人力资源管理师二级往年英语(词汇阅读与写作)

P51Job DescriptionPosition logistics manager Department logistics departmentAccountable to CEO Salary/pay grade 4［yes ］35 – 40 hrs/wk [ ］20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryDeveloping 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 tasksDealing 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。

上海人力资源管理师二级考试英文300单词认知词汇中译词意1360-degree feedback process360度反馈过程2Absence缺席3Acceptability可接受性4Achievement tests成就测试5Action plan行动计划6Accountability有责任7Adolescent青少年8Adverse impact负面影响9Aggressive有闯劲的，敢做敢为的10Allowance津贴，补助11Ambition野心，雄心12Analytic approach 分析法13Announcement公告14Applicant求职者15Application申请16Appraisal评价,评估17Appoint任命18Arbitrary仲裁19Assessment center评价中心20Attitude awareness and change program 态度认知与改变计划21Attitudinal structuring态度构建22Authority权威23Audiovisual instruction视听教学24Audit approach审计法25Balanced scorecard综合评价卡，平衡计分法26Bargain商谈27Behavior modeling行为模拟28Behavior-based program行为改变计划29Benchmarks基准30Benefits福利31Bonus奖金32Business planning企业规划33Business division事业部企业人力资源管理师（二级）专业词汇表34Business integration业务整合35Candidate候选人36Career anchor职业锚37Career counseling职业咨询38Career curves 职业曲线39Career management system职业管理系统40Career development职业发展41Centralization集权化42Coach教练43Cognitive ability认知能力44Cognitive outcomes认知性结果45Collective bargaining process劳资谈判过程46Commitment承诺，义务47Communication skill沟通技巧48Compa-ratio比较比率49Compensable factors报酬要素50Compensation报酬，补偿51Competency assessment能力评估52Competency model 能力模型53Competitive advantage竞争优势54Compromise妥协55Concentration strategy 集中战略56Consultation商量，请教57Consumer price index, CPI消费者价格指数58Continuous learning持续学习59Coordination training合作培训60Core competencies核心竞争力61Cost structure成本结构62Critical incident method关键事件法63Cross-cultural preparation跨文化准备64Cross-training交叉培训65Cultural environment文化环境66Cultural shock文化冲击67Customer appraisal顾客评估68CV (curriculum vitae)简历69Data flow diagram数据流程图70Decentralization分散化71Decision making决策72Decision support systems决策支持系统73Deficiency缺乏74Defined-benefit plan养老金福利计划75Defined-contribution plan资方养老金投入计划76Delayering扁平化77Demand forecasting需求预测78Depression沮丧79Development planning system开发规划系统80Differential piece rate差额计件工资81Direct costs直接成本82Discipline纪律83Disparate impact差别性影响84Disparate treatment差别性对待85Diversity training 多元化培训86Dividends红利87Discrimination 歧视88Dismiss 开除，解雇89Downsizing精简90Downward move降级91Efficiency wage theory效率工资理论92Egalitarian平等主义93Earnings 所得，收入94Efficiency效率95Employee empowerment员工授权96Employee leasing员工租借97Employee survey research雇员调查与研究98Entrepreneur企业家99Equal employment opportunity (EEO)公平就业机会100Ethics道德101Exit interview离职面谈102Expatriate外派雇员103Expert systems专家系统104Explicit knowledge显性知识105External analysis外部分析106External growth strategy外边成长战略107External labor market外部劳动力市场108Face to face discussion当面讨论109Factor comparison system因素比较法110Feedback反馈111Flat hourly rate小时工资率112Flexible benefits plans (cafeteria plans)灵活的福利计划（自助福利方案）113Flextime灵活的时间114Flowchart流程图115Follow up 跟随，追随116Formal education programs正规教育计划117Frame of reference参照系118Functional job analysis, FJA职能工作分析119Gain sharing plans收益分享计划120Globalization全球化121Goals and timetables目标和时间表122Graphic rating-scale method图式评估法123Grievance委屈124Group mentoring program群体指导计划125Guidelines指导方针126Head hunter猎头127Healthy and safety 健康安全128Handover工作交接129High-performance work systems高绩效工作系统130Hourly work计时工资制131Human capital人力资本132Human resource information system(HRIS)人力资源信息系统133Human resource management人力资源管理134Human resources planning, HRP人力资源计划135Income收入，收益136Indirect costs间接成本137Individualism/collectivism个人主义/集体主义138Inflation通货膨胀139Input投入140Insurance保险141Intellectual asset知识资产142Internal analysis内部分析143Internal growth