Employee Attitude Surveys
HRM英文对应
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-ContextEvaluation,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 小组评价Group/Team Bonus 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/Reward Payment/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。
人力资源管理-Unit-英文-习题与标准答案
人力资源管理-Unit-英文-习题与答案————————————————————————————————作者：————————————————————————————————日期：2Chapter 2: Equal Opportunity and the LawMultiple Choice1.Every time you advertise a job opening, interview, test or select a candidate orappraise an employee, you should be aware of:a.equal employment opportunity lawb.anti-discrimination lawc.criminal lawd.both a and be.both a and c(d; moderate)2.The _____ Amendment to the US Constitution states, “no person shall bedeprived of life, liberty, or property, without due process of the law.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(b; moderate)3.The _____ Amendment to the US Constitution makes it illegal for any state to“make or enforce any law which shall abridge the pr ivileges and immunities of citizens of the United States.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)4.Which Amendment to the US Constitution is generally viewed as barringdiscrimination based on sex, national origin, or race?a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)5.In the US, Title VII of the Civil Rights Act prohibits discrimination based onall of the following characteristics except _____.a.raceb.sexual orientationc.colord.religione.national origin(b; moderate)196.In the US, the _____ made it unlawful to discriminate in pay on the basis ofsex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions.a.Title VIIb.Equal Pay Actc.Executive Order (US President)d.Age Discrimination in Employment Acte.13th Amendment to the US Constitution(b; moderate)7.Which of the following factors is not an acceptable basis for different pay forequal work under the US Equal Pay Act?a.genderb.seniority systemc.merit pay systemd.quality of productione.all are unacceptable factors(a; moderate)8.The US EEOC guidelines define sexual harassment as:a.unwelcome sexual advancesb.requests for sexual favorsc.verbal sexual conductd.physical sexual conducte.all the above(e; moderate)9. In the US, when is sexual harassment a violation of sex harassment law?a.when such conduct has the purpose or effect of substantially interferingwith a person’s work performanceb.when such conduct has the purpose or effect of creating an intimidating,hostile, or offensive work environmentc.when a crime of violence is motivated by genderd.both a and be.all of the above(d; moderate)10. In the US, _____ exists when an employer treats an individual differentlybecause that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd. Adverse impacte. Prima facie(a; easy)2011. In the US, _____ refers to the total employment process that results in asignificantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a.disparate treatmentb.disparate impactc.unintentional discriminationd.adverse impacte.prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification(BFOQ) as a defense against charges of discrimination based on _____.a.raceb.sexual orientationc.aged.gendere.all of the above(c; easy)13. In the US, religion may be used as a BFOQ if _____.a. a religious organization requires employees to share its religionb.an employer does not want to honor an employee’s religious holidaysc.hiring a person to teach in a nondenominational schoold.all of the abovee.none of the above(a; moderate)14. Which of the following characteristics could serve as a BFOQ depending onthe nature of the job requirements?a.ageb.genderc.national origind.religione.all of the above(e; easy)15. Organizations can measure diversity by using _____.a.equal employment hiring metricsb.employee attitude surveysc.management and employee evaluationsd.focus groupse.all of the above(e; moderate)16. Diversity management includes the following step(s):a.provide strong leadershipb.assess the situationc.provide diversity trainingd. a and be.a, b and c(e; moderate)2117. In providing strong leadership in diversity management, the CEO of acompany musta.take a personal interestb.become the role modelc.talk to every workerd. a and be.a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the following:a.equal employment hiring and retention metricsb.employee attitude surveyc.employee evaluationd. a and be.a, b and c(e; moderate)19. The objectives of diversity training include the following:a.make employees aware of value differencesb.build self esteem of the different ethnic groupsc.create a friendly atmosphere in the companyd. a and be.a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplaceby laws at the:a.federal levelb.state levelpany leveld. a and be.all of the above(d; moderate)21. In Australia, employees who have been discriminated against by an employermay complain to the:a.Human Rights and Equal Opportunity Commissionb.Ministry of Laborc.Prime Ministerd.Parliamente.All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following:a.work situationb.non-work situationc.special situationd. a and be.a, b and c(d; easy)2223. In Hong Kong, the Equal Opportunities Commission provides employers witha code of practice on:a.job advertisementsb.job titlespensationd.promotione.all of the above(e; moderate)24. In Indonesia, under the employment law, pregnant women have the followingrights:a.they cannot be dismissedb.they can return to their job after maternity leavec.they can have six months of maternity leaved. a and be.a, b and c(d; moderate)\25. In Japan, the Labor Standards Law prohibits the following:a.discrimination based on nationalityb.discrimination based on creedc.discrimination based on social statusd. a and be.a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encouragesself-regulation on the part of employers in:a.recruitmentb.selectionc.appraisald.traininge.all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommendsthat employers should not discriminate employees based on:a. raceb. religionc. aged. gendere. all of the above(e; easy)2328. In Singapore, the Code of Responsible Employment Practices is recommendedby:a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the following:a.meritb.experiencec.capabilityd. a and be.a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) ofemployment:a.recruitmentb.trainingc.appraisald. a and be.a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits employers fromdiscrimination against workers by:a.genderb.nationalityc.religiond.social statuse.all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it isrecommended that companies with over 300 workers should have a minimum ____ percent of their workers in the above-55 age group.a.Threeb.Fivec.Tend.Fifteene.Twenty(a; moderate)2433. In Malaysia, under the Code of Practice for the Prevention and Handling ofSexual Harassment at the Workplace, the Ministry of Manpower has:a.special division to deal with harassment casesb.the power to jail any person accused of sexual harassmentc.the power to fine any person accused of sexual harassmentd.the power to compensate the victim of sexual harassmente.all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a.sue employers for passing sexist remarksb.sue colleagues for passing sexist remarksc.seek compensation from the governmentd. a and be.none of the above(d; easy)True/ False35.Managers in non-U.S. companies must be aware of equal employmentopportunity laws in the US and in countries where they do business. (T; easy) 36.U.S. citizens working overseas for U.S. companies do not have the same equalemployment opportunity protection as those working within U.S. borders. (F;easy)37.In the U.S., equal employment opportunity laws were only introduced a fewyears ago. (F; easy)38.Managing diversity means maximizing diversity’s potential advantages whileminimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39.Equal employment opportunity practices have become necessary because oflegal requirements. (T; easy)40.Equal employment opportunity practices have become necessary because ofglobalization. (T; moderate)41.Equal employment opportunity practices have become necessary because ofchanges in workforce demographics. (T; moderate)42.In most countries, the workforce consists of people from different ethnic origins.(T; moderate)43.Global companies actively recruit and maintain a diverse workforce to tap thetalents from different ethnic groups (T; moderate)44.Managing diversity implies that companies are exploiting workers fromdifferent ethnic groups (F; difficult)2545.Managing diversity involves only compulsory management action. (F;moderate)46.Managing diversity involves only voluntary management action. (F; moderate)47.Managing diversity involves both compulsory and voluntary management action.(T; moderate)48.Managing diversity involves more than just employing workers of differentethnic origins. (T; difficult)49.In most countries, there are laws to prevent discrimination at the workplace (T;easy)50.Diversity management training should include inter-group conflict managementskills. (T; moderate)51.In diversity management practices, supervisors must be trained to deal withinter-group conflict. (T; moderate)52.Training foreign workers in their own language will help them to be moresensitive to ethnic differences. (T, difficult)53.Teaching foreign workers how to speak English will help them to be moresensitive to other cultures. (T; difficult)54.Having employees from different backgrounds helps the company to understanddifferent customer preferences. (T; moderate)55.Having employees from different ethnic groups helps the company to project amulti-cultural image. (T; moderate)56.It is expensive to maintain a multi-cultural workforce. (F; moderate)57.Workplace diversity makes strategic sense. (T; easy)58.Equal employment opportunity is the same as affirmative action. (F; moderate)59.Equal employment opportunity means giving every person an equal chance toget a job. (T; easy)60.The objective of affirmative action is to eliminate past effects of pastdiscrimination. (T; moderate)61.Affirmative action implies giving privileges to some protected groups. (T;difficult)62.Managing diversity is voluntary. (T; moderate)63.Affirmative action programs are mandatory. (T; moderate)2664.In Australia, there are laws to ensure that only Australians are not discriminatedagainst in the workplace. (F; easy)65.In Australia, employees who have been discriminated against by an employermay complain to the Human Rights and Equal Opportunity Commission. (T;easy)66.In Australia, non-Australian employees are not protected against discrimination.(F; difficult)67.In Hong Kong, advertisements that specify gender or marital status are barred.(T; moderate)68.In Hong Kong, the Sex Discrimination Ordinance deals only with discriminationbased on the grounds of sex. (F; moderate)69.In Hong Kong, the Sex Discrimination Ordinance deals with discriminationbased on the grounds of sex, marital status and pregnancy. (T; moderate)70.In Hong Kong, the Sex Discrimination Ordinance covers only work situations.(F; moderate)71.In Hong Kong, it is illegal to have different titles for men and women doing thesame work. (T; moderate)72.In Hong Kong, the Family Status Ordinance protects persons who areresponsible for taking care of their family members. (T; moderate)73.In Hong Kong, the Equal Employment Commission has to power to investigatenon-compliance with the law. (T; easy)74.In Indonesia, there are no anti-discrimination laws for female employees. (T;easy)75.In Indonesia, as there are no anti-discrimination laws, employers may dismisspregnant workers. (F; moderate)76.In Japan, the Equal Employment Opportunity Law provides equality inopportunities concerning recruitment, payment, promotion and training between male and female workers. (T; easy)77.In Japan, the Labor Standards Law prohibits only discrimination in wages andwork hours. (F; moderate)78.Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79.In Singapore, the Code of Responsible Employment Practices helps employersto promote responsible employment practices. (T; easy)80.In Singapore, the Code of Responsible Employment Practices is issued by thegovernment. (F; moderate)2781.In Singapore, employers may be jailed for not complying with the Code ofResponsible Employment Practices. (F; difficult)82.In Singapore, workers may sue their employers under the Code of ResponsibleEmployment Practices. (F; difficult)83.In South Korea, under the Aged Employment Promotion Act, all companiesmust employ some workers in the above-55 age group. (F; moderate)84.In South Korea, under the Employment Promotion Act for the Handicapped, allcompanies must employ some handicapped workers. (F; moderate)85.In South Korea, the Labor Standard Act prohibits employers fromdiscrimination against workers by gender, nationality, religion or social status.(T; easy)86.In Malaysia, the Code of Practice for the Prevention and Handling of SexualHarassment at the Workplace provides a mechanism for redress. (T; moderate) 87.In Malaysia, the Ministry of Human Resources has a special division to handlesexual harassment cases. (T; moderate)88.In Malaysia, the government encourages trade unions to include sexualharassment clauses in the collective agreements. (T; easy)89.In Thailand, women are protected under the Labor Protection Law. (T;moderate)90.In Thailand, women workers may sue their colleagues for making sexist remarksat the workplace. (T; moderate)91.In order to attract the best candidates, employers should adoptnon-discriminatory HR practices. (T; easy)92.Employers should apply non-discriminatory criteria only for some aspects ofemployment. (F; easy).93.Criteria and terms of employment should be made known to all employees. (T;moderate)94.There are business situations where a person’s race may be a requirement for thejob. (T; difficult)95.There are business situations where a person’s national origin may be arequirement for the job. (T; difficult)28Essay/ Short Answer96.What are the five sets of voluntary organizational activities that support thesuccess of a diversity management program? (moderate)Answer: The activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program.97.Several Asian countries have introduced anti-discrimination laws that make itunlawful to treat a person unfairly because of certain attributes. Give two examples.Answer: In Japan, the Labor Standards Law prohibits discrimination in wages, work hours and other labor conditions because of nationality, creed or social status. In South Korea, its Labor Standard Act prohibits employers from discrimination against workers by gender, nationality, religion, or social status.98.What is the purpose of introducing the Code of Responsible EmploymentPractices in Singapore?Answer: To help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job.99.In some business situations, a person’s race, nationality or religion may be arequirement for a job. Give some examples.Answer: a) When the employee is recruit to deal with clients of a specific language group. b) When the employee has to handle food or products that are not permitted by some religions (e.g. Muslims are not allowed to handle pork;Hindus do not eat beef).29。
组织行为学名词解释(不完整版)
Fixed-ratio schedule固定比率：当个体的反应积累到一个固定数目后，便给予奖励。
Variable ratio schedule可变比率：奖励根据个体行为的差异而发生变化。
OB Mod组织行为学校正：在这种方案中管理者首先确定与员工绩效相关的行为，然后实施干预战略，强化理想的绩效行为并减弱不理想的行为。
Neglect怠工：通过被动地听任事态越来越糟的方式来表达不满意。包括长期缺勤或迟到、降低努力程度和增加失误率。
第4章
Personality个性：个体对他人的反应方式和交往方式的总和。
Personality traits人格特质：用于描述个体行为的一些持久而稳定的特点。
Myers-Briggs Type Indicator迈尔斯-布里格斯类型指标：一种人格测试，包括四个特点，并把个体分成16种人格类型。
Operant conditioning操作性条件反射：一种条件反射类型，认为行为是其结果的函数。
Behaviorism行为主义：相对来说，紧随刺激物之后所发生的行为并没有经过大脑的思考。
Social-learning theory社会学习理论：个体可以通过观察和直接经验进行学习。
Shaping behavior行为塑造：循序渐进地强化每一个连续步骤，使个体逐渐趋近理想的反应。
Continuous reinforcement连续强化：每一次理想行为出现时，都予以强化。
Intermittent reinforcement间断强化：为了保证理想行为能够重复，强化的次数应该是充分的，但并不是每次都给予强化。
Fixed-化。
人力资源词汇(外企必备)
人力资源词汇（外企必备）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 小组评价Group/Team Bonus 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/Reward Payment/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A1.Acceptability可接受性2.Achievement tests成就测试3.Action plan 行动计划4.Action steps 行动步骤5.Adventure learning 探险学习法6.Adverse impact 负面影响7.Alternative dispute resolution(ADR) 建设性争议解决方法8.Analytic approach 分析法9.Appraisal politics 评价政治学10.apprenticeship 学徒制11.Arbitrary 仲裁12.Assessment 评价13.Assessment center 评价中心C22.Career 职业23.Career counseling 职业咨询24.Career curves (maturity curves)职业曲线（成熟曲线）25.Career management system职业管理系统26.Career support 职业支持27.Centralization 集权化munity of practice 演练小组pa-ratio 比较比率pensable factors 报酬要素petency assessment 能力评估petitive advantage 竞争优势33.Concentration strategy 集中战略34.Concurrent validation 同时效度35.Consumer price index,CPI 消费者价格指数36.Core competencies 核心竞争力37.Criterion-related validity效标关联效度38.Critical incident 关键事件39.Critical incident method关键事件法B14.Basic skills 基本技能15.Behavior-based program行为改变计划16.Behavior modeling 行为模拟17.Benchmarks 标杆18.Benchmarking 评判19.Benefits 收益20.Bonus 奖金21.Boycott 联合抵制D45.Data flow diagram 数据流程图46.Database 数据库47.Decentralization 分散化48.Delayering 扁平化49.Depression 沮丧50.Development planning system开发规划系统51.Differential piece rate差额计件工资52.Direct costs 直接成本53.Discipline 纪律54.Disparate impact 差别性影响55.Disparate treatment 差别性对待56.Diversity training 多元化培训57.Downsizing 精简58.Downward move 降级40.Cross-cultural preparation跨文化准备41.Cross-training 交叉培训42.Cultural environment 文化环境43.Cultural shock 文化冲击44.Customer appraisal 顾客评估E59.Efficiency wage theory效率工资理论60.Electronic performance support system(EPSS)电子绩效支持系统61.Employee empowerment 员工授权62.Employee leasing 员工租借63.Ethics 道德64.Expatriate 外派雇员65.Expert systems 专家系统66.External analysis 外部分析67.External growth strategy外部成长战略68.External labor market 外部劳动力市场G75.Gain sharing plans 收益分享计划76.Globalization 全球化77.Goals 目标78.Goals and timetables 目标和时间表79.Graphic rating-scale method图示评估法80.Group-building methods团队建设法81.Group mentoring program群体指导计划I90.Indirect costs 间接成本91.Individualism/collectivism个人主义/集体主义92.Input 投入93.Instructional design process指导性设计过程94.Internal analysis 内部分析95.Internal growth strategy内部成长战略96.Internship programs 实习计划97.Interview 面试98.Intraorganizational bargaining组织内谈判K115.Key jobs 关键工作Lbor market 劳动力市场bor relations process劳动关系进程118.Leaderless group discussion无领导小组讨论法119.Learning organization学习型组织120.Long-term-short-team orientation长期－短期导向M121.Maintenance of membership会员资格维持122.Management by objectives,MBO目标管理123.Management forecasts 管理预测124.Management prerogatives 管理特权125.Manager and/or supervisor appraisal经理和/或上司评估126.Managing diversity 管理多元化127.Markov analysis 马克夫分析法F69.Factor comparison system因素比较法70.Feedback 反馈71.Forecasting（劳动力供求）预测72.Formal education programs正规教育计划73.Frame of reference 参照系74.Functional job analysis,FJA职能工作分析H82.Hay profile method 海氏剖析法83.High-leverage training高层次培训84.High-performance work systems高绩效工作系统85.Hourly work 计时工资制86.Human capital 人力资本87.Human resource information system(HRIS)人力资源信息系统88.Human resource management人力资源管理89.Human resources planning,HRP人力资源计划J99.Job analysis 工作分析100.Job classification system工作分类法101.Job description 工作描述102.Job design 工作设计103.Job enlargement 工作扩大化104.Job enrichment 工作丰富化105.Job evaluation 工作评价106.Job experiences 工作经验107.Job involvement 工作认同108.Job posting and bidding工作张贴和申请109.Job progressions 工作提升110.Job ranking system工作重要性排序法111.Job rotation 工作轮换112.Job satisfaction 工作满意度113.Job specification 工作规范114.Job structure 工作结构。
OB组行为学名词解释(不完整版)
Collectivism集体主义：一种民族文化属性，描述的是人们生活在具有严谨架构的社会中，期望得到同一群体的其他人的照顾和保护。
Masculinity男性气质：一种民族文化属性，它描述文化支持男性角色如成就、权力及控制力的程度。
Biographical characteristics传记特点：即个人特点（如年龄、性别、种族、婚姻状况），它们是客观的，而且很容易从员工的档案中得到。
Learning学习：在经验的作用下发生的任何相对持久的行为改变。
Classical conditioning经典条件反射：条件反射的一种类型，个体对那些通常并不产生反应的刺激做出回应。
Short-term orientation短期取向：一种民族文化属性，强调过去和现在。
Personality-job fit theory人格-工作适应性理论：提出了六种人格类型，并指出，员工对于工作的满意度和流动意向取决于个体的Байду номын сангаас格特点与职业环境的匹配程度。
Job involvement工作参与：它测量一个人从心理上对其工作的认同程度以及认为他的绩效水平对自我价值的重要程度。
Psychological empowerment心里授权：员工对工作环境、工作能力、工作意义及工作自主性的影响程度的感知。
Organizational commitment组织承诺：员工对于特定组织及其目标的认同，并且希望保持组织成员身份的一种心态。
Employee engagement员工敬业度：个体对工作的参与度、满意度及工作的热情。
Attitude surveys态度调查：通过量表方式收集员工的反应，以了解他们对工作、工作群体、主管以及组织的感觉。
管理学专业术语(中英文对照)
1.管理与组织导论管理者:(manager)基层管理者:(first-line managers)中层管理者:(middle managers)高层管理者:(top managers)管理:(management)效率:(efficiency)效果:(effectiveness)计划:(planning)组织:(organizing)领导:(leading)控制:(controlling)管理角色:(management roles)人际关系角色:(interpersonal roles)信息传递角色:(informational roles)决策制定角色:(descisional roles)技术技能:(technical skills)人际技能:(human skills)概念技能:(conceptual skills)管理的普遍性:(universality of management)2.管理的历史劳动分工:(division of labor)工作专业化:(job specialization)工业革命:(industrific revolution)科学管理:(scientific management)一般行政管理理论:(general administrative theory) 管理原则:(principles of management)官僚行政组织:(bureaucracy)定量方法:(quantitative approach)组织行为:(organizational behavior)霍桑研究系统:(Hawthorne studies systems)封闭系统:(closed systems)开放系统:(open systems)权变理论:(contingency approach)劳动力多元化:(workforce diversity)电子企业:(e-business)电子商务:(e-commerce)内部网:(intranet)学习型组织:(learning organization)知识管理:(knowledge management)质量管理:(quality management)3.组织文化与环境管理万能论:(omnipotent view of management) 管理象征论:(symbolil view of management) 组织文化:(organization culture)强文化:(strong cultures)社会化:(socialization)工作场所精神境界:(workplace spirituality)外部环境:(external environment)具体环境:(specific environment)一般环境:(general environment)环境的不确定性:(environment uncertainty)环境的复杂性:(environment complexity)利益相关群体:(stakholders)4.全球环境中的管理狭隘主义:(parochialism)民族中心论:(ethnocentric attitude)多国中心论:(polycentric attitude)全球中心论:(geocentric attitude)跨国公司:(multinational corporation)多国公司:(multidomestic corporation)全球公司:(global company)跨国或无边界组织:(transnational or boredrless organization) 初始全球化组织:(born globals)全球外购:(global sourcing)出口:(exporting)进口:(importing)许可证经营:(licensing)许可经营:(franchising)战略同盟:(strategic alliance)合资企业:(joint venture)外国子公司:(foreign subsidiary)市场经济:(market economy)计划经济:(command economy)民族文化:(national culture)5.社会责任与管理道德古典观点:(classical view)社会经济学观点:(socioeconomic view)社会义务:(social obligation)社会响应:(social responsiveness)社会责任:(social responsinility)社会屏障筛选:(social screening)管理的绿色化:(gerrning of management)以价值观为基础的管理:(values-based management) 道德:(ethics)自我强度控制点:(ego strength locus of control)道德准则:(code of ethics)社会企业家:(social entrepreneur)社会影响管理:(social impact management)6.制定决策决策:(decisions)决策制定过程:(decision-making process)决策标准问题:(decision criteria problem)理性的:(rational)有限理性:(bounded rationality)满意的承诺升级:(satisfied escalation of commitment) 直觉决策:(intuitive decision making)结构良好问题:(structured problems)程序化决策:(programmed decision)程序:(procedure)规则:(rule)政策:(policy)结构不良问题:(unstructured problems)非程序化决策:(nonprogrammed decisions) 确定性:(certainty)风险性:(risk)命令型风格:(directive style)分析型风格:(analytic style)概念型风格:(conceptual style)行为型风格:(behavioral style)启发法:(heuristics)7.计划的基础陈述目标:(stated goals)真实目标:(real goals)战略计划:(strategic plans)运营计划:(operational plans)长期计划:(long-term plans)短期计划:(short-term plans)具体计划:(specific plans)方向性计划:(directional plans)一次性计划:(single-used plans)持续性计划:(standing plans)传统目标:(traditional goal setting)手段-目标链:(means-ends chain)目标管理:(management by objectives)使命:(mission)承诺概念:(commitment concept)正式计划部门:(formal planning department) 8.战略管理战略管理:(strategic management)组织战略商业模式:(strategies business model ) 战略管理过程:(strategic management process) 机会:(opportunities)威胁:(threats)资源:(resources)能力:(capabilities)核心竞争力:(core competencies)SWOT分析法:(SWOT analysis)公司层战略:(corporate strategy)增长战略:(growth strategy)相关多元化:(related diversification)非相关多元化:(unrelated diversification)稳定性战略:(stability strategy)更新战略:(renewal strategies)紧缩战略:(retrenchment strategy)扭转战略:(turnaround strategy)BCG矩阵:(BCG matrix)业务层战略:(business strategy)战略业务单元:(strategic business units) 竞争优势:(competitive advantage)成本领先战略:(cost leadership strategy) 遵循差异化战略:(differentiation strategy) 聚焦战略:(focus strategy)徘徊其间:(stuck in the middle)战略灵活性:(strategic flexibility)市场先入者:(first mover)9.计划的工具技术环境扫描:(environment scanning)竞争对手情报:(competitor intelligence) 预测:(forecasts)定量预测:(quantitative forecasting)定性预测:(qualitative forecasting)标杆比较:(benchmarking)资源:(resources)预算:(budget)甘特图:(Gantt chart)负荷图:(load chart)事件:(events)计划评审技术:(the program evaluation and review technique) 活动:(activities)松弛时间:(slack time)关键路径:(critical path)盈亏平衡分析:(breakeven analysis)线性规划:(linear programming)项目管理:(project management)脚本:(scenario)10.