管理咨询经典(英文)

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管理顾问公司咨询讲义英文

管理顾问公司咨询讲义英文

Schedule
• Topic One: Organization Structures • Topic Two: Master Data - Material Master
SAP R/3 Master Data
Master Data contains the records that remain in the database over an extended period of time.
n Client n plant n storage location
• Organizing materials hierarchically allows easy management of information and prevents redundant storage of material data.
l Information is stored in a database that is used as a central repository for material data.
l Material data is used throughout the R/3 System. Applications related to Procurement include:
l A plant can be one of the following types of locations:
n Manufacturing facility n Warehouse distribution center n Regional sales office n Corporate headquarters
Organizational Elements Definition

《管理学》专业词汇中英文对照ABC

《管理学》专业词汇中英文对照ABC

第二部分专业词汇中英文对照AAbsenteeism 缺勤,旷工Acceptance of authority权威的认可Accommodation 顺应(对待冲突的策略)Achievement-oriented leader 成就导向型领导者Acid test ratios 速动比率Acquisition 并购,收购Active listening 积极倾听Activities 活动Adjective rating scales描述性评分表Affective component of an attitude 态度的情感成分Affirmative action programs 确认行动计划,积极行动方案Age Discrimination in Employment Act 反就业年龄歧视法案Agreeableness 随和Agriculture wave 农业化阶段,农业时代Americans with Disabilities Act 美国人对待残疾法案Analytic decision-making style 分析型决策制定风格Answering questions 回答问题Anthropology 人类学Assaults 袭击,攻击Assertiveness 专断,肯定,强制取向(划分解决冲突风格的维度)Assumed similarity 假定相似性Attentional processes 注意过程Attitudes 态度Attribution theory 归因理论Authority 职权,权威Autocratic style of leadership 专制式领导,独裁式领导Autonomy 自主,自主权Availability heuristic 只利用现有信息决策的取巧途径,以易代难倾向Avoidance 回避,规避BBaby boomers 婴儿潮Bargaining strategies 争价策略,谈判策略Barriers to communication沟通障碍Basic corrective action彻底纠错行动Behavioral component of an attitude 态度的行为成分Behavioral science theorists 行为科学理论家Behavioral style of decision making 行为型决策制定风格Behavioral theories of leadership 行为领导理论Behaviorally anchored rating scales (BARS) 行为定位评分法Behavior-related symptoms行为表征Benchmarking 标杆瞄准,基准化Big five model 五因素模型,大五模型Board representatives 员工代表Body language 身体语言“Boiled frog phenomenon”“煮青蛙现象”Borderless organizations无边界组织(内部)Boundaryless organization无界组织Bounded rationality 有限理性Brainstorming 头脑风暴法Break-even analysis 盈亏平衡分析Broad-banding 基于员工能力付酬的一种方式Bureaucracy 官僚行政组织Bureaucratic control 行政控制Business evaluation method 企业评估方法C“Calm waters” metaphor“风平浪静”观Career 职业生涯Centralization 集权,集中Certainty 确定性Chain of command 指挥链Change agent 变革推动者Change 变革,改革,变化Changing economy 变化的经济Channel 渠道,媒介Charismatic leadership theory 魅力型领导理论Civil Rights Act 民权法案Clan control 文化控制Classical approach 经典观念,经典学派Closed system 封闭系统Coach 教练Code of ethics 道德规范Coercive power 强制权力,强制权Cognitive component of an attitude 态度的认知成分Cognitive dissonance 认知失调Collaboration 合作(对待冲突的策略)Combination strategy 组合战略Communication differences沟通差异Communication process 沟通过程Communications 沟通Compensation 薪酬Compensation administration薪酬管理Competence 技能,专长,能力,胜任特征Competency-based compensation 基于能力的报酬Competitive advantage 竞争优势Competitive intelligence竞争情报Competitive strategy 竞争战略Conceptual skills 概念技能,抽象能力Conceptual style of decision making 概念型决策制定风格Concurrent control 并行控制,同期控制Conflict management 冲突管理Conflict managers 冲突管理者Conflict 冲突Conscientiousness 正直,尽责Consideration 关心,关怀Consistency 一贯性Consultants 顾问,咨询者Contingency approach 权变观念,权变学派Contingency theories of leadership 权变领导理论Contingency variable 权变变量Contingent workforce 应急工,临时工Continuous improvement 持续改进,不断改进Contract workers 合同工Control 控制Controlling 控制职能Cooperativeness 合作取向(划分解决冲突风格的维度)Core competency 核心能力,核心专长Core employees 核心员工Cost-leadership strategy成本领先战略Creative-thinking skills创造思维能力Creativity 创造力Critical incidents 关键事件法Critical path scheduling analysis 关键路径计划分析法Critical path 关键路径Crossword comprehension填字游戏,纵横字谜理解Current ratio 流动比率Customer departmentalization 按顾客划分部门Customer service 顾客服务Customer-responsive culture 顾客响应文化DData Protection Act 数据保护法案Debt to assets ratio 资产负债率Decentralization 分权,分散Decision criteria 决策准则Decision implementation 决策实施Decision making 决策制定Decision-making process决策制定过程Decision-making styles 决策风格Decision trees 决策树Decisional entrepreneur决策方面的创业家角色Decoding 解码Delegation 授权Democratic style of leadership 民主式领导Democratic-consultative leader 民主咨询式领导者Democratic-participativeleader 民主参与式领导者Departmentalization 划分部门,部门化Design 设计Deterrence-based trust 基于威慑的信任Devil’s advocate吹毛求疵者Differentiation strategy差异化战略Direct supervision 直接监督Directional plans 指导性计划Directive leader 指示型领导者Directive style of decision-making 指示型决策制定风格Discipline 纪律Disseminator 传播者Distinctiveness 独特性Distributive bargaining分配型讨价还价,零和分配争价Disturbance handler 故障排除者Division of labor 劳动分工Downsizing 缩小规模Dysfunctional conflict 功能失调的冲突,不利的冲突Ee-business 电子企业,虚拟企业e-commerce 电子商务Economic order quantity (EOQ) 经济定货批量Economics 经济学Effectiveness 效果Efficiency 效率Elderly 年长者,老年人Electronic meeting 电子会议E-mail 电子邮件E-manufacturing 电子制造Emotional intelligence (EI) 情商Emotional stability 情绪稳定Emotions 情绪Employee assessment 员工评价Employee assistance programs (EAPs) 员工帮助计划Employee benefits 员工福利Employee counseling 员工咨询Employee oriented 员工导向的Employee theft 员工偷窃Employee training 员工培训Employment planning 招聘计划,雇佣计划Empowerment skills 赋权技巧Empowerment 赋权Encoding 编码English-only rules 仅使用英语进行交流Entrepreneurs 企业家,创业家Entrepreneurship 创业Environmental scanning 环境扫描e-organization 虚拟组织Equal Pay Act 平等工资法案Equity theory 公平理论Escalation of commitment过度承诺Esteem needs 尊重需要Ethics 道德Events 事件Expectancy theory 期望理论Expert power 专家权力,专长权Expert systems 专家系统Expertise 专业知识,专门技术Extinction 消除Extranets 企业外网,广域网Extroversion 外向FFair labor standards Act公平劳动标准法案Family and Medical Leave Act家庭和医疗假期法案Federal Electronic Communications Privacy Act 联邦电子通讯隐私法案Feedback 反馈Feedback control 反馈控制Feedforward control 前馈控制Fiedler contingency leadership model 菲德勒权变领导模型Figurehead 挂名首脑Filtering (信息)过滤First-line managers 基层管理者,一线管理者Fixed-point reordering system 定点定货系统Flexibility 灵活性Flextime 弹性工作时间Focus strategy 集中化战略Forcing 强制(对待冲突的策略)Formal planning 正式计划Free-market democracies自由市场经济Functional conflict 有利的冲突Fundamental attribution error 基本归因错误Future orientation 未来导向GGantt Chart 甘特图Gender differences 性别差异General administrativetheorists 一般行政管理理论家Geographic departmentalization 按地区划分部门Global Leadership and Organizational Behavioral Effectiveness (GLOBE) 全球领导与组织行为效果Global village 地球村Globalization 全球化Goal-setting theory 目标设定理论Gossip 流言Grand strategies 总体战略Grapevine 小道消息Great Depression 大萧条Group 群体,小组Group behavior 群体行为Group cohesiveness 群体内聚力,群体凝聚力Group decision making 群体决策Group-order ranking 分组排序法Groupthink 趋同思维Growth strategy 增长战略HHalo effect 晕轮效应Harvesting 收回(投资)Heuristics 取巧途径,倾向Hierarchy of needs theory 需要(求)层次理论Homicide 行凶,杀人Honest 诚实Hostile environment 敌对的环境Human relations view of conflict 冲突的人际观Human resource inventory report 人力资源储备报告Human resource management(HRM)人力资源管理Humane orientation 人本导向Hygiene factors 保健因素IIdentification-based trust 基于认同的信任Ill-structured problems非结构化问题Immediate corrective action 立即纠错行动Immigration Reform and Control Act 移民改革和控制法案Individual ranking 个人排序法Individualism vs. collectivism 个人主义与集体主义Industrial engineering 工业工程Industrial Revolution 产业革命,工业革命Industrialization wave 工业化阶段,工业时代Informal planning 非正式计划Information handling 信息处理Information overload 信息超载Information technologists信息技术专家Information technology (IT) 信息技术Information wave 信息化阶段,信息时代Informational monitor 信息方面的监控者角色In-group collectivism 圈内集体主义,圈内合作Initiating structure 定规结构Innovation 创新Integrative bargaining整合型讨价还价,共赢争价Integrity 正直Intellectual property 智力资源Interactionist view of conflict 冲突的互动观Intergroup development 团际发展,组际发展Internet 因特网Interpersonal demands 人际需求Interpersonal skills 人际技能Interview 面试,访谈Intranets 企业内网,局域网Intrapreneurs 内企业家,内部创业者Intrinsic task motivation内在工作动机Inventory turnover ratios库存周转率ISO 9000 series ISO 9000 系列JJargon 技术用语,行话Job analysis 职务分析,工作分析Job characteristics model (JCM)职务特征模型,工作特征模型Job description 职务描述,工作描述Job enrichment 职务丰富化,工作丰富化Job involvement 工作投入Job satisfaction 工作满意度Job sharing 职务分担,工作分担(分享)Job specification 职务说明,工作说明Just-in-time (JIT) inventory systems 准时制库存系统KKaizen 改善Kanban 看板Karoshi 劳累过度而猝死Knowledge-based trust 基于了解的信任Knowledge management 知识管理Knowledge workers 知识工人LLabor relations 劳工关系Labor supply 劳动力供应Laissez-faire style of leadership 放任式领导Language 语言Layoffs 裁员Layoff-survivor sickness裁员幸存者心态(综合症)Leader-participation model 领导者参与模型Leaders 领导者Leadership 领导Leading 领导职能Learning 学习Learning organization s学习型组织Least-preferred co-worker (LPC) questionnaire 最难共事者问卷Legitimate power 法定权力,法定权Leverage ratios 财务杠杆比率Leverage test 杠杆能力测试Liaison 联络者Line authority 直线职权Linear programming 线性规划Liquidity 流动Liquidity test 流动性测试Load chart 负荷图Locus of control 控制中心,控制点Long-term plans 长期计划Long-term vs. short-term orientation 长期(短期)倾向Loyalty 忠心,忠诚MMachiavellianism (“Mach”)马基雅维里主义Management 管理Management by objectives (MBO) 目标管理Management by walking around (MBWA) 走动管理Management charter initiative (MCI) 管理宪章运动(英国研究管理能力的组织)Management competencies 管理能力Management processes 管理过程,管理职能Management science 管理科学Management workshop 管理研讨与实践Managerial grid 管理方格Managerial roles 管理者角色Managers 管理者,经理Mandatory Retirement Act 强制退休法案Manufacturing organization 生产企业,制造企业Market control 市场控制Mass production 大量生产Matrix structure 矩阵制组织结构Measurement 度量,衡量Mechanistic organization机械式组织Merger 兼并Message 消息,信息Middle managers 中层管理者Minimum-wage employees 最低工资员工Mission statement 使命陈述Motivation 动机,激励Motivation-hygiene theory激励保健理论,双因素理论Motivators 激励因素Motor reproduction process 机械再现过程,动力复制过程Multinational corporations (MNCs) 多国公司Myers-Briggs Type Indicator (MBTI) 迈耶—布里格斯类型指标NNational culture 民族文化National Labor Relations Act 全国劳工关系法案Need 需要Need for achievement 成就需要Need for affiliation 归属需要Need for power 权力需要Negative reinforcement 负强化Negotiation 谈判Negotiator 谈判者Networked communication capabilities 网络沟通能力Networked computer systems计算机网络系统Neural network 神经网络Neutralizers 中和New Deal 新政Nominal group technique名义群体(决策)技术Nonprogrammed decisions非程序化决策Nonverbal cues 非语言暗示Norms 规范Not-for-profit organizations 非赢利性组织OOn-the-job training 在职培训Open systems 开放系统Opening comments 开场白Openness 开放Operant conditioning 操作性条件反射,操作制约Operating ratios 经营比率Operations management 作业管理Operations research (OR)运筹学Operations Research Society of America 美国运筹学会Operations test 运营能力测试Operatives 操作者,作业人员Opportunities (Strategic)机会(战略的)Oral reports 口头报告Organic organization 有机式组织Organization culture 组织文化Organization design 组织设计Organization development (OD) 组织发展Organization structure 组织结构Organizational behavior (OB) 组织行为Organizational change 组织变革Organizational citizenship 组织公民Organizational commitment组织承诺Organizational leadership组织领导Organizational processes组织过程Organizational strategy组织战略Organizations 组织Organizing 组织职能Orientation 导向,定向Outsourcing 业务外包PPaired comparison approach 两两比较法,配对比较法Parochialism 狭隘观念Part-time employees 兼职员工Path-goal theory 目标路径理论Pay-for-performance programs按业绩付酬,业绩工资制Payoff matrices 工资矩阵Perception 知觉Performance appraisal methods 绩效评估方法Performance-based compensation 基于业绩的薪酬Performance management 绩效管理Performance management system 绩效管理系统Performance orientation绩效导向Performance-simulation tests 绩效模拟测试Personal differences 个体差异Personal growth and development 个人成长与发展Personal observation 亲自观察Personality 个性PERT network analysis 计划评审技术网络分析方法Philosophy 哲学Physiological needs 生理需要Planning 计划职能Policy 政策Political science 政治科学Political skills 政治技能Polygraph Protection Act测谎器(使用)保护法案Positive reinforcement 正强化Power 权力Power distance 权力差距Pregnancy Discrimination Act(反)孕期歧视法案Presentations 演讲Principles of management管理原则Privacy Act 隐私权法案Proactive personality 主动个性Problem 问题Procedure 程序Process 过程,流程Process approach 过程观念,过程学派Process consultation 过程咨询Process departmentalization 按流程划分部门Process production 流程生产Product departmentalization 按产品划分部门Production oriented 面向生产的,生产导向Productivity 生产率Profit margin on revenues ratio 边际销售利润率Profit organizations 盈利性组织Profitability 盈利性,收益性Profitability ratios 收益性比率Programmed decisions 程序化决策Project 项目Project management 项目管理Protégé新手,学生Psychological symptoms 心理表征Psychology 心理学Punishment 惩罚Pygmalion effect 皮格马利翁效应QQuality 质量Quality control 质量控制Quality management 质量管理Quantitative approach to management 管理定量方法Quantity of life vs. quality of life 生活的数量(质量),追求物质(质量)的生活观念Queuing theory 排队论RRailroad Unemployment Insurance Act 铁路工人失业保险法案Range of variation (允许)差异范围,偏差范围Ratio analysis 比率分析Rational 理性的,合理的Rational decision making理性决策Realistic job preview (RJP) 真实的工作预览,面试时向求职者提供真实的信息Recruitment 招聘Referent 参量,参照对象Referent power 感召权力,感召权Reinforcement processes强化过程Reliability 信度,可靠性Representative heuristic只依据自己熟悉的事物判断与决策的取巧途径,以偏盖全倾向Resistance to change 变革抵制力量,变革障碍Resource allocator 资源分配者Responsibility 职责,责任Resume preparation 简历准备Retention processes 保持过程Retrenchment strategy 收缩战略Return on investment ratio 投资收益率Reverse mentoring 反向指导Reward power 奖赏权力,奖赏权Rewards 奖励,奖赏Rightsizing 规模调整Ringisei 全票通过,一致同意Risk 风险Risk taking 风险承担Role 角色Role ambiguity 角色模糊Role conflicts 角色冲突Role demands 角色要求Role overload 角色超载,任务超负荷Rule 准则,规则Rumors 谣传,流言SSafety needs 安全需要Sarbanes-Oxley Act 萨班斯-奥克斯利法案Satisfice 满意决策Scheduling tools 计划工具Scientific management 科学管理Selection process 选择过程,甄选过程Selective perception 选择性知觉Selectivity 选择性Self-actualization needs自我实现需要Self-Assessment Library自我测试库Self-esteem (SE) 自尊Self-fulfilling prophecy自证预言Self-monitoring 自我监控Self-serving bias 自我服务偏见,自利偏见Senior Citizen’s Freedom to Work Act 年长公民自由工作法案Service organization 服务型组织Sexual harassment 性骚扰Short-term plans 短期计划Simple structure 简单式组织结构Single-use plans 一次性计划,单项计划Situational approach 情境(权变)观念,情境(权变)学派Situational leadership (SL) theory 情境领导理论Six sigma 六σ(一种管理理念)Skill variety 技能多样性Slack time 松弛时间,富余时间Small business 小企业Social learning theory 社会学习理论Social loafing 滥竽充数现象Social needs 社会需要Social obligation 社会义务Social responsibility 社会责任Social responsiveness 社会响应Social security 社会安全Sociology 社会学Span of control 管理幅度,控制跨度Specific plans 具体计划Spokesperson 发言人Stability strategy 稳定战略Staff authority 参谋职权Stakeholders 利害相关者,利益相关者Standard 标准Standing plans 常用性计划,标准计划Statistical reports 统计报告Status 地位Stem cell research 干细胞研究Stereotyping 墨守陈规,因循守旧Stock options 股票期权Strategic alliances 战略联盟Strategic human resource management process 战略人力资源管理过程Strategic management process 战略管理过程Strategic planning 战略规划Strategic plans 战略计划Strategic problem solving战略性的问题解决Strengths (Strategic) 优势(战略的)Stress 压力Stress interview 压力面试Stressor 压力因素,压力源Structural differentiation 结构差异Subcontractors 转包商Supervisors 监督者Supply chain management供应链管理Supportive leader 支持型领导者Survey feedback 调查反馈SWOT analysis SWOT分析Systems approach 系统观念,系统学派TTactical plans 战术计划Task identity 任务同一性Task significance 任务重要性Team leaders 团队领导者Team leadership 团队领导Team-based structure 基于团队的组织结构Team-building 团队建设Technical skills 技术技能Technology 技术Telecommuting 远程办公,电子通勤Teleconferencing 电子会议,电信会议Temporary employees 临时员工Theory X X 理论Theory Y Y 理论Therbligs 基本动作Threats 威胁360-degree appraisal 360?评估Three-needs theory 三种需要理论Time interest earned ratio 已获利息倍数Tomorrow’s workforce 未来的劳动力Top managers 高层管理者Total assets turnover ratio总资产周转率Traditional view of conflict 冲突的传统点Trait theories of leadership 特质领导理论Transactional leaders 事务型领导者Transformation process 变革过程,转换过程Transformational leaders变革型领导者Transnational corporations (TNCs) 跨国公司Troubleshooters 麻烦解决者Trust 信任Turnover 流动,周转Type A personality A型个性Type B personality B型个性UUncertainty 不确定性Uncertainty avoidance 不确定性规避Unit coordinators 单位(部门)协调者Unit production 小批量生产Unity of command 统一指挥Unsatisfactory performance 令人不满意的业绩. labor shortage 美国劳动力短缺VValidity 效度Valuation techniques 评价方法Value 价值Value chain 价值链Value chain management 价值链管理Verbal intonation 语调Videoconferencing 视频会议,电视会议Visionary leadership 富于远见的领导Vocational Rehabilitation Act职业恢复法案WWeaknesses 劣势Wellness programs 福利计划Well-structured problems结构化问题“White-water rapids” metaphor “急流险滩”观“Whiz Kids”“神童”Wireless communications无限通讯Women 妇女Work councils 员工委员会,工会Work process engineering工作流工程Work specialization 工作专业化,劳动分工Worker Adjustment and Retraining Notification Act 工人调整与再培训告知法案Workforce diversity 劳动力多样化,员工多样化Workplace violence 工作场所暴力Written essay 书面总结Written reports 书面报告Written tests 书面测试,笔试。

