【人力资源】《完全生活英语手册 - 工作篇》精编版
外企员工手册(中英文版)
1. General总则1-1 Purposes 目的1-1.1 In order that employees have something to follow in the factory during working and living to keep our company’s production and living order and make sure our company’ssmooth operation, we hereby worked out this employee handbook.为了使员工在工厂的工作和生活有所遵循，维持公司的生产生活秩序并确保公司正常运转，特制定本员工手册。
1-1.2 ‘Without dividers, no circle’. Any healthily developing company couldn’t live without sound and scientific regulations and good staffs. This employee handbook specifies theworking disciplines that employees should obey, basic limit of working conditions.“没有规矩，不成方圆” 。
任何一家健康发展的企业，都离不开健全、科学的管理制度和优秀的员工。
本手册规定了员工应遵守的工作纪律、劳动条件的基准及员工在本厂从事生产、生活之基本准则和劳动纪律。
1-2 Application Scope适用范围This employee handbook is applied to all employees, including those under probation period.本手册适用于全体员工，包括试用期内的员工。
1-3 The company empowers the right on explaining and modifying this employee handbook and other regulations. Any update is subject to the newest publication in Bulletin Board Systems.公司拥有《员工手册》及其它厂规的解释权并保留修改权。
员工管理手册英文版
员工管理手册英文版Employee HandbookTable of Contents1. Introduction2. Company Information3. Employment Policies3.1. Equal Employment Opportunity3.2. Code of Conduct3.3. Anti-Discrimination and Harassment Policy 3.4. Attendance and Punctuality3.5. Dress Code3.6. Internet and Email Usage3.7. Workplace Safety3.8. Drug and Alcohol Policy3.9. Confidentiality and Data Protection4. Employee Benefits4.1. Health Insurance4.2. Retirement Plan4.3. Vacation and Time Off4.4. Sick Leave4.5. Holidays5. Performance Management5.1. Performance Evaluation5.2. Training and Development5.3. Employee Recognition5.4. Grievance and Dispute Resolution6. Termination and Resignation6.1. Resignation Procedure6.2. Termination Procedure6.3. Severance Pay7. Conclusion1. IntroductionWelcome to the company! This employee handbook has been created to provide you with information about our company's policies, guidelines, and benefits. We encourage you to read this handbook carefully and familiarize yourself with its contents. Our goal is to maintain a positive work environment where all employees are treated with respect and fairness.2. Company InformationName: [Company Name]Address: [Company Address]Phone: [Company Phone Number]Email: [Company Email]Website: [Company Website]3. Employment Policies3.1. Equal Employment OpportunityIt is our policy to provide equal employment opportunities to all individuals without regard to race, color, religion, gender, national origin, disability, age, or any other protected class under applicable laws. We are committed to creating a diverse and inclusive workforce.3.2. Code of ConductWe expect all employees to conduct themselves professionally and adhere to a high standard of ethical behavior. This includes treating colleagues, clients, and customers with respect, maintaining confidentiality, and avoiding conflicts of interest.3.3. Anti-Discrimination and Harassment PolicyWe have a zero-tolerance policy towards discrimination and harassment. Any form of discrimination or harassment based on race, color, religion, gender, national origin, disability, age, or any other protected class is strictly prohibited.3.4. Attendance and PunctualityEmployees are expected to be punctual and maintain regular attendance. If you are unable to report to work on time or will be absent, please notify your supervisor as soon as possible.3.5. Dress CodeWe have established a dress code to maintain a professional appearance. Please refer to the dress code policy for detailed guidelines on appropriate attire.3.6. Internet and Email UsageEmployees are provided with access to company computers,internet, and email for job-related purposes only. Personal use should be limited, and all internet and email activities are subject to monitoring.3.7. Workplace SafetyWe are dedicated to providing a safe and healthy work environment for all employees. It is the responsibility of each employee to follow safety protocols and report any potential hazards or accidents.3.8. Drug and Alcohol PolicyThe use, possession, or sale of illegal drugs or alcohol in the workplace is strictly prohibited. Employees found in violation of this policy may face disciplinary action, up to and including termination.3.9. Confidentiality and Data ProtectionEmployees are expected to maintain strict confidentiality regarding all company and client information. Unauthorized disclosure of sensitive data may result in disciplinary action.4. Employee Benefits4.1. Health InsuranceWe offer comprehensive health insurance plans to eligible employees and their dependents. Details of the coverage andenrollment process can be obtained from the Human Resources department.4.2. Retirement PlanEmployees are eligible to participate in our retirement plan after a specified period of employment. Contributions to the plan may be made by both the employee and the company.4.3. Vacation and Time OffEmployees are granted paid vacation time based on their length of service. The specific details regarding the accrual and usage of vacation days can be found in the vacation policy.4.4. Sick LeaveEmployees may use sick leave when they are unable to work due to illness or injury. The sick leave policy outlines the amount of sick leave allowed and the procedure for requesting sick leave.4.5. HolidaysWe observe certain holidays throughout the year. The specific holidays and the policies surrounding holiday pay are provided in the holiday policy.5. Performance Management5.1. Performance EvaluationTo help employees grow and develop, we conduct regular performance evaluations. These evaluations provide feedback on performance, identify strengths and areas for improvement, and set goals for the future.5.2. Training and DevelopmentWe are committed to providing employees with opportunities for growth and development. Training programs and professional development resources are available to help enhance skills and knowledge.5.3. Employee RecognitionWe value the contributions of our employees and recognize outstanding performance. Employee recognition programs are in place to acknowledge and reward exceptional work.5.4. Grievance and Dispute ResolutionIf an employee has a complaint or dispute, we encourage them to follow the procedures outlined in the grievance and dispute resolution policy. We are committed to addressing concerns promptly and fairly.6. Termination and Resignation6.1. Resignation ProcedureIf an employee wishes to resign, they are required to provide written notice to their supervisor or the Human Resources department. The notice period may vary depending on the position and should be discussed with the supervisor.6.2. Termination ProcedureIn the event of termination, the company will follow a fair and legal process. Details of the termination procedure can be found in the termination policy.6.3. Severance PayEmployees who are terminated may be eligible for severance pay based on their years of service. The eligibility criteria and calculation method are provided in the severance pay policy.7. ConclusionThis employee handbook serves as a guide to our company's policies, guidelines, and benefits. It is important for employees to familiarize themselves with this information and abide by the policies outlined within. If you have any questions or need further clarification, please consult the Human Resources department. We wish you a successful career with our company.Employee Handbook (Continued)8. Professional DevelopmentWe believe in investing in the growth and development of ouremployees. We offer various professional development opportunities to enhance your skills and knowledge. These opportunities include workshops, webinars, conferences, and online courses. Our company encourages continuous learning and supports employees in pursuing further education or certifications related to their job roles.Employees are encouraged to discuss their career aspirations and development plans with their supervisors. We are committed to providing resources and support to help employees achieve their professional goals.9. Flexible Work ArrangementsWe understand that employees may have personal obligations or circumstances that require flexible work arrangements. We strive to accommodate such situations, whenever possible, through options such as flexible working hours, telecommuting, or part-time schedules. Any requests for flexible work arrangements should be made in accordance with the company's policy and will be reviewed on a case-by-case basis.It is important to maintain open communication with your supervisor and seek approval for any changes to your work schedule. We believe that a healthy work-life balance is essential for employee well-being and productivity.10. Company CommunicationEffective communication is vital for the success of our company.We utilize various communication channels to ensure that employees stay informed and engaged. These include:- Intranet: Our company has an intranet platform where important announcements, company news, and policies are shared. Employees are encouraged to regularly check the intranet for updates.