what is recruitment and decruitment
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。
商务英语选读M.舒尔曼汉译及课后题
商务英语选读M.舒尔曼汉译及课后题Chapter One去钓鱼市场上的熟练工人很快将不能满足需求，各地的公司都需要加强自己的实力来吸引熟练职工。
1在20世纪80年代，雇主从来没来没有这么好。
过长的失业队伍使商人和不满劳工组织的政客可以轻而易得的把他们的意愿强加在70年代使他们常常难堪的劳工组织身上。
1981年罗那德.里根接受了美国航空(巨头们)的挑战并获得了胜利。
1985年，玛格丽特.撒切尔痛击了英国的矿主们。
同年美国控股者——卡儿.伊卡恩先生在没有遇到工人们反对的情况下拆分了环球航空公司——TWA。
2到了90年代，情况发生了变化。
在大多数经济合作与发展组织的大国中，总劳动力将持续增长，但年轻熟练的劳动者将会短缺。
70年代众多劳动力的情景看起来不可能重现。
年轻劳动力的短缺问题意味着美国、日本，乃至欧洲的公司将不得不寻找一个新的方法去吸引、激励、奖励和挽留雇工。
3“人口统计学的定时炸弹”也许被很好地隐藏起来了！如果发生90年代初经济的轻微衰退的话，首先会带来失业人数的剧增，但是除非世界经济持续恶化，否则劳动力短缺的问题在20世纪90年代将必然加剧。
考虑如下：4与70年代美国人口增长22.2million(2.6%)以及80年代增长了18.3million(1.6%)相比，90年代美国人口仅增长了15.9million(1.2%)。
16岁至24岁的人口数量将有一个绝对的下降，而超过了35岁的人口比例将会由原来的39%增长到49%。
5假设欧盟的12各成员国不再增加，欧共体的人口将会维持在大约325million。
然而年轻人将会更少，65岁以上的人将会更多。
除爱尔兰以外，所有的欧共体国家都将缺少年轻的劳动力。
在世纪之交之时，英、法劳动力中25岁以下的劳动力将以每年2%的速度下降，西德的速度将为每年3.6%。
来自东德的移民会对此起到一点帮助，但作用不大：东德仍将面临年轻劳动力短缺的问题。
6 20世纪90年代日本人口将缓慢增长，但是领取养老金的人口比例将从11%增长到15%。
第七章HRM1
四、甄选
甄选过程(Selection process)：组织在为职务空缺开发了一批申请者 之后，管理者需要采取一些方面对申请者进行甄别，以确保最合适的 候选人得到这一职位的活动过程。 甄选是一种预测行为，它设法预见聘用哪一位申请者会确保工作成功。 这里“成功”指，按照组织用以评价人员绩效的标准衡量，能把工作 做好。 甄选的基础： 效度(Validity)—指甄选手段和有关工作标准之间存在确实的相关关系。 信度(Reliability)—指明一种手段是否能对同一事物作出持续一致的测量。
二、人力资源规划
四份人力资源管理文件 1、人力资源调查报告(human resource inventory report)：评估 组织现有的人才和技能。 2. 职务分析(job analysis)：定义组织中的职务以及履行职务所需的专 业。方法：观察法、面谈法、调查问卷法、举行技术讨论会，等。 3. 职务说明书(job description)：书面说明任职者需要做什么、怎么 做和为什么要做，反映职务的内容、环境和工作条件。 4. 职务规范书(job specification)：指明任职者要成功地开展某项工作 必须拥有何种最低限度可以接受的资格标准、具体知识、技术和能力等 方面为能有效地承担职务所必需具备的起码条件。
私人就业机构
学校分配 临时支援服务
广泛接触；仔细甄别；通 常给予短期的担保
大量、集中的候选人 仅满足临时的需要
花费大
仅限于初入者级别的职位 成本高，限于常规工作
人员选拔渠道
1.内部选拔：建立人才储备库；员工推荐 优点:（1）花费少，有利于鼓舞士 （2）有利于吸引外部人员 （3）有利于保证选聘工作的正确性 （4）有利于使选聘者迅速展开工作 弊端: （1）引起同事的不满 （2）可能造成“近亲繁殖”的现象 （3）可能因领导好恶导致优秀人才外流
管理学中英文词汇
积极倾听active listening 活动activities解体阶段adjourning 态度的情感成分affective component反优先雇用行动计划affirmative action分析型风格analytic style 评价中心assessment centers资产管理asset management东南亚国家联盟Association of Southeast Asian Nation, ASEABN假设相似性assumed similarity 态度attitude态度调查attitude surveys 归因理论attribution theory职权authority 独裁型风格autocratic style内部自治单位autonomous internal units自主性autonomy 平衡计分卡balanced scorecard彻底纠正行动basic corrective actionBCG矩阵BCG matrix 态度的行为成分behavioral component行为定位评分法behaviorally anchored rating scales, BARS行为型风格behavioral style 行为理论behavioral theories行为behavior 标杆比较benchmarking大五人格模型big-five model of personality体态语言body language “煮青蛙”现象“Boiled frog”phenomenon 无国界组织borderless organization 无边界组织boundaryless organization跨越管理boundary spanning 有限理性bounded rationality盈亏平衡分析break-even analysis 预算budget官僚行政组织bureaucracy 官僚控制bureaucracy control事业层战略business-level strategy 商业模式business model商业计划书business plan 职业career集权centralization 确定性certainty指挥链chain of command 变革推动者change agents通道channel 领袖魅力型领导者charismatic leader小集团控制clan control 古典观点classical view封闭系统closed systems 封闭式公司closely held corporation道德准则code of ethics 强制权力coercive power态度的认知成分cognitive component 认知失调cognitive dissonance集体主义collectivism 承诺概念commitment concept沟通网络communication networks 沟通communication竞争优势competitive advantage 竞争对手情报competitor intelligence压缩工作周compressed workweek 概念技能conceptual skills同期控制concurrent control 冲突conflict关怀维度consideration 权变观点contingency perspective控制职能controlling 控制过程control process控制control 核心能力core competencies公司层战略corporate-level strategy 公司制企业corporation成本领先战略cost leadership strategy 创造creativity信誉credibility 关键事件critical incidents关键线路critical path 交叉职能团队cross-functional team文化冲击cultural shock 顾客部门化customer departmentation数据data 分权decentralization决策制定角色decisional roles 决策标准decision criteria决策制定decision-making 解码decoding解聘decruitment 斜向沟通diagonal communication差异化战略differentiation strategy 