J$ G候选人次序错误 <human resources> Candidate-order error" r5 V4 e, u& z, Y! P4 _. n
怀孕歧视法案 <human resources> Pregnancy discrimination act
( ^2 Y" x/ e3 {基准职位 <human resources> Benchmark job
# n* x% \( u7 D绩效工资 <human resources> Merit pay
x9 x8 R, Z1 T; K( V- C- s绩效加薪 <human resources> Merit raise0 U, k7 ~) K3 H& |
绩效评价标准不清 <human resources> Unclear performance standards
& O2 w7 \4 q$ v3 U4 K激励计划 <human resources> Incentive plan# J4 R$ D( u7 V; n$ e- R6 H
集体谈判 <human resources> Collective bargaining8 j4 l; S" `2 t
计件 <human resources> Piecework1 V. G7 o: l% o+ l2 ]
计算机化预测 <human resources> Computerized forecast
5 N6 d$ K' x+ \纪律 <human resources> Discipline
8 ^& G# R- j" D4 [# b, G5 ~健康维持组织 <human resources> Health maintenance organization (HMO)
1 ?! U0 j' e* U) e1 ~. s僵持 <human resources> Impasse
4 Y3 M& d2 u( E, B1 `讲出来！ <human resources> Speak up!
4 `! q0 G6 i3 G4 z交替排序法 <human resources> Alternation ranking method$ Q' @$ i; N: h, U z2 N) M3 t
角色扮演 <human resources> Role playing4 ^& S& G# v* X; x
接班计划 <human resources> Succession planning
3 |9 c( i" ?- P结构化面试 <human resources> Structured interview2 w/ ?; \1 v5 N8 c+ Z/ C
解雇；开除 <human resources> Dismissal
3 X5 M6 [/ O2 l3 {6 @解雇；终止 <human resources> Termination5 H+ l3 Q; J/ D) g* N
经济罢工 <human resources> Economic strike
7 ^5 A4 `/ z8 j精简 <human resources> Downsizing3 j4 t) `" Q0 B4 k3 y$ t
居中趋势 <human resources> Central tendency
9 d5 r, s0 {' [" C科学管理 <human resources> Scientific management
/ V: \) S; k* u6 L可比价值 <human resources> Comparable worth, [3 N, ]$ h4 ?1 d% O* K- t. }
可变报酬 <human resources> Variable compensation0 y9 N- \) g. q$ r& m6 ~0 ]) y, f; l
劳工部工作分析法 <human resources> Department of Labor job analysis
! K$ F+ J5 i1 v1 v6 e4 U% g类 <human resources> Classes
# ~- q6 j# X, U离职金 <human resources> Severance pay+ a) U* Q3 Y5 t7 V
离职面谈 <human resources> Exit interviews
3 r+ W' E' H9 R' S( j利润分享计划 <human resources> Profit-sharing plan" W0 z7 Y( U6 t4 |: e/ R9 R
联合抵制 <human resources> Boycott
4 n' B8 G# }; t3 ~临时解雇 <human resources> Layoff
( c7 B/ W V4 x% ?临时性工作分担 <human resources> Work sharing
. ]' J0 \! y% W X; C领导者匹配训练 <human resources> Leader attach training; F" V d9 Q, O+ F
每周4天工作制 <human resources> Four-day workweek" H9 A! j) H5 ]" I
民权法 <human resources> Civil Rights Act, Y) x8 ~, S2 c5 u
敏感性训练 <human resources> Sensitivity training
" |) t6 p3 [7 w: p+ C9 V! `目标管理法 <human resources> Management by objectives (MBO) 0 K9 F8 A/ B* i5 t4 b) k
内容效度 <human resources> Content validity& I7 d; k j, G8 [- B
年终分红 <human resources> Annual bonus
( T' }( L$ M6 k8 O1 t/ T% W, {. j排序法 <human resources> Ranking method
; M" X+ T+ l. ?' |# f培训 <human resources> Training* O9 J7 x( q0 Q6 c* D6 k
配对比较法 <human resources> Paired comparison method
; A) Y5 i0 J5 |7 p) }- @3 A1 G& I偏紧/偏松 <human resources> Strictness/leniency' e5 ?; l8 M; r/ Q7 g* \) u ~
评价面试 <human resources> Appraisal interview7 o: N+ A* B. I y4 H% w
期望图表 <human resources> Expectancy chart# k" W' ?/ a, f* z
企业内部开发中心 <human resources> In-house development center
: l/ d9 |4 g$ ]7 z& i7 Y! k强制分布法 <human resources> Forced distribution method9 Q3 G9 ^3 o( K4 k9 A
强制谈判项目 <human resources> Mandatory bargaining
6 s. r+ q& R5 }# l3 u情境面试 <human resources> Situational interview
