人力资源管理英文版
人力资源管理(中英文经典概述)
PART 2 人力资源管理规划
WHAT IS HRM Planning？
人力资源规划
人力资源管理规划就像航行出海的船，在出行前要找到适合的、明确的 目标与方向，即最适合本部门公司的制度，这就需要确定HR工作目标resource management planning, like a boat sailing out to sea before the trip to find the right and clear goal and direction, which is most suitable for the system of the company, the department that need to be sure HR work target and implementation approach.
能力ability 需要need 价值观、个性特征 Value\personality
招聘与配置——内招还是外招？
内部招聘：Internal Recruitment
外部招聘：external Recruitment When to recruit internally and when to recruit externally？？
one's desires and the attributes of the job.
招聘与配置——人组织匹配模型 人岗匹配Person-job fit
组织（岗位）
Organization (position)
个人
personal
要求require 供给supply 价值观、文化氛围 Value\cultural atmosphere
培训计划制定 Training planning
人力资源管理模型英文版
人力资源管理模型英文版Human resource management is a critical element for any organization to achieve success. The human resource management model is a framework that outlines the role of HR in an organization, including recruitment, selection, training, and retention of employees. This model helps in guiding the HR department to ensure that it delivers its services optimally to achieve the organization’s goals. In this document, we will discuss the human resource management model, its concepts, and how it impacts an organization.The human resource management model has three key components: the stakeholders, the delivery system, and the HR functional areas.1. The stakeholders: The stakeholders of HRM are the employees, customers, shareholders, and the communi ty. HR’s role is to ensure that the needs of these stakeholders are met and that they are working to achieve the organization’s goals.2. The delivery system: The delivery system includes the policies, procedures, and systems that HR uses to manage employees. HR needs to ensure that these systems are effective in recruiting, selecting, training, motivating, and retaining staff.3. HR functional areas: HR functional areas are the core processes that HR undertakes to achieve the goals of the organization. These areas include recruitment, selection, training, development, performance management, and compensation and benefits.Within these three components, there are a number of concepts that are crucial to the human resource management model’s success.1. Human capital: Human capital refers to the knowledge, skills, and abilities that employees have. HR needs to ensure that it is managing the human capital effectively in order to achieve the organization’s goals.2. Diversity: Organizations are becoming increasingly diverse. HR needs to ensure that they are managing diversity effectively so that the organization can benefit from the unique skills and experiences that employees bring to the table.3. Job satisfaction: Job satisfaction is critical to employee retention. HR needs to ensure that employees are satisfied in their roles by providing appropriate training, motivation, and rewards.4. Legal compliance: HR must ensure that they comply with relevant employment laws and regulations. This includes fair employment practices, health and safety regulations, and any other relevant laws or regulations.5. HR data: HR data is critical to the management of HR processes. HR needs to ensure that it collects and analyzes data on recruitment, selection, training, performance management, and compensation and benefits.Impact of the human resource management model on an organizationThe human resource management model has a significant impact on an organization. Firstly, it ensures that employees are recruited and selected based on their skills and experience, which ensures that the organization has competent staff. Secondly, it ensures that employees are trained and developed so that they can be more productive and contribute to the achievement of the organization’s goals.Thirdly, the human resource management model ensures that employees are motivated and satisfied in their roles, which increases their retention rates. Fourthly, it ensures that organizations are complying with relevant employment laws and regulations, which reduces the risk of litigation and other legal issues.Fifthly, HR data enables the organization to make informed decisions regarding recruitment, training, compensation, and benefits. This provides a competitive advantage, as organizations can attract and retain the best talent.In conclusion, the human resource management model is a framework that guides the HR department to deliver its services effectively. It ensures that employees are managed optimally and are motivated to achieve the organization’s go als. HR data enables the organization to make informed decisions and provides a competitive advantage. The human resource management model is critical to an organization’s success and should be a key element of any organization’s strategy.。
人力资源管理介绍英文IntroductionofHumanResourcesManagement
HR strategy
Control HR Strategy ─ Clear job descriptions ─ Detailed work planning ─ Emphasis on technical skills ─ Job-specific training ─ Job-based pay ─ Performance evaluations for control
▪ Significant resources on training ▪ Offering free or low cost healthcare, providing on-site athletic facilities,
cafeteria ▪ Giving employee stock options ▪ Practicing open-book management ▪ Recognizing excellent performance
Industrial Revolution ─ Changed the nature of work ─ Large numbers of people to work together
The personnel administration movement ─ By the late 1800s and early last century ─ The personnel profession (e.g., welfare secretary) began to emerge ─ Basic personnel management functions, such as employee selection, training and compensation and benefits.
人力资源管理英文版选择题题库1
Chapter1Exam Questions1. The human resource management function (56)A. is concerned with ensuring that a firm's human resources have the land, capital, andequipment needed to perform their jobs effectively.B. helps an organization deal effectively with its people during the various phases of theemployment cycle--pre-selection, selection, and post-selection.C. is necessary only in those organizations where labor-management relations are strained.D. is irrelevant in an age of rapidly changing work processes.Answer: B2. The dominant activity in the pre-selection phase of the employment cycle isA. planning.B. performance management.C. selection.D. assessment.Answer: A3. Developing human resource practices for effectively managing people is most closely associatedwith which phase of the employment cycle? (38)A. pre-selectionB. selectionC. post-selectionD. management phaseAnswer: C4. Human resource planning has as its primary goal (39)A. gathering, analyzing, and documenting information about jobs.B. locating and attracting job applicants.C. helping managers anticipate and meet the changing need for human resources.D. measuring the adequacy of an employee's job performance.Answer: C5. The decision to use a personality inventory in the employee selection process would be madebased on (43)A. job analysis information.B. human resource planning information.C. performance appraisal information.D. recruitment information.Answer: A6. Which of the following is not among the external factors influencing human resourcemanagement?A. rapid advances in technologyB. a high rate of illiteracy among the work forceC. company policy regarding flexible work arrangementsD. emphasis on quality improvementAnswer: C7. Unions are most likely to influence company policies regarding (59)A. human resource planning, job analysis, and recruitment.B. discipline, promotions, and grievances.C. international human resource management.D. strategic planning and resource allocation.Answer: B8. Which of the following is not one of the issues that needs to be addressed when establishingoperations in other countries?A. setting performance standardsB. use of expatriatesC. cultural differencesD. compensationAnswer: A9. Which statement below best describes the relationship between line management and HRprofessionals? (58)A. HR professionals focus more on developing human resource programs, while line managersare more involved in implementing those programs.B. HR professionals are solely responsible for evaluating programs designed to manage humanresources.C. Line management requires the services of the HR professional only infrequently.D. Line management focuses more on developing human resource programs, while the HRprofessional is more involved in implementing programs.Answer: A10 Which of the following activities is most consistent with the HR professional’s role ofdeveloping/choosing HRM methods? (31)A. determining the order in which job applicants should complete selection measures.B. determining that a test of cognitive ability should be used as part of a selection process.C. determining that a personality test has been ineffective in screening job