方向性计划directional plans命令型风格directive style 事业部型结构divisional structure劳动分工division of labor 下行沟通downward communication双职工家庭dual-career couples 消极冲突dysfunctional conflicts电子企业e-business 电子商务e-commerce经济附加值economic value added, EV A效果effectiveness效率efficiency 自我强度ego strength电子邮件e-mail 情绪智力emotional intelligence, EI员工偷窃行为employee theft 授权empowerment编码encoding 创业型企业entrepreneurial ventures创业精神entrepreneurship 环境复杂性environmental complexity环境扫描environmental scanning 环境不确定性environmental uncertainty 公平理论equity theory 承诺升级escalation of commitment尊重需要esteem needs 民族中心论ethnocentric attitude欧盟European Community 事件events期望理论expectancy theory 专家权力expert power出口exporting 外部环境external environment外部互联网extranet 益于家庭的福利family-friendly benefits 传真fax 可行性研究feasibility study反馈feedback 前馈控制feedforward control费德勒权变模型Fielder contingency model过滤filtering基层管理者first-line managers弹性工作时间flexible work hours, flex-time聚焦战略focus strategy 预测forecast外国子公司foreign subsidiary 正式沟通formal communication正规化formalization 正规计划部门formal planning department 形成阶段forming 特许经营franchising搭便车效应free rider tendency 积极冲突functional conflicts职能部门化functional departmentalization职能层战略functional-level strategy 职能型结构functional structure职能型团队functional team基本归因错误fundamental attribution error收益分成gainsharing 甘特图Gantt chart一般行政管理理论家general administrative theorists一般环境general environment 普通合伙制general partnership全球化视野Geocentric attitude地区部门化geographic departmentalization目标goals目标设置理论goal-setting theory 小道消息grapevine评分表法graphic rating scales 管理的绿色化greening of management群体内聚力group cohesiveness 分组排序法group order ranking群体思维groupthink 群体group增长战略growth strategy 晕轮效应halo effect收获harvesting 霍桑研究Hawthorne studies需要层次理论hierarchy of needs theory 高-高型领导者high-high leader高绩效工作实务high-performance work practices冲突的人际关系观点human relations view of conflict人力资源管理human resource management 人力资源规划human resource planning人际技能human skill 保健因素hygiene factors创新带头人idea champion 直接纠正行动immediate corrective action 实施implementation 进口importing个人主义individualism 个体排序法individual ranking产业革命industrial revolution 非正式沟通informal communication信息角色informational roles 信息information定规维度initiating structure 创新innovation即时信息instant messaging社会契约整合理论integrative social contracts theory知识产权intellectual property冲突的相互作用观点intercationist view of conflict人际沟通interpersonal communication 人际关系角色interpersonal roles内部网intranet 直觉决策intuitive decision making行话jargon 职务分析job analysis工作特征模型job characteristic model, JCM工作深度job depth 职务说明书job description工作设计job design 工作扩大化job enlargement工作丰富化job enrichment 工作投入job involvement工作分担job sharing 职务规范job specification合资企业joint venture 知识管理knowledge management工会labor union 放任型风格laisser-faire style横向沟通lateral communication 领导者-成员关系leader member relation领导者参与模型leader-participation model领导leadership 领导者leader学习learning 学习型组织learning organization最难共事者问卷least-preferred coworker (LPC) questionnaire法定权力legitimate power 许可证贸易licensing有限责任合作公司limited liability company, LLC有限合伙制企业limited liability partnership, LLP线性规划linear programming 负荷图load chart控制点locus of control 长期计划long-term plans马基雅维利主义Machiavellianism 目标管理management by objectives, MBO 走动管理management by walking around, MBWA管理信息系统management information system, MIS管理角色management roles 管理management管理方格managerial grid 管理者manager制造型组织manufacturing organizations 市场控制market control市场增加值market value added, MV A大批量生产mass production矩阵型结构matrix structure 手段-目的链means-ends chain机械式组织mechanistic organization 信息message中层管理者middle managers 使命mission激励-保健理论motivation-hygiene theory 动机motivation激励因素motivators多国公司multinational corporations, MNC多人比较法multiperson comparison 民族文化national culture需要need 成就需要need for achievement归属需要need for affiliation 权力需要need for power噪声noise 非程序化决策nonprogrammed