HR system
人力资源各专业的缩写
人力资源各专业的缩写人力资源（Human Resources，简称HR）是指一个组织或企业中负责管理和开发人力资源的部门或职能。
在人力资源管理领域，有许多不同的专业和领域，每个专业都有其独特的职责和职能。
本文将介绍几个常见的人力资源专业及其缩写。
1. 人力资源管理（Human Resource Management，简称HRM）人力资源管理是指通过招聘、培训、绩效管理等手段来管理和开发组织中的人力资源。
HRM将人力资源视为组织最重要的资产，通过合理的管理和利用，提高员工的工作效率和组织绩效。
HRM的目标是实现组织和员工的共同发展。
2. 人力资源开发（Human Resource Development，简称HRD）人力资源开发是指通过培训、教育和发展计划来提高员工的技能和能力。
HRD致力于提供各种培训和发展机会，帮助员工不断学习和成长，以适应组织发展的需求。
通过人力资源开发，组织可以提高员工的专业素质和竞争力。
3. 组织行为学（Organizational Behavior，简称OB）组织行为学是研究人在组织中的行为和互动的学科。
它关注员工的态度、动机、团队合作等方面的问题，以及组织结构、文化和领导方面的影响。
通过研究组织行为学，可以了解员工的行为模式和组织的运行机制，有助于提高组织绩效。
4. 劳动关系（Labor Relations，简称LR）劳动关系是指雇主和员工之间的关系和互动。
劳动关系包括劳动合同、薪酬福利、劳动法律等方面的问题。
通过建立良好的劳动关系，可以促进员工的满意度和忠诚度，减少劳资纠纷，提高工作效率。
5. 工资福利管理（Compensation and Benefits Management，简称CBM）工资福利管理是指制定和管理员工工资和福利政策的过程。
它包括确定工资水平、福利计划、绩效奖金等方面的工作。
通过合理的工资福利管理，可以激励员工的工作积极性，提高员工的工作满意度。
人力资源管理英语词汇
以下是一些与人力资源管理相关的英语词汇，附带对应的中文翻译：1. Human Resources (HR) - 人力资源2. Talent Acquisition - 人才招聘3. Recruitment - 招聘4. Onboarding - 入职培训5. Offboarding - 离职管理6. Job Analysis - 岗位分析7. Job Description - 岗位描述8. Job Specification - 岗位规格9. Compensation and Benefits - 薪酬与福利10. Employee Engagement - 员工参与11. Performance Appraisal - 绩效评估12. Performance Management - 绩效管理13. Employee Training and Development - 员工培训与发展14. Succession Planning - 继任计划15. Career Development - 职业发展16. Workforce Planning - 劳动力规划17. Employee Relations - 员工关系18. Employee Satisfaction - 员工满意度19. Diversity and Inclusion - 多元化与包容性20. Employee Retention - 员工保留21. HR Policies - 人力资源政策22. Labor Law - 劳动法23. Equal Employment Opportunity (EEO) - 平等就业机会24. Workplace Safety - 工作场所安全25. Employee Handbook - 员工手册26. Staffing - 人员配置27. Job Evaluation - 岗位评估28. Work-life Balance - 工作与生活平衡29. Flexible Work Arrangements - 弹性工作安排30. Employee Recognition - 员工认可31. Grievance Handling - 申诉处理32. HR Metrics - 人力资源指标33. HRIS (Human Resources Information System) - 人力资源信息系统34. Wellness Programs - 健康管理项目35. Employee Benefits Package - 员工福利计划36. Employee Assistance Program (EAP) - 员工援助计划37. Conflict Resolution - 冲突解决38. HR Compliance - 人力资源合规39. Job Rotation - 岗位轮换40. Organizational Culture - 组织文化41. HR Audit - 人力资源审计42. Employer Branding - 雇主品牌塑造43. HR Strategy - 人力资源战略44. Collective Bargaining - 集体谈判45. Inclusive Hiring - 包容性招聘46. Recruitment Metrics - 招聘指标47. HR Analytics - 人力资源分析48. Remote Work Policies - 远程工作政策49. Diversity Training - 多元化培训50. Exit Interviews - 离职面谈51. Workforce Diversity - 劳动力多样性52. Flexible Spending Account (FSA) - 弹性支出账户53. Health Savings Account (HSA) - 健康储蓄账户54. COBRA (Consolidated Omnibus Budget Reconciliation Act) - 库布里克法案（美国医疗保险法）55. Furlough - 临时休假56. Talent Management - 人才管理57. Labor Relations - 劳资关系58. Absence Management - 缺勤管理59. Employee Benefits Specialist - 员工福利专员60. HR Consulting - 人力资源咨询61. HR Specialist - 人力资源专员62. HR Generalist - 人力资源综合专员63. HR Manager - 人力资源经理64. HR Director - 人力资源总监65. HR Coordinator - 人力资源协调员66. Recruiter - 招聘专员67. Headhunter - 猎头68. Compensation Analyst - 薪酬分析师69. Workplace Harassment Training - 工作场所骚扰培训70. Employee Privacy Policy - 员工隐私政策71. HR Outsourcing - 人力资源外包72. HR Technology - 人力资源科技73. HR Software - 人力资源软件74. HR Best Practices - 人力资源最佳实践这些词汇涵盖了人力资源管理领域的关键概念，有助于理解和应用相关术语。
人力资源管理系统英语
人力资源管理系统英语Human Resource Management System.In today's competitive business environment, effective human resource management is crucial for organizations to achieve their strategic goals. A human resource management system (HRMS) is a software application that automates and centralizes various HR processes, enhancing efficiency, reducing costs, and improving employee satisfaction. This article delves into the importance, features, benefits, and considerations for implementing an HRMS.Importance of an HRMS:1. Efficiency and Productivity: HRMS automate routine tasks such as payroll processing, employee information management, and attendance tracking, freeing up HR professionals to focus on strategic initiatives.2. Data Centralization: The system centralizes employeedata in a single, secure location, ensuring accurate and timely information for decision-making.3. Compliance Management: HRMS help organizations stay compliant with changing employment laws and regulations, reducing the risk of legal disputes.4. Employee Engagement: By providing self-service features like pay stubs, leave balances, and training modules, HRMS empower employees to manage their own information, enhancing their engagement and satisfaction.5. Recruitment and Onboarding: HRMS streamline the recruitment process, from job postings to candidatetracking and onboarding, ensuring a smooth transition for new hires.Features of an HRMS:1. Employee Information System (EIS): An EIS stores and manages employee details like contact information, job titles, salaries, attendance records, and performancereviews.2. Payroll Management: The system calculates salaries, deductions, and taxable income, generates pay stubs, and facilitates direct deposit.3. Recruitment and Applicant Tracking: HRMS integrate job postings, resume parsing, candidate tracking, and interview scheduling to simplify the recruitment process.4. Onboarding and Offboarding: The system automates new hire orientation, training, and paperwork, while handling exit interviews and termination processes.5. Performance Management: HRMS offer tools for goal setting, performance appraisals, and feedback, enabling managers to monitor and improve employee performance.6. Training and Development: The system provides access to online training modules, skill assessments, and career development resources.7. Compliance Management: HRMS monitor employment laws, regulations, and contracts, ensuring adherence to legal requirements.8. Reporting and Analytics: The system generates reports on HR metrics like turnover rates, training effectiveness, and recruitment cycles, enabling informed decision-making.Benefits of an HRMS:1. Cost Savings: Automation reduces the need for manual data entry and paperwork, saving time and money.2. Improved Decision-Making: Accurate and timely data enables managers to make informed decisions about hiring, promotions, and training.3. Enhanced Employee Engagement: Self-service features and better communication improve employee satisfaction and engagement.4. Compliance Assurance: Automation reduces the risk of compliance violations, saving organizations from costlylegal disputes.5. Scalability: HRMS can grow with the organization, supporting expansion into new markets or the addition ofnew departments.Considerations for Implementing an HRMS:1. System Selection: Evaluate HRMS based on features, cost, scalability, user-friendliness, and vendor reputation.2. Data Migration: Ensure a smooth transition by planning for data migration from existing systems to thenew HRMS.3. Training and Support: Provide training to HR professionals and employees on using the new system and ensure ongoing support for any issues.4. Change Management: Communicate the benefits of thenew HRMS to employees and manage any resistance to change.5. Security and Compliance: Ensure the HRMS meets security standards and complies with relevant data protection laws.In conclusion, an HRMS is a critical component of any organization's strategy for effective human resource management. By automating routine tasks, centralizing data, and improving employee engagement, HRMS help organizations achieve their strategic goals while reducing costs and risks. When implementing an HRMS, organizations should carefully evaluate their needs, select a system that meets their requirements, and plan for a smooth transition to ensure maximum benefits.。
XX人力资源管理系统解决方案
XX人力资源管理系统解决方案人力资源管理系统（Human Resources Management System，HRMS）是指通过计算机网络技术和信息管理技术，将人力资源管理活动自动化和集中化的一套软件系统，用于管理企业的人力资源工作。
随着信息技术的发展，人力资源管理也逐渐发展为一个具有重要战略性的工作领域。
人力资源管理系统的出现，极大地改变了人力资源管理的方式和效率，并为企业提供了一种高效、准确、可靠的人力资源管理手段。
以下是XX公司人力资源管理系统解决方案的详细介绍。
一、系统概述XX公司人力资源管理系统是一套基于云计算平台的人力资源管理解决方案。
该系统包括员工管理、考勤管理、薪酬管理、培训管理和绩效管理等模块，覆盖了企业的全员管理流程，实现了人力资源管理的一体化和标准化。
二、系统特点1.高度集成：该系统采用模块化设计，各个功能模块之间实现了高度的数据共享和交互，提高了企业的信息流畅度和整体管理效果。
2.弹性可伸缩：系统采用云计算平台，具备高度的扩展性和灵活性，可以根据企业的需求进行定制化的配置。
3.数据安全性：系统拥有一系列完备的安全措施，保证用户数据的机密性、完整性和可用性。
4.友好的用户界面：系统采用简洁明了的设计风格和直观的操作界面，提高用户的操作体验。
三、系统功能1.员工管理：包括员工档案的录入、查询及维护，员工信息的修改和通知等。
系统提供了员工信息的全面管理，方便HR部门进行人力资源规划和人员调配。
2.考勤管理：通过考勤系统自动读取员工的考勤数据，实现对考勤数据的汇总、分析和报表生成。
系统支持灵活的考勤规则设置，减少了考勤处理的工作量和错误率。
3.薪酬管理：系统自动计算员工的薪资，并生成工资条。
支持导入社保和个税等相关数据，并实现工资单的电子化管理。
4.培训管理：包括培训计划的制定、培训资源的管理以及培训结果的统计和评估。
系统提供在线学习平台，方便员工进行自学和培训课程的学习。
5.绩效管理：通过设定绩效指标、定期评估和考核员工绩效，实现对员工绩效的监测和提升，促进企业整体绩效的提升。
hr行业专业术语
hr行业专业术语人力资源（HR）是一个广泛而复杂的行业，涉及到许多专业术语。
以下是一些常见的HR行业专业术语：1.招聘与选拔（Recruitment and Selection）：该过程涉及到吸引、筛选和聘用合适的候选人来满足组织的需求。
2.培训和发展（Training and Development）：该过程旨在提高员工的技能和知识，以适应组织的需求。
3.绩效管理（Performance Management）：该过程涉及到制定明确的目标，评估员工的绩效，提供反馈并制定改进措施。
4.薪酬管理（Compensation Management）：该过程涉及到确定员工的薪酬、福利和奖励体系，以确保员工获得公平的报酬。
5.员工关系（Employee Relations）：该过程涉及到管理员工与雇主之间的关系，包括沟通、冲突解决和员工满意度管理。
6.社会保障（Social Security）：该术语用于描述为员工提供的社会保险保障，例如养老金、医疗保险和失业保险。
7.法律合规（Legal Compliance）：该过程涉及到确保组织在雇佣员工和管理员工方面遵守法律法规。
8.组织发展（Organizational Development）：该过程涉及到制定和实施战略计划、组织结构和流程，以确保组织达到其目标。
9.成本控制（Cost Control）：该术语用于描述通过减少开支和提高效率来降低组织成本的过程。
10.人力资源信息系统（Human Resources Information System，HRIS）：该术语用于描述数字化和自动化HR流程和信息的系统。
11.离职管理（Offboarding）：该过程涉及到解雇员工或员工主动离职时的程序和程序。
12.职业发展（Career Development）：该过程涉及到通过提供培训、导师制度等方式帮助员工发展其职业生涯。
