人力资源外包外文翻译

人力外包评估报告模板

人力外包评估报告模板英文回答：Human resources outsourcing (HRO) is a strategic approach that involves the delegation of certain HRfunctions to external service providers. As a business owner, I understand the importance of evaluating the effectiveness and efficiency of HR outsourcing. In this report, I will assess the benefits and drawbacks of HRO, provide examples, and offer recommendations for improvement.One of the main advantages of HR outsourcing is cost savings. By outsourcing HR functions such as payroll processing, benefits administration, and recruitment, businesses can reduce overhead costs associated with hiring and training in-house HR staff. For instance, my company decided to outsource payroll processing to a third-party provider, which not only saved us money but also ensured accurate and timely payment to our employees.Another benefit of HR outsourcing is access to specialized expertise. External service providers oftenhave a team of HR professionals with extensive knowledgeand experience in specific areas. This expertise can be particularly valuable when dealing with complex HR issues such as legal compliance or employee relations. For example, when we faced a legal issue related to employee termination, our outsourced HR consultant provided us with expert advice and guidance, which helped us navigate the situation effectively.Despite these advantages, there are also drawbacks to HR outsourcing. One major concern is the potential loss of control and confidentiality. When outsourcing HR functions, businesses must share sensitive employee information with external service providers. This raises concerns about data security and confidentiality. To mitigate this risk, it is important to carefully select a reputable and trustworthy outsourcing partner. Additionally, businesses should establish clear communication channels and protocols to ensure the confidentiality of employee data.Another challenge of HR outsourcing is the potentialfor a lack of alignment with the company's culture and values. External service providers may not fully understand the unique needs and dynamics of the business, which can lead to a disconnect between the outsourced HR functions and the company's overall goals. To address this issue, it is crucial to establish a strong partnership with the outsourcing provider and clearly communicate the company's culture, values, and objectives. Regular meetings and feedback sessions can help maintain alignment and ensure that the outsourced HR functions support the company's strategic direction.In conclusion, HR outsourcing can offer significant benefits such as cost savings and access to specialized expertise. However, businesses should be mindful of the potential drawbacks related to loss of control and alignment with company culture. By carefully selecting an outsourcing partner, establishing clear communication channels, and maintaining a strong partnership, businesses can maximize the benefits of HR outsourcing while minimizing the associated risks.中文回答：人力资源外包（HRO）是一种战略性的方法，涉及将某些人力资源职能委托给外部服务提供商。

关于人力资源外包基础理论的研讨

关于人力资源外包基础理论的研讨一、人力资源外包的概念（一）人力资源外包的定义在谈人力资源外包之前,我们有必要先了解一下“人力资源”和“外包”这两个词语,这样更有助我们清楚认识人力资源外包的含义。

“人力资源”一词，英文名为“human resource”，是 1954 年处理大师彼得·德鲁克在《处理的实践》一书中提出来的，是指人的知识、技能、体力等各种才干的总和。

“外包”一词，英文名为“outsourcing”，直译意思为“外部寻源”，是指在组织外部寻找资源来完结组织内部作业。

“外包”初步是运用于信息系统技能工作，后来打开扩展到出产、出售、研发、物流、人力资源等工作，这样“外包”一词才独自独立出来成为专业术语。

人力资源外包不是简略地人力资源含义与外包括义的组合，它有其特定的丰厚含义。

它是指运用组织外部的资源，更经济、更有用地解决组织内部人力资源活动所触及的作业。

“人力资源”在“人力资源外包”中含义扩展为“人力资源活动所触及的作业”。

（二）人力资源外包的内容人力资源外包包括有哪些内容呢？“人力资源活动所触及的作业”首要包括了人力资源及其载体——人，其次也包括了环绕人力资源载体所产生的各种事务——人事，还包括了针对人力资源打开的各种处理活动——人力资源处理功用。

现在我们可以看到在一个大的人力资源外包概念下，分了三个模块：人力资源及人的外包、人事事务外包、人力资源处理功用外包。

工作为有用区别大概念的人力资源外包和小概念的人力资源（及人）的外包，将小概念的人力资源（及人）的外包用专业术语“人力资源派遣”来称谓。

那么准确的讲，人力资源外包包括了人力资源派遣、人事事务外包和人力资源处理功用外包。

二、人力资源外包内容具体介绍1、称谓由来人力资源派遣起源来美国，打开于欧洲、日本和我国台湾。

人力资源派遣在欧美叫“雇员租赁”；在日本和我国台湾，由于儒家文化的影响，改“租赁”为“派遣”。

现在在我国，人力资源派遣在国家劳动保障部分叫“劳务派遣”，在国家人事部分叫“人才派遣”和“人才租赁”，在外事服务部分叫“供应中方雇员”；但工作在实践操作和理论研讨上，称谓趋势统一于“人力资源派遣”。

