Exit Interview Questionnaire05-26
人力资源管理师专业英文词汇
企业人力资源管理师（二级）专业词汇表序号认知词汇中译词意1 360-degree feedback process 360度反馈过程2 Absence 缺席3 Acceptability 可接受性4 Achievement tests 成就测试5 Action plan 行动计划6 Accountability 有责任7 Adolescent 青少年8 Adverse impact 负面影响9 Aggressive 有闯劲的，敢做敢为的10 Allowance 津贴，补助11 Ambition 野心，雄心12 Analytic approach 分析法13 Announcement 公告14 Applicant 求职者15 Application 申请16 Appraisal 评价，评估17 Appoint 任命18 Arbitrary 仲裁19 Assessment center 评价中心20 Attitude awareness and change program 态度认知与改变计划21 Attitudinal structuring 态度构建22 Authority 权威23 Audiovisual instruction 视听教学24 Audit approach 审计法25 Balanced scorecard 综合评价卡，平衡计分法26 Bargain 商谈27 Behavior modeling 行为模拟28 Behavior—based program 行为改变计划29 Benchmarks 基准30 Benefits 福利31 Bonus 奖金32 Business planning 企业规划33 Business division 事业部34 Business integration 业务整合35 Candidate 候选人36 Career anchor 职业锚37 Career counseling 职业咨询38 Career curves 职业曲线39 Career management system 职业管理系统40 Career development 职业发展41 Centralization 集权化42 Coach 教练43 Cognitive ability 认知能力44 Cognitive outcomes 认知性结果45 Collective bargaining process 劳资谈判过程46 Commitment 承诺，义务47 Communication skill 沟通技巧48 Compa—ratio 比较比率49 Compensable factors 报酬要素50 Compensation 报酬，补偿51 Competency assessment 能力评估52 Competency model 能力模型53 Competitive advantage 竞争优势54 Compromise 妥协55 Concentration strategy 集中战略56 Consultation 商量，请教57 Consumer price index, CPI 消费者价格指数58 Continuous learning 持续学习59 Coordination training 合作培训60 Core competencies 核心竞争力61 Cost structure 成本结构62 Critical incident method 关键事件法63 Cross—cultural preparation 跨文化准备64 Cross—training 交叉培训65 Cultural environment 文化环境66 Cultural shock 文化冲击67 Customer appraisal 顾客评估68 CV （curriculum vitae）简历69 Data flow diagram 数据流程图70 Decentralization 分散化71 Decision making 决策72 Decision support systems 决策支持系统73 Deficiency 缺乏74 Defined-benefit plan 养老金福利计划75 Defined-contribution plan 资方养老金投入计划76 Delayering 扁平化77 Demand forecasting 需求预测78 Depression 沮丧79 Development planning system 开发规划系统80 Differential piece rate 差额计件工资81 Direct costs 直接成本82 Discipline 纪律83 Disparate impact 差别性影响84 Disparate treatment 差别性对待85 Diversity training 多元化培训86 Dividends 红利87 Discrimination 歧视88 Dismiss 开除，解雇89 Downsizing 精简90 Downward move 降级91 Efficiency wage theory 效率工资理论92 Egalitarian 平等主义93 Earnings 所得，收入94 Efficiency 效率95 Employee empowerment 员工授权96 Employee leasing 员工租借97 Employee survey research 雇员调查与研究98 Entrepreneur 企业家99 Equal employment opportunity （EEO) 公平就业机会100 Ethics 道德101 Exit interview 离职面谈102 Expatriate 外派雇员103 Expert systems 专家系统104 Explicit knowledge 显性知识105 External analysis 外部分析106 External growth strategy 外边成长战略107 External labor market 外部劳动力市场108 Face to face discussion 当面讨论109 Factor comparison system 因素比较法110 Feedback 反馈111 Flat hourly rate 小时工资率112 Flexible benefits plans (cafeteria plans) 灵活的福利计划(自助福利方案)113 Flextime 灵活的时间114 Flowchart 流程图115 Follow up 跟随,追随116 Formal education programs 正规教育计划117 Frame of reference 参照系118 Functional job analysis, FJA 职能工作分析119 Gain sharing plans 收益分享计划120 Globalization 全球化121 Goals and timetables 目标和时间表122 Graphic rating-scale method 图式评估法123 Grievance 委屈124 Group mentoring program 群体指导计划125 Guidelines 指导方针126 Head hunter 猎头127 Healthy and safety 健康安全128 Handover 工作交接129 High—performance work systems 高绩效工作系统130 Hourly work 计时工资制131 Human capital 人力资本132 Human resource information system (HRIS) 人力资源信息系统133 Human resource management 人力资源管理134 Human resources planning, HRP 人力资源计划135 Income 收入，收益136 Indirect costs 间接成本137 Individualism/collectivism 个人主义/集体主义138 Inflation 通货膨胀139 Input 投入140 Insurance 保险141 Intellectual asset 知识资产142 Internal analysis 内部分析143 Internal growth strategy 内部成长战略144 Internal labor force 内部劳动力145 Internet 互联网146 Internship programs 实习计划147 Interview 面试148 Industrialization 产业化149 IT(Information Technology）信息技术150 Invest 投资151 Job analysis 工作分析152 Job classification system 工作分类法153 Job description 工作描述154 Job design 工作设计155 Job enlargement 工作扩大化156 Job enrichment 工作丰富化157 Job evaluation 工作评价158 Job commitment 工作认同159 Job ranking system 工作重要性排序法160 Job rotation 工作轮换161 Job satisfaction 工作满意度162 Job specification 工作规范163 Joint venture company 合资公司164 Key performance indicator，KPI 关键业绩指标165 Labor relations process 劳动关系进程166 Leaderless group discussion 无领导小组讨论法167 Learning organization 学习型组织168 Line manager 直线经理169 Maintenance of membership 会员资格维持170 Management by objectives, MBO 目标管理171 Management forecasts 管理预测172 Management process 管理过程173 Manager appraisal 经理评估174 Managing diversity 管理多元化175 Manpower 人力，劳动力176 Material incentive 物质奖励177 Mediation 调解178 Mentor 导师179 Merit guideline 绩效指南180 Minimum wage 最低工资181 Morale 士气182 Mobility 流动性183 Motivation to learn 学习的动机184 Needs assessment (培训）需要评价185 Night shift 夜班186 Nonprofit organization 非营利组织187 Occupation 职业188 On-the—job training，OJT 在职培训189 Open culture 开放文化190 Opportunity to perform 实践的机会191 Organization desgin and development 组织设计与发展192 Organizational analysis 组织分析193 Organizational capability 组织能力194 Organiztion chart 组织结构图195 Organization code 组织代码196 Orientation 入职培训197 Outlay 费用198 Outplacement counseling 重新谋职咨询199 Output 产出200 Outsourcing 外包201 Overpay 超额工资202 Panel interview 小组面试203 Pay claim 加薪要求204 Pay grade 工资等级205 Pay structure 工资结构206 Pay—for—performance standard 按绩效的报酬标准207 Pay—policy line 工资政策线208 Payroll 职工薪水册209 Pension 养老金,退休金210 Peer appraisal 同事评估211 Pep talk 鼓舞动员谈话212 Performance appraisal 绩效评价213 Performance feedback 绩效反馈214 Performance management 绩效管理215 Performance planning and evaluation (PPE）绩效规划与评价系统216 Post 岗位，职位217 Potential 潜在的，可能的218 Priority 优先219 Probation 试用220 Person characteristics 个人特征221 Personnel selection 人员甄选222 Piecework 计件工资223 Position analysis questionnaire, PAQ 职位分析问卷调查224 Power distance 权力差距225 Predictive validation 预测效度226 Profit sharing 利润分享227 Promotion 晋升228 Psychological contract 心理契约229 Questionnaire 调查问卷230 Rapport 和谐，亲善231 Readability 易读性232 Readiness for training 培训准备233 Reasoning ability 推理能力234 Reconciliation 和解235 Recognition 认可,承认236 Recruitment 招募237 Redundancy 冗余238 Reengineering 流程再造239 Reference 参考240 Reject 拒绝,否决241 Reinstatement 复职242 Relational database 关联数据库243 Reliability 信度244 Remuneration 报酬245 Reputation 声誉，名声246 Retention plan (核心人员)保持计划247 Repatriation 归国准备248 Replacement charts 替换表249 Return on investment (ROI）投资回报250 Role ambiguity 角色模糊251 Role analysis technique 角色分析技术252 Role play 角色扮演253 Senior management 高级管理层254 Settlement 解决，决定255 Sick le口口e 病假256 Simulation 仿真，模拟257 Self—appraisal 自我评估258 Subcontracting 转包合同259 Substantive reason 客观存在因素260 Successor 后任261 Supply forecasting 供给预测262 Survey 调查263 Target 目标，目的264 Talent 才能，才干265 Sick note 病假条266 Situational interview 情景面试267 Skill inventories 技能量表268 Skill-based pay 技能工资269 Specificity 明确性270 Spot bonus 即时奖金271 Staffing tables 人员配置表272 Strategic choice 战略选择273 Strategic congruence 战略一致性274 Strategic human resource management 战略性人力资源管理275 Strategy formulation 战略形成276 Strategy implementation 战略执行277 Subordinate 下属278 Succession planning 可持续发展计划279 Tacit knowledge 隐形知识280 Task analysis 任务分析281 Team leader training 团队领导培训282 Team building 团队建设283 Top stratum 高层284 Termination 终止285 Total quality management （TQM) 全面质量管理286 Training administration 培训管理287 Training outcomes 培训结果288 Transaction processing 事务处理289 Trend analysis 趋势分析290 Turnover 离职，流动291 Utility analysis 效用分析292 Validity 效度293 Verbal comprehension 语言理解能力294 Vesting 既得利益295 V oicing 发言296 Wage and salary survey 薪资调查297 Wage freeze 冻结工资增长298 Web—based training 网上培训299 Welfare system 福利体系300 Work permit/ work certificate 就业许可证。
Exit Questionnair离职面谈 中英文
Exit QuestionnaireName Department Date Join Mobile Number Supervisor Position Last Working Date Personal Email Account1.2.3.4.Lack of career opportunitiesResignation during probation period Lack of training opprtunityIf you have any other reasons, please specify:In the event of any incon onsistency between Chinese and English version, the Chinese version shall prevail. he , .准为 本文文 中以 差偏 有如 义意文 英中的 中格表本 义意文 英中的 中格表本_______________________________________________________________________________________________ _______________________________________________________________________________________________Please specified)5R(Working environment______________________________________________________________________________________ ___________________________________________________________________________________________Please specified)3R(Leadership matters____________________________________________________________________________Describe the package in the industry)2R(Compensation matters______________________________________________________ _________________________________________________________________________________ ?Expected position:Internal Reasons(R1)(R6)） ） ） ）Reason’s Please Reason’s of Resign Please tick for the corresponding reasons？的善 改要 需是些 哪，中 法看的你在 的善 改要 需是些 哪Which parts need improvement in your point of view?方地 的赏欣 最你， 中营运和 理管的司公 中营运和 理管的司公Which parts are you favourite in company management and operation?？到 达有 否是期 预作工 的你，间期职在 间期职在？么 什是因 原的大最 为认 你，到 达有没果如 到 达有没果如Have you reached your career/job expectations when you in Konecranes? Yes No If no, what’s the major reason?？么 什是 因原要 主的会 机作工尼 科受接时当你 尼 科受接1What were the major reasons you accepted a job with Konecranes?（ （ （ （？里哪在□ □ □ □ □ □ □Found better job Deal in business Family reason Health reasonFurther educationWhat could Konecranes have done to prevent you from leaving• • • •Performing the same or similar type of work? Staying in the same industry? Receiving about the same pay?If no, please let us know your expected package ________________________________________________________reWould you like to re-join Koneranes in the future__ _ ___ __ ___ ___ ___ ___ __ ___ ____ _ __ _ ___ __ ___ ___ ___ ___ __ ___ ____ _Interview Date__ ___ ___ __ ___ ____□NoNot Sure___________________Yes, which dept and position：将你，作工的新份找寻你果如 ：将你，作工的新份找寻你果如 ：将你，作工的新份找寻你果如 ：将你，作工的新份找寻你果如job, will If you have gone to another job, will you be:__________________________ __________________________Other reasons_________________Go abroadWhich country)4R( :Yes Yes Yes No No No Interviewer2External Reasons□ □ □ □ □ □ □□ □。
面试英语-26个求职者想反问HR的问题
★以下是英⽂写作翻译频道为⼤家整理的《⾯试英语-26个求职者想反问HR的问题》，供⼤家参考。
更多内容请看本站频道。
1. Why does an entry-level position need 3+ years of experience? 1.为什么⼀个⼊门级职位需要3年以上⼯作经验？ 2. You need 5 professional references? 2.你需要5个职场⼈⼠写的推荐信？ I graduated, like, yesterday. 我好像是昨天才刚毕业的。
3. You want a “funny anecdote” in the body of your email? 3.你想要在电⼦邮件中写进⼀个“奇闻轶事”？ Sure! This one time, at band camp… 当然！这次在乐队营…… 4. Why do you need my social security number and drivers license number? 4.为什么你需要我的社会保险号和驾照号码？ It freaks me out a little. 这有点让我抓狂。
5. New job listing that I qualify for? Where? 5.（告诉我）我能胜任的⼯作？是什么？ Oh it’s a "commission-based" position. Great. 哦，是个基于佣⾦的职位。
棒极了。
6. Would I like to know about these awesome bennies? Sure! 6.我想试试这些兴奋剂吗？当然！ Not getting my hopes up. 别让我燃起希望。
7. All I get is the auto-response email? 7.我得到的只有⾃动回复的邮件？ Okay. That’s fine. 好吧，很好。
英语面试结束前你最该问的四个问题
英语⾯试结束前你最该问的四个问题英语⾯试结束前你最该问的四个问题 “有些应聘者在⾯试接近尾声时宁愿草草了事地结束，也不愿通过精彩的结尾来给⾯试官留下深刻的印象。
这⼀点令我⼗分惊讶。
”绿⾊教育服务(Green Education Services)创始⼈兼⾸席执⾏官扎克⾥·萝丝(Zachary Rose)说，绿⾊教育是⼀家位于纽约市的绿⾊⼯作培训机构。
⽆论你是正准备进⾏校园招聘的⾼级⼈事经理还是正在求职的应届毕业⽣，以下这⼏个由专家推荐的结尾问题都会让你在⾯试尾声时令⾯试官眼前⼀亮并从⼀众求职者中脱颖⽽出。
1.“如果我这次没应聘成功，您觉得原因在哪⼉?” 这是位于密苏⾥州哥伦⽐亚市的数字⼈才中介公司(Digital Talent Agents)的⾼级副总裁凯尔西·迈耶(Kelsey Meyer)给出的建议。
“最近有个应聘者在⾯试时这样问我：‘如果您不打算给我这份⼯作，我可以知道是什么原因吗?’这种问题可以说是相当直接，甚⾄可以说是有点莽撞，但是我却可以借此来告诉他我对他的哪些⽅⾯还有疑虑，⽽他也可以当⾯澄清。
” “我推荐每个应聘者都能在⾯试中问这个问题。
”迈耶补充说。
你可以借此得知⾯试官对你表现的评价⽽且还有机会跟他们进⼀步交流澄清。
“如果你⿎起勇⽓这样问了，我敢保证你不会后悔。
”她说。
⽹站的内容经理蕾切尔·道特森(Rachel Dotson)认为：“许多应聘者在⾯试结束后觉得信⼼满满，志在必得，但随后不久就收到拒信，这样的事例不胜枚举。
所以，当还在与⾯试官⾯对⾯交流时，你就必须要花点时间问问他对你⾯试表现的任何不满之处。