- Email: Email is used for official communication between employees and departments. It is important to check your company email regularly and respond to messages in a timely manner.- Meetings: Regular team and department meetings are held to discuss projects, goals, and any updates or changes within the company. These meetings also provide an opportunity for employees to share their ideas and concerns.- Employee Feedback: We value the feedback and input of our employees. We have established channels, such as suggestion boxes or employee surveys, to gather feedback and suggestions for improvement.11. Conflict ResolutionIn any workplace, conflicts may arise. It is important to address and resolve conflicts in a fair and respectful manner. We encourage employees to resolve conflicts through open communication, active listening, and finding common ground.If a conflict cannot be resolved through informal means,employees may utilize the company's formal grievance procedure outlined in the grievance and dispute resolution policy. The HR department is available to provide guidance and support during the resolution process.12. Social ResponsibilityWe recognize the importance of social responsibility and strive to make a positive impact in our community and the environment. We encourage employees to participate in volunteer activities and contribute to charitable initiatives organized by the company.Additionally, we aim to minimize our environmental footprint by implementing sustainable practices and promoting recycling and energy conservation. We appreciate the support and participation of our employees in our social responsibility efforts.13. Policy UpdatesThis employee handbook is a living document and will be periodically reviewed and updated as necessary. When policy changes are made, employees will be notified and provided with the updated information. It is important for employees to stay informed about any changes to policies and procedures.14. Acknowledgment of ReceiptUpon reading and familiarizing yourself with this employee handbook, please sign and date the acknowledgment form provided. The signed acknowledgment form should be returned tothe HR department.15. ConclusionWe hope that this employee handbook provides you with a comprehensive understanding of our company's policies, guidelines, benefits, and expectations. It is essential for all employees to adhere to these policies to maintain a harmonious and productive work environment. If you have any questions or need further clarification, please do not hesitate to reach out to the HR department. We appreciate your commitment to our company's success and look forward to a rewarding working relationship.。
人力资源课程全学习资料英文版
人力资源课程全学习资料英文版The Human Resources Course Complete Learning Materials in EnglishThe Human Resources Course Complete Learning Materials in English is an excellent resource for individuals seeking to broaden their knowledge and expertise in human resource management. This course provides a comprehensive overview of the key concepts, practices, and methodologies of HR management, covering a wide range of topics from recruitment and selection to employee relations, compensation and benefits, and performance management.The learning materials in this course are carefully crafted to meet the needs of both beginners and experienced HR professionals. The materials are divided into several sections, each covering a specific aspect of HR management. The sections are well-organized, starting with an introduction to the topic, followed by detailed explanations, case studies, and examples to help learners understand the concepts and apply them effectively.The first section of the course is focused on recruitment and selection, providing learners with an in-depth understanding of the principles and practices used in talent acquisition. This section covers topics such as job analysis, job descriptions, sourcing strategies, interviewing techniques, and background checks. Italso provides guidance on how to design and implement effective recruitment programs that attract and retain top talent.The second section of the course focuses on employee relations, covering the essential elements of effective employee management. This section provides learners with tools to manage employee conflict, communication, empowerment, and feedback. It also addresses the legal aspects of HR management, such as employment laws, harassment policies, and discrimination prevention.The third section of the course is focused on compensation and benefits, providing learners with an understanding of the various types of compensation and benefits programs, including salary structures, health insurance, retirement plans, and bonuses. This section also covers strategic HR planning, performance management, and employee development.The last section of the course is focused on performance management, offering learners insights into performance measurement, feedback, and appraisal systems. It provides guidance on how to develop and implement effective performance management systems that align with organizational goals, improve employee productivity, and foster a culture of high performance.Overall, the Human Resources Course Complete Learning Materials in English is an invaluable resource for HR professionals seeking to enhance their knowledge and skills in the field of HRmanagement. The materials are written in clear and concise language, making them easy to understand and apply. The course also includes quizzes and exercises to assess the learners' understanding of the concepts and reinforce their learning. This is truly a comprehensive and practical course that enables HR professionals to advance in their careers and contribute significantly to their organizations' success.。
5-02人资常用英语
5-02人资常用英语部門職系人資縂処各部門：Corporate Human Resources Division黨委 Communist Party Committees of the HR Division多媒體 Multimedia Service Department of the HR Division文康部Sports & Entertainment Department of the HR Division招募部 Recruiting Department of the HR Division規劃部 Planning Department of the HR Division衛生部 Hygiene & Health Department of the HR Division人事部Personnel Department of the HR Division宿服部Dormitory Service Department of the HR Division人資技委會HR-TDC of Foxconn鴻橋編輯部 Bridgeworker Publishing Office of the HR Division 新幹班/員工關係New Graduate Service & Employee Relationship Department of the HR Division IE學院&教育訓練IE Academy & Education and Training Department of the HR Division出入境簽證服務部Exit and Entry Visa Service Department of the HR Division事業群：Business Group鴻超准事業群 Super Precision Mechanical BG SHZBG網絡連接產品事業群 Network Interconnetion BG NWInG模塊整合產品事業群Component Mudule Move and Service Group CMMSG消費電子產品事業群Consummer and Computer Product BG CCPBG網絡系統產品事業群Computer Network System BG CNSBG個人電腦外涉事業群 Personal Computer Enclosure BG PCEBG無綫通訊產品事業群Wireless Communication BG WLBG數位產品事業群 Integrated Digital Product BG i-DPBG群創光電 Innolux Display Group INNOLUX機光電事業群 Machine Optical and Electronic BG MOEBG集團主要職務類型:Main Categories of Group Positions總裁President特助Special Assistant縂經理General Manager副縂經理Deputy General Manager協理Assistant Vice Manager經理Manager副理Deputy/Vice Manager專理Project Manager廠長Factory Manager課長Section Manager綫長Line Leader組長Group Leader作業員Operator行政人員Administrative Staff行政助理Administrative Assistant報告中常用詞語漢英對照集團group訪談interview專案/工程/計劃project 園區site/plant諮詢inquiry項目/程序/計劃program 海外oversea/aboard爭議dispute建議/計劃propose 事業群business group投訴appeal進度/計劃schedule 事業處business division協調coordinate安排/計劃scheme 總部周邊central supporting units簽訂endorse規劃/計劃 plan 人資總處corporate HR division 確定confirm設計/計劃design 華南地區south-china region承辦undertake人資HR(Human resource)批准approve檢查/核對/審核 check資位rank推動drive/promote校對/檢討/審查review 職位position調整adjust檢查/審查censor 員工employee/Staff指導instruct檢驗/核實verify 主管supervisor運作operation檢查/視察inspect 師級幹部senior staff持續continuous稽核/查帳audit 銓敘員工systematic staff支援support/assist不銓敘員工non-systematic staff作業operation處理/加工process 會議紀要meeting summary活動activity處理/操作handle 研討會seminar組織organize處理/安排deal with 會議session系統system處理/應付tackle 月會 monthly meeting監控monitor處理/佈置dispose 周會weekly meeting更新update早會morning meeting維護maintain/ maintenance建立/設立establish 討論discussion服務service建立/設定set up 講座lecture調工employee transfer建立/發展develop 舉辦hold調幹cadre transfer建立/構造construct 因應to find countermeasure for申報declare/declaration建立/創造create 