上海人力资源二级英语单选题只有标准答案
单项选择题汇总
1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .
C. mentors
2. As an appraiser（评价者）, you should try to do all of the following except .
B. change the person, not the behavior
3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .
D. cultural trends
4. Questions contained in structured job interviews should be based on .
A. job analysis
5. Outplacement services are .
B.designed to help terminated employees find a job elsewhere
6. Which of the following is not a core skill that is critical for success abroad .
B. effective delegatory（授权的）skills
7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use .
C. behavior method
8. Compensation programs that compensate employees for the knowledge they possess are known as .
A. skill-based pay plans
9. To implement a successful program in basic and remedial training, managers should do all of the following except .
https://www.360docs.net/doc/2e1684234.html,e a classroom-oriented approach so employees learn by lectures
10. Which of the following is not true of self-ratings of performance .
D. They are free of most biases that other rating sources may have
1.Performance appraisal methods can be broadly（大体上）classified as either , , or approaches.
B. trait, behavioral, results
2.The area from which employers obtain certain types of workers from within the organization is known as the .
A. internal labor market
3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes.
A. on-the-job
4. The primary reason why organizations train new employees is to .
A.increase their knowledge, skill, and ability level
5. The HR department in an overseas unit must be particularly responsive to all of the following environments except .
C. technological
6. Which of the following is not a primary impact that technology has had on HRM .
C. It has diminished the role of supervisors in managing employees.
7. Which management group has primary responsibility for the development of disciplinary policies and procedures .
C. the HR department
8. To create a more flexible pool of employees, managers might most likely .
B. rely on skill-based pay structures
9. Which of the following does not alter the nature of jobs and the requirements of individuals needed to successfully perform these jobs .
C. stable growth in product demand
10. Wage survey data will normally be collected with the use of .
B. key jobs
1. When setting performance measures for incentive systems, we can say that the best measures are .
A. quantitative, simple to understand, and show a clear relationship between output and reward
2. To facilitate an egalitarian environment, which of the following HR practices should managers implement .
C. profit sharing
3. If a job analyst doubt the accuracy of information provided by employees, he or she should .
D. obtain additional information from them or from their supervisors
4. Reasons for not hiring from within include all of the following except .
A. motivational concerns
6. Which of the following is an example of a well-written performance standard .
A. Desk clerks are expected to check out approximately fifteen customers every half-hour
7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except .
B. performance
8. An incentive plan is more likely to succeed in an organization when all of the following are true except .
D. employees believe that incentive payment are deferred
9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from .
C. both home- and host-country evaluations
10. Human capital of a firm include the following except .
D. the behavior of a firm’s workers
1. In general, in recent years the role of people in a determining a firm’s competitive advantage has .
C. increased in importance in both service and manufacturing firms
2. Objectives accomplished through job analysis include all of the following except .
C. eliminating discrepancies between internal wage rates and market rates
3. 360-degree feedback might be used for the following except .
D. recruitment
4. Employees who are coached, advised, and encouraged by employers of greater rank are known as .
D. protégés
5. Which of the following isn’t a form of performance-based compensation .
C. minimum wage
6. Advantage of employee stock ownership plans (ESOPs)include all of the following except .
B. the employees’ pensions are less vulnerable（易受批评）due to diversification
7. Lee, a new supervisor, wants to correctly document（记录，证明）the poor performance of an employee. Which of the following would he not have to do .
A. perform a current performance appraisal of the employee
8. All of the following benefits are realized by aligning（支持、校正）employee rewards with performance except .
B. employees will pursue outcomes that beneficial to themselves
9. Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving employee performance, and other “HRM” issues are duties typically reserved for .
C. HR and line managers
10. Job analysis is called the cornerstone of HRM because .
C. the information it collects serve so many HRM functions
1. During the selection procedure, an applicant may be rejected .
D. at any step in the procedure
2. Which type of training allows students to get real-world experience in organizations while still receiving
college credit .
C. internships
3. Self- appraisals are best for .
B. developmental purposes
4. An employer wishing to set up the job classification system of job evaluation would have to .
C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability
5. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called .
C. an incentive
6. To enhance the degree（程度）of rareness in employee skill and abilities, organizations should develop competencies in their employees that .
D. are not equally available in the labor market
7. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .
C. outplacement assistance
8. Organizations like to hire older workers because .
A. they have proven employment experience
9. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .
B. organization analysis
10. While a career development program requires special processes and techniques, a basic requirement is .
C. management support
1. The worth and compensation of a job should depend on all of the following except .
D. the gender of the employees
2. Regardless of the selection methods used, it is essential that the selection procedure be .
C. reliable and valid
3. A supervisor who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training .
B. coaching
4. Performance appraisal systems sometimes yield disappointing results for all of the following reasons except .
D. use of appraisal systems in validating job analysis
5. An employer wishing to raise the “real wages” of employees would have to .
A. grant wage increases larger than the cost of living
6. Disadvantages of profit sharing include all of the following except .
C. effective profit sharing plans require a second HR program
7. All of the following as attributes of successful global managers has been identified except .
D. capability to manage a highly centralized organization
8. To attain a sustainable competitive advantage through people, organizations should develop competencies in their employees that .
D. are designed around unique team processes
9. Which of the following is not an outcome of low salary budget .
B. increased employee output
10. Benefits of orientation programs frequently reported by employers include all of the following except .
A. higher turnover（营业额）
1. In order to play a more active role in influencing change within organizations, HR department must do all of the following except .
C. view themselves as primarily performing a service function
2. Job requirements are .
A. the different duties, tasks, and responsibilities that make up a job
3. The technique of training managers that emphasizes the need to involve supervisory trainees in handling real-life employee problems and to receive immediate feedback on their own performance is .
D. behavior modeling
4. All of the following are basic skills needed for successful career management except .
D.putting responsibility for your career in the hands of your supervisor
5. The term pay-for-performance can encompass all of the following except .
B. base salary
6. Disorientation（迷失）that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as .
B. culture shock
7. Smaller organizations can achieve a system approach to organizational design that maximizes employee performance and well-being by combining all of the following except .
C. organizational strategy
8. Which of the following is an appropriate strategy to create a training environment conducive to learning .
A. using negative reinforcement（负强化）
9. An organization wishing to establish greater job-staffing flexibility would likely use which pay system .
B. skill-based pay
10. If labor costs represent 50% of an organization’s sales dollars and the organization pays a bonus to employees whenever labor costs drop below this percentage, which type of incentive plan is it using .
A. team bonuses
1. The benefits of providing job applicants with a balanced, honest, and realistic portrayal（描述）of a job position include all of the following except .
D. enhanced expectations and aspirations
2. The interview method that best reduces the possibility of discrimination is the .
D. structured interview
3. Which of the following is not a fundamental issue related to training design .
D. trainee ethnic characteristics
4. Compensation programs that compensate employees for the knowledge they possess are known as .
A. skill-based pay plans
5. .In order for a merit pay plan（记功支付计划）to work effectively, all of the following should occur except .
D. a supervisor’s subjective evaluation must be used in computing the raise
6. Which of the following is not one of the ways in which international HRM differs from domestic HRM .
A. international HRM must be concerned with obeying local laws and regulations
7. All of the following benefits are realized by redesigning work around key business processes except .
B. it standardizes employees’ skills
8. “Tell me about the last time you disciplined an employee” is an example of a .
A. behavioral description interview question
9. The piecework system is more likely to succeed when all of the following are true except .
B. the quality of the product is critical（决定性的）
10. Which management group has primary responsibility for the development of disciplinary policies and procedures .
C. the HR department
1. Which of the following organizations is pursuing a transnational strategy .
B. a brewery trying to achieve scale economies while simultaneously customizing its taste and marketing efforts for local markets
2. Recent technological advancements have led to all of the following except .
A. an increased number of unskilled jobs
3. If 200 resumes were obtained from an employment agency（职业介绍所）, 40 of the applicants submitting those resumes were qualified, 20 of the applicants submitting those resumes were invited for an on-site interview, and 10 were offered employment, what is the cumulative yield-ratio .
D. 40 percent＝（40/200+20/40+10/20）/3=40%
4. Which of the following is not a benefit of orientation programs .
C. more comprehensive task analysis
5. When setting performance measures for incentive systems, we can say that the best measures are .
A. quantitative, simple to understand, and show a clear relationship between output and reward
6. To facilitate an egalitarian environment, which of the following HR practices should managers implement .
C. profit sharing
7. If a job analyst doubt the accuracy of information provided by employees, he or she should .
D. obtain additional information from them or from their supervisors
8. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from .