13.组织文化（Organizational Culture）：该术语用于描述组织内部的价值观、行为准则和工作环境。
HR专业术语(中英对照)
HR 专业术语HR软件：人力资源软件，是对各类用来解决人力资源信息化的软件的统称，包括企业人力资源管理软件、人才市场管理软件、人才测评软件、360度评估软件、员工满意度分析软件、企业学习解决方案（培训管理软件）等。
一般所讲的HR软件，就是指企业人力资源管理软件。
HRIS：是Human Resource Information System的缩写，意指人力资源信息系统，即也可以说是对上述各类软件的统称，只不过含义更广。
HRMS：是Human Resource Management System的缩写，意指人力资源管理系统，有广义和狭义之分。
就广义来讲，指的是一个企业人力资源管理体系，即人力资源管理的规章制度、组织结构、方法等构成的体系；就狭义来讲，指企业人力资源管理信息系统。
人力资源管理电子化：就像是说会计电算化一样，人力资源管理电子化是指利用计算机来实现对企业人力资源管理的电子化、自动化操作，相对于人力资源管理信息化来讲是一个比较低层次的词，电子化层次并不能提供智能分析、较强的相互关联等。
人力资源信息系统提供商或供应商：一般说HRIS供应商或提供商，就是指为企业提供人力资源管理信息系统的企业或公司，是一个比较正式或大家比较习惯了的说法，表明这家企业具备为客户提供和实施人力资源管理信息系统的能力，而不再单纯是一个软件开发公司，具有综合解决企业人力资源管理信息化问题的能力。
ERP：是Eenterprise Resource Planning的缩写，即企业资源规划系统，它的发展有以下几个阶段：A. MIS系统阶段（Management Information System）企业的信息管理系统主要是记录大量原始数据、支持查询、汇总等方面的工作。
B. MRP阶段（Material Require Planning）企业的信息管理系统对产品构成进行管理，借助计算机的运算能力及系统对客户订单，在库物料，产品构成的管理能力，实现依据客户订单，按照产品结构清单展开并计算物料需求计划。
HR (Human Resource) 人力资源英语词汇大全
HR (Human Resource) 人力资源1. 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)2. 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)3. 工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4. 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)5. 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)6. 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)7. 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)8. 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)9. 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)10. 绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)3600反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)11. 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)12. 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)13. 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)14. 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)HR常用英語~~Marketing and Sales (市場与銷售部分)Vice-President of Sales 销銷售副總裁Senior Customer Manager 高級客户經理Sales Manager 销銷售經理Regional Sales Manager 地区銷售經理Merchandising Manager 采購經理Sales Assistant 销銷售助理Wholesale Buyer 批發采購員购员Tele-Interviewer 电话调電話調查員员Real Estate Appraiser 房地產評估师Marketing Consultant 市場顧客场顾问Marketing and Sales Director 市場与銷售總監总监Market Research Analyst 市場調查分析員员Manufacturer\'s Representative 厂家代表Director of Subsidiary Rights 分公司權利總監总监Sales Representative 销銷售代表Assistant Customer Executive 客户管理助理Marketing Intern 市場实習习Marketing Director 市場總監场总监Insurance Agent 保險代理人Customer Manager 客户經理Vice-President of Marketing 市場副總裁Regional Customer Manager 地区客户經理Sales Administrator 销銷售主管Telemarketing Director 電話銷售總監总监Advertising Manager 广告經理Travel Agent 旅行代办員员Salesperson 销銷售員员Telemarketer 电话销電話銷售員员Sales Executive 销銷售执行者Marketing Assistant 市場助理Retail Buyer 零售采購員购员Real Estate Manager 房地產經理Real Estate Broker 房地產經紀人Purchasing Agent 采購代理Product Developer 产產品開發开发Marketing Manager 市場經理Advertising Coordinator 广告协調員调员Advertising Assistant 广告助理Ad Copywriter(Direct Mail) 广告文撰写人Customer Representative 客户代表Computers and Mathematics(計算机部分)Manager of Network Administration 网絡管理經理MIS Manager 电脑電腦部經理Project Manager 项項目經理Technical Engineer 技术工程师Developmental Engineer 开開發工程师Systems Programmer 系統程序員员Administrator 局域网管理員员Operations Analyst 操作分析Computer Operator 电脑電腦操作員员Product Support Manager 产產品支持經理Computer Operations Supervisor 电脑電腦操作主管Director of InFORMation Services 信息服務主管Systems Engineer 系統工程师Hardware Engineer 硬件工程师Applications Programmer 应應用軟件程序員员InFORMation Analyst 信息分析LAN Systems Analyst 系統分析Statistician 統計員统计员Human Resources（人力資源部分）Director of Human Resources 人力資源總監总监Assistant Personnel Officer 人事助理Compensation Manager 薪酬經理Employment Consultant 招募顧問顾问Facility Manager 后勤經理Job Placement Officer 人員配置專員专员Labor Relations Specialist 劳动關系專員专员Recruiter 招聘人員员Training Specialist 培訓專員训专员Vice-President of Human Resources 人力資源副總裁Assistant Vice-President of Human Resources 人力資源副總裁助理Personnel Manager 职员经職員經理Benefits Coordinator 员員工福利协調員调员Employer Relations Representative 员員工關系代表Personnel Consultant 员員工顧客問问Training Coordinator 培訓协調員调员Executive and Managerial(管理部分)Chief Executive Officer(CEO) 首席执行官Director of Operations 运運營總監营总监Vice-President 副總裁Branch Manager 部門經理Retail Store Manager 零售店經理HMO Product Manager 产產品經理Operations Manager 操作經理Assistant Vice-President 副總裁助理Field Assurance Coordinator 土地担保协調員调员Management Consultant 管理顧問顾问District Manager 市区經理Hospital Administrator 医院管理Import/Export Manager 进進出口管理Insurance Claims Controller 保險認領管理員员Program Manager 程序管理經理Insurance Coordinator 保險协調員调员Project Manager 项項目經理Inventory Control Manager 库庫存管理經理Regional Manager 区域經理Chief Operations Officer(COO) 首席運營官General Manager 总经總經理Executive Marketing Director 市場行政總監总监Controller(International) 国際監管Food Service Manager 食品服務經理Production Manager 生產經理Administrator 医序保險管理Property Manager 房地產經理Claims Examiner 主考官Controller(General) 管理員员Service Manager 服務經理Manufacturing Manager 制造業經理Vending Manager 售買經理Telecommunications Manager 电電信業經理Transportation Manager 运输经運輸經理Warehouse Manager 仓库经倉庫經理Assistant Store Manager 商店經理助理Manager(Non-Profit and Charities) 非盈利性慈善机构管理做管理的人必备的英文单词目标mission/ objective集体目标group objective内部环境internal environment外部环境external environment计划planning组织organizing人事staffing领导leading控制controlling步骤process原理principle方法technique经理manager总经理general manager行政人员administrator主管人员supervisor企业enterprise商业business产业industry公司company效果effectiveness效率efficiency企业家entrepreneur权利power职权authority职责responsibility科学管理scientific management现代经营管理modern operational management 行为科学behavior science生产率productivity激励motivate动机motive法律law法规regulation经济体系economic system管理职能managerial function产品product服务service利润profit满意satisfaction归属affiliation尊敬esteem自我实现self-actualization人力投入human input盈余surplus收入income成本cost资本货物capital goods机器machinery设备equipment建筑building存货inventory经验法the empirical approach人际行为法the interpersonal behavior approach集体行为法the group behavior approach协作社会系统法the cooperative social systems approach 社会技术系统法the social-technical systems approach 决策理论法the decision theory approach数学法the mathematical approach系统法the systems approach随机制宜法the contingency approach管理任务法the managerial roles approach经营法the operational approach人际关系human relation心理学psychology态度attitude压力pressure冲突conflict招聘recruit鉴定appraisal选拔select培训train报酬compensation授权delegation of authority协调coordinate业绩performance考绩制度merit system表现behavior下级subordinate偏差deviation检验记录inspection record误工记录record of labor-hours lost销售量sales volume产品质量quality of products先进技术advanced technology顾客服务customer service策略strategy结构structure(3)领先性primacy普遍性pervasiveness忧虑fear忿恨resentment士气morale解雇layoff批发wholesale零售retail程序procedure规则rule规划program预算budget共同作用synergy大型联合企业conglomerate资源resource购买acquisition增长目标growth goal专利产品proprietary product竞争对手rival晋升promotion管理决策managerial decision商业道德business ethics有竞争力的价格competitive price 供货商supplier小贩vendor利益冲突conflict of interests派生政策derivative policy开支帐户expense account批准程序approval procedure病假sick leave休假vacation工时labor-hour机时machine-hour资本支出capital outlay现金流量cash flow工资率wage rate税收率tax rate股息dividend现金状况cash position资金短缺capital shortage总预算overall budget资产负债表balance sheet可行性feasibility投入原则the commitment principle 投资回报return on investment生产能力capacity to produce实际工作者practitioner最终结果end result业绩performance个人利益personal interest福利welfare市场占有率market share创新innovation生产率productivity利润率profitability社会责任public responsibility董事会board of director组织规模size of the organization组织文化organizational culture目标管理management by objectives 评价工具appraisal tool激励方法motivational techniques 控制手段control device个人价值personal worth优势strength弱点weakness机会opportunity威胁threat个人责任personal responsibility顾问counselor定量目标quantitative objective定性目标qualitative objective可考核目标verifiable objective优先priority工资表payroll（4）策略strategy政策policy灵活性discretion多种经营diversification评估assessment一致性consistency应变策略consistency strategy公共关系public relation价值value抱负aspiration偏见prejudice审查review批准approval主要决定major decision分公司总经理division general manager 资产组合距阵portfolio matrix明星star问号question mark现金牛cash cow赖狗dog采购procurement人口因素demographic factor地理因素geographic factor公司形象company image产品系列product line合资企业joint venture破产政策liquidation strategy紧缩政策retrenchment strategy战术tactics(5)追随followership个性individuality性格personality安全safety自主权latitude悲观的pessimistic静止的static乐观的optimistic动态的dynamic灵活的flexible抵制resistance敌对antagonism折中eclectic(6)激励motivation潜意识subconscious地位status情感affection欲望desire压力pressure满足satisfaction自我实现的需要needs for self-actualization 尊敬的需要esteem needs归属的需要affiliation needs安全的需要security needs生理的需要physiological needs维持maintenance保健hygiene激励因素motivator概率probability强化理论reinforcement theory反馈feedback奖金bonus股票期权stock option劳资纠纷labor dispute缺勤率absenteeism人员流动turnover奖励reward(7)特许经营franchise热诚zeal信心confidence鼓舞inspire要素ingredient忠诚loyalty奉献devotion作风style品质trait适应性adaptability进取性aggressiveness热情enthusiasm毅力persistence人际交往能力interpersonal skills行政管理能力administrative ability智力intelligence专制式领导autocratic leader民主式领导democratic leader自由放任式领导free-rein leader管理方格图the managerial grid工作效率work efficiency服从obedience领导行为leader behavior支持型领导supportive leadership参与型领导participative leadership指导型领导instrumental leadership成就取向型领导achievement-oriented leadershipHR (Human Resource) 人力资源1. 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)2. 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)3. 工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4. 