”你要确保他们没有忽视你⾝上任何的闪光点。
2.“作为员⼯，我如何能够超越您的期待?” 迈克尔·B·荣格(Michael B. Junge)是来⾃加州桑塔安娜市的欧⽂技术集团(Irvine Technology Corp)⼈事与招聘的资深⼈⼠，同时他还是《紫松⿏：搞定招聘，脱颖⽽出》(Purple Squirrel: Stand Out, Land Interviews, and Master the Modern Job Market)⼀书的作者。
三级人力资源英语词汇
培训
• Coordination training合作培训 • Cross-training 交叉培训 • Diversity training 多元化培训 • On-the-job training, OJT 在职培训 • Readiness for training 培训准备 • Web-based training 网上培训 • Training administration 培训管理 • Training outcomes 培训结果 • Orientation 入职培训
反义词
• Explicit knowledge • Tacit knowledge • External analysis • Internal analysis • External growth strategy • Internal growth strategy • Exteranl labor market • Internal labor force
商量(讨论)等
• Consultation 商量,请教 • Face to face discussion 当面讨论 • Leaderless group discussion无领导小组讨
论法 • Mediation 调解
人员
• Announcement • Application • Arbitrary • Applicant • Authority • Candidate • Coach
…化
• Centralization 集权化 • Decentralization 分散化 • Delayering 扁平化 • Globalization 全球化 • Industrialization 产业化 • Job enlargement 工作扩大化 • Job enrichment 工作丰富化 • Managing diversity 管理多元化
Exit_Interview_Questionnaire05-26
EXIT INTERVIEW QUESTIONNAIRE离职问卷Introductory Note for Interviewer: Please emphasize that the interview is confidential and that the employee’s individual responses will not be released. Their results will be combined with those of other employees to better understand why people are choosing to leave the company. Because the interview is confidential, they should feel free to be as honest as possible in their responses.面谈者介绍性须知：请强调此面谈为机密，员工的个人回答将不被公开。
他们的结果将与其他员工的结果合并在一起，以更好地了解员工选择离开酒店的原因。
因为此面谈为机密，员工应排除顾虑，如实回答。
Date日期：Employee Name 员工姓名：Employee Background Data 员工背景资料：Department 部门Job Band 工作级别：Age 年龄：Gender 性别：Hire Date 雇佣日期：Date of Departure 离职日期：Name of Supervisor 主管姓名：Overall, how would you rate Our Hotel as a place to work? 总体上，作为工作的地方，你怎么认为本酒店？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道What were the negative or most frustrating aspects of your job?(check all responses that apply)你工作中负面或最受挫的方面是什么？（核对所有回答）1.Workload 工作量8. Lack of authority/empowerment 缺乏权利/授权2.Pay 薪水9. No opportunity for advancement 无提升机会3.Management 管理10. Limited training and development opportunities 培训和发展机会有限4.Supervisor 主管11. Lack of recognition 缺乏常识5.Co-workers 同事12. Corporate politics 公司内部争权夺利6.Job content/responsibilities 工作内容/职责13. Commute/Location 交通/位置7.Limited flexibility 缺乏灵活14. Too many policies and procedures 太多政策和程序Other 其他What was your main reason or reasons for leaving the company?(Check all responses that apply)你离开本酒店的主要原因或原因是什么? (核对所有回答)1.Better opportunity elsewhere 别处更好的机会8. Dissatisfied with work hours/workload 对工作时间/工作量不满2.Limited advancement opportunities 提升机会有限9. Lack of recognition 缺乏常识3.Limited training/development opportunities培训和发展机会有限10. Limited empowerment/anthority to perform job开展工作的授权/权力有限4.Better pay 更好的薪水11. Dissatisfied with supervision 对监管不满5.Better benefits 更好的福利12. Company direction and strategy 公司方向/策略6.Family responsibilities(includes childcare and relocation) 13. Stress 压力家庭职责(包括照顾孩子和搬迁) 14. Dissatisfaction with job/work responsibilities 对工作/工作职责不满7.Eldercare responsibilities 照顾老人的职责15. Commute/Location交通/位置Other(please explain) 其他(请解释)Under what conditions would you have considered staying with Our Hotel?在什么条件下，你会考虑留在本酒店？1.More money 更多薪水 5. More flexibility/telecommuting options更多适应性2.Better benefits 更好的福利 6. Better hours/workload 更好的工作时间/工作量3.Advancement opportunity 提升机会7. Improved supervision 提高监管4.Improved training and development opportunities提高培训和发展机会8. More company stability 更多公司稳定性Other 其他Would you consider returning to Our Hotels Group? 你会考虑返回本酒店集团吗？1.No 否2. Yes 是3. Maybe 可能Overall, how would you rate your immediate supervisor?(Probe for more information if response is a 3 or below)总体上，你怎样看待你的直接上司？（如回答为3或3以下，探究更多信息）1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道If you rated your supervisor as average or below, please explain why. 若你认为你的上司一般或还要差，请解释原因：How would you rate the pay you received? (Note: pay includes base pay and annual incentives)你怎样看待你的薪水？（附注：工资包括基本工资和年度激励）1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Do you think your pay was competitive with the market? 你认为你的薪水可与行情竞争吗?1.Yes 是2. No 否What do you think about the benefits you received? 你怎么看待你的福利?1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Page 3 of 3第3页，共3页Do you think your benefits package was competitive with packages offered by other companies?你认为你的福利可与其他酒店提供的福利竞争吗?1.Yes 是2. No 否How would you describe your workload at Our Hotel? 你怎样描述你在本酒店的工作量?1. Too little to do 太少2. About right 正常3. Too much to do 太多Were you able to maintain a satisfactory balance between work life and personal life?你能在工作和私人生活中保持满意的平衡吗?1.Yes 是2. No 否If no, please explain 如不能，请解释：What is your opinion of the opportunities for advancement at Our Hotel? 你认为在本酒店的提升机会怎么样？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道How would you rate your opportunities for training and career development while at Our Hotel?在本酒店工作期间，你怎样看待你的培训和事业发展机会？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Wrap-up 综述What comments do you have for management about how to make improvements in your work group, department, company? (Get specifics) 关于怎样提高你工作团体，部门和酒店的管理，你有何意见？（详述）What haven’t I asked you that I need to know about? 有什么我需要知道，还没问你的？Please return completed form toHuman Resources Department请将完整表格交回人力资源部Interviewed by面谈者：。
Exit Interview Process
United States Department of Agriculture ForestServiceRegion One 200 East BroadwayP.O. Box 7669Missoula, MT 59807Caring for the Land and Serving People Printed on Recycled PaperFile Code: 1700 Date: August 26, 2005Route To:Subject: Exit Interview ProcessTo: All Region One EmployeesA unified Exit Interview Process for the Region was developed by the Civil Rights Staff, with input from the RO/Forest and Grassland Civil Rights Action Committee members and Human Resources Personnel. The exit interview questionnaire is attached.Employees who leave a Region One unit will be asked to complete and sign the remarks section of the AD-139 indicating a desire to complete, or intention to decline completion of the Exit Interview questionnaire. Supervisors of departing employees will need to provide the employee with the AD-139 and ensure the employee is given an opportunity to complete an Exit Interview. Completed Exit Interviews will be analyzed by the Civil Rights Committee on each unit, to determine patterns and trends, and forwarded to the Regional Office Civil Rights Staff. A Regional analysis will be completed to identify Regional trends, patterns, areas of concern, and recommended training.If you have questions, please contact the Chairperson for your Civil Rights Action Committee or the Civil Rights Staff in the Regional Office. Thank you for your support in this process./s/ Debby WivholmDEBBY WIVHOLMCivil Rights DirectorEXIT INTERVIEWSThe Northern Region of the Forest Service has developed an Exit Interview Process to gather information on employee retention. The purpose of this program is to provide exiting employees with an opportunity to give feedback regarding their employment experience. Objectives are to improve the quality of current working conditions by identifying and correcting deficiencies and to reinforce positive conditions. We greatly appreciate you taking the time to complete this questionnaire so we can make these adjustments.Your candid and honest feedback is needed. Every attempt will be made to use your input in a confidential and professional manner. However, please understand that the PURPOSE of this Exit Interview Program is to identify issues in recruitment and the workplace and to address them. It is an informational tool to systematically overcome barriers to retention. If you wish to raise issues anonymously or in a different forum, ALTERNATE methods are available to you by contacting Debby Wivholm, Director of Civil Rights or Margie Irvine, Equal Employment Specialist.Name: (Optional) _________________________________________Type of Appointment: (Circle one)Temporary Permanent SCEPLength of Service (years): ___________________________________Title and Grade of Position: ___________________________________Unit Name (District and Forest or Grassland): ______________________Date of Separation: ___________________________________________Reason for Separation: (Circle one)Resignation (return to school) ResignationTermination (lack of work) ReassignmentRemoval OtherPlease rate each item from 0-5(0 meaning poor and 5 meaning high)If you answer below average on any of these, please use additional sheets and identify the question you are addressing and share as much information about your work situation as you feel comfortable doing. Your answers to these questions are valuable to us in making improvements for the future.The Beginning Poor Ave High1. Orientation to the job 0 1 2 3 4 5 NA2. Orientation to the community 0 1 2 3 4 5 NA The Job3. Effective use of your skills 0 1 2 3 4 5 NA4. Type of work 0 1 2 3 4 5 NA5. Too much work 0 1 2 3 4 5 NA6. Too little work 0 1 2 3 4 5 NA7. Work Schedule 0 1 2 3 4 5 NA8. Tools and equipment neededto work effectively 0 1 2 3 4 5 NA9. Emphasis on safety 0 1 2 3 4 5 NA10. Physical work environment 0 1 2 3 4 5 NA Supervisor: Rate the following aspects of relationship with your supervisor11. Received clear direction 0 1 2 3 4 5 NA12. Feedback on performance 0 1 2 3 4 5 NA13. Communication with supervisor 0 1 2 3 4 5 NA14. Accommodation of disability 0 1 2 3 4 5 NA15. Supervisor support fortraining opportunities 0 1 2 3 4 5 NA Other:16. Communication with peers 0 1 2 3 4 5 NA17. Acceptance as team member 0 1 2 3 4 5 NA18. Availability of trainingopportunities 0 1 2 3 4 5 NA19. Effectiveness of training 0 1 2 3 4 5 NA20. Promotional opportunities 0 1 2 3 4 5 NA21. Adequacy of benefits 0 1 2 3 4 5 NA22. Grade level appropriatefor work performed 0 1 2 3 4 5 NA 23. Recognition (awards) 0 1 2 3 4 5 NAThe Community you lived in24. Availability of adequate housing 0 1 2 3 4 5 NA25. Availability for education forchildren 0 1 2 3 4 5 NA26. Adequacy of childcare 0 1 2 3 4 5 NA27. Adequacy of eldercare 0 1 2 3 4 5 NA28. Availability of work forothers in your family 0 1 2 3 4 5 NA29.What are your primary reasons for leaving? (Please address all significant reasons thatcontributed to your decision to leave and numerically rank them, with 1 being the most significant reason. For example: personal or family reasons; career-related reasons; job satisfaction; location/living environment; job environment; working relationship withsupervisor, co-worker, or management; harassment)30.What do you like most about your current position?31.What would it take for you to stay or return?32.What would you suggest management do more of or change?33.Was the Zero Tolerance for Sexual Harassment explained clearly and supported on yourunit? If so, please describe how it was supported.34.Did you witness discrimination while you worked for this organization? If so, did youreport it? Did you know who to report it to? Was it handled to your satisfaction? How was it handled?35.Any additional comments:。
人力资源专业术语(中英文对照)