C. both home- and host-country evaluations
9. In general, in recent years the role of people in a determining a firm’s competitive advantage has .
C. increased in importance in both service and manufacturing firms
10. To obtain employee input regarding benefits packages, employers often use .
D. opinion surveys
1. Which of the following methods focuses the evaluator’s attention on those behaviors t hat are key in making the difference between executing a job effectively or ineffectively .
D. Critical incidents
2. Recruiting from within means that organization prefers to recruit people from .
C. internal labor market
3. Human resource and succession planning provides information on .
B. future skill requirements and management training needs
4. Multiperson comparisons evaluate one individual’s performance against one or more others. There are three most popular comparisons except .
C. graphic rating scales
5. Extrinsic rewards include the following except .
A.job enrichment
6. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .
B.110 =350-0.8*300=110
7. In the broader meaning of the term, human resource planning plays a(an) in the HR function.
A. strategic role
8. What is the main aim of job rotation .
B. broaden experience
9. The aim of the labor turnover index is to .
A. measure labor turnover
10. The basis philosophy of the managerial grid training is that .
B. the task of the individual manager is to achieve production through people
人力资源二级英文答案
三、写作 （1） 某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。 Job Description（参考答案） Position chief accountant Department financial department Accountable to CFO Salary/pay grade 3 [ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summary Work closely with the companys CFO, and ensure that all of the responsibilities pertaining to the accounting department are met. Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems. Responsibilities/daily tasks Report to the CFO and be responsible for all accounting functions. Providing analytical budgetary & financial planning/reporting support to senior management. Establishing and maintaining internal controls, external financial reporting. Interface with external auditors, handling all corporate tax matters. Qualifications Master degree or above; At least 5 years experience in accounting work; Work experience in foreign or JV company is preferred; Willing to travel. Relations of the position to others in the company Administration department; Marketing department; Manufacturing department; R&D department etc. （2） 假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。现在需要你为这位销售经理拟定一份录用通知书（Letter Confirming Employment），请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。(凡涉及到人名，均用XXX表示，请勿用真实姓名。) Letter Confirming Employment Dear XXX: I am pleased that you have accepted the position of sales manager at our company, starting on July 1 . You shall perform the following duties and have the following responsibilities: Participate in formulating marketing strategy; Formulate annual sales plan;
人力资源管理制度专业英语的翻译