人力资源专业术语英汉对照

人力资源管理专业术语中英文对照表人力资源管理(Human Resource Management,HRM)人力资源经理:(human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview).组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD) 培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training,OJT)媒介:(media)企业文化与组织发展企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedback)质量圈:(quality circles)目标管理:(management by objective,MBO)全面质量管理:(Total Quality Management,TQM)团队建设:(team building)职业计划与发展职业:(career)职业计划:(career planning)职业道路:(career path)职业发展:(career development)自我评价:(self-assessment)职业动机:(career anchors)绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)反馈:(-degree feedback)叙述法:(essay method)集中趋势:(central tendency)报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compensation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) 工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplinary action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)部门名称1.Personnel Department 人事部2.Human Resource Department 人力资源部3.Sales Department 营销部4.Product Development Department 产品开发部5. Public Relations Department 公关部6.Marketing Department 市场部7.Finance Department 财会部8.Purchasing（Procurement） Department采购部9.After-sale Service Department 售后服务部10.Quality Control Department 品管部职位名称1. Chairman of the Board 董事长2. President （Am E.）总裁3. Executive Vice-President 执行副总裁4. Managing Director 行政董事5. Executive Manager，General Manager 总经理6. Deputy General Manager 副总经理7. Section Manager 部门经理，科长8. Sales Manager 销售部经理9. Assistant Manager 助理经理（副经理）10. Manager 主任11. Sales Representative 销售代表12. Supervisor 总管13. executive 高中级管理人员14. clerk 职员PS:Accounting Assistant 会计助理Accounting Clerk 记帐员Accounting Manager 会计部经理Accounting Stall 会计部职员Accounting Supervisor 会计主管Administration Manager 行政经理Administration Staff 行政人员Administrative Assistant 行政助理Administrative Clerk 行政办事员Advertising Staff 广告工作人员Airlines Sales Representative 航空公司定座员Airlines Staff 航空公司职员Application Engineer 应用工程师Assistant Manager 副经理Bond Analyst 证券分析员Bond Trader 证券交易员Business Controller 业务主任Business Manager 业务经理Buyer 采购员Cashier 出纳员Chemical Engineer 化学工程师Civil Engineer 土木工程师Clerk/Receptionist 职员／接待员Clerk Typist & Secretary 文书打字兼秘书Computer Data Input Operator 计算机资料输入员Computer Engineer 计算机工程师Computer Processing Operator 计算机处理操作员Computer System Manager 计算机系统部经理Copywriter 广告文字撰稿人Deputy General Manager 副总经理Economic Research Assistant 经济研究助理Electrical Engineer 电气工程师Engineering Technician 工程技术员English Instructor/Teacher 英语教师Export Sales Manager 外销部经理Export Sales Staff 外销部职员Financial Controller 财务主任Financial Reporter 财务报告人F.X. (Foreign Exchange) Clerk 外汇部职员F.X. Settlement Clerk 外汇部核算员Fund Manager 财务经理General Auditor 审计长General Manager/President 总经理General Manager Assistant 总经理助理General Manager‘s Secretary 总经理秘书Hardware Engineer （计算机）硬件工程师Import Liaison Staff 进口联络员Import Manager 进口部经理Insurance Actuary 保险公司理赔员International Sales Staff 国际销售员Interpreter 口语翻译Legal Adviser 法律顾问Line Supervisor 生产线主管Maintenance Engineer 维修工程师Management Consultant 管理顾问Manager 经理Manager for Public Relations 公关部经理Manufacturing Engineer 制造工程师Manufacturing Worker 生产员工Market Analyst 市场分析员Market Development Manager 市场开发部经理Marketing Manager 市场销售部经理Marketing Staff 市场销售员Marketing Assistant 销售助理Marketing Executive 销售主管Marketing Representative 销售代表Marketing Representative Manager 市场调研部经理Mechanical Engineer 机械工程师Mining Engineer 采矿工程师Music Teacher 音乐教师Naval Architect 造船工程师Office Assistant 办公室助理Office Clerk 职员Operational Manager 业务经理Package Designer 包装设计师Passenger Reservation Staff 乘客票位预订员Personnel Clerk 人事部职员Personnel Manager 人事部经理Plant/Factory Manager 厂长Postal Clerk 邮政人员Private Secretary 私人秘书Product Manager 生产部经理Production Engineer 产品工程师Professional Staff 专业人员Programmer 电脑程序设计师Project Staff （项目）策划人员Promotional Manager 推销部经理Proof-reader 校对员Purchasing Agent 采购（进货）员Quality Control Engineer 质量管理工程师Real Estate Staff 房地产职员Recruitment Coordinator 招聘协调人Regional Manger 地区经理Research & Development Engineer 研究开发工程师Restaurant Manager 饭店经理Sales and Planning Staff 销售计划员Sales Assistant 销售助理Sales Clerk 店员、售货员Sales Coordinator 销售协调人Sales Engineer 销售工程师Sales Executive 销售主管Sales Manager 销售部经理Salesperson 销售员Seller Representative 销售代表Sales Supervisor 销售监管School Registrar 学校注册主任Secretarial Assistant 秘书助理Secretary 秘书Securities Custody Clerk 保安人员Security Officer 安全人员Senior Accountant 高级会计Senior Consultant/Adviser 高级顾问Senior Employee 高级雇员Senior Secretary 高级秘书ervice Manager 服务部经理Simultaneous Interpreter 同声传译员Software Engineer （计算机）软件工程师Supervisor 监管员Systems Adviser 系统顾问Systems Engineer 系统工程师Systems Operator 系统操作员Technical Editor 技术编辑Technical Translator 技术翻译Technical Worker 技术工人Telecommunication Executive 电讯（电信）员Telephonist/Operator 电话接线员、话务员Tourist Guide 导游Trade Finance Executive 贸易财务主管Trainee Manager 培训部经理Translation Checker 翻译核对员Translator 翻译员Trust Banking Executive 银行高级职员Typist 打字员Word Processing Operator 文字处理操作员。