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) 5. 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)6. 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)7. 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)8. 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)9. 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)10. 绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)3600反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)11. 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)12. 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)13. 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)14. 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)HR常用英語~~Marketing and Sales (市場与銷售部分)Vice-President of Sales 销銷售副總裁Senior Customer Manager 高級客户經理Sales Manager 销銷售經理Regional Sales Manager 地区銷售經理Merchandising Manager 采購經理Sales Assistant 销銷售助理Wholesale Buyer 批發采購員购员Tele-Interviewer 电话调電話調查員员Real Estate Appraiser 房地產評估师Marketing Consultant 市場顧客场顾问Marketing and Sales Director 市場与銷售總監总监Market Research Analyst 市場調查分析員员Manufacturer\'s Representative 厂家代表Director of Subsidiary Rights 分公司權利總監总监Sales Representative 销銷售代表Assistant Customer Executive 客户管理助理Marketing Intern 市場实習习Marketing Director 市場總監场总监Insurance Agent 保險代理人Customer Manager 客户經理Vice-President of Marketing 市場副總裁Regional Customer Manager 地区客户經理Sales Administrator 销銷售主管Telemarketing Director 電話銷售總監总监Advertising Manager 广告經理Travel Agent 旅行代办員员Salesperson 销銷售員员Telemarketer 电话销電話銷售員员Sales Executive 销銷售执行者Marketing Assistant 市場助理Retail Buyer 零售采購員购员Real Estate Manager 房地產經理Real Estate Broker 房地產經紀人Purchasing Agent 采購代理Product Developer 产產品開發开发Marketing Manager 市場經理Advertising Coordinator 广告协調員调员Advertising Assistant 广告助理Ad Copywriter(Direct Mail) 广告文撰写人Customer Representative 客户代表Computers and Mathematics(計算机部分) Manager of Network Administration 网絡管理經理MIS Manager 电脑電腦部經理Project Manager 项項目經理Technical Engineer 技术工程师Developmental Engineer 开開發工程师Systems Programmer 系統程序員员Administrator 局域网管理員员Operations Analyst 操作分析Computer Operator 电脑電腦操作員员Product Support Manager 产產品支持經理Computer Operations Supervisor 电脑電腦操作主管Director of InFORMation Services 信息服務主管Systems Engineer 系統工程师Hardware Engineer 硬件工程师Applications Programmer 应應用軟件程序員员InFORMation Analyst 信息分析LAN Systems Analyst 系統分析Statistician 統計員统计员Human Resources（人力資源部分）Director of Human Resources 人力資源總監总监Assistant Personnel Officer 人事助理Compensation Manager 薪酬經理Employment Consultant 招募顧問顾问Facility Manager 后勤經理Job Placement Officer 人員配置專員专员Labor Relations Specialist 劳动關系專員专员Recruiter 招聘人員员Training Specialist 培訓專員训专员Vice-President of Human Resources 人力資源副總裁Assistant Vice-President of Human Resources 人力資源副總裁助理Personnel Manager 职员经職員經理Benefits Coordinator 员員工福利协調員调员Employer Relations Representative 员員工關系代表Personnel Consultant 员員工顧客問问Training Coordinator 培訓协調員调员Executive and Managerial(管理部分)Chief Executive Officer(CEO) 首席执行官Director of Operations 运運營總監营总监Vice-President 副總裁Branch Manager 部門經理Retail Store Manager 零售店經理HMO Product Manager 产產品經理Operations Manager 操作經理Assistant Vice-President 副總裁助理Field Assurance Coordinator 土地担保协調員调员Management Consultant 管理顧問顾问District Manager 市区經理Hospital Administrator 医院管理Import/Export Manager 进進出口管理Insurance Claims Controller 保險認領管理員员Program Manager 程序管理經理Insurance Coordinator 保險协調員调员Project Manager 项項目經理Inventory Control Manager 库庫存管理經理Regional Manager 区域經理Chief Operations Officer(COO) 首席運營官General Manager 总经總經理Executive Marketing Director 市場行政總監总监Controller(International) 国際監管Food Service Manager 食品服務經理Production Manager 生產經理Administrator 医序保險管理Property Manager 房地產經理Claims Examiner 主考官Controller(General) 管理員员Service Manager 服務經理Manufacturing Manager 制造業經理Vending Manager 售買經理Telecommunications Manager 电電信業經理Transportation Manager 运输经運輸經理Warehouse Manager 仓库经倉庫經理Assistant Store Manager 商店經理助理Manager(Non-Profit and Charities) 非盈利性慈善机构管理做管理的人必备的英文单词目标mission/ objective集体目标group objective内部环境internal environment外部环境external environment计划planning组织organizing人事staffing领导leading控制controlling步骤process原理principle方法technique经理manager总经理general manager行政人员administrator主管人员supervisor企业enterprise商业business产业industry公司company效果effectiveness效率efficiency企业家entrepreneur权利power职权authority职责responsibility科学管理scientific management现代经营管理modern operational management行为科学behavior science生产率productivity激励motivate动机motive法律law法规regulation经济体系economic system管理职能managerial function产品product服务service利润profit满意satisfaction归属affiliation尊敬esteem自我实现self-actualization人力投入human input盈余surplus收入income成本cost资本货物capital goods机器machinery设备equipment建筑building存货inventory经验法the empirical approach人际行为法the interpersonal behavior approach集体行为法the group behavior approach协作社会系统法the cooperative social systems approach 社会技术系统法the social-technical systems approach 决策理论法the decision theory approach数学法the mathematical approach系统法the systems approach随机制宜法the contingency approach管理任务法the managerial roles approach经营法the operational approach人际关系human relation心理学psychology态度attitude压力pressure冲突conflict招聘recruit鉴定appraisal选拔select培训train报酬compensation授权delegation of authority协调coordinate业绩performance考绩制度merit system表现behavior下级subordinate偏差deviation检验记录inspection record误工记录record of labor-hours lost 销售量sales volume产品质量quality of products先进技术advanced technology顾客服务customer service策略strategy结构structure(3)领先性primacy普遍性pervasiveness忧虑fear忿恨resentment士气morale解雇layoff批发wholesale零售retail程序procedure规则rule规划program预算budget共同作用synergy大型联合企业conglomerate资源resource购买acquisition增长目标growth goal专利产品proprietary product竞争对手rival晋升promotion管理决策managerial decision商业道德business ethics有竞争力的价格competitive price 供货商supplier小贩vendor利益冲突conflict of interests派生政策derivative policy开支帐户expense account批准程序approval procedure病假sick leave休假vacation工时labor-hour机时machine-hour资本支出capital outlay现金流量cash flow工资率wage rate税收率tax rate股息dividend现金状况cash position资金短缺capital shortage总预算overall budget资产负债表balance sheet可行性feasibility投入原则the commitment principle 投资回报return on investment生产能力capacity to produce实际工作者practitioner最终结果end result业绩performance个人利益personal interest福利welfare市场占有率market share创新innovation生产率productivity利润率profitability社会责任public responsibility董事会board of director组织规模size of the organization组织文化organizational culture目标管理management by objectives 评价工具appraisal tool激励方法motivational techniques 控制手段control device个人价值personal worth优势strength弱点weakness机会opportunity威胁threat个人责任personal responsibility顾问counselor定量目标quantitative objective定性目标qualitative objective可考核目标verifiable objective优先priority工资表payroll（4）策略strategy政策policy灵活性discretion多种经营diversification评估assessment一致性consistency应变策略consistency strategy公共关系public relation价值value抱负aspiration偏见prejudice审查review批准approval主要决定major decision分公司总经理division general manager 资产组合距阵portfolio matrix明星star问号question mark现金牛cash cow赖狗dog采购procurement人口因素demographic factor地理因素geographic factor公司形象company image产品系列product line合资企业joint venture破产政策liquidation strategy紧缩政策retrenchment strategy战术tactics(5)追随followership个性individuality性格personality安全safety自主权latitude悲观的pessimistic静止的static乐观的optimistic动态的dynamic灵活的flexible抵制resistance敌对antagonism折中eclectic(6)激励motivation潜意识subconscious地位status情感affection欲望desire压力pressure满足satisfaction自我实现的需要needs for self-actualization 尊敬的需要esteem needs归属的需要affiliation needs安全的需要security needs生理的需要physiological needs维持maintenance保健hygiene激励因素motivator概率probability强化理论reinforcement theory反馈feedback奖金bonus股票期权stock option劳资纠纷labor dispute缺勤率absenteeism人员流动turnover奖励reward(7)特许经营franchise热诚zeal信心confidence鼓舞inspire要素ingredient忠诚loyalty奉献devotion作风style品质trait适应性adaptability进取性aggressiveness热情enthusiasm毅力persistence人际交往能力interpersonal skills行政管理能力administrative ability智力intelligence专制式领导autocratic leader民主式领导democratic leader自由放任式领导free-rein leader管理方格图the managerial grid工作效率work efficiency服从obedience领导行为leader behavior支持型领导supportive leadership参与型领导participative leadership指导型领导instrumental leadership成就取向型领导achievement-oriented leadership出师表两汉：诸葛亮先帝创业未半而中道崩殂，今天下三分，益州疲弊，此诚危急存亡之秋也。
外文翻译---人力资源管理系统
外文翻译---人力资源管理系统Human Resource Management SystemA Human Resource Management System (HRMS) is a are n that combines many human resource ns。
including benefits n。
payroll。
recruiting。
and training and development。
The systemis ___。
___.The HRMS ___ efficiently。
cing the time and effort required to manage personnel files。
The system also provides employees with self-service ns。
such as the ability to access their own personal n and benefits n.___ is a key n of an HRMS。
The system can manage employee benefits。
including health insurance。
retirement plans。
and other benefits。
The system can also track ___.Payroll management is another important n of an HRMS。
The system can manage employee payroll n。
including salary andwage n。
tax n。
and ns。
The system can also manage employee time and attendance records。
cing the time and effort required to track ___.___ is another n of an HRMS。
SAP HR系统简介及配置教程说明书