applicants.D. offering a manager instruction on how to appraise employee performance.Answer: B11. Which of the following activities is not part of the line manager's role in the HRM process? (32)A. interview job applicantsB. settle grievance issuesC. provide and communicate job performance ratingsD. develop an evaluation strategy for training programsAnswer: D12. A competitive advantage is defined in the text as (33)A. a demonstrated willingness to take on all competitors in the marketplace.B. hiring a workforce that has a high need for achievement.C. achieving a superior marketplace position relative to one’s competition.D. organizational self-confidence.Answer: C13. A cost leadership strategy for gaining competitive advantage can be produced by(34)A. reducing the cost of production, regardless of the number of units produced.B. increasing the number of units produced, regardless of the cost per unit.C. cutting overhead costs while maintaining or increasing the number of units produced.D. performing regularly scheduled maintenance on production equipment.Answer: C14. Product differentiation can offer a firm a competitive advantage because (35)A. it allows a firm to offer a unique product not being offered by competitors.B. it can reduce a product’s cost per unit.C. it reduces a firm’s dependence on one supplier for raw materials.D. imitating a competitor’s strategy is the surest way to be competitive.Answer: A15. Which of the following statements best characterizes the relationship between a firm’s HRMpractices and important outcome measures such as productivity, profits, and overall organizational performance? (36)A. HRM practices have little impact on such“hard measures” of organizational performance.B. Firms with progressive HRM practices tend to perform better on such hard measures oforganizational performance than those using less sound practices.C. Those firms that use sophisticated HRM practices tend to be only slightly less successful thanother firms.D. The more money a firms spends on salaries for HRM personnel, the more successful it willbe.Answer: B16. According to Jeffrey Pfeffer, a firm that adopts a program of employee participation andempowerment is most likely to generate (37)A. uncertainty among the workforce regarding job responsibilities.B. support from union leadership.C. a decline in short-term profits until the organization adapts to the change.D. a competitive advantage by increasing employee satisfaction and productivity.Answer: D17. According to the model linking HRM practices to competitive advantage discussed in chapter 1,which of the following HRM practices can have a direct effect on achieving competitive advantage?A. performance appraisalB. HR planningC. unionsD. workplace justice programsAnswer: A18. According to the model linking HRM practices to competitive advantage discussed in chapter 1,which of the following employee-centered outcomes is a direct result of implementing progressive HRM practices?A. employee retentionB. legal complianceC. employee competenceD. company imageAnswer: C19. Organizational citizenship concerns(40)A. an employee’s willingness to engage in work behaviors that are not usually specified in a jobB. the relative strength of an employee’s identification with and involvement in a particularorganization.C. the favorableness of an employee’s attitude toward his or her job.D. the tendency of an organization to be involved in the civic affairs of the community in whichit resides.Answer: A20. An employee is overheard saying“I think the company is doing the right thing by introducing thisnew product line. I hope I get the chance to work on it.” This statement most likely reflects the employee’s (41)A. organizational commitment.B. organizational citizenship.C. job satisfaction.D. self-efficacy.Answer: A21. Which of the following pairs of HRM practices is most likely to influence employeemotivation?(42)A. job analysis and HR planningB. selection and productivity improvement programsC. training and safety and health programsD. motivation is one of the few variables that cannot be improved using HR practices.Answer: B22. According to the model linking HRM practices to competitive advantage discussed in Chapter 1,how can one describe the relationship between organization-centered outcomes and employee-centered outcomes?A. organization-centered outcomes are believed to“cause” employee-centered outcomes.B. employee-centered outcomes are believed to“cause” organization-centered outcomes.C. both employee-centered and organization-centered outcomes are believed to have direct pathsto competitive advantage but no effect on each other.D. organization-centered outcomes are directly influenced by certain HRM practices, whileemployee-centered outcomes are not.Answer: B23. Which of the following strategies is not used by HR professionals to achieve cost leadership? (44)A. motivating workers to be more productive by introducing a productivity improvementprogram.B. developing a performance appraisal system that provides workers with the feedback necessaryto be more productive.C. introducing a new piece of equipment to improve worker efficiency.D. using a more efficient recruitment strategy to reduce the cost of hiring new workers.Answer: C24. The use of HRM practices can promote a sustained competitive advantage because(45)A. being the first to institute an innovative HR practice discourages a firm's competition.B. HR practices cannot be imitated.C. people are a firm’s most valuable resource.D. the organizational environment in which innovative HR practices are implemented can rarelyAnswer: D25. Which of the following HR practices is likely to have the greatest and most direct impact onachieving competitive advantage through product differentiation?A. compensationB. selectionC. job analysisD. performance appraisalAnswer: B。
人力资源管理专业英语整理完整版
人力资源管理专业英语整理HEN system office room 【HEN16H-HENS2AHENS8Q8-HENH1688】■★■人力资源管理专业英语PART A .管理专业述语一、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:(Senior 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)二、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)三、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, AS)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)四、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)五、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)六、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)七、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)八、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)九、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)十、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)宽松:(Leniency)严格:(Strictness)3600反馈:(360-degree feedback)叙述法:(Essay method)集中趋势:(Central tendency)十一、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)十二、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)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)PART B. 基本面词汇个人素质>中英文词汇A Useful Glossary for Personal Qualitiesable 有才干的，能干的active 主动的，活跃的adaptable 适应性强的adroit 灵巧的，机敏的aggressive 有进取心的alert 机灵的ambitious 有雄心壮志的amiable 和蔼可亲的amicable 友好的analytical 善于分析的apprehensive 有理解力的aspiring 有志气的，有抱负的audacious 大胆的，有冒险精神的capable 有能力的，有才能的careful 办理仔细的candid 正直的charitable 宽厚的competent能胜任的confident 有信心的conscientious 认真的，自觉的considerate 体贴的constructive 建设性的contemplative 好沉思的cooperative 有合作精神的creative 富创造力的dashing 有一股子冲动劲的，有拼搏精神的dedicated 有奉献精神的devoted 有献身精神的dependable 可靠的diplomatic 老练的，有策略的disciplined 守纪律的discreet （在行动、说话等方面）谨慎的dutiful 尽职的dynamic 精悍的earnest 认真的well-educated 受过良好教育的efficient 有效率的energetic 精力充沛的enthusiastic 充满热情的expressivity 善于表达faithful 守信的，忠诚的forceful （性格）坚强的frank直率的，真诚的friendly 友好的frugal 俭朴的generous 宽宏大量genteel有教养的gentle 有礼貌的hard-working 勤劳的hearty 精神饱满的honest 诚实的hospitable 殷勤的 humble 恭顺的humorous 有幽默impartial 公正的independent 有主见的industrious 勤奋的ingenious 有独创性的initiative 首创精神have an inquiring mind爱动脑筋intellective 有智力的intelligent 理解力强的inventive有发明才能，有创造力的just 正直的kind-hearted 好心的knowledgeable 有见识的learned 精通某门学问的liberal 心胸宽大的logical 条理分明的loyal 忠心耿耿的methodical 有方法的modest 谦虚的motivated 目的明确的objective 客观的open-minded 虚心的orderly 守纪律的original 有独创性的painstaking 辛勤的，苦干的，刻苦的practical 实际的precise 一丝不苟的persevering 不屈不挠的punctual 严守时刻的purposeful 意志坚强的qualified 合格的rational 有理性的realistic 实事求是的reasonable 讲道理的reliable 可信赖的responsible 负责的self-conscious 自觉的selfless 无私的sensible 明白事理的sincere 真诚的smart 精明的spirited 生气勃勃的sporting 光明正大的steady 踏实的straightforward 老实的strict 严格的systematic 有系统的strong-willed 意志坚强的sweet-tempered 性情温和的temperate 稳健的tireless 孜孜不倦的<教育程度>中英文词汇对照A Useful Glossary for Educational Backgroundeducation 学历educational background 教育程度educational history 学历curriculum 课程major 主修minor 副修educational highlights 课程重点部分curriculum included 课程包括specialized courses 专门课程courses taken 所学课程courses completed 所学课程special training 特别训练social practice 社会实践part-time jobs 