HR Outsourcing人力资源外包-外文文献

HR OutsourcingOutsourcing is the practice of contracting with vendors to perform. HR services and activities. There are three types of HR outsourcing are: discrete, multi-process, and total process HR outsourcing.Firstly, discrete outsourcing means organization only outsourcing a particular function. (e.g. Recruitment). Discrete HRO can reduce company hiring requirement for highly specialized HR professionals or HRIS expertise associated with such infrequent function, in addition, it can reduce HR administration costs associated with frequent, high volume transactions (such as payroll). Although HRO has existed for many years, it remains a popular HR administration approach for achieving strategic goal.Further, HR managers may also pursue multi-process HR outsourcing. This approach involves outsourcing all of one or more related HR functions (e.g., recruitment and selection; learning& development) to niche third-party providers. It also known as comprehensive or blended services outsourcing, this approach has become more popular with the increase in the number of specialized vendors providing such services and the spread of enabling Internet portal capabilities. Such an HR administration approach can provide significant cost-reduction, while maintaining or enhancing service levels.Finally, Total HR outsourcing is the third type of outsourcing approach and involves having all, or nearly all, HR functions handled by one or more external vendors. All of the traditional HR administrative and functional activities (e.g., recruitment, selection, compensation and benefits, training) would be managed through third-party vendors.Advantages of HR OutsourcingThe advantages of HR administration outsourcing can be both financial and strategic. For example, organizations seeking to increase financial profitability and enhance shareowner value might reduce ongoing expenses (e.g., employees, software) and forestall capital expenditures (e.g., new buildings, equipment) through HR outsourcing. This would entail a careful “make-buy” assessment of the total costs and benefits of continuing internal operations versus contracting for them in the external market. Benefits of such an approach might include redesigned processes, improved quality, centralized or consolidated operations, access to technology, and enhanced employee satisfaction.Strategic advantages to HR outsourcing might include the ability to better focus on a firm’s core business through HR transformation, moving from an historical administrative activities focus to a strategic business partner perspective.Organizations recognize that, more than ever, effective talent management may be the source of sustainable strategic advantage in a knowledge-based, global economy. However, many HR professionals are mired in day-to-day administrative tasks that preclude the value-added consulting, planning, and visioning activities required from them to achieve strategic goals. HR outsourcing could free HR professionals to focus on strategic issues (e.g., talent management, merger and acquisition due-diligence) while providing the firm with skilled professionals services in HR functional (e.g., recruitment, compensation) and administrative (e.g., government compliance and regulations) areas, powered by up-to-date technology (e.g., hardware, software). Disadvantages of HR Outsourcing.Although there are a number of financial and strategic reasons for considering HR administration outsourcing, there are also serious potential problems for firms who use the approach without fully understanding how to manage it to achieve desired goals. For example, firms who used HRO to achieve HR transformation and cost savings rated their success an average of 3 on a 5-point (1 = benefits not at all achieved and 5 = benefits fully achieved) scale. Thus, one big disadvantage of HRO is the likelihood that the organization will not achieve its strategic goals. Such a failure could have significant, negative impact on the organization’s ability to survive. Steps to minimize such a failure include realistic cost-benefit analyses, successful project planning and implementation, unambiguous goals and measures of HR outsourcing success, rigorous vendor assessment and selection processes, and skilled vendor contract negotiation, management, and auditing. Indeed, one of the primary responsibilities of HR administration managers in an outsourcing environment is to ensure that the contract terms and fulfilled on a daily basis and that corrective actions are immediately taken when failures occur.Another disadvantage of HR outsourcing includes the loss of institutional expertise in the outsourced functions, making an HR outsourcing decision reversal difficult or impossible. Frequently, when outsourcing is undertaken, subject matter experts (e.g., selection) are reassigned or released. This can be a serious strategic error if the vendor is unable to fulfill its contractual obligations. As noted above, an organization would be unwise to outsource core or strategic HR planning functions because of the possibility that competitors may learn its plans from vendors. In addition, loss of internal strategic HR expertise may be devastating to an organization over time. Moreover, HR organizations may lack the contract management expertise to oversee the vendor and hold it accountable for contract terms, compounding its problems. Other potential problems include security risks in multi-vendor outsourcing, internal employee and manager resistance, compliance failures (e.g., Sarbanes-Oxley), and cultural clashes between the organization and its vendors.In summary, HR outsourcing is another approach to HR administration that offers potential for cost reduction, process improvement, and employee satisfaction. However, managers of HR administrative functions must be highly skilled at usingHRO strategically to achieve organizational goals.出师表两汉：诸葛亮先帝创业未半而中道崩殂，今天下三分，益州疲弊，此诚危急存亡之秋也。

