Effective benefit management

合集下载

表示功效的英语单词

表示功效的英语单词全文共四篇示例，供读者参考第一篇示例：Efficiency, productivity, effectiveness, impact, efficacy, potency, performance, capability, strength, proficiency, advantage, benefit, result, outcome, influence, value, success, impact, potential, capacity, accomplishment, achievement, efficiency, power, merit, worth, significance, potentiality, ability, competency, aptitude, skill, talent, effectiveness, consequence, effectiveness, potency, efficiency, benefit, value, importance, worthiness, productivity, potential, success, impact, significance, merit, accomplishment, efficacy, advantage, capability, skill, talent, ability, proficiency, capacity, influence, strength, competency, potentiality, aptitude, performance, virtue, accomplishment, achievement, impact, power, effect, outcome, result, consequence, worth, value, worthiness, merit, potentiality, capability, proficiency, capability, achievement, skill, success, efficacy, advantage, performance, efficiency, effectiveness, potency, impact, capacity, talent, competence, aptitude, consequence, influence, significance, importance, benefit, value, strength, power, accomplishment, potential, merit, outcome,result, worthiness, achievement, performance, capability, proficiency, efficacy, potentiality, advantage, success, influence, impact, effectiveness, potency, value, worth, importance, merit, significance, benefit, skill, talent, ability, strength, power, capacity, accomplishment, competence, aptitude, consequence, outcome, result, achievement, efficiency, potential, performance, value, efficacy, advantage, impact, merit, productivity, significance, worthiness, potentiality, effectiveness, capability, proficiency, power, importance, talent, success, influence, aptitude, achievement, strength, potency, benefit, skill, value, accomplishment, capacity, performance, efficiency, consequence, result, outcome, impact, worth, effectiveness, significance, worthiness, merit, potentiality, advantage, value, efficacy, capability, productivity, potency, strength, importance, success, proficiency, talent, accomplishment, influence, skill, power, aptitude, competence, capacity, achievement, benefit, impact, effectiveness, potential, achievement, outcome.第二篇示例：表示功效的英语单词在日常生活中扮演着重要的角色，无论是用于描述药物的治疗效果还是用于说明某种产品或服务的性能。

最齐全的人力资源常用英语词汇

英汉人力资源管理核心词汇16PF 卡特尔16种人格因素测试360-degree appraisal 360度评估360-degree feedback 360度反馈7S 7S原则/模型New 7S 新7S原则/模型80/20 principle 80/20 法则AAR-After Action Review 行动后学习机制Ability Test 能力测试Ability of Manager 管理者的能力Absence Management 缺勤管理Absence rate 缺勤率Absent with leave 因故缺勤（被）许可缺勤Absent without Leave 无故缺勤擅离职守Absenteeism 缺勤Accelerating Premium 累进奖金制Accident Frequency 事故频率Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失Accident Prevention 事故预防Accident Proneness 事故（频发）倾向Accident Severity 事故严重程度Accident Severity Rate 事故严重率Accident Work Injury 工伤事故Achievement Need 成就需求Achievement Test 成就测试Action Learning 行动（为）学习法Action Research 行动研究Active Practice 自动实习Adjourning 解散期解散阶段Administer 管理者Administrative Level 管理层次Administrative Line 直线式管理ADR-Alternative Dispute Resolution建设性争议解决方法Adventure learning 探险学习法Adverse Impact 负面影响Advertisement Recruiting 广告招聘Affective Commitment 情感认同Affiliation Need 归属需求Affirmative Action 反优先雇佣行动Age Composition 年龄结构Age Discrimination 年龄歧视Age Retirement 因龄退休Agreement Content 协议内容ALIEDIM 费茨帕特里克出勤管理模型Allowance 津贴Alternative Ranking Method 交替排序法Amoeba Management 变形虫式管理Analytic Approach 分析法Annual Bonus 年终分红Annual Leave 年假Annuity/Pension 退休金Applicant-Initiated Recruitment 自荐式招聘Application Blank 申请表Appraisal Feedback 考评反馈Appraisal Interview 考评面谈Appraisal Standardization 考评标准化Appraiser Training 考评者培训Apprenticeship Training 学徒式培训Arbitration/Mediation 仲裁Assessment Center 评价中心ATS-Applicant Tracking System 求职跟踪系统Attendance 考勤Attendance Incentive Plan 参与式激励计划Attendance Rate 出勤率Attitude Survey 态度调查Attribution Theory 归因理论Audiovisual Instruction 视听教学Authority 职权Availability Analysis 可获性分析Availability Forecast 供给预测Background Investigation 背景调查Balance-Sheet Approach 决算表平衡法Bargaining Issue 谈判问题BARS-Behaviorally Anchored Rating Scale Method 行为锚定等级法Basic Skill 基础技能Behavior Modeling 行为模拟Behavior Modification 行为矫正疗法Behavioral Description Interview 工作方式介绍面试Behavioral Rating 工作方式考核法BEI-behavior event interview 行为事件访谈法Benchmark Job 基准职位Benchmarking Management 标杆管理Benefit Plan 福利计划Benefit/Welfare 福利BFOQ-Bona Fide Occupational Qualification 实际职业资格Biological Approach 生物型工作设计法Board Interview 会议型面试BOS-Behavior Observation Scale 行为观察量表Borter-Lawler's theory of Expectency 波特—劳勒期望激励理论Bottom-Line Concept 底线概念Boundaryless Organizational Structure 无疆界组织结构Bounded Rationality 有限理性Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-balanced scorecard 平衡计分卡Burnout 精力耗尽Business Necessity 经营上的必要性Cafeteria-Style Benefit 自助式福利CAI-Computer-assisted Instruction 电脑辅助指导Campus Recruiting 校园招聘Candidate-Order Error 侯选人次序错误Career Anchors 职业锚/职业动机Career Counseling 职业咨询Career Curve 职业曲线Career Cycle 职业周期Career Development Method 职业发展方法Career Path 职业途径Career Path Information 职业途径信息Career Planning 职业规划career plateau 职业高原Career Stage 职业阶段Career Training 专业训练职业训练Career-Long Employment 终身雇佣制Case Studay Training Method 案例研究培训法CBT-Computer Based Training 以计算机为载体的培训Central Tendency 居中趋势CIPP-Context,Input,Process,Product CIPP 评估模型CIRO-Context Evaluation,Input Valuation,Reaction Evaluation,Output Evaluation CIRO培训评估模式CIT-Critical Incident Technique 关键事件技术Classification Method 分类法Classroom Training 课堂培训Closed Shop 闭门企业CMI-Computer-managed Instruction 电脑管理指导Coaching 辅导教练Co-Determination 共同决策制Coercive Power 强制权力Cognitive Aptitude Test 认知能力测试Cohesiveness 凝聚力Colleague Appraisal 同事考评Collective Bargaining 劳资谈判Comparable Worth 可比价值Comparative Appraisal Method 比较评估法Compensable Factor 报酬要素Compensation & Benefit 薪酬福利Compensation Committee 报酬委员会Compensatory Time Off 补假Competence-Based Interview 基于能力的面试Competency Assessment 能力评估Competency 胜任特征Competency Model 胜任特征模型Competency-Based Education and Training 能力本位教育与训练Competency-Based Pay/Skill-Based Pay 技能工资Complex 情结Compressed Workweek 压缩工作周Compulsory Binding Arbitration 强制性仲裁Computerized Career Progression System 电脑化职业生涯行进系统Computerized Forecast 电脑化预测Conceptual Skill 概念性技能Conciliation 调解Concurrent Validity 同期正当性Conference Method 会议方法Conflict 冲突Conflict Management 冲突管理Construct Validity 结构效度Constructive Discharge 事实上的解雇Content Validity 内容效度Contractual Right 契约性权利Contrast Error 比较性错误Contributory Plan 须付费的退休金计划Coordination Training 合作培训Copayment 共同付费Core Competency 核心竞争力Core Value 核心价值观Core Worker 核心员工Core Workforce 核心工作团队Corporate Culture 企业文化Corporate Identity 企业识别Corporate Image 企业形象Correlation Analysis 相关分析Cost Per Hire 单位招聘成本Criterion-Related Validity 标准关联效度Critical Job Dimension 关键性工作因子Cross-Functional Training 跨功能训练Cross-Training 岗位轮换培训Culture Shock 文化冲突Cumulative Trauma Disorder 累积性工伤Cutoff Score 录用分数线Cyclical Variation 循环变动Decertification 取消认可Defined Benefit Plan 固定收益制Delphi Analysis 德尔菲分析Deutero Learning 再学习Differential Piece Rate 差额计件工资Dimission 离职Dimission Interview 离职面谈Dimission Rate 离职率Disciplinary Action 纪律处分Discriminant Analysis 判别分析dismissal reason 解雇理由disparate impact 差别性影响disparate treatment 差别性对待distribute bonus/profit sharing 分红distributive bargaining 分配式谈判distributive justice 分配公正diversity management 多样性管理diversity training 多样化培训division structure 事业部结构Double-Loop Learning 双环学习Downsizing 裁员DTL-Decision Tree Induction 决策树归纳法Dual Career Path 双重职业途径dust hazard 粉尘危害EAP-Employee Assistance Program 员工帮助计划Early Retirement 提前退休Early Retirement Factor 提前退休因素Early Retirement Window 提前退休窗口Earnings 薪资Economic Strike 经济罢工Education 学历Education Subsidy 教育津贴EEO-Equal Employment Opportunity 公平就业机会EEOC-Equal Employment Opportunity Commission 公平就业机会委员会Effect Factors of Career Planning 职业规划影响因素Effect Factors of Development 开发影响因素Effective Coaching Technique 有效的训练方法Effective Working Hour 有效工时Efficiency of Labor 劳动效率Efficiency Wage 效率工资Ego-Involvement 自我投入E-Learning 网络化学习Election Campaign 选举活动Electronic Meeting 电子会议Emotional Appeal 感召力Employee Attitude Surveys 员工态度调查Employee Career Management 员工职业生涯管理Employee Consultation Services 员工咨询服务Employee Equity 员工公平Employee Leasing 员工租借Employee Involvement 员工参与Employee Manual 员工手册Employee Orientation 员工向导Employee Ownership 员工所有制Employee Polygraph Protection Act 《雇员测谎保护法案》[美]Employee Potential 员工潜能Employee Referral 在职员工推荐Employee Retirement Income Security Act 《职工退休收入保障法》[美]Employee Safety and Health 员工安全和健康Employee Security 员工安全Employee Security Measures 员工安全措施Employee Self-Service 员工自助服务Employee Services Benefits 员工服务福利Employee Skill 员工技能Employee Stock Ownership Trust 企业员工持股信托Employee Surplus 员工过剩Employee Survey 员工测评Employee Training Method 员工培训方法Employee Turnover 员工流动Employee Turnover Rate 员工流动率Employee Under Training 受训员工Employee-Centered Job Redesign 以员工为中心的工作再设计Employees Bonus 雇员红利Employer Unfair Labor Practices 雇主不当劳动行为Employment 雇用Employment Agency 职业介绍所Employment Application Form 应聘申请表Employment at will 自由就业Employment Consultant 招聘顾问Employment Contract Renewal 雇用合同续签Employment Diseases 职业病Employment History 工作经历Employment Objective 应聘职位Employment Offer/Enrollment 录用Employment Relationship 员工关系Employment Separation Certificate 离职证明书Empowerment 激励自主Entitlement 授权法EQ-Emotional Quotient 情感智商EPA-Equal Pay Act 《平等工资法案》Equal Pay For Equal Work 同工同酬Equity Theory 公平理论E-Recruit 网络招聘ERG theory ERG 理论ERM-Employee Relationship Management 员工关系管理ERP-Enterprise Resource Planning 企业资源计划ESOP-Employee Stock Ownership Plan 员工持股计划Essay Method 叙述法ETS-Environmental Tobacco Smoke 工作场所吸烟问题E-Survey 电子调查Evaluation Criterion 评价标准Excellent Leader 优秀领导Executive Ability 执行力Executive Compensation 管理层薪资水平Executive Development Program 主管发展计划Executive Director 执行董事Executive Management 行政管理Executive Marketing Director 市场执行总监Executive Recruiters 高级猎头公司Executive Salaries 管理层工资Exempt Employee 豁免员工Exit Interview 离职面谈Expectancy Theory 期望理论Expectation 期望值Expected Salary 期望薪水Experimental Method 实验法Experimental Research 试验调查Expiry of Employment 雇用期满Exploit of HR 人力资源开发External Costs 外部成本External Employment 外部招聘External Environment of HR 人力资源外部环境External Equity 外部公平External Labor Supply 外部劳力供应External Recruiting Sources 外部招聘来源External Recruitment Environment 外部招聘环境Extra Work 加班Extrinsic Rewards 外部奖励Face Validity 表面效度Factor Comparison Method 因素比较法Fair Labor Standards Act 《公平劳动标准法案》Family and Medical Leave Act 《家庭和医疗假期条例》[美]Fiedler Contingency Model 费德勒的权变模型First Impression Effect 初次印象效应Five-Day Workweek 每周五天工作制Fixed Term Appointment 固定期聘用Fixed Term Contract 固定任期合同Fixed Term Staff 固定期合同工FJA-Functional Job Analysis 功能性工作分析法Flat Organizational Structure 扁平化组织结构Flex Place 弹性工作地点Flex Plan 弹性工作计划flex time 弹性工作时间Flexible Benefits Program 弹性福利计划Forced Distribution Method 强制分配法Forced-Choice Method 强迫性选择法Formal Organization 正式组织Front-Line Manager 基层管理人员Full-Time 全职Function 职能Function of HRM 人力资源管理职能Functional Conflict Theory 冲突功能理论Functional Department 职能部门Funeral Leave 丧假Fundamental Attribution Error 基本归因误差Gain-Sharing Plan 收益分享计划Gang Boss 领班/小组长Gantt Charts 甘特图GATB-General Aptitude Test Battery 普通能力倾向成套测验General Union 总工会Given Role Playing 角色定位演示法Glass Ceiling 玻璃天花板Goal Conflict 目标冲突GOJA-Guidelines Oriented Job Analysis 指导性工作分析Golden Handshake 黄金握别Golden Parachute 黄金降落伞Graphic Rating Scale 图尺度评价法Grievance Mediation 抱怨调解Grievance Procedure 抱怨程序Gross Pay/Total Payroll 工资总额Group Appraisal 团体/小组奖金Group Congeniality/Cohesiveness 群体凝集力Group Life Insurance 团体人寿保险Group Pension Plan 团体退休金计划Group Piece Work 集体计件制Guaranteed Employment Offer 雇用信H•C•Gantt Premium System 甘特奖励工资制H•Emerson Premium System 艾末生奖励工资制Halo Effect 晕轮效应Halseys Premium System 哈尔赛奖励工资制Handwriting Analysis 笔迹分析法Headhunting 猎头Health Insurance 健康保险H-Form/Holding Company H型结构Hierarchy of Needs Theory 需要层次理论High Performance Organization 高绩效组织High-Performance Work System 高绩效工作系统HMO-Health Maintenance Organization 健康维护组织Holiday Pay 假日薪水Home/Family Leave 探亲假Horizontal Career Path 横向职业途径Hot Stove Rule 热炉规则Housing/Rental Allowance 住房补贴HR Generalist 人力资源通才HR Information System 人力资源信息系统HR Manager 人力资源经理HR Officer 人力资源主任HR Policy 人力资源政策HRCI-Human Resource Certification Institute 人力资源认证机构HRD Appraisal 人力资源开发评价HRD Intermediary 人力资源开发媒介HRD Process 人力资源开发过程HRD-Human Resource Development 人力资源开发HRM-Human Resource Management 人力资源管理HRP-Human Resource Planning 人力资源规划Human Relations Movement 人际关系运动Hygiene Factor 保健因素Hypnosis 催眠Ill-Health Retirement 病退In-Basket Training 篮中训练Incentive Compensation/RewardPayment/Premium 奖金Incentive Plan 激励计划Incentive-Suggestion System 奖励建议制度Incident Process 事件处理法Independent Contractor 合同工Indirect Financial Compensation 间接经济报酬Individual Incentive Plan 个人奖金方案Individual Income Tax 个人所得税Individual Interview 个别谈话Individual Retirement Account 个人退休账户Industrial Injury Compensation 工伤补偿Industrial Union 产业工会Informal Communication 非正式沟通Informal Organization 非正式组织In-House Training 在公司内的培训Initial Interview 初试Insurance Benefit 保险福利Internal Environment of HR 人力资源内部环境Internal Equity 内部公平Internal Growth Strategy 内部成长战略Internal Job Posting 内部职位公开招聘Internal Recruitment 内部招聘Internal Recruitment Environment 内部招聘环境Interpersonal Skill 人际交往能力Interview Appraisal 面谈考评Interview Content 面试内容Interview Method 访谈法Interview Objective 面试目标Interview Planning List 面试计划表Intrinsic Reward 内在奖励Jack Welch's Management 韦尔奇式管理JAS-Job Analysis Schedule 工作分析计划表Job 工作、职业Job Account 工作统计Job Action 变相罢工(如怠工、放慢速度等) Job Aid 工作辅助Job Assignment 工作分配Job Analysis 工作分析Job Analysis Formula 工作分析公式Job Analysis Methods 工作分析方法Job Analysis Information 工作分析信息Job Analysis Process 工作分析流程JAP-Job Analysis Program 工作分析程序法Job Attitude 工作态度Job Bidding 竞争上岗Job Card 工作单Job Characteristic 工作因素Job Characteristics Model 工作特性模式Job Classification 职位分类Job Clinic 职业问题咨询所Job Code 工作编号，职位编号Job Context 工作背景Job Description 职位描述，工作说明Job Design 工作设计Job Enlargement 工作扩大化Job Enrichment 工作丰富化Job Evaluation 工作评估Job-Family 工作群Job Identification 工作识别Job Involvement 工作投入Job Inventory 工作测量表Job Knowledge Test 业务知识测试Job Morale 工作情绪Job Performance 工作表现Job Plan 工作计划Job Posting 公开招聘Job Pricing 工作定价Job Qualification and Restriction 工作任职条件和资格Job Redesign 工作再设计Job Rotation 工作轮换Job Satisfaction 工作满意度Job Security 工作安全感Job Scope 工作范围Job Sharing 临时性工作分担Job Specialization 工作专业化Job Specification 工作要求细则Job Standard 工作标准Job Stress 工作压力Job Surrounding 工作环境Job Time Card 工作时间卡Job Vacancy 职业空缺，岗位空缺Job-hop 跳槽频繁者Job-posting system 工作告示系统JTPA-Job Training Partnership Act 《职业培训协作法》J•S•Adams Equity Theory 亚当斯的公平理论Junior Board 初级董事会Johari Window 约哈瑞窗户Just Cause 正当理由Karoshi 过劳死Keogh Plan 基欧计划KPI-key Process Indication 企业关键业绩指标Kirkpatrick's Four-level Model of Evaluation 四阶层评估模型Knowledge Database 知识数据库Knowledge Management 知识管理KSA－knowledge ,skill, attitude 知识，技能，态度Labor Clause 劳工协议条款Labor Condition 劳动条件Labor Contract 劳动合同，雇佣合同Labor Contract Renewal 劳动合同续签Labor Cost 劳动成本Labor Demand Forecast 劳动力需求预测Labor Discipline 劳动纪律Labor Dispute 劳动纠纷Labor Exchange/Employment Agency 职业介绍所Labor Handbook 劳动手册Labor Insurance 劳保Labor Laws 劳动法Labor Management Relations Act 《劳动关系法》Labor Market 劳动力市场Labor Protection 劳动保护Labor Rate Variance 工资率差异Labor Redundance 劳动力过剩Labor Relation 劳动关系Labor Relation Consultant 劳工关系顾问Labor Relations Process 劳工关系进程Labor Reserve劳动力储备Labor Shortage劳动力短缺Labor Stability Index人力稳定指数Labor Wastage Index 人力耗损指数Labor/Trade Union 工会Labor/Working Hour 人工工时Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维Layoff 临时解雇Layoff Process 临时解雇程序Leader Attach Training 领导者匹配训练Leaderless Group Discussion 无领导小组讨论法Leader-Member Exchange Theory 领导者-成员交换理论Leader-Member Relation 上下级关系Leader-Participation Model 领导参与模式Leadership 领导能力Learning Curve 学习曲线Learning Organization 学习型组织Learning Performance Test 学习绩效测试Legitimate Power 合法权力Level-to-Level Administration 分级管理Life Cycle Theory of Leadership 领导生命周期理论Life Insurance 人寿保险Likes and Dislikes Survey 好恶调查表Limitation Factors of PA 考评的限制因素Line Manager 直线经理Line Authority 直线职权Line-Staff Relationship 直线参谋关系Line Structure 直线结构Loaned Personnel 借调人员Lockout 停工闭厂Locus of Control 内外控倾向Long Term Trend 长期趋势Long-Distance Education 远程教育Long-Range Strategy 长期策略Long-Term Contract 长期合同Lower Management 基层管理Lower-Order Need 低层次需求Lump Sum Bonus/Pay Incentive 绩效奖金Lump-Sum Merit Program 一次性总付绩效报酬计划Managed Care 有控制的医疗保健Management As Porpoise 海豚式管理Management Assessment Center 管理评价中心Management by Walking About 走动管理Management Development 管理层开发Management Development of IBM IBM的管理层开发Management of Human Resource Development 人力资源开发管理Management Psychology 管理心理学Management Right 管理权Management Risk 管理风险Management Tool 管理工具Management Training 管理培训Managerial Art 管理艺术Managerial Authority 管理权威Managerial Function 管理职能Managerial Grid Theory 管理方格理论Mandated Benefit 强制性福利Mandatory Bargaining Issue 强制性谈判项目Marital Status 婚姻状况Market Price 市场工资Markov Analysis 马尔可夫分析过程Marriage Leave 婚假Massed Practice 集中练习集中学习Matrix Structure 矩阵结构MBO-Management By Objective 目标管理MBTI-Myers-Briggs Type Indicator 迈尔斯—布里格个性类型测量表Mc-Clelland's Theory of Needs 麦克里兰需要理论McDonnell-Douglas Test 麦当纳道格拉斯法Mechanistic Approach 机械型工作设计法Mediator/Negotiator 调解人Medical Insurance 医疗保险Medical/Physical Ability Inspection/Physical Ability Test 体检Membership Group 实属群体Mental Ability Test 逻辑思维测试Mentor 指导者Mentoring 辅导制Mentoring Function 指导功能Merit Pay 绩效工资Merit Raise 绩效加薪Metrics-Driven Staffing Model 标准驱动招聘模式Mid-Career Crisis Sub Stage 中期职业危机阶段Minimum Wage 最低工资Mission Installation Allowance 出差津贴Mixed-Standard Scale Method 多重标准尺度法Motivation 激励Motivational Approach 激励型工作设计法Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-hygiene Theory 激励保健论MPS-Motivating Potential Score 激励潜能分数Multidivisional Structure M型结构Multimedia Technology 多媒体技术Multiple Cutoff Model 多切点模式Multiple Hurdle Model 跨栏模式National Culture 民族文化National Union (国家)总工会Needs Assessment 需求评估Negligent Hiring 随意雇佣Nepotism 裙带关系Network Career Path 网状职业途径Networking 网络化（组织）NGT-Nominal Group Technique 群体决策法No Financial Compensation 非经济报酬Noncontributory Plan 非付费退休金计划Nondirective Interview 非定向面试Nondiscrimination Rule 非歧视性原则Nonexempt Employee 非豁免的员工Nonverbal Communication 非言语沟通No-Pay Study Leave 无薪进修假期Normal Retirement 正常退休Normative Analysis 规范分析法No-Smoking Rule 禁烟规定object teaching 实物教学,直观教学observation method 观察法occupational choice 职业选择occupational disease 职业病occupational environment 职业环境occupational guidance 职业指导,就业指导Occupational Health &Safety Training 职业安全与卫生培训occupational market condition 职业市场状况occupational mobility 职业流动性occupational outlook handbook 职业展望手册offer letter 录用通知书off-the-job training 脱产培训Ombudsperson 督察专员OMS-Occupational Measurement System 职业测定系统on boarding training 入职培训on-the-job training 在职培训open-door policy 门户开放政策opinion survey 意见调查organization 组织organization change and development 组织变革与发展organization character 组织特征organization design 组织设计organization development appraisal 组织发展评价organization development method 组织发展方法organization environment 组织环境organization goal 组织目标organization renewal 组织革新organization size 组织规模organization structure 组织结构organizational analysis 组织分析organizational authority 组织职权organizational career planning 组织职业规划organizational citizenship behavior 组织公民行为organizational climate 组织气候organizational commitment 组织认同感organizational diagnosis 组织诊断organizational function 组织职能organizational level 组织层次organizational merger 组织合并organizational orientation 组织定位organizational/job stress 组织/工作压力organization-centered career planning 以企业为中心的职业计划organized administration 组织管理orientation 岗前培训orientation objective 岗前培训目标orientation period 岗前培训阶段OSHA standard 美国职业安全与健康局/职业安全与健康法案标准out placement 岗外安置oversea assignment 海外工作overtime hour 加班工时overtime wage 加班工资overtime work 加班paired comparison method 配对比较法panel/group interview 小组面试PA-Performance Analysis 绩效分析Parkinson's Law 帕金森定律participant diary 现场工人日记participative management 参与式管理part-time job 兼职PAS-Performance Appraisal 绩效评估体系pattern bargaining 模式谈判patterned behavior description interview 模式化行为描述面试pay calculation 工资结算pay card 工资卡pay cheque/employee paycheck 工资支票pay compression 压缩工资Pay day 发薪日pay equity 报酬公平pay freeze 工资冻结pay grade 工资等级pay period 工资结算周期pay range 工资幅度pay rate 工资率pay rate adjustment 工资率调整pay secrecy 工资保密pay slip/envelop 工资单pay survey 薪酬调查pay/salary rate standard 工资率标准payroll system 工资管理系统Payroll tax 工资所得税payroll/wage analysis 工资分析payroll/wage form 工资形式payroll/wage fund 工资基金pension plan 退休金计划pension/retirement benefit 退休福利people-first value "以人为本"的价值观perceptual-motor approach 知觉运动型工作设计法performance appraisal 绩效评估performance appraisal interview 绩效评估面谈performance appraisal objective 绩效评估目标performance appraisal period 考评期performance appraisal principle 绩效评估原则performance feedback 绩效反馈performance management system 绩效管理制度performance standard 绩效标准performance-reward relationship 绩效与报酬关系periodic salary adjustment 定期薪资调整permissive management 放任式管理personal character 个人性格,个性personal grievance 个人抱怨personal information record 人事档案personal leave 事假personality test 个性测试Personality-Job Fit Theory 性格与工作搭配理论personnel selection 选拔personnel test 人格测验品格测验Peter M. Senge's Theory of Learning Organization 彼德•圣吉的学习型组织理论physiological need 生理需要piece-rate system 计件工资制pink slip 解雇通知point method 因素计点法polygraph test 测谎测试position analysis questionnaire 职位分析问卷法position description 职位描述position vacant 招聘职位positional level 职位层次positional title 职称post wage system 岗位工资制power distance 权力距离practice 实习predictive validity 预测效度premium plan/incentive system/reward system 奖金制pre-natal/maternity leave 产假prescribed group 正式群体primary welfare 基本福利privacy right 隐私权prize contest 奖励竞争probationary term/probation period 试用期problem-solving team 问题解决团队procedural justice 过程正义process benchmarking 流程标杆管理professional certificate 职业资格证书professional competence/capacity 专业能力professional ethics 职业道德professional examination 专业考试professional liability insurance 职业责任保险professional manager 职业经理人profit-sharing plan 利润分享计划programmed instruction 程序教学projective personality test 人格投射测试promote/demote 晋升/降职protected group 受保护群体psychic reward 精神奖励psychoanalysis 心理分析psychological characteristic/feature 心理特征psychological contract 心理/精神契约psychological factor 心理因素psychological goal 心理目标psychological phenomenon 心理现象psychological test/psychometry 心理测验心理测试psychomotor abilities test 运动神经能力测试quality circles 质量圈quantity of applicant 侯选人数量questionnaire method 问卷调查法quit rate 离职率Race Discrimination 种族歧视Ranking Method 排序法Rater Bias 评估偏差Rating Certificate 等级证书Ratio Analysis 比率分析法Realistic Job Preview 实际岗位演习Reality Shock 现实冲击Reallocate 重新安排重新分配Recommend 员工推荐Recreation Leave Allowance 休假津贴Recreation/Sabbatical Leave 休假Recruiter 招聘人员Recruitment 招聘Recruitment Ditch 招聘渠道Recruitment Examination 招聘考试Recruitment Method 招聘方法Recruitment Optional Program 招聘备择方案Recruitment Task Guide 招募工作指导Red-Circled Employee 红圈员工Reducing Accident 减少事故Reducing Burnout 减少衰竭Reengineering the Corporation 企业再造Reference Check 个人证明材料检查Refusing Applicant 拒绝求职者Regency Effect 近因性错误Regression Analysis 回归分析Regular Earning/Pay/Wage 固定工资Regular Incentive 常规奖励Rehiring 回聘Reinforcement Theory 强化理论Reliability Evaluation 信度评估Renege 违约Replacement Cost 重置成本Requirement Identification 需求识别Requisite Task Attributes Theory 必要任务属性理论Resignation 辞职Resume 简历Resume Inventory 简历数据库Resumption from Leave 销假Retiree System 退休制度Retirement 退休Retirement Age 退休年龄Retirement Fund 退休基金Return of Talent 人才回流Rewarding by Merit/Pay According to Work 业绩报酬Right to Rest and Leisure 休息权Risk Pay Planning 风险工资计划Rokeach Values Survey 罗克奇价值观调查表Role Ambiguity 角色模糊Role Behavior 角色行为Role Conflict 角色冲突Role Playing 角色扮演Roles of HRM 人力资源管理角色Roll-Down Training 自上而下分级培训法Safety Director 安全负责人Safety Inspection 安全检验Safety Measure 安全措施Safety Program 安全方案Safety Training 安全培训Salary Administration 薪水管理Salary Band/Range 薪水范围Salary Survey 薪资调查Satisficing Decision Model 满意决策模型Scanlon Plan 斯坎伦计划Scatter Plot 散点分析Selection 选拔Selection Criteria 选拔准则Selection Decision 选拔决策Self-Actualization Need 自我实现需要Self-Assessment 自我评价Self-Assessment Tool 自我评估工具Self-Efficacy 自我效能Self-Managed Work Team 自我管理工作团队Self-Perception Theory 自我知觉理论Self-Serving Bias 自我服务偏差Seniority 资历Sensitivity Training 人际敏感性训练Serialized /Sequential Interview 系列式面试Severance Pay 告别费Sexual Discrimination 性别歧视Sexual Harassment 性骚扰Shift Differential 值班津贴Short-Term Contract 短期合同Silver Handshake 银色握手Simulation Exercise 模拟练习Single-Loop Learning 单环学习Situational Interview 情景面试Situational Leadership Theory 情境领导理论Skill Inventory 技能量表Skip-Level Interview 越级谈话SMART SMART分析法Social Security 社会保障Special Purpose Team 特殊目的团队Special Training 特别训练Specialized Course 专门课程Spot Bonus 即时奖金Stabilization Sub Stage 稳定阶段Staff Authority 参谋职权Standard Labor Cost 标准人工成本Standard Wage Rate 标准工资率Statutory Holidays 法定假期Statutory Right 法定权利Stock Option 持股权Straight Piece-Rate System 直接计件工资制Strategic HRD 战略性人力资源开发Strategic HRM 战略性人力资源管理Strength/Weakness Balance Sheet 强/弱平衡表Stress 压力Stress Interview 压力面试Stress Source 压力来源Strictness/Leniency Tendency 偏松或偏紧倾向Strike 罢工Structure Employment 结构性就业Structured Interview 结构化面试Subculture 亚文化Subordinate Appraisal 下级考评Succession Planning System 接班人规划系统Suggestion System 建议制度Superordinate Appraisal 上级考评Supplement Pay 补充报酬Supplemental Unemployment Benefit 补充性失业福利Survey Feedback 调查反馈Survival Rate 留任率SWOT SWOT分析法Sympathy Strike 同情罢工Synectics 综摄法分合法System Structure 系统结构Systematic Training Model 分类训练模式Systemic Thinking 系统性思考Talent 人才TA-Transactional Analysis 人际关系心理分析（交互作用分析）TAT-Thematic Apperception Test 主题统觉测试Tax Equalization Plan 税负平衡计划Teaching 讲授法Team Building 团队建设Team Spirit 协作精神Team/Group Incentive Plan 团队激励计划Telecommuting Job 远距离工作Termination at Will 随意解雇Test Reliability 测试信度Test Validity 测试效度The Allport-Vernon-Lindzey Study of Values 奥波特-凡农-林德赛的价值观研究The Trade Union Law of the People's Republic of China《中华人民共和国工会法》Theory X X理论Theory Y Y理论Time Management 时间管理Timework Work 计时工作TM-Transcendental Meditation 超自然冥想Traditional Career Path 传统职业途径Trainer 培训师Training 培训Training &Development Manager 培训经理Training Administration 培训管理Training Design 培训设计Training Function 培训职能Training Item 培训项目Training Needs Analysis 培训需求分析Training Outcome 培训结果Training Plan 培训计划Training Specialist 培训专员Transfer 调动Travel Allowance 旅行津贴Traveling Expenses Standard 差旅费标准Treatment 待遇Trend Analysis 趋势分析Turnover 人事变动Unclear PA Standard 不明确的绩效评估标准Undue Hardship 过度重负Unemployment 失业Unemployment Compensation 失业津贴Unemployment Insurance 失业保险Unemployment Rate 失业率Union Authorization Card 工会授权卡Union Steward/Delegate 工会代表Union-Free Policy 无工会政策Unit Labor Cost 单位劳动成本Unitary Structure U型结构（一元结构）Unregistered Employment 隐性就业Unsafe act 不安全行为Unsafe Condition 不安全条件Unstructured Interview 非结构化面试Vacation 假期Value-Based Hiring 价值观为基础的雇佣Variable Compensation 可变报酬Vestibule Training 新员工培训技工学校培训Vesting 既定享受退休金权利Violence in the Workplace 工作场所暴力Virtual Organization 虚拟组织Virtual Team 虚拟团队Voluntary Pay Cut 自愿减少工资方案Voluntary Protection Program 自愿保护项目VPT-Vocational Preference Test 职业性向测试Wage Accounting 工资核算Wage Audit 工资审计Wage by Seniority System/Wage-by-Age System 工龄工资制Wage Control 工资控制Wage Curve 工资曲线Wage Deduction 工资扣除额Wage in Cash 现金工资Wage in Kind 实物工资Wage in Sliding Scale 浮动工资Wage Index 工资指数Wage Level 工资水平Wage Plan 工资计划Wage Policy 工资政策Wage Rate Per Hour 计时工资Wage Standard 工资标准Wage Structure 工资结构Wage System 工资制度Wage-Incentive Plan 奖励工资制Warren G．Bennis's Theory of Group development 沃伦•本尼斯的组织发展理论WBS- Work Breakdown Structure 工作分解结构Web Based Training 网络培训Welfare Management 福利管理Welfare Staff 福利工作人员Wellness Program 平安计划Well-Pay 平安费William Ouchi Theory Z 威廉．大内的Z理论Work & Life Balance 工作生活平衡Work Age 工龄Work Attitude 工作态度Work Behavior 工作行为Work Demand 工作要求Work Efficiency 工作效率Work Out 合力促进Work Pressure 工作压力Work Sample 工作样本Work Sampling Technique 工作样本技术Work Schedule 工作进度表Worker Involvement 雇员参与Workplace Learning 工作场所学习Work-Related Injury Leave 工伤假Work-Sample Test 工作样本测试Written Examination 笔试Wrongful Discharge 不当解雇Xerox Program 施乐方案Yellow-Dog Contract 黄狗合同Zero-Base Forecast 零基预测。