對策countermeasure提報submit內容content提供provide原則/原理principle 細則details辦理implement規則/法規 regulation 研擬study代表represent方針/指南 guideline 動向trend代理act as an agent教條/學説 doctrine 決議resolution統計statistics紀律/規律discipline 決定decision 分析analyse/analysis標準/規格standard 辦法measure安排arrangement標準/規範 criterion 辦法approach編排program政策/方針 policy優化optimize彙編compile規則/規定rules 細化detail攝製make a film操作operate/operation拍攝shoot開始/啓動commence/initiate 分工work distribution/allocation系列series 開辦/發起launch 協作cooperate派駐accredit開動/運行run 布達inform簽證Visa展開/堅持carry on 報告report配房house assignment實施/貫徹implement/carry out 公告bulletin反饋feedback實行/執行execute 通告announcement改善improve 通知notice效果performance/result完成/達到achieve 招募recruit/recruitment成本cost完成/完善complete/finish 查驗examine籌備arrange完成/實現accomplish 出勤presence/attendance準備prepare加班overtime前期準備previous preparation參加/出席attend 管制administrate後續作業follow-up operation參加/參與participate/take part in 獎金bonus跟進/跟催follow/follow and accelerate參加/加入join in 薪資salary修訂/編輯edit新進ingoing制訂/擬訂establish發文dispatch 晉升promotion製作合成produce and compose發佈issue 轉正officially work匯集/匯總gather/collect/assemble發送deliver 考試examination整理/修整trim發放release 評鑒assessment整理/解決settle分發distribute培訓/訓練training資料/數據data績效管理performance management資料/信息information績優員工excellent employees資料/材料material方案規劃project plan進行中,前進in progress政策規劃policy plan進行中,加工中in process活動規劃activity plan進行中的,起步的underway重點工作work emphases/highlight常用句子Steps in the HR Planning Process: P118人力資源規劃的步驟Determine the impact of organizational objectives on specific organizational units.確定組織目標對特定的組織單位的影響。
人力资源SOP手册(完整版)
十二、 择优录用原则：招聘部门应扩大招聘渠道，加强面试筛选水平，在基本用人标准的 前提下，择优录用。
第五章 招聘渠道管理
十三、 各业务部无权擅自开辟招聘渠道，用人由公司人力资源部统一调配。人力资源部负 责统一管理招聘管理费用和全国招聘渠道及渠道的发展建设。
工入职审批表（见附表七，）建立员工档案、核对证书原件、安排入职培训、签定劳动 合同等。
1、建立员工档案 新员工入职时务必准备齐全的档案资料，包括《人员基本情况（表附》件八）、身
份证复印件、执业证书原件、职称证原件、毕业证原件、照片4 张等等，员工档案应保 管于人力资源部。 2、核对相关原件，检验证件、证书的真实性
第一章 总 则
一、 为保证公司健康稳固发展，使人员相对稳定，维护正常人才流动秩序，建立规范的 人才引进机制和人力资源管理流程，特制定本制度。
二、 本制度主要涵盖员工招聘、录用、试用期管理、考核、薪酬、培训、执业资格管理、 离职等人力资源工作，适用于机关、各分公司及业务部。
三、 特别指明：以下分公司经理与业务部经理统称业务部经理，且仅适用本制度。
六、 其他用人部门的人力资源工作职责： 用人部门主要指工程部、业务部、分公司及机关各职能部门。
1. 及时提交用人需求，初步拟定管辖范围的用人计划； 2. 新员工的试用期工作指导及考察； 3. 员工年度考核，薪资调整审核及建议； 4. 离职员工的沟通及工作交接。
第三章 人员需求
七、 项目部或分公司有人员需要时，应当填定《人员需求（表见》附件一），并上报人力 资源部，或每月25 号前上报《人员需求表。》
公司鼓励每一位员工推荐具备较强的综合能力有、较高的专业素质的人才为。体现 公司对人才引进工作的重视特，设立内部推荐奖金，用于奖励积极参与公司人才引进工 作，并有一定成效的员工。 1、内部推荐流程（见图示：）
人力资源《工作手册》全
人力资源《工作手册》全目录第一章手册的目的 (3)第二章人力资源部的工作职责 (4)第三章招聘工作 (6)第四章新员工入司工作流程 (11)第五章员工转正考核工作流程 (14)第六章员工内部调动工作流程 (16)第七章员工离职 (19)第八章劳动合同 (21)第九章薪资制度 (24)第十章考勤管理 (26)第十一章员工福利 (30)第十二章绩效管理 (32)第十三章奖励制度 (34)第十四章违纪处分 (35)第十五章培训与进展 (38)第十六章职业生涯进展 (41)第十七章人事档案管理 (44)第一章手册的目的一. 公司在人力资源管理方面致力于达成下列目标：1构筑先进合理的人力资源管理体系，表达“以人为本”的理念，在使用中培养与开发员工，使员工与企业共同成长。
2保持公司内部各企业在人事制度与程序的统一性与一致性。
保持人力资源系统的专业水平与道德标准。
3保证各项人事规章制度符合国家与地方的有关规定。
二. 为达到上述目标，公司人力资源部编制本手册，以此规范与指导有关人力资源方面的政策与程序。
三. 公司人力资源部是负责制订及实施有关人力资源政策与程序的部门。
四. 本手册将根据实践的进展不断充实与修订。
人力资源部热忱欢迎员工与各分支机构提出修改意见。
第二章人力资源部的工作职责一. 核心职能：作为公司人力资源的管理部门，选拔、配置、开发、考核与培养公司所需的各类人才，制订并实施各项薪酬福利政策及员工职业生涯计划，调动员工积极性，激发员工潜能，对公司持续长久进展负责。
二. 工作职责：1制度建设与管理A制订公司中长期人才战略规划；B制订公司人事管理制度，总分公司人事管理权限与工作流程，组织、协调、监督制度与流程的落实。
C核定公司年度人员需求计划、确定各机构年度人员编制计划；D定期进行市场薪酬水平调研，提供决策参考根据；E指导、协助员工做好职业生涯规划。
2机构管理A配合有关部门，做好分支机构选点调研、人才储备、筹备设立等方面工作；B公司系统各级机构的设置、合并、更名、撤销等管理；C制订公司机构、部门与人员岗位职责；D公司及分支机构高级管理人员的考察、聘任、考核、交流与解聘管理；E监督、检查与指导分支机构人事部工作。
人力资源管理手册(全集)
《人力资源管理手册》
目录
第一章总则
第二章人力资源规划
第三章招聘管理
第四章培训开发
第一节培训管理
第二节人才储备
第三节职业规划
第四节岗位调整
第五章薪酬福利
第一节薪酬管理
第二节考勤管理
第三节请休假管理
第四节福利管理
第六章绩效管理
第七章员工关系
第一节劳动合同
第二节入职
第三节试用与转正
第四节离职
第五节社保
第六节工伤
第七节退休
第八节失业
第九节生育
第十节档案
第十一节奖惩
第一章人力资源管理总则
第二章人力资源规划
第二章招聘管理
第三章培训开发第一节培训管理
第二节人才储备管理
第三节员工职业规划管理
第四节岗位调整
第四章薪酬福利第一节薪酬管理
第二节考勤管理
第三节请休假管理
第四节福利管理
第六章绩效管理第一节绩效考核管理
第六章员工关系
第一节劳动(劳务）合同管理
第二节员工入职管理
第三节试用与转正
第四节离职管理
第五节社保管理。
英文版人力资源管理咨询工作汇报工作总结报告PPT
Customer Care & Insight
Integrated Risk Management
COGNOS Banking Risk Performance – Credit Risk
COGNOS Risk Adjusted Profitability Blueprint
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《人力资源完全工作手册及测评》doc 82
《人力资源工作手册》目录第一章人力资源部职责描述 (3)(一)人力资源部工作职责 (3)第二章人力资源规划 (4)（一）人力资源规划的内容解析表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍6（二）人力资源部的主要工作内容﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍7（三）人力资源管理部门费用构成表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍7（四）人力资源需求预测的工作流程﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍7（五）人力资源供给预测的工作流程﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍8（六）人力资源战略规划工作流程﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍9 第三章组织结构与职位说明书设计 (9)（一）组织结构设计应遵循的原则﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍11（二）职位设置需要遵循的原则﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍ 11（三）企业职位设置表 (9)（四）职位调查表 (12)（五）部门职位设置表 (12)（六）组织结构设计工作流程 (12)（七）职位分析工作流程 (13)（八）岗位评价工作流程 (14)第四章人才测评管理 (16)（一）个人履历项目核查表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍ 18（二）管理人员素质测评评分表 (16)（三）市场人员素质测评评分表 (17)（四）销售人员素质测评评分表 (17)（五）生产人员素质测评评分表 (17)（六）技术人员素质测评评分表 (18)（七）行政人员素质测评评分表 (18)（八）财务人员素质测评评分表 (19)（九）无领导小组讨论评分表 (19)（十）公文筐测验评分表 (20)（十一）人才测评工作流程 (21)（十二）测评指标体系建立流程 (22)第五章招聘、面试与甄选管理 (24)（一）招聘方式﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍ 27（二）人员需求申请表 (24)（三）招聘工作计划表 (25)（四）招聘费用估算表 (25)（五）应聘人员登记表 (26)（六）面试通知单 (27)（七）面试记录表 (27)（八）面试成绩评定表 (28)（九）面试评估报告表 (29)（十）招聘计划制订工作流程 (29)（十一）内部招聘工作流程 (30)（十二）外部招聘工作流程 (31)第六章员工录用管理 (33)（一）新员工报到手续表 (33)（二）新员工试用表 (33)（三）员工试用期鉴定表 (34)（四）员工转正申请表 (34)（五）人事档案目录表 (35)（六）员工档案信息表 (35)（七）档案调阅登记表 (36)（八）档案查阅登记表 (36)（九）员工录用工作流程 (37)（十）员工试用期考核工作流程 (38)（十一）员工档案管理工作流程 (39)（十二）员工档案调转工作流程 (40)第七章培训与人才开发 (41)（一）培训计划的内容﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍ 45（二）生产作业人员培训内容设置一览表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍45（三）销售人员培训内容设置一览表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍46（四）技术人员培训课程设置一览表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍47（五）基层管理人员通用课程设置一览表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍47（六）培训的主要方法介绍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍48（七）柯氏四级培训评估﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍48（八）新员工培训实施计划表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍49（九）培训需求调查表 (45)（十）培训需求登记表 (45)（十一）员工培训计划表 (46)（十二）员工培训申请表 (46)（十三）培训意见调查表 (47)（十四）新员工培训评定表 (48)（十五）职业生涯规划调查表 (48)（十六）职业生涯规划表 (49)（十七）培训计划制订流程 (50)（十八）培训实施管理流程 (51)第八章绩效考核 (52)（一）目标特征及标准表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍58（二）目标制定注意事项表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍58（三）加班申请单 (52)（四）违纪处理单 (52)（五）月度绩效考核表 (53)（六）绩效反馈面谈表 (53)（七）绩效考核申诉表 (54)（八）技术总监绩效考核表 (54)（九）营销总监绩效考核表 (55)（十）员工绩效管理工作流程 (56)（十一）月度绩效考核工作流程 (58)第九章薪酬管理 (59)（一）薪酬调查问卷表 (59)（二）员工调薪记录表 (60)（三）员工奖金核定表 (60)（四）员工津贴申请单 (61)（五）特别休假申请单 (61)（六）员工保险月报表 (61)（七）员工福利金申请表 (61)（八）员工活动补助申请表 (62)（九）薪酬调查工作流程 (62)（十）薪酬体系管理流程 (64)第十章人员调配与流动管理 (65)（一）员工晋升申请表 (65)（二）人员调动申请表 (65)（三）人员调动审批表 (65)（四）员工离职申请表 (66)（五）员工离职面谈表 (66)（六）员工离职交接表 (67)第十一章员工日常管理 (68)（一）员工手册框架体系表﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍﹍76（二）出差申请单 (69)（三）出差报告表 (69)（四）奖惩申报表 (70)（五）会议议程表 (70)（六）会议记录表 (70)（七）会议室使用申请表 (70)（八）提案实施成果报告表 (70)（九）提案改善成果报告表 (71)（十）办公用品领用申请表 (71)（十一）员工出差管理流程 (72)（十二）员工会议管理流程 (73)（十三）办公用品管理流程 (74)第十二章劳动关系管理 (75)（一）劳动合同汇总登记表 (75)（二）解除终止劳动合同申请表 (76)（三）劳动合同继续履行审批表 (76)（四）劳动合同管理流程 (77)（五）劳动纠纷处理流程 (78)第一章人力资源部职责描述(一)人力资源部工作职责第二章人力资源规划（一）人力资源规划的内容解析表（二）人力资源部的主要工作内容（四）人力资源需求预测的工作流程（五）人力资源供给预测的工作流程（六）人力资源战略规划工作流程第三章组织结构与职位说明书设计（一）组织结构设计应遵循的原则（四）职位调查表（六）组织结构设计工作流程（七）职位分析工作流程（八）岗位评价工作流程第四章人才测评管理（一）个人履历项目核查表次为组织管理能力、人际沟通能力、个人内在能力；而对基层管理人员进行测评时，三大维度的权重由大到小则依次为个人内在能力、人际沟通能力、组织管理能力。
英语手册(全)
在实用英语备受青睐的现在，大家在学习英语和准备各种考试时，总是把听说读写放在首位，诚然，学习语言重在实践。
但是，请不要忽视语法的作用，特别是在阅读和写作中，他能帮助你分析清楚句子结构，准确抓住句子的要点，更能帮你写出复杂而优美的长句。
以下为你整理《英语语法手册》全集，不需背诵记忆，只要静下心阅读一遍，就能有所收获！宝宝更希望你能把他们融在平时的阅读写作里.[英语语法手册]关于词类和句子成分根据词的形式、意义及其在句中的功用将词分为若干类，叫做词类。
一个句子由各个功用不同的部分所构成，这些部分叫做句子成分。
学一个词，要学它的发音、拼法、意义，也要记它的词类；更重要的是要了解它和其他词的关系，及其在句中作什么句子成分。
如China is in East Asia(中国位于东亚)一句中的China这个单词所属的词类是名词，在句子中作主语。
词类(parts of speech)英语的词通常分为十大类：1）名词(noun，缩写为n.)是人和事物的名称，如pen(钢笔)，English(英语)，life(生活)。
2)代词(pronoun，缩写为pron.)是用来代替名词的词，如we(我们)，his(他的)，all(全部)。
3)形容词(adjective，缩写为adj.)用来修饰名词，如great(伟大的)，honest(诚实的)，difficult(困难的)。
4)数词(numeral，缩写为num.)是表示"多少"和"第几"的词，如four(四)，eighteen(十八)，first(第一)，eighth(十八)，hundred(一百)。
5)动词(verb，缩写为v)表示动作和状态，如write(写)，walk(行走)，think(想)。
6)副词(adverb，缩写为。
adv.)是修饰动词、形容词和副词的词，如quickly(快)，often(经常)，very(很)。
关于人力资源专业英语
关于人力资源专业英语人力资源专业的同学们，看看小编给大家准备的人力资源专业的资料吧1接下来，小编给大家准备了关于人力资源专业英语,欢迎大家参考与借鉴。
关于人力资源专业英语一、人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)二、外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)三、工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)四、人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)需求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)五、招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)六、选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview)The average American spends a lot of time at work -- more than 1,800 hours a year. But how many of those hours are spent daydreaming1 about being somewhere (or anywhere) else?普通美国人每年的工作时间很长——超过了1800个小时。