strategy内部成长战略144Internal labor force内部劳动力145Internet互联网146Internship programs实习计划147Interview面试148Industrialization产业化149IT(Information Technology)信息技术150Invest投资151Job analysis工作分析152Job classification system工作分类法153Job description 工作描述154Job design工作设计155Job enlargement工作扩大化156Job enrichment工作丰富化157Job evaluation工作评价158Job commitment工作认同159Job ranking system 工作重要性排序法160Job rotation工作轮换161Job satisfaction工作满意度162Job specification工作规范163Joint venture company合资公司164Key performance indicator,KPI关键业绩指标165Labor relations process劳动关系进程166Leaderless group discussion无领导小组讨论法167Learning organization学习型组织168Line manager直线经理169Maintenance of membership会员资格维持170Management by objectives, MBO目标管理171Management forecasts管理预测172Management process管理过程173Manager appraisal经理评估174Managing diversity管理多元化175Manpower人力，劳动力176Material incentive物质奖励177Mediation调解178Mentor 导师179Merit guideline绩效指南180Minimum wage最低工资181Morale士气182Mobility流动性183Motivation to learn学习的动机184Needs assessment（培训）需要评价185Night shift 夜班186Nonprofit organization非营利组织187Occupation职业188On-the-job training, OJT在职培训189Open culture开放文化190Opportunity to perform实践的机会191Organization desgin and development组织设计与发展192Organizational analysis 组织分析193Organizational capability组织能力194Organization chart组织结构图195Organization code组织代码196Orientation入职培训197Outlay费用198Outplacement counseling重新谋职咨询199Output产出200Outsourcing外包201Overpay超额工资202Panel interview小组面试203Pay claim加薪要求204Pay grade工资等级205Pay structure工资结构206Pay-for-performance standard按绩效的报酬标准207Pay-policy line工资政策线208Payroll职工薪水册209Pension养老金，退休金210Peer appraisal同事评估211Pep talk鼓舞动员谈话212Performance appraisal绩效评价213Performance feedback绩效反馈214Performance management绩效管理215Performance planning and evaluation(PPE)绩效规划与评价系统216Post岗位，职位217Potential潜在的，可能的218Priority优先219Probation试用220Person characteristics个人特征221Personnel selection人员甄选222Piecework计件工资223Position analysis questionnaire, PAQ职位分析问卷调查224Power distance权力差距225Predictive validation预测效度226Profit sharing利润分享227Promotion晋升228Psychological contract心理契约229Questionnaire调查问卷230Rapport和谐，亲善231Readability易读性232Readiness for training培训准备233Reasoning ability推理能力234Reconciliation和解235Recognition认可，承认236Recruitment招募237Redundancy冗余238Reengineering流程再造239Reference参考240Reject拒绝，否决241Reinstatement复职242Relational database关联数据库243Reliability信度244Remuneration报酬245Reputation声誉，名声246Retention plan(核心人员)保持计划247Repatriation归国准备248Replacement charts替换表249Return on investment (ROI)投资回报250Role ambiguity 角色模糊251Role analysis technique角色分析技术252Role play角色扮演253Senior management高级管理层254Settlement解决，决定255Sick leave病假256Simulation仿真，模拟257Self-appraisal自我评估258Subcontracting转包合同259Substantive reason客观存在因素260Successor后任261Supply forecasting供给预测262Survey调查263Target 目标，目的264Talent才能，才干265Sick note病假条266Situational interview情景面试267Skill inventories技能量表268Skill-based pay 技能工资269Specificity明确性270Spot bonus即时奖金271Staffing tables人员配置表272Strategic choice战略选择273Strategic congruence战略一致性274Strategic human resource management战略性人力资源管理275Strategy formulation战略形成276Strategyimplementation战略执行277Subordinate下属278Succession planning可持续发展计划279Tacit knowledge隐形知识280Task analysis任务分析281Team leader training团队领导培训282Team building团队建设283Top stratum高层284Termination终止285Total quality management (TQM)全面质量管理286Training administration培训管理287Training outcomes培训结果288Transaction processing事务处理289Trend analysis趋势分析290Turnover离职，流动291Utility analysis效用分析292Validity效度293Verbal comprehension语言理解能力294Vesting既得利益295Voicing发言296Wage and salary survey薪资调查297Wage freeze冻结工资增长298Web-based training网上培训299Welfare system福利体系300Work permit/ work certificate就业许可证2007.4----------专业最好文档，专业为你服务，急你所急，供你所需-----------------------专业最好文档，专业为你服务，急你所急，供你所需-------------。

