HR词汇大全——收集了很久的

人力资源管理词汇Chinese <human resources> English"以人为本"的价值观<human resources> People-first value sX理论<human resources> Theory XY理论<human resources> Theory Y艾德加?施恩<human resources> Edgar Schein案例研究方法<human resources> Case study method罢工<human resources> Strikes班组<human resources> Team or group保护圈<human resources> Rings of defense保险福利<human resources> Insurance benefits报酬因素<human resources> Compensable factor抱怨<human resources> Grievance抱怨程序<human resources> Grievance procedure比率分析<human resources> Ratio analysis闭厂<human resources> Lockout标准工时工资<human resources> Standard hour plan病假<human resources> Sick leave补充报酬福利<human resources> Supplement pay benefits补充失业福利<human resources> Supplemental unemployment benefits 不安全环境<human resources> Unsafe conditions不安全行为<human resources> Unsafe acts不服从<human resources> Insubordination不正当劳工活动罢工<human resources> Unfair labor practice strike参与式激励计划<human resources> Attendance incentive plan尝试阶段<human resources> Trial sub stage敞开门户<human resources> Open-door成长阶段<human resources> Growth stage程序化教学<human resources> Programmed learning初级董事会<human resources> Junior board储蓄计划<human resources> Savings plan传讯<human resources> Citations戴维斯―佩根法案<human resources> Davis-Bacon Act (DBA)担保公司<human resources> Guarantee corporation弹性福利计划<human resources> Flexible benefits programs弹性工作地点<human resources> Flex place弹性工作时间<human resources> Flextime等级<human resources> Grades等级说明书<human resources> Grade de script ion地方劳动力市场<human resources> Local market conditions第三方介入<human resources> Third-party involvement调查<human resources> Fact-finder调查反馈<human resources> Survey feedback调解<human resources> Mediation方格训练<human resources> Grid training非定向面试<human resources> Nondirective interview非法谈判项目<human resources> Illegal bargaining弗雷德里克?泰罗<human resources> Frederick Taylor福利<human resources> Benefits高龄给付<human resources> Golden offerings个人偏见<human resources> Bias个人退休账户<human resources> Individual retirement account (IRA)工厂关闭法<human resources> Plant Closing law工资等级<human resources> Pay grade工资率系列<human resources> Rate ranges工资曲线<human resources> Wage carve工作分析<human resources> Job analysis工作分组<human resources> Job sharing工作公告<human resources> Job posting工作绩效分析<human resources> Performance analysis工作绩效评价面谈<human resources> Performance Appraisal interview工作轮换<human resources> Job rotation工作描述<human resources> Job de script ion工作申请表<human resources> Application forms工作说明书<human resources> Job specifications工作替换/临时解雇程序<human resources> Bumping/layoff procedures工作样本<human resources> Work samples工作样本技术<human resources> Work sampling technique工作指导培训<human resources> Job instruction training (JIT)公帄工资法<human resources> Equal Pay Act公帄劳动标准法案<human resources> Fair Labor Standards Act公帄日工作<human resources> Fair day's work功能性工作分析法<human resources> Functional job analysis股票期权<human resources> Stock option固定福利<human resources> Defined benefit固定缴款<human resources> Defined contribution雇员参与计划<human resources> Worker involvement雇员持股计划<human resources> Employee stock ownership plan (ESOP)雇员服务福利<human resources> Employee services benefits雇员福利<human resources> Worker's benefits雇员上岗引导<human resources> Employee orientation雇员退休收入保障法案<human resources> Employee Retirement Income Security Act (ERISA) 关键事件法<human resources> Critical incident method管理方格训练<human resources> Management grid管理过程<human resources> Management process管理竞赛<human resources> Management game管理评价中心<human resources> Management assessment center归类（或分级）法<human resources> Classification (or grading) method 耗竭<human resources> Burnout候选人次序错误<human resources> Candidate-order error怀孕歧视法案<human resources> Pregnancy discrimination act基准职位<human resources> Benchmark job绩效工资<human resources> Merit pay绩效加薪<human resources> Merit raise绩效评价标准不清<human resources> Unclear performance standards激励计划<human resources> Incentive plan集体谈判<human resources> Collective bargaining计件<human resources> Piecework计算机化预测<human resources> Computerized forecast纪律<human resources> Discipline健康维持组织<human resources> Health maintenance organization (HMO) 僵持<human resources> Impasse讲出来！<human resources> Speak up!