decisions 非言语沟通nonverbal communication 规范阶段norming规范norms管理万能论omnipotent view of management 帐目公开管理open-book management开放系统open system 操作性条件反射operant conditioning作业协议operating agreement 运营计划operational plans作业管理operations management 机会opportunities有机式组织organic organization 组织organization组织行为organizational behavior 组织变革organizational change组织公民行为organizational citizenship behavior, OCB组织承诺organizational commitment 组织沟通organizational communication组织文化organization culture 组织设计organization design组织发展organizational development组织有效性organizational effectiveness 组织知识organizational knowledge组织绩效organizational performance 组织过程organizational process组织社会化organizational socialization 组织结构organizational structure组织职能organizing 上岗引导orientation配对比较法paired comparison 狭隘主义parochialism路径-目标理论path-goal theory绩效工资方案pay-for performance programs知觉perception绩效管理系统performance management system绩效performance 执行阶段performing人格personality PERT网络PERT network生理需要physiological need 计划职能planning计划plan 政策policy多国中心论polycentric attitude机构不良的问题poorly structured problem职位权力position power 权力差距power distance管理原则principle of management 主动性人格proactive personality问题problem 程序procedure过程冲突process conflict 过程部门化process departmentalization连续生产process production 产品部门化product departmentalization生产率productivity 程序化决策programmed decision项目project 项目管理project management项目型结构project structure 定性预测qualitative forecasting生活的质量quality of life 定量方法quantitative approach定量预测quantitative forecasting 生活的数量quantity of life偏差范围range of variation 理性决策rational decision making成熟度readiness 真实目标real objectives真实工作预览realistic job preview, RJP招聘recruitment 参照权力referent power参照对象referents 强化理论reinforcement theory强化物reinforcer 相关多元化related diversification信度reliability 资源resource职责responsibility 紧缩战略retrenchment strategy奖赏权力reward power 道德的权力观right view of ethics风险性risk 角色role规则rule 安全需要safety needs满意决策satisfying 脚本scenario排程scheduling 科学管理scientific managementS类公司S corporation 甄选过程selection process选择性知觉selective perception 选择性selectivity自我实现需要self-actualization needs 自我效能感self-efficacy自尊self-esteem 自我管理团队self-managed workteam 自我监控self-monitoring 自我服务偏见self-serving bias服务型组织service organizations 性骚扰sexual harassment行为塑造shaping behavior 短期计划short-term plan简单结构simple structure 一次性计划single-use plan情景领导理论situational leadership theory, SLT六西格码6σ技能工资skill-based pay技能多样性skill variety 松弛时间slack time小企业small business 社会学习理论social learning theory社交需要social need 社会义务social obligation社会责任social responsibility 社会响应social responsiveness社会屏障筛选social screening 社会经济学观点socioeconomic view 个人业主制企业sole proprietorship 管理跨度span of control具体环境specific environment 具体计划specific plans稳定性战略stability strategy利益相关者伙伴关系stakeholders partnership利益相关者stakeholder 持续性计划stated objectives地位status 刻板印象stereotyping震荡阶段storming 战略同盟strategic alliances战略事业单位strategic business unit, SUB战略管理strategic management战略计划strategic plans 优势strength强文化strong culture 徘徊其间stuck in the middleSWOT分析SWIOT analysis 管理象征论symbolic view of management 系统system 任务冲突task conflict任务完整性task identity 任务重要性task significance任务结构task structure 基于团队的结构team-based structure技术技能technical skills 远距离办公telecommuting电话会议teleconferencing道德公正理论观theory of justice view of ethicsX理论theory X Y理论theory Y动作分类体系therbligs 威胁threats三百六十度反馈360 degree feedback 三种需要理论three-need theory高层管理者top managers 全面质量管理total quality management传统的目标设置traditional objective setting冲突的传统观点traditional view of conflict事务型领导者transactional leaders 变革型领导者transformational leaders跨国公司transnational corporations, TNCs信任trust不确定性uncertainty 不确定性规模uncertainty avoidance单件生产unit production 统一指挥unity of command管理的普遍性university of management非相关多元化unrelated diversification上行沟通upward communication 道德的功利观utilitarian view of ethics效度validity以价值观为基础的管理values-based management价值链管理value chain management 价值链value chain价值观values 价值value语调verbal intonation 电视会议videoconferencing虚拟团队virtual team 愿景规划的领导visionary leadership语音传输voice mall 劣势weaknesses结构良好问题well-structured problem 劳动力多样化workforce diversity工作场所精神境界workplace spirituality工作抽样work sampling工作专门化work specification 工作团队work team书面描述written essay。