人力资源管理专业英语的翻译
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Unit1 An Overview Of Human Resource Management 组织需要一些有效率的东西：物质资源、金融资源、营销能力和人力资源。虽然这些对组织效率来说都很重要，但是最有可能提供潜在竞争优势的因素是人力资源如何管理这些资源。工业技术、财政学和顾客联系（市场）都可以被模仿，基本的管理人员也可以被模仿，但是最有效率的组织发现了独特的方法去吸引、保留和激励雇员——即一种难以被模仿的策略。 在《人的竞争优势》这篇华丽的文章中，Jeffrey Pfeffer 举了西南航空公司这个例子。 思考一下…西南航空公司的股票在1972和1992年间有最好的回报。可以确定的是它的成功并不是从规模经济中得到的。在1992年，西南航空公司公司有13.1亿的收入，并且在美国的的客运市场中仅仅占到了2.6%的份额…西南航空公司（问题句）的成功是因为它有多渠道的低成本资金——的确，它是美国负债经营最少的航空公司之一。西南的飞机，波音737，对它的竞争对手来说都能轻易获得。它不是任何一个大型计算机化预定保留系统的成员，它没有独特先进的技术，并且卖的是本质上的日常用品——低成本，经济型航空服务，在价格上有着别的竞争者无法压敌的优势。 西南航空公司大部分的价格优势来源于它的非常有生产力、非常受激励，顺便说一下，还有统一的劳动力。与美国的航空公司相比，根据1991年的统计，西南航空公司飞机的服务人员很少（79：131），每个雇员所能应对的乘客比一般的航空公司多（1891082：1339995）。他表明80%的起降可以在15分钟完成，而其他公司平均需要45分钟，这些设备的利用率给了它一个巨大的生产力优势。它在乘客服务上也提供了特别水平的服务。西南公司曾经荣获航空公司的三连冠（最佳准点率、最低行李丢失率、最少乘客抱怨率）9次。没有一个竞争对手赶得上。 关于西南航空公司的描述证明了一个生动的例子来表明发挥的作用——人力资源——在迎接21世纪的挑战中决定组织竞争力和效率。西南航空公司的成功来源于有效的管理人员，一个联合了大量重要却不可见的运作方面。从这个很明显的例子中就可以看出，组织所面对的大部分改变和挑战都和雇员有关。在财富500强多种多样的组织中，非盈利的大学，美国橄榄球足球队，和地方旅店，CEO目睹了员工参与，正确的人从事正确的工作，管理者关心他们雇员的结果。90年代成功的组织在人力资源管理上都采纳了职业化的途径以确保他们在21世纪任然能够成功。 人力资源管理的发展 传统中的“人事部”的部门现在被称为“人力资源部”。但是改变的不仅仅是名字。这个部门的工作重心开始转变，并且他们的职责也扩大了。表1是我强调的发生在这个领域最主要的转变。 在1990年以前，提高工人个人生活水平是改革者最关心的。一些雇员企图通过建立工会或罢工来获得每星期6美元的最低工资。 时间段在管理中主要 关注的主题 对员工管理的观点活动 1890之 前 生产技术不关心员工需求惩罚系统 1890— 1910 福利工人需要安全条件和经济机会安全项目、英语课程、激励课程1910— 1920 任务效率工人需要高收入使高效称为可能时间和动作研究1920— 1930 个体的不同工人个体差异被考虑心理测试、员工辅导1930— 1940 工会工人作为管理者的对手工人联络系统、反工会1940—
人力资源专业词汇汇总--(中英文)超全
目录 导论：人力资源环境与策略2第一篇设计：工作分析与人力规划5第二篇招聘：人力资源选拔与预测8第三篇开发：人力资源培训与评价12第四篇报酬：薪资方案与福利计划18第五篇影响：员工健康与劳资关系22
导论：人力资源环境与策略 第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标objectives of HRM 。人力资源管理职责duties of HRM 。人力资源管理任务tasks of HRM 。战略性人力资源管理strategic HRM 。人力资源政策human resource policy 。人力资源哲学human resource philosophy 。精神契约psychological contract 。企业认同感organization commitment 2.组织：行为与文化 。正式组织formal organization 。非正式组织informal organization 。组织文化organization culture
。亚文化subculture 。跨文化cross-national culture 。价值观values 。态度attitudes 。角色行为role behavior 。个人主义—集体主义individualism-collectivism 。不确定性规避uncertainty avoidance 。权力距离power distance 。直线和职能职权line and staff authority 3.激励与组织绩效 。激励motivation 。需要层次理论hierarchy of needs theory 。X理论与Y理论theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ 。激励-保健理论motivation-hygiene theory 。ERG理论ERG theory 。麦克莱兰德需要理mc-clelland’s theory of needs 。期望理论expectency theory 。公平理论equity theory 。强化理论reinforcement theory 。波特-劳勒期望机率理论borter-lawler’s theory of expectency 第二章人力资源环境
人力资源管理专业英语Unit1Unit4翻译
Unit1 An Overview Of Human Resource Management 组织需要一些有效率的东西：物质资源、金融资源、营销能力和人力资源。虽然这些对组织效率来说都很重要，但是最有可能提供潜在竞争优势的因素是人力资源如何管理这些资源。工业技术、财政学和顾客联系（市场）都可以被模仿，基本的管理人员也可以被模仿，但是最有效率的组织发现了独特的方法去吸引、保留和激励雇员——即一种难以被模仿的策略。 在《人的竞争优势》这篇华丽的文章中，Jeffrey Pfeffer 举了西南航空公司这个例子。 思考一下…西南航空公司的股票在1972和1992年间有最好的回报。可以确定的是它的成功并不是从规模经济中得到的。在1992年，西南航空公司公司有13.1亿的收入，并且在美国的的客运市场中仅仅占到了2.6%的份额…西南航空公司（问题句）的成功是因为它有多渠道的低成本资金——的确，它是美国负债经营最少的航空公司之一。西南的飞机，波音737，对它的竞争对手来说都能轻易获得。它不是任何一个大型计算机化预定保留系统的成员，它没有独特先进的技术，并且卖的是本质上的日常用品——低成本，经济型航空服务，在价格上有着别的竞争者无法压敌的优势。 