英文版67页员工手册!外企人事必备!
EMPLOYEE HANDBOOK2003-2004Table of Contents Introduction (5)Employee handbook receiptDistrict information (8)Description of the districtMission statementDistrict goals and objectivesBoard of trusteesAdministrationSchool directory Employment (12)Equal employment opportunityJob vacancy announcementsEmployment after retirementContract and noncontract employmentSearches and alcohol and drug testingFirst aid and CPR certificationReassignments and transfersWorkload and work schedulesNotification of parents regarding certification statusPerformance evaluationEmployee involvementStaff developmentCompensation and benefits (17)Salaries, wages, and stipendsPaychecksAutomatic payroll depositPayroll deductionsOvertime compensationTravel expense reimbursementHealth, dental, and life insuranceSupplemental insurance benefitsCafeteria plan benefits (Section 125)Unemployment compensation insuranceTeacher retirementTax-shelted annunityOther benefit programsLeaves and absences (22)Personal leaveSick leaveUse and recording of sick leaveLocal leaveSick Leave PoolTemporary disabilityAbsence From Duty formsFamily and medical leaveWorkers’ compensation benefitsAssault leaveBereavement leaveJury dutyOther court appearancesMilitary leaveEmployee relations and communications (28)Employee recognition and appreciationDistrict communicationsComplaints and grievances (29)Employee conduct and welfare (31)Standards of conductCode of Ethics and Standard Practices for Texas Educators and enforceable standardsHarassmentSexual harassmentDrug-abuse preventionDietary supplementsReporting suspected child abuseAssociations and political activitiesSafetyMeal charges by employeesMisuse of compensated timeTobacco useEmployee arrests and convictionsPossession of firearms and weaponsVisitors in the workplaceCopyrighted materialsIntellectual propertiesComputer use and data managementSeasonal decorationsGifts and favorsAsbestos management planPest control treatmentUse of district vehicleCommercial Drivers License-part time driversKey ControlParking at District Administrative Offices (CSS)HousekeepingPersonal phone calls and cellular telephonesAnimals in district buildingsRumor controlGeneral procedure s (46)Bad weather closingEmergenciesPurchasing proceduresName and address changesPersonnel recordsBuilding useTermination of employment (48)ResignationsDismissal or nonrenewal of contract employeesDismissal of noncontract employeesExit interviews and proceduresReports to the State Board for Educator CertificationReports concerning court-ordered withholdingStudent issues (50)Equal educational opportunitiesStudent recordsParent and student complaintsAdministering medication to studentsStudent disciplineStudent attendanceHazingSchool Safety Resources (52)School CalendarHelpful ContactsIntroductionThe purpose of this Employee Handbook is to provide information to employees that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Deputy Superintendent for Administration.This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies. District policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manu als are located in the Principal’s Office at each c ampus or the District’s Administrative Offices and are available for employee review during normal working hours.The Mount Pleasant Independent School District’s website has a complete copy of school board policies. The District’s website is NOTE: Employees whose English reading skills are limited may call 903-575-2000 and speak with a Spanish- speaking employee who may assist with an interpretation of provisions of this Employee Handbook.NOTA: Los empleados cuyo conocimiento del inglés es limitado pueden llamar al 903-575-2000 y hablar con un empleado que hable español el cual les traducirá las estipulaciones del Folleto de Empleados.Name ______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation.________________________________ _________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.Name ______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation.________________________________ _________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.District informationDescription of the districtThe Mount Pleasant Independent School District is located near the center of Titus County, 116 miles east of Dallas on Interstate 30. Titus County encompasses 230 square miles with a population of over25,000. Mount Pleasant is the county seat and has a population of approximately 14,000.The Board of Trustees and its administration are constantly seeking to improve an already-excellent school system. In 2000, the Mount Pleasant community overwhelmingly endorsed a significant capital improvement plan that has resulted in 3 new elementary schools, additions to the Junior High, a new Cafeteria Building at Mount Pleasant High School, new gynasiums, new football field, track, tennis courts, and renovations to the High School.Instruction focuses on a comprehensive college preparatory and Career and Technology studies. The district is currently investing heavily in computer and multi media educational technology in a effort to meet the academic and occupational training demands of a highly competititve workplace. The curriculum of the Mount Pleasant ISD is continuously evaluated and updated in a effort to meet the needs of all students and the demands of the community, regional and national businesses, and industries. The district encourages and welcomes involvement from parents, civic organizations, industry, and local citizens to provide the best educational opportunities possible for its students.Mission statementPolicy AEMt. Pleasant Independent School District will have high expectations for all students. The district will make every effort to attract and retain the most qualified teachers available who will enhance the positive image of our schools in the community. The caring atmosphere provided by these teachers will help promote the positive self-image for the students in the district. MPISD will encourage positive staff morale by providing clean and attractive campuses.MPISD will emphasize a teaching/learning process t hat will enable students to see “real life” connections. Students will become responsible, productive citizens by learning to act in a socially acceptable manner through problem-solving, creative thinking, and wise decision-making. Authentic career investigation coupled with current vocational programs will meet the needs of each student. Enriched programming will be designed to prepare students for success in their personal future in the Twenty-First Century. Technology will enhance every program throughout the district. State-of-the-art software and hardware will be available to every student on a daily basis. Students will learn how to access information from a variety of high-tech sources by becoming proficient users of computers and peripherals.MPISD will address the important issues of “time” and communication. The optimum use of instructional time will lead to enhanced programs for all students. Communication between schools, administration, school board, community, families, and students will be open and honest and constantly improving. Staff, parents, and community will be given an opportunity to be involved in decision-making as we work together through the Accelerated Schools process. These combined efforts will continue to make MPISD the best school district in the state of Texas.District goals and objectivesPolicies AB,AFThe mission of the Texas public system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded in the conviction that a successful public education system is directly related to a strong, dedicated, supportive family and that parental involvement in the school is essential for the maximum educational achievement of a child.The objectives of public education are:1) Parents will be full partners with educators in the education of their children.2) Students will be encouraged and challenged to meet their full educational potential.3) Through enhanced dropout prevention efforts, all students will remain in school until they obtain adiploma.4) A well-balanced and appropriate curriculum will be provided to all students.5) Qualified and highly effective personnel will be recruited, developed, and retained.6) Texas students will demonstrate exemplary performance in comparison to national and internationalstandards.7) School campuses will maintain a safe and disciplined environment conducive to student learning.8) Educators will keep abreast of the development of creative and innovative techniques in instructionand administration using those techniques as appropriate to improve student learning.9) Technology will be implemented and used to increase the effectiveness of student learning,instructional management, staff development, and administration.Board of trusteesPolicies BA, BAA, BBA, BBB, BBE, BE, BEC, BEDTexas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters within limits established by state and federal law and regulations.The board of trustees is elected by the citizens of the district to represent the community’s com mitment to a strong educational program for the district’s children. Trust ees are elected at-large and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district. MPISD Board members:Dr. Mary Hearron PresidentMike Reynolds Vice PresidentEzeal McGill SecretaryLoyce Henry Assistant SecretaryRoyce Carr Sergeant at ArmsBilly Wayne Flanagan MemberClint Rivers MemberTrustees usually meet monthly on the fourth Monday of each month at 5:30 p.m.in the Board Room of the district, located in the Administration Building at 105 Riddle Street. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Building at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.All meetings are open to the public. Under the following circumstances, Texas law permits the board togo into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.AgendaA regular school board meeting usually follows this agenda:Open ForumEducationBusinessBids/Price QuotesExecutive SessionFacility ReportsPersonnelFuture BusinessAdministrationSuperintendent of Schools Dr. Kenneth EnglishDeputy Superintendent of Administraton James W. DuBusDeputy Superintendent of Instruction/Technology Pam FiteDirector of Business/Finance Stacie ThompsonPrincipalsMount Pleasant High School Susy WynnMount Pleasant Junior High School Lee ClayWallace Middle School Rodney HuffmanFrancis Corprew Intermediate LaWanda McCowanAnnie Sims Elementary Bruce GearingVivian Fowler Elementary Gwen RobertsE.C. Brice Elementary Regina ConroyHeadstart/Early Childhood Deborah CodyMPISD Literacy Center Debbie MaloneSchool DirectoryMount Pleasant High School (9-12) 2110 North Edwards 903-575-2020 Principal Susy WynnAssistant Principals Donald Patton Jason MarshallTerry Giddens David TysonCounselors Mary Gail Karkoska Tracy JohnsonDanny Welch Kelly CowanMount Pleasant Junior High School (7-8) 2801 Old Paris Road 903-575-2110 Principal Lee ClayAssistant Principals Ronnie Holloway Estelle DeloneyCounselors Carmen Shavers Cherri StrausWallace Middle School (5-6) 504 Dunn Street 903-575-2040 Principal Rodney HuffmanAssistant Principal John WilhiteCounselor Vicki SinclairFrancis Corprew Intermediate School (3-4) 909 School Street 903-575-2050 Principal LaWanda McCowanAssistant Principal Garry DoddCounselor Ann AllenVivian Fowler Elementary School (K-2) 502 North O’Tyson903-575-2070 Principal Gwen RobertsCounselor Debra WilliamsonE.C. Brice Elementary School (K-2) 311 Cedar 903-575-2057 Principal Regina ConroyCounselorAnnie Sims Elementary (K-2) 1801 East First Street 903-575-2062 Principal Bruce GearingCounselor Pam McCainTitus County Head Start (EC and Pre K) 1602 West Ferguson 903-575-2092 Director/Principal Deborah CodyTitus County Early Head Start 201 Gibson 903-577-7645 Director Shelley DerrickMPISD Community Learning Center 201 Gibson 903-575-2130 Director Debbie MaloneEmploymentEqual employment opportunityPolicy DAAThe Mount Pleasant ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each appli cant’s job qualifications, experience, and abilities.Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or m ilitary status should contact the Superintendent’s Office. Employees with questions or concerns about discrimination on the bases of a disability should contact the Superintendent’s Office.Job vacancy announcementsPolicy DCTo the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.Employment after retirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet certain strict conditions. Retirees may work in the following capacities without a loss of retirement benefits:As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded. As a full-time bus driver (early age and disability retirees excluded).As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than 90 days in a school year.)On a half-time or less basis during any month, provided they are not also employed as a substitute in that month. Half-time employ ment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month. Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restrictions.Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their annuities. Acute teaching shortage areas are determined by the Board of Trustees based on Commissioner of Education guidelines.When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS, benefits a retiree must meet the following criteria: Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisionsHave a 12-month continuous break in public school service since retirementBe appropriately certified for the position in the applicable school yearEmployees can contact the MPISD Human Resources Office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web().Contract and noncontract employmentPolicies DC, DCA, DCB, DCC, DCD, DCEState law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board of Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive probationary contracts during their first year of employment if they have not been previously employed by the district. Former employees who are hired after at least a two year lapse in district employment also may be employed by probationary contract. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period will be three school years, with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.Term and continuing contracts.Full-time professionals employed in positions requiring certification and nurses will be employed by term or continuing contracts after they have successfully completed the probationary period. Mount Pleasant ISD has no teachers employed through continuing contract. Cam-pus principals and central office administrators are employed under two-year term contracts. Terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.Payroll Information. Before a paycheck can be issued to a new employee, all required forms must be completed and on file with the Payroll Department and/or the Personnel Department.Searches and alcohol and drug testingPolicy DHENoninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee isunavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or worksites or used in district business.Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the MPISD Human Resources Office.First aid and CPR certificationPolicy DBAHead marching band directors, head coaches, or chief sponsors of an extracurricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or the University Interscholastic League must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification. Reassignments and transfersPolicy DKAll personnel are subject to assignment/reassignment by the Superintendent. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus. When reassignments are due to enrollment shifts or program changes, the Superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a re-assignment may follow the process for employee complaints as outlined in policy DGBA (Local). Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. Teachers requ esting a transfer to another campus before the school year begins must submit their request by June 1 of that year. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the employee’s supervisor and must be approved by the receiving supervisor. All such transfers are subject to approval by the Superintendent of Schools.Workload and work schedulesPolicy DLProfessional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.Classroom teachers will have planning periods for instructional preparation and conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students one day a week when no other personnel are available.Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.Notification of parents regarding qualificationsPolicy DBA, DK, EHBDTexas law requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. Inappropriately certified or uncertified teachers includes individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. No later than the 30th instructional day after the date of assignment the Superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.In schools receiving Title I funds, the District is also required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by a teacher who is not highly qualified. Employees who have questions about their certification status can call the MPISD Human Resources Office.Performance evaluationPolicy DN, DNA, DNBEvalu ation of an employee’s job performance is be a continual process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to。