管理咨询学中的几种常用分析方法

管理咨询学中的几种常用分析方法

管理咨询学中的几种常用分析方法<管理咨询>管理咨询中采用多种研究方法,从简单的对比分析到抽象概括、推理总结;从数据分析到图标表现;从文字描述到模型分析。

其目的无非就是为了使论证更加严密,分析更加科学理性,结论和建议更加有指导意义。

本文介绍的主要研究方法有六种,分别为:1、对比分析法:将A公司和B公司进行对比、2、外部因素评价模型(EFE)分析、3、内部因素评价模型(IFE)分析、4、s wot 分析方法、5、三种竞争力分析方法、6、五种力量模型分析。

具体说来,对比分析法是最常用,简单的方法,将一个管理混乱、运营机制有问题的公司和一个管理有序、运营良好的公司进行对比,观察他们在组织结构上、资源配置上有什么不同,就可以看出明显的差别。

在将这些差别和既定的管理理论相对照,便能发掘出这些差异背后所蕴含的管理学实质。

企业管理中经常进行案例分析,将A和B公司进行对比,发现一些不同。

各种现象的对比是千差万别的,最重要的是透过现象分析背后的管理学实质。

所以说,只有表面现象的对比是远远不够的,更需要有理论分析。

外部因素评价模型(EFE)和内部因素评价模型(IFE)分析来源于战略管理中的环境分析。

因为任何事物的发展都要受到周边环境的影响,这里的环境是广义的环境,不仅指外部环境,还指企业内部的环境。

通常我们将企业的内部环境称作企业的禀赋,可以看作是企业资源的初始值。

公司战略管理的基本控制模式由两大因素决定:外部不可控因素和内部可控因素。

其中公司的外部不可控因素主要包括:政府、合作伙伴(如银行、投资商、供应商)、顾客(客户)、公众压力集团(如新闻媒体、消费者协会、宗教团体)、竞争者,除此之外,社会文化、政治、法律、经济、技术和自然等因素都将制约着公司的生存和发展。

由此分析,外部不可控因素对公司来说是机会与威胁并存。

公司如何趋利避险,在外部因素中发现机会、把握机会、利用机会,洞悉威胁、规避风险,对于公司来说是生死攸关的大事。

管理咨询十大常用模型

管理咨询十大常用模型

全球著名咨询公司管理咨询常用模型。

1、波特五种竞争力分析模型。

2、S WOT分析模型。

3、战略地位与行动评价矩阵。

4、S CP分析模型。

5、战略钟模型。

6、波士顿分析矩阵。

7、G E行业吸引力矩阵。

&三四矩阵。

9、价值链模型。

10、ROS/RMS 矩阵。

1.波特五种竞争力分析模型波特的五种竞争力量分析模型“波特五力模型是迈克尔•波特于20世纪80年代初提岀。

波特认为在任何行业中,无论是国内还是国际,无论是提供产品还是提供服务,竞争的规则都包括在五种竞争力星内。

分别是企业间的竞争、潜在新竞争者的逬入、潜在替代品的开发、供应商的议价能力、购买者的议价能力。

这五种竞争力呈决走了企业的盈利能力和水平。

•竞争对手企业间的竞争是五种力呈中最主要的一种。

只有那些比竞争对手的战略更具优势的战略才可能获得成功。

为此,公司必须在市场、价格、质量、产呈、功能、服勢、硏发等方面建立自己的核心竞争优势。

影响行业内企业竞争的因素:产业增加、固走(存储)成本/附加价值周期性生产过剩、产品差异、商标专有、转换成本、集中与平衡、信息复杂性、竞争者的多样性、公司的风险、退出壁垒等。

• 新进入者企业必须对新的市场进入者保持足够的警惕,他们的存在将使企业做出相应的反应,而这样又不可避免地需要公司投入相应的资源。

影响潜在新竞争者进入的因素:经济规模、专卖产品的差别、商标专有、资本需求、分销渠道、绝对成本优势、政府政策、行业内企业的预期反击等。

•购买者当用户分布集中、规模较大或大批臺购货时,他们的议价能力将成为影响产业竞争强度的—个主要因素。

决走购买者力星的因素:买方的集中程度相对于企业的集中程度、买方的数呈、买方转换成本相对企业转换成本、买方信息、后向整合能力、替代品、克服危机的能力、价格/购买总星、产品差异、品牌专有、质呈/性能影响、买方利润、决策者的激励。

•替代产品在很多产业,企业会与其他产业生产替代品的公司开展直接或间接的斗争。

(完整版)管理咨询35种经典工具

(完整版)管理咨询35种经典工具
战略地位和行动评估矩阵是战略方向选择的工具,在SWTO分析的基础上,通过确定两组具体反映客房外部的量化指标,更加准确地进行战略的选择和定位.
雷达图是对企业财务能力分析的重要工具,从动态和静态两个方面分析企业的财务状况。
价值链分析的核心是将客户的所有资源、价值活动与客户的战略目标紧密连接起来,以价值增值为目的,形成了一个简明而清晰的结构框架,帮助客户清晰认识客户中相关各链条的重要意义。
行业竞争结构分析就是一种可以帮助企业解决这一位问题的工具之一。行业竞争结构分析模型,它是一个统计表格。表格的左边是五种竞争力量及其各自所包括的若干内容的陈述。右边是对这些陈述的态度,企业决策人员可以根据自己的态度进行打分。
04 利益相关者分析
【工具介绍】
利益相关者分析用于分析与企业利益相关的所有个人(和组织),帮助企业在战略制定时分清重大利益相关者对于战略的影响.
03 行业竞争结构分析
【工具介绍】
波特在行业竞争五力分析的基础上制定了行业竞争结构分析模型,从而使企业管理者可以从定性和定量两个方面分析行业竞争结构和竞争状况,以达到以下两个目的:
(1)分析确定五力(潜在的进入者、供应者、购买者、替代产品、行业内的竞争者)中哪一个是影响企业成败的关键因素;
(2)在确定了关键因素之后,企业高层管理者还需从这一因素相关的各子因素中找出需要立即对复活处理的威胁,以便及时采取行动。
战略钟模型是由克利夫·鲍曼提出的,用于归纳一些所应要用的战略。
7S模型认为企业仅具有明确的战略和深思熟虑的行动计划是远远不够的,因为企业还可能会在战略执行过程中失误.战略只是其中的一个要素,企业发展中还必须考虑结构、制度、风格、员工、技能、共同价值观等问题.
管理方格图是用一张9*9的方格图,每一个方格分别表示一种领导风格,纵坐标表示对人的关心程度,分为9级;横坐标表示对生产的关心程度,也分为9级.第1格表示关心程度最小,第9格表示关心程度最大。全图总共81个小方格,分别表示“对生产的关心”和“对人的关心”这两个基本因素以不同比例结合的领导方式。