人力资源专业术语英汉对照

人力资源管理专业术语中英文对照表人力资源管理(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview).组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD) 培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training ,OJT)媒介:(media)企业文化与组织发展企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedback)质量圈:(quality circles)目标管理:(management by objective,MBO)全面质量管理:(Total Quality Management,TQM)团队建设:(team building)职业计划与发展职业:(career)职业计划:(career planning)职业道路:(career path)职业发展:(career development)自我评价:(self-assessment)职业动机:(career anchors)绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)反馈:(-degree feedback)叙述法:(essay method)集中趋势:(central tendency)报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compensation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) 工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplinary action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)部门名称1.Personnel Department 人事部2.Human Resource Department 人力资源部3.Sales Department 营销部4.Product Development Department 产品开发部5.Public Relations Department 公关部6.Marketing Department 市场部7.Finance Department 财会部8.Purchasing （Procurement ） Department 采购部9.After-sale Service Department 售后服务部10.Quality Control Department 品管部职位名称1.Chairman of the Board 董事长PS:2.President （Am E.）总裁3.Executive Vice-President 执行副总裁4.Managing Director 行政董事5.Executive Manager ，General Manager 总经理6.Deputy General Manager 副总经理7.Section Manager 部门经理，科长8.Sales Manager 销售部经理9.Assistant Manager 助理经理（副经理）10.Manager 主任11.Sales Representative 销售代表12.Supervisor 总管13.executive 高中级管理人员14.clerk 职员Accounting Assistant 会计助理Accounting Clerk 记帐员Accounting Manager 会计部经理Accounting Stall 会计部职员Accounting Supervisor 会计主管Administration Manager 行政经理Administration Staff 行政人员Administrative Assistant 行政助理Administrative Clerk 行政办事员Advertising Staff 广告工作人员Airlines Sales Representative 航空公司定座员Airlines Staff 航空公司职员Application Engineer 应用工程师Assistant Manager 副经理Bond Analyst 证券分析员Bond Trader 证券交易员Business Controller 业务主任Business Manager 业务经理Buyer 采购员Cashier 出纳员Chemical Engineer 化学工程师Civil Engineer 土木工程师Clerk/Receptionist 职员／接待员Clerk Typist & Secretary 文书打字兼秘书Computer Data Input Operator 计算机资料输入员Computer Engineer 计算机工程师Computer Processing Operator 计算机处理操作员Computer System Manager 计算机系统部经理Copywriter 广告文字撰稿人Deputy General Manager 副总经理Economic Research Assistant 经济研究助理Electrical Engineer 电气工程师Engineering Technician 工程技术员English Instructor/Teacher 英语教师Export Sales Manager 外销部经理Export Sales Staff 外销部职员Financial Controller 财务主任Financial Reporter 财务报告人F.X. (Foreign Exchange) Clerk 外汇部职员F.X. Settlement Clerk 外汇部核算员Fund Manager 财务经理General Auditor 审计长General Manager/President 总经理General Manager Assistant 总经理助理General Manager‘s Secretary 总经理秘书Hardware Engineer （计算机）硬件工程师Import Liaison Staff 进口联络员Import Manager 进口部经理Insurance Actuary 保险公司理赔员International Sales Staff 国际销售员Interpreter 口语翻译Legal Adviser 法律顾问Line Supervisor 生产线主管Maintenance Engineer 维修工程师Management Consultant 管理顾问Manager 经理Manager for Public Relations 公关部经理Manufacturing Engineer 制造工程师Manufacturing Worker 生产员工Market Analyst 市场分析员Market Development Manager 市场开发部经理Marketing Manager 市场销售部经理Marketing Staff 市场销售员Marketing Assistant 销售助理Marketing Executive 销售主管Marketing Representative 销售代表Marketing Representative Manager 市场调研部经理Mechanical Engineer 机械工程师Mining Engineer 采矿工程师Music Teacher 音乐教师Naval Architect 造船工程师Office Assistant 办公室助理Office Clerk 职员Operational Manager 业务经理Package Designer 包装设计师Passenger Reservation Staff 乘客票位预订员Personnel Clerk 人事部职员Personnel Manager 人事部经理Plant/Factory Manager 厂长Postal Clerk 邮政人员Private Secretary 私人秘书Product Manager 生产部经理Production Engineer 产品工程师Professional Staff 专业人员Programmer 电脑程序设计师Project Staff （项目）策划人员Promotional Manager 推销部经理Proof-reader 校对员Purchasing Agent 采购（进货）员Quality Control Engineer 质量管理工程师Real Estate Staff 房地产职员Recruitment Coordinator 招聘协调人Regional Manger 地区经理Research & Development Engineer 研究开发工程师Restaurant Manager 饭店经理Sales and Planning Staff 销售计划员Sales Assistant 销售助理Sales Clerk 店员、售货员Sales Coordinator 销售协调人Sales Engineer 销售工程师Sales Executive 销售主管Sales Manager 销售部经理Salesperson 销售员Seller Representative 销售代表Sales Supervisor 销售监管School Registrar 学校注册主任Secretarial Assistant 秘书助理Secretary 秘书Securities Custody Clerk 保安人员Security Officer 安全人员Senior Accountant 高级会计Senior Consultant/Adviser 高级顾问Senior Employee 高级雇员Senior Secretary 高级秘书ervice Manager 服务部经理Simultaneous Interpreter 同声传译员Software Engineer （计算机）软件工程师Supervisor 监管员Systems Adviser 系统顾问Systems Engineer 系统工程师Systems Operator 系统操作员Technical Editor 技术编辑Technical Translator 技术翻译 Technical Worker 技术工人 TelecommunicationExecutive 电讯（电信）员 Telephonist/Operator 电话接线员、话务员Tourist Guide 导游Trade Finance Executive 贸易财务主管 Trainee Manager 培训部经理Translation Checker 翻译核对员Translator 翻译员Trust Banking Executive 银行高级职员 Typist Word Processing Operator 文字处理操作员打字员人工成本 labor costs 路试员 Road test staff 路试员 Inspector扣分员 Point deduction staff车型综合负责人 Vehicle c omprehensive p erson i n c harge 质量分析工艺员质量审核技术员 Quality audit technician频次检查员 Frequency inspector专业牵头人 Specialized coordination person 夹具调整工 Jig adjuster几何尺寸工艺员 Geometry craft 焊装工艺员 Welding craftAssembly craft 、Painting craft 、Stamping craftAbdication 弃权，辞职标定技术员 Calibration Technician 工艺员 Craft 快速反应技术员 Quick Response Technician 督导工 Supervisory workers 返修确认 repair confirming 公休加班 Closed overtime 假日加班 Holiday Overtime延点加班 Extension point overtimeAbility test 能力测试Ability to work 劳动能力Above normal loss 超正常损失Absence without leave 旷工Absentee 旷工者Abstention from labor 怠工Abundance of labor 劳动力过剩Abusive dismissal 滥用权力解雇Accession rate 职工增加率Accident and health insurance 事故和健康保险Accident and sick benefit 事故与疾病津贴Accident beyond control 不可抗力灾害Accident death insurance 事故死亡保险Accident insurance 事故保险Accident prevention 事故预防Accidental death benefit 事故死亡补助费Accountability 责任、职责、负有责任Accrued vacation time 累积假期Accrued wage 应计工资Accumulated leave 积存假期、存休Accumulated operational time 累积工作时间Accumulation fund 公积金Across-the-board p ay i ncrease /decrease 普调薪，普降薪Action group 行动小组Action learning 行动学习Action of rescision 解除合同诉讼Action skill 行动技能Action trainingActive employee 现有雇员Activity authority structure 业务职权结构Activity classification 操作分类Activity cost 活动成本Activity duration 活动持续时间Activity line 作业线Activity list 作业工序Actual hour 实际工时Actual hour work 实际工作Actual performance 实际绩效Adaptability 适应能力Adaptability test 适应能力测试Adaptation of s upply to demand 供求一致Additional allowance 额为津贴Additional budget 追加预算Additional labor costs 附加人工成本Additional wage 附加工资Administration authority 管理职权Administration control / expensesAdministrative bureau for industry and commerce 工商行政管理局Administrative cost 管理成本Administrative decision 管理决策Administrative employee 管理人员Administrative engineer 管理工程师Administrative guidance 管理指导Administrative standard 管理标准Administrative service 后勤服务Advance on wage /advance wages /salary 预付工资Advanced human capital 高级人力资本Adverse minimum point 最小成本点Affirmative action 肯定行动，希望行动Afternoon shift 下午班、中班Age composition 年龄组成Age distribution 年龄分布Age pattern analysis 年龄格局Age of retirement 退休年龄Age-sex composition of the labor force 劳动力的年龄性别组成Aggregate manpower budget 总体人力预算Aggregate output/production 总产量Aggregate plan 总体计划Aggregate production planning 总体生产计划Aggregate production rate 总体生产率Aggressiveness 进取心，积极性Aging population 人口老化Agreed holiday 公休Aided recall 帮助记忆法All levels o f management 各级管理Allocate 配置分配Allocation model 分配模型Allocation of charges/expenses 费用分配Allocation of labor 劳动力分配Allocation of resources 资源分配Allocation system 分配制度Allowance for overtime work 加班费，加班津贴Allowance in kind 实物津贴All-round worker 熟练工Alternate 预备工人、接替者Amount of salary 薪金额Amount of wages 工资额Analysis of l abor cost 人工成本分析Analysis of expenditure 费用分析Analysis of unpaid wages 未付工资分析Analysis of wage variance 工资差异分析Analytic work evaluation 分析工作评价Anchor job 关键工作Annual output 年产量Annual overall plan 年度综合计划Annual pay /salary /wage 年薪Annual pension 年养老金Annual premium 年保险费Annual production 年产量Annual revenue 年收入Annual wage audit 年度工资审计Annual working program 年度工作计划Annuity 年金、年金享受权、养老金Antecedent 前事、经历Anthropogenic factor 人为因素Antiunion agreement 反工会合同Antiunion practices 反工会手段。