About the T utorialSAP Human Capital Management (SAP HCM) is one of the key modules in SAP and is also called SAP Human Resource (HR) or SAP Human Resource Management System (SAP HRMS). This introductory tutorial gives a brief overview of the features of SAP HR and how to use it in a systematic mannerAudienceHuman capital management products from SAP can help your organization hire and retain the right people, manage the work environment, streamline HR processes, ensure legal compliance, and create a people-centric organization.This tutorial is designed to configure the HR module of SAP in an easy and systematic way. Packed with plenty of screenshots, it will be useful for consultants as well as end-users.PrerequisitesBefore you start proceeding with this tutorial, we are assuming that you are already aware of the basics of SAP. It will be helpful if you have some exposure to the HR functions normally conducted in an organization.Copyright & DisclaimerCopyright 2018 by Tutorials Point (I) Pvt. Ltd.All the content and graphics published in this e-book are the property of Tutorials Point (I) Pvt. Ltd. The user of this e-book is prohibited to reuse, retain, copy, distribute or republish any contents or a part of contents of this e-book in any manner without written consent of the publisher.We strive to update the contents of our website and tutorials as timely and as precisely as possible, however, the contents may contain inaccuracies or errors. Tutorials Point (I) Pvt. Ltd. provides no guarantee regarding the accuracy, timeliness or completeness of our website or its contents including this tutorial. If you discover any errors on our website or inthistutorial,******************************************iT able of ContentsAbout the Tutorial (i)Audience (i)Prerequisites (i)Copyright & Disclaimer (i)Table of Contents (ii)OVERVIEW (1)1.SAP HR – Introduction (2)Organization Management (2)Organizational Object Types (4)Number Ranges (5)2.SAP HR – Maintaining Relationships (8)Object Types and Essential Relationships (9)Relationship Maintenance (11)3.SAP HR – Time Constraints (13)Maintaining Personnel Actions (15)4.SAP HR – Maintaining Infotypes (17)Components of Infotypes (17)How to Maintain Infotypes? (18)Maintaining Info Subtypes (19)PERSONNEL ADMINISTRATION (22)5.SAP HR – Personnel Administration (23)Organization Structure (23)Enterprise Structure (23)Personnel Structure (24)Hiring an Employee (25)6.SAP HR – HR Master Data (28)HR Master Data Structure (28)Processing HR Master Data (28)Selecting HR Master Data (29)7.SAP HR – Infotypes (30)Creating an Infotype (31)Display an Infotype (32)Delete an Infotype (34)8.SAP HR – Personnel Actions (36)Building Enterprise Structure (38)Editing Company Code Data (40)Assigning a Company Code (40)Creating Personnel Areas (41)Assigning Personnel Area to Company Code (43)iiIntegration with Time & Payroll (50)TIME MANAGEMENT (51)10.SAP HR – Time Management (52)Advantages of Time Management (52)Time Recording and Evaluation (52)Transaction Codes for Time Recording (53)11.SAP HR – Work schedules (58)Daily Work Schedules (58)Work Schedule Rules (58)12.SAP HR – Public Holiday Calendar (63)13.SAP HR – Attendance Absences (66)Shift Management in HR (66)Shift Planning Component (67)Change Shift Plans (68)Overtime and Breaks Schedules (69)BENEFITS (71)14.SAP HR – Benefits (72)Enrollment Overview (72)Types of Enrollment (72)Benefit Area (73)Benefit Category (75)Benefit Plan type (76)Benefit Plans (76)PAYROLL (78)15.SAP HR – Payroll Management (79)Payroll Control Record (79)Options in Payroll Control Record (81)16.SAP HR – Basic Pay Infotypes (82)Pay Scale Reclassification (82)Pay Scale Structure (83)17.SAP HR – Primary & Secondary Wage types (85)Primary Wage Type (85)Dialogue Wage Type (85)Secondary Wage or Technical Wage Type (86)18.SAP HR – Payroll Process (87)Payroll Areas to Run Payroll (87)iiiPayroll Cycle & Time Management Data (90)Payroll Integration (91)20.SAP HR – Payroll Cycle (93)Payroll Areas to Run Payroll (93)Remuneration Statement (94)21.SAP HR – Universal Work List (99)Universal Work List – Setup (99)Security in SAP HCM (99)Authorization Objects (100)Data Migration in SAP HR (101)ivOverview1.SAP HRSAP Human Capital Management (SAP HCM) is one of the key modules in SAP and is also called SAP Human Resource (HR) or SAP Human Resource Management System (SAP HRMS). SAP HCM contains many submodules and all these modules are integrated with each other.The key modules are as follows:∙Organizational Management: Organizational Management includes Personnel development, Personnel cost planning and event management.∙Time Management: Time management includes time recording, attendance, time schedule, shift management, etc.∙Personnel Administration:Personnel Administration includes personal and organizational structure, Infotypes, integration with time and payroll, etc.∙Payroll: Payroll deals with payroll types, payroll group configuration, primary and secondary wages, gross pay, bonus, etc.∙Recruitment: Recruitment includes hiring an employee, maintaining HR master data, etc.∙Training and Event Management: Training and Event Management deals with identifying training needs, scheduling training, training cost management, etc.∙Travel Management:Travel Management includes managing official trips, cost management for travel, travel expenses, etc.Organization ManagementOrganization Management allows you to manage the enterprise structure and analyze organization plans.The key features are:∙In organization management, you can configure system settings that is required for enterprise structure, personnel cost planning, etc.∙You can define plan version to configure various organization plans at the same time.∙Only one plan version defines your organizational current plan.∙You can edit, change or compare different organization plans using plan version.∙You can have two different plan versions, one for marketing and other one for sales hierarchy.You can compare or edit both the plans but only one plan can be used at a time.How to set a Plan version as active?There are two ways to set a plan version.1. Use the code T-Code: OOPV2. Go to IMG -> Personnel Management -> Global Settings -> Plan Version Maintenance -> Maintain Plan Versions.You can select from the list of available plans.Organizational Object T ypesAn Organization plan consists of various object types, which define the grouping of similar data together. Each object type consists of a unique object key. All object types are linked together with a relationship among each other.Example: A person holding a position that is defined by a specific job.RelationshipIn an Organization plan, relationships are used to link different object types. Example: A person holding a position in an organization and is assigned with cost center. It defines Person to position relationship and position to Organization unit.While defining an hierarchical organization structure, you are creating a relationship between organization objects. When a person is holding a position in an organization unit, it means there is relationship between the position object and the organization object.V alidityIt determines the life of object types. At the time of object creation, you enter the start and the end time of the project and this determines the validity of the object.There are various types of object types that can be defined in an organization plan. Given below are most common object types and their keys-Key Features of Organization ObjectsThe key features are:∙You can create or change an existing object types, which are not managed.Example- Object type person from HR Master Data.∙You can also define the relationship between different object types that should be proposed in the course of the authorization check.∙It is also possible to define an object type hierarchy to generate reporting.∙It is also possible to change the key of standard objects type- "S" for Position, "T"for task.There are two types of Relationships-∙Relationships with the same object types.∙Relationships with different object types.Number RangesYou can maintain different number ranges for Organization Management and Personnel administration in SAP HR. As discussed in previous topic, OM contains different object types.To maintain the different number ranges for OM objects, you can use T-Code: OONR.You can also choose the following path.Go to IMG-> Personnel management-> Organizational management-> Basic settings-> Maintain number ranges -> set up number assignment for all plan versions -> Execute.The first two digits represent your plan version and the next two letters represent the object type.Similarly, you can maintain number ranges for personnel numbers. A Personnel number is generated when an employee is hired. It can be generated internally or externally.The personnel number range whether internal or external should be defined at the following configuration node.1. Use T-code: PA042. You can also go to SPRO -> IMG-> Personnel management-> Personnel Administration -> Basic settings->Maintain number range intervals for personnel numbers.3. A new window opens. You will see Range Maintenance: Human resources. Go to Intervals to display intervals.4. It will open a new window, Maintain Intervals: Human resources. You can check different number ranges for personnel number as shown below:The NR Status indicates the last personnel number assigned/used up for that respective MOLGA. MOLGA Is used to support multi-country human resource management.2.SAP HRIn an Organization plan, relationships are used to link different object types. Example: A person holding a position in an organization is assigned with cost