业余工作summer jobs 暑期工作vacation jobs 假期工作refresher course 进修课程extracurricular actives 体育活动recreational activities娱乐活动academic activities 学术活动social activities 社会活动rewards 奖励scholarship 奖学金“Three Goods student “三好“学生excellent League member 优秀团员excellent leader 优秀干部student council 学生会off-job training 脱产培训in-job training 在职培训educational system 学制academic year 学年semester 学期（美）term 学期（英）president 校长vice-president 副校长academic dean 教务员department chairman 系主任professor 教授associate professor 副教授guest professor 客座教授lecturer 讲师teaching assistant 助教research fellow 研究员research assistant 助理研究员supervisor 论文导师principal 中学校长（美）headmaster 中小学校长（英）master 小学校长（美）dean of students 教务长dean of students 教导主任 teacher 教师probation teacher 代课教师tutor 家庭教师governess 女家庭教师intelligence quotient 智商pass 及格fail 不及格marks 分数grades 分数scores 分数examination 考试grade 年级class 班级monitor 班长vice-monitor 副班长commissary in charge of studies 学习委员commissary in charge of entertainment 文娱委员commissary in charge of sports 体育委员commissary in charge of physical labor 劳动委员Party branch secretary 党支部书记League branch secretary 团支部书记commissary in charge of organization组织委员commissary in charge of publicity 宣传委员degree 学位post doctorate 博士后doctor (PhD) 博士master 硕士bachelor 学士student 学生graduate student 研究生abroad student 留学生returned student 回国留学生foreign student 外国留学生undergraduate 大学肄业生；（尚未取得学位的）大学生senior 大学四年级学生；高中三年级学生Junior 大学三年级学生；高中二年级学生sophomore 大学二年级学生；高中一年级学生freshman大学一年级学生guest student 旁听生（英）auditor 旁听生（美）government-supported student 公费生commoner 自费生extern 走读生day-student 走读生intern 实习生prize fellow 奖学金生boarder 寄宿生classmate 同班同学schoolmate 同校同学graduate 毕业生<工作经历>相关中英文词汇 A Useful Glossary for Work Experiencework experience 工作经历work history 工作经历occupational history 工作经历employment 工作employment history 工作经历experience 经历business experience 工作经历specific experience 具体经历employment record 工作经历business history 工作经历employment experience工作经历business background 工作经历position 职位job title 职位responsibilities 职责duties 职责second job 第二职业achievement 工作成就，业绩administer 管理assist 辅助adapted to 适应于accomplish 完成（任务等）appointed 被任命的adept in 善于analyze 分析authorized 委任的；核准的behave 表现break the record 打破记录control 控制bread through 惊人的进展，关键问题的解决conduct 经营，处理cost 成本；费用create 创造demonstrate 证明，示范decrease 减少design 设计develop 开发，发挥devise 设计，发明direct 指导double 加倍，翻一番earn 获得，赚取effect 效果，作用eliminate 消除enlarge 扩大enrich 使丰富exploit开发（资源，产品）enliven 搞活establish 设立（公司等）；使开业；确立evaluation 估价，评价execute 实行，实施expand 推广；扩大expedite 加快；促进export 出口found 创立generate 产生good at 擅长于guide 指导；操纵implement 完成，实施import 进口improve 改进，提高increase 增加influence 影响initiate 创始，开创introduce 采用，引进innovate 改革，革新inspired 受启发的；受鼓舞的install 安装invest 投资integrate 使结合；使一体化invent 发明justified 经证明的；合法化的launch 开办（新企业）lead 领导lengthen 延长lessen 减少（生产成本）level 水平localize 使地方化manage 管理，经营make 制造maintain 保持；维修manufacture 制造modernize 使现代化mastered 精通的motivate 促进，激发negotiate 谈判nominated 被提名的；被任命的operate 操作，开动（机器等），经营（厂矿）originate 创始，发明organize 组织overcome 克服（困难等）participate in 参加perfect 使完善；改善perform 执行，履行plan 计划promote 生产，制造profit 利润promote 推销（商品）；创立（企业等）be promoted to 被提升为be proposed as 被提名为；被推荐为provide 提供，供应raise 提高reach 达到realize 实现（目标等）；获得（利润）receive 收到，得到，接受reckon 计算（成本等）recognize 认清（职责等）recommended 被推荐的；被介绍的reconsolidate 重新巩固；重新整顿reconstruct 重建recorded 记载的recover 恢复；弥补rectify 整顿，调整redouble 加倍，倍增reduce 减少，降低（成本等）refine 精练，精制reform 改革registered 已注册的regenerate 更新，使更生regularize 使系统化regulate 控制（费用等）rehandle 重铸；重新处理rehash 以新形式处理（旧材料）reinforce 加强renew 重建，换新renovate 革新；修理repair 修复，修补replace 接替，替换representative 代表，代理人research 调查，研究resolve 解决set 创造（纪录等）settle 解决（问题等）shorten 减低......效能show 显示,表明significant 重要的,有效的simplify 简化,精简sort out 清理speed up 加速sponsor 主办spread 传播,扩大solve 解决standard 标准,规格streamline 把......设计流线型strengthen 加强,巩固study 研究succeed 成功supervise 监督,管理supply 供给,满足(需要) systematize 使系统化target 目标,指标test 试验,检验top 头等的,最高的total 总数,总额translate 翻译,转化travel 旅行well-trained 训练有素的type 打字unify 使成一体,统一use 使用，运用utilize 利用valuable 有价值的useful 有用的verify 证实,证明vivify 使活跃work 工作,起作用worth 使......钱的,有......价值的advanced worker 先进工作者working model 劳动模范excellent Party member 优秀党员excellent League member 优秀团员<个人资料>中英文词汇对照 A Useful Glossary for Personal Dataname 姓名alias 别名pen name 笔名date of birth 出生日期birth date 出生日期born 生于birthplace 出生地点birthday 生日age 年龄native place 籍贯province 省city 市autonomous region 自治区prefecture专区country县nationality 民族；国籍citizenship 国籍duel citizenship 双重国籍address 地址current address 目前住址present address 目前住址permanent address 永久住址postal code 邮政编码home phone 住宅电话office phone 办公电话Tel.电话Mobile 手机E-mail 邮箱ext.分机sex 性别male 男female 女Mr.先生Miss 小姐Mrs.太太Ms (小姐或太太)height 身高cm. 厘米ft. 英尺in 英寸weight 体重kg 公斤lbs 磅marital status 婚姻状况family status 家庭状况married 已婚single 未婚unmarried 未婚divorced 离异separated 分居number of children 子女人数none 无street 街lane 胡同，巷road 路district 区Floor 楼层tower A A 座Mansion 大厦house number 门牌health 健康状况blood type 血型A A型B B型O O型excellent （身体）极佳PART C. 面试典型问题Q1：Can you sell yourself in two minutes？Go for it please.（你能在两分钟内自我推荐吗？大胆试试吧！）Q2：Give me a summary of your current job description. （对你目前的工作，能否做个概括的说明。
人力资源管理(英文)
Behaviorally Anchored Rating Scale
Maintaining an Effective Workforce
• Compensation • Wage and salary structure • Benefits • When necessary, terminations
Nurture
Human Resource Strategy
Provide the correct mix of employees and skills needed to meet competitive conditions.
Cut costs and improve efficiency. Improve quality, productivity, and customer service.
•Classroom Training
• Conference and Case Discussion Groups
Performance Appraisal
The steps of observing and assessing employee performance, recording the assessment, and
* Internal recruiting or “promote-from-within.” * External recruiting is recruiting from outside the
人力资源管理体系(英文版)
人力资源管理体系(英文版)1An HR Audit•Department Organization QuestionnaireThe Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish organizational objectives.1.Is there one department or function within the organization thatis responsible and accountable for planning, establishing,overseeing and coordinating all human resource policies,systems and services for all 11 major categories?2.Does the senior-level human resources manager report to thesame level position as all other major staff and line departmentswithin the organization?3.Does the senior human resources manager participate inaddressing the organiz ation’s strategic, tactical and policy issues?4.Does the senior human resources manager integrate all HRactivities with the organization’s strategic business plan.5.Does the Human Resources department demonstrate a clearunderstanding of organizational and customer needs?6.Are HR services and functions aligned and prioritized toorganizational and customer needs?7.Has a department mission statement been developed explainingits purpose within the organization?Has this mission statement been communicated to all management personnel?Has this mission statement been communicated to other customers throughout the organization?If so, to whom?How?8.Does the Human Resources department take a lead in striving fora more empowered and participative work force (productivityimprovement, cost reduction, quality improvement and improved quality of work life programs?)9.Has a Human Resources department organization chart beenpublished and distributed?If so, to whom?3Does the organization chart clearly define functional responsibilities and whom customers can contact for service?10.Are job descriptions established for all HR personnel statingmajor job objectives, responsibilities and accountabilities?11.Do all HR personnel understand their respective roles andrelationships to others in the department?12.Are department personnel cross-trained to perform duties outsidetheir major areas of responsibility?13.Do they work on team and department task force projects?14.Are departmental personnel professionally and technicallycompetent?15.Do they serve as internal consultants to management as well ascounselors to employees?16.Does the department staff work well as a team?17.Are they readily accessible to all customers?18.Are department personnel provided adequate training andprofessional development to meet organizational challenges anddemands?19.Is involvement in professional and technical groups encouraged?4Does the department subscribe to major technical and professional journals?20.Is there a credible performance appraisal in place clearly statingmutually established goals and objectives for departmentpersonnel?21.Are human resources staff compensated according to marketstandards?Are they compensated based on comparable positions within the organization?22.Does department staff effectively balance organizational withemployee needs and act as an intermediate for both?23.Is the Human Resources department results-oriented (i.e.,measuring cost-effectiveness and the bottom line results ofhuman resources programs)?If so, is it attentive to the bottom line and does it demonstrate a business orientation?24.What is the span of control of the top position within thedepartments (i.e., how many and which positions report to it)? Are supervisors or managers reporting to other mid-level managers?5。