西南航空公司大部分的价格优势来源于它的非常有生产力、非常受激励，顺便说一下，还有统一的劳动力。与美国的航空公司相比，根据1991年的统计，西南航空公司飞机的服务人员很少（79：131），每个雇员所能应对的乘客比一般的航空公司多（1891082：1339995）。他表明80%的起降可以在15分钟完成，而其他公司平均需要45分钟，这些设备的利用率给了它一个巨大的生产力优势。它在乘客服务上也提供了特别水平的服务。西南公司曾经荣获航空公司的三连冠（最佳准点率、最低行李丢失率、最少乘客抱怨率）9次。没有一个竞争对手赶得上。 关于西南航空公司的描述证明了一个生动的例子来表明发挥的作用——人力资源——在迎接21世纪的挑战中决定组织竞争力和效率。西南航空公司的成功来源于有效的管理人员，一个联合了大量重要却不可见的运作方面。从这个很明显的例子中就可以看出，组织所面对的大部分改变和挑战都和雇员有关。在财富500强多种多样的组织中，非盈利的大学，美国橄榄球足球队，和地方旅店，CEO目睹了员工参与，正确的人从事正确的工作，管理者关心他们雇员的结果。90年代成功的组织在人力资源管理上都采纳了职业化的途径以确保他们在21世纪任然能够成功。 人力资源管理的发展 传统中的“人事部”的部门现在被称为“人力资源部”。但是改变的不仅仅是名字。这个部门的工作重心开始转变，并且他们的职责也扩大了。表1是我强调的发生在这个领域最主要的转变。 在1990年以前，提高工人个人生活水平是改革者最关心的。一些雇员企图通过建立工会或罢工来获得每星期6美元的最低工资。
大学人力资源管理专业英语复习题
一、选择:(10小题,每小题1分 1、A is a citizen of one country,working in a second country,and employ by an organization headquartered in a third country. A. Third-country national B. Host-country national C. Parent-country nationals D. Repatriate 2、A is an employee working for a firm in an operation who is a citizen of the country where the operation is located,but the headquarter for the firm is in another country. A. Third-country national B. Host-country national C. Parent-country nationals D. Repatriate 3、refers to the policies and practices related to managing people in an internationally oriented organization. A. Global human resource management B. Cultural management C. Global organizations’ staffing https://www.360docs.net/doc/2e1684234.html,pensation management 4、Which of the following belongs to retirement security benefits? A. Severance pay B. Time-off benefits C. Unemployment compensation D. Pension plans 5、Which of the following doesn’ t belong to executives?The . A. CEO B. President C. Senior vice-president D. Mid-manager 6、A pay is a collection of date on compensation rates for working performing similar jobs in other organizations. A. System B. Survey C. Grade D. Range 7、Which of the following is an inappropr iate rater of an employee’ s performance? A. his/her supervisor B. His/her peer C.his/her customer D. his friend
人力资源常用英语词汇
人力资源常用英语词汇 计算机/互联网/通讯 Technology/Internet 首席技术执行官 CTO/VP Engineering 技术总监/经理 Technical Director/Manager 信息技术经理 IT Manager 信息技术主管 IT Supervisor 信息技术专员 IT Specialist 项目经理/主管 Project Manager/Supervisor 项目执行/协调人员 Project Specialist / Coordinator 系统分析员 System Analyst 高级软件工程师 Senior Software Engineer 软件工程师 Software Engineer 系统工程师 System Engineer 高级硬件工程师 Senior Hardware Engineer 硬件工程师 Hardware Engineer 通信技术工程师 Communications Engineer ERP技术/应用顾问 ERP Technical/Application Consultant 数据库工程师 Database Engineer 技术支持经理 Technical Support Manager 技术支持工程师 Technical Support Engineer 品质经理 QA Manager 信息安全工程师 Information Security Engineer 软件测试工程师 Software QA Engineer 硬件测试工程师 Hardware QA Engineer 测试员 Test Engineer 网站营运经理/主管 Web Operations Manager/Supervisor 网络工程师 Network Engineer 系统管理员/网管 System Manager/Webmaster 网页设计/制作 Web Designer/Production 技术文员/助理 Technical Clerk/Assistant 销售 Sales 销售总监 Sales Director 销售经理 Sales Manager 区域销售经理 Regional Sales Manager 客户经理 Sales Account Manager 渠道/分销经理 Channel/Distribution Manager 渠道主管 Channel Supervisor 销售主管 Sales Supervisor 销售代表 Sales Representative / Executive 销售工程师 Sales Engineer 医药代表 Pharmaceutical Sales Representative 保险代理 Insurance Agent