ITIL认证考试(习题卷3)

ITIL认证考试(习题卷3)说明：答案和解析在试卷最后第1部分：单项选择题，共260题，每题只有一个正确答案,多选或少选均不得分。

1.[单选题]通过 IT 服务、CI 或监控工具创建的通知，通常可以识别哪些内容？A)事件B)问题C)事件D)请求2.[单选题]下面哪项服务管理维度涉及治理、管理和沟通？A)组织和人员B)信息和技术C)合作伙伴与供应商D)价值流和流程3.[单选题]Which function is responsible for the management of a data centre?A)Technical managementB)Service deskC)Application managementD)Facilities management4.[单选题]下面哪项是服务提供方需要与之协作的最重要利益相关者群体?A)供应商B)客户C)关系经理D)开发人员5.[单选题]下面哪项应视为“合作伙伴与供应商”维度的一部分?A)组织间关系中涉及的整合和正式程度B)实现约定目标所需的活动、工作流、控制和程序C)在服务供应和消费过程中创建、管理和使用的信息D)组织团队与单独成员需具备的技能和能力6.[单选题]哪个描述“变更授权”？A)用于确定谁将评估更改的模型B)批准更改的人员C)用于帮助变革的工具D)管理变革中人员方面的方法7.[单选题]Which one of the following can help determine the level of impact of a problem? 以下哪一项有助于确定问题的影响程度?B)Configuration management system (CMS) 配置管理系统(CMS )C)Statement of requirements (SOR) 需求声明( SOR )D)Standard operating procedures (SOP) 标准作业程序( SOP )8.[单选题]下面哪项指导原则建议先收集数据，再决定哪些内容可重复使用？A)专注于价值B)基于当前情况开始C)保持简单实用D)利用反馈迭代式进展9.[单选题]服务组合由哪三个要素构成？A)客户组合、服务目录和退役服务B)客户组合、配置管理系统和服务目录C)服务管道、服务目录和已停用的服务D)服务管道、配置管理系统和服务目录10.[单选题]哪种做法的目的是通过处理所有商定的用户发起的服务请求来支持服务质量？A)变更控制B)信息技术资产管理C)服务台D)服务请求管理11.[单选题]Which one of the following do technology metrics measure?下列哪项是技术测量指标?A)Components 组件B)Processes 进程C)The end-to-end service 终端-到-终端服务D)Customer satisfaction 客户满意度12.[单选题]Which benefit is MOST aligned with the guiding principle 'progress iteratively with Feedback'?A)Service providers are able to respond more quickly to customer needsB)Bottlenecks in the service provider's workflow are identified.C)The complexities of the service provider's IT systems are identified.D)The service provider gains a better understanding of the customer experience.13.[单选题]为什么服务台人员需要检测反复出现的难点？A)为了协助确定问题B)为了将事件升级至合适的支持团队C)为了确保有效处理服务请求D)为了联络相关变更授权人14.[单选题]Which usually requires a team of representatives from many stakeholder groups?A)Fulfilling a service requestB)Authorizing an emergency changeC)Logging a new problemD)Investigating a major incident15.[单选题]对活动实施自动化之前，首先必须要做什么?A)检查活动是否已优化C)确保已成功实施 DevOpsD)确保解决方案已不再需要人为干预16.[单选题]服务消费者可通过下面哪种方式协助降低风险?A)提供符合需求的服务B)确保正确配置服务提供方的资源C)充分了解其自身对服务的需求D)代表服务提供方管理详细的风险级别17.[单选题]“改进”价值链活动的目的包含下面哪一项?A)确保在所有价值链活动中对实践进行持续改进B)确保服务持续满足对质量、成本和投入市场时间的期望C)确保对整个组织的服务改进方向达成共识D)确保持续参与并与所有利益相关者保持良好关系18.[单选题]下面哪项通常与配合服务消费者需求的服务级别相关?A)服务管理B)功效（Warranty）C)成本D)功用（Utility）19.[单选题]下面哪项 ITIL 概念涵盖了治理内容？A)七项指导原则B)服务管理的四个维度C)服务价值链D)服务价值系统20.[单选题]What is defined as a change of state that has significance for the management of an IT Service?A)EventB)IncidentC)ProblemD)Known error21.[单选题]“服务台”的做法的目的是什么？A)通过尽快恢复正常服务操作，将事件的负面影响降至最低B)成为服务提供商与其所有用户的入口点和单一联系点C)通过处理所有预定义的、用户发起的服务请求来支持商定的服务质量D)在战略和战术层面建立和培养组织与其利益相关者之间的联系22.[单选题]“服务级别管理”实践的目的包含下面哪一项?A)最大限度地增加服务和产品变更的成功次数B)确保提供有关服务配置的准确信息C)就服务级别设定明确的业务目标D)确保对供应商及其绩效进行适当管理23.[单选题]Which are elements of the service value system?A)Service provision, service consumption, service relationship managementB)Governance, service value chain, practicesC)Outcomes, utility, warranty24.[单选题]应用“通过反馈迭代推进”的指导原则，这是什么结果？A)更早发现故障并做出响应的能力B)做法和服务标准化C)了解客户对价值的感知D)了解当前状态并确定可以重用的内容25.[单选题]Which service transition process provides guidance about converting data into information?A)Change evaluationD18912E1457D5D1DDCBD40AB3BF70D5DB)Knowledge managementC)Service validation and testingD)Service asset and configuration management26.[单选题]哪种实践需要了解复杂系统并具有创造性和分析能力的人？A)变更支持B)服务水平管理C)服务请求管理D)问题管理27.[单选题]什么被定义为一个或多个事件的原因或潜在原因？A)变更B)事件C)已知错误D)问题28.[单选题]只有获得修改基础架构的授权，配置管理数据库的数据才能被修改。

收益管理英文名言

收益管理英文名言Profit Management: The Art of Maximizing OpportunitiesIn the ever-evolving world of business, the concept of profit management has become a crucial aspect of success. Profit management is the strategic process of maximizing revenue, controlling expenses, and optimizing the overall financial performance of an organization. It requires a deep understanding of market dynamics, customer behavior, and efficient resource allocation to ensure long-term sustainability and growth.One of the key principles of profit management is the effective utilization of resources. This involves identifying and prioritizing the most profitable products or services, streamlining operations, and eliminating waste. By focusing on the most lucrative areas of the business, organizations can optimize their revenue streams and enhance their overall profitability.Another important aspect of profit management is cost control. Businesses must carefully analyze their expenses and find ways to reduce unnecessary spending without compromising the quality of their offerings. This may involve renegotiating supplier contracts,implementing cost-saving measures, or identifying areas where efficiency can be improved.Effective pricing strategies are also essential in profit management. Businesses must carefully analyze market trends, competitor pricing, and customer willingness to pay to determine the optimal prices for their products or services. This requires a deep understanding of the target market and the ability to adapt pricing strategies as market conditions change.In addition to these core principles, successful profit management also involves a strong focus on customer satisfaction. By understanding the needs and preferences of their target audience, businesses can develop products and services that meet or exceed customer expectations, leading to increased loyalty, repeat business, and positive word-of-mouth.To further illustrate the importance of profit management, let us consider the insightful words of renowned business leaders and thinkers:"Profit in business comes not from repeat sale, but from repeat customers." - Peter Drucker, management consultant and author.This quote emphasizes the significance of building long-termrelationships with customers, as it is the key to sustained profitability. By focusing on customer retention and loyalty, businesses can ensure a steady stream of revenue and minimize the cost of acquiring new customers."The goal of a successful business is to make money, make people happy, and make the world a better place." - Richard Branson, founder of the Virgin Group.This statement highlights the multifaceted nature of profit management, where the ultimate objective is not just to maximize profits, but to create value for all stakeholders, including customers, employees, and the broader community. By aligning business goals with social responsibility, organizations can enhance their reputation, attract and retain top talent, and contribute to the greater good."Profit is not the legitimate purpose of business. The legitimate purpose of business is to provide a product or service that people need and do it so well that it's profitable." - James Rouse, real estate developer and urban planner.This quote challenges the traditional notion of profit as the sole driver of business success. Instead, it suggests that the primary focus should be on delivering high-quality products or services that address genuine customer needs. By prioritizing customer value overshort-term profits, businesses can build a sustainable competitive advantage and achieve long-term profitability.In conclusion, profit management is a multifaceted discipline that requires a holistic approach to business strategy. By optimizing resource utilization, controlling costs, implementing effective pricing strategies, and maintaining a strong focus on customer satisfaction, organizations can enhance their profitability and ensure long-term success. The insights and wisdom shared by renowned business leaders serve as a guiding light for entrepreneurs and managers alike, inspiring them to pursue profit management as a means of creating value, driving growth, and making a positive impact on the world.。