1.人力资源管理导论组织:(organization) 管理者:(manager) 管理过程:(management process) 人力资源管理:(human resource management) 职权:(authority) 直线职权:(line authority) 职能职权:(staff authority) 直线经理:(line manager) 职能经理:(staff manager) 全球化:(globalization) 人力资本:(human capital) 伦理道德:(ethics)2.公平就业机会及相关法律积极的反歧视行动:(affirmative action) 规范化指南:(uniform guide lines) 受保护群体:(protected class) 混合动机:(mixed motive) 合格者:(qualified individuals) 性骚扰:(sexual harassment) 五分之四法则:(4/5 ths rule) 消极影响:(adverse impact) 差别拒绝率:(sisparate rejection rates) 限制性政策:(restricted policy) 人口比较:(population comparisons) 真实职业资格:(bona tide accupational qualification) 建设性争议处理程序:(alternative dispute resolution) 建设性争议处理计划:(ADR program) 多元化:(diversity) 刻板印象:(stereotyping) 歧视:(discrimination) 象征主义:(tokenism) 种族中心主义:(ethnocentrism) 性别角色刻板印象:(gender-role stereotype) 善意努力战略:(good faith effort strategy) 逆向歧视:(reverse discrimination)3.人力资源管理战略与分析战略规划:(strategic plan) 战略管理:(strategic management) 使命陈述:(mission statement) 公司战略:(corporate-level strategy) 竞争战略:(competitive strategy) 竞争优势:(competitive advantage) 职能战略:(functional strategy) 战略性人力资源管理:(strategic human resource management) 战略地图:(strategy map) 人力资源计分卡:(HR scorecard) 数字仪表盘:(digital dashboard) 基于战略的衡量指标:(strategy-based metrics) 人力资源管理审计:(HR audit) 高绩效工作系统:(high-performance work system)4.职位分析与人才管理过程人才管理:(talent management)职位分析:(job analysis) 职位描述:(job description) 任职资格:(job specification) 组织结构图:(organization chart) 工作流程图:(process chart) 工作流分析:(workflow analysis) 业务流畅再造:(business process reengineering) 职位扩大化:(job enlargement) 职位轮换:(job rotation) 职位丰富化:(job enrichment) 工作日记/日志:(diary/log) 职位分析问卷法:(position analysis questionnaire) 标准职位分类:(standard occupational classification) 任务描述:(task statement) 职位要求矩阵:(job requirements matrix)5.人事规划与招聘人事规划:(workforce planning) 趋势分析:(trend analysis) 比率分析:(ratio analysis) 散点分析:(scatter plot) 任职资格条件库:(qualifications inventories) 人员替代图:(personnel replacement charts) 职位替代卡:(position replacement card) 马尔科夫分析法:(markov analysis) 继任规划:(succession planning) 员工招聘:(employee recruiting) 招聘产出金字塔:(recruiting yield pyramid) 职位空缺公告:(job posting)非常规性配员:(alternative staffing) 即时招聘服务机构:(on-demand recruiting services) 大学校园招募:(college recruiting) 求职申请表:(application form)员工测试与甄选疏忽雇佣:(negligent hiring) 信度:(reliability) 测试效度:(test validity) 效标关联效度:(criterion validity) 内容效度:(content validity) 构想效度:(construct validity) 期望图:(expectancy chart) 兴趣测试:(interest inventories) 工作样本:(work samples) 工作样本技术:(work samples technique) 管理评价中心:(management assessment centers) 情境测试:(situational test) 视频模拟测试:(video-based simulation) 小型工作培训和评价方法:(miniature job training and evaluation)7.非结构化面试:(unstructured interviews) 结构化面试:(structured interviews) 情景面试:(situational interview) 行为面试:(behavioral interview) 职位相关性面试:(job-related interview) 压力面试:(stress interview)结构化顺序面试:(unstructured sequential interview) 小组面试:(panel interview) 集体面试:(mass interview) 求职者面试顺序误差:(candidate-order or contrast error) 结构化情境面试:(structured situational interview)8.员工培训与开发新员工入职引导:(employee orientation training) 培训:(training)任务分析:(task analysis) 培训疏忽:(negligent training) 胜任素质模型:(competency model) 绩效分析:(performance analysis) 在岗培训:(on-the -job training) 学徒制培训:(apprenticeship training) 工作指导培训:(job instruction training) 程序化学习:(programmed learning) 行为塑造:(behavior modeling) 电子化绩效支持系统:(electronic performance support system) 工作助手:(job aid) 终身学习:(lifelong learning) 交叉培训:(cross training) 虚拟课堂:(virtual classroom) 管理技能开发:(management development) 职位轮换:(job rotation) 行为学习:(action learning) 案例研究法:(case study method) 管理游戏:(management games) 角色扮演:(role play)企业内开发中心:(inhouse development centres) 高管教练:(executive coach) 组织发展:(organization development) 控制实验:(controlled experimentation)9.绩效管理与评价绩效评价:(performance appraisal) 绩效评价过程:(performance process) 绩效管理:(performance management) 图评价尺度法:(graphic rating scale) 交替排序法:(alternative ranking method) 配对比较法:(paired comparison method) 强制分布法:(forced distribution method) 关键事件法:(critical incidentmethod) 行为锚定等级评价法:(behaviorally anchored rating scale) 目标管理:(management by objectives)电子化绩效监控:(electronic performance monitoring) 标准不清:(unclear standard) 晕轮效应:(halo effect) 居中趋势:(central tendency) 宽大或严格倾向:(strictness/leniency) 近因效应:(recency effect) 绩效评价面谈:(appraisal interview)10.员工保留、敬业度及职业生涯管理职业生涯:(career) 职业生涯管理:(career management) 职业生涯开发:(career development)职业生涯规划:(career planning) 现实震荡:(reality shock) 导师指导:(mentoring) 教练指导:(coaching) 晋升:(promotion) 调动:(transfer) 不服从上级:(insuboardination) 自由解雇:(terminate at will) 解雇面谈:(termination interview) 重新谋职咨询:(outplacement counseling) 离职面谈:(exit interview) 临时解雇:(lay off) 裁员:(down sizing) 解雇管理:(managing dismissals) 生命周期:(lifecycle career) 职业生涯管理:(career management) 职业锚:(career anchor)11.制定战略性薪酬计划员工薪酬:(employee compensation) 直接经济报酬:(direct financial payment) 间接经济报酬:(indirect payments) 职位评价:(job evaluation) 报酬要素:(compensable factores) 杠杆职位:(benchmark jobs) 职位排序:(ranking method) 职位分类法:(job classification or job grading) 职级:(classes) 职等:(grades)职位等级定义:(grade definition) 计点法:(point method) 市场竞争性薪酬系统:(market-competitive pay system) 薪酬政策线:(wage curves) 薪酬调查:(salary survey) 薪酬等级:(pay ranges) 比较比率:(compa ratios) 胜任素质薪酬:(competency-based pay) 宽带薪酬:(broad banding) 可比价值:(comparable worth)12.绩效薪酬和经济性奖励经济类奖励:(financial incentives ) 生产率:(productivity) 日公平工作标准:(fair day 's work) 科学管理运动:(scientific management movement) 可变薪酬:(variable pay) 期望:(expectancy) 关联性:(instrumentality) 效价:( Valance) 行为修正:(behavior modification) 简单计件工资:(straight piecework) 标准工时计划:(standard hour plan) 绩效加薪:(merit pay or merit raise) 年终奖:(annual bonus) 股票期权:(stock option) 团体或群体奖励计划:(team or group incentive plans) 组织绩效奖励计划:(organization-wide incentive plans) 利润分享计划:(profit -sharing plans)收益分享计划:(gainsharing plan) 收入风险型薪酬计划:(earnings-at-risk pay plans) 员工持股计划:(employee stock owership plan) 广泛股票期权计划:(broad-based stock option plans)13.福利与服务福利:(benefits) 失业保险:(unemployment insurance) 补充性薪酬型福利:(supple-mental pay benefits) 病假:(sick leave) 遣散费:(severance pay) 补充性失业福利:(supplemental unemployment benefits) 工伤保险:(worker 's compensation) 健康维护组织:(health maintenance organization) 自选医疗服务组织:(preferred provider organization) 团体人寿保险:(group life insurance) 社会保障:(social security) 养老金计划:(pension plans) 固定收益制计划:(defined benefit plans) 固定缴费制计划:(defined contribution plans) 可转移性:(portability) 储蓄节约计划:(savings and thrift plan) 延期利润分享计划:(deferred profit -sharing plan) 员工持股计划:(employee stock ownership plan) 现金金额养老金计划:(cash balance plans) 养老金担保公司:(pension benefits guarantee corporation) 提前退休窗口:(early-retirement window) 员工援助计划:(employee assistance program) 弹性福利计划:(flexible benefits plan)自助餐式福利计划:(cafeteria benefits plan) 弹性工作时间:(flextime)压缩工作周:(compressed workweek) 职位分享:(job sharing) 工作分享:(work sharing)14.伦理道德、员工关系管理伦理道德:(ethics)程序公平:(procedural justice) 分配公平:(distributive justice) 社会责任:(social responsibility) 网络欺凌:(cyberbullying) 组织文化:(organizational culture) 非惩罚性惩戒:(ninpunitive discipline) 解雇:(dismissal)员工关系:(employee relations) 建议团队:(suggestion teams) 问题解决团队:(problem-solving teams) 质量圈:(quality circle) 自我管理:(self-managing)15.劳资关系与集体谈判封闭型企业:(closed shop) 工会制企业:(union shop) 工会代理制企业:(agency shop) 工会会员优先企业:(preferential shop) 会员资格保持型企业:(maintenance of membership arrangement) 工作权利:(right to work)工会渗透:(union salting) 授权卡:(authorization cards) 谈判单位:(bargaining unit) 代表取消:(decertification) 集体谈判:(collective bargaining) 有诚意谈判:(good faith bargaining) 自愿性谈判主题:(voluntary or permissible bargaining items) 非法谈判主题:(illegal bargaining items) 强制性谈判主题:(mandatory bargaining items) 僵持:(impasses) 调解:(mediation) 实情调查员:(factfinder) 仲裁:(arbitration)利益仲裁:(interest arbitration) 权利仲裁:(rights arbitration) 经济罢工:(economic strike) 同情罢工:(sympathy strike) 野猫罢工:(wildcat strike) 反不当劳资关系行为罢工:(unfair labor practice strikes) 设置纠察:(picketing) 联合施压运动:(corporate campaign)联合抵制:(boycott) 内部游戏:(inside games) 闭厂:(lockout) 禁令:(injunction) 争议处理程序:(grievance procedure)16.员工安全与健康职业病:(occupational illness)传讯:(citation) 不安全工作条件:(unsafe conditions) 工作伤害分析:(job hazard ananlysis) 运行安全审查:(operational safety reviews) 行为安全教育:(behavior-based safety) 安全意识项目:(safety awareness) 工作倦怠:(burnout) 自然安全:(natural security) 机械安全:(mechanical security) 组织安全:(organizational security)17.全球化人力资源管理国际人力资源管理:(international human resource management) 工人理事会:(works councils) 外派员工:(expatriates) 母国公民:(home-country nations)第三国公民:(third -country nations) 虚拟团队:(virtual team) 民族中心主义:(ethnocentric) 多国中心主义:(polycentric) 全球中心主义:(geocentric) 适应性甄选:(adaptability scerrning) 国外服务补贴:(foreign service premium) 艰苦补贴:(hardship allowances) 迁移补贴:(mobility premiums)。
离职面谈问卷
EXIT INTERVIEW QUESTIONNAIRE离职面谈问卷Staff Name员工姓名：Date Joined到职日期：Position/Grade职位/工作级别：Date of Termination 离职日期：Department部门：Length of Service年资：Work Area工作区域：Imm. Supervisor直属主管：(1) REASONS FOR LEA VING:（Please take the appropriate box(es)）离职原因（请在适当方格上加（√）号）☐Dislikes job nature不满意工作性质☐Heavy workload工作量繁多☐No promotional opportunities缺乏晋升机会☐Lower pay薪酬偏低☐Management/supervisory style管理方式☐Relationship with colleagues与同事相处不和☐Poor working conditions工作环境恶劣☐Dislikes working location不满意工作地点☐Health reasons健康状况☐To start up own business经营私人业务☐Further Study继续升学☐Emigration移民☐Completion of contract work/assignment完成合约☐Bad living conditions 生活条件差☐Family or individual privacy 家庭或个人隐私☐Others (please specify)其他原因（请注明）Optional选择性作答：Name of new Employer: Position: Salary:新雇主名称______________职位_________薪金__________(2)How do think about the following concerning with ChenHsong:对於以下各方面，阁下有何意见：Excellent 非常满意Satisfactory满意Average普通Acceptable尚可Dissatisfactory不满意a. Job Satisfaction工作满足感-job duties工作范围[ ][ ][ ][ ][ ][ ][ ][ ][ ][ ]【保密】-work pressure工作压力b. Supervisory style管理方式-coaching & counseling教授及训导[ ] [ ] [ ] [ ] [ ] c. Remuneration 整体薪酬-salary薪酬-fringe benefits福利[ ][ ][ ][ ][ ][ ][ ][ ][ ][ ]d. Company 公司-business nature业务性质-company image/status公司形象及地位[ ][ ][ ][ ][ ][ ][ ][ ][ ][ ]e. Communication沟通-within department 部门之内-with other department与其他部门[ ][ ][ ][ ][ ][ ][ ][ ][ ][ ]f. Advancement Opportunity训练及进修机会-opportunity for promotion晋升机会-training & development培训及发展[ ][ ][ ][ ][ ][ ][ ][ ][ ][ ](3) Employee’s comments and suggested improvements.员工意见及提议改善地方(4)Will you consider to rejoin the Company in future?Yes No阁下会考虑重新加入本公司会不会Please specify the reason(s)请注明原因(Remarks: if Yes, please note the post you’d like and your new job plan; if No, please let u s know your future job and expectation development and direction. 如果愿意，请注明新的工作职位和计划；如果不愿意，请注明新的工作及可预见的发展机会及方向)Employee’s Signature: Date:员工签署日期Thank you for your valuable information and all the best to you.多谢阁下宝贵意见并致衷心祝福FOR HUMAN RESOURCES DEPARTMENT USE ONLY只供人力资源部填写comments from the human resources interviewer:接见职员之意见Interviewer’s Signature: Name Date: 接见职员之意见姓名: 日期Endorsed By: Name Date:复核姓名: 日期。
Interview Questions 面试问题
Interview Questions 面试问题Personal Particulars(个人资料):01. Interviewer面试官: Please sit down. /Sit down, please. /Please take a seat. /Have a seat, please.：请坐。
Interviewee面试者: Thank you.谢谢！02. Interviewer面试官: May I know /have your name? / What is your name? 能告诉我你的姓名吗？Interviewee面试者: Ok, my name is…好的，我叫……03. Interviewer面试官: Could you say something about yourself?Can you sell yourself in two minutes? Go for it.Would you please let me know something about yourself?Could you introduce yourself?Could you let me know your job duties?能够介绍一下你自己吗/能够介绍一下你的工作职责吗？Interviewee面试者: OK. Thanks for giving me the chance to introduce myself. My name is …, I was born in … City…Province. I’m 24,I graduated from…Skill School/V ocational High School/Secondary TechnicalSchool in 2003 and my major is Electronics/Mechanic. After graduation, I found the job in…Semiconductor Pte Ltd. As an electronic operator in the assembly shop, I was responsible for the Normal running of the assembly line.Now I am working at EOL shop, I am responsible for the IC package.Now I am working at Wafer Sort shop, I am engaged in WaferSort.好的。
25_ExitInterviewForm