电信公司项目管理咨询案例 英文

电信公司项目管理咨询案例 英文

WBS FORTELECOM CONTRACT IMPLEMENTATIONPROJECTSWen Feng1Alcatel Telecommunications Shenzhen Co., Ltd. April 3, 2002KEY WORDSWBS, Work Breakdown Structure, Project Scope Definition, Project Planning1 ABSTRACTSIn this paper, telecom projects are categorized into three parts with examples: Contract Implementation Projects, System Development Projects and Process Improvement Projects. Creation and adaptation of WBSs for Contract Implementation Projects are discussed in detail, based upon four scenarios assumed. Finally, classical tools and techniques for WBS are reviewed in brief.2 INTRODUCTIONThe Work Breakdown Structure or WBS is an output from project scope definition process, which greatly contributes to the quality of project planning results and, consequently, the successfulness of any project. In the area of project management, one can never over-emphasize the importance to establish a WBS properly, right before an organization begins to commit its significant resources to any intended undertakings.1Wen Feng, Deputy General Manager of Alcatel Telecommunications Shenzhen Co., Ltd., certified PMP, joined in Alcatel in 2000, currently responsible for project and quality management. In 1992, he worked as an engineer in test automation R&D projects in Shenzhen Huawei Technical Co., Ltd. He started his career as a project manager in Singapore Telecom Limited in 1995, managing telecom switching system implementation projects.Due to its very nature, any project, by definition, is unique in certain aspects. This means that one can almost always expect some differences between existing projects and the previous ones. For instance, different customers, changing business environment, new technologies, newly formed project teams, extended scope of deliverables or other additional constraints.Needless to say, project managers and teams in a performing organization have to pay special attention to the differences among projects so as to successfully establish or adapt corresponding WBSs.In this paper, telecom projects are categorized into three parts with examples: Contract Implementation Projects, System Development Projects and Process Improvement Projects. Creation and adaptation of WBSs for Contract Implementation Projects are discussed in detail, based upon four scenarios assumed. Finally, classical WBS tools and techniques are reviewed briefly.3 WHAT MAKES PROJECTS DIFFERENT?A project is deemed new or different due to numerous reasons, and the same applies to any telecom projects. Table 1 provides a way to categorize the causes that make a project somewhat different in the eyes of the project stakeholders, particularly of the project manager and the team members.4 TELECOM PROJECT TYPESGenerally speaking, telecom projects can be classified into three categories: Contract Implementation Projects, System Development Projects and Process Improvement Projects.Contract Implementation ProjectsContract Implementation Projects are undertaken to fulfil the contractual obligations by the contractor and its customer. For example, a telecom system supplier (A) signs a contract with an incumbent telecom operator in China (B) to build a pre-defined GSM System in Beijing. A thus launches a Contract Implementation Project in order to deliver the GSM System to B as per what has been stipulated in the contract. Figure 1 shows an example of the WBS of Contract Implementation Projects. Note that only three layers of the WBS are depicted in Figure 1, as the lower layers tend to be more technical-oriented. There are four activities in the second layer, namely project initiating, planning, implementing and closing. This is in conformity to relative project management standards. The third layer covers major tasks under each activity in the upper layer. The decomposition of tasks will carry on till the work packages are adequately manageable.System Development ProjectsSystem Development Projects are the ones initiated within the project organization aiming at creating certain new products and/or services to gain competitive advantages in the market. For example, a telecom system supplier begins a R&D project to develop a state-of-the-art e-business platform so that a banking customer can provide the public its services through a full-electronic means and remotely. Figure 2 shows an example of the WBS of System Development Projects.Process Improvement ProjectsFinally, Process Improvement Projects are targeted to improve the business processes within the project organization or improve part/full of the supplier chain through interaction with related customers and suppliers. Typical examples are to establish an ISO9001-based quality management system, to implement a Custom Relationship Management (CRM) system, to upgrade an ERP system, and so on. Figure 3 shows an example of the WBS of Process Improvement Projects.5 SCENARIO 1: WBS FOR PROJECTS OF DIFFERENT TYPESIt is pretty obvious from Figure 1, 2 and 3 that the three types of projects, namely Contract Implementation Projects, System Development Projects and Process Improvement Projects are very different in nature. In addition, the WBSs for System Development Projects and Process Improvement Projects can drastically different due to numerous possibilities of project deliverables to be achieved. It is therefore highly recommended to establish one WBS template for each project type.It is not uncommon that the WBSs for System Development Projects and Process Improvement Projects need to be established on a case-by-case basis and quite often from scratch. The rest part ofthe paper will be focusing on the Contract Implementation Projects.6 SCENARIO 2: WBS FROM SCRATCHQuite a few cases have been encountered when people ask why so many Contract Implementation Projects are struggling all the time, if not failed or cancelled. (No exception for other types of telecom projects) Also, many start to think of establishing their own project management procedures or even systems. In this case, WBS templates have to be produced from scratch for coming projects, if no single WBS has ever been in existence.When doing so, the WBS layers should defined in such a way that the different projects of the same type require only minimal changes to the WBS. A practical way to structure the WBS template so that for a concrete project, the upper layers of its WBS need to change much less than the lower layers. For example, in Figure 1, the upper three layers can be applied to any Contract Implementation Project with very little change.Another popular way in practice is to structure the WBS in terms of "Nodes" of a telecommunications network. Because topologically any telecom system can be perceived as a combination of ''Nodes" and "Links". Figure 4 illustrates the structure of the WBS in terms of"Nodes".This kind of WBS can be quite convenient and effective, when the focus is on material management. However, due to the fact that number of nodes for different projects vary from several to hundreds, the WBS has to change greatly to cover the entire project node-by-node. Furthermore, overlapping and repetition of tasks cross the nodes in the next layer of the WBS make things even tougher to handle. For instance, planning is in reality not performed on a node-by-node basis, and so do many other tasks like initiating and closing in order for the project implementation to be cost-effective.7 SCENARIO 3: WBS FOR PROJECTS OF SAME TYPEIf a project organization has properly maintained WBS templates for Contract Implementation Projects, then only minimal change is required to obtain a workable WBS whenever there is a project. Let us still take Figure 1 as an example. In this case, the upper three layers of WBS applies straightforward with no change at all.Differences take place at the lower layers of the WBS, if the scale of project justifies that the layers are necessary. Typical amendments are project scope such as a system with nine nodes versus one with 99 nodes, different geographical locations such as mountainous, hilly or plain areas in the country, etc. Nevertheless, these amendments can be done only by "copy and paste". Figure 5provides a further breakdown of the activity "Installation".Although the tasks like site inspection, local logistics, hardware installation and software test appear to be repetitive over the nodes, in fact it is necessary that they be treated separately due to different locations, even though they could be located close enough - within the same city like GSM system.8 SCENARIO 4: WBS FOR BRAND-NEW TELECOM SYSTEMSIn today's fast growing telecommunications industry and most dynamic marketplace worldwide, new products have been developed and brought into the market at a speed of several months, and new feature release or software upgrading in weeks. It is not uncommon that project organizations face with tremendous difficulties adapting their resources to cope with brand-new Contract Implementation Projects. For instance, from wire-line systems to wireless ones, from circuit switching to packet switching, or from narrow-band to broadband, and so on. All of these will have definite impacts on the WBS.When creating a WBS for a Contract Implementation Project with brand-new technology or system, one needs to identify carefully the differences of engineering needs caused. Let us take the task "Site Survey" in Figure 1 as an example. If the WBS was originally for wire-line systems, and then the task can be decomposed mainly into power supply, machine house, network connection and cabling subtasks. However, if a wireless system is to be implemented, then subtasks such as radio-testing, tower availability and lightening protection must be added. This is illustrated inFigure 6 - WBS Change due to Wireless Technology.9 PROVEN TOOLS AND TECHNIQUESWhatever the scenario seems to be, many proven project management tools and techniques about WBS are valid. Among them are brainstorming, expert judgement, templates, decomposition and configuration management. What is the most important is when and how to combine them to establish an appropriate WBS cost-effectively.BrainstormingBrainstorming has been quite frequently used to identify problems, root causes and solutions through team effort. WBS is among one of the key topics, but normally brainstorming is used to review WBSs for coming projects. Results can be obtained efficiently and most of the time effectively. Brainstorming can be best applied when team members are readily prepared in terms of knowledge and experience. Otherwise it can also be very ineffective or simply wasting of time. For example, if a team has only been doing switching system implementation, when creating WBS for a optical cable project, better seeking for experts in that field instead of storming the brain.Expert JudgementThe key issue here is how to define the term "Expert". In practice, it is less difficult to find technical or engineering experts with sufficient knowledge and experiences. Unfortunately, not the case to have someone with project management expertise at the same time. Therefore, care must be taken to make sure that experts are working with project managers in coordinated way. For example, the experts usually tend to agree with the WBS in Figure 4 other than the one in Figure 1 for a Contract Implementation Project.DecompositionThe key question here is "When should I stop?" For Contract Implementation Projects, the duration of work packages is dependent upon the level of effort per node, which is approximately 1-5 days depending upon technology and local logistics. Experiences have shown that 40 hours or one week for the duration of a work package could be appropriate.TemplatesIn a properly maintained project management system, WBS templates can be of great help to project planning in terms of efficiency and effectiveness. In a projectized organization, project management system and quality management system is often interchangeable. Otherwise it is recommended to have the former within the latter. The reason is simple. Quality management system has well-defined and proven international standard - ISO9001- to follow, and not the case for project management system.Configuration ManagementThe very philosophy of configuration management is, in many times, a critical tool for the creating and adapting project WBSs, especially for complex telecom projects. Whenever there is a change in one part of a WBS, the rest parts have to be reviewed to make sure all elements in the WBS have consistency as per the project scope. For example, in Figure 6, changes have made to adapt a WBS for wire-line system to one for wireless system. One has to make sure that the subtasks added, i.e. radio testing, tower availability and lightening protection should be done for all "site survey" tasks (meaning for all the nodes) in the WBS. Even more importantly, the scope of subtask "cabling" should be extended to the dimensioning from the outdoor antenna to the indoor equipment, which is not required for a wire-line system.10 REFERENCESA Guide to the Project Management Body of Knowledge, PMI, USA, 1996.。

新编剑桥商务英语(初级)第三版

新编剑桥商务英语(初级)第三版
第十三页,共160页。
Grammar:The present simple 一般现在时
一般现在时用于描述:
1.稳定的、经久不变的情形 (Permanent situations)
2. 习惯动作或经常性的动作 (Habits and frequency of activities)
3. 作息时刻 (与时间短语连用) (Timetables with a time expression)
第五页,共160页。
Expressions on Job
Do you like your job?
Do you often travel abroad ? How are you?
…Not too bad, thanks. I work for a company that… I work as… What does your job involve ?
ship vt. 运送
第四页,共160页。
New words and Expressions
power point 电子版幻灯片 bonus n. 奖金 catalogue n. 产品目录 positive adj. 积极乐观的 presence n. 仪态,风度,风采 diary n. 记事簿 Athens n. 雅典(希腊首都)
第二页,共160页。
New words and Expressions
title n. 头衔,职称 sample n. 样品 试用产品 account n. 账目,账户 correspondence n.(来往的)信件 badge n.徽章 identify vt. 发现,确定 workshop n. 研讨会,讲习班
Chief Accountant 总会计师

英文版人力资源管理咨询工作汇报工作总结报告PPT

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
IBM Service Management for IRM
Representative Industries
Electronics Chemicals & Petroleum High-Tech Manufacturing
Automotive
The market has requested: More standardised
Today
Future
solutions, easy to integrate and more service oriented
Enterprise Marketing Management
MarketinCgoPmrmoecrecses & Demand Generation Solutions
Industry
Industry Frameworks & Industry Assets
Including: Energy and Utilities Retail Government/Defense Manufacturing Health Integration Media
Banking Extensions for Common Shared Services MDM Server
pureXMLTM Payments Bundles
Corporate Payments Scenario