center. It defines a Person to position relationship and position to Organization unit.While defining a hierarchical organization structure, it means you are creating a relationship between organization objects. When a person is holding a position in an organization unit, it means there is relationship between position object and organization object.A relationship can be created in both the ways- top down and bottom approach. These relationships are normally maintained in HRP001table. If these relationships are not standard, you may need additional tables.To maintain relationship, use T-Code: PP01 or PP03.A new window will open with the name Maintain Object.Select the Object type, enter position number, give relationship and click create (F5).Object T ypes and Essential RelationshipsGo to SPRO -> IMG -> Personnel Management -> Organizational Management -> Basic Settings -> Data model enhancement ->Maintain Object Types -> ExecuteTo create new object type and assigning relationships follow the steps given below.1.Create new object type and assign essential relationships.2.Assign object to the required Infotypes.3.Maintain subtypes.4.Maintain personnel actions.5.Assign number range.6.Maintain object via PP03 or PP01.7. Go to the Change View “Object Types”: Overview window. Click New Entries to create a new object type. You can also copy an existing object type.8. Enter Object type text, code, etc. When the object is created, assign essential relationships to it by clicking on essential relationships on the left side.∙Assigning a relationship means that once an object is created, the assigned relationships are mandatory to be maintained.∙Maintaining Object types is available in Table: T7780∙Maintaining Essential relationship is available in Table: T7750Relationship MaintenanceFor maintaining relationship in SAP HR module, go to SPRO ->IMG -> Personnel Management -> Organizational Management -> Basic Settings -> Data model enhancement ->Relationship Maintenance -> Maintain Relationships -> ExecuteIn the left pane, go to Allowed Relationships, select the relationship you want to maintain, click Position.3.SAP HRTime constraints are used to determine how the object type exists and how they will be updated in the HR system.You can also define time constraints for object types in Organization management to have a suitable system. You need not to keep orphan object types in the system.∙O- O -> Time Constraint 1∙O- S -> Time Constraint 2∙O- K -> Time Constraint 3∙S- O -> Time Constraint 4∙S - P -> Time Constraint 5There are three types of time constraints-∙Time Constraint 1 is mandatory for a record to exist in the HR system and can exist one at any point of time.∙Time Constraint 2 is not mandatory for a record but only one exists at any point of time.∙Time Constraint 3 is not mandatory for a record and can have many at any point of time.Assigning Time Constraints to a relation1. To assign time constraints to a relation, you have to use:SPRO ->IMG -> Personnel Management -> Organizational Management -> Basic Settings -> Data model enhancement ->Relationship Maintenance -> Maintain Relationships -> Execute2. In the left pane, go to the Time constraint tab as shown in the image given below-You can assign appropriate time constraints to the given relationship.Infotypes reactions as per time constraints:∙Time Constraint 1– Record must have no gaps, no overlapping. If you select this Time Constraint, there should not be any gaps nor overlapping. This TC is generally used for Infotypes like, 0001, 0008, 0009 etc. where there is only one valid record.∙Time Constraint 2 –This TC includes those records that can include gaps but there should be no overlapping. If you select this TC, it means that you can havegaps but NO overlapping. Consider an example of the marital status of an employee. The employee has a spouse but a gap can occur in case he is divorced.Time Constraint 3 – This TC includes records that can have gaps and can exist multiple times. For example, Infotype IT0014 can have multiple records in that particular Infotype at the same time with overlapping.Maintaining Personnel ActionsIn SAP HR system, personnel actions are performed for all the Infotypes that require data to be entered in the HR system. Common Infotypes that require a personnel action are hiring a new employee, termination of an employee, etc.1. To perform a Personnel action, use T-Code: PA 40 or go to SPRO -> IMG -> Personnel Management -> Personnel Administration -> Customizing Procedures -> Actions2. A new window ‘Personnel Actions’ opens.The screen consists of the following fields-SAP HR ∙Personnel No.: This field has an employee’s personnel number. When a new employee is hired, it is generated automatically by the system.∙Start: This field shows the start date of the personnel action.∙Action Type: In this field, you have to select the action type that needs to be performed.ExampleLet us understand how a new employee is hired in SAP HR system.1. Enter the hiring date as shown below.2. From Action type, select Hire.3. Click the Execute button given on top.A new window will open. Enter details like Reason for action, Personnel area, Employee group and sub group, etc. and click the Save icon at the top.4.SAP HRIn SAP HR system, Infotypes are used to store the data for all the personnel actions and administrative tasks in the system. Infotypes are known as small units of information in SAP HR system.Infotypes group the similar data together and define structure, enter data and define the information for specific period of time.Components of InfotypesAn Infotype consists of the following components-StructureAn Infotype contains a set of similar data records in the form of data structure. Infotype contains series of information like first name, last name, date of birth, marital status, etc. When an Infotype is updated in the system, old data is not removed from the system but time is delimited.Data EntryYou can enter predefined values for Infotype that helps in fetching and maintaining the data in the system. Entries in HR system are checked automatically for accuracy. Default value checks depend on the employee organization assignment.Time DependencyWhen an Infotype is updated in the system, old data is not erased. It is stored in the system for historical evaluation purpose. This allows each Infotype to have multiple records but all the records may vary as per their validity.Time based reaction of Infotype is defined in the Time constraint field. Infotype 0000 to 0999 are Personnel Administration Infotypes. It is also possible to define permissibility of Infotype for each country, this allows you to restrict Infotype while editing the master data.Go to SPRO -> IMG -> Personnel Management -> Personnel Administration-> Customizing Procedures -> Infotypes -> Assign Infotypes to CountriesHow to Maintain Infotypes?To maintain Infotype, follow the steps given below:1. Go to SPRO - > IMG -> Personnel Management - > Organizational Management - > Basic Setting -> Data model enhancement - >Infotype Maintenance - > Maintain Infotypes -> Execute2. Select the Infotypes to which the newly created custom object needs to be assigned. Select the Infotype and click the Infotypes per object type option.3. To assign custom objects to Infotype, click the New Entries option. You can uncheck the No Maintenance check box such that you can maintain custom objects via Organization Management transactions PP01.Maintaining Info SubtypesInfo Subtypes are known as sub units of an Infotype. Using subtype, you can easily manage and access the data in HR system and can control the Infotypes. You can easily assign different features to control the data like time constraints to sub types.You can assign different control features to sub types as per requirement like TC1, TC2, and TC3.ExampleConsider the example of an Infotype Addresses (0006). Following are the subtypes- ∙Subtype 1 – Permanent Residence address∙Subtype 2 –Temporary address∙Subtype 3 – Home addressConsidering Control feature – Time constraint for this Infotype, you should use TC-3 for Infotype Addresses, as we need to pass multiple values. Permanent Residence address subtype should be Time Constraint -1. Home address can exist once at any one time, hence it is Time Constraint -2.How to maintain subtypes?To maintain subtypes -1. Go to SPRO - > IMG -> Personnel Management - > Organizational Management - > Data model enhancement - >Infotype Maintenance - > Maintain subtypes -> Execute2. To maintain subtype, select the subtype in the next window. In the left pane, you have an option to add control feature - Time Constraint.3. Double click the Time constraint in the left pane, a new window ‘Change View “Time Constraint”: Overview’ will open.End of ebook previewIf you liked what you saw…Buy it from our store @ https://。
人力资源英语词汇大全了解人力资源管理的关键英语词汇提升职场竞争力
人力资源英语词汇大全了解人力资源管理的关键英语词汇提升职场竞争力人力资源英语词汇大全：了解人力资源管理的关键英语词汇，提升职场竞争力人力资源管理是企业中至关重要的一部分。
随着全球化的快速发展和市场竞争的加剧，掌握与人力资源相关的英语词汇变得至关重要。
本文将介绍一些关键的人力资源英语词汇，旨在帮助读者加强自己在职场中的竞争力。