recruitment requirements analysis
recruitment requirements analysisRecruitment requirements analysis refers to the process of assessing and understanding the specific needs and qualifications of a company or organization for a particular job or position. It involves evaluating the skills, knowledge, experience, and other attributes that are necessary for a candidate to excel in the role. The goal of recruitment requirements analysis is to ensure that the right candidate is hired who meets the organization's expectations and can contribute effectively to its success.The recruitment requirements analysis typically begins with a thorough examination of the job description and responsibilities. This includes understanding the nature of the work, the required tasks and duties, and the key performance indicators associated with the position. Additionally, it involves considering the organizational culture,价值观, and long-term goals to determine the type of candidate who would be the best fit.During the analysis, factors such as educational background, work experience, technical skills, soft skills, and certifications may be evaluated. Special attention is often given to any industry-specific knowledge or expertise that is necessary for the role.Furthermore, analyzing the job requirements helps in determining the level of seniority or leadership capabilities required.Another important aspect of recruitment requirements analysis is assessing the potential candidate's cultural fit within the organization. This involves evaluating whether the candidate's values, work style, and interpersonal skills align with those of the company. A good cultural fit can enhance employee retention and job satisfaction.By conducting a comprehensive recruitment requirements analysis, organizations can develop a clear understanding of the ideal candidate profile. This information is then used to create effective recruitment strategies, including crafting job advertisements, screening resumes, and conducting interviews. Ultimately, awell-executed recruitment requirements analysis有助于确保组织吸引到最适合的人才，从而提升整体绩效和实现目标。
接受招聘英语作文
接受招聘英语作文In the realm of academia, the quest for knowledge is ajourney that is both enriching and challenging. As anaspiring English teacher, the prospect of being recruited to join the ranks of educators is an opportunity that carrieswith it a profound sense of responsibility and excitement.This composition delves into the multifaceted aspects of English teaching recruitment, exploring the qualifications,the application process, and the personal motivations that drive individuals to pursue a career in teaching.First and foremost, the qualifications for an Englishteaching position are not merely academic. While a solid educational background, typically a degree in English or a related field, is essential, it is the passion for theEnglish language and the ability to communicate effectively that truly sets a candidate apart. A strong command of grammar, vocabulary, and the nuances of language is a prerequisite, but so too is the ability to inspire and engage students of varying ages and backgrounds.The recruitment process itself can be rigorous, ofteninvolving a series of interviews, demonstrations of teaching ability, and background checks. Candidates may be