人力资源管理专业英文介绍
人力资源管理专业英文介绍Human Resource Management: A Dynamic Field of Expertise.Human Resource Management (HRM) is a crucial aspect of any organization, encompassing a wide range of activities and strategies designed to maximize the effectiveness and efficiency of its workforce. It involves the recruitment, selection, training, development, and retention of employees, ensuring that they contribute positively to the organization's overall objectives and goals.The field of HRM is constantly evolving, driven by changes in technology, globalization, and the evolving nature of work itself. HR professionals must stay abreastof these developments to ensure that their organizations remain competitive in today's rapidly changing business environment.One of the key responsibilities of HR professionals is talent acquisition. This involves identifying andattracting individuals who possess the skills, knowledge, and abilities necessary to contribute to the organization's success. This process often begins with job analysis, where HR professionals determine the specific requirements of a role and use this information to create job descriptions and qualifications criteria.Once potential candidates are identified, the recruitment process begins. This typically involves advertising job opportunities, screening resumes, and conducting interviews to assess candidates' fit for the role. HR professionals must also ensure that the recruitment process is fair and compliant with all relevant laws and regulations.Once employees are hired, HR professionals are responsible for their development and growth. This includes providing training and development opportunities that help employees enhance their skills and knowledge, as well as career planning and advancement opportunities that encourage long-term engagement. By investing in employee development, organizations can foster a culture ofcontinuous learning and innovation.In addition to talent management, HR professionals also play a crucial role in employee relations. They are responsible for resolving conflicts and addressing grievances, ensuring that employees are treated fairly and with respect. By fostering positive employee relations, organizations can create a culture of trust and engagement that drives employee satisfaction and performance.HRM also involves the management of compensation and benefits, which are critical to attracting and retaining top talent. HR professionals must ensure that compensation packages are competitive and aligned with theorganization's strategic goals. They also design and administer employee benefit programs that meet the needs of a diverse workforce while remaining cost-effective for the organization.In today's global business environment, HRM also involves managing a multicultural workforce. HR professionals must have a deep understanding of culturaldifferences and their impact on the workplace, enabling them to create inclusive work environments that leverage the diverse talents and perspectives of their employees.Moreover, with the advent of technology, HR professionals are increasingly leveraging data andanalytics to make informed decisions about talent management, employee development, and compensation strategies. By analyzing employee data, they can identify trends and patterns that inform more strategic andeffective HR practices.In conclusion, Human Resource Management is a dynamic and diverse field that plays a crucial role in organizations of all sizes and industries. It involves the strategic management of people and processes to ensure that organizations are able to attract, develop, and retain the talent they need to achieve their goals. As the business environment continues to evolve, so must the practices and strategies of HR professionals, who are key players in shaping the success of their organizations.。
人力资源管理六大模块英文版
人力资源管理六大模块英文版1. RecruitmentRecruitment plays a crucial role in human resource management. It involves sourcing and hiring qualified candidates for various job positions within an organization. The recruitment process typically includes job posting, screening resumes, conducting interviews, and selecting the most suitable candidates. This module is essential for ensuring that the organization has a skilled and competent workforce.2. Training and DevelopmentTraining and development is another critical module in human resource management. It focuses on enhancing the skills, knowledge, and abilities of employees through various training programs and initiatives. This module helps in improving employee performance, fostering employee growth, and increasing overall productivity. It may include on-the-job training, workshops, seminars, and employee development plans.3. Performance ManagementPerformance management is a module that focuses on evaluating and managing employee performance. It involves setting performance goals, conducting regular performance reviews, providing feedback, and addressing any performance-related issues. This module helps in aligning employee performance with organizational goals and identifying areas for improvement. It may also include performance appraisal systems and performance-based rewards.4. Compensation and BenefitsCompensation and benefits module deals with employee compensation and rewards. It involves determining salary structures, designing employee benefits packages, and administering various compensation programs. This module ensures that employees receive fair and competitive compensation and incentives for their work. It may include salary negotiations, bonus programs, health insurance, retirement plans, and other employee benefits.5. Employee RelationsEmployee relations module focuses on maintaining positive relationships between employees and the organization. It involves addressing employee grievances, managing conflicts, and promoting a positive and inclusive work environment. This module helps in fostering employee morale, job satisfaction, andoverall employee engagement. It may include employee assistance programs, conflict resolution procedures, and employee engagement initiatives.6. HR AnalyticsHR analytics module utilizes data and analytics to make informed decisions and strategies in human resource management. It involves collecting, analyzing, and interpreting HR data to gain valuable insights into workforce trends, employee performance, and organizational effectiveness. This module helps in making data-driven decisions regarding recruitment, training, performance management, and employee development. It may include data tracking systems, HR metrics, and predictive analytics.The integration of these six modules - Recruitment, Training and Development, Performance Management, Compensation and Benefits, Employee Relations, and HR Analytics - contributes to effective human resource management. Each module plays a vital role in attracting, developing, and retaining the right talent, ensuring employee satisfaction, and achieving organizational goals.Note: Markdown文本格式是一种简单的标记语言，你可以将以上内容复制到Markdown编辑器中，然后将其保存为Markdown格式的文件。
人力资源管理英语作文模板
人力资源管理英语作文模板Title: Human Resource Management in English。
Human Resource Management (HRM) plays a crucial role in the success and effectiveness of any organization. It involves the management of people within the organization, from recruitment and selection to training and development, performance management, and compensation. This essay will discuss the key aspects of HRM and its importance in today's business environment.Recruitment and Selection。
One of the primary functions of HRM is the recruitment and selection of employees. This process involves identifying the staffing needs of the organization, attracting potential candidates, and selecting the most suitable individuals to fill the available positions. HR professionals are responsible for creating job descriptions, posting job advertisements, screening resumes, conducting interviews, and making job offers. They also ensure that the recruitment process is fair, transparent, and compliant with all relevant laws and regulations.Training and Development。
人力资源管理(英文版)
Effects of Downsizing
Studies show that firms that announce a downsizing campaign show worse, rather than better financial performance. Reasons include:
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.
Chapterຫໍສະໝຸດ 5Part Two: Acquisition and Preparation of Human Resources
Chapter 5 - Human Resource Planning and Recruitment Chapter 6 - Selection and Placement Chapter 7 - Training
McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.