一、招聘与选拔（Recruitment and Selection）1. Job posting: 职位发布2. Recruitment process: 招聘流程3. Job advertisement: 招聘广告4. Screening resumes: 筛选简历5. Interview: 面试6. Background check: 背景调查7. Reference check: 推荐人核查8. Employment contract: 雇佣合同9. Onboarding: 入职10. Orientation: 新员工培训二、培训与发展（Training and Development）1. Training needs analysis: 培训需求分析2. Training program: 培训计划3. On-the-job training: 在职培训4. Skill development: 技能发展5. Performance evaluation: 绩效评估6. Career development: 职业发展7. Leadership training: 领导力培训8. Mentoring: 师徒制度9. Team building: 团队建设10. E-learning: 网络培训三、绩效管理（Performance Management）1. Performance appraisal: 绩效评估2. Key performance indicators (KPIs): 关键绩效指标3. Performance feedback: 绩效反馈4. Performance improvement plan: 绩效改进计划5. Performance rating: 绩效评级6. Goal setting: 目标设定7. Performance bonus: 绩效奖金8. Performance review: 绩效回顾9. Performance tracking: 绩效跟踪10. Reward and recognition: 奖励和认可四、员工福利与离职管理（Employee Benefits and Separation）1. Compensation package: 薪酬福利2. Health insurance: 健康保险3. Paid leave: 带薪休假4. Retirement plan: 养老金计划5. Employee assistance program (EAP): 员工援助计划6. Resignation: 辞职7. Termination: 终止雇佣8. Exit interview: 离职面谈9. Severance package: 离职补偿10. Retirement benefits: 退休福利五、工会与劳动关系（Labor Union and Employee Relations）1. Collective bargaining: 集体谈判2. Labor contract: 劳动合同3. Grievance handling: 投诉处理4. Strike: 罢工5. Employee rights: 员工权益6. Employee engagement: 员工参与度7. Workplace diversity: 职场多元化8. Conflict resolution: 冲突解决9. Workplace safety: 工作场所安全10. Employee morale: 员工士气六、人力资源信息系统（Human Resource Information System）1. HR database: 人力资源数据库2. Employee records: 员工档案3. Payroll system: 工资系统4. Time and attendance tracking: 考勤管理5. Performance management system: 绩效管理系统6. HR analytics: 人力资源分析7. Self-service portal: 自助门户8. Data security: 数据安全9. Employee self-service: 员工自助服务10. HR reporting: 人力资源报告以上是一些关键的人力资源英语词汇，希望读者能通过学习和掌握这些词汇，提升自己在职场中的竞争力。
常用的人力资源(HR)相关英文词汇
常用的人力资源（HR）相关英文词汇able 有才干的，能干的adaptable 适应性强的active 主动的，活跃的aggressive 有进取心的ambitious 有雄心壮志的amiable 和蔼可亲的amicable 友好的an alytical 善于分析的apprehe nsive 有理解力的aspiri ng 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can did 正直的compete nt 能胜任的con structive 建设性的cooperative 有合作精神的creative 富创造力的dedicated 有奉献精神的depe ndable 可靠的diplomatic 老练的，有策略的discipli ned 守纪律的dutiful 尽职的well-educated 受过良好教育的efficie nt 有效率的en ergetic 精力充沛的expressivity 善于表达faithful 守信的，忠诚的frank 直率的，真诚的gen erous 宽宏大量的gen teel 有教养的gen tle 有礼貌的humorous 有幽默impartial 公正的in depe ndent 有主见的in dustrious 勤奋的ingenious 有独创性的motivated 目的明确的in tellige nt 理解力强的lear ned 精通某门学问的logical 条理分明的methodical 有方法的modest 谦虚的objective 客观的precise 一丝不苟的pun ctual 严守时刻的realistic 实事求是的resp on sible 负责的sen sible 明白事理的sport ing 光明正大的steady 踏实的systematic 有系统的purposeful 意志坚强的sweet-tempered 性情温和的temperate 稳健的tireless 孜孜不倦的扌旨导型领导instrumental leadership成就取向型领导achievement-oriented leadership HR (Human Resource) 人力资源1. 人力资源管理：(Human Resource Management ,HRM)人力资源经理:(human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification lnstitute,HRCI)2. 夕卜部环境:(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)3. 工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法［(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4. 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)5. 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)6. 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)7. 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)8. 企业文化与组织发展企业文化［(corporate culture)组织发展［(organization development,。
HR 中英文常用专业词汇English
personnel system 人事制度personnel management 人事管理office hour 办公时间company time 工作时间work hour 工作时间eight-hour shift 八小时工作制shift 轮班morning session 上午班evening/night shift 小/大夜班day shift 日班attendance book 签到本late book 迟到本day off 休息日coffee break 上班中的休息时间workday 工作日working condition 工作环境work permit 工作证work overtime 加班holiday rotation 节假日轮流值班traveling allowance(for official trip) 差旅费payroll 工资册salary 薪水（指付给一个人的固定劳动补偿）wage 工资（为劳动或服务所付的报酬，尤指按小时、天数、周或按工作量所付的薪酬）salary raise 加薪windfall 外快annual pension 年薪year-end bonus 年终奖bonus 奖金premium 红利overtime pay 加班费punch the clock 打卡time recorder 打卡机sneak out 开溜internship 实习on probation 试用probation staff 试用人员agreement of employment 聘书evaluation of employee 员工考核employee evaluation form 考核表merit pay 绩效工资dock pay 扣薪unpaid leave 无薪假before-tax salary 税前薪水income tax 所得税take-home pay/after-tax salary 税后净薪release pay 遣散费severance pay 解雇费salary deduction 罚薪casual leave 事假sick leave 病假“五险一金”endowment insurance 养老保险medical insurance 医疗保险unemployment insurance 失业保险employment injury insurance 工伤保险maternity insurance 生育保险housing fund 住房公积金。
HR相关英文词汇
HR相关英文词汇1.人力资源管理:Human Resource Management ,HRM人力资源经理: human resource manager高级管理人员:executive职业:profession道德标准:ethics操作工:operative employees专家:specialist人力资源认证协会:the Human Resource Certification Institute,HRCI 2.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 diversity3.工作:job职位:posting工作分析:job analysis工作说明:job de script ion工作规范:job specification工作分析计划表:job analysis schedule, JAS职位分析问卷调查法:Management Position De script ion Questionnaire, MPDQ 行政秘书:executive secretary地区服务经理助理:assistant district service manager4.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 5.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:internship6.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 interview7.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:media8.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 building9.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 anchors10.绩效评价绩效评价:Performance Appraisal,PA小组评价:group appraisal业绩评定表:rating scales method关键事件法:critical incident method排列法:ranking method平行比较法:paired comparison硬性分布法:forced distribution method晕圈错误:halo error宽松:leniency严格:strictness3600反馈:360-degree feedback叙述法:essay method集中趋势:central tendency11.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 range12.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 sharing13.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:alcoholism14.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"以人为本"的价值观 <human resources> People-first valuesX理论 <human resources> Theory XY理论 <human resources> Theory Y艾德加施恩 <human resources> Edgar Schein案例研究方法 <human resources> Case study method罢工 <human resources> Strikes班组 <human resources> Team or group保护圈 <human resources> Rings of defense保险福利 <human resources> Insurance benefits报酬因素 <human resources> Compensable factor抱怨 <human resources> Grievance抱怨程序 <human resources> Grievance procedure比率分析 <human resources> Ratio analysis闭厂 <human resources> Lockout标准工时工资 <human resources> Standard hour plan病假 <human resources> Sick leave补充报酬福利 <human resources> Supplement pay benefits补充失业福利 <human resources> Supplemental unemployment benefits 不安全环境 <human resources> Unsafe conditions不安全行为 <human resources> Unsafe acts不服从 <human resources> Insubordination不正当劳工活动罢工 <human resources> Unfair labor practice strike 参与式激励计划 <human resources> Attendance incentive plan尝试阶段 <human resources> Trial sub stage敞开门户 <human resources> Open-door成长阶段 <human resources> Growth stage程序化教学 <human resources> Programmed learning初级董事会 <human resources> Junior board储蓄计划 <human resources> Savings plan传讯 <human resources> Citations戴维斯―佩根法案 <human resources> Davis-Bacon Act DBA担保公司 <human resources> Guarantee corporation弹性福利计划 <human resources> Flexible benefits programs弹性工作地点 <human resources> Flex place弹性工作时间 <human resources> Flextime等级 <human resources> Grades等级说明书 <human resources> Grade description地方劳动力市场 <human resources> Local market conditions第三方介入 <human resources> Third-party involvement调查 <human resources> Fact-finder调查反馈 <human resources> Survey feedback调解 <human resources> Mediation方格训练 <human resources> Grid training非定向面试 <human resources> Nondirective interview非法谈判项目 <human resources> Illegal bargaining弗雷德里克泰罗 <human resources> Frederick Taylor福利 <human resources> Benefits高龄给付 <human resources> Golden offerings个人偏见 <human resources> Bias个人退休账户 <human resources> Individual retirement account IRA 工厂关闭法 <human resources> Plant Closing law工资等级 <human resources> Pay grade工资率系列 <human resources> Rate ranges工资曲线 <human resources> Wage carve工作分析 <human resources> Job analysis工作分组 <human resources> Job sharing工作公告 <human resources> Job posting工作绩效分析 <human resources> Performance analysis工作绩效评价面谈 <human resources> Performance Appraisal interview 工作轮换 <human resources> Job rotation工作描述 <human resources> Job description工作申请表 <human resources> Application forms工作说明书 <human resources> Job specifications工作替换/临时解雇程序 <human resources> Bumping/layoff procedures 工作样本 <human resources> Work samples工作样本技术 <human resources> Work sampling technique工作指导培训 <human resources> Job instruction training JIT公平工资法 <human resources> Equal Pay Act公平劳动标准法案 <human resources> Fair Labor Standards Act公平日工作 <human resources> Fair day's work功能性工作分析法 <human resources> Functional job analysis股票期权 <human resources> Stock option固定福利 <human resources> Defined benefit固定缴款 <human resources> Defined contribution雇员参与计划 <human resources> Worker involvement雇员持股计划 <human resources> Employee stock ownership plan ESOP雇员服务福利 <human resources> Employee services benefits雇员福利 <human resources> Worker's benefits雇员上岗引导 <human resources> Employee orientation雇员退休收入保障法案 <human resources> Employee Retirement Income Security Act ERISA关键事件法 <human resources> Critical incident method管理方格训练 <human resources> Management grid管理过程 <human resources> Management process管理竞赛 <human resources> Management game管理评价中心 <human resources> Management assessment center归类或分级法 <human resources> Classification or grading