会计辞典(英中)2

EE & OE 如有错漏，有权更正errors and omission excepted 的缩写。

earmark 指定用途，专款专用指限定一种收入的用途。

例如，政府将向职工课征的工薪税，专用于社会保险津贴。

公司设置的偿债基金，专用于偿还债券的本息。

earmarked loan 专用贷款指已指定用途的贷款。

例如，商业银行的短期贷款，只能作为流动资金周转。

earned income 劳动所得，劳动收入指靠个人劳动而不是靠投资或财产出租所获得的收入。

其中包括职工工资、薪金和其他报酬收入。

其税收负担大大轻于投资收入。

earned income credit 劳动收入税收减免美国税法对年度收入低于一定金额的低工薪收入者，所给予的个人所得税税额减免。

earned surplus 营业盈余，已获盈余指留存收益(retained earnings) 。

即累计收益(accumulated income)减已分配的全部股利。

目前这个词语已被认为陈旧而较少使用。

参见surplus 。

earnest 定金，保证金即earnest money 。

指签订购货合同时买主向卖主所交纳的一笔款项，作为履行购货合同的保证金。

earning power 盈利能力，收益能力指一个企业在未来一定时期营业收益和营业资产之间的比率，即投资收益率。

这个词语有时也指一个投资项目的内含收益率(internal rate of return)earnings①收益，盈余一个年度的企业净收益(net income) 。

参见每股收益(earnings per share) 。

②劳动所得，劳动收入指职工的工资(wage) 或薪金(salary) 等报酬。

即earned income 。

earnings before interest and tax 支付利息和税款前收益缩写为EBIT 。

指在计算企业净收益过程中，尚未扣除借入资本利息和所得税。

earnings coverage ratio 收益偿债能力比率或称coverage ratio 。

猎头专业英语词汇(猎头人员HR人力资源部行政部必读)

猎头专业英语词汇（HR）Bellwether Consulting Version 2010.09 Prepared by Zhaocen* 表示必需掌握的单词Grade Remark 360 Degree Feedback 360度反馈AAR-After Action Review 行动后学习机制Ability Test 能力测试*Absence 缺席Absent with Leave 因故缺勤（被）许可缺勤Absent without Leave 无故缺勤擅离职守Accelerating Premium 累进奖金制*Acceptability 可接受性Accident Frequency 事故频率Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失*Accident Prevention 事故预防Accident Proneness 事故（频发）倾向Accident Severity 事故严重程度*Accident Work Injury 工伤事故*Account Manager 客户经理/销售经理*Accountant 会计,审计员*Achievement Need 成就需求Action Learning 行动（为）学习法*Action Plan 行动计划*Active Practice 自动实习Adams Equity Theory 亚当斯的公平理论Adjourning 解散期解散阶段*Administer 管理Administrative Level 管理层次Administrative Line 直线式管理*Adverse Impact 负面影响*Advertisement Recruiting 广告招聘*Advertising 广告Affective Commitment 情感认同Affiliation Need 归属需求Affirmative Action 反优先雇佣行动*Age Composition 年龄结构*Age Discrimination 年龄歧视*Age Retirement 因龄退休Agency shop 工会代理制*Aggressive 激进的,好斗的*Agreement Content 协议内容*Agriculture (primary industry) 第一产业（农业 )*Air-condition 空调Alcoholism 酗酒*Allowance 津贴,补助Alternative Dispute Resolution (ADR) 建设性争议解决方法*Analytic Approach 分析法*Announcement 公告*Annual Bonus 年终分红*Annual Leave 年假*Annual Package 年薪*Annuity/Pension 退休金*Applicant 求职者Applicant-Initiated Recruitment 自荐式招聘*Application 申请*Appoint 任命*Appraisal Feedback 考评反馈*Appraisal Interview 考评面谈*Appraisal Standardization 考评标准化*Appraisal 评价,评估*Appraiser Training 考评者培训Apprenticeship Training 学徒式培训Apprenticeship 学徒制*Approach 接近,交涉,方法*Arbitration/Mediation 仲裁*Assertive 刚毅,果断的*Assessment 评价*Assistant 助理*Associate 副, 一种特定的职位Attendance Rate 出勤率*Attendance 考勤Attitude Awareness and Change Program 态度认知与改变计划Attribution Theory 归因理论Audiovisual Instruction 视听教学*Audit Approach 审计方法*Auditor 审计员*Authority 权威Availability Analysis 可获性分析Availability Forecast 供给预测Available 可以会见的,可行的*Bachelor 本科,单身*Background Investigation 背景调查Balanced Scorecard 综合评价卡*Balance-Sheet 资产负债表*Banking 银行金融业*Bargaining Issue 谈判问题Bargaining Union谈判组*Basic Skill 基础技能*Behavior Modeling 行为模拟*Behavior Modification 行为矫正疗法*Benchmark 基准Benchmarking Management 标杆管理Benefit Plan 福利计划*Benefit/Welfare 福利*Big Player 行业中的巨头*Board Member 董事会成员*Bonus 奖金BOS-Behavior Observation Scale 行为观察量表*Bottom-Line 底线Boundaryless Organizational Structure 无疆界组织结构Bounded Rationality 有限理性Boycott 联合抵制*Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-Balanced Scorecard 平衡计分卡*Budget 预算*Bull Market 牛市Burnout 精力耗尽*Business Acumen 商业敏锐度*Business Analyst 商业分析员*Business Development 业务发展*Business Division 事业部*Business Integration 业务整合Business Necessity 经营上的必要性*Business Plan 商业计划*Business Sense 商业意识Cafeteria-Style Benefit 自助式福利*Campus Recruiting 校园招聘*Candidate 候选人Candidate-Order Error 侯选人次序错误Career Anchors 职业锚/职业动机Career Counsel 职业顾问Career Curves (maturity curves) 职业曲线（成熟曲线）*Career Cycle 职业周期*Career Development 职业发展*Career Path职业道路*Career Plan 职业规划Career Plateau 职业高原Career Stage 职业阶段Career-Long Employment 终身雇佣制*Case Study 案例研究Central Tendency 居中趋势Centralization 集权化*Characteristic 性格*Chemical 化工CIT-Critical Incident Technique 关键事件技术*Classification Method 分类法*Clerk 职员*Closed Shop 闭门企业*Coach 教练Co-Determination 共同决策制Coercive Power 强制权力Cognitive Ability 认知能力Cognitive Aptitude Test 认知能力测试Cognitive Outcomes 认知性结果Cohesiveness 凝聚力*Cold Call 冷不防的电话Colleague Appraisal 同事考评Collective Bargaining 劳资谈判*Comment 评价*Commitment 承诺,义务*Communication Skill 沟通技巧*Comparative Appraisal Method 比较评估法*Compensation Committee 报酬委员会*Compensation 报酬，补偿*Compensation & Benefit 薪酬福利Compensatory Time Off 补假Competence-Based Interview 基于能力的面试*Competency Assessment 能力评估Competency Model 胜任特征模型Competency-Based Pay/Skill-Based Pay 技能工资Competitive Advantage 竞争优势Complex 情结*Complicated 复杂的Compressed Workweek 压缩工作周*Compromise 妥协Compulsory Binding Arbitration 强制性仲裁Concentration Strategy 集中战略Conceptual Skill 概念性技能*Concern 顾虑*Conciliation 调解Concurrent Validity 同期正当性*Conference Call 电话会议Conference Method 会议方法*Confirm 确定*Conflict Management 冲突管理Consciousness of Risk Prevention风险意识*Considerate 体谅的Construct Validity 结构效度*Construction 建筑,建设*Consultant 顾问*Consultation 咨询*Consulting Firm 咨询公司*Consumer Price Index, CPI 消费者价格指数*Continuous Learning 持续学习*Contract 合同Contractual Right 契约性权利Contrast Error 比较性错误*Controller 总监,审计员,控制者*Coordination Training 合作培训*Core Competencies 核心竞争力*Core Value 核心价值观*Core Workforce 核心工作团队*Corporate Culture 企业文化*Corporate Identity 企业识别*Corporate Image 企业形象Correlation Analysis 相关分析*Cosmetics 化妆品*Cost Accounting 成本会计Cost Per Hire 单位招聘成本Craft Union行业工会*Credit Risk 信用风险Criterion-Related Validity 标准关联效度*Cross-Cultural 跨文化*Cross-Functional Training 跨功能训练Cross-Training 岗位轮换培训交叉培训*Cultural Environment 文化环境Cultural Shock 文化冲击Cumulative Trauma Disorder 累积性工伤Customer Appraisal 顾客评估Cutoff Score 录用分数线*CV (Curriculum Vitae) 简历Cyclical Variation 循环变动Data Flow Diagram 数据流程图*Database 数据库*DBA 管理学博士*Decentralization 分散化Decertification 取消认可Decision Making 决策Decision Support Systems 决策支持系统Deficiency 缺乏Defined Benefit Plan 固定收益制Defined-Contribution Plan 资方养老金投入计划*Degrade 降级*Degree 学位,程度Delayering 扁平化Delphi Analysis 德尔菲分析Demand Forecasting 需求预测*Demotion降职Depression 沮丧,经济大萧条*Designer 设计师*Detail 详细,细节Development开发*Differential Piece Rate 差额计件工资Dimission Interview 离职面谈*Dimission Rate 离职率*Dimission 离职,解散*Direct Costs 直接成本Direct Financial Compensation直接经济报酬*Direct Report 直接汇报*Director 总监,董事Disciplinary Action 纪律处分*Discipline 纪律Discriminant Analysis 判别分析*Discrimination 歧视*Dismiss 解雇Dismissal Reason 解雇理由Disparate impact 差别性影响Disparate Treatment 差别性对待Distribute Bonus/Profit Sharing 分红Distributive Justice 分配公正Diversity Training 多元化培训*Dividends 红利*Division Structure 事业部结构*Doctor 博士,医生Double-Loop Learning 双环学习*Down Grade 走下坡,往下走*Downsizing 精简,裁减Downward Move 降级DTL-Decision Tree Induction 决策树归纳法*Dual Career Path 双重职业途径*Dust Hazard 粉尘危害EAP-Employee Assistance Program 员工帮助计划Early Retirement Factor 提前退休因素*Earnings 所得，收入*Easy Going 容易相处的*Economic Boom 经济繁荣*Economic Crisis 经济危机*Economic Cycle 经济周期*Economic Depression 经济萧条*Economic Recession 经济衰退Economic Recovery 经济复苏*Education Subsidy 教育津贴*Education 学历EEO-Equal Employment Opportunity 公平就业机会Effect Factors of Career Planning 职业规划影响因素Effective Coaching Technique有效的训练方法Effective Working Hour 有效工时*Efficiency of Labor 劳动效率Efficiency Wage theory 效率工资理论*Efficiency 效率Egalitarian 平等主义Ego-Involvement 自我投入*E-Learning 网络化学习Election Campaign 选举活动*Electronic Meeting 电子会议Electronic Performance Support System (EPSS) 电子绩效支持系统*Electronic Version 电子版文档Emotional Appeal 感召力Employee Attitude Surveys 员工态度调查*Employee Career Management 员工职业生涯管理*Employee Consultation Services 员工咨询服务Employee Empowerment 员工授权Employee Equity 员工公平*Employee Involvement 员工参与*Employee Leasing 员工租借*Employee Manual 员工手册*Employee Orientation 员工向导Employee Ownership 员工所有制Employee Polygraph Protection Act 《雇员测谎保护法案》[美]*Employee Potential 员工潜能*Employee Referral 在职员工推荐*Employee Relation 员工关系*Employee Requisition员工申请表Employee Retirement Income Security Act 《职工退休收入保障法》[美] *Employee Safety and Health 员工安全和健康Employee Security Measures 员工安全措施Employee Self-Service 员工自助服务Employee Services Benefits 员工服务福利*Employee Skill 员工技能Employee Stock Ownership Plan,ESOP员工股权计划Employee Stock Ownership Trust 企业员工持股信托Employee Surplus 员工过剩Employee Survey Research 雇员调查与研究*Employee Training Method 员工培训方法*Employee Turnover Rate 员工流动率Employee Under Training 受训员工Employee-Centered Job Redesign 以员工为中心的工作再设计Employees Bonus 雇员红利Employer Unfair Labor Practices 雇主不当劳动行为Employment Agency 职业介绍所*Employment Application Form 应聘申请表Employment At Will 自由就业Employment Consultant 招聘顾问Employment Contract Renewal 雇用合同续签*Employment Diseases 职业病*Employment History 工作经历*Employment Interview求职面试*Employment Objective 应聘职位*Employment Offer/Enrollment 录用*Employment Relationship 员工关系Employment Separation Certificate 离职证明书*Employment 雇用Empowerment 激励自主Entitlement 授权法*Entrepreneur 企业家*Entry Level 最初级的水平EPA-Equal Pay Act 《平等工资法案》EQ-Emotional Quotient 情感智商Equal Employment Opportunity (EEO) 公平就业机会Equal Pay For Equal Work 同工同酬*Equity Theory 公平理论*E-Recruit 网络招聘ERM-Employee Relationship Management 员工关系管理ERP-Enterprise Resource Planning 企业资源计划ESOP-Employee Stock Ownership Plan 员工持股计划E-Survey 电子调查*Ethics 道德ETS-Environmental Tobacco Smoke 工作场所吸烟问题*Evaluation Criterion 评价标准*Excellent Leader 优秀领导*Executive Ability 执行力*Executive Assistant 行政秘书*Executive Compensation 管理层薪资水平*Executive Development Program 主管发展计划Executive Director 执行董事Executive Management 行政管理Executive Marketing Director 市场执行总监Executive Recruiters 高级猎头公司*Executive Salaries 管理层工资*Executive Secretary 行政秘书*Executive 高级管理人员Exempt Employee 豁免员工*Exit interview 离职面谈*Expanding 扩张*Expatriate 外派雇员Expectancy Theory 期望理论*Expectation 期望值*Expected Salary 期望薪水Experimental Method 实验法Experimental Research 试验调查*Expert Systems 专家系统*Expiry of Employment 雇用期满Exploit of HR 人力资源开发*External Employment 外部招聘External Environment of HR 人力资源外部环境External Growth Strategy 外边成长战略External Labor Market 外部劳动力市场External Labor Supply 外部劳力供应External Recruiting Sources 外部招聘来源External Recruitment Environment 外部招聘环境*Extra Work加班Extrinsic Rewards 外部奖励Face to Face Discussion 当面讨论Face Validity 表面效度Factor Comparison Method 因素比较法*Feedback 反馈*Finance 财务金融*Financial Crisis 金融危机First Impression Effect 初次印象效应*Five-Day Workweek 每周五天工作制Fixed Term Appointment 固定期聘用*Fixed Term Contract 固定任期合同*Fixed Term Staff 固定期合同工FJA-Functional Job Analysis 功能性工作分析法Flat Organizational Structure 扁平化组织结构Flex Place 弹性工作地点Flex Plan 弹性工作计划*Flex Time 弹性工作时间Flexible Benefits Plans (cafeteria plans) 灵活的福利计划（自助福利方案）Flexible Benefits Program 弹性福利计划Flextime 灵活的时间*Flowchart 流程图*FMCG 快消品*Food & Beverage 食品饮料Forced Distribution Method 强制分配法Forced-Choice Method 强迫性选择法*Forecasting （劳动力供求）预测Formal Education Programs 正规教育计划*Formal Organization 正式组织*Fortune 500 财富500强Frame of Reference 参照系Frequency Rate频率*Front-Line Manager 基层管理人员*Full-Time 全职Function of HRM 人力资源管理职能*Function 职能Functional Conflict Theory 冲突功能理论Functional Department 职能部门Functional job analysis, FJA 职能工作分析*Fund 基金Fundamental Attribution Error 基本归因误差*Funeral Leave 丧假Gain Sharing Plans 收益分享计划Gang Boss 领班/小组长Gantt Charts 甘特图GATB-General Aptitude Test Battery 普通能力倾向成套测验GDP per capita 人均国内生产总值*General Ledger 总帐*General Union 总工会Given Role Playing 角色定位演示法Glass Ceiling 玻璃天花板*Globalization 全球化（全球性globality)*Goal Conflict 目标冲突Goals and Timetables 目标和时间表Grievance Mediation 抱怨调解Grievance Procedure 抱怨程序*Gross Pay/Total Payroll 工资总额*Group Appraisal 小组评价Group Congeniality/Cohesiveness 群体凝集力*Group Interview小组面试*Group Life Insurance 团体人寿保险Group Mentoring program 群体指导计划Group Pension Plan 团体退休金计划Group Piece Work 集体计件制*Group-building Methods 团队建设法Guaranteed Employment Offer 雇用信Halo Effect 晕轮效应*Handbook 手册*Hands Off 推开某人,禁止(猎头行业特指不能挖客户的人) Handwriting Analysis 笔迹分析法*Headhunting 猎头*Health Check 体检*Health Insurance 健康保险*Heavy Industry 重工业Hierarchy of Needs Theory 需要层次理论*High Level 高层次*High Performance Organization 高绩效组织High-Leverage Training 高层次培训*High-Performance Work System 高绩效工作系统HMO-Health Maintenance Organization 健康维护组织*HOME/BASE职位工作地点*Holding Company 控股公司*Holiday Pay 假日薪水*Home/Family Leave 探亲假Horizontal Career Path 横向职业途径Hot Stove Rule 热炉规则Hourly Rate 小时工资率*Hourly work 计时工资制*Housing/Rental Allowance 住房补贴*HR Generalist 人力资源通才HR Information System 人力资源信息系统*HR Manager 人力资源经理*HR Officer 人力资源主任*HR Policy 人力资源政策HRCI-Human Resource Certification Institute 人力资源认证机构HRD Appraisal 人力资源开发评价HRD Intermediary 人力资源开发媒介HRD Process 人力资源开发过程HRD-Human Resource Development 人力资源开发HRM-Human Resource Management 人力资源管理HRP-Human Resource Planning 人力资源规划*Human Capital 人力资本Human Relations Movement 人际关系运动Human Resource Development,HRD人力资源开发Human Resource Information System (HRIS) 人力资源信息系统Human Resource Planning,HRP人力资源计划Hygiene Factor 保健因素Hypnosis 催眠Ill-Health Retirement 病退*Immediate Supervisor 直接主管*Incentive Compensation/Reward Payment/Premium 奖金*Incentive Plan 激励计划*Incentive 奖金Incentive-Suggestion System 奖励建议制度Incident Process 事件处理法*Income 收入，收益Independent Contractor 合同工*Indirect Costs 间接成本Indirect Financial Compensation 间接经济报酬Individual Incentive Plan 个人奖金方案*Individual Income Tax 个人所得税Individual Interview 个别谈话Individual Retirement Account 个人退休账户Individualism/collectivism 个人主义/集体主义*Industrial Injury Compensation 工伤补偿Industrial Union 产业工会*Industrialization 产业化*Industry 工业,行业*Inflation 通货膨胀*Informal Communication 非正式沟通Informal Organization 非正式组织*In-House Training 在公司内的培训*Initial Interview 初试*Input 投入Instructional design process 指导性设计过程*Insurance Benefit 保险福利*Insurance 保险*Intellectual Asset 知识资产Internal Analysis 内部分析*Internal Audit 内部审计Internal Equity 内部公平Internal Growth Strategy 内部成长战略*Internal Job Posting 内部职位公开招聘Internal labor force 内部劳动力Internal Recruitment Environment 内部招聘环境*Internet 互联网*Internship Programs 实习计划*Internship 实习*Interpersonal Skill 人际交往能力*Interview Appraisal 面谈考评Interview Content 面试内容Interview Method 访谈法Interview Objective 面试目标*Interview 面试*Interviewee 被面试者*Interviewer 面试官Intraorganizational Bargaining 组织内谈判*Investment 投资*Invoice 发票*IPOs (initial public offering)首次上市*Issue 签发,问题*IT(Information Technology) 信息技术*Jack Welch’s Management 韦尔奇式管理JAP-Job Analysis Program 工作分析程序法JAS-Job Analysis Schedule 工作分析计划表Job Aid 工作辅助Job Analysis Formula 工作分析公式Job Analysis Information 工作分析信息Job Assignment 工作分配Job Attitude 工作态度Job Bidding 竞争上岗Job Card 工作单Job Characteristic 工作因素Job Clinic 职业问题咨询所*Job Description 职位描述，工作说明Job Enlargement 工作扩大化Job Enrichment 工作丰富化Job Evaluation 工作评估Job Identification 工作识别Job Knowledge Test 业务知识测试*Job Morale 工作情绪Job posting and bidding 工作张贴和申请Job Posting 公开招聘Job Qualification and Restriction 工作任职条件和资格Job ranking system 工作重要性排序法Job Redesign 工作再设计*Job Rotation 工作轮换*Job Satisfaction 工作满意度*Job Scope 工作范围*Job Security 工作安全感Job Sharing 临时性工作分担Job Specialization 工作专业化Job Standard 工作标准Job Surrounding 工作环境Job Time Card 工作时间卡*Job-hop 跳槽Junior Board 初级董事会*Junior 初级Just Cause 正当理由*Key Account 主要客户KPI-key Performance Indication 企业关键业绩指标KSA－Knowledge ,Skill, Attitude 知识，技能，态度Labor Clause 劳工协议条款*Labor Condition 劳动条件*Labor Contract Renewal 劳动合同续签*Labor Contract 劳动合同，雇佣合同*Labor Cost劳动力成本Labor Demand Forecast 劳动力需求预测*Labor Discipline 劳动纪律*Labor Dispute 劳动纠纷Labor Exchange/Employment Agency 职业介绍所*Labor Handbook 劳动手册Labor Insurance 劳保*Labor Laws 劳动法Labor Rate Variance 工资率差异Labor Redundance 劳动力过剩Labor Relation Consultant 劳工关系顾问*Labor Relation 劳动关系Labor Reserve 劳动力储备*Labor Shortage 劳动力短缺Labor Stability Index 人力稳定指数Labor Wastage Index 人力耗损指数Labor/Trade Union 工会*Labor/Working Hour 人工工时Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维*Latest 最近的Layoff Process 临时解雇程序*Layoff 解雇Leader Attach Training 领导者匹配训练*Leader 领导者Leaderless Group Discussion 无领导小组讨论法Leader-Participation Model 领导参与模式*Leadership 领导能力*Learning Organization 学习型组织*Leave Reason 辞职理由*Legal Risk法律风险Legitimate Power 合法权力Leniency宽松Level-to-Level Administration 分级管理*Life Cycle Theory of Leadership 领导生命周期理论*Life Insurance 人寿保险*Lift, Elevator 电梯,扶梯Likes and Dislikes Survey 好恶调查表Limitation Factors of PA 考评的限制因素Line Authority 直线职权*Line Manager 直线经理Line-Staff Relationship 直线参谋关系Loaned Personnel 借调人员local union地方工会*Lockout 停工闭厂Locus of Control 内外控倾向*Logistics 后勤,物流*Long Term Trend 长期趋势*Long-Distance Education 远程教育Long-Range Strategy 长期策略*Long-Term Contract 长期合同Long-term-short-term orientation 长期-短期导向Loop (keep in the loop) 把某某人放进来Lower Management 基层管理Lump-Sum Merit Program 一次性总付绩效报酬计划*Macro Economy 宏观经济Maintenance of membership 会员资格维持Management Assessment Center 管理评价中心Management by Objective,MBO目标管理Management by Walking About 走动管理Management Forecasts 管理预测*Management Inventory管理人力储备Management of Human Resource Development 人力资源开发管理Management Psychology 管理心理学Management Right 管理权Management Risk 管理风险Management Tool 管理工具*Management Trainee 管理培训生Manager and / or Supervisor Appraisal 经理和/或上司评估Managerial Art 管理艺术Managerial Authority 管理权威Managerial Function 管理职能Managerial Grid Theory 管理方格理论*Managing Director 常务董事,总经理Managing Diversity 管理多元化Mandated Benefit 强制性福利Mandatory Bargaining Issue 强制性谈判项目*Manpower 人力，劳动力*Manufacturing Industry (secondary industry)第二产业（工业)*Manufacturing 制造业*Marital Status 婚姻状况*Market Price 市场价格*Marriage Leave 婚假*Mass Production 大规模生产Massed Practice 集中练习集中学习*Master 硕士*Material Incentive 物质奖励*Maternity Leave 产假*Matrix Structure 矩阵结构MBA 工商管理硕士*MBA 工商管理硕士*Mechanical 机械*Media 媒介Mediation 调解Mediator/Negotiator 调解人*Medical Check 体检*Medical Insurance 医疗保险Medical/Physical Ability Inspection/Physical Ability Test 体检Mental Ability Test 逻辑思维测试*Mentor 导师Mentoring Function 指导功能*Merge & Acquisition 收购兼并Merit guideline 绩效指南*Merit Pay 绩效工资Merit Raise 绩效加薪Metrics-Driven Staffing Model 标准驱动招聘模式Mid-Career Crisis Sub Stage 中期职业危机阶段*Minimum Wage 最低工资*Minutes 会议记录*Mission目标Mixed-Standard Scale Method 多重标准尺度法*Motivation 动机Motivational Approach 激励型工作设计法*Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-Hygiene Theory 激励保健论MPS-Motivating Potential Score 激励潜能分数Multidivisional Structure M型结构*Multimedia Technology 多媒体技术*Multinational Corporation,MNC跨国公司*Name list 电话簿National Culture 民族文化National Union (国家)总工会Needs assessment （培训）需要评价Negligence 疏忽Nepotism 裙带关系*Nice 温和*Night Shift 夜班Nonprofit Organization 非营利组织*Normal University*Norm规范*Notice Period 离职通知期*Nutrition 营养*Occupation 职业*Off Limits 禁止入内*Offer Letter 入取通知信*Offer 入取通知*Officer 职员,专员*Ombudsman 调查专员*On Job training, OJT 在职培训*Opening Position 开放的职位*Operation 营运*Operative employees操作工Opportunity to Perform 实践的机会*Organization Development,OD组织发展Organizational Analysis 组织分析Organizational Capability 组织能力*Organization Chart 组织结构图*Orientation 导向培训, 新员工入职培训*Orientation 定位*Outing 出游,旅行Outplacement Counseling 重新谋职咨询*Output 产出*Outsourcing 外包*Overpay 超额工资*Overtime 加班*Package 薪水,包装Paired comparison平行比较法Panel Interview 小组面试Pay Claim 加薪要求Pay Followers工资水平居后者*Pay Grade 工资等级Pay Leaders工资水平领先者*Pay Leave 带薪假期*Pay level 工资水平*Pay Range工资幅度*Pay Structure 工资结构Pay-for-Performance Standard 按绩效的报酬标准*Payroll 薪水*Peer Appraisal 同事评估*Pension 养老金，退休金*Performance Appraisal,PA绩效评价******************Procurement 采购*Profession 职业*Professionalist 专业人员*Proficient 熟练的*Profit Sharing 利润分享分红制Promotion From Within ,PFW 内部提升*Promotion 晋升Protean career 多变的职业Psychological Contract 心理契约Psychological Support 心理支持*Purchasing 采购Quality Circles 质量圈*Questionnaire 调查问卷*Range Spread 工资范围跨度Ranking Method 排列法Rapport 和谐，亲善Readability 易读性*Readiness for Training 培训准备*Reasoning Ability 推理能力*Recognition 认可，承认*Recommendation 推荐*Reconciliation 和解Recruitment Methods 招聘方法*Recruitment 招募, 招聘Redundancy 冗余Reengineering 流程再造*Reference Check 背景调查Reinstatement 复职*Reject 拒绝，否决*Reliability 信度*Remuneration 报酬*Reorganization 重组*Repatriation 归国准备Replacement Charts 替换表*Reporting Line 汇报途径*Reputational Risk 信誉风险*Request for Proposal (REP) （培训）招标书*Requirement Forecast 要求预测*Research 研究*Responsibility 职责*Responsible 负责任的*Resume 简历*Retention Plan (核心人员)保持计划*Return on investment (ROI) 投资回报*Risk Management 风险管理*Risk Rating 风险评级*Road Show 路演Role Analysis Technique 角色分析技术Role Conflict 角色冲突*Role play 角色扮演*Rolling 滚动*Safety 安全*Salary Expectation 薪水期望*Salary 薪水*Sales 销售*Scale 规模*Schedule 时间表*School-to-work 从学校到工作*Search 搜寻*Selection 甄选*Self-appraisal 自我评估*Self-assessment自我评价Senior Management 高级管理层*Service Charge 服务费用*Service Contract 服务合同*Service Industry (tertiary industry)第三产业（服务业)*Severance Package 离职赔偿金*Shareholders 股东*Shift Differential 值班津贴*Shuttle Bus 班车*Sick Leave 病假*Sign on Bonus 入职奖金Situational Interview 情景面试Skill Inventories 技能量表Skill-based Pay 技能工资*Skillful 熟练的*Slump 不景气（衰退 recession)*Social Insurance 社会保险*Software 软件*Sourcing 采购*Specialist 专家Specificity 明确性Sponsor 赞助Spot Bonus 即时奖金*Stable 稳定的*Staff 员工*Staffing 人员配置*Stakeholder 利益相关者*Standardization 标准化*Stock Option 股票期权*Stock 股票,存货*Strategic Choice 战略选择Strategic Congruence 战略一致性Strategic Human Resource Management (SHRM) 战略性人力资源管理*Strategic Planning战略规划Strategy Formulation 战略形成Strategy Implementation 战略执行*Stress 紧张*Strictness 严格*Strike 罢工*Structure 架构*Subcontracting 转包合同*Subordinate 下属*Subsidiary 附属公司*Successor 后任*Supervisor 主管*Supply Forecasting 供给预测*Supplychain 供应链Survey Feedback调查反馈*Table 表格Tacit Knowledge 隐形知识*Talent 才能，才干*Team building 团队建设*Team Leader Training 团队领导培训*Technology Intensive 技术密集型*Telecommunication 通讯,电信*Termination 终止*Third Party 第三方Time Slot 时间空挡*Top 前..*Total Quality Management (TQM) 全面质量管理*Trading Company 贸易公司*Training & Development 培训与发展Training Administration 培训管理Training Outcomes 培训结果*Training 培训Transaction Processing 事务处理*Transfer 调动*Transportation 运输交通*Trend Analysis 趋势分析*Tuition Assistance 学费资助*Turn Down 拒绝*Turnover 离职，流动*Union 工会*Update 更新Utility Analysis 效用分析*Utility 效用*Vacancy 职业空缺，岗位空缺*Validity 效力Verbal Comprehension 语言理解能力*Vice President 副总裁Virtual Reality 现实虚拟Vocational Interest Tests职业兴趣测试*Voicing 发言*Wage and salary survey 薪资调查*Warehousing 仓库Web-based Training 网上培训*Welfare System 福利体系*Work Permit/ Work Certificate 就业许可证*Working Experience 工作经验*World Wide Web 万维网*Yield ratio 生产率。