Employing Temporary Workers
Hiring temporary workers helps eliminate a labor shortage. Temporary employment affords firms the flexibility needed to operate efficiently in the face of swings in demand. Other advantages include:
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。
人力资源管理英文版第一章
True/False Questions真/假问题1. Elder care benefits are becoming more important to employees.Answer: True Page: 3 Difficulty: Easy2. Human resource management, industrial relations, and personnel are all terms thathave been used to describe the HR function.Answer: True Page: 4 Difficulty: Easy3. The number of companies offering online access to HR functions, such as benefitsenrollment, is decreasing.Answer: False Page: 3 Difficulty: EasyRationale: A survey by Towers Perrin indicated that 60 percent of employers allowemployees to complete their benefits enrollment and to perform other HR functionsonline. This shows a 30 to 50 percent increase in one year.4. Studies in both Great Britain and Australia indicate that firms with HR representativeson their boards of directors had higher profitability than those who did not.Answer: True Page: 4 Difficulty: Easy5. A study by Boston College Center for Work & Family found that telecommuters workless than onsite employees.Answer: False Page: 3 Difficulty: EasyRationale: In this study, telecommuters were found to work more than onsiteemployees.6. When an organization is really concerned about people, its total philosophy, culture,and orientation will reflect this belief.Answer: True Page: 4 Difficulty: Easy7. Today, employees respond favorably to management activities that give them greatercontrol of their lives.Answer: True Page: 5 Difficulty: Easy8. Welfare secretaries were appointed as spokespersons by factory workers to bridge thegap between labor and the government.Answer: False Page: 7 Difficulty: EasyRationale: Welfare secretaries were appointed by factory workers to bridge the gap between labor and management.9. HRM has always been viewed as a profit center.Answer: False Page: 8 Difficulty: EasyRationale: For years, the HRM function was not linked to the corporate profit margin because management did not understand the positive impact that reducing turnover and improving the skills of employees could have on the firm's bottom line.10. The history of HRM can be traced to England, where craftspeople organized themselvesinto guilds.Answer: True Page: 6 Difficulty: Easy11. Industrial psychology represented an effort to deal with inefficiencies in labor andmanagement primarily through work methods, time and motion study, andspecialization.Answer: False Page: 7 Difficulty: EasyRationale: Scientific management represented an effort to deal with inefficiencies in labor and management primarily through work methods, time and motion study, and specialization.12. During the Industrial Revolution, a new kind of employee emerged—a boss who wasn'tthe owner.Answer: True Page: 6 Difficulty: Easy13. The maximum well being of the worker was the focus of industrial psychology.Answer: True Page: 7 Difficulty: Medium14. A series of studies conducted at the Hawthorne facility of Western Electric, theHawthorne Studies, was completed in order to determine the effect of illumination on workers and their output.Answer: True Page: 7 Difficulty: Medium15. Until the 1960s, the personnel function was concerned primarily with white-collaremployees.Answer: False Page: 7 Difficulty: EasyRationale: Until the 1960s, the personnel function was concerned primarily withblue-collar employees.16. Workers play a major role in setting the direction, tone, and effectiveness of therelationship between the employees, the firm, and the work performed.Answer: False Page: 9 Difficulty: EasyRationale: Managers play a major role in setting the direction, tone, and effectiveness of the relationship between employees, the firm, and the work performed.17. Without managerial participation in HRM activities and programs, a company is likelyto have major human resource problems.Answer: True Page: 9 Difficulty: Easy18. People limit or enhance the strengths and weaknesses of an organization.Answer: True Page: 9 Difficulty: Easy19. The current knowledge-based workforce is rapidly giving way to a mechanized,routine-oriented workforce.Answer: False Page: 9 Difficulty: MediumRationale: Today's mechanized, routine-oriented workforce is giving way to aknowledge-based workforce.20. Professional sports teams place a dollar value on athletes, and then depreciate thosevalues over time.Answer: True Page: 9 Difficulty: Easy21. A study found that a 1 standard deviation improvement in human resource practiceswas associated with a $41,000 increase in shareholder wealth per employee.Answer: True Page: 10 Difficulty: Medium22. A study of German industrial firms found that investing time, energy, and resources inpeople was associated with stock market performance increases.Answer: True Page: 10 Difficulty: Easy23. Walt Disney said his greatest accomplishment was to build the Disney organizationwith its own money.Answer: False Page: 19 Difficulty: MediumRationale: Walt Disney said his greatest accomplishment was to build the Disneyorganization with its own people.24. Generation X members tend to be skeptical customers, somewhat distrusting, andindependent.Answer: False Page: 20 Difficulty: HardRationale: Generation Y members tend to be skeptical customers, somewhat distrusting, and independent.25. Generation Y members are also called echo boomers.Answer: True Page: 20 Difficulty: Hard26. For employees to be productive, they must feel that the job is right for their abilities andthat they are being treated equitably.Answer: True Page: 21 Difficulty: Easy27. Satisfied employees are automatically more productive.Answer: False Page: 21 Difficulty: MediumRationale: Satisfied employees are not automatically more productive. However, they quit less often, are absent less often, and produce higher-quality work than unsatisfied employees.28. Both satisfied and unsatisfied employees may perform equally in quantitative terms,such as processing the same number of insurance claims per hour.Answer: True Page: 21 Difficulty: Medium29. A decreased sense of empowerment is emphasized in firms using a learning framework.Answer: False Page: 25 Difficulty: MediumRationale: An increased sense of empowerment is emphasized in firms using a learning framework.30. A 40-hour workweek is the norm at firms like Microsoft, Intel, Novell, and GoldmanSachs.Answer: False Page: 25 Difficulty: MediumRationale: A 60-80 hour workweek is the norm at these firms.31. Effective HR departments set specific, measurable objectives to be accomplishedwithin flexible time limits.Answer: False Page: 26 Difficulty: MediumRationale: Effective HR departments set specific, measurable objective to beaccomplished within specified time limits.32. If improperly managed, the effectiveness of human resources declines less quickly thanother resources.Answer: False Page: 26 Difficulty: MediumRationale: If improperly managed, the effectiveness of human resources declines more quickly than other resources.33. Smaller organizations usually have no HR unit, so the operating managers have manyHRM responsibilities, such as scheduling work, recruitment and selection, andcompensating people.Answer: True Page: 27 Difficulty: Easy34. Outsourcing HRM activity is growing in popularity.Answer: True Page: 27 Difficulty: Easy35. Outsourcing of HRM functions is likely to be discontinued as decision makers searchfor ways to improve the financial and operating performance of firms.Answer: False Page: 28 Difficulty: MediumRationale: Outsourcing of HRM functions is likely to continue as decision makerssearch for ways to improve the financial and operating performance of firms.Outsourcing can reduce costs and improve flexibility.36. A line person typically supports the primary functions of a company, such as marketingand production, by providing advice, counsel, and information.Answer: False Page: 28 Difficulty: MediumRationale: Advice, counsel, and information are typically provided a staff person.37. Research indicates that the accounting department and HR specialists differ on howmuch authority employees should have over promotions.Answer: False Page: 29 Difficulty: MediumRationale: Research indicates that operating managers and HR specialists differ on how much authority employees should have over promotions.38. The short-term goal of any HRM strategic plan must be to build on the firm's strengths.Answer: False Page: 31 Difficulty: MediumRationale: Building on the firm's strengths should be a long-term goal of any HRMstrategic plan.39. Unlike capital investments, patents, or technology, a properly functioning HRM systemis an invisible asset.Answer: True Page: 31 Difficulty: Medium40. Organizations can develop a competitive advantage over other firms by creating valuein a way that is rare and difficult for competitors to imitate.Answer: True Page: 31 Difficulty: Easy41. Industries such as construction, agriculture, retail trade, and services have morepersonnel specialists than the average.Answer: False Page: 32 Difficulty: MediumRationale: Industries such as construction, agriculture, retail trade, and services have fewer personnel specialists than the average. Industries such as public utilities, durable goods manufacturing, banking, insurance, and government have an above-average ratio.42. An organization makes an objective more specific by developing policies.Answer: True Page: 