EXIT INTERVIEW FORMThis questionnaire is designed to improvise the work culture and organizational climateprevailing in GCL. Your sincere advice will help us in making the work culture more satisfying and fulfilling for our associates. We would appreciate it if you would take a fewminutes to respond to the questions below. All answers will be held in strict confidence. Thank you.1.What are your primary reasons for leaving GCL?2.What did you find most satisfying about your job?3.What did you find most frustrating about your job?4.Would you recommend GCL to a friend as a good place to work?5.Is there anything the company could have done to prevent you from leaving?6.If you are leaving for a new position, what makes it more attractive than the one youare leaving?❑ Compensation and benefits ❑ Opportunity for advancement & growth ❑ More desirable location ❑ More responsibility❑ Opportunity to work on good projects ❑ Working for a Big Name in IT industry❑ More job flexibility ❑ Others (please specify)7.How would you rate the following?Good Poor Comments Performance reviews ❑❑Opportunity for advancement & growth ❑❑Training received ❑❑Company policies and practices ❑❑Your job responsibilities ❑❑Support you received from management & superiors ❑❑Your compensation & benefits ❑❑Transparency in company’s processes❑❑Internal Communication ❑❑8.What suggestions do you have in terms of responsibilities, growth and futureprospects associated with your position in GCL?9.Do you feel you were fairly compensated for the position you held?10.Did you like/enjoy your job?11.Was your job what you expected it to be? If not, how did it differ?12.Do you feel you were placed in a position compatible with your skills? If not,explain.13.Do you feel that there was the possibility for advancement in your position? If not,what do you feel prevented advancement?14.Do you think you should have been offered more training/development within theposition you held?15.What was the greatest challenge you faced in your position?16.Are there any particular practices or working conditions that either led to yourdecision to resign or that you feel are detrimental to a satisfactory working relationship? If so, have you any suggestions on how to eliminate them?17.Are there any particular practices or working conditions that you feel are particularlybeneficial to an effective working relationship and that should be maintained?18.Did you feel a sense of security in your position? If not, why?19.Did you undergo any training during your service period in GCL? If yes pleasemention the training program title, trainer’s name & you were benefited fo rm the program.20.How did you find the morale within your department?21.Were you motivated to reach peak of your performance?22.Were you ever discouraged?23.Did you gel well with your teammates & superior?24.Was there anything the company could have done to improve morale?25.What was your supervisor like to work for?26.Were the working conditions suitable? (i.e. hours, work area, etc.)27.Did you feel you were well informed regarding the company’s policies andprocedures? If not, why?28.Is there anything we could have done differently that may have affected yourdecision to leave?29.Would you re-consider employment with this company?30.Would you care to make any other comments?Interviewer Signature Employee signature。
离职谈话模板 (英文版-外企专用)
STRICTLY CONFIDENTIAL EXIT INTERVIEW QUESTIONNAIREThe purpose of this questionnaire is to help the Company determine reasons for associate turnover. The Company appreciates your efforts in answering these questions frankly and your answers will not be used as part of any decision regarding future re-employment. Also, nothing in this form will be revealed to any other company.There are two parts in this form. The 1st Part is an element evaluation, the 2nd Part is simple questions and comments from employee. Please rate according to the appropriate tables.ASSOCIATE INFORMATIONName of Associate :Job Title :Department :Name of Superior :Employment Date :Termination Date :STRICTLY CONFIDENTIAL PART IPlease use the following tables to express how strongly you feel about each of the elements listed below and write the number in the space provided. The table is designed to measure which areas of concern were most important to you in your decision to resign from the Company. The higher the number, the more weight given.( ) Salary ( ) On-the-job Training( ) Company Benefits ( ) Recognition by Company( ) Job Challenge ( ) Advancement Opportunities( ) Workload ( ) Relationship with Supervisor( ) Working Environment ( ) Communication among Peers( ) Further Education ( ) Emigration( ) Health Conditions ( ) Personal AffairsSTRICTLY CONFIDENTIAL PART IIThese questions will help us address areas that need improvement in our Company. Please rate your reactions according to the following point system:5 Excellent4 Good3 Satisfactory2 Fair1 Poor( ) How would you rate xxx(company name) as a place to work?( ) What is your overall view of the Company’s policies and procedures?( ) How do you rate the working conditions and physical facilities?( ) Compared with other companies, how do you rate our benefit package?( ) How do you feel about Management’s willingness to hear complaints and make changes?( ) How would you rate the initial training you received?( ) How do you rate subsequent training opportunities to improve your skills andopportunities?( ) How well do you understand the performance standards you were expected to meet?( ) How well were you informed about changes that affected your work?( ) How much of a chance do you feel you had to develop your full potential?( ) How do you rate your superior’s willingness to answer questions and help solve problems?( ) To what extent were you encouraged to offer suggestions and improvements?( ) What level or respect did you hold for your superior?( ) How would you rate the spirit of cooperation and teamwork among the colleagues in your department?STRICTLY CONFIDENTIAL PART II (cont’d)Would you recommend XXX(company name) to a friend looking for employment?_______ Yes _______ NoIf not, why?General comments about your employment with the organization:Associate Signature: Date:HR Representative: __ Date:。
美国公司离职人事部问答
Exit Interview QuestionnaireWhat prompted you to seek alternative employment?Before making your decision to leave did you investigate other options that would enable you to stay?[ ] Yes [ ] No If yes, please describe:______________________________________________ What was the quality of the supervision you received in regard to the following?How would you rate the following in relation to your job?Was your workload usually?[ ] Too great[ ] Varied, but all right [ ] About right [ ] Too lightHow did you feel about your salary and the employee benefits?Are there any additional benefits you feel you should have been offered?[ ] Yes [ ] No If yes, please list:_________________________________________________ Any other comments on benefits?_________________________________________________ How frequently did you get performance feedback?__________________________________ ______________________________________________________________________________ What were your feelings about the performance review process?_______________________ ______________________________________________________________________________ How frequently did you have discussion(s) with your manager about career goals?_______ ______________________________________________________________________________ What did you like most about your job and Synchronoss Technologies?_________________ ______________________________________________________________________________ What did you like least about your job and Synchronoss Technologies?_________________ ______________________________________________________________________________ What does your new job offer that Synchronoss Technologies does not?_________________ ______________________________________________________________________________ Why is the new job/company better?______________________________________________ ______________________________________________________________________________ What would your suggestions for improvement be and have you raised them in the past?__ ______________________________________________________________________________ Would you recommend this company to a friend as a place to work?[ ] Yes, without reservation [ ] Yes, with reservation [ ] NoAdditional comments about your job or this company________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Do you permit Synchronoss to provide an employment reference for you? [ ] Yes [ ] No。
人力资源专业术语(中英文对照)
1.人力资源管理导论组织:(organization)管理者:(manager)管理过程:(management process)人力资源管理:(human resource management)职权:(authority)直线职权:(line authority)职能职权:(staff authority)直线经理:(line manager)职能经理:(staff manager)全球化:(globalization)人力资本:(human capital)伦理道德:(ethics)2.公平就业机会及相关法律积极的反歧视行动:(affirmative action)规范化指南:(uniform guide lines)受保护群体:(protected class)混合动机:(mixed motive)合格者:(qualified individuals)性骚扰:(sexual harassment)五分之四法则:(4/5 ths rule)消极影响:(adverse impact)差别拒绝率:(sisparate rejection rates)限制性政策:(restricted policy)人口比较:(population comparisons)真实职业资格:(bona tide accupational qualification)建设性争议处理程序:(alternative dispute resolution)建设性争议处理计划:(ADR program)多元化:(diversity)刻板印象:(stereotyping)歧视:(discrimination)象征主义:(tokenism)种族中心主义:(ethnocentrism)性别角色刻板印象:(gender-role stereotype)善意努力战略:(good faith effort strategy)逆向歧视:(reverse discrimination)3.人力资源管理战略与分析战略规划:(strategic plan)战略管理:(strategic management)使命陈述:(mission statement)公司战略:(corporate-level strategy)竞争战略:(competitive strategy)竞争优势:(competitive advantage)职能战略:(functional strategy)战略性人力资源管理:(strategic human resource management)战略地图:(strategy map)人力资源计分卡:(HR scorecard)数字仪表盘:(digital dashboard)基于战略的衡量指标:(strategy-based metrics)人力资源管理审计:(HR audit)高绩效工作系统:(high-performance work system)4.职位分析与人才管理过程人才管理:(talent management)职位分析:(job analysis)职位描述:(job description)任职资格:(job specification)组织结构图:(organization chart)工作流程图:(process chart)工作流分析:(workflow analysis)业务流畅再造:(business process reengineering)职位扩大化:(job enlargement)职位轮换:(job rotation)职位丰富化:(job enrichment)工作日记/日志:(diary/log)职位分析问卷法:(position analysis questionnaire)标准职位分类:(standard occupational classification)任务描述:(task statement)职位要求矩阵:(job requirements matrix)5.人事规划与招聘人事规划:(workforce planning)趋势分析:(trend analysis)比率分析:(ratio analysis)散点分析:(scatter plot)任职资格条件库:(qualifications inventories)人员替代图:(personnel replacement charts)职位替代卡:(position replacement card)马尔科夫分析法:(markov analysis)继任规划:(succession planning)员工招聘:(employee recruiting)招聘产出金字塔:(recruiting yield pyramid)职位空缺公告:(job posting)非常规性配员:(alternative staffing)即时招聘服务机构:(on-demand recruiting services)大学校园招募:(college recruiting)求职申请表:(application form)6.员工测试与甄选疏忽雇佣:(negligent hiring)信度:(reliability)测试效度:(test validity)效标关联效度:(criterion validity)内容效度:(content validity)构想效度:(construct validity)期望图:(expectancy chart)兴趣测试:(interest inventories)工作样本:(work samples)工作样本技术:(work samples technique)管理评价中心:(management assessment centers)情境测试:(situational test)视频模拟测试:(video-based simulation)小型工作培训和评价方法:(miniature job training and evaluation) 7.求职者面试非结构化面试:(unstructured interviews)结构化面试:(structured interviews)情景面试:(situational interview)行为面试:(behavioral interview)职位相关性面试:(job-related interview)压力面试:(stress interview)结构化顺序面试:(unstructured sequential interview)小组面试:(panel interview)集体面试:(mass interview)求职者面试顺序误差:(candidate-order or contrast error)结构化情境面试:(structured situational interview)8.员工培训与开发新员工入职引导:(employee orientation training)培训:(training)任务分析:(task analysis)培训疏忽:(negligent training)胜任素质模型:(competency model)绩效分析:(performance analysis)在岗培训:(on-the-job training)学徒制培训:(apprenticeship training)工作指导培训:(job instruction training)程序化学习:(programmed learning)行为塑造:(behavior modeling)电子化绩效支持系统:(electronic performance support system)工作助手:(job aid)终身学习:(lifelong learning)交叉培训:(cross training)虚拟课堂:(virtual classroom)管理技能开发:(management development)职位轮换:(job rotation)行为学习:(action learning)案例研究法:(case study method)管理游戏:(management games)角色扮演:(role play)企业内开发中心:(inhouse development centres)高管教练:(executive coach)组织发展:(organization development)控制实验:(controlled experimentation)9.