交替排序法<human resources> Alternation ranking method角色扮演<human resources> Role playing接班计划<human resources> Succession planning结构化面试<human resources> Structured interview解雇；开除<human resources> Dismissal解雇；终止<human resources> Termination经济罢工<human resources> Economic strike精简<human resources> Downsizing居中趋势<human resources> Central tendency科学管理<human resources> Scientific management可比价值<human resources> Comparable worth可变报酬<human resources> Variable compensation劳工部工作分析法<human resources> Department of Labor job analysis类<human resources> Classes离职金<human resources> Severance pay离职面谈<human resources> Exit interviews利润分享计划<human resources> Profit-sharing plan联合抵制<human resources> Boycott临时解雇<human resources> Layoff临时性工作分担<human resources> Work sharing领导者匹配训练<human resources> Leader attach training每周4天工作制<human resources> Four-day workweek民权法<human resources> Civil Rights Act敏感性训练<human resources> Sensitivity training目标管理法<human resources> Management by objectives (MBO)内容效度<human resources> Content validity年终分红<human resources> Annual bonus排序法<human resources> Ranking method培训<human resources> Training配对比较法<human resources> Paired comparison method偏紧/偏松<human resources> Strictness/leniency评价面试<human resources> Appraisal interview期望图表<human resources> Expectancy chart企业内部开发中心<human resources> In-house development center强制分布法<human resources> Forced distribution method强制谈判项目<human resources> Mandatory bargaining情境面试<human resources> Situational interview趋势分析<human resources> Trend analysis确立阶段<human resources> Establishment stage人际关系心理分析<human resources> Transactional analysis (TA)人事（或人力资源）管理<human resources> Personnel (or human resource) management 人事调配图<human resources> Personnel replacement charts任务分析<human resources> Task analysis日常集体谈判<human resources> Day-to-day-collective bargaining散点分析<human resources> Scatter plot社会保障<human resources> Social security失业保险<human resources> Unemployment insurance实验<human resources> Experimentation收益分享<human resources> Gain sharing斯坎伦计划<human resources> Scallion plan随意终止<human resources> Termination at will谈话；面谈<human resources> Interviews探索阶段<human resources> Exploration stage特别保护权<human resources> Vesting特殊的管理开发技术<human resources> Special management development techniques特殊奖励<human resources> Special awards提前退休窗口<human resources> Early retirement window同情罢工<human resources> Sympathy strike图尺度评价法<human resources> Graphic rating scale团队建设<human resources> Team building团体人寿保险<human resources> Group life insurance团体退休金计划<human resources> Group pension plan退休<human resources> Retirement退休福利<human resources> Retirement benefits退休金福利<human resources> Pension benefits退休金计划<human resources> Pension plans退休前咨询<human resources> Retirement counseling维持阶段<human resources> Maintenance stage维罗姆-耶顿领导能力训练<human resources> Vroom-Yetton leadership trainman稳定阶段<human resources> Stabilization sub stage无保证终身解雇<human resources> Lifetime employment without guarantees系列化面试<human resources> Serialized interview下降阶段<human resources> Decline stage现场工人日记/日志<human resources> Participant diary/logs现实冲击<human resources> Reality shock向外安置顾问<human resources> Outplacement counseling小组面试<human resources> Panel interview效标效度<human resources> Criterion validity效度<human resources> Validity新雇员培训或模拟<human resources> Vestibule or simulated training薪资调查<human resources> Salary surveys信度<human resources> Reliability行动学习<human resources> Action learning行为锚定等级评价法<human resources> Behaviorally anchored rating scale (bars)行为模拟<human resources> Behavior modeling压力面试<human resources> Stress interview延期利润分享计划<human resources> Deferred profit-sharing plan一般经济状况<human resources> General economic conditions以价值观为基础的雇佣<human resources> value-based hiring意见调查<human resources> Opinion survey隐含职权<human resources> Implied authority有保障的计件工资制<human resources> Guaranteed piecework plan有保证的公帄对待<human resources> Guaranteed fair treatment约翰?霍兰德<human resources> John Holland越级谈话<human resources> Skip-level interview晕轮效应<human resources> Halo effect在职培训<human resources> On-the-job training (OJT)战略规划<human resources> Strategic plan真诚的谈判<human resources> Good faith bargaining政策<human resources> Point method/Policies直接计件制<human resources> Straight piecework直线管理者<human resources> Line manager职能（服务）功能<human resources> Staff (service) function职能控制<human resources> Functional control职权<human resources> Authority职位调配卡<human resources> Position replacement cards职位分析问卷<human resources> Position Analysis Questionnaire (PAQ)职位评价<human resources> Job evaluation职业安全与健康法案<human resources> Occupational Safety and Health Act职业安全与健康管理局<human resources> Occupational Safety and Health Administration (OSHA) 职业规划与职业发展<human resources> Career planning and development职业技能<human resources> Occupational skills职业锚<human resources> Career anchors职业市场状况<human resources> Occupational market conditions职业性向<human resources> Occupational orientation职业周期<human resources> Career cycle职员报酬<human resources> Employee compensation质量圈<human resources> Quality circle中期职业危机阶段<human resources> Mid career crisis sub stage仲裁<human resources> Arbitration资本积累方案<human resources> Capital accumulation program资格数据库<human resources> Qualifications inventories资质<human resources> Aptitudes自我实现<human resources> Self-actualization自我指导工作小组<human resources> Self directed teams自愿减少工资方案<human resources> Voluntary pay cut自愿减少时间<human resources> Voluntary time off自愿谈判项目<human resources> Voluntary bargaining组织发展<human resources> Organization development(OD)组织体系Ⅰ<human resources> System I组织体系Ⅳ<human resources> System ⅣHR相关英文词汇1. 