组织结构与设计组织结构设计:(organazational structure design)工作专门化:(work specialization)职能部门化:(functional departmentalization)产品部门化:(product departmentalization)地区部门化:(geographical departmentalization)过程部门化:(process departmentalization)顾客部门化:(customer departmentalization)跨职能团队:(cross-functional teams)指挥链:(chain of command)职权:(authority)职责:(responsibility)统一指挥:(unity of command)管理跨度:(span of control)集权化:(centralization)分权化:(decentralization)员工授权:(employee empowerment)正规化:(formalization)机械式组织:(mechanistic organization) 有机式组织:(organic organization)单件生产:(unit production)大批量生产:(mass production)连续生产:(process production)简单结构:(simple structure)职能型结构:(flanctional structure)事业部型结构:(divisional structure)团队结构:(team structure)矩阵型结构:(matrix structure)项目型结构:(project structure)无边界组织:(boundaryless organization) 虚拟组织:(virtual organization)学习型组织:(learning organization)组织结构图:(organizational charts)11.沟通与信息技术沟通:(communication)人际沟通:(interpersonal communication) 组织沟通:(organizational communication) 信息:(message)编码:(encoding)解码:(decoding)沟通过程:(communication process)噪声:(noise)非语言沟通:(nonverbal communication) 体态语言:(body language)语调:(verbal intonation)过滤:(filtering)信息超载:(information overload)积极倾听:(active listening)正式沟通:(formal communication)非正式沟通:(informal communication) 下行沟通:(upward communication)横向沟通:(lateral communication)斜向沟通:(diagonal communication)沟通网络:( communication networks)小道消息:(grape-vine)电子邮件:()即时消息:(instant messaging)音频邮件:(voic)电子数据交换:(electrinic data interchange)电话会议:(teleconferencing)可视会议:(videoconferencing)网络会议:(webconferencing)内部互联网:(intranet)外部互联网:(Extranet)实践社区:(communities practive)12.人力资源管理高绩效工作实务:(high-performance work practices)人力资源管理过程:(human resource management process) 工会(labor union)反优先雇佣行动计划:(affirmative action)人力资源规划:(human resource planning)职务分析:(job analysis)职务说明书:(job description)职务规范:(job specification)招聘:(recruitment)解聘:(decriuitment)甄选:(selection)效度:(validity)信度:(reliability)工作抽样:(work samping)评估中心:(assessment centers)真实工作预览:(relistic job preview)上岗培训:(orientation)绩效管理系统:(performance management system)书面描述法:(written essay)关键事件法:(critical incidents)评分表法:(graphic rating scales)行为定位评分法:(behaviorally anchored rating scales) 多人比较法:(multiperson comparisons)360度反馈法:(360-degree feedback)基于技能薪酬:(skill-based pay)浮动工资:(variable pay)精简机构:(downsizing)性骚扰:(sexual harassment)基于家庭的福利:(family-friendly benefits)13.变革与创新管理组织变革:(organizational change)变革推动者:(change agent)组织发展:(organizational development)压力:(stress)14.行为的基础行为:(behavior)组织行为学:(organizational behavior)员工生产率:(employee productivity)离职率:(turnover)组织公民行为:(organizational citizen behavior)工作满意度:(job satisfaction)工作场所不当行为态度:(workplace misbehavior attitudes) 认知行为:(cognitive component)情感成分:(affective component)行为成分:(behavior component)组织承诺:(organizational commitment)组织支持感:(perceived organizational support)认知失调:(cognitive dissonance)态度调查:(attitude surveys)人格:(personality)马基雅维里主义:(machiavellianism)自尊:(self-esteem)自我控制:(self-monitoring)印象管理:(impression management)情绪:(emotion)情绪智力:(emotional Intelligence)知觉:(perception)归因理论:(attribution theory)基本归因错误:(fundamental attribution error) 自我服务偏见:(self-serving bias)假设相似性:(assumed similarity)刻板印象:(stereotyping)晕轮效应:(halo effect)操作性条件反射:(operant conditioning)社会学习理论:(social learning theory)行为塑造:(shaping behavior)15.理解群体与团队群体:(group)形成阶段:(forming)震荡阶段:(storming)规范阶段:(norming)执行阶段:(performing)解体阶段:(adjourning)群体思维:(groupthink)地位:(status)社会惰化:(social loafing)群体内聚力:(group cohesiveness)冲突:(conflict)冲突的传统观点:(traditional view of conflict)冲突的人际关系观点:(human relations view of conflict) 冲突的交互作用观点:(interactionist view of conflict) 积极冲突:(functional conflict)消极冲突:(disfunctional conflict)任务冲突:(task conflict)关系冲突:(relationship conflict)过程冲突:(process conflict)工作团队:(workteams)自我管理团队:(self-managed work teams)跨职能团队:(cross-functional team)虚拟团队:(virtual team)社会网络构造:(social network structure)16.激励员工动机:(motivation)需要层次理论:(hierarchy of needs theory) 双因素理论:(two-factor theory)保健因素:(hygiene factors)激励因素:(motivators)三种需要理论:(three-needs theory)成就需要:(need for achievement)权力需要:(need for power)归属需要:(need for affiliation)目标设置理论:(goal-setting theory)自我效能感:(self-efficacy)强化理论:(reinforcement theory)强化物:(reinforcer)工作设计:(job design)工作扩大化:(job enlargement)工作丰富化:(job enrichment)工作深度:(job depth)工作特征模型:(job characteristics model) 公平理论:(equity theory)参照对象:(referents)分配公平:(distributive justice)程序公平:(procedural justice)期望理论:(expectancy theory)压缩工作周:(compressed workweek)弹性工作制:(flexible work hours)弹性时间制:(flextime)工作分担:(job sharing)远程办公:(telecommuting)账目公开管理:(open-book management)员工认可方案:(employee recognition programs) 绩效工资方案:(pay-for-performance program) 股票期权:(stock options)17.领导领导者:(leader)领导:(leadership)行为理论:(behavioral theories)独裁型风格:(authoeratic style)民主型风格:(democratic style)放任型风格:(laissez-faire style)定规维度:(initiating strueture)关怀维度:(consideration)高-高型领导者:(high-high leader)管理方格:(managerial grid)权变模型:(contingency model)最难共事着问卷:(least-preferred co-worker questionnaire) 情境领导理论:(situational leadership theory)成熟度:(readiness)领导者参与模型:(leader participation model)路径-目标理论:(path-goal theory)交易型领导者:(transactional leaders)变革型领导者:(transformational leaders)领袖魅力型领导者:(charismatic leader)愿景规划型领导:(visionary leadership)法定权利:(legitimate power)强制权利:(coercive power)奖赏权力:(reward power)专家权利:(expert power)参照权利:(referent power)信誉:(credibility)信任:(trust)授权:(empowerment)18.控制的基础控制:(controlling)市场控制:(market control)官僚控制:(bureaucratic control)小集团控制:(clan control)控制过程:(control process)偏差范围:(range of variation)直接纠正行动:(immediate corrective)彻底纠正行动:(basic correvtive action)绩效:(performance)组织绩效:(organizational performance)生产率:(productivity)组织有效性:(organizational effectiveness)前馈控制:(feedforward control)同期控制:(concurrent control)走动管理:(management by walking around)反馈控制:(feedback control)经济附加值:(economic value added)市场附加值:(market valueadded)平衡计分卡:(balanced scorecard)管理信息系统:(management information system)- - -标杆比较:(benchmarking)员工偷窃:(employee theft)服务利润链:(service profit chain)公司治理:(corporate governance)19.运营与价值链管理运营管理:(operations management)制造型组织:(manufacturing organizations)服务型组织:(service organizations)价值链:(value chain)价值链管理:(value chain management)组织过程:(organizational processes)知识产权:(intellectual processes)质量:(quality)批量定制:(mass customization)- - 总结资料。
常用hr用语
精选了一些常用的人力资源英语，希望对大家有所帮助哦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 without Leave 无故缺勤擅离职守Absenteeism 缺勤Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失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Administer 管理者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Affective Commitment 情感认同Affiliation Need 归属需求Age Composition 年龄结构Age Discrimination 年龄歧视Age Retirement 因龄退休Agreement Content 协议内容Allowance 津贴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Attendance 考勤Attendance Rate 出勤率Attitude Survey 态度调查Attribution Theory 归因理论Authority 职权Availability Forecast 供给预测Background Investigation 背景调查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Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-balanced scorecard 平衡计分卡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Career Anchors 职业锚/职业动机Career Counseling 职业咨询Career Development Method 职业发展方法Career Planning 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 Studay Training Method 案例研究培训法CIPP-Context,Input,Process,Product CIPP 评估模型Cognitive Aptitude Test 认知能力测试Colleague Appraisal 同事考评Comparative Appraisal Method 比较评估法Compensable Factor 报酬要素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 胜任特征Competency Model 胜任特征模型Competency-Based Pay/Skill-Based Pay 技能工资Conciliation 调解Conflict 冲突Conflict Management 冲突管理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Cost Per Hire 单位招聘成本Culture Shock 文化冲突Cumulative Trauma Disorder 累积性工伤Delphi Analysis 德尔菲分析Differential Piece Rate 差额计件工资Dimission 离职Dimission Interview 离职面谈Dimission Rate 离职率dismissal reason 解雇理由disparate treatment 差别性对待distribute bonus/profit sharing 分红diversity management 多样性管理diversity training 多样化培训division structure 事业部结构Downsizing 裁员Early Retirement 提前退休Early Retirement Factor 提前退休因素Earnings 薪资Education 学历Education Subsidy 教育津贴EEO-Equal Employment Opportunity 公平就业机会Effect Factors of Career Planning 职业规划影响因素Effect Factors of Development 开发影响因素Effective Working Hour 有效工时Efficiency of Labor 劳动效率Efficiency Wage 效率工资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 Manual 员工手册Employee Potential 员工潜能Employee Safety and Health 员工安全和健康Employee Security 员工安全Employee Skill 员工技能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Employment 雇用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Exit Interview 离职面谈Expectancy Theory 期望理论Expectation 期望值Expected Salary 期望薪水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 外部公平环境Extra Work 加班Extrinsic Rewards 外部奖励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 Department 职能部门Funeral Leave 丧假Goal Conflict 目标冲突Group Congeniality/Cohesiveness 群体凝集力Guaranteed Employment Offer 雇用信Halo Effect 晕轮效应Headhunting 猎头Health Insurance 健康保险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Holiday Pay 假日薪水Horizontal Career Path 横向职业途径Housing/Rental Allowance 住房补贴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-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Incentive Compensation/Reward Payment/Premium 奖金Incentive Plan 激励计划Incentive-Suggestion System 奖励建议制度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JAS-Job Analysis Schedule 工作分析计划表Job 工作、职业Job Account 工作统计Job Aid 工作辅助Job Assignment 工作分配Job Analysis 工作分析Job Analysis Methods 工作分析方法Job Analysis Process 工作分析流程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 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 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 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 Vacancy 职业空缺，岗位空缺Job-hop 跳槽频繁者J．S．Adams Equity Theory 亚当斯的公平理论Karoshi 过劳死KPI-key Process Indication 企业关键业绩指标Knowledge Database 知识数据库Knowledge Management 知识管理KSA－knowledge ,skill, attitude 知识，技能，态度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 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 Relation 劳动关系Labor Reserve 劳动力储备Labor Shortage 劳动力短缺Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维Leader Attach Training 领导者匹配训练Leaderless Group Discussion 无领导小组讨论法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Line Manager 直线经理Line Authority 直线职权Line Structure 直线结构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Management Assessment Center 管理评价中心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Matrix Structure 矩阵结构MBO-Management By Objective 目标管理Medical Insurance 医疗保险Medical/Physical Ability Inspection/Physical Ability Test 体检Merit Pay 绩效工资Merit Raise 绩效加薪Minimum Wage 最低工资Mission Installation Allowance 出差津贴Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-hygiene Theory 激励保健论Needs Assessment 需求评估Nepotism 裙带关系No Financial Compensation 非经济报酬Noncontributory Plan 非付费退休金计划Nondiscrimination Rule 非歧视性原则No-Pay Study Leave 无薪进修假期Normal Retirement 正常退休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offer letter 录用通知书on boarding training 入职培训on-the-job training 在职培训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 climate 组织气候organizational commitment 组织认同感organizational function 组织职能organizational level 组织层次organizational merger 组织合并organizational orientation 组织定位orientation objective 岗前培训目标orientation period 岗前培训阶段overtime hour 加班工时overtime wage 加班工资overtime work 加班part-time job 兼职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 range 工资幅度pay rate 工资率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prize contest 奖励竞争probationary term/probation period 试用期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 manager 职业经理人promote/demote 晋升/降职psychic reward 精神奖励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Regular Earning/Pay/Wage 固定工资Renege 违约Resignation 辞职Resume 简历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Role Playing 角色扮演Roles of HRM 人力资源管理角色Situational Interview 情景面试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Stress Interview 压力面试Stress Source 压力来源Strike 罢工Supplement Pay 补充报酬Survey Feedback 调查反馈Talent 人才Time Management 时间管理Timework Work 计时工作Trainer 培训师Training 培训Training &Development Manager 培训经理Training Administration 培训管理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Treatment 待遇Turnover 人事变动Unemployment 失业Unemployment Compensation 失业津贴Unemployment Insurance 失业保险Unemployment Rate 失业率Unregistered Employment 隐性就业Vacation 假期VPT-Vocational Preference Test 职业性向测试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Welfare Management 福利管理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 Pressure 工作压力Written Examination 笔试Wrongful Discharge 不当解雇下面资料为赠送的地产广告语不需要的下载后可以编辑删除就可以，谢谢选择，祝您工作顺利，生活愉快！