34 Difficulty: Medium43. Thirty percent of all HR managers work for local, state, and federal governments.Answer: True Page: 40 Difficulty: Medium44. In nonprofit organizations, such as hospitals and universities, HRM typically is a unit inthe compliance office.Answer: False Page: 41 Difficulty: MediumRationale: In nonprofit organizations, such as hospitals and universities, HRM typically is a unit in the business office.45. In larger firms, the chief HR executive usually reports to an executive vice president.Answer: True Page: 42 Difficulty: Medium46. In smaller organizations, HRM and other functions, such as public relations, may bepart of a single department.Answer: True Page: 42 Difficulty: Medium47. One of the challenges faced in HRM is that many decisions require input from bothoperating managers and HR specialists.Answer: True Page: 44 Difficulty: Easy48. Effectively performed, HRM can make the crucial difference between successful andunsuccessful organizations.Answer: True Page: 4 Difficulty: Easy49. HR employees are generally paid comparably to other business school graduates at thesupervisory and middle management levels.Answer: True Page: 53 Difficulty: Medium50. Most HR managers have college degrees.Answer: True Page: 53 Difficulty: Easy51. Procedures are general guides to decision making.Answer: False Page: 34a Difficulty: MediumRationale: Policies are general guides to decision making. Procedures are specificdirections to action.52. Ethical principles should apply to all HRM activities.Answer: True Page: 23 Difficulty: EasyMultiple Choice Questions53. Which of the following is not mentioned in the text as an activity of human resourcesmanagement?A) labor relationsB) human resource planningC) safety and healthD) development of corporate missionAnswer: D Page: 1-55 Difficulty: Medium54. _________________________ has been summarized as (a) science, not rules of thumb;(b) harmony, not discord; (c) cooperation, not individualism; and (d) maximum output,not restricted output.A) Industrial psychologyB) Human resource managementC) Scientific managementD) The Industrial RevolutionAnswer: C Page: 11 Difficulty: Medium55. _________________________ represents the application of psychological principlestoward increasing the ability of workers to perform efficiently and effectively.A) Industrial psychologyB) Human resource managementC) Scientific managementD) The Industrial RevolutionAnswer: A Page: 11 Difficulty: Medium56. Early personnel administrators were called ____________________.A) welfare secretariesB) human resource managersC) benefit coordinatorsD) union stewardsAnswer: A Page: 12 Difficulty: Medium57. Which of the following is not one of the key concepts that should be applied by HRM?A) Analyzing and solving problems from a profit-oriented point of viewB) Assessing costs or benefits of recruitment and trainingC) Using planning models that include realistic, challenging, specific, and meaningfulgoalsD) Emphasizing the strategic importance of expendable employeesAnswer: D Page: 14 Difficulty: Medium58. Which of the following has not contributed to the era of HRM accountability?A) Widespread downsizingB) Rising pay scalesC) An increasingly complex and competitive worldD) An increasingly diverse workforceAnswer: B Page: 15 Difficulty: Medium59. HRM and ____________________ must work together to achieve the level oforganizational effectiveness required to compete locally and internationally.A) marketingB) distributionC) manufacturingD) every other functionAnswer: D Page: 15 Difficulty: Easy60. The changes experienced by organizations around the world include:A) growing global competitionB) faster cycle timesC) higher customer expectationsD) All of the aboveAnswer: D Page: 16 Difficulty: Easy61. One problem that top management has in making strategic planning decisions regardingpeople is that all other resources are evaluated in terms of ____________________ and, in most organizations, people are not.A) market shareB) life cycleC) moneyD) productivityAnswer: C Page: 17 Difficulty: Medium62. There is now evidence that an increase in the use of “people first” practices results in allof the following except:A) A decrease in turnoverB) Lower productivityC) Higher profitsD) Higher salesAnswer: B Page: 17 Difficulty: Easy63. Which of the following is not a contribution that HRM makes to organizationaleffectiveness?A) Increases the employees' job satisfaction and self-actualization.B) Limiting knowledge of, and access to, HRM policies.C) Helps to maintain ethical policies and socially responsible behavior.D) Employs the skills and abilities of the workforce efficiently.Answer: B Page: 18 Difficulty: Easy64. To prepare for Generation Y employees, managers should consider providing more__________________ praise.A) publicB) writtenC) sincereD) specificAnswer: A Page: 20 Difficulty: Medium65. Which of the following statements concerning employee job satisfaction is false?A) Satisfied employees are not automatically more productive.B) Satisfied employees always perform better on quantitative measures.C) Unsatisfied employees are absent more often than satisfied employees.D) Unsatisfied employees quit more often than satisfied employees.Answer: B Page: 21-22 Difficulty: Medium66. A good ____________________ (QWL) program assumes that a job and the workenvironment should be structured to meet as many of the worker's needs as possible.A) quality of work lifeB) quality of work linkC) quality of wellness lifeD) quantity of work lifeAnswer: A Page: 20 Difficulty: Medium67. Organizational inefficiencies result in all of the following except:A) Poor productivityB) Spiraling benefits costsC) Better qualityD) Dissatisfied workersAnswer: C Page: 22 Difficulty: Medium68. The human resource manager plays an important role in showing by____________________ that each employee is important and will be treated ethically.A) exampleB) demandC) decreeD) persuasionAnswer: A Page: 23 Difficulty: Easy69. Tandem Computers has a QWL program that has resulted in which of the following?A) the highest output per employee in the industryB) the lowest turnover rates in Silicon ValleyC) the best benchmarking plan for the regionD) the highest profit margins in the industryAnswer: B Page: 22 Difficulty: Medium70. Nearly all new trends in telecommuting, outsourcing of HRM practices, family medicalleave, child care, relocation assistance, and many other areas of HRM interest can be traced to the emergence of new lifestyles and ____________________.A) an aging populationB) an influx of immigrantsC) rising wagesD) a decrease in available workersAnswer: A Page: 24 Difficulty: Medium71. The need to shorten cycle time has caused firms place a growing emphasis on____________________.A) products and pricingB) competition and marketingC) speed and urgencyD) growth and developmentAnswer: C Page: 25 Difficulty: Easy72. An HR department is typically created when the number of employees reaches____________________.A) 50 to 100B) 100 to 150C) 200 to 500D) 500 to 1000Answer: C Page: 27 Difficulty: Hard73. According to one study, the national average is 1 HR specialist per____________________ employees.A) 25B) 50C) 100D) 200Answer: B Page: 32 Difficulty: Hard74. HRM units are relatively small in most organizations. According to the text, one studyfound that the largest headquarters HRM unit had only:A) 50 peopleB) 100 peopleC) 150 peopleD) 200 peopleAnswer: C Page: 32 Difficulty: Hard75. Samsung believes that _________________________ is/are the future of the company.A) innovative productsB) sustainable corporate growthC) peopleD) customer satisfactionAnswer: C Page: 33 Difficulty: Medium76. The ____________________ of an organization are the goals it seeks to achieve.A) strategiesB) objectivesC) policiesD) procedures/rulesAnswer: A Page: 34a Difficulty: Easy77. The personnel commission at the federal level is called the:A) Supreme CourtB) Equal Employment Opportunity CommissionC) U.S. Office of Personnel ManagementD) U.S. Civil Service CommissionAnswer: C Page: 41 Difficulty: Hard78. The comptroller of a hospital would generally be in charge of the____________________.A) payroll officeB) radiology departmentC) HR departmentD) pharmacyAnswer: A Page: 41b Difficulty: Medium79. For accreditation as HRM specialists, tests are given in all of the following except:A) Training and developmentB) Compensation and benefitsC) Financial analysisD) Management practicesAnswer: C Page: 54 Difficulty: Medium80. HRM is considered to be ____________________.A) action-orientedB) individual-orientedC) globally-orientedD) All of the above.Answer: D Page: 44 Difficulty: MediumEssay Questions论述题81. Explain how action-oriented HRM departments differ from people-oriented HRMdepartments.Page: 8 Difficulty: MediumAnswer:An action-oriented HRM department emphasizes the solution of employment problems in order to help achieve organizational objectives and facilitate employees' development and satisfaction. A people-oriented HRM department treats each employee as anindividual and offers services and programs to meet the individual's needs.82. According to an “Official End-of-the-Millennium State-of-HR Survey” conducted byWorkforce, HR professionals believe that certain competencies will be needed tooptimize HRM activities. Name at least five of the identified competencies.Page: 30 Difficulty: HardAnswer:Any five of the following: (1) Communication skills, (2) Problem solving, (3)Leadership, (4) Recruiting/staffing, (5) Employment law, (6) Training