benefit的用法搭配

benefit的用法搭配一、benefit的用法搭配简介Benefit是一个常用的英文词汇，意为“好处”、“利益”或“优势”，在日常英语中十分常见。

作为一个动词，benefit可以用来描述某人或某事从中获益的情况。

同时，benefit还可作为名词使用，指代人们从某种活动、政策或产品中所得到的利益。

在本文中，我们将探讨benefit这个词的不同用法，并提供几个典型的搭配示例。

通过了解这些用法和搭配，我们可以更好地理解如何在日常口语和写作中正确运用benefit。

二、表示个人受益方面的用法1. benefit from: 通过某种方式获取好处例如：Many students benefit from studying in a quiet environment.（许多学生受益于在安静的环境下学习）2. derive benefit from: 从某种资源或活动中得到好处例如：She derives great benefit from practicing yoga.（她从练瑜伽中得到很大好处）3. reap the benefits of: 收获某种成功或奖励例如：After years of hard work, he finally reaped the benefits of his efforts.（经过多年的辛勤工作，他终于收获了自己努力的成果）三、表示集体或群体受益方面的用法1. benefit society: 对社会有益例如：This new policy will greatly benefit society as a whole.（这项新政策将对整个社会产生巨大的好处）2. mutual benefit: 互利互惠例如：Effective collaboration between countries can lead to mutual benefits.（国家间有效的合作可以带来互利互惠的效果）3. public benefit: 公共利益例如：The construction of more parks will bring public benefits to the city's residents.（建设更多的公园将为城市居民带来公共利益）四、表示经济和商业受益方面的用法1. economic benefits: 经济效益例如：The new factory will bring significant economic benefits to the local community.（新工厂将给当地社区带来显著的经济效益）2. financial benefits: 财务利益例如：Investing in stocks can lead to substantial financial benefits in the long run.（长期投资股票可以带来可观的财务收益）3. business benefits: 商业利润或优势例如：Adopting innovative technology can provide businesses with competitive advantages and increased profits.（采用创新技术可以为企业提供竞争优势和增加利润）五、其他常见表达方式1. be of benefit to: 对...有好处例如：Regular exercise is of great benefit to one's health.（经常锻炼对健康非常有益）2. take advantage of: 利用某事物以获得好处例如：You should take advantage of this opportunity to expand your network.（你应该利用这个机会扩大自己的人际网络）3. reap benefits/reap the rewards: 收获好处/收获回报例如：By working hard and staying focused, you will eventually reap the benefits.（通过努力工作和保持专注，你最终将会收获好处）六、结尾总结在日常英语中运用benefit这个词时，我们可以使用多种表达方式来描述个人、集体或商业上的受益情况。