(完整word版)中英文版员工手册
员工手册Employee Manual目录 Table of contents第一章总则 Chapter 1 General第二章考勤管理规定 Chapter 2 Work Attendance Regulation第三章福利制度 Chapter 3 Welfare regulation第四章薪酬制度 Chapter 4 Salary Regulation第五章考核规定 Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理 Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度 Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度 Chapter 10 Confidential Regulation第十一章奖惩制度 Chapter 11 Reward and Punishment Regulation总则 General第一条为规范公司的人事管理，特制定本规定.Article1 these regulations are specially stipulated to serve the need of standardizing the company's personnel management.第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理.Article2 Staff recruitment, attendance， Leave ＆ Holiday, code of conduct， etc matters in the company will be in accordance with these regulations.第三条本公司各级员工，均应遵守本规则各项规定.Article3 Company employees at all levels shall comply with these regulations.考勤管理规定 Work Attendance Regulation第一条作息时间 Article1 work and rest time一、公司实行八小时工作制，标准工作日为一周五天，周一至周五，周六、周日为公休日。
完全生活英语手册
完全生活英语手册.txt等余震的心情，就像初恋的少女等情人，既怕他不来，又怕他乱来。
听说女人如衣服，兄弟如手足，回想起来，我竟然七手八脚地裸奔了二十多年！今天心情不好，我只有四句话想说，包括这句和前面的两句，我的话说完了！你的英语有多实用呢？在碰上外国人的时候，能真正地和老外无障碍地沟通吗？在学校学英语学了好几个年头，由学abc到用英语写文章，经历了不少挑灯夜读为考试的时光。
分数可能是拿到了，可是让我问一下，这些年头来，你学到的有多少真的能应用在生活中呢？好吧，就让我在这里先考考你？1. 你会用英语买单吗？2. 朋友提议〝Go and catch a flick〞，是提议什么呢？3. 伦敦话〝Bob’s your uncle〞是什么意思呢？4. 澳洲人说〝Struth!’，他的意思到底是什么呢？5. 写电邮时，用〝Dear Sir’还是‘Dear Ms/Mr…〞呢?6. 你能分得清〝Assure’和‘Ensure〞意思的分别吗？答案呢？我先不告诉你。
其实，有多少人可以真正面对外国人也能对答如流？又有多少是对着人家愣在那里，张口结舌说不出话呢？相信前者是少之又少，而后者却成千上万。
植根中国已经十多年的英语培训专家英孚教育，深深明白中国学生学英语的需要，精心地为中国学生编辑一系列在生活中活学活用的真英语指南，内容覆盖：消闲、旅游、商务、社交等，让你深入浅出的学习地道的英语日常用语。
还在惦记上面问题的答案吗？问题的答案尽在这一系列的真英语指南中，而且，我们可以肯定你在这一系列指南中学到的更多。
2P.5 求职信中的英语English for Cover LettersP.7 英语面试？就这么说...Job Interview in English? Say This...P.9 流利英语助你加薪Get a Higher Salary with EnglishP.11 电话必备英文短语English Telephone Phrases You Have to KnowP.13 英语商务邮件: 五点实用技巧Business Emails in English: 5 Practical PointersP.15 讨老板欢心的英语English a Boss Likes to Hear3糟糕了！用英语点菜原来不简单！不用紧张，学懂点菜，再了解英语聚餐应有的仪态及常用对话，便可轻松应付不同宴会场合了。
员工手册中英文对照版
人力资源资料（中英文对照版）——《员工手册》之“工作时间”工作时间第一条工作时间是职工依照公司的规定，在工作场所执行所指派任务的时间。
第二条基于生产经营需要，公司执行以下五种工作时间，无论执行何种工作时间，平均每周工作总时数必须为 40 小时，每月平均制度工作时间为169 小时。
2.1 正常工作时间：每日工作 8 小时，每周星期六和星期日为周休日。
2.2 特殊工作时间：确因工作需要，经分部 / 处批准，可以实行特殊工作时间。
特殊工作时间是指特定的工作小时、每天不同的工作时间及不同的周休日。
2.3 多班制工作时间：确因工作需要，经分部 / 处批准，可以实行多班工作制。
执行多班制的职工按照不同的班次轮流上岗、周休。
2.4 不定时工作时间：因工作性质特殊、需机动作业，经分部 / 处批准，可以实行不定时工作制。
执行不定时工作制的职工，每天工作可以多于或少于8 小时，其出勤工时按月累计。
2.5 值班工作时间：因工作需要，在某段时间内安排职工值班或担任守卫等工作时，经分部 / 处批准，可以实行值班制度。
按其工作性质而言，值班期间无班间休息时间。
每值班2 小时，按正常班的1 小时计算。
第三条经分部 / 处批准的作息时间，应当明确告知职工本人，同时应预先通知需配合工作的执行部或分部 /处。
第四条每个工作日在工作 3----5 小时以后，应安排一次至少 45 分钟的班间休息，休息时间没有工资；职工在 22：00 至次日凌晨6：00 工作的，为夜班工作时间。
第五条每日工作时间应不少于 6 小时，不超过12 小时。
Working TimeArticle 1 Working time is herein defined as the hours specified by the Company for an employee who has to perform the assigned tasks on theworksite.Article 2The following working schedules are executed in the Company based on the operational requirements. No matter what working schedulesare executed, the weekly working hours in average must be 40 and themonthly total 169 in average.2. 1 Regular scheduleA regular schedule of 8 daily working hours is executed in the Company.Saturday and Sunday weekly are considered as off-days.2. 2 Special scheduleA special schedule can be introduced upon approval by the subdivisionmanager where necessary due to operationalrequirements. A special schedule refers to the pattern with special workinghours, different working time each day and different off-days.2. 3 Shift scheduleA shift schedule can be introduced upon approval of the subdivisionmanager where necessary due to operational requirements. The employeewho takes a shift schedule shall serve different shifts on a rotating basis andtake off-days according to the given shift plan.2. 4 Flexible schedule:A Flexible schedule can be introduced upon approval of the subdivisionmanager where necessary due to the special characteristics of theassignment which requires variable working time. The worked hours of anemployee with the flexible schedule every day can be more than or lessthan 8 hours, and shall be accumulated monthly.2.5 On-duty scheduleAn on-duty schedule can be introduced upon approval of the subdivisionmanager, if an employee is required to be present for a certain period oftime to execute on-duty and guarding functions in work. By nature of thetask, no break can be taken during on-duty work. Every two hours on-dutyshall be calculated as one regular working hour.Article 3Upon approval of a duty schedule by a subdivision, the individual shall be notified about his/her specific working time and also priorinformation shall be sent to the division or subdivision whose cooperationis needed.Article 4During each working day, there is a break of at least 45 minutes which shall be granted after 3 to 5 hours working from the beginning of thedaily working time. There is no pay for break. Working hours from 22:00 to6:00 of the next morning are considered as night hours.Article 5The daily working time shall not be less than 6 hours and more than12 hours.。
人力资源管理专业英语—工作说明书
人力资源管理专业英语—工作说明书第一篇：人力资源管理专业英语—工作说明书Job DescriptionJOB TITLE: supermarket sales personGeneral description of job: do all the work related to the goods the supermarket sales,including goods and service check the amout of all kinds of subjects ,clean up the storeroom, lay the new arrivals on the shelf tidily.lead and help the customers,help promote the goods.1.checking,cleaning and laying.Every day,when the new arrival comes,the staff should do the counting and lay them on the sales shelf.They should do the cleaning with the sales place as well as the storeroom,They should check the amount of all kinds of subjucts at the end of the day and take notes.2.serviceExcept the tasks with the product,service is also important.The sales person should help the customers find their target,giving them some advise or guide.The sales person also have the responsibility to promote the goods especially the new ones and those less favourite.A Job specificationSince supermarket sales person is not a professional job,and it is easy to learn,some professional skills is not needed by doing this job.The demands are following:Knowledge：simle math,communicationAbility:be familiar with account cleaning and communicationgExperience:more than 1 year working experience about sales Grade levels:senior high school degree or aboveAge：between 20 and 40Sex:lady first第二篇：人力资源管理专业英语人力资源管理师专业英语词汇词汇中译词意 Acceptability可接受性 2 Achievement tests成就测试3 Action plan行动计划 Action steps行动步骤 Adventure learning 探险学习法 6 Adverse impact负面影响 7 Agency shop工会代理制Alternative dispute resolution(ADR)建设性争议解决方法 9 Analytic approach分析法10 Appraisal politics评价政治学11 Apprenticeship学徒制12 Arbitrary仲裁Assessment评价Assessment center评价中心Attitude awareness and change program态度认知与改变计划16 Attitudinal structuring态度构建17 Audiovisual instruction视听教学18 Audit approach审计法Balanced scorecard综合评价卡 20 Basic skills基本技能 Behavior-based program行为改变计划22 Behavior modeling行为模拟23 Benchmarks基准 24 Benchmarking评判 25 Benefits收益 26 Bonus 奖金 Boycott联合抵制 28 Career职业 Career counseling职业咨询Career curves(maturity curves)职业曲线（成熟曲线）31 Career management system职业管理系统 32 Career support职业支持 33 Centralization集权化 34 Coach教练Cognitive ability认知能力Cognitive outcomes认知性结果Collective bargaining process劳资谈判过程 38 Community of practice演练小组 39 Compa-ratio比较比率Compensable factors报酬要素 41 Competency assessment能力评估42 Competitive advantage竞争优势43 Concentration strategy集中战略Concurrent validation同时效度Consumer price index, CPI消费者价格指数46 Content validation内容效度47 Continuous learning持续学习48 Contributory plan投入计划 49 Coordination training合作培训Core competencies核心竞争力 51 Criterion-related validity效标关联效度 52 Critical incident关键事件Critical incident method关键事件法54 Cross-cultural preparation跨文化准备55 Cross-training交叉培训56 Cultural environment文化环境57 Cultural shock文化冲击58 Customer appraisal顾客评估 59 Data flow diagram数据流程图 60 Database 数据库Decentralization分散化Decision support systems决策支持系统63 Defined-benefit plan养老金福利计划Defined-contribution plan资方养老金投入计划 65 Delayering 扁平化 66 Depression沮丧Development planning system开发规划系统68 Differential piece rate差额计件工资 69 Direct costs直接成本 70 Discipline纪律Disparate impact差别性影响 72 Disparate treatment差别性对待 73 Diversity training多元化培训 74 Downsizing精简Downward move降级Efficiency wage theory效率工资理论Electronic performance support system(EPSS)电子绩效支持系统 78 Employee empowerment员工授权 79 Employee leasing员工租借Employee survey research雇员调查与研究Employee wellness programs(EWPs)雇员健康修炼计划82 Entrepreneur企业家Equal employment opportunity(EEO)公平就业机会84 Essay method书面方式 