人力资源管理师英语作文范文（仅供参考）（一）写作（共20分）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 DescriptionPosition DepartmentAccountable to Salary/pay grade[ ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryResponsibilities/daily tasksQualificationsRelations of the position to others in the companyAnswer:(only for reference)Job DescriptionPosition 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工作概要Work closely with the company’s CFO, and ensure tha t 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,（财务运营方面）including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.翻译：开发和直接参与财务运营方面的专业人员活动，包括预测，计划，预算，信用和收款，成本会计，财务控制系统。

Employee Self—EvaluationEmployee________Employee No。

__________Department_______Position___________Start Date________Appraisal period_________In preparation for your upcoming performance review on ________,consider the following question。

Bring this sheet to your appraisal meeting for discussion.List the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them，and comment on your satisfaction or dissatisfaction with you performance an results.1.Are you performance goals reasonable and appropriate for youposition？2.Consider the strengths that enhance your job performance.3.In what areas can you improve your job performance？4.Do you feel that you need additional training? What training wouldyou find helpful？5.What are your short-term career objectives？How can you achievethem?6.What are your long-term career objectives? How can you achievethem？7.If you could change your job or company policies，what changeswould you suggest？How can we work together to improve the company?8.Are there any other aspects of your job or the company that you wouldlike to discuss?Advantages and disadvantages of 360—degree feedback 360—degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360—degree feedback：1. Individuals get a broader perspective of how they are perceived by others than previously possible。

Employee Self-EvaluationEmployee________Employee No.__________Department_______Position___________Start Date________Appraisal period_________In preparation for your upcoming performance review on ________,consider the following question. Bring this sheet to your appraisal meeting for discussion.List the performance objectives you established at your last appraisal。

Indicate in the table whether you successfully achieved them，and comment on your satisfaction or dissatisfaction with you performance an results.1.Are you performance goals reasonable and appropriate for youposition？2.Consider the strengths that enhance your job performance.3.In what areas can you improve your job performance?4.Do you feel that you need additional training? What training wouldyou find helpful？5.What are your short-term career objectives？How can you achievethem？6.What are your long—term career objectives? How can you achievethem?7.If you could change your job or company policies, what changeswould you suggest？How can we work together to improve the company?8.Are there any other aspects of your job or the company that you wouldlike to discuss？Advantages and disadvantages of 360—degree feedback 360—degree feedback is a relatively new feature of performance management。