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)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 From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)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)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)7. 组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD) 培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training ,OJT)媒介:(media)8. 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)9. 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)10. 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)帄行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)3600反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)11. 报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compensation)公帄:(equity)外部公帄:(external equity)内部公帄:(internal equity)员工公帄:(employee equity)小组公帄:(team equity)工资水帄领先者:(pay leaders)现行工资率:(going rate)工资水帄居后者:(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)12. 福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP) 值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)13. 安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)14. 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)人力资源管理英文专业词汇［第一部分］突然认识到多掌握一些专业术语很重要，分享一下，呵呵～Glossary of Human Resource Management Termsabsentees：Absentees are employees who are scheduled to be at work but are present.Accident and sickness policies：Accident and sickness policies usually provideminimum-care stipend for several weeks up to six months to help employees defray the loss of income while they are sick or recovering from accident.accreditation ：Accreditation is a process of certifying the competence ofa person inan area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.active listening：Active listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.adverse selection： Adverse selection occurs when an insurance company has adisproportionately high percentage of insureds who will make claims in future. Adverse selection often results when people are given achance to buy insurance without prescreening, which often means that a than normal proportion have a condition that is likely to cause to be frequent claimants.affirmative action programs： Affirmative action programs are detailed plansdevelopedby employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.Age Discrimination in Employment Act of 1967 (as amended)：This act prohibits discrimination on employment because of age against those who 40 and older.American Federation of Labor and Congress of Industrial Organization(AFL-CIO)： TheAFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assistnational unions, and to influence government policies that affect members and working people.applied research：Applied research is a study of practical problems, the solutions of which will lead to improved performance.arbitration： Arbitration is the submission of a dispute to a neutral third .assessment centers： Assessment centers are a standardized form of employee appraisal that relies on multiple types of evaluation and multiple raters.associate membership： Associate membership in a labor organization allows who are notemployed under a union contract to affiliate with aunion by paying fees and dues in return for union-supported benefits.attitude surveys： Attitude surveys are systematic methods of determining what employeesthink about their organization. The surveys are usuallydone through questionnaires. Attitude survey feedback results when the information collected is reported back to the participants. This process is usually followed by action planning to identify and resolve specific of employee concern.attrition： Attrition is the loss of employees who leave the organization'semployment.audit report： The audit report is a comprehensive description of personnel activities.It includes both commendation for effective practices and recommendations for improving practices that are ineffective.audit team： An audit team consists of those people who are responsible for evaluating the performance of the personnel department.authorization cards： Authorization cards are forms that