地产广告语1、让世界向往的故乡2、某沿河楼盘：生活，在水岸停泊3、一江春水一种人生4、某钱塘江边楼盘：面对潮流经典依旧5、海景房：站在家里，海是美景；站在海上，家是美景6、以山水为卖点的楼盘：山水是真正的不动产7、某城区的山腰上的楼盘：凌驾尊贵俯瞰繁华8、某地势较高的楼盘：高人，只住有高度的房子9、某学区房：不要让孩子输在起跑线上10、尾盘：最后，最珍贵11、回家就是度假的生活12、生命就该浪费在美好的事情上我们造城——2、我的工作就是享受生活——3、我家的客厅，就是我的生活名片——4、在自己的阳台看上海的未来——5、公园不在我家里我家住在公园里——6、这里的花园没有四季——7、***，装饰城市的风景——8、***，我把天空搬回家——9、房在林中，人在树下——10、生活，就是居住在别人的爱慕里——11、到〖星河湾〗看看好房子的标准——12、好生活在〖珠江〗——13、爱家的男人住〖百合〗城市岸泊：城市的岸泊，生活的小镇生活之美不缺少，在于发现情趣不在于奢华，在于精彩生活有了美感才值得思考……玫瑰庄园：山地生态，健康人生卓越地段，超大社区一种完整且完善的环境，像原生一样和谐原生景象自然天成人本理念精品建筑知名物业智能安防诚信为本实力铸造比华利山庄：海岸生活——引领世界的生活方式海岸生活——22公里的奢华海岸生活——高尚人生的序曲海岸生活——人与自然的融合苹果二十二院街：人文自然现代铺的蔓伸荣和山水美地：让世界向往的故乡香港时代：时代精英开拓未来领衔建筑，彰显尊贵绿地崴廉公寓：金桥40万平方米德国音乐艺术生活汇都国际：昆明都心，城市引擎财富之都风情之都梦幻之都文化之都商贸之都西部首座巨型商业之城颠峰商圈的原动力，缔造西部财富新领地新江湾城：绿色生态港国际智慧城新江湾城，一座承载上海新梦想的城区上海城投，全心以赴建设知识型，生态型花园城区风和日丽：入住准现楼，升值在望湾区大户，空中花园大格局下的西海岸市中心：市中心少数人的专属颠峰珍贵市中心的稀世名宅正中心城市颠峰领地颠峰勾勒稀世名宅繁华不落幕的居家风景地利皇者尽得先机稀世经典180席阳光国际公寓：阳光金桥来自纽约的生活蓝本钟宅湾：海峡西岸生态人居休闲商务区汇聚国际财富与人居梦想的绝版宝地二十一世纪是城市的世纪，二十一世纪也是海洋的世纪谁控制了海洋，谁就控制了一切站在蓝色海岸的前沿，开启一个新的地产时代东南门户海湾之心海峡西岸生态人居休闲商务区让所有财富的目光聚集钟宅湾，这里每一天都在创造历史上海A座（科维大厦）：创富人生的黄金眼掘金上海！创富人生！远东大厦：花小公司的钱，做大公司的事未来城：无可挑战的优势无可限量的空间绿地集团：居住问题的答疑者，舒适生活的提案人茶马驿栈：精明置业时机享受附加值财富最大化雪山下的世外桃源茶马古道上千年清泉之乡金地格林春岸：城市精英的梦想家园繁华与宁静共存，阔绰身份不显自露建筑覆盖率仅20%，令视野更为广阔占据最佳景观位置，用高度提炼生活完美演绎自然精髓，谱写古城新篇章创新房型推陈出新，阔气空间彰显不凡365天的贴身护卫，阔度管理以您为尊金地格林小城：心没有界限，身没有界限春光永驻童话之城我的家，我的天下东渡国际：梦想建筑，建筑梦想齐鲁置业：传承经典，创新生活比天空更宽广的是人的思想创新远见生活嘉德中央公园：一群绝不妥协的居住理想家完成一座改变你对住宅想象的超越作品极至的资源整合丰富住家的生活内涵苛求的建造细节提升住家的生活品质地段优势，就是永恒价值优势设计优势，就是生活质量优势景观优势，就是生命健康优势管理优势，就是生活品味优势空中华尔兹：自然而来的气质，华尔兹的生活等级享受，没有不可逾越的极限所谓完美的习惯，是舒适空间的心情定格！临江花园：经典生活品质风景中的舞台美林别墅：源欧美经典纯自然空间住原味别墅赏园林艺术淡雅怡景温馨自然钱江时代：核心时代，核心生活核心位置创意空间优雅规划人文景观财富未来城市精神，自然风景，渗透私人空间泰达时尚广场：是球场更是剧场城市经济活力源时尚天津水舞中国未来都会休闲之居创意时尚天天嘉年华健康快乐新境界商旅新天地缔造好生意城市运营战略联盟，参与协作，多方共赢华龙碧水豪园：浪漫一次，相守一生东方莱茵：品鉴品位宜家宜人建筑一道贵族色彩品鉴一方美学空间品位一份怡然自得荡漾一股生命活力坐拥一处旺地静宅体会一种尊崇感受常青花园（新康苑）：新康苑生活感受凌驾常规大非凡生活领域成功人士的生活礼遇拥有与自己身份地位相等的花园社区在属于自己的宴会餐厅里会宾邀朋只与自己品味爱好相同的成功人士为邻孩子的起步就与优越同步酒店式物管礼遇拥有[一屋两公园前后是氧吧]的美极环境水木清华：住在你心里福星惠誉（金色华府）：金色华府，市府街才智名门——释放生命的金色魅力真正了解一个人，要看他的朋友，看他的对手。
人力资源管理-Unit-英文-习题与标准答案
人力资源管理-Unit-英文-习题与答案————————————————————————————————作者：————————————————————————————————日期：2Chapter 2: Equal Opportunity and the LawMultiple Choice1.Every time you advertise a job opening, interview, test or select a candidate orappraise an employee, you should be aware of:a.equal employment opportunity lawb.anti-discrimination lawc.criminal lawd.both a and be.both a and c(d; moderate)2.The _____ Amendment to the US Constitution states, “no person shall bedeprived of life, liberty, or property, without due process of the law.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(b; moderate)3.The _____ Amendment to the US Constitution makes it illegal for any state to“make or enforce any law which shall abridge the pr ivileges and immunities of citizens of the United States.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)4.Which Amendment to the US Constitution is generally viewed as barringdiscrimination based on sex, national origin, or race?a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)5.In the US, Title VII of the Civil Rights Act prohibits discrimination based onall of the following characteristics except _____.a.raceb.sexual orientationc.colord.religione.national origin(b; moderate)196.In the US, the _____ made it unlawful to discriminate in pay on the basis ofsex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions.a.Title VIIb.Equal Pay Actc.Executive Order (US President)d.Age Discrimination in Employment Acte.13th Amendment to the US Constitution(b; moderate)7.Which of the following factors is not an acceptable basis for different pay forequal work under the US Equal Pay Act?a.genderb.seniority systemc.merit pay systemd.quality of productione.all are unacceptable factors(a; moderate)8.The US EEOC guidelines define sexual harassment as:a.unwelcome sexual advancesb.requests for sexual favorsc.verbal sexual conductd.physical sexual conducte.all the above(e; moderate)9. In the US, when is sexual harassment a violation of sex harassment law?a.when such conduct has the purpose or effect of substantially interferingwith a person’s work performanceb.when such conduct has the purpose or effect of creating an intimidating,hostile, or offensive work environmentc.when a crime of violence is motivated by genderd.both a and be.all of the above(d; moderate)10. In the US, _____ exists when an employer treats an individual differentlybecause that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd. Adverse impacte. Prima facie(a; easy)2011. In the US, _____ refers to the total employment process that results in asignificantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a.disparate treatmentb.disparate impactc.unintentional discriminationd.adverse impacte.prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification(BFOQ) as a defense against charges of discrimination based on _____.a.raceb.sexual orientationc.aged.gendere.all of the above(c; easy)13. In the US, religion may be used as a BFOQ if _____.a. a religious organization requires employees to share its religionb.an employer does not want to honor an employee’s religious holidaysc.hiring a person to teach in a nondenominational schoold.all of the abovee.none of the above(a; moderate)14. Which of the following characteristics could serve as a BFOQ depending onthe nature of the job requirements?a.ageb.genderc.national origind.religione.all of the above(e; easy)15. Organizations can measure diversity by using _____.a.equal employment hiring metricsb.employee attitude surveysc.management and employee evaluationsd.focus groupse.all of the above(e; moderate)16. Diversity management includes the following step(s):a.provide strong leadershipb.assess the situationc.provide diversity trainingd. a and be.a, b and c(e; moderate)2117. In providing strong leadership in diversity management, the CEO of acompany musta.take a personal interestb.become the role modelc.talk to every workerd. a and be.a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the following:a.equal employment hiring and retention metricsb.employee attitude surveyc.employee evaluationd. a and be.a, b and c(e; moderate)19. The objectives of diversity training include the following:a.make employees aware of value differencesb.build self esteem of the different ethnic groupsc.create a friendly atmosphere in the companyd. a and be.a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplaceby laws at the:a.federal levelb.state levelpany leveld. a and be.all of the above(d; moderate)21. In Australia, employees who have been discriminated against by an employermay complain to the:a.Human Rights and Equal Opportunity Commissionb.Ministry of Laborc.Prime Ministerd.Parliamente.All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following:a.work situationb.non-work situationc.special situationd. a and be.a, b and c(d; easy)2223. In Hong Kong, the Equal Opportunities Commission provides employers witha code of practice on:a.job advertisementsb.job titlespensationd.promotione.all of the above(e; moderate)24. In Indonesia, under the employment law, pregnant women have the followingrights:a.they cannot be dismissedb.they can return to their job after maternity leavec.they can have six months of maternity leaved. a and be.a, b and c(d; moderate)\25. In Japan, the Labor Standards Law prohibits the following:a.discrimination based on nationalityb.discrimination based on creedc.discrimination based on social statusd. a and be.a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encouragesself-regulation on the part of employers in:a.recruitmentb.selectionc.appraisald.traininge.all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommendsthat employers should not discriminate employees based on:a. raceb. religionc. aged. gendere. all of the above(e; easy)2328. In Singapore, the Code of Responsible Employment Practices is recommendedby:a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the following:a.meritb.experiencec.capabilityd. a and be.a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) ofemployment:a.recruitmentb.trainingc.appraisald. a and be.a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits employers fromdiscrimination against workers by:a.genderb.nationalityc.religiond.social statuse.all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it isrecommended that companies with over 300 workers should have a minimum ____ percent of their workers in the above-55 age group.a.Threeb.Fivec.Tend.Fifteene.Twenty(a; moderate)2433. In Malaysia, under the Code of Practice for the Prevention and Handling ofSexual Harassment at the Workplace, the Ministry of Manpower has:a.special division to deal with harassment casesb.the power to jail any person accused of sexual harassmentc.the power to fine any person accused of sexual harassmentd.the power to compensate the victim of sexual harassmente.all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a.sue employers for passing sexist remarksb.sue colleagues for passing sexist remarksc.seek compensation from the governmentd. a and be.none of the above(d; easy)True/ False35.Managers in non-U.S. companies must be aware of equal employmentopportunity laws in the US and in countries where they do business. (T; easy) 36.U.S. citizens working overseas for U.S. companies do not have the same equalemployment opportunity protection as those working within U.S. borders. (F;easy)37.In the U.S., equal employment opportunity laws were only introduced a fewyears ago. (F; easy)38.Managing diversity means maximizing diversity’s potential advantages whileminimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39.Equal employment opportunity practices have become necessary because oflegal requirements. (T; easy)40.Equal employment opportunity practices have become necessary because ofglobalization. (T; moderate)41.Equal employment opportunity practices have become necessary because ofchanges in workforce demographics. (T; moderate)42.In most countries, the workforce consists of people from different ethnic origins.(T; moderate)43.Global companies actively recruit and maintain a diverse workforce to tap thetalents from different ethnic groups (T; moderate)44.Managing diversity implies that companies are exploiting workers fromdifferent ethnic groups (F; difficult)2545.Managing diversity involves only compulsory management action. (F;moderate)46.Managing diversity involves only voluntary management action. (F; moderate)47.Managing diversity involves both compulsory and voluntary management action.(T; moderate)48.Managing diversity involves more than just employing workers of differentethnic origins. (T; difficult)49.In most countries, there are laws to prevent discrimination at the workplace (T;easy)50.Diversity management training should include inter-group conflict managementskills. (T; moderate)51.In diversity management practices, supervisors must be trained to deal withinter-group conflict. (T; moderate)52.Training foreign workers in their own language will help them to be moresensitive to ethnic differences. (T, difficult)53.Teaching foreign workers how to speak English will help them to be moresensitive to other cultures. (T; difficult)54.Having employees from different backgrounds helps the company to understanddifferent customer preferences. (T; moderate)55.Having employees from different ethnic groups helps the company to project amulti-cultural image. (T; moderate)56.It is expensive to maintain a multi-cultural workforce. (F; moderate)57.Workplace diversity makes strategic sense. (T; easy)58.Equal employment opportunity is the same as affirmative action. (F; moderate)59.Equal employment opportunity means giving every person an equal chance toget a job. (T; easy)60.The objective of affirmative action is to eliminate past effects of pastdiscrimination. (T; moderate)61.Affirmative action implies giving privileges to some protected groups. (T;difficult)62.Managing diversity is voluntary. (T; moderate)63.Affirmative action programs are mandatory. (T; moderate)2664.In Australia, there are laws to ensure that only Australians are not discriminatedagainst in the workplace. (F; easy)65.In Australia, employees who have been discriminated against by an employermay complain to the Human Rights and Equal Opportunity Commission. (T;easy)66.In Australia, non-Australian employees are not protected against discrimination.