(人力资源管理)2020年人力资源管理常见英文词汇

(人力资源管理)2020年人力资源管理常见英文词汇

人力资源管理常见英文单词人力资本:human capital工作投入 work/job engagement管理过程 management process直线管理者 line manager职能管理者 staff manager职能控制 functional control人事职能staff(service)function劳动力 labor(work)force劳资关系 labor relations公平就业机会 equal opportunity 反雇佣歧视行为affirmative action雇员健康与安全employee health and safety员工申诉 grievance失业unemployment病假工资 sick pay工会 trade union人性化管理humanized management 住房补贴 subsidized housing 集体谈判 collective bargaining 充分就业 full employment就业立法employment legislation 企业家的 entrepreneurial工业行动 industrial action谈判工资 negotiated wage市场工资率 market rate工作分析job analysisMethods of collecting job analysisinformation:inteiview、questionaires问卷法、observation观察法、participant dairy/logs 工作日志写实法、position analysis questionnaire PAQ职位分析问卷工作描述 job description工作说明 job specification工作承担者在职(位)者 job incumbent/holder权限 authority工作权限Authority of incumbent 工作标识 job identification工作概要(综述) job summary知识、技能、能力 KSA职位弱化 Dejobbing扁平化组织flattened organization工作扩大化 job enlargement工作轮换 Job rotation无边界组织boundaryless organization工作丰富化 job enrichmment 流程再造 reengineering继任、接班 succession富余 redundancy人员流动 turnover招聘 recruitment人力资源规划及补充 HR planning and recruiting人力资源需求personal need/demand人力资源供给 personal supply (企业)内(外)部供给 Supply of inside/outside candidate Methods of predictingemployment needs:trend analysis 趋势分析、 ratio analsis 比率分析、 A scatter plot 散点图、using computer to forcast Personel requirments正规教育 formal education行业经验 industry experience 人员调配/配置图personel replacement chart人员储备开发记录personel inventory and development record人员配置 staffing equation劳动生产率 productivity资格数据库qualifications inventory职位空缺vacancy/open/opening填补职位空缺fill open positions工作公告job posting人事记录 personnel record技能库 skill bank继任计划 succession planning 申请者群 an applicant pool 就业服务机构(中介) employment agency校园招聘 college recruiting猎头公司head hunters/executive recruiters 推荐 referral上门求职 walk-in网上招聘recruiting on the internet甄选 selection面试 interview 工作申请表 application form 工作样本 work sample评价中心 assessment center背景调查background investigation效度 validity信度 reliability非定向/非结构化面试nondirective/unstructured interview定向/结构化面试directive/structured interview 评价面试 appraisal interview 情境面试 situational interiew 行为面试 behavioral interview 压力面试 stress interview工作相关性面试job-related interview系列化面试serialized interview心理面试psychological interview个人面试 personal interview小组面试 panel interview集体面试 mass interview培训与开发training and development上岗培训employee orientation/orientating employees培训需求 training needs工作手册 workbooks子任务 subtasks低产出 low output基层 lower level在职者 job holdersTraining methods:on-the-job training(OJT)、模拟培训simulated training、学徒apprentlceship training角色扮演 role playing行为塑造 behavior modeling企业大学 corporate university 企业内部开发中心in-house development centers绩效评估performance appraisal强制分布法forced distribution method行为锚定评价尺度 behaviorally anchored rating scal (BARS)维度 dimension目标管理management by objectives (MBO)职业生涯管理 carrer management 咨询专家counseling expert/consultant薪酬、补偿 compensation奖励与福利incentives and benefits报酬 remuneration薪资调查pay survey内在的 intrinsic外在的 extrinsic工资结构 pay structure工资等级 pay grade工资范围 pay range货币的 monetary基本工资 base pay基准单位 benchmark job可变工资 variable pay 宽带薪酬broadbanding小时工资 hourly pay带薪休假 paid time off1.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 CertificationInstitute,HRCI)2.外部环境:(external environment) 内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization) 跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity) 3.工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4.人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS) 5.招聘:(recruitment)员工申请表:(employee requisition) 招聘方法:(recruitment methods)内部提升:(Promotion FromWithin ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency) 特殊事件:(special events)实习:(internship)6.选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests) 理交流平台!人力资源管理英文词汇高级管理人员:(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)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:(assistantdistrict service manager)战略规划:(strategic planning) 长期趋势:(long term trend)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource InformationSystem,HRIS)招聘方法:(recruitment methods) 内部提升:(Promotion FromWithin ,PFW)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)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)在职培训:(on-the-jobtraining ,OJT)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:(forceddistribution 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 ten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频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplinary action) 申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion行政秘书:(executive secretary) 质量圈:(quality circles)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盈馀surplus收入income成本cost资本货物capital goods机器machinery设备equipment建筑building存货inventory经验法the empirical approach人际行为法the interpersonal behavior approach集体行为法the group behavior approach协作社会系统法the cooperative social systems approach社会技术系统法thesocial-technical systems approach 决策理论法the decision theory approach数学法the mathematical approach系统法the systems approach随机制宜法the contingency approach管理任务法the managerial roles approach经营法the operational approach 人际关系human relation心理学psychology态度attitude压力pressure冲突conflict招聘recruit 鉴定appraisal选拔select培训train报酬compensation授权delegation of authority协调coordinate业绩performance考绩制度merit system表现behavior下级subordinate偏差deviation检验记录inspection record误工记录record of labor-hours lost销售量sales volume产品质量quality of products 先进技术advanced technology 顾客服务customer service策略strategy结构structure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 generalmanager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-oriented leadership 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 Health Administration (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 and Skills 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Salesable 有才干的,能干的adaptable 适应性强的active 主动的,活跃的aggressive 有进取心的ambitious 有雄心壮志的amiable 和蔼可亲的amicable 友好的analytical 善于分析的apprehensive 有理解力的aspiring 有志气的,有抱负的audacious 大胆的,有冒险精神的capable 有能力的,有才能的careful 办理仔细的candid 正直的competent 能胜任的constructive 建设性的cooperative 有合作精神的creative 富创造力的dedicated 有奉献精神的dependable 可靠的diplomatic 老练的,有策略的disciplined 守纪律的dutiful 尽职的well--educated 受过良好教育的efficient 有效率的energetic 精力充沛的expressivity 善于表达faithful 守信的,忠诚的frank 直率的,真诚的generous 宽宏大量的genteel 有教养的gentle 有礼貌的humorous 有幽默impartial 公正的independent 有主见的industrious 勤奋的ingenious 有独创性的motivated 目的明确的intelligent 理解力强的learned精通某门学问的logical 条理分明的methodical有方法的modest 谦虚的objective 客观的precise 一丝不苟的punctual 严守时刻的realistic 实事求是的responsible 负责的sensible 明白事理的sporting 光明正大的steady 踏实的systematic 有系统的purposeful 意志坚强的sweet-tempered 性情温和的temperate 稳健的tireless 孜孜不倦的name 姓名in. 英寸pen name 笔名ft. 英尺alias 别名street 街Mr. 先生road 路Miss 小姐district 区Ms (小姐或太太)house number 门牌Mrs. 太太lane 胡同,巷age 年龄height 身高blood type 血型weight 体重address 地址born 生于permanent address 永久住址birthday 生日province 省birthdate 出生日期city 市birthplace 出生地点county 县home phone 住宅电话prefecture 专区office phone 办公电话autonomous region 自治区business phone 办公电话nationality 民族;国籍current address 目前住址citizenship 国籍date of birth 出生日期native place 籍贯postal code 邮政编码duel citizenship 双重国籍marital status 婚姻状况family status 家庭状况married 已婚single 未婚divorced 离异separated 分居number of children 子女人数health condition 健康状况health 健康状况excellent (身体)极佳short-sighted 近视far-sighted 远视ID card 身份证date of availability 可到职时间membership 会员、资格president 会长vice-president 副会长director 理事standing director 常务理事society 学会association 协会secretary-general 秘书长research society 研究会work experience 工作经历occupational history 工作经历professional history 职业经历specific experience 具体经历responsibilities 职责second job 第二职业achievements 工作成就,业绩administer 管理assist 辅助adapted to 适应于accomplish 完成(任务等)appointed 被认命的adept in 善于analyze 分析authorized 委任的;核准的behave 表现break the record 打破纪录breakthrough 关键问题的解决control 控制conduct 经营,处理cost 成本;费用create 创造demonstrate 证明,示范decrease减少design 设计develop 开发,发挥devise 设计,发明direct 指导double 加倍,翻一番earn 获得,赚取effect 效果,作用eliminate 消除enlarge 扩大enrich 使丰富exploit 开发(资源,产品)enliven 搞活establish 设立(公司等);使开业evaluation 估价,评价execute 实行,实施expedite 加快;促进generate 产生good at 擅长于guide 指导;操纵improve 改进,提高initiate 创始,开创innovate 改革,革新invest 投资integrate 使结合;使一体化justified 经证明的;合法化的launch 开办(新企业)maintain 保持;维修modernize 使现代化negotiate 谈判nominated 被提名;被认命的overcome 克服perfect 使完善;改善perform 执行,履行profit 利润be promoted to 被提升为be proposed as 被提名(推荐)为realize 实现(目标)获得(利润)reconstruct 重建recorded 记载的refine 精练,精制registered 已注册的regenerate 更新,使再生replace 接替,替换retrieve 挽回revenue 收益,收入scientific 科学的,系统的self-dependence 自力更生serve 服务,供职settle 解决(问题等)shorten 减低……效能simplify 简化,精简spread 传播,扩大standard 标准,规格supervises 监督,管理supply 供给,满足systematize 使系统化test 试验,检验well-trained 训练有素的valuable 有价值的target 目标,指标working model 劳动模范advanced worker 先进工作者education 学历educational history 学历educational background 教育程度curriculum 课程major 主修minor 副修educational highlights 课程重点部分curriculum included 课程包括specialized courses 专门课程courses taken 所学课程special training 特别训练social practice 社会实践part-time jobs 业馀工作summer jobs 暑期工作vacation jobs 假期工作refresher course 进修课程extracurricular activities 课外活动physical activities 体育活动recreational activities 娱乐活动academic activities 学术活动social activities 社会活动rewards 奖励scholarship 奖学金excellent League member 优秀团员excellent leader 优秀干部student council 学生会off-job training 脱产培训in-job training 在职培训educational system 学制academic year 学年semester 学期(美)term 学期(英)supervisor 论文导师pass 及格fail 不及格marks 分数examination 考试degree 学位post doctorate 博士后doctor(PhD) 博士master 硕士bachelor 学士graduate student 研究生abroad student 留学生abroad student 留学生undergraduate 大学肆业生government-supported student公费生commoner 自费生extern 走读生intern 实习生prize fellow 奖学金生boarder 寄宿生graduate 毕业生guest student 旁听生(英)auditor 旁听生(美)day-student 走读生objective 目标position desired 希望职位job objective 工作目标employment objective 工作目标career objective 职业目标position sought 谋求职位position wanted 希望职位position applied for 申请职位for more specialized work 为更专门的工作for prospects of promotion 为晋升的前途for higher responsibility 为更高层次的工作责任for wider experience 为扩大工作经验due to close-down of company 由于公司倒闭due to expiry of employment 由于雇用期满sought a better ob 找到了更好的工作to seek a better job 找一份更好的工作hobbies 业馀爱好play the guitar 弹吉他reading 阅读play chess 下棋play 话剧long distance running 长跑play bridge 打桥牌collecting stamps 集邮play tennis 打网球jogging 慢跑sewing 缝纫traveling 旅游listening to symphony 听交响乐do some clay sculptures 搞泥塑工作投入度:Work devotion degrees后备人员:Reserve personnel业务人员:Business personnel。