and development,(7) Technology, (8) Forecasting, (9) Compensation design, (10) Benefitsdesign/administration, (11) Accounting/finance, (12) Record keeping83. The text states that satisfied employees are not necessarily more productive thanunsatisfied employees. If that is true, then what are the advantages of ensuring thatemployees are satisfied at work?Page: 21 Difficulty: HardAnswer:Although satisfied employees may not be more productive than unsatisfied employees, they (1) are absent less often, (2) produce higher-quality work, and (3) are less likely to quite their job.84. Two sets of employees, operating managers and HRM specialists, are often jointlyresponsible for HRM decision, which can result in conflict. What are some ways that this conflict can be minimized?Page: 29 Difficulty: HardAnswer:Conflict between HRM specialists and operating managers can be reduced by (1)showing the operating manager the benefits of HRM techniques and programs, (2) by involving the operating manager in the development of systems that alleviate HRMproblems, (3) by assigning responsibility for some HRM decisions exclusively tooperating managers and others exclusively to HRM specialists, (4) by training both sets of managers in how to get along together and how to make joint decisions, and (5) by promoting flexibility and openness to ideas.85. In 1995, an explosion and fire occurred at the Malden Mills plant in Lawrence,Massachusetts. The plant owner, Aaron Feuerstein, opted to pay 1400 displacedworkers for three months while the plant was being rebuilt rather than pocket theinsurance money, even though it cost him $15 million in personal funds. If you had been the owner, would you have made the same decision? Why or why not?Page: 7 Difficulty: HardAnswer:Open answer.Short Answer Questions简答题86. Why is it important for firms to stick with training programs in bad times as well as ingood?Answer: Sticking with training programs in bad times sends the signal that the company values people. Page: 4 Difficulty: Medium87. Name three benefits that companies attribute to telecommuting.Answer: Any three of the following: (1) lower real estate costs (2) reduced turnover (3) increased productivity (4) increased ability to comply with workplace lawsPage: 5 Difficulty: Medium88. Human Resource Management (HRM) consists of numerous activities. Name at least 5of them.Answer: Any five of the following: (1) Equal Employment Opportunity compliance (2) job analysis (3) human resource planning (4) Employee recruitment, selection,motivation, and orientation (5) performance evaluation and compensation (6) training and development (7) labor relations (8) safety, health, and wellness.Page: 7 Difficulty: Hard89. Name two factors that contributed to the development of personnel departments.Answer: Any two of the following: (1) changes in technology (2) growth oforganizations (3) the rise of unions (4) government concern and intervention concerning working people Page: 12 Difficulty: Hard90. IBM received the 2002 Best Corporate Citizen award for three things. What were they?Answer: (1) Progressive diversity policies (2) Serving women and minorities (3) Giving back to communities Page: 24 Difficulty: Hard91. What is the primary reason that operating managers, such as supervisors, departmentheads, and vice presidents, are involved in HRM activities?Answer: Operating managers are involved in HRM activities because they areresponsible for the effective use of all the resources at their disposal, including human resources. Page: 26 Difficulty: Hard92. The Society of Human Resource Management has set up an Accreditation Institute tooffer HR executives the opportunity to be accredited as specialists in a functional area.Identify at least 5 of those areas.Answer: Any five of the following: (1) Employment, (2) Placement and HR training, (3) Training and development, (4) Compensation and benefits, (5) Health, (6) Safety andsecurity, (7) Employee and labor relations, (8) Personnel research, and (9) Multiplespecialty generalists Page: 54 Difficulty: HardFill in the Blank Questions93. The Industrial Revolution began with the substitution of steam power and____________________ for hand labor.Answer: machinery Page: 11 Difficulty: Hard94. The corporate profit margin is also referred to as the ____________________.Answer: bottom line Page: 13 Difficulty: Medium95. Three crucial elements are needed for firms to be effective: (1) mission and strategy, (2)organizational structure, and (3) ____________________.Answer: HRM Page: 16 Difficulty: Hard96. For many employees, their ____________________ is a major source of personalidentity.Answer: job Page: 21 Difficulty: Medium97. Research indicates that a large part of an operating manager's day is spent in meetings,telephone conversations, and solving problems that have a direct impact on____________________.Answer: people Page: 27 Difficulty: Hard98. Research shows that people don't leave companies; they leave____________________.Answer: managers Page: 29 Difficulty: Medium99. The ____________________ of an organization or department are the goals it seeks toachieve.Answer: objectives Page: 33 Difficulty: Hard100. Policies are goals that are specific and ____________________.Answer: measurable Page: 34a Difficulty: Hard101. The actions, language, and performance of the HRM function must be measured, precisely communicated, and ____________________.Answer: evaluated Page: 14 Difficulty: Hard。
人力资源管理课程英文版
人力资源管理课程英文版IntroductionHuman resource management (HRM) refers to the management of human capital, which is the most important asset of any organization. HRM is a critical function that involves the recruitment, selection, training, development, retention, and management of personnel. HRM has become increasingly important in today's business environment as the competitiveness of organizations is heavily dependent on the quality and effectiveness of their workforce. This article discusses an HRM course offered in colleges and universities, which is designed to provide students with the knowledge and skills needed to manage and develop human resources effectively.Course ObjectivesThe course aims to equip students with the following skills and knowledge:1. An understanding of the importance of HRM in organizational performance and success.2. Knowledge of the global trends and perspectives in HRM practice.3. Skills in the contemporary tools and techniques of HRM such as recruitment, selection, training, development, performance management, and employee relations.4. An appreciation of the legal and ethical issues in HRM practice, including employment law, equal opportunity, and diversity management.5. The ability to analyze, evaluate, and devise effective HRM strategies and policies that align with organizational objectives and culture.Course OutlineThe course is typically structured into various modules that cover the following topics:Module 1: Introduction to HRMThis module introduces students to the concept of HRM and its significance in organizational performance. Students will learn about the evolution of HRM, the current global trends and perspectives in HRM, and the roles and responsibilities of HRM professionals.Module 2: HRM Planning and StaffingThis module covers the process of HR planning, job analysis, recruitment, and selection. Students will learn how to design effective recruitment strategies, develop job descriptions, conduct interviews, and assess candidates.Module 3: Training and DevelopmentThis module focuses on the importance of employee training and development in enhancing the skills, knowledge, and competencies of the workforce. Students will learn how to design and deliver effective training programs, assess training needs, and evaluate training outcomes.Module 4: Performance ManagementThis module covers the process of performance management, including setting performance goals, providing feedback, and assessing performance. Students will learn how to design effective performance management systems, conduct performance appraisals, and manage performance-related issues.Module 5: Employee Relations and CommunicationThis module focuses on the importance of effective communication and employee relations in achieving organizational objectives. Students will learn how to develop employee engagement strategies, manage conflicts, and promote industrial relations.Module 6: Legal and Ethical Issues in HRMThis module covers the legal and ethical aspects of HRM practice, including employment law, equal opportunity, diversity management, and ethical conduct.Module 7: HRM Metrics and AnalyticsThis module focuses on the use of metrics and analytics in HRM practice to measure and evaluate the effectiveness of HRM strategies and policies. Students will learn how to use HR metrics and analytics, conduct data analysis, and make informed decisions based on data.ConclusionThe HRM course is an essential program that equips students with the knowledge and skills needed to manage and develop human resources effectively. The course covers a range of topics, including HR planning, staffing, training, development, performance management, employee relations, legal and ethical issues, and HR metrics and analytics. Successful completion of the course prepares students for careers in HRM or related fields, where they can make valuable contributions to organizational success.。
人力资源管理_英文版__human_resources.ppt
Job Description 职务说明书
A written statement of what the job holder does, how it is done, and why it is done.
Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training
• Contrast job analysis, job description, and job specification.
• Discuss the major sources of potential job candidates.
• Describe career development for today’s employees.
Current Issues in Human Resource Management
The Importance of Human Resource Management (HRM)
Necessary part of the organizing function of management Selecting, training, and evaluating the work force
人力资源管理专业英语
■★■人力资源管理专业英语PART A .管理专业述语一、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:Senior 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二、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三、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, AS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四、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五、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六、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七、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八、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九、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十、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宽松:Leniency严格:Strictness3600反馈:360-degree feedback叙述法:Essay method 集中趋势:Central tendency十一、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十二、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:PromotionPART B. 基本面词汇个人素质>中英文词汇A Useful Glossary for Personal Qualitiesable 有才干的,能干的active 主动的,活跃的adaptable 适应性强的adroit 灵巧的,机敏的aggressive 有进取心的alert 机灵的ambitious 有雄心壮志的amiable 和蔼可亲的amicable 友好的analytical 善于分析的apprehensive 有理解力的aspiring 有志气的,有抱负的audacious 大胆的,有冒险精神的capable 有能力的,有才能的careful 办理仔细的candid 正直的charitable 宽厚的competent能胜任的confident 有信心的conscientious 认真的,自觉的considerate 体贴的constructive 建设性的contemplative 好沉思的cooperative 有合作精神的creative 富创造力的dashing 有一股子冲动劲的,有拼搏精神的dedicated 有奉献精神的devoted 有献身精神的dependable 可靠的diplomatic 老练的,有策略的disciplined 守纪律的discreet 在行动、说话等方面谨慎的dutiful 尽职的dynamic 精悍的earnest 认真的well-educated 受过良好教育的efficient 有效率的energetic 精力充沛的enthusiastic 充满热情的expressivity 善于表达faithful 守信的,忠诚的forceful 性格坚强的frank直率的,真诚的friendly 友好的frugal 俭朴的generous 宽宏大量genteel有教养的gentle 有礼貌的hard-working 勤劳的hearty 精神饱满的honest 诚实的hospitable 殷勤的 humble 恭顺的humorous 有幽默impartial 公正的independent 有主见的industrious 勤奋的ingenious 有独创性的initiative 首创精神have an inquiring mind爱动脑筋intellective 有智力的intelligent 理解力强的inventive有发明才能,有创造力的just 正直的kind-hearted 好心的knowledgeable 有见识的learned 精通某门学问的liberal 心胸宽大的logical 条理分明的loyal 忠心耿耿的methodical 有方法的modest 谦虚的motivated 目的明确的objective 客观的open-minded 虚心的orderly 守纪律的original 有独创性的painstaking 辛勤的,苦干的,刻苦的practical 实际的precise 一丝不苟的persevering 不屈不挠的punctual 严守时刻的purposeful 意志坚强的qualified 合格的rational 有理性的realistic 实事求是的reasonable 讲道理的reliable 可信赖的responsible 负责的self-conscious 自觉的selfless 无私的sensible 明白事理的sincere 真诚的smart 精明的spirited 生气勃勃的sporting 光明正大的steady 踏实的straightforward 老实的strict 严格的systematic 有系统的strong-willed 意志坚强的sweet-tempered 性情温和的temperate 稳健的tireless 孜孜不倦的<教育程度>中英文词汇对照A Useful Glossary for Educational Backgroundeducation 学历educational background 教育程度educational history 学历curriculum 课程major 主修minor 副修educational highlights 课程重点部分curriculum included 课程包括specialized courses 专门课程courses taken 所学课程courses completed 所学课程special training 特别训练social practice 社会实践part-time jobs 业余工作summer jobs 暑期工作vacation jobs 假期工作refresher course 进修课程extracurricular actives 体育活动recreational activities娱乐活动academic activities 学术活动social activities 社会活动rewards 奖励scholarship 奖学金“Three Goods student “三好“学生excellent League member 优秀团员excellent leader 优秀干部student council 学生会off-job training 脱产培训in-job training 在职培训educational system 学制academic year 学年semester 学期美term 学期英president 校长vice-president 副校长academic dean 教务员department chairman 系主任professor 教授associate professor 副教授guest professor 客座教授lecturer 讲师teaching assistant 助教research fellow 研究员research assistant 助理研究员supervisor 论文导师principal 中学校长美headmaster 中小学校长英master 小学校长美dean of students 教务长dean of students 教导主任teacher 教师probation teacher 代课教师tutor 家庭教师governess 女家庭教师intelligence quotient 智商pass 及格fail 不及格marks 分数grades 分数scores 分数examination 考试grade 年级class 班级monitor 班长vice-monitor 副班长commissary in charge of studies 学习委员commissary in charge of entertainment 文娱委员commissary in charge of sports 体育委员commissary in charge of physical labor 劳动委员Party branch secretary 党支部书记League branch secretary 团支部书记commissary in charge of organization组织委员commissary in charge of publicity 宣传委员degree 学位post doctorate 博士后doctor PhD 博士master 硕士bachelor 学士student 学生graduate student 研究生abroad student 留学生returned student 回国留学生foreign student 外国留学生undergraduate 大学肄业生；尚未取得学位的大学生senior 大学四年级学生；高中三年级学生Junior 大学三年级学生；高中二年级学生sophomore 大学二年级学生；高中一年级学生freshman大学一年级学生guest student 旁听生英auditor 旁听生美government-supported student 公费生commoner 自费生extern 走读生day-student 走读生intern 实习生prize fellow 奖学金生boarder 寄宿生classmate 同班同学schoolmate 同校同学graduate 毕业生<工作经历>相关中英文词汇A Useful Glossary for Work Experiencework experience 工作经历work history 工作经历occupational history 工作经历employment 工作employment history 工作经历experience 经历business experience 工作经历specific experience 具体经历employment record 工作经历business history 工作经历employment experience工作经历business background 工作经历position 职位job title 职位responsibilities 职责duties 职责second job 第二职业achievement 工作成就,业绩administer 管理assist 辅助adapted to 适应于accomplish 完成任务等appointed 被任命的adept in 善于analyze 分析authorized 委任的；核准的behave 表现break the record 打破记录control 控制bread through 惊人的进展,关键问题的解决conduct 经营,处理cost 成本；费用create 创造demonstrate 证明,示范decrease 减少design 设计develop 开发,发挥devise 设计,发明direct 指导double 加倍,翻一番earn 获得,赚取effect 效果,作用eliminate 消除enlarge 扩大enrich 使丰富exploit开发资源,产品enliven 搞活establish 设立公司等；使开业；确立evaluation 估价,评价execute 实行,实施expand 推广；扩大expedite 加快；促进export 出口found 创立generate 产生good at 擅长于guide 指导；操纵implement 完成,实施import 进口improve 改进,提高increase 增加influence 影响initiate 创始,开创introduce 采用,引进innovate 改革,革新inspired 受启发的；受鼓舞的install 安装invest 投资integrate 使结合；使一体化invent 发明justified 经证明的；合法化的launch 开办新企业lead 领导lengthen 延长lessen 减少生产成本level 水平localize 使地方化manage 管理,经营make 制造maintain 保持；维修manufacture 制造modernize 使现代化mastered 精通的motivate 促进,激发negotiate 谈判nominated 被提名的；被任命的operate 操作,开动机器等,经营厂矿originate 创始,发明organize 组织overcome 克服困难等participate in 参加perfect 使完善；改善perform 执行,履行plan 计划promote 生产,制造profit 利润promote 推销商品；创立企业等be promoted to 被提升为be proposed as 被提名为；被推荐为provide 提供,供应raise 提高reach 达到realize 实现目标等；获得利润receive 收到,得到,接受reckon 计算成本等recognize 认清职责等recommended 被推荐的；被介绍的reconsolidate 重新巩固；重新整顿reconstruct 重建recorded 记载的recover 恢复；弥补rectify 整顿,调整redouble 加倍,倍增reduce 减少,降低成本等refine 精练,精制reform 改革registered 已注册的regenerate 更新,使更生regularize 使系统化regulate 控制费用等rehandle 重铸；重新处理rehash 以新形式处理旧材料reinforce 加强renew 重建,换新renovate 革新；修理repair 修复,修补replace 接替,替换representative 代表,代理人research 调查,研究resolve 解决set 创造纪录等settle 解决问题等shorten 减低......效能show 显示,表明significant 重要的,有效的simplify 简化,精简sort out 清理speed up 加速sponsor 主办spread 传播,扩大solve 解决standard 标准,规格streamline 把......设计流线型strengthen 加强,巩固study 研究succeed 成功supervise 监督,管理supply 供给,满足需要systematize 使系统化target 目标,指标test 试验,检验top 头等的,最高的total 总数,总额translate 翻译,转化travel 旅行well-trained 训练有素的type 打字unify 使成一体,统一use 使用,运用utilize 利用valuable 有价值的useful 有用的verify 证实,证明vivify 使活跃work 工作,起作用worth 使......钱的,有......价值的advanced worker 先进工作者working model 劳动模范excellent Party member 优秀党员excellent League member 优秀团员<个人资料>中英文词汇对照A Useful Glossary for Personal Dataname 姓名alias 别名pen name 笔名date of birth 出生日期birth date 出生日期born 生于birthplace 出生地点birthday 生日age 年龄native place 籍贯province 省city 市autonomous region 自治区prefecture专区country县nationality 民族；国籍citizenship 国籍duel citizenship 双重国籍address 地址current address 目前住址present address 目前住址permanent address 永久住址postal code 邮政编码home phone 住宅office phone 办公Tel.MobileE-mailext.分机sex 性别male 男female 女Mr.先生Miss 小姐Mrs.太太Ms 小姐或太太height 身高cm. 厘米ft. 英尺in 英寸weight 体重kg 公斤lbs 磅marital status 婚姻状况family status 家庭状况married 已婚single 未婚unmarried 未婚divorced 离异separated 分居number of children 子女人数none 无street 街lane 胡同,巷road 路district 区Floor 楼层tower A A 座Mansion 大厦house number 门牌health 健康状况blood type 血型A A型B B型O O型excellent 身体极佳PART C. 面试典型问题Q1：Can you sell yourself in two minutesGo for it please.你能在两分钟内自我推荐吗大胆试试吧Q2：Give me a summary of your current job description. 对你目前的工作,能否做个概括的说明.Q3：Why did you leave your last job 你为什么离职呢Q4：How do you rate yourself as a professional你如何评估自己是位专业人员呢Q5：What contribution did you make to your current previous organization 你认为自己对已往及目前所服务的公司有哪些贡献呢Q6：What do you think you are worth to us你怎么认为你对我们有价值呢Q7：What make you think you would be a success in this position你如何知道你能胜任这份工作Q8：Are you a multi-tasked individual你是一位可以同时承担数项工作的人吗 or Do you work well under stress or pressure你能承受工作上的压力吗Q9：What is your strongest traits 你个性上最大的特点是什么Q10：How would your friends or colleagues describe you你的朋友或同事怎样形容你Q11：What personality traits do you admire你欣赏哪种性格的人Q12：What leadership qualities did you develop as an administrative personnel作为行政管理人员,你有什么样的领导才能Q13：How do you normally handle criticism你通常如何处理别人的批评Q14：What do you find frustrating in a work situation在工作中,什么事令你不高兴Q15：How do you handle your conflict with your colleagues in your work 你如何处理与同事在工作中的意见不和Q16：How do you handle your failure 你怎样对待自己的失败Q17：What provide you with a sense of accomplishment.什么会让你有成就感Q18：What is most important in your life right now眼下你生活中最重要的是什么Q19：What current issues concern you the most目前什么事是你最关心的Q20：How long would you like to stay with this company你打算在本公司服务多久呢Q21：Could you project what you would like to be doing five years from now近五年你计划做些什么Q22：What range of pay-scale are you interested in你倾向于哪一种薪层标准。