(F; difficult)67.In Hong Kong, advertisements that specify gender or marital status are barred.(T; moderate)68.In Hong Kong, the Sex Discrimination Ordinance deals only with discriminationbased on the grounds of sex. (F; moderate)69.In Hong Kong, the Sex Discrimination Ordinance deals with discriminationbased on the grounds of sex, marital status and pregnancy. (T; moderate)70.In Hong Kong, the Sex Discrimination Ordinance covers only work situations.(F; moderate)71.In Hong Kong, it is illegal to have different titles for men and women doing thesame work. (T; moderate)72.In Hong Kong, the Family Status Ordinance protects persons who areresponsible for taking care of their family members. (T; moderate)73.In Hong Kong, the Equal Employment Commission has to power to investigatenon-compliance with the law. (T; easy)74.In Indonesia, there are no anti-discrimination laws for female employees. (T;easy)75.In Indonesia, as there are no anti-discrimination laws, employers may dismisspregnant workers. (F; moderate)76.In Japan, the Equal Employment Opportunity Law provides equality inopportunities concerning recruitment, payment, promotion and training between male and female workers. (T; easy)77.In Japan, the Labor Standards Law prohibits only discrimination in wages andwork hours. (F; moderate)78.Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79.In Singapore, the Code of Responsible Employment Practices helps employersto promote responsible employment practices. (T; easy)80.In Singapore, the Code of Responsible Employment Practices is issued by thegovernment. (F; moderate)2781.In Singapore, employers may be jailed for not complying with the Code ofResponsible Employment Practices. (F; difficult)82.In Singapore, workers may sue their employers under the Code of ResponsibleEmployment Practices. (F; difficult)83.In South Korea, under the Aged Employment Promotion Act, all companiesmust employ some workers in the above-55 age group. (F; moderate)84.In South Korea, under the Employment Promotion Act for the Handicapped, allcompanies must employ some handicapped workers. (F; moderate)85.In South Korea, the Labor Standard Act prohibits employers fromdiscrimination against workers by gender, nationality, religion or social status.(T; easy)86.In Malaysia, the Code of Practice for the Prevention and Handling of SexualHarassment at the Workplace provides a mechanism for redress. (T; moderate) 87.In Malaysia, the Ministry of Human Resources has a special division to handlesexual harassment cases. (T; moderate)88.In Malaysia, the government encourages trade unions to include sexualharassment clauses in the collective agreements. (T; easy)89.In Thailand, women are protected under the Labor Protection Law. (T;moderate)90.In Thailand, women workers may sue their colleagues for making sexist remarksat the workplace. (T; moderate)91.In order to attract the best candidates, employers should adoptnon-discriminatory HR practices. (T; easy)92.Employers should apply non-discriminatory criteria only for some aspects ofemployment. (F; easy).93.Criteria and terms of employment should be made known to all employees. (T;moderate)94.There are business situations where a person’s race may be a requirement for thejob. (T; difficult)95.There are business situations where a person’s national origin may be arequirement for the job. (T; difficult)28Essay/ Short Answer96.What are the five sets of voluntary organizational activities that support thesuccess of a diversity management program? (moderate)Answer: The activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program.97.Several Asian countries have introduced anti-discrimination laws that make itunlawful to treat a person unfairly because of certain attributes. Give two examples.Answer: In Japan, the Labor Standards Law prohibits discrimination in wages, work hours and other labor conditions because of nationality, creed or social status. In South Korea, its Labor Standard Act prohibits employers from discrimination against workers by gender, nationality, religion, or social status.98.What is the purpose of introducing the Code of Responsible EmploymentPractices in Singapore?Answer: To help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job.99.In some business situations, a person’s race, nationality or religion may be arequirement for a job. Give some examples.Answer: a) When the employee is recruit to deal with clients of a specific language group. b) When the employee has to handle food or products that are not permitted by some religions (e.g. Muslims are not allowed to handle pork;Hindus do not eat beef).29。
员工满意度调查(英文)
Why do employee satisfaction surveys?
Just to say you did it you sense a problem and need input you have turmoil and want to get to the
Content
• the company • direct management • senior management • within department • across departments • tools
Building an employee satisfaction survey
– one of the best – above average – average – below average – one of the worst
The company as a whole is well managed I am proud to work at the company
bottom of it opportunity for input
Building an employee satisfaction survey
Process
• anonymity
•
Building an employee satisfaction survey
– ‘neither agree nor disagree’
Employee Satisfaction Surveys
Lynn Maki Director Support Services Computers Unlimited
猎头顾问常用英语
aar-afteractionreview行动后学习机制abilitytest能力测试abilityofmanager管理者的能力absencemanagement缺勤管理absencerate缺勤率absentwithleave因故缺勤（被）许可缺勤absentwithoutleave无故缺勤擅离职守absenteeism缺勤acceleratingpremium累进奖金制accidentfrequency事故频率accidentinsurance意外伤害保险accidentinvestigation事故调查accidentloss事故损失accidentprevention事故预防accidentproneness事故（频发）倾向accidentseverity事故严重程度accidentseverityrate事故严重率accidentworkinjury工伤事故achievementneed成就需求achievementtest成就测试actionlearning行动（为）学习法actionresearch行动研究activepractice自动实习adjourning解散期解散阶段administer管理者administrativelevel管理层次administrativeline直线式管理adr-alternativedisputeresolution建设性争议解决方法adventurelearning探险学习法adverseimpact负面影响advertisementrecruiting广告招聘affectivecommitment情感认同affiliationneed归属需求affirmativeaction反优先雇佣行动agecomposition年龄结构agediscrimination年龄歧视ageretirement因龄退休agreementcontent协议内容aliedim费茨帕特里克出勤管理模型allowance津贴alternativerankingmethod交替排序法amoebamanagement变形虫式管理analyticapproach分析法annualbonus年终分红annualleave年假annuity/pension退休金applicant-initiatedrecruitment自荐式招聘applicationblank申请表appraisalfeedback考评反馈appraisalinterview考评面谈appraisalstandardization考评标准化appraisertraining考评者培训apprenticeshiptraining学徒式培训arbitration/mediation仲裁assessmentcenter评价中心ats-applicanttrackingsystem求职跟踪系统attendance考勤attendanceincentiveplan参与式激励计划attendancerate出勤率attitudesurvey态度调查attributiontheory归因理论audiovisualinstruction视听教学authority职权availabilityanalysis可获性分析availabilityforecast供给预测backgroundinvestigation背景调查balance-sheetapproach决算表平衡法bargainingissue谈判问题bars-behaviorallyanchoredratingscalemethod行为锚定等级法basicskill基础技能behaviormodeling行为模拟behaviormodification行为矫正疗法behavioraldescriptioninterview工作方式介绍面试behavioralrating工作方式考核法bei-behavioreventinterview行为事件访谈法benchmarkjob基准职位benchmarkingmanagement标杆管理benefitplan福利计划benefit/welfare福利bfoq-bonafideoccupationalqualification实际职业资格biologicalapproach生物型工作设计法boardinterview会议型面试bos-behaviorobservationscale行为观察量表borter-lawler'stheoryofexpectency波特—劳勒期望激励理论bottom-lineconcept底线概念boundarylessorganizationalstructure无疆界组织结构boundedrationality有限理性brainstormideas头脑风暴法broadbandingpaystructure扁平薪资结构bsc-balancedscorecard平衡计分卡burnout精力耗尽businessnecessity经营上的必要性cafeteria-stylebenefit自助式福利cai-computer-assistedinstruction电脑辅助指导campusrecruiting校园招聘candidate-ordererror侯选人次序错误careeranchors职业锚/职业动机careercounseling职业咨询careercurve职业曲线careercycle职业周期careerdevelopmentmethod职业发展方法careerpath职业途径careerpathinformation职业途径信息careerplanning职业规划careerplateau职业高原careerstage职业阶段careertraining专业训练职业训练career-longemployment终身雇佣制casestudaytrainingmethod案例研究培训法cbt-computerbasedtraining以计算机为载体的培训centraltendency居中趋势cipp-context,input,process,productcipp评估模型ciro-contextevaluation,inputvaluation,reactionevaluation,outputevaluationciro培训评估模式cit-criticalincidenttechnique关键事件技术classificationmethod分类法classroomtraining课堂培训closedshop闭门企业cmi-computer-managedinstruction电脑管理指导coaching辅导教练co-determination共同决策制coercivepower强制权力cognitiveaptitudetest认知能力测试cohesiveness凝聚力colleagueappraisal同事考评collectivebargaining劳资谈判comparableworth可比价值comparativeappraisalmethod比较评估法compensablefactor报酬要素compensationbenefit薪酬福利compensationcommittee报酬委员会compensatorytimeoff补假competence-basedinterview基于能力的面试competencyassessment能力评估competency胜任特征competencymodel胜任特征模型competency-basededucationandtraining能力本位教育与训练competency-basedpay/skill-basedpay技能工资complex情结compressedworkweek压缩工作周compulsorybindingarbitration强制性仲裁computerizedcareerprogressionsystem电脑化职业生涯行进系统computerizedforecast电脑化预测conceptualskill概念性技能conciliation调解concurrentvalidity同期正当性conferencemethod会议方法conflict冲突conflictmanagement冲突管理constructvalidity结构效度constructivedischarge事实上的解雇contentvalidity内容效度contractualright契约性权利contrasterror比较性错误contributoryplan须付费的退休金计划coordinationtraining合作培训copayment共同付费corecompetency核心竞争力corevalue核心价值观coreworker核心员工coreworkforce核心工作团队corporateculture企业文化corporateidentity企业识别corporateimage企业形象correlationanalysis相关分析costperhire单位招聘成本criterion-relatedvalidity标准关联效度criticaljobdimension关键性工作因子cross-functionaltraining跨功能训练cross-training岗位轮换培训cultureshock文化冲突cumulativetraumadisorder累积性工伤cutoffscore录用分数线cyclicalvariation循环变动decertification取消认可definedbenefitplan固定收益制delphianalysis德尔菲分析deuterolearning再学习differentialpiecerate差额计件工资dimission离职dimissioninterview离职面谈dimissionrate离职率disciplinaryaction纪律处分discriminantanalysis判别分析dismissalreason解雇理由disparateimpact差别性影响disparatetreatment差别性对待distributebonus/profitsharing分红distributivebargaining分配式谈判distributivejustice分配公正diversitymanagement多样性管理diversitytraining多样化培训divisionstructure事业部结构double-looplearning双环学习downsizing裁员dtl-decisiontreeinduction决策树归纳法dualcareerpath双重职业途径dusthazard粉尘危害eap-employeeassistanceprogram员工帮助计划earlyretirement提前退休earlyretirementfactor提前退休因素earlyretirementwindow提前退休窗口earnings薪资economicstrike经济罢工education学历educationsubsidy教育津贴eeo-equalemploymentopportunity公平就业机会eeoc-equalemploymentopportunitycommission公平就业机会委员会effectfactorsofcareerplanning职业规划影响因素effectfactorsofdevelopment开发影响因素effectivecoachingtechnique有效的训练方法effectiveworkinghour有效工时efficiencyoflabor劳动效率efficiencywage效率工资ego-involvement自我投入e-learning网络化学习electioncampaign选举活动electronicmeeting电子会议emotionalappeal感召力employeeattitudesurveys员工态度调查employeecareermanagement员工职业生涯管理employeeconsultationservices员工咨询服务employeeequity员工公平employeeleasing员工租借employeeinvolvement员工参与employeemanual员工手册employeeorientation员工向导employeeownership员工所有制employeepolygraphprotectionact《雇员测谎保护法案》[美] employeepotential员工潜能employeereferral在职员工推荐employeeretirementincomesecurityact《职工退休收入保障法》[美] employeesafetyandhealth员工安全和健康employeesecurity员工安全employeesecuritymeasures员工安全措施employeeself-service员工自助服务employeeservicesbenefits员工服务福利employeeskill员工技能employeestockownershiptrust企业员工持股信托employeesurplus员工过剩employeesurvey员工测评employeetrainingmethod员工培训方法employeeturnover员工流动employeeturnoverrate员工流动率employeeundertraining受训员工employee-centeredjobredesign以员工为中心的工作再设计employeesbonus雇员红利employerunfairlaborpractices雇主不当劳动行为employment雇用employmentagency职业介绍所employmentapplicationform应聘申请表employmentatwill自由就业employmentconsultant招聘顾问employmentcontractrenewal雇用合同续签employmentdiseases职业病employmenthistory工作经历employmentobjective应聘职位employmentoffer/enrollment录用employmentrelationship员工关系employmentseparationcertificate离职证明书empowerment激励自主entitlement授权法eq-emotionalquotient情感智商epa