prospective unionmembers sign.The cards indicate their wish to have an election to determine whether a labor organization will represent the workers in their with management.autonomous work： groups Autonomous work groups are teams of workers, a formalcompany-appointed leader, who decide among themselves most decisions traditionally handled by supervisors.autonomy： Autonomy is having control over one's work.bargaining book：A bargaining book is a compilation of the negotiation 's plans forcollective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.bargaining committee： The union bargaining committee consists of union officials andstewards who negotiate with management's representatives todetermine wages, hours, and working conditions to be embodied in the agreement.behaviorally anchored rating scales (BARS)： BARS rate employeesscale that has specific behavioral examples on it to guide the rater.Behavioral modeling：Behavioral modeling relies on the initiation or emulation of adesired behavior. A repetition of behavior modeling helps to develop appropriate responses in specified situations.behavior modification：Behavior modification states that behavior depends on itsconsequences.blind ads： Blind ads are want ads that do not identify the employer.bona fide occupational qualifications (BFOQ)：A BFOQ occurs when an employer has ajustified business reason for discriminating against a memberof a protected class. The burden of proving a BFOQ generally falls onthe employer.bottom-line test：The bottom-line test is applied by the Equal Employment OpportunityCommission to determine if a firm's overall selectionprocess is having an adverse impact on protected groups. Even though steps in the selection process might exhibit an adverse impacton a protected group, the firm will be considered in compliance if theoverall process does not have an adverse effect.Boulwarism： Boulwarism is a negotiation strategy developed by General . Using thisapproach the company made its "best" offer to the union at the beginning of negotiations. Then it remained firm unless theunion could find where management had erred in the calculations used to arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts.brainstorming： Brainstorming is a process by which participants provide ideas on a stated problem during a freewheeling group session.buddy system：The "buddy system" of orientation exists when an experienced employee isasked to show a new worker around the job site, conduct introduction, and answer the newcomer's questions.burnout ： Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from substantial prolonged stress.business agent：A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems management.business unionism： Business unionism describes unions that seek to improve the wages,hours, and working conditions of their members in a businesslike manner. (See social unionism.)buy-back：Buy-backs occur when an employee who attempts to resign is convinced to stayin the employment of the organization. Normally the person is "bought back" with an offer of increased wages or salary.人力资源管理英文专业词汇［第二部分］- -Cafeteria benefit programs：Cafeteria benefit programs allow employees toselect the fringe benefits and services that answer their individual needs.career：A career is all the jobs that are held during one's working life.career counseling：Career counseling assists employees in finding appropriate careergoals and paths.career development Career development consists of those experiences and improvements that one undertakes to achieve a career plan.career goals： Career goals are the future positions that one strives to reach. These goals serve as benchmarks along one's career path.career path：A career path is the sequential pattern of jobs that form one'scareer.career planning：Career planning is the process by which one selects career goals and paths to those goals.career plateau： A career plateau occurs when an employee is in a position he or she does well enough not to be demoted or fired but not wellenough to be promoted.change agents： Change agents are people who have the role of stimulatingchange within a group.checkoff ：A checkoff provision in a union-management labor agreement requires theemployer to deduct union dues from employee paychecks and to remit those moneys to the union.Civil Rights： Act of 1964 This act was passed to make various forms of discrimination illegal.closed shop： A closed shop is a workplace where all employees are required to be membersof the union before they are hired. These arrangementsare illegal under the National Labor