人力资源专业术语与 HR 术语英文对照
人力资源专业术语与 HR 术语英文对照 从事人力资源管理的你，肯定看过不少管理类的书籍，也牢记了不少管理的小诀窍与大道理，但你是否都懂得这些专业词语的解释与英文呢？以下是我总结出来的人力资源的专业术语解释与英文对照，记起来吧，肯定对你有帮助的。 HR 软件：人力资源软件，是对各类用来解决人力资源信息化的软件的统称，包括企业人力资源管理软件、人才市场管理软件、人才测评软件、 360 度评估软件、员工满意度分析软件、企业学习解决方案（培训管理软件）等。一般所讲的 HR 软件，就是指企业人力资源管理软件。 HRIS ：是 Human Resource Information System 的缩写，意指人力资源信息系统，即也可以说是对上述各类软件的统称，只不过含义更广。 HRMS ：是 Human Resource Management System 的缩写，意指人力资源管理系统，有广义和狭义之分。就广义来讲，指的是一个企业人力资源管理体系，即人力资源管理的规章制度、组织结构、方法等构成的体系；就狭义来讲，指企业人力资源管理信息系统。 人力资源管理电子化：就像是说会计电算化一样，人力资源管理电子化是指利用计算机来实现对企业人力资源管理的电子化、自动化操作，相对于人力资源管理信息化来讲是一个比较低层次的词，电子化层次并不能提供智能分析、较强的相互关联等。 人力资源信息系统提供商或供应商：一般说 HRIS 供应商或提供商，就是指为企业提供人力资源管理信息系统的企业或公司，是一个比较正式或大家比较习惯了的说法，表明这家企业具备为客户提供和实施人力资源管理信息系统的能力，而不再单纯是一个软件开发公司，具有综合解决企业人力资源管理信息化问题的能力。 ERP ：是 Eenterprise Resource Planning 的缩写，即企业资源规划系统，它的发展有以下几个阶段： A. MIS 系统阶段（ Management Information System ） 企业的信息管理系统主要是记录大量原始数据、支持查询、汇总等方面的工作。 B. MRP 阶段（ Material Require Planning ） 企业的信息管理系统对产品构成进行管理，借助计算机的运算能力及系统对客户订单，在库物料，产品构成的管理能力，实现依据客户订单，按照产品结构清单展开并计算物料需求计划。实现减少库存，优化库存的管理目标。C. MRP Ⅱ阶段（ Manufacture Resource Planning ，制造资源计划） 在 MRP 管理系统的基础上，系统增加了对企业生产中心、加工工时、生产能力等方面的管理，以实现计算机进行生产排程的功能，同时也将财务的功能囊括进来，在企业中形成以计算机为核心的闭环管理系统，这种管理系统已能动态监察到产、供、销的全部生产过程。 D. ERP 阶段（ Enterprise Resource Planning ） 进入 ERP 阶段後，以计算机为核心的企业级的管理系统更为成熟，系统增加了包括财务预测、生产能力、调整资源调度等方面的功能。配合企业实现 JIT 管理全面、质量管理和生产资源调度管理及辅助决策的功能。成为企业进行生产管理及决策的平台工具。 E. 电子商务时代的 ERP Internet 技术的成熟为企业信息管理系统增加与客户或供应商实现信息共享和直接的数据交换的能力，从而强化了企业间的联系，形成共同发展的生存链，体现企业为达到生存竟争的供应链管理想。 ERP 系统相应实现这方面的功能，使决策者及业务部门实现跨企业的联合作战。 SCM ：是 Supply Chain Management 的缩写，指供应链管理，是指企业的采购、库存等信息管理。 CRM ：是 Customer Relationship Management 的缩写，指客户关系管理系统，用来管理客户信息、交易记录、交易机会分析等。 就上述的概念来讲， ERP 涉及到财务管理、库存管理、进销存管理、人力资源管理、生产管理、物流管理等。而SCM 、 CRM 与 ERP 一起可以构建一个企业的电子商务平台。
人力资源管理专业英文求职信范文.doc
人力资源管理专业英文求职信范文 first of all, thank you for your busy schedule to read my 自荐信down, when you open the自荐信personally, i will be reviewing the past efforts; when you finally close the 自荐信, and perhaps will the new decision of my life journey. my name is ***, a ** to be graduated from the baoji college of arts and science in human resource management students. to take this career, i with a sincere heart and pursuit of the cause, in good faith, recommend their own. i know only a few sentences outlining a complete itself is not easy. i really just want to use the language of the most pure, introduced themselves as comprehensively as possible to your organization's job to express the most sincere desire. sincere desire to be able to join your organization, a building block for your organization tomorrow, but your organization is willing to contribute their youth and wisdom. while studying at the school system to study the human resources management professional theoretical knowledge, but also a positive constant, based on solid, professional for the breadth and depth. the use of baoji college of arts and science of the advantages of