-equalpayact《平等工资法案》equalpayforequalwork同工同酬equitytheory公平理论e-recruit网络招聘ergtheoryerg理论erm-employeerelationshipmanagement员工关系管理erp-enterpriseresourceplanning企业资源计划esop-employeestockownershipplan员工持股计划essaymethod叙述法ets-environmentaltobaccosmoke工作场所吸烟问题e-survey电子调查evaluationcriterion评价标准excellentleader优秀领导executiveability执行力executivecompensation管理层薪资水平executivedevelopmentprogram主管发展计划executivedirector执行董事executivemanagement行政管理executivemarketingdirector市场执行总监executiverecruiters高级猎头公司executivesalaries管理层工资exemptemployee豁免员工exitinterview离职面谈expectancytheory期望理论expectation期望值expectedsalary期望薪水experimentalmethod实验法experimentalresearch试验调查expiryofemployment雇用期满exploitofhr人力资源开发externalcosts外部成本externalemployment外部招聘externalenvironmentofhr人力资源外部环境externalequity外部公平externallaborsupply外部劳力供应externalrecruitingsources外部招聘来源externalrecruitmentenvironment外部招聘环境extrawork加班extrinsicrewards外部奖励facevalidity表面效度factorcomparisonmethod因素比较法fairlaborstandardsact《公平劳动标准法案》familyandmedicalleaveact《家庭和医疗假期条例》[美] fiedlercontingencymodel费德勒的权变模型firstimpressioneffect初次印象效应five-dayworkweek每周五天工作制fixedtermappointment固定期聘用fixedtermcontract固定任期合同fixedtermstaff固定期合同工fja-functionaljobanalysis功能性工作分析法flatorganizationalstructure扁平化组织结构flexplace弹性工作地点flexplan弹性工作计划flextime弹性工作时间flexiblebenefitsprogram弹性福利计划forceddistributionmethod强制分配法forced-choicemethod强迫性选择法formalorganization正式组织front-linemanager基层管理人员full-time全职function职能functionofhrm人力资源管理职能functionalconflicttheory冲突功能理论functionaldepartment职能部门funeralleave丧假fundamentalattributionerror基本归因误差gain-sharingplan收益分享计划gangboss领班/小组长ganttcharts甘特图gatb-generalaptitudetestbattery普通能力倾向成套测验generalunion总工会givenroleplaying角色定位演示法glassceiling玻璃天花板goalconflict目标冲突goja-guidelinesorientedjobanalysis指导性工作分析goldenhandshake黄金握别goldenparachute黄金降落伞graphicratingscale图尺度评价法grievancemediation抱怨调解grievanceprocedure抱怨程序grosspay/totalpayroll工资总额groupappraisal小组评价group/teambonus团体/小组奖金groupcongeniality/cohesiveness群体凝集力grouplifeinsurance团体人寿保险grouppensionplan团体退休金计划grouppiecework集体计件制guaranteedemploymentoffer雇用信h?c?ganttpremiumsystem甘特奖励工资制h?emersonpremiumsystem艾末生奖励工资制haloeffect晕轮效应halseyspremiumsystem哈尔赛奖励工资制handwritinganalysis笔迹分析法headhunting猎头healthinsurance健康保险h-form/holdingcompanyh型结构hierarchyofneedstheory需要层次理论highperformanceorganization高绩效组织high-performanceworksystem高绩效工作系统hmo-healthmaintenanceorganization健康维护组织holidaypay假日薪水home/familyleave探亲假horizontalcareerpath横向职业途径hotstoverule热炉规则housing/rentalallowance住房补贴hrgeneralist人力资源通才hrinformationsystem人力资源信息系统hrmanager人力资源经理hrofficer人力资源主任hrpolicy人力资源政策hrci-humanresourcecertificationinstitute人力资源认证机构hrdappraisal人力资源开发评价hrdintermediary人力资源开发媒介hrdprocess人力资源开发过程hrd-humanresourcedevelopment人力资源开发hrm-humanresourcemanagement人力资源管理hrp-humanresourceplanning人力资源规划humanrelationsmovement人际关系运动hygienefactor保健因素hypnosis催眠ill-healthretirement病退in-baskettraining篮中训练incentivecompensation/rewardpayment/premium奖金incentiveplan激励计划incentive-suggestionsystem奖励建议制度incidentprocess事件处理法independentcontractor合同工indirectfinancialcompensation间接经济报酬individualincentiveplan个人奖金方案individualincometax个人所得税individualinterview个别谈话individualretirementaccount个人退休账户industrialinjurycompensation工伤补偿industrialunion产业工会informalcommunication非正式沟通informalorganization非正式组织in-housetraining在公司内的培训initialinterview初试insurancebenefit保险福利internalenvironmentofhr人力资源内部环境internalequity内部公平internalgrowthstrategy内部成长战略internaljobposting内部职位公开招聘internalrecruitment内部招聘internalrecruitmentenvironment内部招聘环境interpersonalskill人际交往能力interviewappraisal面谈考评interviewcontent面试内容interviewmethod访谈法interviewobjective面试目标interviewplanninglist面试计划表intrinsicreward内在奖励jackwelch'smanagement韦尔奇式管理jas-jobanalysisschedule工作分析计划表job工作、职业jobaccount工作统计jobaction变相罢工(如怠工、放慢速度等) jobaid工作辅助jobassignment工作分配jobanalysis工作分析jobanalysisformula工作分析公式jobanalysismethods工作分析方法jobanalysisinformation工作分析信息jobanalysisprocess工作分析流程jap-jobanalysisprogram工作分析程序法jobattitude工作态度jobbidding竞争上岗jobcard工作单jobcharacteristic工作因素jobcharacteristicsmodel工作特性模式jobclassification职位分类jobclinic职业问题咨询所jobcode工作编号，职位编号jobcontext工作背景jobdescription职位描述，工作说明jobdesign工作设计jobenlargement工作扩大化jobenrichment工作丰富化jobevaluation工作评估job-family工作群jobidentification工作识别jobinvolvement工作投入jobinventory工作测量表jobknowledgetest业务知识测试jobmorale工作情绪jobperformance工作表现jobplan工作计划jobposting公开招聘jobpricing工作定价jobqualificationandrestriction工作任职条件和资格jobredesign工作再设计jobrotation工作轮换jobsatisfaction工作满意度jobsecurity工作安全感jobscope工作范围jobsharing临时性工作分担jobspecialization工作专业化jobspecification工作要求细则jobstandard工作标准jobstress工作压力jobsurrounding工作环境jobtimecard工作时间卡jobvacancy职业空缺，岗位空缺job-hop跳槽频繁者job-postingsystem工作告示系统jtpa-jobtrainingpartnershipact《职业培训协作法》j?s?adamsequitytheory亚当斯的公平理论juniorboard初级董事会johariwindow约哈瑞窗户justcause正当理由karoshi过劳死keoghplan基欧计划kpi-keyprocessindication企业关键业绩指标kirkpatrick'sfour-levelmodelofevaluation四阶层评估模型knowledgedatabase知识数据库knowledgemanagement知识管理ksa－knowledge,skill,attitude知识，技能，态度laborclause劳工协议条款laborcondition劳动条件laborcontract劳动合同，雇佣合同laborcontractrenewal劳动合同续签laborcost劳动成本labordemandforecast劳动力需求预测labordiscipline劳动纪律labordispute劳动纠纷laborexchange/employmentagency职业介绍所laborhandbook劳动手册laborinsurance劳保laborlaws劳动法labormanagementrelationsact《劳动关系法》labormarket劳动力市场laborprotection劳动保护laborratevariance工资率差异laborredundance劳动力过剩laborrelation劳动关系laborrelationconsultant劳工关系顾问laborrelationsprocess劳工关系进程laborreserve劳动力储备laborshortage劳动力短缺laborstabilityindex人力稳定指数laborwastageindex人力耗损指数labor/tradeunion工会labor/workinghour人工工时labor-management劳动管理lateralcommunication横向沟通lateralthinking横向思维layoff临时。
人力英文词汇表(中英文分开版)
360degree appraisal360度评估360degree feedback360度反馈80/20 principle80/20法则Ability Test能力测试Absence rate缺勤率Administer管理者Administrative Level管理层次Adventure learning探险学习法Advertisement Recruiting广告招聘Age Composition年龄结构Age Discrimination年龄歧视Agreement Content协议内容Allowance津贴Analytic Approach分析法Annual Bonus年终分红Annual Leave年假AnnuityPension退休金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调解/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Authority职权Availability Forecast 供给预测Background Investigation背景调查BalanceSheet Approach决算表平衡法Bargaining Issue谈判问题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Benchmark Job基准职位Benchmarking Management标杆管理Benefit Plan福利计划BenefitWelfare福利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BorterLawler's theory of Expectency波特—劳勒期望激励理论BottomLine 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BSC-balanced scorecard平衡计分卡Campus Recruiting校园招聘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 Planning职业规划Career Stage职业阶段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Classification Method分类法Classroom Training课堂培训Coaching辅导教练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CompetenceBased 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CompetencyBased PaySkillBased Pay技能工资Complex情结Compressed Workweek压缩工作周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Conference Method会议方法Conflict冲突Conflict Management冲突管理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CrossTraining岗位轮换培训Culture Shock 文化冲突Cyclical Variation 循环变动Defined Benefit Plan固定收益制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 treatment差别性对待distribute bonusprofit sharing分红distributive bargaining分配式谈判distributive justice分配公正Downsizing裁员Dual Career Path 双重职业途径Early Retirement提前退休Earnings 薪资Economic Strike经济罢工Education Subsidy教育津贴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ELearning网络化学习Election Campaign选举活动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 Potential员工潜能Employee Safety and Health 员工安全和健康Employee Security员工安全Employee SelfService员工自助服务Employee Services Benefits员工服务福利Employee Skill员工技能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 OfferEnrollment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Essay Method叙述法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FrontLine Manager基层管理人员FullTime 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Glass Ceiling玻璃天花板Goal Conflict目标冲突Gross PayTotal Payroll工资总额Group Appraisal小组评价Group/Team Bonus 团体/小组奖金Halo Effect晕轮效应Headhunting猎头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HousingRental 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 CompensationReward PaymentPremium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InHouse 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Job Analysis Schedule工作分析计划表Job工作Job Account工作统计Job Aid工作辅助Job Assignment工作分配Job Analysis工作分析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 Classification职位分类Job Clinic职业问题咨询所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 Vacancy职业空缺Jobposting system工作告示系统Just Cause 正当理由KPI-key Process Indication企业关键业绩指标Kirkpatrick's Fourlevel 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 ExchangeEmployment Agency职业介绍所Labor Handbook劳动手册Labor Insurance劳保Labor Laws劳动法Labor Market劳动力市场Labor Protection劳动保护Labor Rate Variance工资率差异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Lay-off解雇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Life Insurance人寿保险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 BonusPay 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 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McClelland's Theory of Needs麦克里兰需要理论Mediator/Negotiator调解人/仲裁人Medical Insurance医疗保险Medical/Physical Ability Inspection/Physical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Merit Pay绩效工资Merit Raise绩效加薪Minimum Wage最低工资Mission Installation Allowance出差津贴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Motivationhygiene Theory激励保健论Multiple Hurdle Model 跨栏模式National Union(国家)总工会Needs Assessment需求评估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offer letter录用通知书off-the-job training脱产培训on boarding training入职培训on-the-job training在职培训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 environment组织环境organization goal组织目标organization size组织规模organization structure组织结构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oversea assignment海外工作paired comparison method配对比较法panelgroup interview小组面试PAPerformance Analysis绩效分析participative management参与式管理parttime job兼职PASPerformance Appraisal绩效评估体系pay calculation工资结算pay card工资卡pay chequeemployee 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 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pensionretirement benefit退休福利peoplefirst value"以人为本"的价值观perceptualmotor 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physiological need生理需要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predictive validity预测效度premium plan/incentive system/reward system奖金制pre-natal/maternity leave产假privacy right隐私权probationary termprobation period试用期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profitsharing plan利润分享计划promotedemote 晋升降职protected group 受保护群体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Realistic Job Preview实际岗位演习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Reference Check个人证明材料检查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Requirement Identification需求识别Requisite Task Attributes Theory 必要任务属性理论Resignation辞职Resume简历Resumption from Leave销假Retiree System退休制度Retirement退休Retirement Age退休年龄Return of Talent人才回流Rewarding by MeritPay According to Work业绩报酬Risk Pay Planning风险工资计划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Salary Administration薪水管理Salary BandRange薪水范围Salary Survey薪资调查Scatter Plot 散点分析Selection选拔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Seniority资历Sexual Discrimination性别歧视Sexual Harassment性骚扰Shift Differential值班津贴Simulation Exercise模拟练习Situational Interview情景面试Situational Leadership Theory情境领导理论SMART SMART分析法Social Security社会保障Special Training特别训练Specialized Course 专门课程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Stress压力Stress Interview压力面试Stress Source压力来源Strike罢工Subordinate Appraisal下级考评Survey Feedback调查反馈Survival Rate留任率SWOT SWOT分析法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Team Building团队建设Team Spirit协作精神Team Group Incentive Plan团队激励计划Time Management时间管理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Treatment待遇Trend Analysis趋势分析Turnover 人事变动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Unit Labor Cost单位劳动成本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Variable Compensation可变报酬Virtual Organization虚拟组织Virtual Team 虚拟团队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 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Web Based Training网络培训Welfare Management福利管理Welfare Staff 福利工作人员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。