四级2000高频词汇总

四级2000高频词汇汇编Day 11.campus（大学）校园2.typical 典型的3.effective有效的；给人印象深刻的；实际的4.scholarship奖学金；学问5.saving节省；（pl.）储蓄金6.current当前的；流行的n. 潮流；电流7.likely 可能的；适合的ad. 可能8.package包裹；一揽子交易vt. 包装9.tuition教学；学费10.amount数量；总数vi. 合计；接近11.profile轮廓；姿态vt. 为…描绘12.tend 往往会；趋向vt. 照管13.benefit 益处；救济金vt. 有益于vi. 得益14.proportion比例；部分；均衡15.dean教长；系主任16.liberal 开明的；自由的；慷慨的17.private私人的；秘密的；私立的n. 士兵18.council委员会，理事会19.action行动；作用；情节20.risk危险vt. 冒…的危险21.blur模糊v. （使）变模糊22.truly真正地；忠实地23.vice缺点；邪恶24.loan贷款vt. 借出25.acknowledge承认；确认；报偿26.artistic艺术（家）的；富有艺术性的27.performance表演；履行；表现28.exceptional杰出的；异常的29.coach教练；长途公共汽车；旅客车厢vt. 指导30.creative有创造力的31.fashion方式；流行款式32.pursue继续；追赶；追求33.revise修订；复习vi. 复习34.attitude态度；姿势35.evil邪恶的n. 罪恶36.cash现款vt. 把…兑现37.brand商标的牌子vt. 打烙印于；加污名于38.pose 造成；提出vi. 摆姿势；假装n. 样子39.gym体育馆40.terrific极妙的；极大的41.yield屈服；倒塌vt. 产生；让出n. 产量42.imply暗示43.indifferent 冷漠的；一般的44.somewhat稍微，有点45.anyway不管怎么说pute计算，估算47.data 数据，资料48.semester学期49.register登记v. 登记；指示；表示；注意到；挂号50.inevitable不可避免的51.frustrate 使沮丧；挫败52.patience 耐心bine结合，联合54.specific特定的；明确的n. （pl.）详情55.challenge艰巨的任务；怀疑；挑战vt. 反对56.outer外面的；远离中心的57.volcano火山58.essential必不可少的；本质的n. 要素；必需品59.oxygen氧气60.besides而且prep. 除…之外（还）61.solar 太阳的；太阳能的62.probe探索；探测n. 探测器；探索63.activity活动；活跃64.carbon碳65.nitrogen氮66.create创造；引起67.bacteria细菌68.primitive原始的；简单的n. 原（始）人69.formation形成；形成物；排列70.error错误71.facilitate使变得容易munication交流73.emergency紧急情况，非常时刻74.physician内科医生75.discharge允许…离开；排出；卸货；放电n. 释放；放电76.amaze 使大为惊奇77.version版本；说法78.detail细节；枝节vt. 详述；列举79.episode一个事件；插曲，连续剧的一集80.clue线索81.conduct管理；指挥；传导；表现n. 举止82.unusual不平常的；独特的83.oral口头的84.security安全；抵押品；（pl.）证券85.enjoyable使人快乐的pete 竞争87.responsibility责任；义务88.staff全体人员vt. 为…配备（人员）89.arbitrary随意的；专断的90.motivate激励91.robot机器人92.mechanical机械的；力学的；呆板的93.individual个别的；独特的n. 个人94.identify认出；认同95.era 时代，纪元rm通知vi. 告发97.classify把…分类，把…分级98.album相册99.appreciate重视，欣赏；为…表示感激；领会vi. 增值100.establish建立；确定101.session会议；集会102.issue问题；发行；分发v. 颁布；分发；流出103.finally最后104.predict预测105.quote引用n. 引文；报价；（pl.）引号106.tense紧张的；绷紧的v. （使）拉紧n. 时态107.focus（使）聚集n. 聚焦；中心rgely大部分109.charity救济金；（常pl.）慈善团体；宽容110.intelligence智力，智慧；情报111.possess拥有112.expectation期待，预期；前程113.behave表现；运转114.outward 外表的，向外的ad. （-(s)）向外115.source 源（泉），发源地；来源116.budget预算v. 做安排，规划a. 低廉的117.ability能力；才能118.necessity必需品；必要（性）119.mostly主要地120.increasingly越来越多地mittee委员会122.promote促进；提拔；推销123.worldwide世界范围（的）124.correct正确的；合适的vt. 改正125.fame声誉，名声126.overseas在海外（的），在国外（的）127.discipline纪律；训练；惩罚；学科vt. 训练；惩罚128.concentration专注；集中；浓缩129.opportunity机会130.identity身份；个性；同一性131.obstacle障碍（物）132.guideline（常pl.）指导方针133.realm领域；王国134.intention意图135.ratio比率136.indirect间接的；婉转的137.considerable相当大的，相当多的138.feasible可行的139.conscience良心140.asset优点；（常pl.）财产141.ideal理想的；空想的n. 理想142.hardship艰难Day 21.admission 准许进入；入场费；承认2.museum 博物馆3.responsible 需负责任的；有责任感的；责任重大的4.interview 会见；面试5.candidate 申请求职者；投考者；候选人6.contact 联系；熟人；触点vt. 与…取得联系7.puzzle（使）迷惑；（使）苦思n. 智力测验，谜；难题8.resume 恢复；摘要；简历9.response回答；反应10.worthy（of）值得的；可尊敬的11.workshop 车间，工场；研讨会12.confess坦白；承认13.authority权力；官方；当权者；权威14.avert避免；转移15.perceive感知；认识到16.diverse不同的；多种多样的17.expand扩张；膨胀18.assumption假定；担任19.employer雇主20.invalid无效的；站不住脚的n. 病弱者21.bias偏心vt. 使有偏见22.distinct有区别的；清楚的；明确的23.estate土地；财产；庄园24.recruit招募，吸收n. 新兵，新成员25.illustrate说明；给…做插图说明26.potential潜在的n. 潜力27.profession职业；同行；公开表示28.executive主管；行政部门a. 行政的29.supervise监督，管理30.management管理；管理部门31.impose（on）把…强加于；征（税等）32.embarrass使尴尬33.ignorance无知34.lunar月的，月球的35.calendar日历36.inclusive包括一切的37.internal内的；国内的；内心的38.contract合同v. 缩小；订合同；感染39.discard抛弃40.stereotype陈规，老套vt. 对…形成固定看法41.enhance提高，增加42.reinforce增强43.peer同龄人；贵族vt. 仔细看44.contrary相反的n. 相反事物45.fundamental基本的n. 基本原则46.shift转移n. 转变；（轮或换）班47.stem茎；词干v. （from）起源于；止住48.rid（of）使摆脱，从…中清除49.participant参与者50.readily乐意地；容易地；很快地51.approve赞成；批准52.confirm证实；确认；批准53.accuse指控54.rescue营救55.invest投资；投入；授予56.thrill兴奋v. （使）非常兴奋57.application申请；应用；敷用58.generous 慷慨的；宽厚的；大量的59.depress使沮丧；削弱；按下60.selfish自私的61.manual手工做的，体力的n. 手册62.temporary暂时的63.unfortunately遗憾的是64.assure使确信；确保65.swift迅速的；敏捷的66.contaminate污染67.amateur业余爱好者a. 外行的68.hazard 危险vt. 尝试着做；冒…风险69.continual 不间断的；频频的70.lean倾斜；靠a. 瘦的；贫乏的71.betray背叛；失信于；泄露；暴露72.battery电池；排炮；一系列73.atmosphere大气层；空气；环境74.boast夸耀；以拥有…而自豪n. 自吹自擂75.inherit继承76.depict描绘77.worship崇拜；敬奉78.counsel律师；劝告vt. 提议79.concentrate全神贯注；集中；浓缩n. 浓缩物80.hypothesis假说，前提81.suspect推测；对…表示怀疑n. 可疑分子a. 可疑的82.distribution分发；散布83.brief短暂的；简短的vt. 向…介绍基本情况n. 摘要84.stack整齐的一叠vt. 堆放于85.succession连续；一连串；接替86.presentation提供；外观；授予；报告；表演87.awful 可怕的；难过的；非常的88.mansion 大厦，宅邸89.fluent 流利的90.inherent内在的，固有的91.confidence 信任；信心92.academic学院的；纯理论的n. 大学教师93.eloquent 雄辩的；明白显示出的94.enormous 巨大的95.hinder妨碍96.mission使命；代表团97.urge鼓励；催促n. 强烈的欲望98.exemplify 是…的典型；举例证明99.pledge 保证，誓言vt. 保证，许诺100.fabric 织物，布；构造anic有机的，有机物的102.undertake 承担；同意，保证parable 可比较的；比得上的104.synthetic 合成的，人造的；虚假的105.nylon 尼龙106.switch 转变n. 开关；转变107.influential 有影响的108.entrepreneur 企业家109.collection收藏品；收取；聚集110.initiative 主动性；倡议；主动权111.transition 过渡，转变112.convert（使）转变；（使）改变信仰113.cute 漂亮的；聪明伶俐的114.convince使确信，使信服115.favo(u)rable称赞的；有利的116.doubtful难以预测的；可疑的117.devise 发明，策划118.strand（线等的）股，缕；一个组成部分vt. 使搁浅119.variation 变化；变体；变奏120.slight 轻微的；纤细的vt./n. 轻视121.hydrogen 氢122.atom 原子；微粒123.stable 稳定的；沉稳的n. 马厩124.construct 建造；对…进行构思n. 建筑物；构想125.correspond 相符合；相当；通信126.sample 样品vt. 从…抽样；品尝127.region 地区，区域；范围128.accuracy 准确（性），精确（性）129.barber 理发师130.detective侦探131.skeleton骨骼；框架；梗概132.analysis分析133.tissue组织；薄纱，薄纸134.indispensable必不可少的135.inland内地的ad. 在内地136.chart图，表；航图vt. 用图表表示137.analyze分析138.investigate调查139.utility功用，效用；（常pl.）公用事业140.association协会；交往prehensive综合的142.ownership所有（权）143.consolidate巩固；合并144.payment支付的款项；支付145.drift漂流；漂泊n. 漂流；大意；趋势146.tide潮汐；潮流147.surge蜂拥而出；洋溢；汹涌n. 洋溢；猛增148.liable可能的；有义务的；易于…的149.massive大的；大量的150.conclude推断出；结束；缔结151.reckon 认为；（on）指望；测算152.prescribe 开（药）；规定Day 31.disposal丢掉；布置2.plastic 塑料；信用卡a. 塑料的，可塑的3.approach 靠近n. 靠近；途径；方法4.shove乱推，挤；乱塞；随意放n. 猛推5.valid 有根据的；有效的6.territory 领土；领域7.acquaintance 熟人；认识，了解8.property 财产；房产；性质9.neglect 忽略n. 疏忽10.concern关心；关系；公司vt. 有关于；使担心11.stress 压力；强调；重音vt. 强调，重读12.preface 序言13.straightforward 径直的；正直的；易懂的14.prevail 流行；占优势；说服15.punishment惩罚16.uneasy心神不安的，担心的17.debate辩论18.handle处理；操作；拿n. 柄19.scare惊恐vt. 使害怕vi. 受惊吓20.swear诅咒；宣誓，发誓21.courtesy谦恭有礼22.code准则；密码vt. 把…编码23.surround包围；围绕24.protective保护的25.negotiate协商；顺利通过26.boundary边界27.sector部门，部分；防区；扇形28.notion概念；想法modity商品30.appearance出现；外表31.achievement成就；实现mitment承诺；信奉；承担的义务33.leap跳，跃；急速行动n. 跳跃；激增34.intervene干涉；干扰35.behalf利益，方面36.dignity庄严；尊严37.congratulate祝贺38.criticize批评；评论39.discourage使泄气；阻止40.overwhelm使受不了；征服d温和的，温柔的；温暖的；轻微的42.arise出现；（from）（由…）引起；起身43.impatient不耐烦的；热切的44.respond回答；（to）做出反应45.style风格；式样vt. 设计46.mechanic技工；（-s）力学；（pl.）过程47.porter搬运工人；看门人48.carpenter 木工49.frame框架；构架；体格vt. 给…镶框；陷害；制定50.inquiry/enquiry询问；调查51.vacant未被占用的；空缺的；茫然的52.abstract抽象的n. 摘要vt. 做…的摘要；提取53.invitation邀请；请柬；吸引54.slim苗条的；薄的；少的v. 减轻体重55.qualify（使）胜任，（使）具有资格56.renew 重新开始；更新；延长有效期57.personnel人员；人事部门58.website 网站59.utilize利用60.retire退休，退役；退出；就寝61.scheme计划；阴谋v. 密谋62.trial审判；试用；讨厌的人（或事物）63.advertise 公布；做广告64.flexible 易弯曲的；灵活的65.profitable 有利可图的，有益的66.finance财政；资金vt. 为…提供资金67.acre英亩68.function功能；重大聚会；函数vi. 运行69.coordinate协调n. 坐标a. 同等的70.resident居民；住院医生a. 居住的；住院的71.controversial有争议的72.privilege特权73.neighbo(u)rhood四邻；邻近地区74.merchant商人75.hook 钩，钩状物vt. 钩住76.differ不同；发生分歧77.numerous众多的78.existence存在；生存79.vary变化vt. 改变，使不同80.related与…有亲戚关系的；有关系的81.considering就…来说82.infinite无限的83.imitate模仿；仿造84.universal普遍的；通用的；全世界的85.viewpoint观点86.fiction小说87.elementary基本的；初级的88.container容器，集装箱89.deadly致命的；不共戴天的；极度的ad. 非常90.elaborate精心计划的；复杂的v. 详述；详细制订91.phenomenon 现象；非凡的人92.particularly特别，尤其93.rape 强奸94.explosion爆炸；激增95.culture文化；培养96.isolate 使隔离，使孤立97.homogeneous 同种类的98.reward 报答，奖赏；酬金vt. 报答99.clash 冲突；不协调100.curiosity 好奇（心）；奇物101.concerning 关于102.significance意义；重要性103.acquaint使了解104.clarify阐明105.imagination想象（力）；空想106.stimulate刺激107.abundant大量的；富裕的108.derive得到；追溯…的起源vi. （from）起源109.statistic统计数值，统计资料；（-s）统计学110.prolong 延长111.strain 拉紧；极度紧张；张力；扭伤vt. 拉伤；拉紧；尽力112.ultimate 极端的；最后的n. 终极113.premature比预期时间早的；不成熟的114.span 一段时间；跨距vt. 持续；横跨115.extend 延伸；扩大；提供；达到116.fatal 致命的；重大的117.misfortune 不幸，逆境118.casual 冷淡的；非正式的；偶然的；临时的119.therapy 治疗120.psychological 心理的121.refusal拒绝122.preach宣讲；竭力鼓吹vi. 布道123.joint连接的；共同的n. 关节；接头124.negative否定的；消极的；负的n. 底片；负数125.disastrous灾难性的；极坏的126.rank军衔；地位；普通成员；排vt. 把…分等vi. 列入127.grocery 食品杂货店；食品，杂货128.rack 挂架vt. 使痛苦；使努力129.stock 库存；股票；世系；汤汁；家畜v. 储备a. 常用的130.guidance指引，指导131.cashier出纳132.diplomatic外交的；策略的133.relate有关联；适应vt. 使互相关联；讲述134.access 入口；接近的机会vt. 存取135.browse 浏览；（牛、羊等）吃草136.exert 尽（力）；运用137.dispute争论，争吵138.teenager（13-19岁的）青少年139.wealthy 富裕的140.surroundings环境141.overall总体的；全部的ad. 总的来说n. （pl.）工装裤142.reform改革；改正143.democracy民主；民主国家144.productivity生产力，生产率145.sponsor 发起者，赞助者vt. 发起，主办；资助；支持146.shrink收缩；退缩147.fee费，酬金148.fare票价vi. 进展149.exhibit 显示；展览n. 展览品150.peculiar奇怪的；特有的n. 特有财产，特权151.multiply（使）增加，（使）繁殖；乘152.lest唯恐Day 41.recreation 娱乐活动，消遣2.media新闻媒介3.selection 选择4.advertisement/ad 广告；宣传5.target 目标，靶子vt. 瞄准6.agency代理行；专业行政部门7.appropriate适当的vt. 私占；拨出（款项等）供专用8.attractive 有吸引力的9.medium中等的，适中的n. 媒质；新闻媒介；手段10.impress给…以深刻的印象；压印11.image 形象；印象；图像；形象的描述12.vehicle交通工具；传播媒介13.channel 频道；渠道；沟渠；海峡14.segment 部分，片段；瓣15.available 现成可使用的；可得到的16.sheer完全的；陡峭的；极薄的ad. 陡峭地vi. 急转向17.expose暴露；使处于…作用之下；揭露18.digital数字的19.device装置；策略mercial商业的；商品化的n. 商业广告work网状物；广播网；网络22.cable缆绳；电缆；电报vt. 给…发电报23.annual每年的n. 年报；一年生的植物24.revenue收入；税收25.delivery投递；分娩；演讲26.conjunction连接，联合；连词27.Internet因特网28.disperse分散；消散29.entertain款待；给…娱乐30.shelter掩蔽处；住所；掩蔽v. 庇护31.decrease减小，减少32.prominent突出的；突起的33.persuasion说服；信念34.revolutionary革命的，革新的n. 革命者35.replace取代；更换；把…放回原处36.pace（一）步；速度vi. 踱步37.update更新，使现代化n. 最新信息38.injury损害；受伤处39.twist使缠绕；扭伤；转身；曲折前进n. 弯曲；转变40.heal愈合，使康复；调停41.balcony阳台；楼厅42.tragic 悲惨的；悲剧（性）的43.occasion 时刻，场合；时机；起因vt. 引起44.tedious乏味的45.plot故事情节；密谋；小块地皮v. 密谋；绘图plicated复杂的47.extensive广阔的；广泛的48.appliance器具49.disguise假扮；伪装；掩盖n. 伪装50.welfare福利51.accent 口音；重音vt. 重读52.senior资格较老的；年长的n. 较年长者；毕业班学生53.rob抢劫，盗窃；（of）剥夺54.pension养老金vt. 发给…养老金55.flash闪烁；飞驰；闪现n. 闪烁；闪光灯56.luxury 奢侈（品）57.consultant顾问；会诊医师58.cruise航游；缓慢巡行n. 航游59.orient使适应；使朝向n. 东方60.collective集体的n. 集体61.survival幸存；幸存者62.violence暴力；猛烈63.depression抑郁；萧条（期）；洼地64.financial财政的，金融的65.breed品种v. 繁殖；养育；酿成66.divorce离婚；分离67.blend（使）混和n. 混合物；混和68.circular圆形的；循环的n. 通知69.toll 过路费；伤亡人数v. 敲（钟）70.married 已婚的71.locate探明，找出；使坐落于72.bankrupt破产的；彻底缺乏的vt. 使破产n. 破产者73.lease 租约vt. 出租；租得74.greenhouse 温室75.secure安全的；牢固的vt. 得到；使安全；缚牢76.cultivate 耕作；培养77.gloomy忧郁的；令人沮丧的；昏暗的78.witness目击者；证据vt. 目击；证明79.emerge出现；暴露80.advanced先进的；高级的；年迈的81.raw自然状态的；生的；未经分析的；生疏无知的；露肉而刺痛的82.ingredient成分；要素83.vital极其重要的；充满生机的84.engage占用；从事于；雇；使订婚85.generate产生；引起86.procedure程序，步骤87.acquire获得；学到88.career职业89.assignment任务；分配90.conventional常规的；符合习俗的91.hesitate犹豫；不情愿92.definition定义；清晰（度）93.global全球的；总的94.regardless不顾后果地，不管怎样95.solemn严肃的；庄严的96.relieve使轻松；减轻；使得到调剂；接替97.breakthrough突破98.condemn谴责；判…刑99.poverty贫穷100.modest谦虚的；适中的；羞怯的101.rigid 严格的；刚硬的102.tough 困难的；坚强的；严格的；老的；粗暴的103.conclusion结论；结尾；缔结104.aggressive侵犯的；有进取心的105.dependent依靠的；取决于…的106.moral道德的n. 道德；寓意107.reality 现实；真实108.reduction减少；降低109.consumption消耗量；消耗110.scan 细看；扫描；浏览n. 扫描111.cell细胞；小牢房；电池；基层组织112.intend计划；打算使（成为）113.equivalent相等的n. 等价物114.naked裸露的；无遮蔽的115.poll民意测验；政治选举vt. 对…进行民意测验；获得116.overwhelming势不可挡的；巨大的117.pessimistic悲观的118.slip滑；溜走；下降vt. 悄悄放进n. 疏漏119.fraction小部分；分数120.preserve保护；保存；腌制121.discount折扣vt. 把…打折扣；漠视122.surrender投降；屈服（于）vt. 放弃n. 投降123.coupon优惠券；配给券124.frank坦白的，直率的125.faithful忠诚的；尽职的；如实的126.evolve（使）演变，（使）进化127.engine发动机；机车，火车头128.disclose透露129.transaction交易，业务130.rely依靠；信赖131.electronic电子的n. （-s）电子学；电子设备132.secondary次要的，第二的；中等的；辅助的133.sacrifice牺牲；献祭；祭品vt. 牺牲；献祭134.ambition抱负，雄心135.contribution贡献；捐款；稿件136.prospect前景；景象；可能成为主顾的人，有希望的候选人137.occupy占用；使忙碌138.maximum最高的，最大的n. 最大限度139.virtual实质上的，事实上的140.optional可以任选的141.accordance一致142.endure忍受；持久143.procession队伍，行列144.provoke对…挑衅；激起145.anticipate期望，预料；先于…行动146.specify明确说明147.sake缘故148.scope范围；余地149.radical根本的；激进的n. 激进分子150.initial开始的n. 首字母151.prosperous繁荣的152.fulfil(l)实现；满足Day 51.elect选举；选择2.instrument 工具；乐器petition竞争，比赛4.primary首要的；最初的5.means方法；金钱6.talent 才能，天资；人才7.obtain 获得vi. 通用petitive 竞争的；好竞争的；有竞争力的9.border 边缘；边界v. 邻接；近似10.powerful 强大的，有力的；强壮的11.integrate（使）成为一体12.mutual 相互的；共同的13.stability稳定14.conscious意识到的；神志清醒的；有意的15.represent 作为…的代表；象征；描绘16.humanity 人类；人性；人道；人文学科17.reverse 撤销；使反向，倒转n. 反面；挫折a. 相反的18.award 授予；判给n. 奖19.undergraduate大学本科生20.institution社会公共机构；制度；设立21.engineering工程22.faculty能力；系，学院；全体教员23.graduate毕业生；研究生a. 研究生的v. 毕业24.participate（in）参加25.resource资源；办法26.trend趋势；时尚27.portion 一部分，一份vt. （out）分配28.institute学院vt. 建立29.genetic遗传的n. （-s）遗传学30.collaboration合作；勾结31.colleague同事32.facility设备；便利boratory/lab实验室34.arrangement安排；布置35.consistent坚持的；一致的36.circuit电路；环行37.link连接n. 环节38.industrial工业的39.sustain 保持；供养；支撑；经受40.politician政治家，政客41.economic 经济的n. （-s）经济学；经济状况42.fund 基金；储备；存款vt. 为…提供资金43.inflation 通货膨胀；膨胀44.steady 稳的；稳定的；稳重的v. （使）平稳45.dramatic引人注目的；戏剧（性）的n. （-s）戏剧表演46.corresponding相应的；一致的47.enrol(l) 入学；招收48.objection 反对49.being 人；存在50.threaten 威胁51.grasp 抓紧；理解52.immigrant 移民53.strengthen加强，巩固54.ambassador大使55.arrange安排；布置56.sufficient足够的，充分的57.reception招待会；接受；接待；接收效果58.suggestion建议；暗示59.confuse使困惑；混淆；混乱eless无用的61.athlete运动员62.jam果酱；堵塞；卡住v. 挤满；卡住；干扰63.passport 护照64.relax放松；放宽65.thirst渴；渴望vi. 渴望66.salary 薪水67.expense花费；（pl.）开支68.addition加法；增加的人或物69.instruct 指示；教育70.enrich 充实，使丰富；使富裕71.conceal 隐藏72.generally 通常；普遍地73.aware意识到的74.seal 封条；图章；海豹vt. （密）封mit 犯（错误、罪行等）；使承担义务；托付76.suicide自杀；自取灭亡77.disorder混乱；骚乱；失调78.edit编辑，校订；主编；剪辑79.shortly 立刻；不耐烦地80.timely 及时的81.receipt发票，收据；（pl.）收入；收到82.drawback 缺点83.disturb 打扰；使不安；弄乱parison 比较；比拟85.percentage百分比86.adequate 充足的；胜任的87.unemployment失业，失业人数88.hopeless 绝望的89.despair 绝望90.globe 地球；地球仪；球体91.resolve 解决；决定；分解n. 决心92.nominate 提名；任命93.violent暴力引起的；猛烈的94.kindness亲切；仁慈的行为95.campaign运动；战役vi. 参加竞选96.venture风险投资v. 冒险；敢于97.affect影响98.cooperative有合作意向的；合作的n. 合作社99.project计划；课题；工程v. 投射；使伸出；设计100.respectively各自地101.boom 激增，繁荣；（发出）隆隆声102.grant拨款vt. 授予，同意103.basis 基础104.claim声称；对…提出要求；使失踪或死亡；需要n. 要求；声称105.signify 表示…的意思，预示106.minimize使减少到最低限度；极力贬低107.obvious明显的108.division 分；分配；分歧；除（法）；部门109.perspective视角；远景；透视图110.ambitious有抱负的；有野心的111.upgrade提升，使升级n. 向上的斜坡112.evidence 证据，迹象113.striking 显著的；惹人注目的114.feature 特色；（pl.）面貌；特写；故事片vt. 突出115.characterize 成为…的特征；描绘（人或物）的特性116.requirement要求；需要的东西117.minimum 最小的n. 最低限度，最少量118.mechanism机械装置；机制；办法119.enthusiasm 热情；巨大兴趣，热衷的事物120.previous 以前的；（to）在…之前121.scar 伤疤；创伤v. （给…）留下伤痕122.dash猛冲vt. 猛掷n. 猛冲；破折号123.revelation被揭示的真相；揭示124.spontaneous自发的，无意识的；天真率直的125.fearful吓人的；不安的126.reject拒绝；拒纳n. 被拒货品127.refine精炼；使优美128.factor因素129.mood心情；（动词的）语气130.generalize概括，推断131.emotion情感，感情132.intense强烈的，紧张的；专注的；热情的133.reaction 反应，反作用；反动134.react反应；反对；起化学反应；影响135.evaluate评价136.capable有能力的137.rhythm节奏138.pitch球场；程度；音高；沥青v. 投掷；使猛然倒下；表达；定调；架设；颠簸139.descend下来；（from）起源（于）；袭击；把身份降至140.attach贴；使依恋；认为有；使附属141.signal信号；标志v. 发信号；表示a. 显著的142.gesture姿势；表示v. 做手势143.provided假如，若是144.decisive决定性的；坚定的145.resistant（to）抵抗的，耐…的146.persistent坚持不懈的；持续的147.critical关键性的；批评的148.volume卷，册；体积；音量149.capacity容量；能力；身份150.reflection映像；反射；反映；非议；深思151.incline（使）倾斜；（使）倾向于n. 斜坡152.prone（to）易于…的；俯卧的Day 61.privacy个人自由；隐私2.hunt 打猎；搜寻；追逐3.theft 偷窃，失窃4.fraud 欺诈；骗子5.deceive 欺骗6.associate 把…联系在一起；结合；交往n. 伙伴a. 副的7.estimate 估计；评价8.victim 牺牲品，受害者9.absolute绝对的；不受任何限制的10.epidemic流行病；流传a. 流传极广的11.advocate主张n. 拥护者；律师12.detect发现；查明13.unlike和…不同14.unique唯一的，独特的；极不寻常的15.account记述；账户vi. （for）说明…的原因；占16.personally亲身；作为个人；就我来说17.authorize授权18.debt 欠款，负债19.substantial大量的；牢固的；实质的20.additional额外的21.restore 恢复；修复；归还22.reputation名声munity社区；团体；群落24.erroneous错误的25.criminal 罪犯a. 犯罪的26.automatic自动的；不假思索的n. 自动手枪27.solicitor初级律师，事务律师28.delete删除29.exposure 暴露；揭发；曝光30.protection 保护31.objective目标a. 客观的32.assume假定；担任；呈现33.option选择（权）；（供）选择的事物（或人）34.anonymous匿名的；无特色的35.category 种类，类36.display陈列，展览；显示37.apply申请；适用vt. 实施；涂38.safeguard维护n. 预防措施39.representative 代表a. 有代表性的40.assign选派；指定；分配41.employment工作；雇用，使用42.specifically特别地；明确地43.eliminate排除；淘汰44.reference提到；参考；参考书目；证明书（或人）45.solution 解决；溶液46.relevant有关的，切题的47.confidential秘密的；表示信任的；担任机密工作的48.background背景49.minor较小的；次要的n. 未成年人；副修科目vi. 副修50.offence/-se犯规，违法行为；冒犯51.apparent显然的；表面上的52.submit屈服；提交；主张53.appeal呼吁，恳求；吸引力；上诉vi. 诉诸54.interrupt打断，打扰55.marvel(l)ous惊人的56.absent缺席的；不存在的；心不在焉的57.owing应付的58.offend冒犯；使厌恶；违反59.undergo经历，遭受60.conference会议；商谈pensation补偿的款物；赔偿62.suite 套间；一套家具；套，系列63.assist帮助64.thrive兴旺，繁荣65.limp软弱的；软的vi. 蹒跚n. 跛行66.cripple跛子vt. 使跛；严重削弱67.fascinate强烈地吸引，迷住68.favo(u)rite特别受喜爱的n. 特别喜爱的人（或物）69.portrait肖像70.gaze注视71.horizon 地平线；（pl.）眼界72.intelligent聪明的mute经常乘车（或船等）往返于两地vt. 减（刑）；折合n. 上下班交通74.diagnose诊断75.breakdown垮台；衰竭；损坏；分类76.recognize认出；确认；赏识77.release释放；解除；放开；发布78.publicity公众的注意；宣传79.collapse倒坍；崩溃80.unconscious失去知觉的；无意识的81.exchange交换；兑换82.volunteer志愿者；志愿兵v. 自愿83.rarely不常，难得84.traditional传统的，惯例的85.modernize（使）现代化86.connection联系；连接；（pl.）熟人87.keen热心的；敏锐的；激烈的；锋利的88.accustomed习惯于…的；通常的89.inquire/enquire 询问90.chronic 慢性的；长久的；积习难改的91.disrupt 使中断，扰乱92.psychiatrist精神科医生，精神病专家93.specialist 专家94.fatigue疲劳v. （使）疲劳95.grave 坟墓a. 严重的；严肃的96.specialize（in）专攻97.significant相当数量的；意义重大的；意味深长的98.magnificent宏伟的；豪华的；极好的99.dominate支配；耸立于100.origin起源；（常pl.）出身101.argument争论；论据；说理102.versus 以…为对手；与…相对103.nurture 养育，培育104.instant 即刻的；紧急的；速溶的n. 瞬间105.fierce凶猛的；狂热的；猛烈的106.mankind 人类107.sexual 性的；性别的108.female雌的，女（性）的n. 女子109.sociology社会学110.dismiss不再考虑；解雇；解散；驳回111.visual看得见的112.pregnant怀孕的113.discrimination歧视；辨别力114.attribute把…归因于n. 属性115.widespread分布广的，普遍的116.conception思想；构想；怀孕117.unfair不公平的118.balance平衡；秤；结存vt. 使平衡；称；权衡119.distinction差别；辨别；优秀；荣誉120.parallel相似处；平行线；纬线a. 平行的；类似的；并列的vt. 与…相似121.screen屏幕；屏风vt. 掩蔽；放映；审查122.deadline最后期限123.blank空白的；茫然的n. 空白（处）；空白表格124.forth向前，往外125.constant 始终如一的；不断的；忠实的n. 常数，恒量126.logical逻辑的；合乎常理的127.afterward(s)以后128.overnight在整个夜里；在短时间内a. 一整夜的；突然的129.bloom 花；开花（期）；青春焕发（的时期）vi. 开花130.aid援助；辅助物vt. 援助131.mercy 仁慈；恩惠132.refugee 难民133.permanent 永久的，固定的134.herd牧群vt. 使集中在一起135.heap（一）堆；大量v. （使）成堆136.electrical 电的137.beam （光线等的）束；梁；笑容vi. 面露喜色vt. 播送138.scarcely几乎不；决不；刚刚139.contrast对比；反差v. 对比140.implement使生效，实施n. 工具，器具141.nourish养育；怀有142.recovery恢复；追回143.retreat退却，撤退；退缩n. 退却；退缩；隐退处144.cooperate合作145.donation捐款，捐赠Day 71.festival 节日2.crisis危机；决定性时刻3.weary疲劳的；令人厌倦的vi. 厌烦4.diet日常饮食；特种饮食vi. 节食5.guarantee 保证n. 保证书6.emotional令人动情的；情绪激动的；感情的7.exhaust 使筋疲力尽；用光；详尽论述n. 排气装置；废气8.encounter遇到，遭遇9.obligation 义务，责任10.utter说a. 完全的11.despite尽管12.observe 注意到；观察；评说；遵守13.nonetheless 尽管如此14.optimism 乐观，乐观主义15.barely 仅仅，几乎不16.drag拖；迫使；拖着脚步走；拖延n. 累赘；一吸17.finite 有限的；限定的18.positive确实的；积极的；正的19.practically几乎；实际上20.impact影响；冲击21.gradual逐渐的；不陡的22.leak（使）漏；泄露n. 漏洞；泄漏23.plug插头，插座；塞子vt. 把…塞住24.routine例行公事a. 例行的25.spur 刺激（物），激励vt. 促进26.nevertheless仍然27.alter 改变28.tune曲子vt. 为（乐器）调音；调节29.reclaim要回；开垦；回收30.stale 不新鲜的；陈腐的31.shortage缺少32.investment投资；投入33.donate捐赠34.process过程；工序；（法律）程序vt. 加工，处理35.deprive（of）剥夺36.amuse逗乐；给…提供娱乐37.decorate装饰38.client委托人，顾客39.tender嫩的；疼痛的；温柔的v. 提出；投标n. 投标40.desirable值得想望的；可取的41.define给…下定义；限定42.bid企图；投标vi. 喊价，投标vt. 出（价）；祝；命令43.farewell告别，欢送会44.view看法；观察；景色vt. 看待；观察45.recommend 推荐；劝告；使成为可取46.drain排走；渐渐耗尽n. 耗竭；排水管47.burden重担；负荷vt. 加重压于；装载48.alternative供选择的；另类的n. 抉择；选择的自由49.quit停止，放弃；离开50.magic魔术；魔力a. 有魔力的tter后者a. 后者的；后一半的52.former以前的n. 前者53.concrete具体的n. 混凝土54.efficient效率高的55.circulate（使）循环；散布56.fossil化石；老顽固57.cite 引用；传唤；表彰58.contribute捐献；促成；投稿unch发动；使开始从事；使（船）下水；发射n. 发射，投产60.bar酒吧间；条；（门、窗等）闩；律师界vt. 闩；阻止；封锁61.personality个性；人物62.spot 地点；污点；少量vt. 认出；玷污63.beforehand预先64.crash碰撞，坠落；发出撞击声；垮台n. 碰撞；破裂声65.overtake 超过；突然降临于66.sightseeing 观光67.historical历史（上）的68.saint 圣徒；圣人；（S-）圣69.fantastic 极好的；难以相信的；异想天开的；奇异的70.fairy小仙子71.publish出版；公布72.originate起源于vt. 创造73.ancient古代的；年老的74.pop突然出现；发出砰的响声n. 流行音乐；砰的一声75.grab抓取；赶紧做；抓住n. 抓，夺76.wrinkle皱纹v. （使）起皱纹77.invisible看不见的78.platform平台；站台；纲领79.memorial纪念的n. 纪念碑80.dictate口授；命令81.decline下降；衰退；谢绝82.punctual准时的83.ensure确保84.accomplish完成，实现85.deficiency缺乏；缺点86.failure失败；失败的人（或事）；失灵；没做到87.confident确信的；有信心的88.distract 使分心89.reluctant不情愿的90.regulation规则；管理，调节91.tremble 颤抖；摇晃；担心n. 颤抖；摇晃92.transform 使改观；变换pel 强迫94.tragedy灾难；悲剧95.subsequent随后的96.virus 病毒；病毒性疾病97.economical节约的，经济的98.reveal揭露；展现99.indicate指出；表明an器官；风琴；机构；新闻媒介101.remedy补救办法；药品，治疗法vt. 补救；治疗102.miserable痛苦的；令人难受的103.liquid液体a. 液态的；清澈的；流畅的age使用，用法；惯用法105.exception例外106.textbook课本107.vocabulary词汇（量）；词（汇）表108.bound 一定的；受约束的；准备到…去的vi. 跳跃；弹回vt. 给…划界109.boost提高；推动；宣扬110.crush 压碎；镇压111.elsewhere在别处，到别处112.wage（常pl.）工资vt. 开始113.independence 独立114.leading最重要的；首位的，带头的115.male男（性）的，雄的n. 男子116.prompt促使；提示a. 敏捷的，及时的n. 提词117.scale 规模；等级；（pl.）天平；比例（尺）；刻度；鳞vt. 攀登118.gap 缺口；间隙；差距；不足119.voluntary 自愿的120.insult侮辱121.critic 批评家，评论家122.consume 消耗，花费；吃（完）；使着迷；毁灭123.municipal市的，市政的124.champagne香槟酒125.purity 纯净，纯洁，纯正126.purify 使纯净；使纯洁127.whereas 然而128.fancy喜欢；想象n. 爱好；想象力；设想a. 昂贵的；别致的129.superior上级的，较高的；（to）较好的；优良的；有优越感的n. 上级130.impressive给人印象深刻的131.occasional偶尔的132.outstanding杰出的；未解决的133.abnormal反常的134.distinguish区分；看清；（oneself）使杰出135.strive努力，奋斗136.nutrition营养137.handicap缺陷；障碍vt. 妨碍138.limitation限制；局限139.resist抵抗；抗（病等）；忍住140.excess过度；超越a. 额外的141.presently不久；目前142.symptom症状；征兆143.astonish 使惊讶144.species 种，类145.immense广大的，巨大的146.continuous连续不断的147.transmit播送；传送，传染148.string弦，线，细绳；一串vt. 用线串；悬挂149.consist（of）构成；（in）在于150.declaration宣布；声明；申报151.aspect方面；方向；外观152.angle角度；立场vt. 使带上倾向性；把…放置成一角度yout布局，设计154.justify证明…正当，为…辩护155.interpret口译vt. 解释Day 81.accommodate 容纳；向…提供住处（或膳宿）；使适应2.pave 铺（路），铺筑3.specification规格；明确说明；说明书4.drainage排水系统；排水5.wisdom 明智；智慧6.ribbon丝带；色带7.federal联邦的，联邦政府的8.tremendous巨大的；精彩的9.demonstrate论证；说明；显示vi. 举行示威游行10.restrict 限制11.congress代表大会；国会，议会12.hail 雹；一阵vi. 下雹vt. 招呼；为…喝彩13.steep陡的；过高的；急剧的vt. 浸泡14.variable 易变的；可变的n. 可变因素15.slope 斜坡；倾斜v. （使）倾斜16.intensity 强烈；强度17.underlying含蓄的，潜在的18.urban城市的19.overpass天桥，立交桥20.bypass 旁道；分流术vt. 绕过；置…于不顾21.weave 织，编22.fort 堡垒a. 强壮的23.invaluable非常宝贵的，无价的24.barrier栅栏；障碍；屏障25.entry 参赛的人（或物）；进入；入口处；登记26.curve 曲线；弯曲部v. （使）弯曲27.remote遥远的；关系疏远的；绝少的；孤高的28.cherish 珍爱；抚育；怀有29.mobile运动的；机动的；多变的n. 移动电话30.element 元素；成分；基础31.creation创造；产物；宇宙32.freight货物vt. 运送（货物）33.rail 栏杆；铁轨；铁路vi. 咒骂，抱怨34.route 路线，路程35.spin 旋转；晕眩；织；绞干n. 旋转36.motel 汽车旅馆37.manufacture 制造n. （pl.）制造品38.residential 居住的，住宅的；寄宿的39.hono(u)r 名誉；尊敬；荣幸；（pl.）优异成绩vt. 给…以荣誉；尊敬40.vision 想象（力），幻想；视力41.leadership 领导，领导层42.transportation 运输43.dynamic有活力的；不断变化（或增长）的；动力的n. 动力；（-s）动力学44.mere 仅仅的；纯粹的45.alliance 联盟46.spite 恶意，怨恨47.consideration. 考虑；体贴48.installation 装置；安装；就任49.recognition 认出；确认；赏识50.mess 凌乱状态；困境vt. 弄糟51.anyhow 无论如何；随随便便地52.sensitive 敏感的；神经过敏的；易受伤害的53.forecast 预测54.reliable可靠的55.tolerate 容许；容忍56.appointment 约会；任命；委任的职位57.resign 辞职vt. 辞去，放弃；使顺从58.insurance 保险；保证59.deserve 应受，值得60.bond 联结；黏结剂；公债；契约v. （使）黏合61.hum哼曲子；发嗡嗡声；忙碌n. 嘈杂声62.entitle 给…权利；给…题名63.dental牙齿的64.seminar （大学的）研究班，研讨会65.boring 乏味的66.philosophy哲学；哲理67.literature文学，文学作品；文献68.transfer转移；调动，转学；转车69.allowance津贴，零用钱70.decay 腐烂；衰落n. 腐烂；衰败状态71.religious宗教的；虔诚的press 压缩。