绩效管理与评价绩效评价:(performance appraisal)绩效评价过程:(performance process)绩效管理:(performance management)图评价尺度法:(graphic rating scale)交替排序法:(alternative ranking method)配对比较法:(paired comparison method)强制分布法:(forced distribution method)关键事件法:(critical incident method)行为锚定等级评价法:(behaviorally anchored rating scale)目标管理:(management by objectives)电子化绩效监控:(electronic performance monitoring)标准不清:(unclear standard)晕轮效应:(halo effect)居中趋势:(central tendency)宽大或严格倾向:(strictness/leniency)近因效应:(recency effect)绩效评价面谈:(appraisal interview)10.员工保留、敬业度及职业生涯管理职业生涯:(career)职业生涯管理:(career management)职业生涯开发:(career development)职业生涯规划:(career planning)现实震荡:(reality shock)导师指导:(mentoring)教练指导:(coaching)晋升:(promotion)调动:(transfer)不服从上级:(insuboardination)自由解雇:(terminate at will)解雇面谈:(termination interview)重新谋职咨询:(outplacement counseling)离职面谈:(exit interview)临时解雇:(lay off)裁员:(down sizing)解雇管理:(managing dismissals)生命周期:(lifecycle career)职业生涯管理:(career management)职业锚:(career anchor)11.制定战略性薪酬计划员工薪酬:(employee compensation)直接经济报酬:(direct financial payment)间接经济报酬:(indirect payments)职位评价:(job evaluation)报酬要素:(compensable factores)杠杆职位:(benchmark jobs)职位排序:(ranking method)职位分类法:(job classification or job grading)职级:(classes)职等:(grades)职位等级定义:(grade definition)计点法:(point method)市场竞争性薪酬系统:(market-competitive pay system)薪酬政策线:(wage curves)薪酬调查:(salary survey)薪酬等级:(pay ranges)比较比率:(compa ratios)胜任素质薪酬:(competency-based pay)宽带薪酬:(broad banding)可比价值:(comparable worth)12.绩效薪酬和经济性奖励经济类奖励:(financial incentives )生产率:(productivity)日公平工作标准:(fair day’s work)科学管理运动:(scientific management movement)可变薪酬:(variable pay)期望:(expectancy)关联性:(instrumentality)效价:（Valance)行为修正:(behavior modification)简单计件工资:(straight piecework)标准工时计划:(standard hour plan)绩效加薪:(merit pay or merit raise)年终奖:(annual bonus)股票期权:(stock option)团体或群体奖励计划:(team or group incentive plans)组织绩效奖励计划:(organization-wide incentive plans)利润分享计划:(profit-sharing plans)收益分享计划:(gainsharing plan)收入风险型薪酬计划:(earnings-at-risk pay plans)员工持股计划:(employee stock owership plan)广泛股票期权计划:(broad-based stock option plans) 13.福利与服务福利:(benefits)失业保险:(unemployment insurance)补充性薪酬型福利:(supple-mental pay benefits)病假:(sick leave)遣散费:(severance pay)补充性失业福利:(supplemental unemployment benefits)工伤保险:(worker’s compensation)健康维护组织:(health maintenance organization)自选医疗服务组织:(preferred provider organization)团体人寿保险:(group life insurance)社会保障:(social security)养老金计划:(pension plans)固定收益制计划:(defined benefit plans)固定缴费制计划:(defined contribution plans)可转移性:(portability)储蓄节约计划:(savings and thrift plan)延期利润分享计划:(deferred profit-sharing plan)员工持股计划:(employee stock ownership plan)现金金额养老金计划:(cash balance plans)养老金担保公司:(pension benefits guarantee corporation)提前退休窗口:(early-retirement window)员工援助计划:(employee assistance program)弹性福利计划:(flexible benefits plan)自助餐式福利计划:(cafeteria benefits plan)弹性工作时间:(flextime)压缩工作周:(compressed workweek)职位分享:(job sharing)工作分享:(work sharing)14.伦理道德、员工关系管理伦理道德:(ethics)程序公平:(procedural justice)分配公平:(distributive justice)社会责任:(social responsibility)网络欺凌:(cyberbullying)组织文化:(organizational culture)非惩罚性惩戒:(ninpunitive discipline)解雇:(dismissal)员工关系:(employee relations)建议团队:(suggestion teams)问题解决团队:(problem-solving teams)质量圈:(quality circle)自我管理:(self-managing)15.劳资关系与集体谈判封闭型企业:(closed shop)工会制企业:(union shop)工会代理制企业:(agency shop)工会会员优先企业:(preferential shop)会员资格保持型企业:(maintenance of membership arrangement)工作权利:(right to work)工会渗透:(union salting)授权卡:(authorization cards)谈判单位:(bargaining unit)代表取消:(decertification)集体谈判:(collective bargaining)有诚意谈判:(good faith bargaining)自愿性谈判主题:(voluntary or permissible bargaining items)非法谈判主题:(illegal bargaining items)强制性谈判主题:(mandatory bargaining items)僵持:(impasses)调解:(mediation)实情调查员:(factfinder)仲裁:(arbitration)利益仲裁:(interest arbitration)权利仲裁:(rights arbitration)经济罢工:(economic strike)同情罢工:(sympathy strike)野猫罢工:(wildcat strike)反不当劳资关系行为罢工:(unfair labor practice strikes)设置纠察:(picketing)联合施压运动:(corporate campaign)联合抵制:(boycott)内部游戏:(inside games)闭厂:(lockout)禁令:(injunction)争议处理程序:(grievance procedure)16.员工安全与健康职业病:(occupational illness)传讯:(citation)不安全工作条件:(unsafe conditions)工作伤害分析:(job hazard ananlysis)运行安全审查:(operational safety reviews)行为安全教育:(behavior-based safety)安全意识项目:(safety awareness)工作倦怠:(burnout)自然安全:(natural security)机械安全:(mechanical security)组织安全:(organizational security)17.全球化人力资源管理国际人力资源管理:(international human resource management)工人理事会:(works councils)外派员工:(expatriates)母国公民:(home-country nations)第三国公民:(third-country nations)虚拟团队:(virtual team)民族中心主义:(ethnocentric)多国中心主义:(polycentric)全球中心主义:(geocentric)适应性甄选:(adaptability scerrning)国外服务补贴:(foreign service premium)艰苦补贴:(hardship allowances)迁移补贴:(mobility premiums)。
人力资源术语及名词解释
人力资源术语及名词解释（英汉对照版本）人力资源管理：(Human Resource Management ，HRM)人力资源经理：( human resource manager)高级管理人员：(executive)职业：(profession)道德标准：(ethics)操作工：(operative employees)专家：(specialist)人力资源认证协会：(the Human Resource Certification Institute，HRCI)外部环境：(external environment)内部环境：(internal environment)政策：(policy)企业文化：(corporate culture)目标：(mission)股东：(shareholders) 非正式组织：(informal organization)跨国公司：(multinational corporation，MNC)管理多样性：(managing diversity)工作：(job)职位：(posting)工作分析：(job analysis)工作说明：(job description)工作规范：(job specification)工作分析计划表：(job analysis schedule，JAS)职位分析问卷调查法：(Management PositionDescription Questionnaire，MPDQ)行政秘书：(executive secretary)地区服务经理助理：(assistant districtservice manager)人力资源计划：(Human Resource Planning，HRP)战略规划：(strategic planning)长期趋势：(long term trend)要求预测：(requirement forecast)供给预测：(availability forecast)管理人力储备：(management inventory)裁减：(downsizing)人力资源信息系统：(Human ResourceInformation System，HRIS)招聘：(recruitment)员工申请表：(employee requisition)招聘方法：(recruitment methods)内部提升：(Promotion From Within ，PFW)工作公告：(job posting)广告：(advertising)职业介绍所：(employment agency)特殊事件：(special events)实习：(internship)选择：(selection)选择率：(selection rate) 简历：(resume) 标准化：(standardization)有效性：(validity)客观性：(objectivity)规范：(norm)录用分数线：(cutoff score)准确度：(aiming)业务知识测试：(job knowledge tests)求职面试：(employment interview)非结构化面试：(unstructured interview)结构化面试：(structured interview)小组面试：(group interview)职业兴趣测试：(vocational interest tests) 会议型面试：(board interview)组织变化与人力资源开发人力资源开发：(Human Resource Development，HRD)培训：(training)开发：(development) 定位：(orientation)训练：(coaching)辅导：(mentoring)经营管理策略：(business games)案例研究：(case study)会议方法：(conference method)角色扮演：(role playing)工作轮换：(job rotating)在职培训：(on-the-job training ，OJT)媒介：(media)企业文化与组织发展企业文化：(corporate culture)组织发展：(organization development，OD)调查反馈：(survey feedback)质量圈：(quality circles)目标管理：(management by objective，MBO)全面质量管理：(Total Quality Management，TQM)团队建设：(team building)职业计划与发展职业：(career)职业计划：(career planning)职业道路：(career path)职业发展：(career development)自我评价：(self-assessment)职业动机：(career anchors)绩效评价绩效评价：(Performance Appraisal，PA)小组评价：(group appraisal)业绩评定表：(rating scales method)关键事件法：(critical incident method)排列法：(ranking method)平行比较法：(paired comparison)硬性分布法：(forced distribution method) 晕圈错误：(halo error)宽松：(leniency)严格：(strictness)360°反馈：(360-degree feedback)叙述法：(essay method)集中趋势：(central tendency)报酬与福利报酬：(compensation)直接经济报酬：(direct financial compensation) 间接经济报酬：(indirect financialcompensation)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 GuideChart-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 ownershipplan，ESOP)值班津贴：(shift differential)奖金：(incentive compensation)利润分享（分红制）：(profit sharing)安全与健康的工作环境安全：(safety)健康：(health) 频率：(frequency rate) 紧张：(stress)角色冲突：(role conflict)催眠法：(hypnosis)酗酒：(alcoholism)员工和劳动关系工会：(union)地方工会：(local union)行业工会：(craft union)产业工会：(industrial union)全国工会：(national union)谈判组：(bargaining union)劳资谈判：(labor 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)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 behaviorapproach集体行为法 the group behavior approach协作社会系统法the cooperative socialsystems approach社会技术系统法the social-technicalsystems 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 forself-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-orientedleadershipAction learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权Behavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭Candidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法Collective bargaining：集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecas：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法Davis-Bacon Act (DBA)：戴维斯─佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简Early retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加．施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act(ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP)：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段Fact-finder：调查Fair day's work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周4天工作制Frederick Taylor：弗雷德里克．泰罗Functional control：职能控制Functional job analysis：功能性工作分析法Gain sharing：收益分享General economic conditions：一般经济状况Golden offerings：高龄给付Good faith bargaining：真诚的谈判Grade description：等级说明书Grades：等级Graphic rating scale：图尺度评价法Grid training：方格训练Grievance：抱怨Grievance procedure：抱怨程序Group life insurance：团体人寿保险Group pension plan：团体退休金计划Growth stage：成长阶段Guarantee corporation：担保公司Guaranteed fair treatment：有保证的公平对待Guaranteed piecework plan：有保障的计件工资制Halo effect：晕轮效应Health maintenance organization (HMO) ：健康维持组织Illegal bargaining：非法谈判项目Impasse：僵持Implied authority：隐含职权Incentive plan：激励计划Individual retirement account (IRA) ：个人退休账户In-house development center：企业内部开发中心Insubordination：不服从Insurance benefits：保险福利Interviews：谈话；面谈Job analysis：工作分析Job description：工作描述Job evaluation：职位评价Job instruction training (JIT) ：工作指导培训Job posting：工作公告Job rotation：工作轮换Job sharing：工作分组Job specifications：工作说明书John Holland：约翰．霍兰德Junior board：初级董事会Layoff：临时解雇Leader attach training：领导者匹配训练Lifetime employment without guarantees：无保证终身解雇Line manager：直线管理者Local market conditions：地方劳动力市场Lockout：闭厂Maintenance stage：维持阶段Management assessment center：管理评价中心Management by objectives (MBO)：目标管理法Management game：管理竞赛Management grid：管理方格训练Management process：管理过程Mandatory bargaining：强制谈判项目Mediation：调解Merit pay：绩效工资Merit raise：绩效加薪Mid career crisis sub stage：中期职业危机阶段Nondirective interview：非定向面试Occupational market conditions：职业市场状况Occupational orientation：职业性向Occupational Safety and Health Act：职业安全与健康法案Occupational Safety and HealthAdministration (OSHA)：职业安全与健康管理局Occupational skills：职业技能On-the-job training (OJT) ：在职培训Open-door：敞开门户Opinion survey：意见调查Organization development(OD)：组织发展Outplacement counseling：向外安置顾问Paired comparison method：配对比较法Panel interview：小组面试Participant diary/logs：现场工人日记/日志Pay grade：工资等级Pension benefits：退休金福利Pension plans：退休金计划People-first values："以人为本"的价值观Performance analysis：工作绩效分析Performance Appraisal interview：工作绩效评价面谈Personnel (or human resource) management：人事（或人力资源）管理Personnel replacement charts：人事调配图Piecework：计件Plant Closing law：工厂关闭法Point method Policies：政策Position Analysis Questionnaire (PAQ) ：职位分析问卷Position replacement cards：职位调配卡Pregnancy discrimination act：怀孕歧视法案Profit-sharing plan：利润分享计划Programmed learning：程序化教学Qualifications inventories：资格数据库Quality circle：质量圈Ranking method：排序法Rate ranges：工资率系列Ratio analysis：比率分析Reality shock：现实冲击Reliability：信度Retirement：退休Retirement benefits：退休福利Retirement counseling：退休前咨询Rings of defense：保护圈Role playing：角色扮演Salary surveys：薪资调查Savings plan：储蓄计划Scallion plan：斯坎伦计划Scatter plot：散点分析Scientific management：科学管理Self directed teams：自我指导工作小组Self-actualization：自我实现Sensitivity training：敏感性训练Serialized interview：系列化面试Severance pay：离职金Sick leave：病假Situational interview：情境面试Skip-level interview：越级谈话Social security：社会保障Speak up! ：讲出来！