) s' T) \ y7 I r x7 m趋势分析 <human resources> Trend analysis
: m5 [, S$ l% A' G. s/ j确立阶段 <human resources> Establishment stage
$ S2 n8 L* Q$ V" q1 d人际关系心理分析 <human resources> Transactional analysis (TA) S1 ~; b$ m# t
人事（或人力资源）管理 <human resources> Personnel (or human resource) management
. G* \1 c% X+ O7 T. `* D; o) D人事调配图 <human resources> Personnel replacement charts7 l6 J/ @/ g7 ]8 e" b5 V4 ]
任务分析 <human resources> Task analysis6 Q% i: E" Y6 ]2 _
日常集体谈判 <human resources> Day-to-day-collective bargaining
) A$ m" N. C5 r7 R5 G0 [* b ] [散点分析 <human resources> Scatter plot
. K2 c- N4 z# B* _0 u2 W+ g社会保障 <human resources> Social security
( W6 E; _, f! ?# _' _! {失业保险 <human resources> Unemployment insurance+ X, `6 A) M# p }" }9 c4 o/ Z
实验 <human resources> Experimentation' W4 h- p! J1 |4 i1 b- o% T( ]; u
收益分享 <human resources> Gain sharing
- h8 H3 U5 f% ] C; _* @! `斯坎伦计划 <human resources> Scallion plan
! H6 f. J9 z9 B随意终止 <human resources> Termination at will4 K! V$ _7 r0 f5 q1 {* W
谈话；面谈 <human resources> Interviews
$ A& T1 R1 K& l( ]4 Z R探索阶段 <human resources> Exploration stage. C0 c- [! L! w: U, v: E, f
特别保护权 <human resources> Vesting( |' w4 m ^5 f f
特殊的管理开发技术 <human resources> Special management development techniques! |$ o6 I9 b8 f
特殊奖励 <human resources> Special awards3 A' l- c9 Y5 H6 l* H5 T+ V) R
提前退休窗口 <human resources> Early retirement window8 q, X6 {& k- [9 y* ]% V. o& a
同情罢工 <human resources> Sympathy strike6 ~) }% r( z/ D
图尺度评价法 <human resources> Graphic rating scale* K: l3 o' {( Y G8 T" S4 {0 P C. I, J) A
团队建设 <human resources> Team building0 v' ^6 |* e# d! W: S
团体人寿保险 <human resources> Group life insurance
" Z5 J0 I* b6 r1 [0 g _, d团体退休金计划 <human resources> Group pension plan
: k8 ~+ \2 m6 ~$ @退休 <human resources> Retirement
" a! p$ ] J2 n) v) p, T; F退休福利 <human resources> Retirement benefits
3 m1 o) Q8 L$ Q退休金福利 <human resources> Pension benefits& O/ ~/ F7 y* G. H, Z
退休金计划 <human resources> Pension plans% A5 Q l1 v$ T% R+ c/ z Q
退休前咨询 <human resources> Retirement counseling9 D6 x5 {- Y0 x' o {
维持阶段 <human resources> Maintenance stage, t7 S: {7 v5 m2 k4 Q, u
维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman( t( \! t' D$ r& R" Y+ T
稳定阶段 <human resources> Stabilization sub stage3 j0 a" i+ O0 }) S" O r# K
无保证终身解雇 <human resources> Lifetime employment without guarantees* _+ t/ |$ M' i! R0 s' X# h
系列化面试 <human resources> Serialized interview! Y( \3 m9 W4 _5 {9 O! |( m
下降阶段 <human resources> Decline stage9 v% [2 F; H! h8 Z
现场工人日记/日志 <human resources> Participant diary/logs
, h N5 _+ D# P1 z8 _& v现实冲击 <human resources> Reality shock2 r& I/ b3 W* D; {, g
向外安置顾问 <human resources> Outplacement counseling
2 T J' ]- G- F9 Q; \小组面试 <human resources> Panel interview% i0 g* x5 }; ~& i7 I% D: |, \- m
效标效度 <human resources> Criterion validity: s4 g- U' K" L* \! Y4 L" i
效度 <human resources> Validity9 Q" w, s1 s- E
新雇员培训或模拟 <human resources> Vestibule or simulated training1 P% A) T; q u. I6 v4 F" z: m
薪资调查 <human resources> Salary surveys" ?- H% @7 B; h* V+ t' s
信度 <human resources> Reliability* U6 \" H" \2 h' i; m9 t1 C
行动学习 <human resources> Action learning
+ a: a! M% Z8 E! _' c行为锚定等级评价法 <human resources> Behaviorally anchored rating scale (bars). c; J* X _) o! [
行为模拟 <human resources> Behavior modeling