required to submit a resume highlighting their educational qualifications, teaching experience, and any relevant certifications such as TEFL or TESOL. Additionally, a well-crafted cover letter that articulates one's teaching philosophy and commitment tostudent success is often a critical component of the application.Personal motivations for entering the field of Englishteaching are as diverse as the individuals themselves. For some, it is the desire to make a difference in the lives of young minds, to ignite a love for literature and languagethat can last a lifetime. For others, it is the opportunityto travel and immerse themselves in different cultures, using the teaching of English as a means to connect with peoplefrom around the globe.Once recruited, the journey of an English teacher is one of continuous learning and growth. The classroom is a dynamic environment where teachers must adapt to the needs of their students, employing innovative teaching methods and staying abreast of the latest pedagogical research. The role extends beyond that of a mere instructor; it is also that of a mentor, a guide, and a facilitator of learning.In conclusion, the recruitment process for English teachersis a gateway to a profession that offers both personal fulfillment and the chance to make a significant impact onthe next generation. It requires a unique blend of academic knowledge, pedagogical skill, and a genuine love for the English language. As the world becomes increasingly interconnected, the role of English teachers will only growin importance, making the recruitment process not just acareer milestone, but a stepping stone to shaping futureglobal citizens.。
校园招聘英语怎么说
校园招聘英语怎么说 校园招聘是⼀种特殊的外部招聘途径，指招聘组织、企业等直接从学校招聘各类各层次应届⽣。
那么你知道校园招聘⽤英语怎么说吗?下⾯店铺⼩编为⼤家带来校园招聘的英语说法，供⼤家学习。
校园招聘的英语说法1： campus recruitment 校园招聘的英语说法2： campus job interview 校园招聘相关英语表达： 移动校园招聘 Mobile campus recruitment 校园招聘计划 On-campus recruiting program 校园招聘经理 Compus Recruitment Manager 校园招聘会 Campus Job Interviews 淘宝校园招聘 Taobao campus recruitment 校园招聘流程 Recruitment process 校园招聘的英语例句： 1. He obtained his first job through the milk round. 他在校园招聘会上找到了第⼀份⼯作。
2. Usually, you can try the internet recruiting, headhunters and also campus recruitment. ⼀般说来, 你可以尝试⼀下⽹上招聘, 找猎头公司或组织校园招聘. 3. Support to conduct various recruiting cases, like Job fair , campus recruiting etc. 协助并执⾏各种招聘专案, 如校园招聘、招聘会等. 4. If we have enough high - performance interns to offer, we will not conduct campus recruitment at year - end. 如果我们有⾜够的⾼性能实习⽣提供, 我们不会进⾏校园招聘在今年年底. 5. BNP Paribas recruitment and marketing staff use the game as a tool in campus campaigns. 巴黎银⾏招聘和⼈员将该竞赛当作校园招聘的⼀种⼯具. 6. This commitment is demonstrated by talking to recruiters months before the company even arrives on campus. 这类承诺甚⾄应该在这些公司来校园招聘的⼏个⽉之前,就应该通过和招聘⼈员的交谈传达出去.。
商业英语_05Recruitment
Can you just imagine an organization without people?
No employees, no supervisors, no managers, executives, or owners, just pretty tough assignment. Can the company still exist, run or develop without people?
Q2: What is your biggest weakness? ---self-analysis---relation with the job---overcome it/turn to strength “lack of experience”, “too cowardly to do self presentation” “impatience to do things”, “too active/talkative”… Q3: How long do you plan to work in our company? ---Do not say exact time limit, like one, two or five years. ---Working attitude. ---work hard, contribute all the energy to work every day.
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What is Performance appraisal? Performance appraisal:
a. Upper managers and HRM Dept establish the policies to guide all performance appraisal; b. Employee’s immediate supervisor conducts an employee’s performance.