第四讲：Benefits-Management-Overview

HIGH POTENTIAL
Innovative business idea New technology opportunity Create change
Cost reduction and efficiency improvements through automation General Legislation
Therefore strategy is about two questions: 1
2
What benefits do we wish to provide to whom? How are we going to deliver them?
Microsoft Confidential
Competitive Forces in an Industry
HIGH POTENTIAL
PLS e-Procurement (general items) POS On-line customer specification system PLS Product tracking/traceability POS Product Profitability Analysis ES-S Data Warehouse - customer analysis
Activity Based Supply Orientated Technology Focused
Microsoft Confidential
STRATEGY (adapted from Porter) An integrated set of actions that will - over the long term - provide benefits to enterprise stakeholders

应收账款管理(英文)

Management of Accounts ReceivableDecember 1997ContentsPrefaceIntroductionThe Accounts Receivable ProcessRe-Engineering Accounts ReceivableRisk ManagementUse of Advanced TechnologyDebt Collection ProcessesPerformance MeasurementAppendixPrefaceThis guide accompanies the Auditor-General’s Audit Report No. 29, Management of Accounts Receivable in the Commonwealth. It is intended to provide an overview of the current trends and "better practice" approaches that are being adopted by organisations in managing accounts receivable.In the commercial world the way in which organisations manage their accounts receivable has significant implications for the financial health of those organisations.This creates an imperative to ensure the management of receivables is both efficient and effective. The practices used in common business processes such as accounts receivable management have universal application and are not industry specific. In this regard there are lessons to be learned by others from the practices followed by organisations for whom accounts receivable is a core business process. The better practices discussed in this guide are therefore recommended for consideration by Commonwealth government agencies.Not all of the practices outlined in this guide will suit each agency’s circumstances, however, it is considered that most agencies, which derive revenue on sale of goods and services on credit terms, will benefit from benchmarking their current practices against those detailed in the guide.IntroductionEffective management of accounts receivable presents important opportunities for agencies to achieve strategic advantage through improvements in customer service, cash management and reductions in costs.The primary objective of accounts receivable in the Commonwealth public sector is to collect monies due and to assist in meeting cash flow requirements. An effective accounts receivable function can assist in achieving the desired cash flow outcome through the timely collection of outstanding debts.All agencies also have an objective of continually improving customer service.A large number of agencies which operate as businesses are required to perform public services under a full or partial cost recovery arrangement. Effective accounts receivable management can assist agencies improve customer service through providing timely information on customer requirements and by making dealing with the agency as easy as possible.All government agencies, including those operating in a monopoly, are required to demonstrate contestability - that is delivery of a high quality standard of service at a cost that is comparable to providers of similar services operating in similar environments. Improvements in accounts receivable management which reduce the cost of collecting monies can improve an agency’s ability to demonstrate contestability and accountability.Importance of Organisational CultureAn international receivables management benchmarking study commissioned by the Australian Taxation Office has highlighted the importance that organisational culture has in the successful management of accounts receivable. The study, which involved the survey of five international taxation agencies and eight domestic organisations for which accounts receivable is a strategic issue, indicated that management attitudes need to support practices for minimisation of debt.All agencies should adopt a culture whereby staff are encouraged to obtain payment, where required, and not just focus on program or service delivery.The Accounts Receivable ProcessA typical accounts receivable process is mapped below.The process commences with a receipt of a customer order and ends with the collection or write off of a debt.Financial management functions such as accounts receivable have been traditionally viewed as transaction processing activities. An international benchmarking study referred to in the Paying Accounts Better Practice Guide issued by the ANAO in November 1996 indicated that up to 65 per cent of time was spent on non-value added activities across all government and industry sectors. The study suggested that the elimination or reduction of non-value tasks can be effected through better work practices and automation ofprocesses. This can be achieved by analysing current processes and redesigning them to remove as much manual intervention as possible, reducing rekeying and appraisal activities and minimising operator error. An important part of this analysis is a formal, structured risk assessment which identifies and measures exposures associated with the accounts receivable process.The following diagram highlights the opportunities available for improvement through better practices.Significant advances in accounts receivable performance and process efficiency are available to agencies through the following five complementary key management initiatives:· Re-engineering accounts receivableassessment· Risk· Use of advanced technology· Debt collection processesMeasurement· PerformanceThese matters are addressed in the following chapter.Re-engineering accounts receivableSome large private sector organisations have achieved real cost reductions and performance improvements by re-engineering the accounts receivable process. Re-engineering is a fundamental rethink and re-design of business processes which incorporates modern business approaches.The nature of accounts receivable is such that decisions made elsewhere in the organisation are likely to effect the level of resources that are expended on the management of accounts receivable. An illustration of this point is the extra effort that must be put into debt collection where credit policy is poorly administered or too freely given. The strong linkages between different processes means that true improvements cannot be achieved without focussing on all aspects of the management of accounts receivable.The following better practices present opportunities to improve the accounts receivable function.Centralised ProcessingA better practice for the delivery of finance services is the adoption of centralised processing for finance functions such as accounts payable and accounts receivable. Centralised processing groups are typically high volume transaction processing centres servicing multiple operating groups. Their establishment achieves a number of benefits for the organisation. These include the achievement of a high degree of specialist expertise in the function supported, the establishment of centres of excellence that develop and enforce common practices and standards and the achievement of cost efficienciesthrough the co-locating of systems and staff. The establishment of these centres also frees up other staff for more value adding work.One private sector firm reduced its total finance staff numbers by 12 per cent through centralised processing.Standing PaymentsResearch into better practice indicates that repayment rates are significantly enhanced by providing customers and debtors with alternative payment approaches. In addition to there being alternative payment methods there are also alternatives to issuing invoices in the traditional accounts receivable processing approach. These alternative payment strategies result in efficiencies in the management of accounts receivable.An approach that is available to agencies which deliver services on a regular basis resulting in recurring invoicing and receipting cycles is to arrange for the provision by customers of standing payments. An annual or bi-annual settlement can be undertaken to reconcile payments to services provided. The process can be facilitated by providing customers with regular updates of fees charged.The benefits of this approach to the service providers is the reduction of costs through the removal of the need for an invoicing and debt collection function and the more timely receipt of revenues. There is also benefit to the customer through the streamlining of payment processes. The approach is most effective if adopted in conjunction with payment by direct debit of customer bank accounts.Alternative payment optionsPrivate sector organisations and public authorities are finding that payment of accounts outstanding is likely to be quicker where a number of payment alternatives are made available to customers. They also find that the availability of convenient payment methods is a marketing tool that is of benefit in attracting and retaining customers.The following modern payment methods are available and provide the benefits of added customer service, reducing remittance processing costs and improving cash flow through faster debtor turnover.Direct debit - involves authorisation for the transfer of funds from the purchaser’s bank account; this approach has the advantage of reduced processing costs, however it can present security exposures.Integrated Voice Response - a system which combines use of human operators and a computer based system to allow customers to make payments over the phone, generally by credit card; this system has been proved highly successful in organisations which process a large number of payments regularly. Outsourced Agency Collection - payments are collected by an external agency under a contractual arrangement (e.g. Australia Post). The payment methodunder this approach can be either cash, cheque, credit card or EFTPOS. This method increases flexibility and convenience to the customer which may lead to improvements in the rate of payment. A variant on this approach is BPAY, a system whereby banks act as outsourcing partners by collecting payments from suppliers’ customers and directly crediting supplier accounts.Lock Box processing - an outsourced partner captures cheque and invoice data and transmits the file to the client agency for processing in that agency’s systems. This approach transfers the cost of data collection to service provider.Other payment methods such as use of data kiosks by customers in public use areas and payment for goods and services via the Internet are likely to become readily available in the near future.Each of the above payment types have advantages and disadvantages which are likely to be peculiar to the environment that particular agencies operate in. Agencies need to balance the benefits in both the payment and receipting processes against the costs that some payment options may present to the agencies themselves.Marketing and educational activities can be used to promote timely payment. Agencies should provide information on the nature of products or services available, the required payment cycle, payment options available and the consequences of non payment.Customers should be aware of their liability at all times. A practical way of achieving this objective is the issue of monthly customer statements.Use of Payment IncentivesPrivate sector practice has been to, over time, reduce the level of reliance on discounting as an incentive for prompt payment. However, the practice is still used in government instrumentalities in Australia and should be considered by agencies which have problems with debtor turnover. Discounting can be used as an incentive for customers to pay upon receipt of services, thereby avoiding the use of credit terms.Whilst discounting has the advantage of potentially shortening the average collection period it also reduces net revenue. Before deciding to offer discounts agencies should conduct an analysis of the effect that the utilisation of discounting will have on net revenue. This estimate should be balanced against the costs of continuing to hold receivables at their existing levels, which is effectively the market interest rate applied to the annual carrying cost of receivables. Another issue for consideration is the alternative uses to which the funds tied up in receivables could be put.In addition to developing a range of incentives for early payment agencies should consider the imposition of penalties on late payment. In designing penalties agencies should be aware of legislative and policy considerations which may reduce the potential for major penalties such as removal of service. Case management approachWhere individual customers have strategic importance to the agency a case management approach may be adopted to the management of the agency-customer relationship. Under this approach all aspects of the relationship are drawn together including debt management. The increased knowledge of the customer that derives from the adoption of a case management approach can assist in the design of strategies for the prompt repayment of debt.Risk assessmentRisk assessment is a major component in the establishment of an effective control structure. Once risks have been properly identified, controls can be introduced to either reduce risks to an acceptable level or to eliminate them entirely. A proper risk assessment also creates opportunities for freeing processes from inefficient practices.In managing accounts receivable the key areas that management should focus on for the purpose of conducting a risk assessment are:· debt management processes, and· outstanding debts and debtors.Debt management processesThe risk analysis involves a re-think of processes and questioning the way that tasks are performed. A risk assessment opens the way for efficiency and effectiveness benefits in the management of accounts receivable. In particular, processes can be re-designed to achieve the following benefits:· the establishment of clear and concise policies for issuing credit and for recovery of debt;· the removal of non value adding tasks and clarification of roles and responsibilities, by, for example, streamlining delegations;· the establishment of controls where exposures are noted;· allowing staff to apply more initiative and ingenuity to every day tasks; and· the identification of new and more effective ways of delivering services.A credit policy document is a key component of the accounts receivable control environment and needs to cover all aspects of revenue and debt collection practices. It needs to be:· written in plain English so that it is understandable by staff and customers;· accessible to all staff who are required to administer it; and· made available to customers in summary form.In addition, it should· establish a financial threshold under which it is uneconomical to pursue recovery action;· set down criteria against which a debt might be considered for waiver; · be kept up to date. This means it should be reviewed at regular intervals so that consideration can be given to incorporating new practices or initiatives, and· be endorsed by executive management.Agencies should be aware that the credit term set in a credit policy will have a direct impact on their terms of trade.A checklist of features which should exist within a good policy document is included as an appendix to this Guide.Outstanding debts and debtorsThe application of a credit policy will not be fully effective unless there has been a comprehensive risk analysis of the customer population performed. This can be achieved by having detailed information on the characteristics of customers (and potential customers) and through the establishment of criteria against which to assess the credit worthiness of individual customers.The criteria needs to be laid out in the credit policy. Sufficient information on customers will need to be held on a comprehensive customer database. Key components of the database are:· billing name and address;information;· credit· place of purchase;· date of purchase;· special service requirements (will vary with the nature of the service); · method of payment;· payment history; andtype.· customerThis database will need to be regularly maintained and updated.Use of Advanced TechnologyAdvances in technology present an opportunity for improvement in accounts receivable processes. The principal innovations available are the integration of systems used in the management of accounts receivable, the automation of debt collection processes and the use of electronic commerce.Systems IntegrationImprovements are available from the integration of the revenue and accounts receivable systems. This integration results in remittances being automatically credited against a customer account with a simultaneous update of the general ledger. This process avoids the downloading of data and re keying.A fully integrated system could exhibit some or all of the following features:· electronic invoice; which extracts details from database of approved customers, credit terms and which is authorised electronically;· quantity, price and account code for sales entered once only, on invoice; · electronic notification of delivery of goods/services;· customer and account code details extracted automatically from customer order for payment;· automation of reminder letters, and· automatic triggering of write-off or waiver action.Electronic CommerceElectronic commerce is a term applied to the use of computer and telecommunications technologies, particularly on an inter organisational basis, to support trading in goods and services. It uses technologies such as electronic data interchange (EDI), electronic mail, electronic funds transfer (EFT) and electronic catalogue systems to allow the buyer and supplier to transact business by exchanging information between computer applications systems. This achieves cost savings by removing the need for direct negotiation between the parties.The Commonwealth government has required departments, through its Commonwealth Electronic Commerce Service, to ensure that all suppliers and potential suppliers of goods and services are given the opportunity to transact their business electronically. In its Statement of Direction on electronic commerce issued in July 1996 the government noted:"There is, in addition, an unrealised potential for the wider application of other electronic commerce technologies."The Statement indicated that individual departments should:"take account of the opportunities offered by electronic commerce in their business planning processes, and include in their information technology and telecommunications strategic plans relevant provisions covering the use or intended use of electronic data interchange both for core functions and in support applications."The objective of the Commonwealth Electronic Commerce Service to date has been to promote the use of electronic commerce by government agencies in purchasing. It is proposed to extend the system to payment of accounts in the near future. In situations where the government service recipients are other government agencies or non government organisations which operate IT systems which have electronic commerce capabilities the potential exists for use of electronic commerce in accounts receivable. This potential is likely to increase in the future.Debt Collection processesDebt collection processes should be undertaken with the objective of reducing outstanding accounts while keeping sight of the need to maintain customer goodwill, in an environment of cost restraint.Better practice in debt collection includes the following:· assessment of debts against a financial threshold before proceeding with recovery action;· review of the accuracy of invoices following failure by debtors to respond to a letter of demand;· categorise debtors in accordance with their ability and willingness to pay. Tailor debt collection processes in accordance with results of this analysis;· prioritise debt on the basis of risk indicators. The indicators could include the payment history of the customer, debt level, demographics, etc;· communicate directly with debtors most probably by phone and obtain personal commitment as to repayment schedule;· staff have the authority to negotiate payment options within guidelines, without further approval from management;· treat debt collection as a specialist function. Recruit specialists as required and provide appropriate training; and· consider outsourcing all or part of the debt collection process to a private collection agency. Where debt collection is outsourced agencies should ensure that the Information Privacy Principles as laid down in the Privacy Act 1988 are complied with.Of vital importance in the design of debt collection procedures is the need to be proactive about the recovery process. Credit industry advice is that the more a debt ages, the greater is the risk of non recovery. Estimates are that allowing a debt to age more than 90 days increases the risk of non recovery by at least 20 per cent.Performance MeasurementAn integral part of the re-engineering of any finance function is to develop a suite of indicators which will measure progress over time.The following tables may be used by agencies both to establish performance indicators and to measure improvements which result from re-engineering the accounts receivable process. Each list should be modelled and adapted as necessary to suit the requirements of individual agencies.Table 1 is an example of a type of value analysis. Under this approach the data on time spent on each part of the process would most likely be based on estimates. The benefit of this approach is that it makes clear to managers the proportion of time that is spent on non value adding activities in the accounts receivable cycle. This type of analysis is not an absolute indicator of cost effectiveness of processing as it takes no account of costs, however, it does demonstrate the interrelationship between the various steps in the process and therefore opportunities to reduce non value added activities.Table 2 provides examples of the types of performance indicators that agencies can use to measure themselves against both standard and best practice, at a point in time and over time.Following is an outline of the possible uses of some of the measures of effectiveness in accounts receivable management:Debtors turnover - This ratio measures the average period for which sales revenue will be held in accounts receivable. This measures the efficiency and effectiveness of receivables collection.Accounts Receivable to Revenue ratio - This ratio can be used to highlight trends in the level of investment in accounts receivable. Where accounts receivable as a proportion of monthly revenue exceeds an established bench mark, thereby indicating the possibility of interest foregone, the matter can be highlighted for management attention.Receivables Aging Schedule - This schedule is a listing of debtors by aging category. Analysing this schedule allows Accounts Receivable management to spot problems in accounts receivable early enough to protect the agency from major revenue problems. It may also assist in highlighting individual delinquent accounts.In addition to measuring the effectiveness of the accounts receivable process as a whole specific debt collection techniques and their effectiveness should be monitored. This information can be used when assessing alternative debt collection strategies. It is of assistance when conducting assessments of this type to be cognisant of the costs of the relative collection strategies.An important consideration in this process is the cost of measuring and analysing performance data. Where possible agencies should seek to have performance information on activities such as accounts receivable part of their Financial Management Information Systems. The current move of Commonwealth agencies from cash based accounting systems to accrual systems presents an opportunity for agencies to include the production of performance information as a feature of any new systems.It is also critical that reports be timely, present information in a readily digestible fashion and that they are directed to the appropriate levels of management. Reports presented to higher levels of management are more effective when they are presented in summary form, often with table or chart form presentations. Reports containing too much data are unlikely to be effective. Better practice would be to obtain management input into the design of reports to ensure that the reports are used as intended. A good starting point in designing management reports is to carry out a survey of users to establish what they like and dislike about the current suite of reports.Table 1 - Example of Value Analysis of Accounts Receivable ActivitiesActivity Value Hours Current % Time Current Hours TargetTime Target %Set price VA Grant credit BR Make sale VA Issue InvoiceBR Update receivables ledger BR Deal with customer inquiry NVA Receipt payment VA Issue monthly statement NVA Issue letter of demandNVADetermine repayment schedule with debtorNVA Match payment to invoice BRCode: VA - value adding; NVA - non value adding; BR - business requirementTable 2 - Suggested performance indicatorsIndicator Current Target Common Benchmark BestPracticeBenchmarkEfficiency MeasuresInvoices processed per Full Time Equivalent (FTE) staff member per month10005000Remittances processed per FTE per month2000 8000 Debtors contacted per FTE per monthDirect labour cost per invoice/remittance/debt collection action*Cost of accounts receivable as a percentage of revenue from credit sales0.3% 0.15%Cost of accounts receivableas a proportion of totaladministrative costsEffectiveness MeasuresAccounts Receivable as apercentage of total revenue#Debtors turnover i.e averagetime to collect30 days 23 daysDebt written off as apercentage of total debt10% 1%Doubtful debts as apercentage of total debtfPercentage of debts collectedwithin terms of trade50% 90% Debtors by age group as apercentage of total debt -aged 30 to 60 days-aged 60 to 90 days-aged > 90 days 30%20%15%15%10%5 %Proportion of debts settled byelectronic means, i.e EFT10% 100%costs will vary with the nature of invoice production and issue, the natureof remittance and the type of debt collection actiondependent on nature of businessa relatively low figure will indicate better practice, however, the level ofdoubtful debts will be influenced by factors outside accounts receivablemanagement such as accounting policyAppendixThe following is a checklist of features which should exist within a good policy or procedure document.The policy is endorsed by an Executive OfficerThe policy is based on a risk assessment of the agency and it’s customers. Thisis recognised in the document by stating the risk factors.The policy:· Explains the nature of debts and debtors· Outlines the agency’s rights and duties with debtors; and legal consequences.· Details the terms of trade and circumstances when a delegate maychange the terms of trade· Identifies other related procedure manuals, legislation which can guide processing of debts.· Outlines mode of payment accepted and under what conditions (eg any transaction less than $1,000 must be by credit card)· Identifies mechanisms for reviewing requests from debtors· Outlines general procedures for handling unusual requests or events· Outlines who is responsible for debt collection· States how and when to communicate with a debtor regarding anoverdue amount· States procedures to recover debts from employees· Lists options for recovering an overdue debt (eg allow instalments)· Describes the use of commercial debt collection agencies· Identifies whom has the authority for determining the mode of collectingan overdue debt (eg instalments) and identifies circumstances to guide the decision.· Identifies when to record a debt as overdue (including whether a periodof grace applies).· Details procedures for imposing charges· Details the preparation of and requirement for certain report production· Identifies means of monitoring debts· Outlines the process of managing dishonoured cheques· Lists circumstance when debts no longer need to be pursued and whomhas the authority to decide not to pursue a debt· States clear and comprehensive standards of performance (including the desired relationship with the customer) and targets for the timing of debtcollection (eg 80% within 30 days from date of invoice).· Details the requirement to review the policy and procedures - when, whom by。