* D/ {$ ?1 h9 X+ s' N压力面试 <human resources> Stress interview
4 M: o: c, V/ v! d1 ?! J7 r( z延期利润分享计划 <human resources> Deferred profit-sharing plan0 A8 U0 C+ s Q3 \8 c& g& c# M
一般经济状况 <human resources> General economic conditions
: t0 X+ j b" k$ m9 W以价值观为基础的雇佣 <human resources> value-based hiring
' L% u* F) h, O$ E! M, F" I8 g意见调查 <human resources> Opinion survey4 @3 c$ J& K; ~# H6 d
隐含职权 <human resources> Implied authority" m2 R4 k# v9 n8 |
有保障的计件工资制 <human resources> Guaranteed piecework plan
, `) a/ b( d# U有保证的公平对待 <human resources> Guaranteed fair treatment
7 w; |2 G% l( o) D约翰?霍兰德 <human resources> John Holland
: p! g$ M/ ]% \- W6 h/ p* I0 ]越级谈话 <human resources> Skip-level interview/ j, A1 H6 V( s* p% O( e
晕轮效应 <human resources> Halo effect
+ }- d. O( i v在职培训 <human resources> On-the-job training (OJT) / P1 F! S; L4 ~" }, L- O
战略规划 <human resources> Strategic plan9 {& }! ^( U5 q' p: t6 _: G
真诚的谈判 <human resources> Good faith bargaining
' v. i/ F+ h3 i2 c政策 <human resources> Point method/Policies
- N. e$ g2 ?4 @3 T9 P直接计件制 <human resources> Straight piecework
& R# v7 y. ~; E) v直线管理者 <human resources> Line manager
. ` C1 j. s( Z职能（服务）功能 <human resources> Staff (service) function4 _5 L3 g) U) y n8 g5 r7 Q
职能控制 <human resources> Functional control3 l. ^& w/ C/ U
职权 <human resources> Authority5 p W0 `! m6 N' ?
职位调配卡 <human resources> Position replacement cards& j, j9 d) b) v1 s, d5 B8 J5 V) Y
职位分析问卷 <human resources> Position Analysis Questionnaire (PAQ) 7 |8 ]' V" ?; f& r
职位评价 <human resources> Job evaluation
; Q1 I+ e. i) x4 K职业安全与健康法案 <human resources> Occupational Safety and Health Act
V) B' s, K" c0 `职业安全与健康管理局 <human resources> Occupational Safety and Health Administration (OSHA)
7 E; x" p% i/ a7 M5 k+ e% O) ?- M8 h职业规划与职业发展 <human resources> Career planning and development: K" U. r2 E- C
职业技能 <human resources> Occupational skills: m: L' b' k: V! g' m/ u
职业锚 <human resources> Career anchors
& n, l, L0 L! f4 A1 V, C* e职业市场状况 <human resources> Occupational market conditions
+ t& r4 ~9 P& e3 q% D5 d职业性向 <human resources> Occupational orientation6 B* T ^2 [* Q2 y1 n
职业周期 <human resources> Career cycle
1 l. t, Y( w! c职员报酬 <human resources> Employee compensation. u2 J8 T! W* M. F. Q
质量圈 <human resources> Quality circle
& ^4 A2 O9 K( A4 x5 A2 C9 {中期职业危机阶段 <human resources> Mid career crisis sub stage8 `" H" a! W8 C; x
仲裁 <human resources> Arbitration0 W, u" h- j$ k5 [) }4 C; y
资本积累方案 <human resources> Capital accumulation program- Z8 ?! a% G$ G" Z- D7 J' z
资格数据库 <human resources> Qualifications inventories, V% d% ^% f# S* {$ D" ?
资质 <human resources> Aptitudes, E% G/ d! D" u" }$ @. M9 X
自我实现 <human resources> Self-actualization
8 w; J+ e, Z8 J8 S$ k# \自我指导工作小组 <human resources> Self directed teams3 r2 R+ K% g! i6 P
自愿减少工资方案 <human resources> Voluntary pay cut
* _3 \: c) }) c& n; F/ A) z U. f9 T. }2 n自愿减少时间 <human resources> Voluntary time off g k! d9 V; g n% G
自愿谈判项目 <human resources> Voluntary bargaining
4 P, c1 |4 n& E' j1 m组织发展 <human resources> Organization development(OD)
) g9 P; a. d, Y o组织体系Ⅰ <human resources> System I: r- h0 b" u( [+ j! u/ Y0 s
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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