method耗竭 <human resources> Burnout候选人次序错误 <human resources> Candidate-order error怀孕歧视法案 <human resources> Pregnancy discrimination act基准职位 <human resources> Benchmark job绩效工资 <human resources> Merit pay绩效加薪 <human resources> Merit raise绩效评价标准不清 <human resources> Unclear performance standards激励计划 <human resources> Incentive plan集体谈判 <human resources> Collective bargaining计件 <human resources> Piecework计算机化预测 <human resources> Computerized forecast纪律 <human resources> Discipline健康维持组织 <human resources> Health maintenance organization HMO 僵持 <human resources> Impasse讲出来 <human resources> Speak up交替排序法 <human resources> Alternation ranking method角色扮演 <human resources> Role playing接班计划 <human resources> Succession planning结构化面试 <human resources> Structured interview解雇；开除 <human resources> Dismissal解雇；终止 <human resources> Termination经济罢工 <human resources> Economic strike精简 <human resources> Downsizing居中趋势 <human resources> Central tendency科学管理 <human resources> Scientific management可比价值 <human resources> Comparable worth可变报酬 <human resources> Variable compensation劳工部工作分析法 <human resources> Department of Labor job analysis 类 <human resources> Classes离职金 <human resources> Severance pay离职面谈 <human resources> Exit interviews利润分享计划 <human resources> Profit-sharing plan联合抵制 <human resources> Boycott临时解雇 <human resources> Layoff临时性工作分担 <human resources> Work sharing领导者匹配训练 <human resources> Leader attach training每周4天工作制 <human resources> Four-day workweek民权法 <human resources> Civil Rights Act敏感性训练 <human resources> Sensitivity training目标管理法 <human resources> Management by objectives MBO内容效度 <human resources> Content validity年终分红 <human resources> Annual bonus排序法 <human resources> Ranking method培训 <human resources> Training配对比较法 <human resources> Paired comparison method偏紧/偏松 <human resources> Strictness/leniency评价面试 <human resources> Appraisal interview期望图表 <human resources> Expectancy chart企业内部开发中心 <human resources> In-house development center强制分布法 <human resources> Forced distribution method强制谈判项目 <human resources> Mandatory bargaining情境面试 <human resources> Situational interview趋势分析 <human resources> Trend analysis确立阶段 <human resources> Establishment stage人际关系心理分析 <human resources> Transactional analysis TA人事或人力资源管理 <human resources> Personnel or human resource management 人事调配图 <human resources> Personnel replacement charts任务分析 <human resources> Task analysis日常集体谈判 <human resources> Day-to-day-collective bargaining散点分析 <human resources> Scatter plot社会保障 <human resources> Social security失业保险 <human resources> Unemployment insurance实验 <human resources> Experimentation收益分享 <human resources> Gain sharing斯坎伦计划 <human resources> Scallion plan随意终止 <human resources> Termination at will谈话；面谈 <human resources> Interviews探索阶段 <human resources> Exploration stage特别保护权 <human resources> Vesting特殊的管理开发技术 <human resources> Special management development techniques特殊奖励 <human resources> Special awards提前退休窗口 <human resources> Early retirement window同情罢工 <human resources> Sympathy strike图尺度评价法 <human resources> Graphic rating scale团队建设 <human resources> Team building团体人寿保险 <human resources> Group life insurance团体退休金计划 <human resources> Group pension plan退休 <human resources> Retirement退休福利 <human resources> Retirement benefits退休金福利 <human resources> Pension benefits退休金计划 <human resources> Pension plans退休前咨询 <human resources> Retirement counseling维持阶段 <human resources> Maintenance stage维罗姆-耶顿领导能力训练 <human resources> Vroom-Yetton leadership trainman 稳定阶段 <human resources> Stabilization sub stage无保证终身解雇 <human resources> Lifetime employment without guarantees 系列化面试 <human resources> Serialized interview下降阶段 <human resources> Decline stage现场工人日记/日志 <human resources> Participant diary/logs现实冲击 <human resources> Reality shock向外安置顾问 <human resources> Outplacement counseling小组面试 <human resources> Panel interview效标效度 <human resources> Criterion validity效度 <human resources> Validity新雇员培训或模拟 <human resources> Vestibule or simulated training薪资调查 <human resources> Salary surveys信度 <human resources> Reliability行动学习 <human resources> Action learning行为锚定等级评价法 <human resources> Behaviorally anchored rating scale bars行为模拟 <human resources> Behavior modeling压力面试 <human resources> Stress interview延期利润分享计划 <human resources> Deferred profit-sharing plan一般经济状况 <human resources> General economic conditions以价值观为基础的雇佣 <human resources> value-based hiring意见调查 <human resources> Opinion survey隐含职权 <human resources> Implied authority有保障的计件工资制 <human resources> Guaranteed piecework plan有保证的公平对待 <human resources> Guaranteed fair treatment约翰霍兰德 <human resources> John Holland越级谈话 <human resources> Skip-level interview晕轮效应 <human resources> Halo effect在职培训 <human resources> On-the-job training OJT战略规划 <human resources> Strategic plan真诚的谈判 <human resources> Good faith bargaining政策 <human resources> Point method/Policies直接计件制 <human resources> Straight piecework直线管理者 <human resources> Line manager职能服务功能 <human resources> Staff service function职能控制 <human resources> Functional control职权 <human resources> Authority职位调配卡 <human resources> Position replacement cards职位分析问卷 <human resources> Position Analysis Questionnaire PAQ职位评价 <human resources> Job evaluation职业安全与健康法案 <human resources> Occupational Safety and Health Act 职业安全与健康管理局 <human resources> Occupational Safety and Health Administration OSHA职业规划与职业发展 <human resources> Career planning and development职业技能 <human resources> Occupational skills职业锚 <human resources> Career anchors职业市场状况 <human resources> Occupational market conditions职业性向 <human resources> Occupational orientation职业周期 <human resources> Career cycle职员报酬 <human resources> Employee compensation质量圈 <human resources> Quality circle中期职业危机阶段 <human resources> Mid career crisis sub stage 仲裁 <human resources> Arbitration资本积累方案 <human resources> Capital accumulation program资格数据库 <human resources> Qualifications inventories资质 <human resources> Aptitudes自我实现 <human resources> Self-actualization自我指导工作小组 <human resources> Self directed teams自愿减少工资方案 <human resources> Voluntary pay cut自愿减少时间 <human resources> Voluntary time off自愿谈判项目 <human resources> Voluntary bargaining组织发展 <human resources> Organization developmentOD组织体系Ⅰ <human resources> System I组织体系Ⅳ <human resources> System Ⅳ。
HR常用英语词汇
HR常用英语词汇HR常用英语词汇HR是负责公司的人力资源管理，常用到的`英语词汇有那些呢？下面店铺给大家介绍HR常用英语词汇，一起来学习吧!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：(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，JAS)职位分析问卷调查法：(Management Position DescriptionQuestionnaire，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)晕圈错误：(halo error)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)【HR常用英语词汇】。
人事制度的英语
人事制度的英语Personnel systemA personnel system, also known as human resource management system or HR system, refers to the strategies, policies, and procedures implemented by an organization to manage its employees. It encompasses various aspects such as recruitment, training, performance evaluation, compensation, and employee relations.One of the key components of a personnel system is recruitment. This involves attracting and selecting qualified individuals to fill job vacancies within the organization. The recruitment process may include advertising job openings, reviewing resumes and applications, conducting interviews, and checking references. By effectively recruiting the right talent, organizations can ensure that they have the necessary workforce to achieve their goals.Once employees are hired, the personnel system focuses on providing them with the training and development they need to perform their jobs effectively. This may involve on-the-job training, mentoring programs, workshops, or seminars. By investing in employee training, organizations can enhance their skills and knowledge, which ultimately leads to improved job performance.Performance evaluation is another important aspect of a personnel system. It involves assessing employees' performance against predetermined goals and expectations. Regular performance evaluations provide feedback to employees on their strengths andareas for improvement. This feedback can be used to identify training needs, set new goals, and recognize high-performing employees.Compensation is also a critical component of a personnel system. It includes the salary, benefits, and bonuses that employees receive for their work. A fair and competitive compensation system helps to attract and retain talented employees. It also motivates employees to perform at their best by providing rewards for their efforts.Employee relations play a significant role in a personnel system as well. It involves managing the relationship between employees and the organization. This includes handling conflicts, addressing grievances, and ensuring a positive work environment. Effective employee relations contribute to employee satisfaction, productivity, and retention.In conclusion, a well-designed personnel system is crucial for the success of any organization. It helps to attract, develop, and retain talented employees, thereby contributing to the achievement of organizational goals. By implementing effective recruitment strategies, providing training and development opportunities, conducting regular performance evaluations, offering competitive compensation, and fostering positive employee relations, organizations can create a supportive and productive work environment.。