人力资源管理专业术语中英文对照表

人力资源管理专业术语中英文对照表人力资源管理专业术语中英文对照表人力资源管理：Human Resource Management , HRM人力资源经理：Human resource manager高级管理人员：Executive职业：Profession道德标准：ethics操作工：operative employees专家：specialist人力资源认证协会：the human resource certification institute ,HRCI外部环境：external environment内部环境：internal environment政策：policy企业文化：corporate culture目标：mission股东：shareholders非正式组织：informal organization跨国公司：multinational corporation ,MNC管理多样性：managing diversity工作：job职位：posting工作分析：job analysis工作说明：job description工作规范：job specification工作计划分析表：job analysis schedule ,JAS职位分析问卷调查法：Management position description questionnaire ,MPDQ 行政秘书：executive secretary地区服务经理助理：assistant disterict service manager人力资源计划：human resource planning HRP战略规划：strategic planning长期趋势：long term trend要求预测：requirement forecast供给预测：availability forecast管理人力储备：management inventory裁减：downsizing人力资源信息系统：human resource information system，HRIS招聘：recruitment员工申请表：employee requisition招聘方法：recruitment methods内部提升：promotion from within ,PFW工作公告：job posting广告：advertising职业介绍所：employment agency特殊事件：special events实习：internship选择：selection选择率：selection rate简历：resume标准化：standardization有效性：validity客观性：objectivity规范：norm录用分数线：cutoff score准确度：aiming业务知识测试：job knowledge tests求职面试：employment interview非结构化面试：unstructured interview结构化面试：structured interview小组面试：group interview职业兴趣测试：vocational interest tests会议型面试：board interview组织变化与人力资源开发人力资源开发：human resource development，HRD 培训：training开发：development定位：orientation训练：coaching辅导：mentoring经营管理策略：business games案例研究：case study会议方法：conference method角色扮演：role playing工作轮换：job rotating在职培训：on-the-job-training ，OJT媒介：media企业文化与组织发展：企业文化：corporation culture组织发展：organization development ，OD调查反馈：survey feedback质量圈：quality circles目标管理：management by objective ，MBO全面质量管理：Total quality management ,TQM 团队建设：team building职业计划与发展职业：career职业计划：career planning职业道路：career path职业发展career development自我评价：self-assessment职业动机：career anchors绩效评价绩效评价：performance appraisal ，PA小组评价：group appraisal业绩评定表：rating scales method关键事件法：critical incident method排列法：ranking comparison平行比较法：paired comparison硬性分布法：forced distribution method晕圈错误：halo error宽松：leniency严格：strictness反馈：degree feedback叙述法：essay method集中趋势：central tendency报酬与福利报酬：compensation直接经济报酬：direct financial compensation间接经济报酬：indirect financial compensation 非经济报酬：no financial compensation公平：equity外部公平：external equity内部公平：internal equity员工公平：employee equity小组公平：team equity工资水平领先者：pay leaders劳动力市场：labor market工作评价：job evaluation排列法：ranking method分类法：classification method因素比较法：factor comparison method评分法：point method海氏指示图标个人能力分析法：Hay Guide Chart –profile Method 工作定价：job pricing工资等级：pay grade工资曲线：wage curve工资幅度：pay range福利和其他报酬问题：福利（间接经济补偿）员工股权计划：employee stock ownership 破烂,ESOP值班津贴：shift differential奖金：incentive compensation分红制：profit sharing安全与健康的工作环境：安全：safety健康：health频率：frequency rate紧张：stress角色冲突：role conflict催眠法：hypnosis酗酒：alcoholism员工和劳动关系工会：union地方工会：local union行业工会：craft union全国工会：national union谈判组：bargaining union劳资谈判：collective bargaining仲裁：arbitration罢工：strike内部员工关系：internal employee relation纪律：discipline纪律处分：disciplinary action申诉：grievance降职：demotion调动：transfer晋升：promotion部门名称人事部：personnel department人力资源部：human resource department营销部：salesman department产品开发部：product development department公关部：public relationship department市场部：marketing department财会部：finance department采购部：purchasing （procurement）department 售后服务部：after-sale service department品管部：quality control department职位名称：董事长：chairman of the board总裁：president （Am E.）执行副总裁：executive vice – president行政董事：managing director总经理：executive manager ，general manager 副总经理：deputy general manager部门经理，科长：section manager销售部经理：sales manager助理经理（副经理）：assistant manager主任：manager销售代表：sales representative主管：supervisor高中级管理人员：executive职员：clerkAccounting assistant 会计助理Accounting clerk 记账员Accounting manager 会计部助理Accounting stall 会计部职员Accounting supervisor 会计主管Administration manager 行政经理Administration staff 行政人员Administrative assistant 行政助理Administrative clerk 行政办事员Advertising staff 广告工作人员Airlines sales representative 航空公司订座员Airlines staff 航空公司职员Application engineer 应用工程师Assistant manager 副经理Bond analyst 证券分析员Bond trader 证券交易员Business controller 业务主任Business manager 业务经理Buyer 采购员Cashier 出纳员Chemical engineer 化学工程师Civil engineer 土木工程师Clerk / receptionist 职员/ 接待员Clerk typist & secretary 文书打字兼秘书Computer data input operator 计算机资料录入员Computer engineer 计算机工程师Computer processing operator 计算机处理操作员Computersystem manager 计算机系统部经理Copywriter 广告文字撰稿人Deputy general manager 副总经理Economic research assistant 经济研究助理Electrical engineer 电气工程师English instructor / teacher 英语教师Export sales manager 外销部经理Export sales staff 外销部职员Financial controller 财务主任Financial reporter 财务报告人F．X. ( foreign exchange ) clerk 外汇部职员F．X. settlement clerk 外汇部核算员Fund manager 财务经理General auditor 审计长General manager / president 总经理General manager assistant 总经理助理General manager’s secretary 总经理秘书Hardware engineer （计算机）硬件工程师Import liaison staff 进口联络员Impor manager 进口部经理Insurance actuary 保险公司理赔员International sales staff 国际销售员Interpreter 口语翻译Legal adviser 法律顾问Line supervisor 生产线主管Maintenance engineer 维修工程师Management consultant 管理顾问Manager 经理Manager for public relations 公关部经理Manufacturing engineer 制造工程师Manufacturing engineer 制造工程师Manufacturing worker 生产员工Market analyst 市场分析员Market development manager 市场开发部经理Marketing manager 市场销售部经理Marketing staff 市场销售员Marketingassistant销售助理Marketing executive 销售主管Marketing representative 销售代表Marketing representative manager 市场调研部经理Mechanical engineer 机械工程师Mineing engineer 采矿工程师Music teacher 音乐教师Naval architect 造船工程师Office assistant 办公室助理Office clerk 职员Operational manager 业务经理Package designer 包装设计师Passenger reservation staff 乘客票位预订员Personnel clerk 人事部职员Personnel manager 人事部经理Plant / factory manager 厂长Postal clerk 邮政人员Private secretary 私人秘书Product manager 生产部经理Production engineer 产品工程师Professional staff 专业人员Programmer 电脑程序设计师Project staff （项目）策划人员Promotion manager 推销部经理Proof – reader 校对员Purchasing agent 采购（进货）员Quality control engineer 质量管理工程师Real estate staff 房地产职员Recruitment coordinator 招聘协调员Regional manager 地区经理Research & development engineer 研究开发工程师Restaurant manager 饭店经理Sales and planning staff 销售计划员Sales assistant 销售助理Sales clerk 店员、售货员Sales coordinator 销售协调员Sales engineer 销售工程师Sales executive 销售主管Sales manager 销售部经理Salesperson 销售员Seller representative 销售代表Sales supervisor 销售监管School registrar 学校注册主任Secretarial assistant 秘书助理Secretary 秘书Securities custody clerk 保安人员Security officer 安全人员Senior accountant 高级会计Senior consultant / adviser 高级顾问Senior employee 高级雇员Senior secretary 高级秘书Service manager 服务部经理Simultaneous interpreter 同声传译员Software engineer （计算机）软件工程师Supervisor 监管员Systems adviser 系统顾问Systems engineer 系统工程师Systems operator 系统操作员Technical editor 技术编辑Technical translator 技术翻译Technical worker 技术工人Telecommunication executive 电讯（电信）员T elephonist / operator 电话接线员、话务员Tourist guide 导游Trade finance executive 贸易财务主管Trainee manager 培训部经理Translation checker 翻译核对员Translator 翻译员Trust banking executive 银行高级职员Typist 打字员Word processing operator 文字处理操作员。