HR专业词典(中文版)
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Affirmative Action Age Composition Age Discrimination Age Retirement Agreement Content ALIEDIM Alignment All employees Allowance Alternative Ranking Method Amoeba Management Analytic Approach Annual Base Salary Annual Bonus Annual Cash Allowance Annual Guaranteed Bonus Annual Guaranteed Pay Annual Leave Annual Maintenance Annual Variable Pay Annuity/Pension Appeals Applicant-Initiated Recruitment Applicants Application Analysis/Programming Manager Application Analysis/Programming Supervisor (Senior Application Analyst/Programmer) Application Analyst/Programmer Application Blank Applications Programmer Appraisal Feedback Appraisal Interview Appraisal Standardization Appraisee Appraiser Appraiser Training Apprenticeship Training approval process Aptitude test Arbitration/Mediation Assertive skills Assessment Center Assessment of Current HR Practices Assistant Production Supervisor Associate Product/Brand Manager ATS-Applicant Tracking System Attendance
HRM英文对应
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-ContextEvaluation,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 小组评价Group/Team Bonus 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/Reward Payment/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）TA T-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V oluntary Pay Cut 自愿减少工资方案V oluntary Protection Program 自愿保护项目VPT-V ocational 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。
人力英语
Acceptability 可接受性Achievement tests 成就测试Action plan 行动计划Action steps 行动步骤Adventure learning 探险学习法Adverse impact 负面影响Alternative dispute resolution (ADR) 建设性争议解决方法Analytic approach 分析法Appraisal politics 评价政治学Apprenticeship 学徒制Arbitrary 仲裁Assessment 评价Assessment center 评价中心Basic skills 基本技能Behavior-based program 行为改变计划Behavior modeling 行为模拟Benchmarks 标杆Benchmarking 评判Benefits 收益Bonus 奖金Boycott 联合抵制Career 职业Career counseling 职业咨询Career curves (maturity curves) 职业曲线（成熟曲线）Career management system 职业管理系统Career support 职业支持Centralization 集权化Community of practice 演练小组Compa-ratio 比较比率Compensable factors 报酬要素Competency assessment 能力评估Competitive advantage 竞争优势Concentration strategy 集中战略Concurrent validation 同时效度Consumer price index, CPI 消费者价格指数Core competencies 核心竞争力Criterion-related validity 效标关联效度Critical incident 关键事件 Critical incident method 关键事件法Cross-cultural preparation 跨文化准备Cross-training 交叉培训Cultural environment 文化环境Cultural shock 文化冲击Customer appraisal 顾客评估Data flow diagram 数据流程图Database 数据库Decentralization 分散化Delayering 扁平化Depression 沮丧Development planning system 开发规划系统Differential piece rate 差额计件工资Direct costs 直接成本Discipline 纪律Disparate impact 差别性影响Disparate treatment 差别性对待Diversity training 多元化培训Downsizing 精简Downward move 降级Efficiency wage theory 效率工资理论Electronic performance support system (EPSS) 电子绩效支持系统Employee empowerment 员工授权Employee leasing 员工租借Ethics 道德Expatriate 外派雇员Expert systems 专家系统External analysis 外部分析External growth strategy 外边成长战略External labor market 外部劳动力市场Factor comparison system 因素比较法Feedback 反馈Forecasting （劳动力供求）预测Formal education programs 正规教育计划Frame of reference 参照系Functional job analysis, FJA 职能工作分析Gain sharing plans 收益分享计划Globalization 全球化Goals 目标Goals and timetables 目标和时间表 Graphic rating-scale method 图式评估法Group-building methods 团队建设法 Group mentoring program 群体指导计划Hay profile method 海氏剖析法High-leverage training 高层次培训 High-performance work systems 高绩效工作系统Hourly work 计时工资制Human capital 人力资本Human resource information system (HRIS) 人力资源信息系统Human resource management 人力资源管理Human resources planning, HRP 人力资源计划Indirect costs 间接成本Individualism/collectivism 个人主义/集体主义Input 投入Instructional design process 指导性设计过程Internal analysis 内部分析Internal growth strategy 内部成长战略Internship programs 实习计划Interview 面试Intraorganizational bargaining 组织内谈判Job analysis 工作分析Job classification system 工作分类法Job description 工作描述Job design 工作设计Job enlargement 工作扩大化Job enrichment 工作丰富化 Job evaluation 工作评价Job experiences 工作经验Job involvement 工作认同Job posting and bidding 工作张贴和申请Job progressions 工作提升Job ranking system 工作重要性排序法Job rotation 工作轮换Job satisfaction 工作满意度Job specification 工作规范Job structure 工作结构Key jobs 关键工作Labor market 劳动力市场Labor relations process 劳动关系进程Leaderless group discussion 无领导小组讨论法Learning organization 学习型组织 Long-term-short-term orientation 长期-短期导向Maintenance of membership 会员资格维持Management by objectives, MBO 目标管理Management forecasts 管理预测Management prerogatives 管理特权 Manager and / or supervisor appraisal 经理和/或上司评估Managing diversity 管理多元化Markov analysis 马克夫分析法Mediation 调解Mentor 导师Merit guideline 绩效指南Minimum wage 最低工资Motivation to learn 学习的动机Needs assessment （培训）需要评价 Negligence 疏忽Nepotism 裙带关系Ombudsman 调查专员On-the-job training（OJT）在职培训Opportunity to perform 实践的机会 organizational analysis 组织分析organizational capability 组织能力 orientation 导向培训Outplacement counseling 重新谋职咨询Output 产出Outsourcing 外包Pay-policy line 工资政策线Pay structure 工资结构Peer appraisal 同事评估Performance appraisal 绩效评价Performance feedback 绩效反馈Performance management 绩效管理Performance planning and evaluation (PPE) 绩效规划与评价系统Perquisites 津贴Person analysis 个人分析Person characteristics 个人特征Personnel selection 人员甄选Point system 积分法Position analysis questionnaire, PaQ 职位分析问卷调查Power distance 权力差距Predictive validation 预测效度Profit sharing 利润分享Promotion 晋升Protean career 多变的职业Psychological contract 心理契约Psychological support 心理支持Readiness for training 培训准备Reasoning ability 推理能力Recruitment 招募Reengineering 流程再造Reliability 信度Repatriation 归国准备Replacement charts 替换表Request for proposal (REP) （培训）招标书Return on investment (ROI) 投资回报Role ambiguity 角色模糊Selection 甄选Self-appraisal 自我评估Self-efficacy 自信心Situational interview 情景面试 Skill-based pay 技能工资Skill inventories 技能量表Specificity 明确性Spot bonus 即时奖金Staffing tables 人员配置表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Strategy formulation 战略形成Strategy implementation 战略执行Task analysis 任务分析Team leader training 团队领导培训 -degree feedback process 度反馈过程Total quality management (TQM) 全面质量管理Training 培训Training administration 培训管理Validity 效度Voicing 发言Wage and salary survey 薪资调查Wage-rate compression 工资压缩Web-based training 网上培训Work permit/ work certificate 就业许可证PF 卡特尔种人格因素测试-degree appraisal 度评估-degree feedback 度反馈S S 原则/模型New S 新S 原则/模型/ principle / 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 without Leave 无故缺勤擅离职守Absenteeism 缺勤Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失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Administer 管理者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Affective Commitment 情感认同Affiliation Need 归属需求Age Composition 年龄结构Age Discrimination 年龄歧视Age Retirement 因龄退休Agreement Content 协议内容Allowance 津贴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Attendance 考勤Attendance Rate 出勤率Attitude Survey 态度调查Attribution Theory 归因理论Authority 职权Availability Forecast 供给预测Background Investigation 背景调查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Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-balanced scorecard 平衡计分卡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Career Anchors 职业锚/职业动机Career Counseling 职业咨询Career Development Method 职业发展方法Career Planning 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 Studay Training Method 案例研究培训法CIPP-Context,Input,Process,Product CIPP 评估模型Cognitive Aptitude Test 认知能力测试Colleague Appraisal 同事考评Comparative Appraisal Method 比较评估法Compensable Factor 报酬要素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 胜任特征Competency Model 胜任特征模型Competency-Based Pay/Skill-Based Pay 技能工资Conciliation 调解Conflict 冲突Conflict Management 冲突管理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Cost Per Hire 单位招聘成本Culture Shock 文化冲突Cumulative Trauma Disorder 累积性工伤Delphi Analysis 德尔菲分析Differential Piece Rate 差额计件工资Dimission 离职Dimission Interview 离职面谈Dimission Rate 离职率dismissal reason 解雇理由disparate treatment 差别性对待distribute bonus/profit sharing 分红diversity management 多样性管理diversity training 多样化培训division structure 事业部结构Downsizing 裁员Early Retirement 提前退休Early Retirement Factor 提前退休因素Earnings 薪资Education 学历Education Subsidy 教育津贴EEO-Equal Employment Opportunity 公平就业机会Effect Factors of Career Planning 职业规划影响因素Effect Factors of Development 开发影响因素Effective Working Hour 有效工时Efficiency of Labor 劳动效率Efficiency Wage 效率工资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 Manual 员工手册Employee Potential 员工潜能Employee Safety and Health 员工安全和健康Employee Security 员工安全Employee Skill 员工技能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Employment 雇用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Exit Interview 离职面谈Expectancy Theory 期望理论Expectation 期望值Expected Salary 期望薪水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 外部公平环境Extra Work 加班Extrinsic Rewards 外部奖励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 Department 职能部门Funeral Leave 丧假Goal Conflict 目标冲突Group Congeniality/Cohesiveness 群体凝集力Guaranteed Employment Offer 雇用信Halo Effect 晕轮效应Headhunting 猎头Health Insurance 健康保险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Holiday Pay 假日薪水Horizontal Career Path 横向职业途径Housing/Rental Allowance 住房补贴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-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Incentive Compensation/Reward Payment/Premium 奖金Incentive Plan 激励计划Incentive-Suggestion System 奖励建议制度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JAS-Job Analysis Schedule 工作分析计划表Job 工作、职业Job Account 工作统计Job Aid 工作辅助Job Assignment 工作分配Job Analysis 工作分析Job Analysis Methods 工作分析方法Job Analysis Process 工作分析流程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 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 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 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 Vacancy 职业空缺，岗位空缺Job-hop 跳槽频繁者J．S．Adams Equity Theory 亚当斯的公平理论Karoshi 过劳死KPI-key Process Indication 企业关键业绩指标Knowledge Database 知识数据库Knowledge Management 知识管理KSA－knowledge ,skill, attitude 知识，技能，态度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 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 Relation 劳动关系Labor Reserve 劳动力储备Labor Shortage 劳动力短缺Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维Leader Attach Training 领导者匹配训练Leaderless Group Discussion 无领导小组讨论法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Line Manager 直线经理Line Authority 直线职权Line Structure 直线结构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Management Assessment Center 管理评价中心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Matrix Structure 矩阵结构MBO-Management By Objective 目标管理Medical Insurance 医疗保险Medical/Physical AbilityInspection/Physical Ability Test 体检Merit Pay 绩效工资Merit Raise 绩效加薪Minimum Wage 最低工资Mission Installation Allowance 出差津贴Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-hygiene Theory 激励保健论Needs Assessment 需求评估Nepotism 裙带关系No Financial Compensation 非经济报酬Noncontributory Plan 非付费退休金计划Nondiscrimination Rule 非歧视性原则No-Pay Study Leave 无薪进修假期Normal Retirement 正常退休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offer letter 录用通知书on boarding training 入职培训on-the-job training 在职培训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 climate 组织气候organizational commitment 组织认同感organizational function 组织职能organizational level 组织层次organizational merger 组织合并organizational orientation 组织定位orientation objective 岗前培训目标orientation period 岗前培训阶段overtime hour 加班工时overtime wage 加班工资overtime work 加班part-time job 兼职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 range 工资幅度pay rate 工资率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prize contest 奖励竞争probationary term/probation period 试用期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 manager 职业经理人promote/demote 晋升/降职psychic reward 精神奖励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Regular Earning/Pay/Wage 固定工资Renege 违约Resignation 辞职Resume 简历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Role Playing 角色扮演Roles of HRM 人力资源管理角色Situational Interview 情景面试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Stress Interview 压力面试Stress Source 压力来源Strike 罢工Supplement Pay 补充报酬Survey Feedback 调查反馈Talent 人才Time Management 时间管理Timework Work 计时工作Trainer 培训师Training 培训Training &Development Manager 培训经理Training Administration 培训管理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Treatment 待遇Turnover 人事变动Unemployment 失业Unemployment Compensation 失业津贴Unemployment Insurance 失业保险Unemployment Rate 失业率Unregistered Employment 隐性就业Vacation 假期VPT-Vocational Preference Test 职业性向测试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Welfare Management 福利管理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 Pressure 工作压力Written Examination 笔试Wrongful Discharge 不当解雇。