Special awards：特殊奖励Special management development techniques：特殊的管理开发技术Stabilization sub stage：稳定阶段Staff (service) function：职能（服务）功能Standard hour plan：标准工时工资Stock option：股票期权Straight piecework：直接计件制Strategic plan：战略规划Stress interview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structured interview：结构化面试Succession planning：接班计划Supplement pay benefits：补充报酬福利Supplemental unemployment benefits：补充失业福利Survey feedback：调查反馈Sympathy strike：同情罢工System Ⅳ：组织体系ⅣSystem I：组织体系Task analysis：任务分析Team building：团队建设Team or group：班组Termination：解雇；终止Termination at will：随意终止Theory X：X理论Theory Y：Y理论Third-party involvement：第三方介入Training：培训Transactional analysis (TA) ：人际关系心理分析Trend analysis：趋势分析Trial sub stage：尝试阶段Unclear performance standards：绩效评价标准不清Unemployment insurance：失业保险Unfair labor practice strike：不正当劳工活动罢工Unsafe acts：不安全行为Unsafe conditions：不安全环境Validity：效度Value-based hiring：以价值观为基础的雇佣Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练Variable compensation：可变报酬Vestibule or simulated training：新雇员培训或模拟Vesting：特别保护权Voluntary bargaining：自愿谈判项目Voluntary pay cut：自愿减少工资方案Voluntary time off：自愿减少时间Wage carve：工资曲线Work samples：工作样本Work sampling technique：工作样本技术Work sharing：临时性工作分担Worker involvement：雇员参与计划Worker's benefits：雇员福利Adaptability 适应性Aligning Performance for Success 协调工作以求成功业绩Applied Learning 应用的知识Building a Successful Team 建立成功团队Building Customer Loyalty 对客户忠诚Building Partnerships 建立合作关系Building Strategic Working Relationships 建立战略性工作关系Building Trust 建立互信关系Coaching 辅导Communication 沟通Continuous Learning 不断学习Contributing to Team Success 对团队成功的贡献Customer Focus 以客户为中心Decision Making 决策Delegating Responsibility 授权Developing Others 发展他人Drive for Results 注重实效Energy 精力充沛Facilitation Change 推动变革Follow-up 跟进Formal Presentation 专业演讲技巧Gaining Commitment 具有使命感Impact 影响力Information Monitoring 采集信息Initiating Action 主动采取行动Innovation 创新Job Fit 胜任工作Leading Through Mission and Values 在使命与价值的认同中的领导才能Managing Conflict 解决冲突Managing Work (Includes Time Management) 管理工作（时间管理）Meeting Leadership 会议组织能力Meeting Participation 分享Negotiation 谈判Planning and Organizing 编制计划与组织能力Quality Orientation 质量定位Risk Taking 勇于冒险Safety Awareness 安全意识Sales Ability / Persuasiveness 销售能力/说服能力Strategic Leadership / Decision Making 战略性领导/决策制定Stress Tolerance 压力忍受能力Technical / Professional Knowledge andSkills 技术专业知识和技能Tenacity 坚忍不拔Work Standards 操作规范Action learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权Behavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭Candidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecast：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法Davis-Bacon Act (DBA)：戴维斯―佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简Early retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加•施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act(ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP) ：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段Fact-finder：调查Fair day’s work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周天工作制Frederick Taylor：弗雷德里克•泰罗Functional control：职能控制Functional job analysis：功能性工作分析法沟通 Communication个人发展 Personal Development 电子学习 e-Learning项目管理 Project Management 领导艺术 Leadership团队建设 Team Building管理 Management 商务管理类行政管理 Administrative Support人力资源 Human Resources商法 Business Law行业 Industry客户服务 Customer Service知识管理 Knowledge Management电子商务e-Business市场Marketing金融/财会Finance & Accounting企业运营Operations财务服务Financial Services销售Sales人力资源管理术语清单人力资源基础性工作术语——职位分析、职位说明书、职位分析报告、工作要素、任务、职责细分、职责、权限、任职资格、业绩标准、职位、职务、职级、职位族、人均劳效、劳动定额人力资源战略与规划术语——人力资源SWOT分析、人力资源规划、人才需求规划、人才供给规划组织设计类术语——组织结构、编制、部门职能、事业部制、直线职能制招聘类术语——结构化面试、人才测评、评价中心测评法、无领导小组讨论、文件框测验、心理测量、天花板效应、地板效应、信度、效度、表面效度、社会赞许性、人格、动机、情境压力测试、模拟情境测验、角色扮演法、非结构化面试、自我观察法、人－事匹配绩效管理类术语——绩效管理、绩效考核、360度考核法、关键业绩指标（KPI）、平衡计分卡（BSC）、行为观察量表法（BOS）、图尺度评价法、强制分布法、关键事件评价法、晕轮效应、首因效应、对比效应、趋中倾向薪酬管理类术语——薪酬调查、薪酬内部公平、薪酬外部公平、薪酬自我公平、岗位工资制、技能工资制、员工持股计划（ESOP）、股票期权计划、工资总额、人工成本（人事费用）、人事费用率、岗位评估、海氏工作评价法、要素计点法、岗位排序法、因素比较法福利管理类术语——养老保险制度、社会医疗保险、失业保险、工伤保险、生育保险、补充医疗保险培训管理类术语——培训体系、培训、行动学习、岗位轮换制、教练技术、培训评估职业生涯管理类术语——职业生涯和职业生涯管理、职业性向、职业发展通道、职业生涯发展文件（PPDF）劳动关系管理——劳动合同、劳动派遣、劳动关系、劳动争议仲裁、最低工资标准、最低生活费、竞业限制、解除劳动关系、开除、除名、辞退、辞职、自动离职、退休、离休、标准工时制、不定时工时制、综合计算工时制、员工离职率、经济补偿金、学历、学位、职业资格证书组织行为学/管理学术语——正式组织、非正式组织、激励、领导、管理沟通、群体、感觉、知觉、态度、价值观、员工满意度零售业行业术语——零售业态retailing format、连锁经营chain operation、直营连锁(正规连锁) company-owned chain、特许连锁(合同连锁、加盟连锁) franchising、直营店chain store、加盟店franchised outlet、超级市场supermarket、便利店(方便店) convenience store(Cv.S)、连锁公司chain corporation、总部headquarters、门店outlet、配送中心distribution center、单品stock keeping unit (SKU)、单品管理SKU control、客单价per customer transaction、ABC分析ABC analysis、商圈trading area、商品供应计划merchandising、自有品牌private brand、畅销商品fast selling merchandise、交叉比率cross ratio、管理信息系统（MIS）management information system、POS系统piont-of-sale system、EOS系统electronic ordering system、EDI electronic ordering system、ECR efficient consumer response、店外条码out-store bar code、店内条码in-store bar code、POP广告point of purchase、条码bar code、计算机辅助订货(computer assisted ordering，简称：CAO)、POP (POINT OF PURCHASE ADVERTISING) 销售点广告、Direct Mail（简称：快讯商品广告）、堆头、称重标签、滞销、畅销、平销、报废、消磁、盘点、负库存、动线、孤儿商品、成本、先进先出、坪效、米效、经营费用率、工时产出率、工时效益率、投入产出比、投入效益比、库存、库存周转率、商品周转率、商品库存周期其他类术语——业务流程再造（BPR）、企业资源规划(ERP)、PDCA循环、无边界组织、学习型组织、企业文化、知识管理、素质模型人力资源管理术语界定一、人力资源基础性工作术语1、职位分析是对职位信息进行收集、整理、分析与综合，其成果主要包括两种：一种是职位说明书；另一种为职位分析报告。
人力资源管理师三级英语单词词汇,分类记忆
中文近义词或同类词计划（plan/program）1. action plan 行动计划2. retention plan （核心人员）保持计划3. gain sharing plans 收益分享计划4. business planning 企业规划5. human resources planning (HRP) 人力资源计划6. succession planning 可持续发展计划7. behavior-based program 行为改变计划8. internship programs 实习计划9. group mentoring program 群体指导计划10. formal education programs 正规教育计划评估，评价（appraisal/assessment/evaluation）1. customer appraisal顾客评估2. performance appraisal 绩效评价3. peer appraisal 同事评估4. self-appraisal 自我评估5. assessment center 评价中心6. competency assessment 能力评估7. needs assessment （培训）需要评价8. job evaluation 工作评价9. Manager appraisal 经理评估10. Appraisal 评价，评估~法，分析（analysis/system）1. functional job analysis(FJA) 职能工作分析2. internal analysis 内部分析3. job analysis 工作分析4. Markov analysis 马克夫分析法5. factor comparison system 因素比较法6. job classification system 工作分类法7. job ranking system 工作重要性排序法8. audit approach 审计法9. balanced scorecard 综合评价卡，平衡计分法10. critical incident method 关键事件法11. leaderless group discussion 无领导小组讨论法12. Task analysis 任务分析13. Trend analysis 趋势分析~化1. managing diversity 管理多元化2. delayering 扁平化3. job enlargement 工作扩大化4. job enrichment 工作丰富化5. centralization 集权化6. decentralization 分散化7. globalization 全球化8. industrialization 产业化战略（strategy/strategic）1. concentration strategy 集中战略2. external growth strategy 外部成长战略3. internal growth strategy 内部成长战略4. strategy implementation 战略执行5. strategic choice 战略选择6. strategic congruence 战略一致性7. strategic human resource management 战略性人力资源管理能力（-ability）1. reasoning ability 推理能力2. cognitive ability 认知能力3. verbal comprehension 语言理解能力4. acceptability 可接受性5. readability 易读性6. reliability 信度7. validity 效度8. utility 效用9.efficiency 效率10. communication skill 沟通技巧11. explicit knowledge 显性知识12. tacit knowledge 隐形知识13. Talent 才能，才干培训（training）1. diversity training 多元化培训2. on-the-job training (OJT) 在职培训3. coordination training 合作培训4. cross-training 交叉培训5. readiness for training 培训准备6. training administration 培训管理7. training outcomes 培训结果8. web-based training 网上培训9. orientation 入职培训10. audiovisual instruction 视听教学系统（system）1. human resource information system (HRIS) 人力资源信息系统2. welfare system 福利体系3. development planning system 开发规划系统4. high-performance work systems 高绩效工作系统5. expert systems 专家系统6. performance planning and evaluation(PPE) 绩效规划与评价系统7. frame of reference 参照系面试，面谈（interview）1. interview 面试2. situational interview 情景面试3. panel interview 小组面试4. exit interview 离职面谈5. face to face discussion 当面讨论6. role play 角色扮演表,图1. goals and timetables 目标和时间表2. replacement charts 替换表3. skill inventories 技能量表4. staffing tables 人员配置表5. data flow diagram 数据流程图6. flowchart 流程图7. questionnaire 调查问卷8. relational database 关联数据库9.payroll 职工薪水册组织(organization)1. learning organization 学习型组织2. nonprofit organization 非营利组织3. organization design and development 组织设计与发展4. organization chart 组织结构图5. organization code 组织代码6. organizational analysis 组织分析管理（management）1. human resource management 人力资源管理2. total quality management (TQM) 全面质量管理3. performance management 绩效管理4. management by objectives(MBO) 目标管理5. management forecasts 管理预测6. senior management 高级管理层7. management process 管理过程8. strategic human resource management战略性人力资源管理9. managing diversity 管理多样化10. training administration 培训管理工作（job）1. job evaluation 工作评价2. functional job analysis(FJA) 职能工作分析3. job analysis 工作分析4. job enlargement 工作扩大化5. job enrichment 工作丰富化6. job classification system 工作分类法7. job ranking system 工作重要性排序法8. job description 工作描述9. job design 工作设计10. job rotation 工作轮换11. job satisfaction 工作满意度12. job specification 工作规范13. job structure 工作结构职业，职位，劳动力相关1. occupation 职业2. career development 职业发展3. career curves 职业曲线4. career counseling 职业咨询5. career anchor 职业锚6. authority 权威7. coach 教练8. entrepreneur 企业家9. head hunter 猎头10. line manager 直线经理11. mentor 导师（顾问）12. post 职位，岗位13. applicant 求职者14. application 申请（表）15. appoint 任命16. candidate 候选人17. dismiss 解雇，开除18. downward move 降级19. promotion 晋升20. outplacement counseling 重新谋职咨询21. recruitment 招募22. reinstatement 复职23. successor 后任24. subordinate 下属25. turnover 流动，离职26. work permit / work certificate 就业许可证27. manpower 人力，劳动力28. external labor market 外部劳动力市场29. internal labor force 内部劳动力30. labor relations process 劳动关系进程31. ethics 道德32. healthy and safety 健康安全33. morale 士气34. motivation to learn 学习的动机35. opportunity to perform 实践的机会36. power distance 权力差距37. talent 才能，才干38. compromise 妥协39. depression 沮丧40. discipline 纪律41. expatriate 外派雇员42. personnel selection 人员甄选43. employee survey research 雇员调查与研究44. absence 缺席45. deficiency 缺乏46. competency model 能力模型47. competitive advantage 竞争优势48. cultural shock 文化冲击49. adverse impact 负面影响50. egalitarian 平等主义51. human capital 人力资本52. intellectual asset 知识资产53. internet 互联网54. psychological contract 心理契约55. rapport 和谐，亲善56. recognition 认可，承认57. reject 拒绝，反对58. redundancy 冗余59. flextime 灵活的时间60. specificity 明确性工资，薪酬相关1. minimum wage 最低工资2. pay-policy line 工资政策线3.efficiency wage theory 效率工资理论4.differential piece rate 差额计件工资5. flat hourly rate 小时工资率6. hourly work 计时工资制7. piecework 计件工资8. overpay 超额工资9. pay grade 工资等级10. pay structure 工资结构11. skill-based pay 技能工资12. remuneration 报酬13. compensation 报酬，补偿14. compensable factors 报酬要素15. pay claim 加薪要求16. pay-for-performance standard 按绩效的报酬标准17. wage and salary survey 薪资调查18. allowance 津贴，补贴19. benefits 福利20. bonus 奖金21. dividends 红利22. earnings 收入所得23. income 收入，收益24. insurance 保险25. pension 养老金，退休金26. spot bonus 即时奖金27. inflation 通货膨胀28. input 投入29. sick leave 病假30. vesting 既得利益31. merit guideline 绩效指南32. feedback 反馈33. cost structure 成本结构34. night shift 夜班35. priority 优先36. maintenance of membership 会员资格维持37. substantive reason 客观存在因素38. Material incentive 物质奖励39. Performance feedback 绩效反馈专有名词，首字母缩写1. equal employment opportunity (EEO) 公平就业机会2. functional job analysis(FJA) 职能工作分析3. human resources planning (HRP) 人力资源计划4. IT (information Technology) 信息技术5. management by objectives(MBO) 目标管理6. on-the-job training (OJT) 在职培训7. position analysis questionnaire (PAQ) 职位分析问卷调查8. return on investment (ROI) 投资回报9. total quality management (TQM) 全面质量管理英文拼写法-ation结尾1. cross-cultural preparation 跨文化准备2. mediation 调解3. reconciliation 和解4. discrimination 歧视5. predictive validation 预测效度6. reputation 声誉，名声7. repatriation 归国准备8. consultation 商量，请教9. termination 终止10. occupation 职业11. application 申请（表）12. remuneration 报酬13. compensation 报酬，补偿14. inflation 通货膨胀15. strategy implementation 战略执行16. job evaluation 工作评价17. job rotation 工作轮换18. job specification 工作规范19. centralization 集权化20. decentralization 分散化21. globalization 全球化22. industrialization 