人事制度的英文缩写
人事制度的英文缩写HR systemThe acronym HR stands for Human Resources, which refers to the department within an organization that deals with recruitment, management, and development of employees. The HR system, therefore, encompasses the policies, processes, and practices related to the management of people within an organization.A well-designed and effectively implemented HR system is crucial for the smooth functioning and success of any organization. It ensures that the right individuals with the necessary skills and qualifications are recruited, trained, and motivated to achieve the organization's goals. The HR system also plays a pivotal role in maintaining a positive work environment, employee satisfaction, and overall organizational performance.The HR system consists of various components, which can be abbreviated as follows:1. Job Descriptions (JDs): A comprehensive and accurate description of each position within the organization is essential for effective recruitment and employee performance management. JDs outline the responsibilities, qualifications, and expected outcomes of a particular role.2. Recruitment and Selection (R&S): This component involves attracting potential candidates, evaluating their suitability for the job, and ultimately making the hiring decision. A well-designedR&S process ensures that the organization can identify and hire themost qualified individuals who will contribute to its success.3. Training and Development (T&D): This component focuses on equipping employees with the necessary knowledge, skills, and competencies to perform their jobs effectively. T&D programs aim to enhance employee performance, promote career growth, and support organizational goals.4. Performance Management (PM): PM involves setting performance goals, providing feedback, and evaluating employee performance on a regular basis. This component ensures that employees know what is expected of them, receive feedback on their performance, and are recognized for their achievements.5. Compensation and Benefits (C&B): This component encompasses the design and management of the organization's compensation and benefits system. C&B includes salary structures, bonuses, incentives, health insurance, retirement plans, and other benefits provided to employees.6. Employee Relations (ER): ER focuses on building and maintaining positive relationships between employees and the organization. This component involves addressing employee concerns, resolving conflicts, promoting a healthy work environment, and ensuring compliance with labor laws and regulations.7. Employee Engagement (EE): EE refers to the level of commitment, satisfaction, and enthusiasm that employees have towards their work and the organization. An effective EE strategyinvolves creating a positive work culture, encouraging employee involvement, and recognizing and rewarding employee contributions.8. Diversity and Inclusion (D&I): D&I involves creating a workplace that values and respects individuals from diverse backgrounds. This component aims to promote a culture of inclusivity, equality, and fairness, where employees feel valued and have equal opportunities to succeed.In conclusion, a well-developed and properly implemented HR system is vital for the success of any organization. The components of the HR system, including job descriptions, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, employee engagement, and diversity and inclusion, work together to ensure that employees are effectively managed and motivated to achieve organizational goals.。
人事考勤管理系统
人事考勤管理系統軟件介紹考勤系統優點：1．提高公司的企業形象，增強管理效益，節省本钱，是現代管理不可或缺的好幫手。
2．IC〔ID〕卡可作為員工身份證用途之外，可準確記錄員工上下班、加班、遲到、早退、礦工等一切記錄，自動生成各種報表，管理人員可以隨時掌握員工各種情況，進行管理上的改善，增加工作效率。
3．配合本公司開發的自動計量軟件，能夠快捷準確，省時計算出員工薪金以報表形式清楚列出，一目了然。
4．IC〔ID〕卡可無限次回圈再用，損耗性低，節省本钱。
5．能曠充配合本公司的門禁系統，餐飲系統共同使用，達到企業智慧管理一體化之目的。
強大軟件功能：1．詳細人事檔案功能，記錄員工個人覆曆表及照片，可列印成為報表。
2．細致權限設置，可以清楚分開不同人員對軟件使用的範圍和功能。
3．提供多種不同類型的報表及資料，以供客戶選擇使用。
4．強大的查詢功能，系統簡單易用。
考勤人事系統：1．全面的考勤記錄〔上班、下班、加班、遲到、早退、請假等〕。
2．自動排班〔針對固定的班次〕。
3．簡易手動排班〔針對非固定的班次〕。
4．班次結構靈活全面，可處理最複雜的排班，滿足不同客戶的各種需要。
5．強大的考勤日報、月報的調整功能。
自動計薪系統：1．系統根據儲存的考勤資料自動準確計算薪金。
2．系統符合各種類型的工資計算〔月薪、日薪、時薪、計薪〕。
3．用戶可設置多種薪資項目底薪、加班費、津貼、勤工獎、遲到早退扣薪、礦工扣薪、餐費、證件費、社會保險金等等，均可由用戶自行定義及設定。
4．根據用戶的特別要求，配合廠家達到適合勞工工作條款。
目录第一局部关于EAHRSystem安装1．安装EAHRSystem (4)2．配置EAHRSystem (7)第二局部EAHRSystem操作指南1．系統登陸 (11)2．操作管理 (11)3．根本資料 (15)4．人事管理 (17)5．考勤管理 (27)6．假期管理 (39)7．報表 (41)8．系统管理 (63)9．設備管理 (69)10．工具 (75)11．語言 (75)12．幫助 (75)第一局部关于EAHRSystem安装操作平台：WINXPsp2操作系统；开发工具：Delphi；后台数据库：MSDE，SQL Server2000〔安装前提：必需装有IE4.0及SP2、SQL S〕1.安裝EAHRSystem安装产品：EAHRSystem安装步骤：1)自備windowsXP安裝磁片一張。
人事制度培训翻译成英文
人事制度培训翻译成英文Human Resources System TrainingIntroduction:The Human Resources System Training is designed to equip employees with knowledge and skills related to the company's HR policies and procedures. This training program aims to promote a better understanding of the organization's HR system and ensure that all employees are aware of their rights and responsibilities within the workplace.Objectives:The main objectives of the Human Resources System Training are as follows:1. To provide employees with an overview of the company's HR policies and procedures.2. To educate employees on their rights and responsibilities in the workplace.3. To promote a respectful and inclusive work environment.4. To enhance employee performance and productivity through effective HR practices.Training Modules:The training program consists of the following modules: Module 1: Introduction to HR Policies and Procedures- Overview of the company's HR policies and procedures- Understanding the importance of HR policies in maintaining a fair and consistent work environmentModule 2: Recruitment and Selection Process- Understanding the recruitment and selection process- Learning how to effectively interview and assess candidates Module 3: Performance Management- Understanding the performance management process- Learning how to set clear goals and provide constructive feedbackModule 4: Employee Relations- Understanding the importance of positive employee relations- Learning how to effectively resolve conflicts and handle employee grievancesModule 5: Compensation and Benefits- Understanding the company's compensation and benefits policies - Learning how to effectively communicate and administer employee benefitsModule 6: Training and Development- Understanding the importance of employee training and development- Learning how to identify and address employee skill gaps Evaluation:At the end of the training program, participants will be required to undergo an assessment to evaluate their understanding of the HR policies and procedures. This assessment will help identify areas where additional training or support may be needed.Conclusion:The Human Resources System Training is an essential program that aims to equip employees with the knowledge and skills necessary to navigate the organization's HR system effectively. By ensuring that all employees are aware of their rights and responsibilities, this training program contributes to a positive work environment and enhances overall employee performance and productivity.。
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Employee
• • • 全面的员工信息管理： —— 包含组织架构设计、员工人事档案信息的管理，如入职与离职管理、合同签订等。 ※ 灵活的组织架构、职务体系设计； ※ 全面的员工管理及基础事务处理； * 员工入职管理：单个录入或批量导入新员工基本资料。 * 合同管理：员工合同签订、续签、变更、解除、终止等事务的跟踪管理。 * 员工档案管理：绩效考评、岗位变动、奖惩信息及各种自定义信息的综合管理。 * 员工离职管理：在离职员工管理中，可处理离退休员工返聘业务。
Recruitment
• • • • • • 通过计划人员需求，形成招聘计划、招聘选拔及人才库管理，记录对面试者的每次面试评价。 ※ 可根据企业人力资源战略规划和各部门人力资源现状，接受部门招聘申请，制定招聘计划； ※ 针对不同招聘计划制定相应的招聘活动，如网站招聘、猎头公司等； ※ 对于人才库中大量数据，可灵活自定义筛选条件（如申请时间、应聘岗位等），由系统自动甄选 出可以安排面试的人员，大大降低 HR 的工作量； ※ 可方便地对应聘人员信息进行管理，建立人才库，详细管理其面试安排、结果； ※ 未被录用人员转入企业后备人才库，分类保存，以备今后查询及其他招聘活动实施时进行筛选。
※ 系统自动提示员工生日、试用期满等。
பைடு நூலகம்
Salarry
• • • • • • • • 强大的薪资管理 —— 薪资管理是企业人力资源管理的核心之一。 365hrm 强大的功能和灵活的设置支持多种类型的薪资计算方式，方便处理大量繁杂的薪资数据， 避免人为错误，大大缩短处理时间。 ※ 根据不同标准确定员工的薪资结构和薪资数据，并可邮件通知薪资发放信息； ※ 根据各地区福利政策灵活计算社保和公积金； ※ 与考勤系统链接，根据员工考勤情况调整员工薪资； ※ 自定义多种帐套类别和代扣代缴类别； ※ 员工自助网上查询本人当月薪资及薪资历史情况等； ※ 提供完善的薪资统计分析功能，为制定薪资制度与调整薪资提供依据。
• • • • • • •
Training
•
• • • •
作为员工职业生涯的一部分以及作为公司激励管理的一部分，培训与发展越来越受到 公司的重视。 ※ 培训课程管理：包括起止时间、地点、次数、培训方式、教室、费用等。可以采用 自下而上和自上而下两种方式进行培训需求的管理和调查分析； ※ 可以对培训计划的拟定、审核、实施及终止等整个生命周期过程进行跟踪，对已实 施培训项目情况进行查询和统计； ※ 可对企业内外师资、企业内外培训机构、培训地点、培训设备及培训教师等培训资 源进行管理； ※ 对培训效果进行跟踪评估管理，员工本人和上级可以查看其反馈结果。
System
• • • • • • • • 强大的系统管理： 包括用户管理、权限设置、日志、备份、邮件管理、基础信息维护、在线注册等功能。 ※ 灵活设置各级组织机构、职级、岗位； ※ 提供员工从入职的基础信息维护以及员工变动、离职管理； ※ 管理员工人事档案信息、劳动合同、绩效考评、奖惩信息及各种自定义信息； ※ 记录合同签订情况并对合同的变更、续签进行跟踪管理 ※ 系统自动提示员工生日、试用期满等。 ※ 为员工指定所属的社保体系和考勤体系。
Attendance
• 在传统的管理方式下，由于大量的考勤数据无法被及时准确地处理，使管理者无 法获取实时的考勤信息来进行分析，用于决策支持。 365HRM 能通过多种方式从 考勤机获取员工刷卡数据，实现数据信息的集成。自定义设计使不同行业的用户 可以根据自身考勤政策对系统进行灵活设置，以满足不同企业的各种考勤政策和 排班需求。 ※ 灵活定义上下班时间、灵活设定休息日； ※ 用户可采用日历表形式方便直观地设定排班计划； ※ 可处理跨天的班次； ※ 高效的年假管理； ※ 提供请假加班在线自助申请； ※ 提供加班后的调休管理； ※ 每月自动统计迟到、早退、请假等各种考勤信息。
HR system
基于WEB的应用 基于J2EE技术的B/S结构，实现局域网/互联网访问，促进企业（集团）全国范围内人力资源业 务的整合； ※信息集中化管理，通过权限共享eHR信息，不受地域限制； ※客户端的免安装和零维护，极大的降低了企业的维护成本。 开放的、可扩展应用 ※开放的体系结构，支持windows、Linux平台，支持各种应用服务器，如Tomcat、JBoss、Resin、 Websphere等，缺省采用MySQL数据库，也可切换为Oracle或MSSQL； ※强大的数据导入、导出功能，可与考勤机、OA系统等接口，使企业的信息系统完全融合。 高度的安全性应用 ※薪资、权限等核心数据采取加密技术，保障数据安全； ※内置数据校验规则、操作日志监控、数据自动备份与还原等功能，确保系统稳定可靠。