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。
人力工作态度与行为考核维度
人力工作态度与行为考核维度（中英文版）英文文档：Title: Dimensions of Employee Work Attitude and Behavior in Performance AppraisalIntroduction:Performance appraisal is a crucial process in human resource management that evaluates an employee"s job performance, including their work attitude and behavior.This document discusses the dimensions of employee work attitude and behavior that should be considered in performance appraisal.1.Work Attendance:Regular and punctual attendance is essential for a productive work environment.Employees who consistently arrive on time and take minimal absenteeism are demonstrating a positive work attitude and behavior.2.Job Performance:The quality and quantity of work produced by an employee are indicators of their work attitude and behavior.Employees who meet or exceed job expectations and consistently deliver high-quality work exhibit a positive attitude and behavior.3.Teamwork and Collaboration:The ability to work well with others and contribute to a team"s success is an important dimension in evaluating work attitude and behavior.Employees who actively participate in team activities, communicate effectively, and support their colleagues demonstrate a positive attitude and behavior.pliance with Company Policies:Adherence to company policies and procedures is a dimension that reflects an employee"s work attitude and behavior.Employees who follow guidelines, comply with regulations, and uphold the organization"s values exhibit a positive attitude and behavior.5.Professionalism and Ethics:Professional conduct and ethical behavior are crucial dimensions in evaluating work attitude and behavior.Employees who maintain a high level of professionalism, demonstrate integrity, and act in the best interest of the organization display a positive attitude and behavior.6.Continuous Learning and Development:The willingness to learn and develop professionally is an indicator of an employee"s work attitude and behavior.Employees who actively seek opportunities for learning, attend training sessions, and strive to improve their skills exhibit a positive attitude and behavior.Conclusion:In conclusion, the dimensions of employee work attitude andbehavior in performance appraisal include work attendance, job performance, teamwork and collaboration, compliance with company policies, professionalism and ethics, and continuous learning and development.Evaluating these dimensions effectively can help organizations identify strengths and areas for improvement in their employees" work attitude and behavior.中文文档：标题：员工工作态度与行为考核维度介绍：绩效考核是人力资源管理中的关键环节，它评估员工的工作表现，包括他们的工作态度和行为。
某公司员工满意度调查英语作文
某公司员工满意度调查英语作文Employee Satisfaction Survey at a Company.In today's competitive business environment, employee satisfaction has become a crucial factor for the success of any organization. A satisfied workforce is not only more productive but also contributes significantly to theoverall growth and profitability of the company. Recently,a comprehensive employee satisfaction survey was conductedat a leading company to assess the happiness and engagement levels among its workforce.The survey was designed to capture a wide range of topics, including job satisfaction, work environment, compensation and benefits, career development opportunities, and employee relations. The questionnaire was distributedto all employees, ensuring anonymity and confidentiality to encourage honest feedback. The response rate was impressive, with a majority of the workforce participating in the survey.The results of the survey revealed some interesting insights. Overall, the majority of employees expressed a high level of satisfaction with their jobs and the company's culture. They appreciated the opportunities for professional growth and development provided by the organization. The work environment was also perceived as positive, with employees feeling valued and respected by their colleagues and supervisors.However, some areas of concern were also identified. A significant number of respondents expressed dissatisfaction with the current compensation and benefits package, feeling that it did not reflect their contributions and efforts. There were also concerns regarding the workload and the need for better work-life balance. Additionally, some employees felt that there were limited opportunities for advancement within the company.To address these issues, the management team has identified several key areas for improvement. Firstly, the company plans to review its compensation and benefitspackage to ensure it is competitive and fair. This includes considering market trends, job responsibilities, and individual performance. By providing a more attractive remuneration package, the company aims to enhance employee motivation and retention.Secondly, the organization recognizes the importance of work-life balance and plans to implement flexible working arrangements. This could include offering remote working options, flexible working hours, and paid time off for personal and family commitments. By providing employeeswith more control over their work schedule, the company hopes to reduce stress and improve overall well-being.Moreover, the company is committed to providing ongoing training and development opportunities for its employees. This includes investing in professional development courses, mentorship programs, and career planning sessions. By helping employees achieve their career goals, the company hopes to foster a sense of loyalty and engagement among its workforce.Additionally, the management team plans to enhance internal communication and employee engagement. This could involve regular employee surveys, feedback sessions, and open forums where employees can share their ideas and concerns. By fostering a culture of inclusivity and transparency, the company aims to create a more engaged and motivated workforce.In conclusion, the employee satisfaction survey conducted at this company has provided valuable insights into the happiness and engagement levels among its workforce. By addressing the identified areas of concern and implementing effective improvement measures, the company is committed to enhancing employee satisfaction and fostering a positive work environment. This, in turn, is expected to drive overall business performance and profitability.。
人力资本度量指标
人力资本度量指标相关术语：度量（Metrics），指制衡量指标的理论或系统；衡量指标（Measures），指按照一个范围、维度或者能力等作为标准来定义描述对象；目标管理（MBO），目标管理源于美国管理专家德鲁克，他在1954年出版的《管理的实践》一书中，首先提出了“目标管理和自我控制的主张”，认为“企业的目的和任务必须转化为目标，企业如果无总目标及与总目标相一致的分目标，来指导职工的生产和管理活动，则企业规模越大，人员越多，发生内耗和浪费的可能性越大”，概括来说也即是让企业的管理人员和工人亲自参加工作目标的制订，在工作中实行“自我控制”，并努力完成工作目标的一种管理制度；员工态度调查（Employee Attitude Surveys），这种调查的主要目的是评价员工对于他们所处的工作场所以及所从事的工作本身是一种怎样的印象和看法——这种印象和看法会直接影响到他们完成工作的情况；人力资源审计（HR Auditing），是人力资源管理和审计学交叉发展的一个新兴领域，它按照特定的标准，采用综合性的研究分析方法，对组织的人力资源管理系统进行全面检查、分析与评估，为改进人力资源管理功能提供解决问题的方向与思路；人力资源关键指标（HR Key Indicators），关键绩效指标来自于对企业总体战略目标的分解，反映最能有效影响企业价值创造的关键驱动因素，KPI指标并不一定能直接用于或适合所有岗位的人员考核，但因为KPI指标能在相当程度上反映组织的经营重点和阶段性方向，所以成为绩效考核的基础；竞争性人力资源标竿（Competitive HR Benchmarking），不断寻找和研究优秀管理人才的最佳实践，以此为基准对所有人员进行比较、分析、判断，从而使其得到不断改进，实现人力资源管理的良性循环；人力资本投资报酬率（HR ROI），一元薪资所创造出来的业务收入（含员工自己所拿的薪资、奖金与福利），换言之，也就是企业主所支付的每一元薪资对企业的贡献；人力资源效能指标（Human Resources Effectiveness Index）是由此六个衡量标准所组成，并且与收益/员工总人数、资产/员工成本、营运收入/员工成本及营运收入/股东权益（ROE）有显着的相关。
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5. To provide a measure of feedback on management effectiveness 6. To assess overall levels of employee satisfaction and the internal employee relations climate 7. To build a database that can assess the organizational process of selecting, developing and training managers 8. To assist in the design and modification of HR policies and practices and the total decision making process 9. Can be used as a method of making manpower decisions
Employee Attitude Surveys
Howard Adler, Ed.D. Associate Professor Department of Hospitality & Tourism Management Purdue University
Employee Attitude Surveys
Seven Components of Employee Attitude Surveys
2. Supervision: This may include employee relationships with their immediate supervisors, as well as opportunities for advancement and merit increases. • Frequency of praise, credit and other forms of recognition, performance appraisal procedures as well as the supervisors reputation for fairness, courtesy and tact and their willingness to provide employees with information on new developments and policies
Employee Attitude Surveys can be used for various reasons
1. To identify productivity problems— employee wise—customer service related 2. To influence and monitor change (as discussed earlier) 3. To diagnosis strength and weakness as perceived by employee and management 4. To reveal orientation or training needs
Major Characteristics of Employee Attitude Surveys
1. They have an applied orientation whereas the results of the survey effect the respondents— the employees—directly or indirectly. This may effect employees willingness to participate and the way they answer questions 2. EAS are influenced by a strong cultural linkage since employees are all working together in the same organization with a unique context. The formal and informal channels of communication and the intergroup relationships and attitudes and behavioral patterns affect the way in which surveys are planned and conducted
• Employee attitudes and morale have long been one of managements major concerns. Employee attitudes towards the company image, management practices and policies, the job itself, the quality of work life, their wages or salary are all primary aspects for employees • There are several ways of ascertaining employee attitudes. These include frequent communication between employees and management through meetings or one on one. Also through intranet feedback sources or employee suggestion boxes, etc. • One major way to learn about employee attitudes is through employee attitude surveys
Seven Components of Employee Attitude Surveys
4. The Job Itself : Prestige and desirability of the work and appropriateness to the individual’s abilities. Opportunity for learning new skills or expanding existing skills • The opportunity to participate in decision making and the amount of responsibility and authority in the job. The level of challenge and the amount and variety or repetition in the work
• Employee attitude surveys can be described as a measurement tool, a communication opportunity, and a process • When there are problems in the operation of the organization, EAS can be used to identify the extent of the problems • When management intends to initiate change, EAS can assist in understanding employee attitudes about such change and provide feedback as to the effectiveness of the change • When the organization is running smoothly, EAS can also be used to check on potential problematic areas to see that things are dealt with before they become problems
Major Characteristics of Employee Attitude Surveys
3. They may involve some form of consultation with employees so that employees are not as concerned with how the effect of their replies will affect their future work life They will naturally invite collusion between respondents. This might result in distorting the survey results or discrediting any policy judgment drawing on the results of the survey. Therefore, careful survey design and monitoring are important One of the most important is the political repercussions resulting from the survey. Organizations are composed of different pressure and interest groups which may have respectively different concerns in the outcome of the survey
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Seven Components of Employee Attitude Surveys