大学生时间管理技巧的重要性英语作文

大学生时间管理技巧的重要性英语作文Time management is crucial for college students. 大学生的时间管理对于他们的学习和生活至关重要。

Effective time management can help students achieve academic success and maintain a healthy work-life balance. 有效的时间管理可以帮助学生取得学业上的成功，并保持健康的工作与生活平衡。

With the demands of assignments, exams, extracurricular activities, and social life, students often struggle to find a balance and end up feeling overwhelmed. 面对作业、考试、课外活动和社交生活的要求，学生们经常很难找到平衡，感到不堪重负。

Therefore, mastering time management skills is essential for college students to thrive in their academic and personal lives. 因此，掌握时间管理技巧对于大学生在学业和个人生活中茁壮成长是至关重要的。

One of the key benefits of effective time management is the ability to prioritize tasks. 有效的时间管理的一个关键好处是能够优先处理任务。

By identifying what needs to be done first and what can wait, students can allocate their time more efficiently and tackle important tasks before they become urgent. 通过确定首先需要做的事情和可以等待的事情，学生们可以更有效地分配时间，在紧急情况发生之前解决重要任务。

讨论并分享有效管理时间的好处英语小作文

讨论并分享有效管理时间的好处英语小作文Effective time management is essential for achieving success in both personal and professional life. It allows individuals to prioritize tasks, increase productivity, reduce stress, and create a better work-life balance. In this article, we will discuss the benefits of effective time management and how it can positively impact various aspects of our lives.First and foremost, effective time management helps individuals prioritize tasks and focus on what is truly important. By setting clear goals and deadlines, individuals can allocate their time and energy to the most critical tasks, ensuring that they are completed in a timely manner. This not only increases productivity but also reduces the likelihood of feeling overwhelmed by an ever-growing to-do list.Furthermore, effective time management can significantly reduce stress and anxiety. When individuals have a clear plan and schedule in place, they are less likely to feel overwhelmed or rushed. This allows for a more relaxed and focused approach to work, ultimately leading to better results. Additionally, having a well-managed schedule provides individuals with a sense of control and empowerment, as they are able to see their progress and accomplishments over time.In addition to reducing stress, effective time management also contributes to a better work-life balance. By allocating time for work, personal activities, and relaxation, individuals can ensure that they are not neglecting any aspect of their lives. This balance is crucial for overall well-being and can lead to increased satisfaction and happiness.Moreover, effective time management can lead to improved decision-making and problem-solving skills. When individuals have a clear understanding of their priorities and deadlines, they are better equipped to make informed decisions about how to allocate their time and resources. This can lead to more efficient problem-solving and a greater ability to adapt to unexpected challenges.Another benefit of effective time management is the potential for increased opportunities and advancement in one's career. Individuals who are able to manage theirtime effectively are often seen as reliable, organized, and capable of handling multiple responsibilities. This can lead to greater trust from colleagues and supervisors, as well as potential for career growth and advancement.In conclusion, effective time management offers a wide range of benefits, including increased productivity, reduced stress, better work-life balance, improved decision-making skills, and potential career advancement. By prioritizing tasks, setting clear goals, and maintaining a well-managed schedule, individuals can achieve success in both their personal and professional lives. It is important to recognize the value of time and to make the most of it in order to achieve our goals and lead fulfilling lives.。

大学生有效理财英语作文

大学生有效理财英语作文Effective Financial Management for College Students。

As college students, we often find ourselves struggling to manage our finances. With the high cost of tuition, textbooks, and living expenses, it can be challenging to make ends meet. However, effective financial management is crucial for our future success. Here are some tips for college students to manage their finances effectively.Firstly, create a budget. A budget is a plan for your income and expenses. It helps you to track your spending and avoid overspending. To create a budget, start bylisting all your sources of income, such as part-time jobs, scholarships, or allowances. Then, list all your expenses, including tuition, rent, food, transportation, and entertainment. Make sure to prioritize your expenses and allocate enough money for essentials like rent and food. Finally, monitor your spending regularly and adjust your budget accordingly.Secondly, save money. Saving money is essential for emergencies, unexpected expenses, and future goals. To save money, start by setting a savings goal and then creating a savings plan. You can save money by reducing your expenses, such as cooking at home instead of eating out, using public transportation instead of owning a car, or buying used textbooks instead of new ones. Additionally, you can consider opening a savings account and setting up automatic transfers from your checking account to your savings account.Thirdly, avoid debt. Debt can be a significant burden, especially for college students who are just starting their careers. To avoid debt, start by living within your means and avoiding unnecessary expenses. If you need to borrow money, make sure to research your options and choose the one with the lowest interest rate. Additionally, make sure to pay your debts on time and in full to avoid late fees and penalties.Fourthly, invest in your future. Investing in yourfuture means making smart financial decisions that will benefit you in the long run. For example, you can invest in your education by pursuing a degree or certification that will increase your earning potential. You can also invest in your retirement by opening a retirement account and contributing regularly. Additionally, you can invest in your health by purchasing health insurance and taking care of your physical and mental well-being.In conclusion, effective financial management iscrucial for college students to achieve their goals and build a secure future. By creating a budget, saving money, avoiding debt, and investing in your future, you can take control of your finances and achieve financial success. Remember, it's never too early to start managing your finances effectively.。

关于有效管理的英文作文

关于有效管理的英文作文Effective management is the cornerstone of any successful organization. It involves setting clear goals, delegating tasks, and ensuring that every team member is aligned with the company's vision.In the realm of effective management, communication is key. It's not just about the frequency of communication, but the quality and clarity of the message conveyed. Open and transparent dialogues foster an environment where feedback is valued and utilized for continuous improvement.Adaptability is another critical aspect of good management. The ability to pivot and adjust strategies in response to changing circumstances is what separates leaders from managers. It requires a deep understanding of the market and a willingness to embrace new ideas.Time management is a skill that effective managers excel at. Prioritizing tasks and setting realistic deadlines are essential to ensure projects are completed on time without sacrificing quality.Delegation is not just about assigning work; it's about empowering team members. Trusting them with responsibilities and providing the necessary resources and support can lead to higher job satisfaction and better performance.Conflict resolution is an inevitable part of management. Handling disputes with fairness and diplomacy can strengthen team cohesion and prevent minor issues from escalating into major problems.Lastly, effective managers are lifelong learners. They are open to new strategies, willing to learn from their mistakes, and always looking for ways to improve their leadership style.In conclusion, effective management is a multifaceted skill that requires a combination of clear communication, adaptability, time management, delegation, conflict resolution, and a commitment to continuous learning. It is the driving force behind the success of any team or organization.。

良好时间管理充分帮助学习的英语作文

良好时间管理充分帮助学习的英语作文全文共3篇示例，供读者参考篇1Good time management is crucial for success in all aspects of life, especially when it comes to studying. Properly managing your time can help you stay on track, be more productive, and achieve your academic goals. In this article, we will explore how good time management can greatly benefit your study efficiency and overall academic performance.First and foremost, good time management allows you to prioritize tasks and allocate your time effectively. By creating a schedule or to-do list, you can break down your study sessions into smaller, manageable chunks. This can help prevent procrastination and ensure that you are consistently working towards your goals. Additionally, setting specific goals and deadlines can provide motivation and a sense of accomplishment as you check off tasks on your list.Moreover, good time management can help you make the most of your study sessions. By planning out your study time in advance, you can identify periods of the day when you are mostalert and focused. This allows you to schedule your most challenging tasks during these peak times, increasing your productivity and retention of information. Furthermore, setting aside dedicated study blocks can help minimize distractions and interruptions, allowing you to fully engage with your material and comprehend it more effectively.In addition, good time management can help reduce stress and anxiety related to studying. By breaking down your workload into smaller, more manageable tasks, you can avoid feeling overwhelmed and maintain a sense of control over your responsibilities. This can lead to a more positive mindset and a greater sense of confidence in your abilities. Furthermore, by setting aside time for relaxation and self-care, you can prevent burnout and maintain a healthy work-life balance.Overall, good time management is a valuable skill that can greatly enhance your study efficiency and academic performance. By prioritizing tasks, making the most of your study sessions, and reducing stress levels, you can achieve your goals and reach your full potential as a student. So, start implementing good time management strategies today and watch as your study habits improve and your grades soar. Remember, time is a preciousresource – use it wisely and watch as your academic success unfolds.篇2Title: The Importance of Good Time Management for Academic SuccessIntroductionGood time management is essential in all aspects of life, but it is particularly crucial for students in their academic pursuits. By effectively managing their time, students can maximize their learning potential and achieve academic success. In this essay, we will explore the reasons why good time management is so important for students and provide some practical tips on how to improve time management skills.The Benefits of Good Time Management1. Increased ProductivityWhen students manage their time effectively, they are able to accomplish more in less time. By setting specific goals and allocating time for each task, students can work efficiently and avoid procrastination. This leads to increased productivity andallows students to complete their assignments and study more effectively.2. Better GradesGood time management is directly linked to academic success. When students prioritize their tasks and focus on their studies, they are more likely to achieve higher grades. By dedicating sufficient time to study and review course material, students can better absorb the information and perform well on exams and assignments.3. Reduced StressOne of the main benefits of good time management is reduced stress. When students plan their time effectively, they can avoid last-minute cramming and the pressure of tight deadlines. By breaking down tasks into manageable chunks and staying organized, students can alleviate stress and approach their studies with a clear and calm mind.Practical Tips for Improving Time Management1. Create a Study ScheduleOne of the most effective ways to improve time management is to create a study schedule. Students should allocate specific times each day for studying, completingassignments, and reviewing course material. By sticking to a schedule, students can develop a routine and ensure that they have enough time to focus on their studies.2. Set Realistic GoalsIt is important for students to set realistic goals and prioritize their tasks. By breaking down larger assignments or projects into smaller tasks, students can tackle them more efficiently and avoid feeling overwhelmed. Setting achievable goals helps students stay motivated and on track with their studies.3. Avoid ProcrastinationProcrastination is a common problem among students, but it can be overcome with good time management. Students should identify their most productive times of the day and schedule their most challenging tasks during those times. By overcoming the urge to procrastinate and staying focused on their work, students can make the most of their study time.ConclusionIn conclusion, good time management is essential for students to achieve academic success. By implementing the practical tips outlined in this essay and developing effective time management skills, students can maximize their learningpotential and perform well in their studies. It is important for students to prioritize their tasks, set realistic goals, and stay organized in order to make the most of their time and achieve their academic goals. With good time management, students can reduce stress, increase productivity, and ultimately succeed in their academic pursuits.篇3Good Time Management Boosts LearningTime management is a critical skill that can greatly impact the effectiveness of one's learning. In a fast-paced world where distractions are constant and the demands on our time are ever-increasing, the ability to prioritize tasks, stay focused, and utilize one's time wisely has become more important than ever before. By mastering the art of time management, students can optimize their study habits, improve their academic performance, and ultimately achieve their educational goals.One of the key benefits of effective time management is that it helps students avoid procrastination. Procrastination is a common problem among students, and it can have serious consequences for their academic success. When students put off tasks until the last minute, they often find themselves rushing tocomplete them, leading to subpar work and unnecessary stress. By managing their time wisely and tackling assignments in a timely manner, students can avoid the pitfalls of procrastination and produce higher quality work.Furthermore, good time management allows students to allocate their time more efficiently, ensuring that they make the most of their study time. By creating a study schedule and setting aside dedicated time for each subject or task, students can ensure that they are giving each topic the attention it deserves. This can help them retain information more effectively, improve their understanding of complex concepts, and ultimately perform better on exams and assignments.In addition, effective time management can help students strike a healthy balance between their academic responsibilities and other aspects of their lives. Many students struggle to juggle their coursework, extracurricular activities, part-time jobs, and social commitments, often feeling overwhelmed by the sheer volume of tasks they need to accomplish. By prioritizing tasks, setting realistic goals, and being mindful of their time, students can create a more balanced and fulfilling lifestyle that allows them to excel academically while still enjoying other aspects of their lives.Another benefit of good time management is that it can help students develop valuable skills that will serve them well beyond their academic careers. By learning to prioritize tasks, set goals, and manage their time effectively, students can develop important life skills that will benefit them in their future careers and personal lives. Employers value individuals who are organized, efficient, and able to meet deadlines, making good time management an essential skill for success in the workforce.In conclusion, good time management is a powerful tool that can greatly enhance a student's learning experience. By avoiding procrastination, allocating time efficiently, striking a healthy balance, and developing valuable skills, students can optimize their study habits, improve their academic performance, and ultimately achieve their educational goals. By mastering the art of time management, students can unlock their full potential and pave the way for a successful future.。