产业化23. training administration 培训管理24. orientation 入职培训25. learning organization 学习型组织26. nonprofit organization 非营利组织27. performance planning and evaluation(PPE) 绩效规划与评价系统-ment 结尾1. announcement 公告2. commitment 承诺，义务3. cultural environment 文化环境4. employee empowerment 员工授权petency assessment 能力评估6. needs assessment （培训）需要评价7. job enlargement 工作扩大化8. job enrichment 工作丰富化9. return on investment (ROI) 投资回报10. organization design and development 组织设计与发展11. senior management 高级管理层12. human resource management 人力资源管理13. strategic human resource management 战略性人力资源管理14. performance management 绩效管理15. total quality management (TQM) 全面质量管理16. career development 职业发展17. recruitment 招募18. reinstatement 复职19.disparate treatment 差别性对待-ing 形式1. downsizing 精简2. voicing 发言3. behavior modeling 行为模拟4. continuous learning 持续学习5. decision making 决策6. demand forecasting 需求预测7. outsourcing 外包8. profits sharing 利润分享9. reengineering 流程再造10. subcontracting 转包合同11. supply forecasting 供给预测12. team building 团队建设13. employee leasing 员工租借14.business planning 企业规划15. human resources planning (HRP) 人力资源计划16. succession planning 可持续发展计划17. delayering 扁平化18. diversity training 多元化培训19. on-the-job training (OJT) 在职培训20. coordination training 合作培训21. cross-training 交叉培训22. readiness for training 培训准备23. web-based training 网上培训24. career counseling 职业咨询25. outplacement counseling 重新谋职咨询26. vesting 既得利益-s 形式1. achievement tests 成就测试2. benchmarks 基准3. core competencies 核心竞争力4. direct costs 直接成本5. indirect costs 间接成本6. person characteristics 个人特征7. gain sharing plans 收益分享计划8. formal education programs 正规教育计划9. training outcomes 培训结果10. high-performance work systems 高绩效工作系统11. expert systems 专家系统12. goals and timetables 目标和时间表13. replacement charts 替换表14. skill inventories 技能量表15. staffing tables 人员配置表16. management by objectives(MBO) 目标管理17. management forecasts 管理预测18. career curves 职业曲线19. compensable factors 报酬要素其他20. benefits 福利 1. arbitrary 仲裁21. dividends 红利 2. Invest 投资22. earnings 收入所得 3. Role analysis technique 角色分析技术。
人力资源管理师2、3级人力资源英语词汇表
人力资源管理师2级词汇表1 360-degree feedback process 360度反馈过程2 Absence 缺席3 Acceptability 可接受性4 Achievement tests 成就测试5 Action plan 行动计划6 Accountability 有责任7 Adolescent 青少年8 Adverse impact 负面影响9 Aggressive 有闯劲的，敢做敢为的10 Allowance 津贴，补助11 Ambition 野心，雄心12 Analytic approach 分析法13 Announcement 公告14 Applicant 求职者15 Application 申请16 Appraisal 评价,评估17 Appoint 任命18 Arbitrary 仲裁19 Assessment center 评价中心20 Attitude awareness and change program 态度认知与改变计划21 Attitudinal structuring 态度构建22 Authority 权威23 Audiovisual instruction 视听教学24 Audit approach 审计法25 Balanced scorecard 综合评价卡，平衡计分法26 Bargain 商谈27 Behavior modeling 行为模拟28 Behavior-based program 行为改变计划29 Benchmarks 基准30 Benefits 福利31 Bonus 奖金32 Business planning 企业规划33 Business division 事业部34 Business integration 业务整合35 Candidate 候选人36 Career anchor 职业锚37 Career counseling 职业咨询38 Career curves 职业曲线39 Career management system 职业管理系统40 Career development 职业发展41 Centralization 集权化42 Coach 教练43 Cognitive ability 认知能力44 Cognitive outcomes 认知性结果45 Collective bargaining process 劳资谈判过程46 Commitment 承诺，义务47 Communication skill 沟通技巧48 Compa-ratio 比较比率49 Compensable factors 报酬要素50 Compensation 报酬，补偿51 Competency assessment 能力评估52 Competency model 能力模型53 Competitive advantage 竞争优势54 Compromise 妥协55 Concentration strategy 集中战略56 Consultation 商量，请教57 Consumer price index, CPI 消费者价格指数58 Continuous learning 持续学习59 Coordination training 合作培训60 Core competencies 核心竞争力61 Cost structure 成本结构62 Critical incident method 关键事件法63 Cross-cultural preparation 跨文化准备64 Cross-training 交叉培训65 Cultural environment 文化环境66 Cultural shock 文化冲击67 Customer appraisal 顾客评估68 CV (curriculum vitae) 简历69 Data flow diagram 数据流程图70 Decentralization 分散化71 Decision making 决策72 Decision support systems 决策支持系统73 Deficiency 缺乏74 Defined-benefit plan 养老金福利计划75 Defined-contribution plan 资方养老金投入计划76 Delayering 扁平化77 Demand forecasting 需求预测78 Depression 沮丧79 Development planning system 开发规划系统80 Differential piece rate 差额计件工资81 Direct costs 直接成本82 Discipline 纪律83 Disparate impact 差别性影响84 Disparate treatment 差别性对待85 Diversity training 多元化培训86 Dividends 红利87 Discrimination 歧视88 Dismiss 开除，解雇89 Downsizing 精简90 Downward move 降级91 Efficiency wage theory 效率工资理论92 Egalitarian 平等主义93 Earnings 所得，收入94 Efficiency 效率95 Employee empowerment 员工授权96 Employee leasing 员工租借97 Employee survey research 雇员调查与研究98 Entrepreneur 企业家99 Equal employment opportunity (EEO) 公平就业机会100 Ethics 道德101 Exit interview 离职面谈102 Expatriate 外派雇员103 Expert systems 专家系统104 Explicit knowledge 显性知识105 External analysis 外部分析106 External growth strategy 外边成长战略107 External labor market 外部劳动力市场108 Face to face discussion 当面讨论109 Factor comparison system 因素比较法110 Feedback 反馈111 Flat hourly rate 小时工资率112 Flexible benefits plans (cafeteria plans) 灵活的福利计划（自助福利方案）113 Flextime 灵活的时间114 Flowchart 流程图115 Follow up 跟随，追随116 Formal education programs 正规教育计划117 Frame of reference 参照系118 Functional job analysis, FJA 职能工作分析119 Gain sharing plans 收益分享计划120 Globalization 全球化121 Goals and timetables 目标和时间表122 Graphic rating-scale method 图式评估法123 Grievance 委屈124 Group mentoring program 群体指导计划125 Guidelines 指导方针126 Head hunter 猎头127 Healthy and safety 健康安全128 Handover 工作交接129 High-performance work systems 高绩效工作系统130 Hourly work 计时工资制131 Human capital 人力资本132 Human resource information system (HRIS) 人力资源信息系统133 Human resource management 人力资源管理134 Human resources planning, HRP 人力资源计划135 Income 收入，收益136 Indirect costs 间接成本137 Individualism/collectivism 个人主义/集体主义138 Inflation 通货膨胀139 Input 投入140 Insurance 保险141 Intellectual asset 知识资产142 Internal analysis 内部分析143 Internal growth strategy 内部成长战略144 Internal labor force 内部劳动力145 Internet 互联网146 Internship programs 实习计划147 Interview 面试148 Industrialization 产业化149 IT(Information Technology) 信息技术150 Invest 投资151 Job analysis 工作分析152 Job classification system 工作分类法153 Job description 工作描述154 Job design 工作设计155 Job enlargement 工作扩大化156 Job enrichment 工作丰富化157 Job evaluation 工作评价158 Job commitment 工作认同159 Job ranking system 工作重要性排序法160 Job rotation 工作轮换161 Job satisfaction 工作满意度162 Job specification 工作规范163 Joint venture company 合资公司164 Key performance indicator,KPI 关键业绩指标165 Labor relations process 劳动关系进程166 Leaderless group discussion 无领导小组讨论法167 Learning organization 学习型组织168 Line manager 直线经理169 Maintenance of membership 会员资格维持170 Management by objectives, MBO 目标管理171 Management forecasts 管理预测172 Management process 管理过程173 Manager appraisal 经理评估174 Managing diversity 管理多元化175 Manpower 人力，劳动力176 Material incentive 物质奖励177 Mediation 调解178 Mentor 导师179 Merit guideline 绩效指南180 Minimum wage 最低工资181 Morale 士气182 Mobility 流动性183 Motivation to learn 学习的动机184 Needs assessment （培训）需要评价185 Night shift 夜班186 Nonprofit organization 非营利组织187 Occupation 职业188 On-the-job training, OJT 在职培训189 Open culture 开放文化190 Opportunity to perform 实践的机会191 Organization desgin and development 组织设计与发展192 Organizational analysis 组织分析193 Organizational capability 组织能力194 Organiztion chart 组织结构图195 Organization code 组织代码196 Orientation 入职培训197 Outlay 费用198 Outplacement counseling 重新谋职咨询199 Output 产出200 Outsourcing 外包201 Overpay 超额工资202 Panel interview 小组面试203 Pay claim 加薪要求204 Pay grade 工资等级205 Pay structure 工资结构206 Pay-for-performance standard 按绩效的报酬标准207 Pay-policy line 工资政策线208 Payroll 职工薪水册209 Pension 养老金，退休金210 Peer appraisal 同事评估211 Pep talk 鼓舞动员谈话212 Performance appraisal 绩效评价213 Performance feedback 绩效反馈214 Performance management 绩效管理215 Performance planning and evaluation (PPE) 绩效规划与评价系统216 Post 岗位，职位217 Potential 潜在的，可能的218 Priority 优先219 Probation 试用220 Person characteristics 个人特征221 Personnel selection 人员甄选222 Piecework 计件工资223 Position analysis questionnaire, PAQ 职位分析问卷调查224 Power distance 权力差距225 Predictive validation 预测效度226 Profit sharing 利润分享227 Promotion 晋升228 Psychological contract 心理契约229 Questionnaire 调查问卷230 Rapport 和谐，亲善231 Readability 易读性232 Readiness for training 培训准备233 Reasoning ability 推理能力234 Reconciliation 和解235 Recognition 认可，承认236 Recruitment 招募237 Redundancy 冗余238 Reengineering 流程再造239 Reference 参考240 Reject 拒绝，否决241 Reinstatement 复职242 Relational database 关联数据库243 Reliability 信度244 Remuneration 报酬245 Reputation 声誉，名声246 Retention plan (核心人员)保持计划247 Repatriation 归国准备248 Replacement charts 替换表249 Return on investment (ROI) 投资回报250 Role ambiguity 角色模糊251 Role analysis technique 角色分析技术252 Role play 角色扮演253 Senior management 高级管理层254 Settlement 解决，决定255 Sick leave 病假256 Simulation 仿真，模拟257 Self-appraisal 自我评估258 Subcontracting 转包合同259 Substantive reason 客观存在因素260 Successor 后任261 Supply forecasting 供给预测262 Survey 调查263 Target 目标，目的264 Talent 才能，才干265 Sick note 病假条266 Situational interview 情景面试267 Skill inventories 技能量表268 Skill-based pay 技能工资269 Specificity 明确性270 Spot bonus 即时奖金271 Staffing tables 人员配置表272 Strategic choice 战略选择273 Strategic congruence 战略一致性274 Strategic human resource management 战略性人力资源管理275 Strategy formulation 战略形成276 Strategy implementation 战略执行277 Subordinate 下属278 Succession planning 可持续发展计划279 Tacit knowledge 隐形知识280 Task analysis 任务分析281 Team leader training 团队领导培训282 Team building 团队建设283 Top stratum 高层284 Termination 终止285 Total quality management (TQM) 全面质量管理286 Training administration 培训管理287 Training outcomes 培训结果288 Transaction processing 事务处理289 Trend analysis 趋势分析290 Turnover 离职，流动291 Utility analysis 效用分析292 Validity 效度293 Verbal comprehension 语言理解能力294 Vesting 既得利益295 Voicing 发言296 Wage and salary survey 薪资调查297 Wage freeze 冻结工资增长298 Web-based training 网上培训299 Welfare system 福利体系300 Work permit/ work certificate 就业许可证3级词汇表1 Absence 缺席2 Acceptability 可接受性3 Achievement tests 成就测试4 Action plan 行动计划5 Adverse impact 负面影响6 Allowance 津贴，补助7 Announcement 公告8 Applicant 求职者9 Application 申请10 Appraisal 评价,评估11 Appoint 任命12 Arbitrary 仲裁13 Assessment center 评价中心14 Authority 权威15 Audiovisual instruction 视听教学16 Audit approach 审计法17 Balanced scorecard 综合评价卡，平衡计分法18 Behavior modeling 行为模拟19 Behavior-based program 行为改变计划20 Benchmarks 基准21 Benefits 福利22 Bonus 奖金23 Business planning 企业规划24 Candidate 候选人25 Career anchor 职业锚26 Career counseling 职业咨询27 Career curves 职业曲线28 Career development 职业发展29 Centralization 集权化30 Coach 教练31 Cognitive ability 认知能力32 Commitment 承诺，义务33 Communication skill 沟通技巧34 Compensable factors 报酬要素35 Compensation 报酬，补偿36 Competency assessment 能力评估37 Competency model 能力模型38 Competitive advantage 竞争优势39 Compromise 妥协40 Concentration strategy 集中战略41 Consultation 商量，请教42 Continuous learning 持续学习43 Coordination training 合作培训44 Core competencies 核心竞争力45 Cost structure 成本结构46 Critical incident method 关键事件法47 Cross-cultural preparation 跨文化准备48 Cross-training 交叉培训49 Cultural environment 文化环境50 Cultural shock 文化冲击51 Customer appraisal 顾客评估52 Data flow diagram 数据流程图53 Decentralization 分散化54 Decision making 决策55 Deficiency 缺乏56 Delayering 扁平化57 Demand forecasting 需求预测58 Depression 沮丧59 Development planning system 开发规划系统60 Differential piece rate 差额计件工资61 Direct costs 直接成本62 Discipline 纪律63 Dismiss 解雇64 Disparate treatment 差别性对待65 Diversity training 多元化培训66 Dividends 红利67 Discrimination 歧视68 Downsizing 精简69 Downward move 降级70 Efficiency wage theory 效率工资理论71 Egalitarian 平等主义72 Earnings 所得，收入73 Efficiency 效率74 Employee empowerment 员工授权75 Employee leasing 员工租借76 Employee survey research 雇员调查与研究77 Entrepreneur 企业家78 Equal employment opportunity (EEO) 公平就业机会79 Ethics 道德80 Exit interview 离职面谈81 Expatriate 外派雇员82 Expert systems 专家系统83 Explicit knowledge 显性知识84 External growth strategy 外边成长战略85 External labor market 外部劳动力市场86 Face to face discussion 当面讨论87 Factor comparison system 因素比较法88 Feedback 反馈89 Flat hourly rate 小时工资率90 Flextime 灵活的时间91 Flowchart 流程图92 Formal education programs 正规教育计划93 Frame of reference 参照系94 Functional job analysis, FJA 职能工作分析95 Gain sharing plans 