管理学中英文单词对照

管理学中英文单词对照

第一章管理总论Manager 管理者First—line managers 基层管理者Middle managers 中层管理者Top managers 高层管理者Management 管理Efficiency 效率Effectiveness 效果Planning 计划Organizing 组织Leading 领导Controlling 控制Management process 管理过程Management roles 管理角色Interpersonal roles 人际关系角色Informational roles 信息传递角色Decisional roles 决策制定角色Technical skills 技术技能Human skills 人事技能Conceptual skills 概念技能System 系统Closed systems 封闭系统Open systems 开放系统Environment 环境Special environment 具体环境General environment 一般环境Contingency perspective 权变观Organization 组织Universality of management 管理的普遍性Nonmanagerial employees / Operatives 操作者第二章管理的历史Division of labor 劳动分工Industrial revolution 产业革命Scientific management 科学管理Therbligs 基本动作元素General administrative theorists 一般行政管理理论家Principles of management 管理原则Bureaucracy 官僚行政组织、层级组织Quantitative approach 定量方法Organizational behavior (OB)组织行为Hawthorne Studies 霍桑研究Workforce diversity 员工多样化Entrepreneurship 企业家e—business (electronic business) 电子商务e-commerce (electronic commerce)电子贸易、电子商务Intranet 内部互联网Total quality management (TQM)全面质量管理Learning organization 学习型组织Knowledge management 知识管理Workplace spirituality 团队精神第三章计划Decision 决策Decision—making process 决策过程Problem 问题Decision criteria 决策标准Implementation 实施Rational decision making 理性决策Bounded rationality 有限理性Satisficing 满意Escalation of commitment 承诺升级Intuitive decision making 直觉决策Well—structured problems 结构良好问题Programmed decision 程序化决策Procedure 程序Rule 规则Policy 政策Poorly structured problems 结构不良问题Nonprogrammed decisions 非程序化决策Certainty 确定性Risk 风险性Uncertainty 不确定性Directive style 指导性风格Analytic style 分析性风格Conceptual style 概念性风格Behavioral style 行为性风格Planning 计划Goals 目标Plans 计划Strategic plans 战略计划Operational plans 作业计划Long—term plans 长期计划Short-term plans 短期计划Specific plans 具体性计划Directional plans 指导性计划Single—use plan 单一目标计划Standing plans 标准计划Traditional goal setting 传统目标设定Means—ends chain 手段-结果链Management by objectives (MBO) 目标管理Mission 使命Commitment concept 承诺概念Formal planning department 正式计划部门Strategic management 战略管理Strategic management process 战略管理过程Opportunities 机会Threats 威胁Core competencies 核心能力Strengths 优势Weaknesses 劣势SWOT analysis SWOT分析Corporate—level strategy 公司层战略Stability strategy 稳定战略Growth strategy 增长战略Related diversification 相关领域多元化经营Unrelated diversification 不相关领域多元化经营Retrenchment strategy 收缩战略BCG matrix BCG矩阵波士顿咨询集团矩阵Business-level strategy 事业层战略Strategic business units 战略经营单位Competitive advantage 竞争优势Cost leadership strategy 成本领先战略Differentiation strategy 差异化战略Focus strategy 集中化战略Functional—level strategy 职能层战略Environmental Scanning 环境扫描Competitor intelligence 竞争者情报、竞争者信息Forecasts 预测Quantitative forecasting 定量预测Qualitative forecasting 定性预测Forecasting Techniques 预测技术Benchmarking 基准化、标杆Resources 资源Budget 预算Revenue Budgets 收入预算Expense Budgets 费用预算Profit Budgets 利润预算Cash Budgets 现金预算Scheduling 进度计划、规划Gantt Charts 甘特图Load Charts 负荷图PERT network 计划评审技术网络Events 事件Activities 活动Slack time 松弛时间Critical path 关键线路Breakeven analysis 盈亏平衡分析Linear programming 线性规划Project 项目Project Management 项目管理Scenario 设想方案第四章组织Organizing 组织Organizational structure 组织结构Organizational design 组织设计Work specialization 劳动分工Departmentalization 部门化Functional departmentalization 职能部门化Product departmentalization 产品部门化Geographical departmentalization 地区部门化Process departmentalization 过程部门化Customer departmentalization 顾客部门化Cross—functional teams 跨职能团队Chain of command 指挥链Authority 职权Responsibility 职责Unity of command 统一指挥Span of control 管理幅度Centralization 集权化Decentralization 分权化Formalization 正规化Mechanistic organization 机械式组织Organic organization 有机式组织Unit production 单件生产Mass production 大量生产Process production 连续生产Simple structure 简单结构Functional structure 职能型结构Divisional structure 分部型结构Team—based structure 团队结构Matrix structure 矩阵结构Project structure 项目结构Autonomous internal units 内部自治单位Boundaryless organization 无边界组织Learning organization 学习型组织High—performance work practice 高绩效的工作实践Human resource management process 人力资源管理过程Labor union 工会Human resource planning 人力资源规划Job analysis 职务分析Job description 职务说明书Job specification 职务规范Recruitment 招聘Decruitment 解聘Selection process 甄选过程Validity 效度Reliability 信度Work sampling 工作抽样Assessment centers 测评中心Orientation 定向、导向Performance management system 绩效管理系统Written essay 书面描述法Critical incidents 关键事件法Graphic rating scales 评分表法Behaviorally anchored rating scales (BARS)行为定位评分法Multiperson comparisons 多人比较法Group order ranking 分组排序法Individual ranking 个体排序法Paired comparison 配对比较法360 degree feedback 360度反馈skill—based pay 按技能付酬Career 职业生涯、职业Organizational change 组织变革Change agents 变革推动者Organizational development (OD) 组织发展Stress 压力Creativity 创造Innovation 创新第五章领导Behavior 行为Organizational behavior 组织行为学Attitudes 态度Cognitive component 认知成分Affective component 情感成分Behavioral component 行为成分Job satisfaction 工作满意度Job involvement 工作投入Organizational commitment 组织承诺Organizational citizenship behavior (OCB) 组织公民行为Cognitive dissonance 认知失调Attitude surveys 态度调查Personality 人性Big—five model 重要的五大模型Emotional intelligence (EI)情感智商Locus of control 控制点Machiavellianism 马基雅维里主义Self-esteem 自尊Self—monitoring 自我监控Perception 知觉Attribution theory 归因理论Fundamental attribution error 基本归因错误Self-serving bias 自我服务偏见Selectivity 有选择地接受、选择性Assumed similarity 假设相似性Stereotyping 刻板印象Learning 学习Operant conditioning 操作性条件反射Social learning theory 社会学习理论Shaping behavior 行为塑造Motivation 动机Need 需要Hierarchy of needs theory 需要层次理论Physiological needs 生理需要Safety needs 安全需要Social needs 社会需要Esteem needs 尊重需要Self—actualization needs 自我实现需要Theory X X理论Theory Y Y理论Motivation—hygiene theory 激励-保健理论Hygiene factors 保健因素Motivators 激励因素Three-needs theory 三种需要理论Need for achievement (nAch) 成就需要Need for power (nPow)权力需要Need for affiliation (nAff) 归属需要Goal—setting theory 目标设定理论Reinforcement theory 强化理论Reinforcers 强化物Job design 职务设计Job scope 职务范围Job enlargement 职务扩大化Job enrichment 工作丰富化Job depth 职务深度Job characteristic model (JCM)职务特征模型Skill variety 技能多样性Task identity 任务同一性Task significance 任务重要性Autonomy 自主性Feedback 反馈Equity theory 公平理论Referents 参照对象Expectancy theory 期望理论Compressed workweek 压缩工作周Flexible work hours 弹性工作制Job sharing 职务分担Contingent workers 应急工Telecommuting 电子通信,远程办公Pay-for performance programs 基于绩效的薪酬管理Open-book management 公开帐簿管理Leader 领导者Leadership 领导Behavioral theories 行为理论Autocratic style 权威式Democratic style 民主式Laissez—faire style 放任式Initiating structure 定规维度Consideration 关怀维度High—high leader 高-高型领导者Managerial grid 管理方格论Fiedler contingency model 菲德勒权变模型Least-preferred co—worker (LPC) questionnaire 最难共事者问卷Leader—member relations 领导者-成员关系,上下级关系Task structure 任务结构Position power 职位权力Situational leadership theory (SLT)情景领导理论Readiness 准备状态Maturity 成熟度Leader participation model 领导者参与模型Path—goal theory 路径-目标理论Transactional leaders 事务型领导者Transformational leaders 变革型领导者Charismatic leader 超凡魅力的领导者Visionary leadership 愿景领导者Legitimate power 法定权Coercive power 强制权Reward power 奖赏权Expert power 专长权Referent power 模范权Credibility 可信度Trust 诚信、信任Empowerment 授权Communication 沟通Interpersonal communication 人际沟通Organizational communication 组织沟通Message 信息Encoding 编码Channel 通道、渠道Decoding 解码Communication process 沟通过程Noise 噪音Nonverbal communication 非言语沟通Body language 体态语言Verbal intonation 语调Filtering 过滤Selective perception 选择性知觉Information overload 信息超载Jargon 行话Active listening 积极倾听Formal communication 正式沟通Informal communication 非正式沟通Downward communication 下行沟通、向下交流Upward communication 上行沟通、向上交流Lateral communication 平行沟通、横向交流Diagonal communication 斜行沟通、越级交流Communication networks 沟通网络Grapevine 小道信息、谣言E-mail 电子邮件Instant messaging (IM) 即时信息Voice mail 声音邮件Fax 传真Electronic data interchange (EDI) 电子数据交换Teleconferencing 电信会议Videoconferencing 视频会议Intranet 内部互联网Extranet 外部互联网第六章控制Control 控制Market control 市场控制Bureaucratic control 官僚组织控制、层级控制Control process 控制过程Management by walking around (MBWA) 走动式管理Range of variation 偏差范围Immediate corrective action 立即纠正行动Basic corrective action 彻底纠正行动Feedforward control 前馈控制Concurrent control 同期控制、现场控制Feedback control 反馈控制。