福利管理制度英文翻译

福利管理制度英文翻译In today's competitive job market, companies are constantly looking for ways to attract and retain top talent. One of the most effective ways to do this is by offering a comprehensive employee benefits package. A well-managed benefits system can not only help a company attract and retain talented employees, but also improve employee morale and productivity, and ultimately contribute to the overall success of the organization.The Importance of Employee BenefitsEmployee benefits are an important aspect of overall compensation. The right benefits package can make a significant difference in an employee's decision to join or stay with a company. In fact, a survey by the Society for Human Resource Management found that 60% of employees consider benefits to be a major factor in whether or not to accept a job offer. Moreover, a study by Glassdoor revealed that 57% of job seekers count benefits as one of the top factors in their decision to accept a job offer.A comprehensive employee benefits package can include many different types of benefits, such as health insurance, retirement plans, paid time off, flexible work arrangements, and wellness programs. These benefits can have a significant impact on an employee’s physical, mental, and financial well-being, which in turn can affect their job satisfaction and overall performance.The Challenges of Benefits ManagementWhile offering benefits can be a great way to attract and retain talent, managing and administering these benefits can be a complex and time-consuming task. Benefits management involves several different processes, including selecting and designing the benefits package, communicating benefits information to employees, enrolling employees in benefits programs, managing employee contributions and deductions, and ensuring compliance with relevant laws and regulations.In addition, employees often have different needs and preferences when it comes to benefits. For example, younger employees may be more concerned with student loan repayment programs and flexible work arrangements, while older employees may be more focused on retirement planning and healthcare coverage. As a result, benefits management requires careful planning and customization to meet the diverse needs of employees. Another challenge of benefits management is the need to stay up-to-date with changing laws and regulations. Government regulations related to benefits are constantly evolving, and failure to comply with these regulations can result in significant penalties for the organization. This requires HR professionals to stay current with changes in benefits laws and regulations, as well as ensure that benefits programs are compliant with all applicable laws.The Role of Technology in Benefits ManagementTechnology can play a crucial role in streamlining benefits management processes and improving the overall employee experience. There are many benefits management systems available that can help HR professionals automate and simplify benefits administration tasks, such as benefits enrollment, employee communications, and compliance reporting.A good benefits management system can provide employees with self-service tools, allowing them to easily access and manage their benefits information. This can include enrolling in benefits programs, making changes to their coverage, and accessing important benefits-related documents. By empowering employees to take control of their benefits, organizations can improve employee satisfaction and reduce the administrative burden on HR professionals.In addition, benefits management systems can provide HR professionals with valuable insights and analytics regarding employee benefits usage and engagement. This data can help HR professionals to make informed decisions about benefits offerings, and identify trends and opportunities for improvement in the benefits program.Best Practices for Effective Employee Benefits ManagementTo effectively manage employee benefits, HR professionals should consider the following best practices:1. Understand the needs of employees: Regularly survey employees to understand their needs and preferences when it comes to benefits. This can help HR professionals to tailor benefits offerings to meet the diverse needs of their workforce.2. Communicate effectively: Clear and regular communication about benefits is crucial to ensure employees understand and appreciate the value of the benefits package. This can include organizing benefits fairs, hosting informational sessions, and providing employees with easy access to benefits information.3. Use technology to streamline processes: Implement a benefits management system to automate and simplify benefits administration tasks. This can help to reduce the administrative burden on HR professionals and improve the overall employee experience.4. Stay compliant with laws and regulations: It's important for HR professionals to stay up-to-date with changes in benefits laws and regulations to ensure that benefits programs remain in compliance.5. Evaluate and adjust benefits offerings: Regularly review and evaluate benefits offerings to ensure they remain competitive and relevant. This can involve seeking employee feedback, benchmarking against industry standards, and monitoring the effectiveness of benefits programs.The Future of Employee Benefits ManagementIn the future, employee benefits management is likely to continue evolving to meet the changing needs of the workforce. Some trends that are likely to shape the future of benefits management include:1. Personalization: As the workforce becomes increasingly diverse, organizations will need to offer more personalized benefits options to meet the unique needs of their employees. This could include the ability for employees to customize their benefits package based on their individual needs and preferences.2. Total wellbeing: Organizations are recognizing the importance of addressing employees' overall wellbeing, rather than just focusing on traditional benefits such as healthcare and retirement plans. This could include offering wellness programs, mental health support, and financial wellness resources.3. Enhanced technology: The use of technology in benefits management is likely to continue to advance, with the development of more user-friendly and integrated benefits management systems that provide employees with easy access to their benefits information.4. Greater emphasis on work-life balance: As employees continue to prioritize work-life balance, organizations will need to offer benefits that support this, such as flexible work arrangements, remote work options, and paid time off for personal reasons.In conclusion, effective employee benefits management is essential for attracting and retaining top talent, improving employee satisfaction and productivity, and ensuring compliance with laws and regulations. By understanding the needs of employees, leveraging technology, and adopting best practices, organizations can create a benefits program that meets the diverse needs of their workforce and contributes to the overall success of the organization.。

福利管理制度英文缩写

福利管理制度英文缩写1. IntroductionEmployee benefits and welfare management play a crucial role in the overall well-being and satisfaction of employees. The implementation of effective benefit and welfare programs is essential for attracting and retaining talent, as well as promoting a positive work environment. This paper will outline the key components of a comprehensive employee benefits and welfare management system, and discuss the importance of each element.2. Objectives of Employee Benefits and Welfare ManagementThe primary objectives of employee benefits and welfare management are to provide a competitive compensation package that includes a comprehensive range of benefits and welfare programs. The aim is to meet the diverse needs of employees and support their physical, mental, and financial well-being. Additionally, employee benefits and welfare management help to create a positive work culture and contribute to employee satisfaction and engagement.3. Components of Employee Benefits and Welfare Management Systema. Compensation and RewardsCompensation and rewards are the foundation of employee benefits and welfare management. This includes salary, bonuses, and incentives, which are designed to fairly compensate employees for their work and motivate them to perform at their best. Additionally, recognition programs, such as employee of the month awards, can help to boost morale and create a positive work environment.b. Health and Wellness ProgramsHealth and wellness programs are essential for promoting the physical well-being of employees. These programs may include medical, dental, and vision insurance, as well as preventive care services and wellness initiatives. Additionally, access to fitness facilities or wellness classes can help employees to maintain a healthy lifestyle and reduce stress.c. Retirement and Savings PlansRetirement and savings plans are important for supporting the long-term financial security of employees. This includes options such as 401(k) plans, pension plans, and company-matched savings programs. Providing employees with the opportunity to save for their future can help to alleviate financial concerns and promote peace of mind.d. Work-Life Balance InitiativesWork-life balance initiatives are designed to support the personal and family needs of employees. This may include flexible work hours, telecommuting options, and paid time offfor vacation and holidays. These initiatives help employees to manage their personal obligations while maintaining a fulfilling career.e. Professional Development and TrainingProfessional development and training opportunities are important for the growth and career advancement of employees. This may include tuition assistance programs, mentorship opportunities, and access to training and development resources. Investing in the professional development of employees can enhance their skills and contribute to their long-term success.f. Employee Assistance ProgramsEmployee assistance programs are designed to provide support for employees facing personal challenges or crises. This may include counseling services, financial assistance, and legal resources. Offering employees access to confidential and professional support can help them to navigate difficult situations and improve their overall well-being.4. Importance of Employee Benefits and Welfare Managementa. Attracting Top TalentA comprehensive employee benefits and welfare management system is essential for attracting and retaining top talent. In today's competitive job market, candidates are looking for employers who offer competitive compensation and a range of benefits and welfare programs. By offering a comprehensive package, organizations can stand out as an employer of choice and attract highly qualified candidates.b. Retaining EmployeesEmployee benefits and welfare programs are important for retaining employees and promoting loyalty. Employees who feel that their needs are being met and their well-being is supported are more likely to stay with an organization. This can reduce turnover and the associated costs of recruiting and training new employees.c. Promoting Well-being and EngagementEmployee benefits and welfare programs contribute to the overall well-being and engagement of employees. When employees feel that their employer cares about their well-being, they are more likely to be satisfied and engaged in their work. This can lead to higher productivity, better morale, and a positive work culture.d. Improving Employer BrandA strong employee benefits and welfare management system can contribute to a positive employer brand. Organizations that are known for supporting the well-being of their employees are seen as desirable places to work. This can enhance their reputation and attract both customers and potential employees.5. ConclusionEmployee benefits and welfare management is a critical aspect of an organization's overall compensation and human resources strategy. By providing employees with a comprehensive range of benefits and welfare programs, organizations can attract and retain top talent, promote well-being and engagement, and enhance their employer brand. It is essential for organizations to invest in a robust employee benefits and welfare management system in order to support the long-term success of their employees and the organization as a whole.。

福利管理制度英文

福利管理制度英文Executive SummaryWelfare management system is an essential element of any organization’s human resource management strategy. It involves the provision of benefits and services to employees to enhance their well-being, job satisfaction, and performance. This paper aims to discuss the importance of welfare management and explore various aspects of welfare programs, including health and safety, financial benefits, work-life balance, and employee assistance programs. Furthermore, it will examine the challenges and best practices in welfare management, and provide recommendations for designing an effective welfare management system.IntroductionWelfare management refers to the process of providing employees with a range of benefits and services that are designed to enhance their overall well-being, job satisfaction, and performance. These benefits and services can include healthcare, retirement plans, paid time off, flexible work arrangements, employee assistance programs, and other perks that contribute to the physical, mental, and emotional well-being of employees. Welfare management is a critical component of an organization’s human resource management strategy as it contributes to employee retention, job satisfaction, and productivity.Importance of Welfare ManagementWelfare management is essential for several reasons. Firstly, it helps to attract and retain the best talent by offering competitive benefits and services. In today’s competitive job market, organizations need to offer attractive welfare packages to attract and retain top performers. Additionally, welfare programs can enhance employee engagement and job satisfaction, which in turn, positively impacts productivity, performance, and organizational success. The provision of welfare benefits also demonstrates that the organization cares about the well-being of its employees, which can contribute to a positive employer brand and enhance the organization’s reputation as a responsible and caring employer.Aspects of Welfare ProgramsHealth and SafetyHealth and safety are critical aspects of welfare management. Organizations have a responsibility to provide a safe and healthy work environment for their employees. This includes implementing safety protocols, providing training on workplace safety, and ensuring that employees have access to necessary protective equipment. Furthermore, organizations can offer health and wellness programs to promote the physical well-being of employees, such as gym memberships, wellness fairs, and health screenings.Financial BenefitsFinancial benefits are another essential component of welfare programs. These benefits can include competitive salaries, retirement plans, healthcare coverage, life insurance, disability insurance, and other financial perks. Providing employees with a comprehensive financial benefits package can contribute to their financial security and peace of mind, which can positively impact their job satisfaction, performance, and overall well-being.Work-Life BalanceWork-life balance is crucial for employee well-being. Organizations can support work-life balance by offering flexible work arrangements, such as telecommuting, flexible hours, and compressed workweeks. Additionally, organizations can provide paid time off, such as vacation days, holidays, and sick leave, to enable employees to take time off for rest and relaxation. Supporting work-life balance can contribute to employee satisfaction, reduce stress, and prevent burnout.Employee Assistance ProgramsEmployee assistance programs (EAPs) are designed to support employees with personal or work-related issues that may impact their well-being and performance. EAPs can provide counseling services, mental health support, financial planning assistance, and other resources to help employees address their challenges and improve their overall well-being.Challenges in Welfare ManagementWhile welfare management is essential, it also presents several challenges. One common challenge is the cost of providing comprehensive welfare programs. Providing competitive benefits and services can be expensive for organizations, especially for small businesses with limited resources. Furthermore, managing welfare programs can be complex and time-consuming, requiring dedicated resources and expertise to design, implement, and administer the programs. Additionally, ensuring that the welfare programs meet the diverse needs of a multi-generational and diverse workforce can be a challenge, as different employees may have different preferences and priorities.Best Practices in Welfare ManagementTo address the challenges in welfare management, organizations can implement several best practices. Firstly, organizations should conduct regular surveys and assessments to understand the needs and preferences of their employees, which can help in designing tailored welfare programs that meet the diverse needs of the workforce. Additionally, organizations can leverage technology to streamline the administration of welfare programs, such as using software for benefits enrollment, tracking, and communication. Furthermore, organizations can partner with third-party vendors and service providers to offer cost-effective and high-quality welfare programs, such as healthcare providers, financial institutions, and wellness vendors.Recommendations for Designing an Effective Welfare Management SystemTo design an effective welfare management system, organizations should consider the following recommendations:- Conduct a comprehensive needs assessment to understand the diverse needs and preferences of the workforce.- Develop a tailored welfare package that includes a range of benefits and services to support the physical, mental, and financial well-being of employees.- Communicate the welfare programs effectively to employees to ensure they are aware of the available benefits and how to access them.- Provide training and support to managers and HR professionals to effectively administer and communicate welfare programs to employees.- Regularly evaluate and update the welfare programs to ensure that they remain competitive, relevant, and aligned with the needs of the workforce.ConclusionIn conclusion, welfare management is a critical component of an organization’s human resource management strategy. It involves the provision of benefits and services to employees to enhance their well-being, job satisfaction, and performance. The importance of welfare management lies in its ability to attract and retain top talent, enhance employee engagement and satisfaction, and contribute to organizational success. The provision of comprehensive welfare programs that address health and safety, financial benefits, work-life balance, and employee assistance can positively impact the well-being and productivity of employees. While challenges in welfare management exist, organizations can implement best practices and recommendations to design an effective welfare management system that meets the diverse needs of the workforce.。

福利管理制度英文怎么说

福利管理制度英文怎么说1. IntroductionEmployee welfare management system is a crucial aspect of any organization's human resource management strategy. It involves ensuring the well-being and satisfaction of employees through the provision of various benefits, services, and support systems. A well-structured welfare management system can enhance employee motivation, productivity, and retention, thus contributing to the overall success of the organization.2. Objectives of Welfare Management SystemThe objectives of a welfare management system are as follows:- To ensure the physical, mental, and emotional well-being of employees.- To create a positive work environment that promotes employee satisfaction and engagement.- To attract and retain talented individuals by offering competitive benefits and support systems.- To comply with legal and ethical responsibilities towards employees.3. Components of Welfare Management SystemThe components of a welfare management system may include the following:- Health and safety measures: Providing a safe and healthy work environment, offering health insurance, and organizing wellness programs.- Social security benefits: Administering retirement plans, disability benefits, and other financial protection schemes.- Work-life balance initiatives: Offering flexible work schedules, paid time off, and assistance for childcare and eldercare.- Employee assistance programs: Providing counseling services, mental health support, and resources for personal and professional development.- Miscellaneous benefits: Including perks such as employee discounts, transportation assistance, and recognition programs.4. Importance of Welfare Management SystemA well-designed welfare management system is essential for the following reasons:- Employee retention: Comprehensive welfare programs can motivate employees to stay with the organization, reducing turnover costs.- Employee engagement: Providing welfare benefits and support systems can enhance employee satisfaction and commitment to their work.- Organizational image: A positive welfare management system reflects well on the organization's reputation and can attract potential talent.- Legal compliance: Ensuring employee welfare is not only an ethical responsibility but alsoa legal requirement in most jurisdictions.5. Challenges in Welfare Management SystemImplementing an effective welfare management system can be challenging due to various factors such as budget constraints, legal compliance, and diverse employee needs. Some common challenges may include:- Balancing costs: Providing comprehensive welfare benefits while managing costs can be a delicate balance for organizations.- Adapting to change: As the workforce evolves, welfare management systems must adapt to the changing needs and expectations of employees.- Compliance and administration: Ensuring legal compliance and effective administration of welfare programs can be complex and time-consuming.6. Best Practices in Welfare Management SystemTo overcome the challenges and maximize the benefits of a welfare management system, organizations can adopt the following best practices:- Conduct employee surveys and feedback sessions to understand their needs and preferences regarding welfare benefits.- Provide a diverse range of welfare benefits to cater to the varying needs of different employees.- Regularly review and update welfare programs to align with changing workforce demographics and preferences.- Communicate effectively with employees about available welfare benefits and how to access them.- Partner with external service providers and organizations to enhance the scope and effectiveness of welfare programs.7. ConclusionA well-structured welfare management system is a critical component of an organization's human resource management strategy. It plays a significant role in promoting employee well-being, satisfaction, and engagement, which, in turn, contributes to the overall successand sustainability of the organization. By understanding the objectives, components, challenges, and best practices of welfare management, organizations can develop and implement effective welfare programs that benefit both employees and the organization.。

绩效管理制度英语

绩效管理制度英语IntroductionPerformance management is a systematic process that organizations use to evaluate and reward their employees based on their performance and contributions to the organization.A well-designed performance management system helps in aligning individual goals with organizational objectives, promotes accountability, increases employee engagement, and drives performance improvements. This paper aims to discuss the key components of an effective performance management system and how it can benefit organizations in achieving their strategic objectives.Components of a Performance Management System1. Goal setting: One of the fundamental components of a performance management system is goal setting. Employees should be provided with clear, specific, and measurable goals that are aligned with the organization's strategic objectives. These goals should be realistic, achievable, and challenging enough to motivate employees to perform at their best.2. Continuous feedback: Feedback is essential for employee development and performance improvement. Managers should provide regular feedback to employees on their performance, highlighting both their strengths and areas for improvement. Feedback should be specific, timely, and constructive to help employees understand how they can improve their performance.3. Performance appraisal: Performance appraisal involves evaluating employees' performance against predefined goals and standards. It provides a formal mechanism for assessing employees' performance and determining their contribution to the organization. Performance appraisals should be conducted objectively, based on performance data and evidence, and free from bias and discrimination.4. Training and development: Training and development play a crucial role in enhancing employees' skills, knowledge, and competencies. A performance management system should include opportunities for employees to participate in training programs, workshops, and other learning initiatives to help them improve their performance and achieve their career goals.5. Rewards and recognition: Rewards and recognition are powerful motivators that can drive employee performance and engagement. Organizations should have a structured system for rewarding and recognizing employees who exceed performance expectations, demonstrate exceptional effort, and contribute significantly to the organization's success. Rewards can be monetary incentives, promotions, awards, or public recognition.Benefits of a Performance Management System1. Improved employee performance: A well-designed performance management system can help employees understand their roles and responsibilities, set clear goals, and receive regular feedback on their performance. This can motivate employees to perform at their best, enhance their skills and competencies, and contribute effectively to the organization's success.2. Increased employee engagement: Engaged employees are more committed, productive, and motivated to achieve their goals. A performance management system that provides meaningful feedback, recognition, and opportunities for growth can help in boosting employee engagement and creating a positive work environment.3. Alignment with organizational goals: A performance management system helps in aligning individual goals with organizational objectives. By setting clear goals and expectations for employees, organizations can ensure that employees' efforts are directed towards achieving strategic goals and priorities.4. Identification of high performers: A performance management system enables organizations to identify high-performing employees who contribute significantly to the organization's success. By recognizing and rewarding these employees, organizations can retain top talent, motivate others to excel, and drive performance improvements across the organization.5. Continuous improvement: A performance management system provides a framework for continuous improvement and development. By monitoring and evaluating employees' performance, organizations can identify areas for improvement, address performance gaps, and develop targeted interventions to enhance employees' skills and competencies.ConclusionIn conclusion, a well-designed performance management system is essential for organizations to drive employee performance, engagement, and alignment with organizational goals. By incorporating key components such as goal setting, continuous feedback, performance appraisal, training and development, and rewards and recognition, organizations can create a culture of high performance, accountability, and continuous improvement. Ultimately, a robust performance management system can help organizations achieve their strategic objectives, retain top talent, and sustain a competitive advantage in today's dynamic business environment.。

1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。

What is benefit ?
Benefits are the indirect remuneration of employees.
Employee benefits typically refer to retirement plans, health life insurance, life insurance, disability, insurance, vacation, employee stock ownership plans, etc.
Disadvantages
Increased labor costs The purpose of welfare is to motivate
employees, if the benefits have become a daily or quantified, then it can not play the incentive security risk produce psychological dependence.
Effective benefit management
Team Members: Gan luci Rao jing Zhong yan Li tenghui Lai mao lan Huang ru xian Deng ting
HP employee benefits
HP employee benefits programs are rich, taking
Second
the implementation of benefits
projects. In order to meet the demand of diversity of staff, benefits projects to design diversity within a reasonable range
Thanks for your attention
Advantages and Disadvantages
Advantages
It can attract and retain talents Tax relief Transfer of corporate culture and
value Strengthen cooperation and communication between employees to improve enterprise productivity
Recruitment
According to the survey，54.12% of the Human
Resources Managers think benefits that are not competitive directly affect the quality of the company's recruitment . A perfect benefits policy has great attraction for talent.
Voluntary Benefits
1、Compensation for Time Off (1) Paid holidays

(2) Paid vacations 2、 Sick leave 3、 Family Leave 4、 Employer-Purchased Insurance (1) Health insurance (2) Life insurance (3) Disability income replacement insurance 5、 Income in Retirement
Compensation managers
_ how to let employees feel the role that welfare plays
1、 Welfare implementation should maintain equity
with external labor market. 2、welfare implementation must keep individual incentives. 3、Adopt a flexible welfare system. 4、Ensure the quality of welfare
How to carry out benefits management.
First
the design of welfare needs. In
different enterprises in different positions, the benefits needs of employees will Each has its own merits.
The boss
In a sense, the boss will never be able to meet the
satisfaction of compensation for employees, and only reduce the relative dissatisfaction. Whether state-owned, private or foreign companies, professional managers or ordinary employees, they are not satisfied with the compensation. And this is an indisputable fact, meanwhile it is also one reason for the enterprise staff mobility and morale is not high.
Third
the benefits cost accounting
Fourth
choice and statistics.
Fifth
the benefits effect of feedback. After
the demand for positioning, project formulation, cost accounting, project selection. Also need to feedback the benefits effect.
The Classification of Benefit
Mandates Voluntary
Benefits Programs
Benrograms
1、Unemployment Insurance 2、Social Security 3、Workers’ Compensation
into account the employee life, culture, education and the need of leisure aspects,。And HP gives employees a certain autonomous choice。 HP employee benefits make it reserves a large number of talents and make the HP have strong competitiveness.
From four aspects
Employee Compensation managers Recruitment The boss
Employee
Welfare reflects enterprise's
long-term commitment to employees. Everyone hopes the company in the more perfect welfare system