人力资源常用英语单词表
精选了一些常用的人力资源英语，希望对大家有所帮助哦16PF 卡特尔16 种人格因素测试 360-degree appraisal 360 度评估 360-degree feedback 360 度反馈 7S 7S 原则/模型 New 7S 新7S 原则/模型 80/20 principle 80/20 法则 AAR-After Action Review 行动后学习机制 Ability Test 能力测试 Ability of Manager 管理者的能力 Absence Management 缺勤管理 Absence rate 缺勤率 Absent without Leave 无故缺勤擅离职守 Absenteeism 缺勤 Accident Insurance 意外伤害保险 Accident Investigation 事故调查 Accident Loss 事故损失 Accident Work Injury 工伤事故 Achievement Need 成就需求 Achievement Test 成就测试 Action Learning 行动（为）学习法 Administer 管理者 Administrative Level 管理层次 Administrative Line 直线式管理 Adverse Impact 负面影响 Advertisement Recruiting 广告招聘 Affective Commitment 情感认同 Affiliation Need 归属需求 Age Composition 年龄结构 Age Discrimination 年龄歧视 Age Retirement 因龄退休 Agreement Content 协议内容 Allowance 津贴 Annual Bonus 年终分红 Annual Leave 年假 Annuity/Pension 退休金 Applicant-Initiated Recruitment 自荐式招聘 Application Blank 申请表 Appraisal Feedback 考评反馈 Appraisal Interview 考评面谈 Appraisal Standardization 考评标准化 Attendance 考勤
(整理)人力资源管理专业英语翻译第八章.
第八章职业开发 职业生涯是指一个人一生中从事职业的全部历程。职业管理是一个终身过程包括了解自我、工作和组织的过程；确立个人职业目标；制定目标战略；以及依据工作和生活经历调整目标。职业发展是一个过程，在这个过程中，个人通过承担培训和职业发展需要的责任，战略性地探索、计划和创造他们的未来。职业发展包括持续学习，寻求新机会和找到积极有效的可推动性地为组织做贡献的方式。 一.两种职业管理 存在两种职业管理。以组织为中心的职业管理侧重工作和确立职业路径，为组织中从事不同工作的个人提供逻辑发展机会；而以个人为中心的职业发展侧重个人的职业生涯而不是组织的需要。两种职业管理对员工职业发展都同等重要，二者应互补。为规划成功的职业生涯，员工需承担责任设定一个职业发展计划并着手行动以便达成职业目标。个人职业偏好和组织机会合力确定了个人职业发展的方向。 图8-1显示了组织需要和个人需要是如何相关的，从而通过战略性的组织目标达到个人的职业满意。个人必须进行其自己的职业诊断，开方，实施和评估。 图8-1 组织和个人职业计划视角 来源：《人力资源管理》（第10版）Robert L. Mathis和John H. Jackson 二.职业阶段 大部分工作的人接受过某种类型的组织教育比如中学教育、经贸学校教育、职业教育或大学教育，从而为他们的职业做了一定的准备。此受教育阶段长短因人而异。然后他们开始第一份工作，不过他们也可能在同一组织或不同组织间转换工作。最终，他们走过一生的职业生涯定位在某个职位上直到退休。职业阶段研究发现，随着个人阶段的不同其需要和期望也不同。图8-2 显示了一个职业阶段变化的模式。
人力资源专业词汇汇总 (中英文)超全 整理 的很辛苦的
第一篇导论：人力资源环境与策略第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标 objectives of HRM 。人力资源管理职责 duties of HRM 。人力资源管理任务 tasks of HRM 。战略性人力资源管理 strategic HRM 。人力资源政策 human resource policy 。人力资源哲学 human resource philosophy 。精神契约 psychological contract 。企业认同感 organization commitment 2.组织：行为与文化 。正式组织 formal organization 。非正式组织 informal organization 。组织文化 organization culture 。亚文化 subculture 。跨文化 cross-national culture 。价值观 values 。态度 attitudes 。角色行为 role behavior
。个人主义—集体主义individualism-collectivism 。不确定性规避 uncertainty avoidance 。权力距离 power distance 。直线和职能职权 line and staff authority 3.激励与组织绩效 。激励 motivation 。需要层次理论 hierarchy of needs theory 。X理论与Y理论 theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳ system Ⅰ& system Ⅳ 。激励-保健理论 motivation-hygiene theory 。ERG理论 ERG theory 。麦克莱兰德需要理 mc-clelland’s theory of needs 。期望理论 expectency theory 。公平理论 equity theory 。强化理论 reinforcement theory 。波特-劳勒期望机率理论 borter-lawler’s theory of expectency 第二章人力资源环境 1.人力资源法律环境 。公平就业机会 equal employment opportunity，EEO 。公平就业机会委员会equal employment opportunity commission，EEOC 。实际职业资格 bona fide occupational qualification，BFOQ
人力资源管理 英语作文十篇
英语写作 1.上海China-mc管理咨询公司是全国十大管理咨询公司之一，专注于组织 智慧技术（organization wisdom technology
HR专业英语