人力资源外包

人力资源外包HR外包的定义所谓外包(outsourcing)，英文直译为“外部资源”，指企业整合利用其外部最优秀的专业化资源，从而达到降低成本、提高效率、充分发挥自身核心竞争力和增强企业对环境的迅速应变能力的一种管理模式。

人力资源外包就是企业根据需要将能某一项或几项人力资源管理工作或职能外包出去，交由其他企业或组织进行管理，以降低人力成本，实现效率最大化。

总体而言，人力资源管理外包将渗透到企业内部的所有人事业务，包括人力资源规划、制度设计与创新、流程整合、员工满意度调查、薪资调查及方案设计、培训工作、劳动仲裁、员工关系、企业文化设计等方方面面。

HR外包的好处：近年来，人力资源业务外包在世界范围内是一种管理趋势，主要优势：降低成本、提高效率。

在国内由于劳工权利意识的高涨、就业安全体系和劳动合同法的普及，人事直接间接费用〈包含遣散费、补偿金等〉及外围招聘成本不断地爬升，人力资源管理业务外包则可以降低成本，提高工作效率；控制劳资风险，提高企业形象，提升企业人力资源管理品牌价值；帮助人力资源部门从繁重的重复性事务中解脱，专注于核心的战略性工作，从而提升人力资源管理的高度和核心竞争力；人力资源管理的新理念，新技术帮助企业了解新知识，提高企业内部人力资源管理水平，更好的帮助企业实现其经营目标；建立科学的人力资源管理管理体系，适合企业发展的人力资源规章制度、操作规范、工作流程，帮助企业经营目标的实现；建立公平公正的进行员工关系；科学化的工作流程，节省时间，提高效率，提高员工满意度。