管理咨询工具SME实用手册中英文版

管理咨询工具SME实用手册中英文版

目 录TABLE OF CONTENTS 概 述OVERVIEW ..................................................................................................................................................................... 经营手册Operations Manual ........................................................................................................................................................ 企业概述Business Overview ........................................................................................................................................................ 人力资源管理HUMAN RESOURCE MANAGEMENT ............................................................................................................ 雇佣政策Employment Policies .................................................................................................................................................... 员工记录Team Member Records ................................................................................................................................................. 招聘和选拔Recruitment and Selection ........................................................................................................................................ 业绩管理Performance Management ............................................................................................................................................ 培训Training ................................................................................................................................................................................. 沟通和激励Communication and Motivation................................................................................................................................ 职业健康和安全Occupational Health and Safety ........................................................................................................................ 客户服务CUSTOMER SERVICE ............................................................................................................................................... 服务标准Service Standards .......................................................................................................................................................... 顾客选择Customer Selection ....................................................................................................................................................... 顾客反馈Customer Feedback ....................................................................................................................................................... 市场营销MARKETING ............................................................................................................................................................... 企业识别Corporate Identity ......................................................................................................................................................... 战略营销Strategic Marketing ....................................................................................................................................................... 公共关系Public Relations ............................................................................................................................................................ 采购和存货管理PURCHASING AND STOCK MANAGEMENT ............................................................................................ 采购Purchasing ............................................................................................................................................................................. 存货管理Stock Management ........................................................................................................................................................ 行政管理ADMINISTRATION .................................................................................................................................................... 电话、信息和电子邮件Telephone, Messages and Email ........................................................................................................... 邮件和重要信函Mail and Couriers .............................................................................................................................................. 计算机和互联网Computers and the Internet ............................................................................................................................... 安全Security ................................................................................................................................................................................. 会 计ACCOUNTING ................................................................................................................................................................ 应付账款Creditors ........................................................................................................................................................................ 应收账款Debtors .......................................................................................................................................................................... 银行往来账Bank Accounts .......................................................................................................................................................... 固定资产Fixed Assets .................................................................................................................................................................. 领导能力LEADERSHIP .............................................................................................................................................................. 经营手册管理咨询工具-SME 实用手册中英文版【最新资料,WORD 文档,可编辑修改】Operations Manual经营手册的目的Purpose of the Operations Manual本经营手册旨在提供必要的资源, 以帮助员工改进工作表现, 并帮助企业达成目标。

电信公司项目管理咨询案例英文

电信公司项目管理咨询案例英文

WBS FORTELECOM CONTRACT IMPLEMENTATIONPROJECTSWen Feng1Alcatel Telecommunications Shenzhen Co., Ltd. April 3, 2002KEY WORDSWBS, Work Breakdown Structure, Project Scope Definition, Project Planning1 ABSTRACTSIn this paper, telecom projects are categorized into three parts with examples: Contract Implementation Projects, System Development Projects and Process Improvement Projects. Creation and adaptation of WBSs for Contract Implementation Projects are discussed in detail, based upon four scenarios assumed. Finally, classical tools and techniques for WBS are reviewed in brief.2 INTRODUCTIONThe Work Breakdown Structure or WBS is an output from project scope definition process, which greatly contributes to the quality of project planning results and, consequently, the successfulness of any project. In the area of project management, one can never over-emphasize the importance to establish a WBS properly, right before an organization begins to commit its significant resources to any intended undertakings.1Wen Feng, Deputy General Manager of Alcatel Telecommunications Shenzhen Co., Ltd., certified PMP, joined in Alcatel in 2000, currently responsible for project and quality management. In 1992, he worked as an engineer in test automation R&D projects in Shenzhen Huawei Technical Co., Ltd. He started his career as a project manager in Singapore Telecom Limited in 1995, managing telecom switching system implementation projects.Due to its very nature, any project, by definition, is unique in certain aspects. This means that one can almost always expect some differences between existing projects and the previous ones. For instance, different customers, changing business environment, new technologies, newly formed project teams, extended scope of deliverables or other additional constraints.Needless to say, project managers and teams in a performing organization have to pay special attention to the differences among projects so as to successfully establish or adapt corresponding WBSs.In this paper, telecom projects are categorized into three parts with examples: Contract Implementation Projects, System Development Projects and Process Improvement Projects. Creation and adaptation of WBSs for Contract Implementation Projects are discussed in detail, based upon four scenarios assumed. Finally, classical WBS tools and techniques are reviewed briefly.3 WHAT MAKES PROJECTS DIFFERENT?A project is deemed new or different due to numerous reasons, and the same applies to any telecom projects. Table 1 provides a way to categorize the causes that make a project somewhat different in the eyes of the project stakeholders, particularly of the project manager and the team members.4 TELECOM PROJECT TYPESGenerally speaking, telecom projects can be classified into three categories: Contract Implementation Projects, System Development Projects and Process Improvement Projects.Contract Implementation ProjectsContract Implementation Projects are undertaken to fulfil the contractual obligations by the contractor and its customer. For example, a telecom system supplier (A) signs a contract with an incumbent telecom operator in China (B) to build a pre-defined GSM System in Beijing. A thus launches a Contract Implementation Project in order to deliver the GSM System to B as per what has been stipulated in the contract. Figure 1 shows an example of the WBS of Contract Implementation Projects. Note that only three layers of the WBS are depicted in Figure 1, as the lower layers tend to be more technical-oriented. There are four activities in the second layer, namely project initiating, planning, implementing and closing. This is in conformity to relative project management standards. The third layer covers major tasks under each activity in the upper layer. The decomposition of tasks will carry on till the work packages are adequately manageable.System Development ProjectsSystem Development Projects are the ones initiated within the project organization aiming at creating certain new products and/or services to gain competitive advantages in the market. For example, a telecom system supplier begins a R&D project to develop a state-of-the-art e-business platform so that a banking customer can provide the public its services through a full-electronic means and remotely. Figure 2 shows an example of the WBS of System Development Projects.Process Improvement ProjectsFinally, Process Improvement Projects are targeted to improve the business processes within the project organization or improve part/full of the supplier chain through interaction with related customers and suppliers. Typical examples are to establish an ISO9001-based quality management system, to implement a Custom Relationship Management (CRM) system, to upgrade an ERP system, and so on. Figure 3 shows an example of the WBS of Process Improvement Projects.5 SCENARIO 1: WBS FOR PROJECTS OF DIFFERENT TYPESIt is pretty obvious from Figure 1, 2 and 3 that the three types of projects, namely Contract Implementation Projects, System Development Projects and Process Improvement Projects are very different in nature. In addition, the WBSs for System Development Projects and Process Improvement Projects can drastically different due to numerous possibilities of project deliverables to be achieved. It is therefore highly recommended to establish one WBS template for each project type.It is not uncommon that the WBSs for System Development Projects and Process Improvement Projects need to be established on a case-by-case basis and quite often from scratch. The rest part ofthe paper will be focusing on the Contract Implementation Projects.6 SCENARIO 2: WBS FROM SCRATCHQuite a few cases have been encountered when people ask why so many Contract Implementation Projects are struggling all the time, if not failed or cancelled. (No exception for other types of telecom projects) Also, many start to think of establishing their own project management procedures or even systems. In this case, WBS templates have to be produced from scratch for coming projects, if no single WBS has ever been in existence.When doing so, the WBS layers should defined in such a way that the different projects of the same type require only minimal changes to the WBS. A practical way to structure the WBS template so that for a concrete project, the upper layers of its WBS need to change much less than the lower layers. For example, in Figure 1, the upper three layers can be applied to any Contract Implementation Project with very little change.Another popular way in practice is to structure the WBS in terms of "Nodes" of a telecommunications network. Because topologically any telecom system can be perceived as a combination of ''Nodes" and "Links". Figure 4 illustrates the structure of the WBS in terms of"Nodes".This kind of WBS can be quite convenient and effective, when the focus is on material management. However, due to the fact that number of nodes for different projects vary from several to hundreds, the WBS has to change greatly to cover the entire project node-by-node. Furthermore, overlapping and repetition of tasks cross the nodes in the next layer of the WBS make things even tougher to handle. For instance, planning is in reality not performed on a node-by-node basis, and so do many other tasks like initiating and closing in order for the project implementation to be cost-effective.7 SCENARIO 3: WBS FOR PROJECTS OF SAME TYPEIf a project organization has properly maintained WBS templates for Contract Implementation Projects, then only minimal change is required to obtain a workable WBS whenever there is a project. Let us still take Figure 1 as an example. In this case, the upper three layers of WBS applies straightforward with no change at all.Differences take place at the lower layers of the WBS, if the scale of project justifies that the layers are necessary. Typical amendments are project scope such as a system with nine nodes versus one with 99 nodes, different geographical locations such as mountainous, hilly or plain areas in the country, etc. Nevertheless, these amendments can be done only by "copy and paste". Figure 5provides a further breakdown of the activity "Installation".Although the tasks like site inspection, local logistics, hardware installation and software test appear to be repetitive over the nodes, in fact it is necessary that they be treated separately due to different locations, even though they could be located close enough - within the same city like GSM system.8 SCENARIO 4: WBS FOR BRAND-NEW TELECOM SYSTEMSIn today's fast growing telecommunications industry and most dynamic marketplace worldwide, new products have been developed and brought into the market at a speed of several months, and new feature release or software upgrading in weeks. It is not uncommon that project organizations face with tremendous difficulties adapting their resources to cope with brand-new Contract Implementation Projects. For instance, from wire-line systems to wireless ones, from circuit switching to packet switching, or from narrow-band to broadband, and so on. All of these will have definite impacts on the WBS.When creating a WBS for a Contract Implementation Project with brand-new technology or system, one needs to identify carefully the differences of engineering needs caused. Let us take the task "Site Survey" in Figure 1 as an example. If the WBS was originally for wire-line systems, and then the task can be decomposed mainly into power supply, machine house, network connection and cabling subtasks. However, if a wireless system is to be implemented, then subtasks such as radio-testing, tower availability and lightening protection must be added. This is illustrated inFigure 6 - WBS Change due to Wireless Technology.9 PROVEN TOOLS AND TECHNIQUESWhatever the scenario seems to be, many proven project management tools and techniques about WBS are valid. Among them are brainstorming, expert judgement, templates, decomposition and configuration management. What is the most important is when and how to combine them to establish an appropriate WBS cost-effectively.BrainstormingBrainstorming has been quite frequently used to identify problems, root causes and solutions through team effort. WBS is among one of the key topics, but normally brainstorming is used to review WBSs for coming projects. Results can be obtained efficiently and most of the time effectively. Brainstorming can be best applied when team members are readily prepared in terms of knowledge and experience. Otherwise it can also be very ineffective or simply wasting of time. For example, if a team has only been doing switching system implementation, when creating WBS for a optical cable project, better seeking for experts in that field instead of storming the brain.Expert JudgementThe key issue here is how to define the term "Expert". In practice, it is less difficult to find technical or engineering experts with sufficient knowledge and experiences. Unfortunately, not the case to have someone with project management expertise at the same time. Therefore, care must be taken to make sure that experts are working with project managers in coordinated way. For example, the experts usually tend to agree with the WBS in Figure 4 other than the one in Figure 1 for a Contract Implementation Project.DecompositionThe key question here is "When should I stop?" For Contract Implementation Projects, the duration of work packages is dependent upon the level of effort per node, which is approximately 1-5 days depending upon technology and local logistics. Experiences have shown that 40 hours or one week for the duration of a work package could be appropriate.TemplatesIn a properly maintained project management system, WBS templates can be of great help to project planning in terms of efficiency and effectiveness. In a projectized organization, project management system and quality management system is often interchangeable. Otherwise it is recommended to have the former within the latter. The reason is simple. Quality management system has well-defined and proven international standard - ISO9001- to follow, and not the case for project management system.Configuration ManagementThe very philosophy of configuration management is, in many times, a critical tool for the creating and adapting project WBSs, especially for complex telecom projects. Whenever there is a change in one part of a WBS, the rest parts have to be reviewed to make sure all elements in the WBS have consistency as per the project scope. For example, in Figure 6, changes have made to adapt a WBS for wire-line system to one for wireless system. One has to make sure that the subtasks added, i.e. radio testing, tower availability and lightening protection should be done for all "site survey" tasks (meaning for all the nodes) in the WBS. Even more importantly, the scope of subtask "cabling" should be extended to the dimensioning from the outdoor antenna to the indoor equipment, which is not required for a wire-line system.10 REFERENCESA Guide to the Project Management Body of Knowledge, PMI, USA, 1996.。