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/operation staff) 专家:(specialist) 人力资源认证协会:(the Human Resource Certification Institute,HRCI) 2 外部环境 external environment 内部环境:(internal environment) 政策:(policy) 企业文化:(corporate culture) 目标:(mission/goal) 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 职位发布:(job posting) 职位:(position) 工作分析:(job analysis) 工作描述:(job deion)，简称JD 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 Deion Questionnaire, MPDQ) 4 人力资源规划 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) 5 招聘 recruitment
人力资源管理专业英语整理
■★■人力资源管理专业英语PART A .管理专业述语 一、人力资源管理:(Human Resource Management, HRM) 人力资源经理:(Human resource manager) 高级管理人员:(Senior executive) 职业:(Profession) 道德标准:(Ethics) 操作工:(Operative employees) 专家:(Specialist) 人力资源认证协会:(The Human Resource Certification Institute, HRCI) 二、外部环境:(External environment) 内部环境:(Internal environment) 政策:(Policy) 企业文化:(Corporate culture) 目标:(Mission) 股东:(Shareholders) 非正式组织:(Informal organization) 跨国公司:(Multinational Corporation, MNC) 管理多样性:(Managing diversity) 三、工作:(Job) 职位:(Posting) 工作分析:(Job analysis) 工作说明:(Job description) 工作规范:(Job specification) 工作分析计划表:(Job analysis schedule, AS) 职位分析问卷调查法:(Management Position Description Questionnaire, MPDQ) 行政秘书:(Executive secretary) 地区服务经理助理:(Assistant district service manager) 四、人力资源计划:(Human Resource Planning, HRP) 战略规划:(Strategic planning) 长期趋势:(Long term trend) 要求预测:(Requirement forecast) 供给预测:(Availability forecast) 管理人力储备:(Management inventory) 裁减:(Downsizing) 人力资源信息系统:(Human Resource Information System, HRIS) 五、招聘:(Recruitment) 员工申请表:(Employee requisition) 招聘方法:(Recruitment methods) 内部提升:(Promotion From Within, PFW)
人力资源管理师二级英语作文上次考到原题了呵呵
P51 Job Description Position logistics manager Department logistics department Accountable to CEO Salary/pay grade 4 [ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summary Developing and improving logistics operation system and procedures; Assisting in other logistics work as required, and ensure that all of the responsibilities pertaining to the logistics department are met. Responsibilities/daily tasks Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively; Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc; Performing daily system record updating and main training for in-time and accurate logistics related data; Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation; Qualifications College degree or above in job-related majors; Minimum 1 to 2 years experience in related field in Wai Gao Qiao Free Trade Zone, manufacturing environment preferred; basic knowledge of import/export Process; Very good oral and written language skills in English and Chinese; Proficiency with computer, familiar with MS Windows and Office, ERP/MRP system experience is preferred; Good communication skill, high degree of responsibility sense, personal integrity and honesty. Relations of the position to others in the company Administration department; Marketing department; Manufacturing department; Purchasing department etc. P85 Letter Confirming Employment Dear Mr. Zhang: I am pleased that you have accepted the position of logistics manager at our company, starting on May