(见下图)目前企业HR面临的挑战与HR外包具体优势分析目前，人力资源外包已成为当今国际的一种流行趋势，适用于各个不同类型的企业。

不论是对新成立的公司、处于高速发展阶段的公司还是对大中型的成熟企业，它都有其自身的独特优势：企业所面临的挑战人力资源外包的优势新成立的公司“麻雀虽小，五脏俱全”人事工作的项目和难度依旧，需要及时圆满地运行HR工作资金、人手和精力有限，且人事事务量相对较少，短期内企业无法考虑在人事上过多地投入只需要少量的费用，在最短的时间内，由熟练的人事操作人员专业而圆满地完成人事业务操作快速发展的公司公司新发展地区的人事政策和操作方式与总公司的有不少差异一时无法在各地增加人事方面的人手；总部人事主管，不得不奔波在旅途，费时费力费钱可选择在当地有分支机构的人才机构，方便人事管理对应一名服务专员，办理全国的企业人事工作；免除差旅之苦大中型成熟公司现代企业和社会的发展对人事提出新的要求现代HR需要专注于企业策略发展和变革，凸提供全球最先进的人事运作经验、模式和技术人事社区为专业显人事的重要性HR工作范围和胜任力出现新的变化，以适应日益激烈的竞争人事提供交流、学习和进步的平台帮助人事跨越自我，为企业更多增值正因为人力资源外包可以使企业实现优势互补，专注于自身具有核心竞争力的项目和事务上，进一步赢得竞争优势，因而，大多数企业对人力资源外包是持肯定态度的。

人力资源外包外文翻译

人力资源外包外文翻译外文文献及翻译材料Human Resource OutsourcingThe innovation of technology and economic globalization change the economic environment of enterprises. To conquer the uncertainty in the environment and keep the competitive advantage，human resource outsourcing，one of HR service delivery models，hasbecome more and more enterprises choice，which can reduce cost，improve efficiency and gaincompetitive advantage.Human resources outsourcing means that the enterprise in order to better carry out human resources management activities，part of the business of outsourcing，using outside outstandingprofessional skills to be integrated in order to achieve lower costs，improving the quality ofservice and more focus on human resources to the core business objectives。

The domestic humanresources outsourcing are relatively concentrated in the cause、advantages、select、a risk model、enterprises from the angle of view of human resources outsourcing more，and the choice ofoutsourcing service providers research is relatively small。