收益分享计划96 Globalization 全球化97 Goals and timetables 目标和时间表98 Group mentoring program 群体指导计划99 Head hunter 猎头100 Healthy and safety 健康安全101 High-performance work systems 高绩效工作系统102 Hourly work 计时工资制103 Human capital 人力资本104 Human resource information system 人力资源信息系统105 Human resource management 人力资源管理106 Human resources planning, HRP 人力资源计划107 Income 收入，收益108 Indirect costs 间接成本109 Inflation 通货膨胀110 Input 投入111 Insurance 保险112 Intellectual asset 知识资产113 Internal analysis 内部分析114 Internal growth strategy 内部成长战略115 Internal labor force 内部劳动力116 Internet 互联网117 Internship programs 实习计划118 Interview 面试119 Industrialization 产业化120 IT(Information Technology) 信息技术121 Invest 投资122 Job analysis 工作分析123 Job classification system 工作分类法124 Job description 工作描述125 Job design 工作设计126 Job enlargement 工作扩大化127 Job enrichment 工作丰富化128 Job evaluation 工作评价129 Job ranking system 工作重要性排序法130 Job rotation 工作轮换131 Job satisfaction 工作满意度132 Job specification 工作规范133 Job structure 工作结构134 Labor relations process 劳动关系进程135 Leaderless group discussion 无领导小组讨论法136 Learning organization 学习型组织137 Line manager 直线经理138 Maintenance of membership 会员资格维持139 Management by objectives, MBO 目标管理140 Management forecasts 管理预测141 Management process 管理过程142 Manager appraisal 经理评估143 Managing diversity 管理多元化144 Manpower 人力，劳动力145 Markov analysis 马克夫分析法146 Material incentive 物质奖励147 Mediation 调解148 Mentor 导师149 Merit guideline 绩效指南150 Minimum wage 最低工资151 Morale 士气152 Motivation to learn 学习的动机153 Needs assessment （培训）需要评价154 Night shift 夜班155 Nonprofit organization 非营利组织156 Occupation 职业157 On-the-job training, OJT 在职培训158 Opportunity to perform 实践的机会159 Organization desgin and development 组织设计与发展160 Organizational analysis 组织分析161 Organiztion chart 组织结构图162 Organization code 组织代码163 Orientation 入职培训164 Outplacement counseling 重新谋职咨询165 Outsourcing 外包166 Overpay 超额工资167 Panel interview 小组面试168 Pay claim 加薪要求169 Pay grade 工资等级170 Pay structure 工资结构171 Pay-for-performance standard 按绩效的报酬标准172 Pay-policy line 工资政策线173 Payroll 职工薪水册174 Pension 养老金，退休金175 Peer appraisal 同事评估176 Performance appraisal 绩效评价177 Performance feedback 绩效反馈178 Performance management 绩效管理179 Performance planning and evaluation 绩效规划与评价系统180 Post 岗位，职位181 Priority 优先182 Person characteristics 个人特征183 Personnel selection 人员甄选184 Piecework 计件工资185 Position analysis questionnaire, PAQ 职位分析问卷调查186 Power distance 权力差距187 Predictive validation 预测效度188 Profit sharing 利润分享189 Promotion 晋升190 Psychological contract 心理契约191 Questionnaire 调查问卷192 Rapport 和谐，亲善193 Readability 易读性194 Readiness for training 培训准备195 Reasoning ability 推理能力196 Reconciliation 和解197 Recognition 认可，承认198 Recruitment 招募199 Redundancy 冗余200 Reengineering 流程再造201 Reject 拒绝，否决202 Reinstatement 复职203 Relational database 关联数据库204 Reliability 信度205 Remuneration 报酬206 Reputation 声誉，名声207 Retention plan (核心人员)保持计划208 Repatriation 归国准备209 Replacement charts 替换表210 Return on investment (ROI) 投资回报211 Role analysis technique 角色分析技术212 Role play 角色扮演213 Senior management 高级管理层214 Sick leave 病假215 Self-appraisal 自我评估216 Subcontracting 转包合同217 Substantive reason 客观存在因素218 Successor 后任219 Supply forecasting 供给预测220 Talent 才能，才干221 Situational interview 情景面试222 Skill inventories 技能量表223 Skill-based pay 技能工资224 Specificity 明确性225 Spot bonus 即时奖金226 Staffing tables 人员配置表227 Strategic choice 战略选择228 Strategic congruence 战略一致性229 Strategic human resource management 战略性人力资源管理230 Strategy implementation 战略执行231 Subordinate 下属232 Succession planning 可持续发展计划233 Tacit knowledge 隐形知识234 Task analysis 任务分析235 Team building 团队建设236 Termination 终止237 Total quality management (TQM) 全面质量管理238 Training administration 培训管理239 Training outcomes 培训结果240 Trend analysis 趋势分析241 Turnover 离职，流动242 Utility 效用243 Validity 效度244 Verbal comprehension 语言理解能力245 Vesting 既得利益246 Voicing 发言247 Wage and salary survey 薪资调查248 Web-based training 网上培训249 Welfare system 福利体系250 Work permit/ work certificate 就业许可证。
毕业生的离校流程步骤
毕业生的离校流程步骤**Graduating Students" Exit Process Steps**Upon graduation, students will need to complete a series of procedures to ensure a smooth transition out of the university.Below are the key steps involved in the exit process.毕业生在毕业时需要完成一系列程序，以确保顺利地从大学过渡到下一个阶段。
以下是离校流程的关键步骤。
**1.Verify Graduation Requirements**Prior to the exit process, students should verify with their academic advisor that they have met all graduation requirements.This includes ensuring that all coursework has been completed successfully and that all necessary documentation has been submitted.在开始离校流程之前，学生应与学术顾问确认他们是否已满足所有毕业要求。
这包括确保所有课程都已完成且成功，并且已提交所有必要的文件。
**确认毕业要求**在开始离校流程之前，学生应与学术顾问确认他们是否已满足所有毕业要求。
这包括确保所有课程都已完成且成功，并且已提交所有必要的文件。
**2.Fill Out Exit Questionnaire**Students are required to fill out an exit questionnaire, which helps the university gather feedback on the student"s experience.This information is used to improve programs and services for future students.学生需要填写离校问卷，这有助于大学收集有关学生经验的反馈。
人力资源各类表单
Skills & Competencies 专业技能和能力：
Other Requirements 其它要求：
Interviewer of the Department:
部门面试官：( ) Supervisor ( ) Department Manager ( ) President ( ) Others (please specify)
主管
部门经理
总裁
其它(请注明)：
HR responsible for the following part 以下由人事部填写
Recruitment Channels
招募渠道：
( ) University
( ) Newspaper
( ) Internet
大学
报纸
互联网
( ) Headhunter
( ) Internal recruiting
曾否有犯罪记录？Have you ever been arrested or convicted
of crime?
可否向你现时/ 前任雇主查询有关阁下之工作表现及薪金？May
enquiry be made of your present / past employer regarding your
performance, character and salary? 曾否有亲友在本公司工作?Do you have any relative(s) working
Work Location 工作地点：
No. of People Required 需要人数：
本岗位编制人数 申请招聘人 补充招聘 增员招聘
Main Tasks (Within 10 Items) 主要任务(十条以内)：
Exit interview
-•General introduction •Purpose •Significance •Procedure•Exit interview skillsAn exit interview is a survey conducted with an individual who is separating from an organization or relationship. Most commonly, this occurs between an employee and an organization, a student and an educational institution, or a member and an association.•The purpose of this exit interview is to glean feedback(收集资料) from employees in order to improve aspects of the organization, better retain employees, and reduce turnover.•Finding loopholes inmanagement andimperfect aspect.•Businesses can use this information to better aligntheir HR strategy withwhat employees look forin an organization andenact programs andpractices that willinfluence top talent to stay at the organization.•Getting important benefit feedback.•Leaving a good impression.•Beneficial to do career planning of your future1. Preparation of the interview2.The process of interview arrangement3.Interview records "What are your main reasons forleaving?""What did you like most/least about the organization?""What, if improved, would have caused you to stay at the organization?""Would you recommend the organization to others as a goodplace to work/study/join?"•Pay attention to employees on information gathering•Be Careful about the selection of interviewee•Use correct selection ofcommunication strategy target •Establish trust relationship,and pay attention to communicationtopic design•It is inevitable to job-hop for every one of us.•As a employer, I do hope you can make full use of exit interview to better your company.•As a employee, I do hope you can get much useful information about your career.。
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EXIT INTERVIEW QUESTIONNAIRE离职问卷Introductory Note for Interviewer: Please emphasize that the interview is confidential and that the employee’s individual responses will not be released. Their results will be combined with those of other employees to better understand why people are choosing to leave the company. Because the interview is confidential, they should feel free to be as honest as possible in their responses.面谈者介绍性须知：请强调此面谈为机密，员工的个人回答将不被公开。
他们的结果将与其他员工的结果合并在一起，以更好地了解员工选择离开酒店的原因。
因为此面谈为机密，员工应排除顾虑，如实回答。
Date日期：Employee Name 员工姓名：Employee Background Data 员工背景资料：Department 部门Job Band 工作级别：Age 年龄：Gender 性别：Hire Date 雇佣日期：Date of Departure 离职日期：Name of Supervisor 主管姓名：Overall, how would you rate Our Hotel as a place to work? 总体上，作为工作的地方，你怎么认为本酒店？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道What were the negative or most frustrating aspects of your job?(check all responses that apply)你工作中负面或最受挫的方面是什么？（核对所有回答）1.Workload 工作量8. Lack of authority/empowerment 缺乏权利/授权2.Pay 薪水9. No opportunity for advancement 无提升机会3.Management 管理10. Limited training and development opportunities 培训和发展机会有限4.Supervisor 主管11. Lack of recognition 缺乏常识5.Co-workers 同事12. Corporate politics 公司内部争权夺利6.Job content/responsibilities 工作内容/职责13. Commute/Location 交通/位置7.Limited flexibility 缺乏灵活14. Too many policies and procedures 太多政策和程序Other 其他What was your main reason or reasons for leaving the company?(Check all responses that apply)你离开本酒店的主要原因或原因是什么? (核对所有回答)1.Better opportunity elsewhere 别处更好的机会8. Dissatisfied with work hours/workload 对工作时间/工作量不满2.Limited advancement opportunities 提升机会有限9. Lack of recognition 缺乏常识3.Limited training/development opportunities培训和发展机会有限10. Limited empowerment/anthority to perform job开展工作的授权/权力有限4.Better pay 更好的薪水11. Dissatisfied with supervision 对监管不满5.Better benefits 更好的福利12. Company direction and strategy 公司方向/策略6.Family responsibilities(includes childcare and relocation) 13. Stress 压力家庭职责(包括照顾孩子和搬迁) 14. Dissatisfaction with job/work responsibilities 对工作/工作职责不满7.Eldercare responsibilities 照顾老人的职责15. Commute/Location交通/位置Other(please explain) 其他(请解释)Under what conditions would you have considered staying with Our Hotel?在什么条件下，你会考虑留在本酒店？1.More money 更多薪水 5. More flexibility/telecommuting options更多适应性2.Better benefits 更好的福利 6. Better hours/workload 更好的工作时间/工作量3.Advancement opportunity 提升机会7. Improved supervision 提高监管4.Improved training and development opportunities提高培训和发展机会8. More company stability 更多公司稳定性Other 其他Would you consider returning to Our Hotels Group? 你会考虑返回本酒店集团吗？1.No 否2. Yes 是3. Maybe 可能Overall, how would you rate your immediate supervisor?(Probe for more information if response is a 3 or below)总体上，你怎样看待你的直接上司？（如回答为3或3以下，探究更多信息）1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道If you rated your supervisor as average or below, please explain why. 若你认为你的上司一般或还要差，请解释原因：How would you rate the pay you received? (Note: pay includes base pay and annual incentives)你怎样看待你的薪水？（附注：工资包括基本工资和年度激励）1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Do you think your pay was competitive with the market? 你认为你的薪水可与行情竞争吗?1.Yes 是2. No 否What do you think about the benefits you received? 你怎么看待你的福利?1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Page 3 of 3第3页，共3页Do you think your benefits package was competitive with packages offered by other companies?你认为你的福利可与其他酒店提供的福利竞争吗?1.Yes 是2. No 否How would you describe your workload at Our Hotel? 你怎样描述你在本酒店的工作量?1. Too little to do 太少2. About right 正常3. Too much to do 太多Were you able to maintain a satisfactory balance between work life and personal life?你能在工作和私人生活中保持满意的平衡吗?1.Yes 是2. No 否If no, please explain 如不能，请解释：What is your opinion of the opportunities for advancement at Our Hotel? 你认为在本酒店的提升机会怎么样？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道How would you rate your opportunities for training and career development while at Our Hotel?在本酒店工作期间，你怎样看待你的培训和事业发展机会？1.Terrible 很糟 4. Good 好2.Poor 差 5. Excellent 极好3.Average 一般 6. No Opinion/Don’t Know 无意见/不知道Wrap-up 综述What comments do you have for management about how to make improvements in your work group, department, company? (Get specifics) 关于怎样提高你工作团体，部门和酒店的管理，你有何意见？（详述）What haven’t I asked you that I need to know about? 有什么我需要知道，还没问你的？Please return completed form toHuman Resources Department请将完整表格交回人力资源部Interviewed by面谈者：。