85 Ethics道德Expatriate外派雇员87 Expert systems专家系统88 External analysis外部分析External growth strategy外边成长战略90 External labor market外部劳动力市场91 Factor comparison system因素比较法92 Feedback反馈Flexible benefits plans(cafeteria plans)灵活的福利计划（自助福利方案）94 Flextime灵活的时间Forecasting（劳动力供求）预测Formal education programs正规教育计划97 Frame of reference参照系Functional job analysis, FJA职能工作分析99 Gain sharing plans收益分享计划 100 Globalization全球化 101 Goals目标Goals and timetables目标和时间表Graphic rating-scale method图式评估法 104 Group-building methods团队建设法 105 Group mentoring program群体指导计划106 Hay profile method海氏剖析法High-leverage training高层次培训High-performance work systems高绩效工作系统Hourly work计时工资制 110 Human capital人力资本Human resource information system(HRIS)人力资源信息系统112 Human resource management人力资源管理113 Human resources planning, HRP人力资源计划 114 Indirect costs间接成本Individualism/collectivism个人主义/集体主义 116 Input投入Instructional design process指导性设计过程118 Internal analysis内部分析Internal growth strategy内部成长战略 120 Internal labor force 内部劳动力Internet互联网Internship programs实习计划Interview面试Intraorganizational bargaining组织内谈判 125 Job analysis工作分析Job classification system工作分类法 127 Job description工作描述 128 Job design工作设计Job enlargement工作扩大化 130 Job enrichment工作丰富化131 Job evaluation工作评价Job experiences工作经验 133 Job involvement工作认同Job posting and bidding工作张贴和申请135 Job progressions工作提升Job ranking system工作重要性排序法 137 Job rotation工作轮换 138 Job satisfaction工作满意度 139 Job specification工作规范140 Job structure工作结构 141 Key jobs关键工作Labor market劳动力市场Labor relations process劳动关系进程Leaderless group discussion无领导小组讨论法145 Learning organization学习型组织Long-term-short-term orientation长期-短期导向147 Maintenance of membership会员资格维持 148 Management by objectives, MBO目标管理 149 Management forecasts管理预测Management prerogatives管理特权151 Manager and / or supervisor appraisal经理和/或上司评估152 Managing diversity管理多元化 153 Markov analysis马克夫分析法 154 Mediation调解 155 Mentor导师156 Merit guideline绩效指南 157 Minimum wage最低工资158 Motivation to learn学习的动机159 Needs assessment（培训）需要评价 160 Negligence疏忽161 Nepotism裙带关系162 Ombudsman调查专员163 On-the-job training, OJT在职培训164 Opportunity to perform实践的机会165 Organizational analysis组织分析166 Organizational capability组织能力 167 Orientation导向培训168 Outplacement counseling重新谋职咨询 169 Output产出170 Outsourcing外包171 Panel interview小组面试172 Pay-for-performance standard按绩效的报酬标准 173 Pay grade工资等级 174 Pay level工资水平175 Pay-policy line工资政策线 176 Pay structure工资结构 177 Peer appraisal同事评估178 Performance appraisal绩效评价179 Performance feedback绩效反馈180 Performance management绩效管理181 Performance planning and evaluation(PPE)绩效规划与评价系统 182 Perquisites津贴183 Person analysis个人分析184 Person characteristics个人特征 185 Personnel selection 人员甄选 186 Point system积分法187 Position analysis questionnaire, PAQ职位分析问卷调查188 Power distance权力差距189 Predictive validation预测效度190 Profit sharing利润分享 191 Promotion晋升192 Protean career多变的职业193 Psychological contract心理契约194 Psychological support心理支持 195 Range spread工资范围跨度 196 Readability 易读性197 Readiness for training培训准备 198 Reasoning ability推理能力 199 Recruitment招募200 Reengineering流程再造201 Relational database关联数据库 202 Reliability信度203 Repatriation归国准备204 Replacement charts替换表205 Request for proposal(REP)（培训）招标书 206 Return on investment(ROI)投资回报 207 Role ambiguity角色模糊208 Role analysis technique角色分析技术 209 Role play角色扮演210 School-to-work从学校到工作 211 Selection甄选212 Self-appraisal自我评估 213 Self-efficacy自信心214 Situational interview情景面试 215 Skill-based pay技能工资 216 Skill inventories技能量表 217 Specificity明确性 218 Spot bonus即时奖金219 Staffing tables人员配置表220 Strategic choice战略选择221 Strategic congruence战略一致性222 Strategic human resource management(SHRM)战略性人力资源管理223 Strategy formulation战略形成224 Strategy implementation战略执行 225 Task analysis任务分析226 Team leader training团队领导培训227 360-degree feedback process 360度反馈过程 228 T otal quality management(TQM)全面质量管理 229 Training培训230 Training administration培训管理 231 Training outcomes 培训结果 232 Transaction processing事务处理 233 Trend analysis 趋势分析 234 Utility效用235 Utility analysis效用分析236 Validity效度 237 Verbal comprehension语言理解能力 238 Vesting既得利益239 Virtual reality现实虚拟 240 Voicing发言241 Wage and salary survey薪资调查242 Wage-rate compression工资压缩 243 Web-based training网上培训244 Work permit/ work certificate就业许可证245 World Wide Web万维网 246 Yield ratio成功率人力资源管理:(Human Resource Management ,HRM)人力资源经理:(human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment t 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:(organizationdevelopment,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:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)反馈:(-degree feedback)叙述法:(essay method)集中趋势:(central tendency)报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compensation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargainingunion)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplinary action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)第三篇：人力资源管理专业英语退休金计划 pension plan 科学管理 scientific management 任务设计 task design 集体谈判 collective bargaining 职工 staff 业务部门 operational departments 作业设计 job design医疗保健福利health-care benefits 机构重组organizational restructuring 员工参与管理法 participative management 工作丰富化 job enrichment 免职，撤换 displacement人力资源管理 Human Resource Management 惩戒 discipline 企业内部互联网intranet 外包outsourcing 新职介绍outplacement劳动法的遵守 labor law compliance 档案记录 record keeping 失业补偿金unemploymentcompensation 福利管理benefits administration 工作描述 job description高级管理人员报酬 executive compensation 激励工资 incentive pay工作评价 job evaluation休假管理vacation-leave administration 退休计划retirement plan 利润分享 profit sharing 股权计划 stock plan雇员援助计划employee assistance program 雇员的重新安置relocation service 自我服务self-service 员工态度调查attitude surveys 劳工关系 laborrelations 修炼 wellness精神契约psychologicalcontract 工作配置jobposting 工资payrolladministration基层部门经理linemanager 成本-收益效用cost-benefit utility 职业病 occupational disease 压力综合症 stress-related illnesses 晋升制度 advancement system 合理解雇 termination for cause 减员reductioninforce 甄选程序 selection process 受贿 take bribes索要回扣 demand kickbacks 档案审核 reference checks 账本底线 bottom line人力资源规划human resource planning 福利管理benefits administration 人员档案记录personnel record keeping 零库存管理just-in-time inventory control 全面质量管理Total Quality Management 质量圈 quality circles 授权 empowerment 规模经济economies of scale 裁减 downsizing 技能储备 skill inventory 继任计划，接班人计划succession planning 绩效评估performance appraisal 工作家族job family 工作规范job specification 问卷调查法 questionnaire method 访谈法 interview method现场工作日记、日志法 participant diary/logs method工作公告和工作投标 job posting and bidding 个人证明材料检查reference checks 实际岗位演习Realistic Job Preview 事业高原career plateau 裁员 downsizing行为构建级别 behaviorally based scales 行为观察级别 Behavior Observation Scales 强迫分配法 forced distribution联合规划委员会 joint planning session目标管理法 Management-By-Objective360度反馈系统 360-degree feedback system职业规划 career planning翻译：交叉培训cross-training 工作轮换，职位轮流job rotation 角色扮演，角色模仿role playing 任务确定法task identification1、What traditionally were called“ personnel departments” now are usually termed “humanresource departments.”But more than the name has changed.The focus of such departments has shifted ,and their responsibilities have expanded.传统中的被称作“人事部门”的部门现在通常被称为“人力资源部”。
英语 手册
Visteon-TYC English PamphletContent 目录第一词汇部分一．Ｎumberｓ数字/Time时间/ Currency货币二．Colors颜色三．Weather天气四．Fruit水果五．Vegetable蔬菜六．Body人体七．Transportation交通八．Disease 疾病九．Shopping购物十．Work工作十一．Clothes 衣服,服装十二．Animals 动物十三．City城市十四．Flowers and trees 花草树木十五．Comprehensive 综合类第二句型部分第三英语日常用语Visteon-TYC English Pamphlet第一词汇部分一.Ｎumberｓ数字/Time时间/ Currency货币One 1 two 2 three 3 four 4 five 5 six 6 seven 7 eight 8 nine 9 ten 10Eleven 11 twelve 12 thirteen 13 fourteen 14 fifteen 15 sixteen 16Seventeen 17 eighteen 18 nineteen 19 twenty 20Twenty-one 21 twenty-two 22 twenty-three 23 twenty-four 24 twenty-five 25 Twenty-six 26 twenty-seven 27 twenty-eight 28 twenty-nine 29 thirty 30Forty 40 fifty 50 sixty 60 seventy 70 eighty 80 ninety 90Hundred 100 thousand 1,000 million 1,000,000Billion 1,000,000,000(美国：十亿)/1，000，000，000，000（英国：万亿）Trillion 1012（美国：兆）1018（英国：百万兆）小数和分数：0.17zero point one seven / point seventeen / zero point seventeen 1/2one half1/3one /a third3/4three fourths7 2/5seven and two fifths大于100的数字：101one hundred (and ) one200two hundred998nine hundred ( and ) ninety eight大于1000的数字：1001a/one thousand (and) one2232two thousand two hundred (and) thirty two900,732,266,043nine hundred billion seven hundred thirty two million two hundred sixty six thousand and forty three时间的表达方法(1) 惯用法上午八点eight AM (a.m.)［ei em］下午九点nine PM (p.m.)［pi:em］六点六分six six六点三十二six thirty two八点正eight o clock(2)借用介词法。
Unit 1 The Working Life
Task 1
Test Your Business Knowledge
5) The group of people who are responsible for controlling and organizing a company or organization are known as the ____. B A. officials C. leaders B. board D. council
To improve students’ abilities to read for key ideas in articles of business topics.