常见经营范围中英文对照

常见经营范围中英文对照

经营范围参考一、服务类Service Class企业营销策划(Corporate marketing and planning)、企业形象策划(d esign of enterprise image)、企业投资贸易信息咨询(information consultation of Enterprise investment trad e)、企业管理咨询(Enterprise Management Consultation)、人力资源信息咨询(information consultation of human resource)、人力资源管理服务( human resource management services)、人才信息咨询服务(personnel information consultation services)、职业发展咨询(career d evel opment advisory)、人才中介(employment agency)、市场调研(market research)、商务咨询(business consultant)、财务咨询(financial consulting)、劳务服务(labor service)、会务服务(conference service)、文化教育信息咨询(information consultation of culture and education)、健康保健咨询(health care consultation)、展览展示服务(Exhibition services)、建筑装饰工程( Buil ding Decoration Engineering)、环保工程(Environmental Engineering)、通讯工程(communication engineering)、房地产开发(real estate d evelopment)、室内装潢设计( Interior Decoration and Design)、水电安装(water and electricity installation)、电器的安装维修服务(installation and repair service of el ectric appliance)、货运代理(freight forwarding)、货运代理服务(freight forwarding service)、物流仓储(l ogistics storage)、鲜花礼仪服务(Fl owers etiquette service)、婚庆服务(wed ding service)、美术设计(art d esign)、盲人按摩(blind massage)、资料翻译(materials translation)、工艺礼品设计(Craft gifts d esign)、服装设计(costume d esign)、快递服务(d elivery service)、清洁服务(cl eaning services)、清洁干洗(Cl ean and dry)、摄影服务(photography services)、彩扩(col or film processing)、绿化养护(landscaping maintenance)、汽车装潢(automobil e d ecoration)、广告设计(advertisement d esign)、制作( Advertising production)、发布(Advertising publications)、代理(Advertising agency)。

贝恩BAIN咨询公司的知识管理英文PPT

贝恩BAIN咨询公司的知识管理英文PPT
Determine best modes for Transferring and sharing knowledge
Ensure formats and access e.g., IT make use as easy as possible
NY Infotoday preez 1
9
The objectives of KM for Bain
and what needs to be created to support your strategy
Determine how to capture e.g., format, timing
Organize and classify knowledge based on the business’ “view of the world”
Drive client results
NY Infotoday preez 1 10
Bain’s knowledge is centered around our case teams
Client Development
(Partner) (1-3 weeks)
Case Startup
In-Depth Work & Recommendatio
Rating (1 to 5)
4.0 3.55
3.0
2.96
2.0
2.0
1.0
1.0
0.0
Average of Knowledge 31 Tools Management
0.0
Average of Knowledge 31 Tools Management
Source: Bain Management Tools & Techniques Survey 2001

CMC简介

CMC简介

CMC简介2010-1-15 10:15作者: 游客一、关于CMC国际注册管理咨询师“CMC”是英文Certified Management Consultant的缩写。

一名专业管理咨询人员经过严格的审核,在个人品质、资历、经验、能力、独立性等方面达到国际管理咨询协会理事会(International Council of Management Consulting Institutes,以下简称ICMCI)的全球通用标准,并且通过所授权专业机构的认证之后,将成为一名国际注册管理咨询师(CMC)。

获得CMC认证,标志着管理咨询人员获得了国际认可的水平和能力。

二、关于ICMCI国际管理咨询协会理事会(ICMCI)是世界各国管理咨询协会的全球性联盟,创建于1987年,目前有48个会员国和地区。

中国企业联合会管理咨询委员会因其20多年在管理咨询领域孜孜不倦的工作和专业的运作方式,作为中国大陆的唯一代表于2005年6月正式加入ICMCI,成为ICMCI的成员。

随着管理咨询在国际贸易和经济活动中的角色日益被认可,2001年,国际管理咨询协会理事会(ICMCI)被联合国经济和社会理事会(ECOSOC)认可为具有特别咨询身份的非政府组织。

(一)ICMCI的合作伙伴:1. 欧洲非政府组织联盟(UN NGO)2. 欧洲复兴与发展银行(EBRD)3. 国际认可论坛(IAF)4. 欧洲标准委员会(CEN)5. 欧洲管理咨询联合会(FEACO)6. 国际劳工组织(ILO)7. 世界银行(World Bank)(二)ICMCI的核心活动:1. 形成一个全球化组织,联合各国管理咨询顾问认证机构共同工作,以实现提高专业水平的共同目标2. 增强各国管理咨询顾问认证机构之间的信息交流,鼓励协会之间的相互辅助,并且在世界范围内对认证过程进行改进。

3. 在世界范围内提出管理咨询顾问的标准,使管理咨询日益成为一个受尊敬的行业。

4. 鼓励跨国界的管理咨询顾问之间的交流网络,鼓励国家之间信息的自由流动,并形成更强的合作精神。

pmc工作职责内容(3篇)

pmc工作职责内容(3篇)

pmc工作职责内容PMC(Project Management Consultant)是指项目管理咨询师,一般为项目管理领域的专业人士。

其工作职责包括但不限于以下内容:1. 项目计划与控制:制定项目的整体计划并进行详细的工作分解,编制项目进度计划、资源计划和预算计划等,并对项目进展进行监控和控制,确保项目按时、按质、按量完成。

2. 风险管理:识别项目风险,并制定相应的风险管理措施,帮助项目团队识别、评估和应对风险,保障项目的顺利进行。

3. 质量管理:建立项目质量管理体系,制定并推动项目相关的质量标准和流程,监督和检查项目工作的质量,确保项目交付物符合质量要求。

4. 成本管理:制定项目的成本预算和成本计划,并进行成本控制,协助项目团队管理项目资金的投入和支出,确保项目在预算范围内进行。

5. 范围管理:协助项目团队明确项目范围,制定项目工作分解结构(WBS),并进行范围变更的管理和控制。

6. 沟通管理:建立项目沟通渠道,协助项目团队进行沟通和协作,包括与项目干系人(包括客户、相关部门、供应商等)的沟通,解决沟通问题和冲突。

7. 人力资源管理:协助项目团队进行人力资源的规划和分配,以及绩效评估和激励。

8. 采购管理:协助项目团队进行采购管理,包括供应商的选择、合同的签订和履行等。

9. 文件管理:协助项目团队进行项目文档的管理,包括项目计划、报告、会议纪要等的编写和归档。

10. 项目评估与总结:对项目进行阶段性和最终性评估,并总结项目经验教训,以便对未来项目进行改进和借鉴。

总之,PMC的工作职责是协助项目管理团队进行项目管理工作,以确保项目的顺利进行和成功交付。

pmc工作职责内容(2)PMC(Project Management Consultant)是项目管理咨询师的英文缩写,其工作职责包括以下几个方面:1. 项目管理咨询:为客户提供项目管理方面的专业咨询服务,包括项目规划、项目组织和管理、项目实施和监控等方面的建议和指导。

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