人力资源管理师（二级)专业英语词汇表作者/转载者:孙敏发表时间：2005-1—18 11:04:39序号词汇中译词意1 Acceptability 可接受性2 Achievement tests 成就测试3 Action plan 行动计划4 Action steps 行动步骤5 Adventure learning 探险学习法6 Adverse impact 负面影响7 Agency shop 工会代理制8 Alternative dispute resolution (ADR）建设性争议解决方法9 Analytic approach 分析法10 Appraisal politics 评价政治学11 Apprenticeship 学徒制12 Arbitrary 仲裁13 Assessment 评价14 Assessment center 评价中心15 Attitude awareness and change program 态度认知与改变计划16 Attitudinal structuring 态度构建17 Audiovisual instruction 视听教学18 Audit approach 审计法19 Balanced scorecard 综合评价卡20 Basic skills 基本技能21 Behavior-based program 行为改变计划22 Behavior modeling 行为模拟23 Benchmarks 基准24 Benchmarking 评判25 Benefits 收益26 Bonus 奖金27 Boycott 联合抵制28 Career 职业29 Career counseling 职业咨询30 Career curves （maturity curves）职业曲线（成熟曲线）31 Career management system 职业管理系统32 Career support 职业支持33 Centralization 集权化34 Coach 教练35 Cognitive ability 认知能力36 Cognitive outcomes 认知性结果37 Collective bargaining process 劳资谈判过程38 Community of practice 演练小组39 Compa—ratio 比较比率40 Compensable factors 报酬要素41 Competency assessment 能力评估42 Competitive advantage 竞争优势43 Concentration strategy 集中战略44 Concurrent validation 同时效度45 Consumer price index, CPI 消费者价格指数46 Content validation 内容效度47 Continuous learning 持续学习48 Contributory plan 投入计划49 Coordination training 合作培训50 Core competencies 核心竞争力51 Criterion-related validity 效标关联效度52 Critical incident 关键事件53 Critical incident method 关键事件法54 Cross-cultural preparation 跨文化准备55 Cross-training 交叉培训56 Cultural environment 文化环境57 Cultural shock 文化冲击58 Customer appraisal 顾客评估59 Data flow diagram 数据流程图60 Database 数据库61 Decentralization 分散化62 Decision support systems 决策支持系统63 Defined—benefit plan 养老金福利计划64 Defined-contribution plan 资方养老金投入计划65 Delayering 扁平化66 Depression 沮丧67 Development planning system 开发规划系统68 Differential piece rate 差额计件工资69 Direct costs 直接成本70 Discipline 纪律71 Disparate impact 差别性影响72 Disparate treatment 差别性对待73 Diversity training 多元化培训74 Downsizing 精简75 Downward move 降级76 Efficiency wage theory 效率工资理论77 Electronic performance support system （EPSS）电子绩效支持系统78 Employee empowerment 员工授权79 Employee leasing 员工租借80 Employee survey research 雇员调查与研究81 Employee wellness programs （EWPs) 雇员健康修炼计划82 Entrepreneur 企业家83 Equal employment opportunity （EEO) 公平就业机会84 Essay method 书面方式85 Ethics 道德86 Expatriate 外派雇员87 Expert systems 专家系统88 External analysis 外部分析89 External growth strategy 外边成长战略90 External labor market 外部劳动力市场91 Factor comparison system 因素比较法92 Feedback 反馈93 Flexible benefits plans (cafeteria plans）灵活的福利计划(自助福利方案）94 Flextime 灵活的时间95 Forecasting (劳动力供求）预测96 Formal education programs 正规教育计划97 Frame of reference 参照系98 Functional job analysis, FJA 职能工作分析99 Gain sharing plans 收益分享计划100 Globalization 全球化101 Goals 目标102 Goals and timetables 目标和时间表103 Graphic rating—scale method 图式评估法104 Group-building methods 团队建设法105 Group mentoring program 群体指导计划106 Hay profile method 海氏剖析法107 High—leverage training 高层次培训108 High-performance work systems 高绩效工作系统109 Hourly work 计时工资制110 Human capital 人力资本111 Human resource information system （HRIS) 人力资源信息系统112 Human resource management 人力资源管理113 Human resources planning, HRP 人力资源计划114 Indirect costs 间接成本115 Individualism/collectivism 个人主义/集体主义116 Input 投入117 Instructional design process 指导性设计过程118 Internal analysis 内部分析119 Internal growth strategy 内部成长战略120 Internal labor force 内部劳动力121 Internet 互联网122 Internship programs 实习计划123 Interview 面试124 Intraorganizational bargaining 组织内谈判125 Job analysis 工作分析126 Job classification system 工作分类法127 Job description 工作描述128 Job design 工作设计129 Job enlargement 工作扩大化130 Job enrichment 工作丰富化131 Job evaluation 工作评价132 Job experiences 工作经验133 Job involvement 工作认同134 Job posting and bidding 工作张贴和申请135 Job progressions 工作提升136 Job ranking system 工作重要性排序法137 Job rotation 工作轮换138 Job satisfaction 工作满意度139 Job specification 工作规范140 Job structure 工作结构141 Key jobs 关键工作142 Labor market 劳动力市场143 Labor relations process 劳动关系进程144 Leaderless group discussion 无领导小组讨论法145 Learning organization 学习型组织146 Long-term—short—term orientation 长期-短期导向147 Maintenance of membership 会员资格维持148 Management by objectives, MBO 目标管理149 Management forecasts 管理预测150 Management prerogatives 管理特权151 Manager and / or supervisor appraisal 经理和/或上司评估152 Managing diversity 管理多元化153 Markov analysis 马克夫分析法154 Mediation 调解155 Mentor 导师156 Merit guideline 绩效指南157 Minimum wage 最低工资158 Motivation to learn 学习的动机159 Needs assessment (培训)需要评价160 Negligence 疏忽161 Nepotism 裙带关系162 Ombudsman 调查专员163 On—the—job training，OJT 在职培训164 Opportunity to perform 实践的机会165 Organizational analysis 组织分析166 Organizational capability 组织能力167 Orientation 导向培训168 Outplacement counseling 重新谋职咨询169 Output 产出170 Outsourcing 外包171 Panel interview 小组面试172 Pay—for-performance standard 按绩效的报酬标准173 Pay grade 工资等级174 Pay level 工资水平175 Pay-policy line 工资政策线176 Pay structure 工资结构177 Peer appraisal 同事评估178 Performance appraisal 绩效评价179 Performance feedback 绩效反馈180 Performance management 绩效管理181 Performance planning and evaluation (PPE) 绩效规划与评价系统182 Perquisites 津贴183 Person analysis 个人分析184 Person characteristics 个人特征185 Personnel selection 人员甄选186 Point system 积分法187 Position analysis questionnaire, PAQ 职位分析问卷调查188 Power distance 权力差距189 Predictive validation 预测效度190 Profit sharing 利润分享191 Promotion 晋升192 Protean career 多变的职业193 Psychological contract 心理契约194 Psychological support 心理支持195 Range spread 工资范围跨度196 Readability 易读性197 Readiness for training 培训准备198 Reasoning ability 推理能力199 Recruitment 招募200 Reengineering 流程再造201 Relational database 关联数据库202 Reliability 信度203 Repatriation 归国准备204 Replacement charts 替换表205 Request for proposal (REP) (培训）招标书206 Return on investment （ROI）投资回报207 Role ambiguity 角色模糊208 Role analysis technique 角色分析技术209 Role play 角色扮演210 School-to—work 从学校到工作211 Selection 甄选212 Self-appraisal 自我评估213 Self—efficacy 自信心214 Situational interview 情景面试215 Skill—based pay 技能工资216 Skill inventories 技能量表217 Specificity 明确性218 Spot bonus 即时奖金219 Staffing tables 人员配置表220 Strategic choice 战略选择221 Strategic congruence 战略一致性222 Strategic human resource management （SHRM）战略性人力资源管理223 Strategy formulation 战略形成224 Strategy implementation 战略执行225 Task analysis 任务分析226 Team leader training 团队领导培训227 360-degree feedback process 360度反馈过程228 Total quality management （TQM）全面质量管理229 Training 培训230 Training administration 培训管理231 Training outcomes 培训结果232 Transaction processing 事务处理233 Trend analysis 趋势分析234 Utility 效用235 Utility analysis 效用分析236 Validity 效度237 Verbal comprehension 语言理解能力238 Vesting 既得利益239 Virtual reality 现实虚拟240 Voicing 发言241 Wage and salary survey 薪资调查242 Wage-rate compression 工资压缩243 Web—based training 网上培训244 Work permit/ work certificate 就业许可证245 World Wide Web 万维网246 Yield ratio 成功率。