To help students learn some translation and writing strategies. To help students better express their ideas concerning various aspects of working life publicly.
10) ―I’ve been trying to print the document for ages but there C seems to be a printer _______.‖
A. stuck C. jelly B. marmalade D. jam
Task 1
Test Your Business Knowledge
Background information -1
Work is an integral part of our everyday life, as it is our livelihood or career or business. The factors that influence and decide the quality of work life are: attitude, environment, opportunities, nature of job, people, stress level, career prospects, challenges, growth and development, risk involved and reward. Young people who lack both work experience and work skills will find it urgent to increase their work adaptability and competitiveness once they start finding a job. Many choose to work for a period— internship—with little pay or no pay at all. When the economy is sluggish, it makes more sense for the young to concentrate on building their skills so they are ready when opportunities finally come along. More care about learning than earning may prove to be rewarding in the long run but opportunity for personal advancement should also be carefully examined.
人力资源工作流程手册双语版.doc
人力资源工作流程手册双语版Human Resource Management ManualChapter One General/总则1.1 To achieve the following objectives in HR Management:公司在人力资源管理方面致力于达成以下目标：·To build an advanced human resource management system, reflects the development of human resources is the core of the company's management philosophy, in the use of training and staff development, staff development with the enterprise.构筑先进合理的人力资源管理体系，体现人力资源是公司发展核心的管理理念，在使用中培养和开发员工，使员工与企业共同成长。
·Keep all departments in the uniformity on HR systems and procedures. Maintain the professional standards and ethical standards in HR systems.保持公司内部各部门在人事制度和程序的统一性和一致性。
保持人力资源系统的专业水平和道德标准。
·Ensure all the HR regulations are according with the China laws and rules of local government.保证各项人事规章制度符合国家和地方的有关规定。
·The manual will be edit and improvement continuously in the future.本手册将根据实践的发展不断充实和修订。
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你的英语有多实用呢？在碰上外国人的时候，能真正地和老外无障碍地沟通吗？在学校学英语学了好几个年头，由学abc到用英语写文章，经历了不少挑灯夜读为考试的时光。
分数可能是拿到了，可是让我问一下，这些年头来，你学到的有多少真的能应用在生活中呢？好吧，就让我在这里先考考你？1. 你会用英语买单吗？2. 朋友提议〝Go and catch a flick〞，是提议什么呢？3. 伦敦话〝Bob’s your uncle〞是什么意思呢？4. 澳洲人说〝Struth!’，他的意思到底是什么呢？5. 写电邮时，用〝Dear Sir’还是‘Dear Ms/Mr…〞呢?6. 你能分得清〝Assure’和‘Ensure〞意思的分别吗？答案呢？我先不告诉你。
其实，有多少人可以真正面对外国人也能对答如流？又有多少是对着人家愣在那里，张口结舌说不出话呢？相信前者是少之又少，而后者却成千上万。
植根中国已经十多年的英语培训专家英孚教育，深深明白中国学生学英语的需要，精心地为中国学生编辑一系列在生活中活学活用的真英语指南，内容覆盖：消闲、旅游、商务、社交等，让你深入浅出的学习地道的英语日常用语。
还在惦记上面问题的答案吗？问题的答案尽在这一系列的真英语指南中，而且，我们可以肯定你在这一系列指南中学到的更多。
P.5 求职信中的英语English for Cover LettersP.7 英语面试？就这么说...Job Interview in English? Say This...P.9 流利英语助你加薪Get a Higher Salary with EnglishP.11 电话必备英文短语English Telephone Phrases You Have to KnowP.13 英语商务邮件: 五点实用技巧Business Emails in English: 5 Practical PointersP.15 讨老板欢心的英语English a Boss Likes to HearEnglish for Cover Letters要获得梦想中的工作并不只要求有一份书写精美的简历就行了－你还需要一份引人注目的求职信正式介绍自己并展示你的价值。
根据这里的向导准备一份动人的求职信。
Landing that dream job doesn’t only requi re a well-written resume - you’ll also need a sparkling cover letter to formally introduce yourself and present your value. Follow this guide to preparea winning cover letter.Stay on target当你开始写你的求职信的时候，直入主题。
解释你为什么写这封求职信并将你感兴趣的职位头衔写在里面。
你可能还想要说一下你是在哪儿听到这份工作的：〝I am writing to express my interest in theSales Manager position advertised on your website. I have enclosed a copy of my resume for yourreview.〞。
When you begin your cover letter, get to the point immediately. Explain why you’re writing and includ e the titleof the position you’re interested in. You may even want to say where you heard of the opening: “I am writing to express my interest in the Sales Manager position advertised on your website. I have enclosed a copy of my resume for your review.”Match your skills一封求职信是你向雇主证明你是最好人选的好机会，因此确定该职位的技能要求是重要的第一步。
然后，将你以前和这些技能相关的工作经历的具体介绍，并且最后以类似这样的话总结：〝I am confidentthat these combined experiences make me an ideal candidate for this position.〞。
A cover letter is your chance to convince the employer that you’re the perfect candidate, so identifying the position’s skill requirements is an important first step. Then, include clear examples from your previous experience which reveal that you possess these skills, and finally sum up with something like this: “I am confident that these combined experiences make me an ideal candidate for this position.”Demonstrate your English ability如果要求你写一封求职信，那可是显示你流畅的写作技巧和专业特性的绝好的机会。
记住，无论如何，冗长的句子并不一定代表流畅。
你的句子要短而精；不要试图用你太过于复杂的句子来让人影响深刻，否则的话会让读者有疲劳和困惑的感觉的。
If an English cover letter is required, it’s a fantastic opportunity to demonstrate your smooth writing skills and professionalism. Keep in mind, however, that long sentences don’t necessarily indicate fluency. Keep your sentences short and clear; do not try to over-impress by writing complex sentences, which can often leave the reader tired and confused.Sell yourself当你写求职信的时候，你应该总是记得你的任务是－推销自己！陈述你能为雇主所做的，而不是相反，将能让你脱颖而出。
使用行为动词例如：〝facilitated〞、〝developed〞和〝managed〞的，来描述你工作的职责，并自信的表示例如：〝I strongly believe I possess the right combination of skills andexperience you are looking for〞，令人知道你充满信心。
When you’re writing a cover letter, you should always remember your mission – to sell yourself! Demonstrating what you can do for the employer, not the other way around, will make you stand out from the crowd. Use action verbs such as facilitated, developed and managed to describe your job responsibilities, and make claims such as “I strongly believe I possess the right combination of skills and experience you are looking for” with confiden ce .Proofread!坐下来，马上写然后马上发出你的求职信将保证发生一件事－错误！一旦你写了求职信，确定你稍后会校正一下或是请你的朋友看一下。
仔细看拼写和语法错误并确定写的不会太长。
最好，〝put yourself inthe employer’s shoes〞，或假设你是雇主，并决定是否你想要雇佣一名写了这求职信的应聘者。
如果不想，回过去并重新改写直到你写出一封令人入胜的求职信！Sitting down, writing and then immediately sending your cover letter will guarantee one thing –mistakes! Once you have written your cover letter, make sure you proofread it at a later time and ask a friend to read it as well. Look closely for spelling and grammatical errors and make sure it’s not too long. Finall y, put yourself in the employer’s shoes, or pretend that you are the employer, and decide if you would hire the candidate who wrote the letter. If not,go back and make revisions until you have a sparkling cover letter!Job Interview in English? Say This...如果你找到了最理想的工作，但是有一件事还横在当中：面试。
“万一我说错了什么怎么办？”你在想。
别担心了！好消息是许多的雇主都在他们的面试中问同样的基本的问题。
因此只要准备一下，你就可以避免胡言乱语而失去你梦想工作的可能性了。