人力资源服务外包协议英文

HR Outsourcing Services Contract[Company Name], a company established and existing with its registered address at________________________________ Tel at____________ ____(hereinafter referred to as the “Party A”)and人力资源有限公司 [Company Name], a company established and existing with its registered address at Tel at(herein after referred to as the “Party B”)In accordance with stipulation of the " Contract Law of the People''s Republic of China ", the " Labor Law of the People's Republic of China ", the " Labor Contract Law of People's Republic of China Labor Contract Law" and other relevant laws and regulations, through friendly negotiation, have signed this Co ntract (hereinafter referred to as This Contract) on a basis of equal and mutua l benefit and agreed to the terms and conditions stipulated below for HR Out sourcing Services.ARTICLE 1 GENERAL TERMS AND CONDITIONS1. Either party shall provide the other party legitimate and effective copi es of documents for registration and approval of government authorities that ca n show it is a company duly organized and existing under the laws of Chines e government. Unless otherwise provided herein, "Party B" includes B Compan y and its affiliates or authorized companies. The obligations concerning its perf ormance of the Contract shall be at Party B’s side. “Affiliate” means any com pany directly or indirectly controlled by, controlling by Party B, including com pany under direct or indirect common control by Company or natural individua l. “Control” means either the ownership of fifty percent (50%) or more of the ordinary share of capital of the company carrying the right to vote at general meetings.2. Scope of ServicesParty B be entrusted as agent of Party A and shall have obligation to provide the services listed hereinafter(Choose by mark √)□ 2.1 Social insurance enrollment and payment2.1.1 to exercise Social Insurance, such as Endowment Insurance, Medical Insurance, Unemployment Insurance, Employment Injury Insurance and Maternity Ins urance (hereinafter referred to as “FSI”), enrollment in Social Insurance Manag ement System (hereinafter referred to as “SIMS”).2.1.2 to remove insured staff from SIMS and exercise transfer procedures in accordance with state regulations.2.1.3 to make change to salary base of social insurance2.1.4 to reimburse medical expenses2.1.5 to claim for maternity allowance2.1.6 to claim for work injury compensation2.1.7 to provide social insurance policy consultation2.1.8 to handle disputes, unusual circumstances related to social insurance2.1.9 to deal with other matters related to social insurance□2.2 Housing fund services2.2.1 to conduct enrollment procedures concerning housing fund (hereinafter referred to as “HF”)2.2.2 to remove staff from the Housing fund Management System and exercisetransfer procedures2.2.3 to help to draw Housing fund2.2.4 to assist housing fund loans2.2.5 to handle disputes, unusual circumstances related to housing fund2.2.6 Other matters related to housing fund□2.3 Payroll agency services2.3.1 to handle and pay employee’s salary2.3.2 to apply for bank cards for salary payment2.3.3 to exercise individual income tax declaration and payment2.3.4 to provide private and confidential payslip2.3.5 to handle with other services in connection with payroll services□2.4 Welfare services2.4.1 to provide commercial insurance, medical insurance and employer liability ins urance services2.4.2 to claim for commercial insurance, medical insurance and employer liability insurance services2.4.3 The price shall be set forth as hereunder:RMB YUAN (SAY: ONLY).The reimbursement shall be.□2.5 Labor Policy Consultation2.5.1 to exchange and answer questions on labor policies.2.5.2 to provide consultation on laws and policies on human resource, labor and social security.2.5.3 to provide legal assistance for resolving labor disputes in a basis of fairnes s and justice.ARTICLE 2 TERMS3. This Contract come into effect upon duly signed by both parties and the duration is years from _ to .4. The renewal of this Contract should be negotiated by both parties thirty (30)days before its expiry. Both parties’ signatures are needed if they agree to re new the Contract. Should the parties fail to confirm the renewal of this Contra ct by signature, the Contract shall extend one year automatically, but in no case the extension exceeds three times.ARTICLE 3 RIGHTS AND OBLIGATIONS5. Rights and obligations of Party B5.1 Party A may decide the employees submitted to Party B for service at itssole decision.5.2 Party A shall decide the means of insurance payment according to policiesof contribution places through negotiation with Party A.5.3 Party A shall confirm the information on employee addition or deduction from the Social Insurance Management System without any delay.5.4 Party A shall be obligated to pay the payment to Party A’s designated bank account via bank transfer. “Payment” unless otherwise provided herein, shall means the total expenses Party A pay to Party B, and it shall include but not limited to social insurance fee and housing funds fees the company born, social insurance fee and housing funds fees individual born, salaries, welfare fees a nd management expenses.5.5 Party A shall guarantee the labor contract signing with its employees, and shall undertake the due obligations prescribed by law to the employee covered by the Services agreed herein5.6 Should employees covered by the Services injured in the duration of work or fall in serious illness, Party A shall undertake the due obligations prescribed by law.5.7 Retirement progress for employees covered by the Service shall be executed by Party A and expenses arising from therefrom shall be born by Party A while Party B has obligations to provide necessary assistance.6. Rights and obligations of Party B6.1 Party B shall have obligations to provide services agreed herein timely and accurately.6.2 Party B shall have obligations to provide Party B advises and coordination services on relevant policies and regulations in connection with the Services ag reed herein. Any trouble arising from the performance of this Agreement may acquire assistance from Party B.ARTICLE 4 PRICE7. Service fees shall be set forth according to the actual number of employees and months covered by the Services.The price shall be:1-5 person ： RMB Yuan (SAY ONLY) /person/month;5-20 person： RMB Yuan (SAY ONLY) /person/month;20-300 person： RMB Yuan (SAY ONLY) ()/person/month; Above 300 person： RMB Yuan (SAY ONLY) ()/person/month.8. Party A shall alter the contribution base following the annual alteration of minimum average social salary. The expenses arising therefrom shall be paid w ithin one month. In the case of the invoice value exceeds two (2) times the a ctual social insurance expenses, party A shall pay 6% the amount by which the invoice value exceeds that of the actual expenses.9. The expenses of disability insurance or worker union fee shall be collected according to relevant government regulations. Party A may pay the amount to Party B while Party B provide invoice indicating the real expenses.10. Means of Payment10.1 Party A shall provide Party B information of employees to be added or d educted from The Social Insurance Management System by mail prior to th e day of each month. Any delay shall be considered as no alteration to the System.10.2 Party B shall submit Expense Sheet to Party A for confirmation prior to the day of each month after receipt of the employee alteration information. “Expense Sheet” shall include all payment in connection with the Services stip ulated herein.10.3 Party A shall pay to Party B all the payment to the designated bank acc ount of Party B prior to the day of each month after confirmation of the Ex pense Sheet. Party B shall exercise the execution of the Service in connection with social insurance upon payment received and provide Party A invoice withi n seven (7) business days.10.4 Should the employee number of Party A covered by the Service herein n o less than five (5) people, payment shall be paid monthly otherwise quarterly. Bank account information of Party B:Depositary bank: 中国农业银行东营区支行Bank accounts: 15312001040005887Company Name: 东营邦芒人力资源有限公司ARTICLE 5 MISCEELLANEOUS PROVISIONS11. Party A shall provide Party B documents and information such as copy of ID card, photo and bank account etc. of employees covered by the Services w hich shall be filed by Party B. Any trouble arising from service delay or data deviation caused by any faulty in the information Party A provided shall be b orn by Party A..12. Party B shall complete the Service Stipulated herein without any delay and shall assume corresponding responsibility in case of its sole failure.13. Party B shall submit Employee added/deducted Sheet to Party A for backu p and service progress notice.ARTICLE 6 DEFAULT AND DISPUTE14. Should either party fails to implement the terms and conditions herein or make any changes and amendments to this Contract without prior consent of t he other party, the loss resulting therefrom shall be born by the party in breac h.15. In case of late payment of any amount payable thereunder, Party A will p ay Party B penalty equal to 2‰ of the amount payable for every delayed day. Party B’s contractual obligations shall be suspended, without penalty or liabilit y.16. All disputes arising from or in connection with this Contract or any execut ion documents signed in accordance with this Contract shall be settled through amicable consultation. Upon failure of negotiation, disputes shall be submitted t o local court having jurisdiction. Notwithstanding any reference to arbitration, b oth parties hereto shall continue to exercise their remaining respective rights and fulfill their remaining respective obligations under the Contract unless otherw ise agreed.ARTICLE 7 APPENDIX17. All notices and other communications issued pursuant to this contract shall be in writing and shall be deemed equally authentic。

人力资源管理中词汇翻译

求职面试:employment interview
非结构化面试:unstructured interview
结构化面试:structured interview
小组面试:group interview
职业兴趣测试:vocational interest tests
会议型面试:board interview
公平:equity
外部公平:external equity
内部公平:internal equity
员工公平:employee equity
小组公平:team equity
工资水平领先者:pay leaders
现行工资率:going rate
工资水平居后者:pay followers
劳动力市场:labor market
分红制:profit sharing
十三、安全与健康的工作环境
安全:safety
健康:health
频率:frequency rate
紧张:stress
角色冲突:role conflict
催眠法:hypnosis
酗酒:alcoholism
十四、员工和劳动关系
工会:union
地方工会:local union
行政秘书:executive secretary
地区服务经理助理:assistant district service manager
四、人力资源计划:Human Resource Planning,HRP
战略规划:strategic planning
长期趋势:long term trend
会议方法:conference method

人力资源外包(英文版)-精选文档

Save time and energy costs, increase competitiveness in the industry.
Avoid the large investment in people brought about by the uncertain risks, can reduce business risk.
large enterprises will outsource to a
be outsourced to the
professional school talent agencies do,
management functions of the role of outsourcing the management of more and more common.
Limited and other
Some well-known foreign and domestic
famous enterprises will
With INTERNET characterized by globalization and new economy era, the product life cycle to shorten the ever-changing and, enterprises are facing more intense competition. In order to more quickly adapt to the technological revolution to meet the challenges of the knowledge economy, participate in world competition, many enterprises are actively way to organize and manage change and innovation, "human resources outsourcing" It is in this society came into being in the context of help companies improve efficiency, gain competitive advantage of a new management model.