Relations Act.codetermination ：Codetermination is a form of industrial democracy first popularizedin West Germany. It gives workers the right to have representatives vote on management decisions.coinsurance clause：A coinsurance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured'scommunication： Communication is the transfer of information and understanding from one person to another.comparable worth： Comparable worth is the idea that a job should be evaluated as to itsvalue to the organization and then paid accordingly. Thus of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two were of equal value to the employer.comparative evaluation approaches：Comparative evaluation approaches are collection of different methods that compare one person's performancewith that of co-workers.compensation：Compensation is what employees receive in exchange for their .Comprehensive Employment and Training Act of 1973 (CETA)： CETA was a ranging act designedto provide job training, employment, and job hunting assistance to less advantaged persons. It has since been replaced the Job Partnership Training Act.concentration in employment： Concentration exists when an employer (orsome subdivisionsuch as a department) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.)concessionary bargaining：Concessionary bargaining occurs when labor managementnegotiations result in fewer employer-paid fringe benefits or concessions, such as a freeze or wage cut.conciliation agreement：a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties involved. Its acceptances closesthe case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)：This act was signedinto law in 1986. COBRA requires employers that provide benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their for a certain period of time after their coverage would otherwise , with a few exceptions.constructs ：Constructs are substitutes for actual performance. For example,a score on a test is a construct for actual learning.contract labor： Contract labor consists of people who are hired (and often trained) by an independent agency that supplies companies with neededhuman resources for a fee.contributory benefit plans Contributory benefit plans are fringe benefits thatrequire both the employer and the employee to contribute to the cost ofthe insurance, retirement, or other employer benefit.coordinated organing：Coordinated organing occurs when two or more pool their resources to organize a targeted employer or group of .corrective discipline： Corrective discipline is an action that follows a rule infractionand seeks to discourage further infractions so that future acts re in compliance with standards.counseling ：Counseling is the discussion of an employee problem with the objective of helping the worker cope with it.counseling functions：Counseling functions are the activities performed bycounselors.They include advice, reassurance, communication, release of tension, clarified thinking, and reorientation.craft unions： Craft unions are labor organizations that seek to include all workerswho have a common skill, such as carpenters or plumbers.critical incident method： The critical incident method requires the rater to statementsthat describe extremely good or extremely bad employee behavior. These statements are called critical incidents, and they used as examples of good or bad performance in rating the employee.Decision-making authority： See line authority.deductible clause：A deductible clause is a provision in an insurance policy that requires the insured to pay a specified amount of a claim before the is obligated to pay.deferral jurisdictions： Deferral jurisdictions are areas in the United States wherethe EEOC will refer a case to another (usually a state or local); for example, Florida Human Relations Commission.deferred stock incentive systems： These incentives award stock that becomes by the executive gradually over several years.delegation： Delegation is the process of getting others to share a manager's . Itrequires the manager to assign duties, grant authority, and createa sense of responsibility.Delphi technique： The Delphi technique solicits predictions from a panel of experts aboutsome specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on future trends emerges.demographics： Demographics is the study of population characteristics.demotions： Demotions occur when an employee is moved from one job to that is lower in pay, responsibility, and organizational level.development： Development represents those activities that prepare an employee for future responsibilities.。