P51Job DescriptionPosition logistics manager Department logistics departmentAccountable to CEO Salary/pay grade 4[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryDeveloping 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 tasksDealing 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;QualificationsCollege 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 companyAdministration department; Marketing department; Manufacturing department; Purchasing department etc.P85Letter Confirming EmploymentDear Mr. Zhang:I am pleased that you have accepted the position of logistics manager at our company, starting on May22nd .You shall perform the following duties and have the following responsibilities: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;Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 9:00 to 17:00, Monday through Friday, with a 1 hour lunch break and 15 minutes coffee breaks.Your starting salary/wage is RMB 8000/month. You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.Your supervisor is Frank Ma. Please see him on your first day and he will help you get settled.I look forward to working with you. If you have any questions, please do not hesitate to contact me.Yours truly,Nancy HuangManager of HR DepartmentEmployee Termination LetterDear Joe:It is with sincere regret that I must inform you that your employment at Unocal Company will be terminated as of May 22nd, 2004.As you know, the Downsizing Task Force delivered their report to the general manager in late May, 2004. Among the task force recommendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject tothe task force recommendations.I would like to make it absolutely clear that in no way does your termination reflect that the company is in any way unhappy with your work performance over the past 16 months. In fact, you have been highly regarded as one of our most productive contract staff. Unfortunately, you and the other non-permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.In an effort to try to reduce the impact of this termination, the company has worked out a severance arrangement that will give you one week's pay for each month you worked beyond 12 months. In your case this will amount to 8 weeks of severance pay. In addition, your medical coverage will remain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package.Joe, given your qualifications and proven abilities, I am confident that you will be able to find another position in the relatively near future. If you would like, I would be pleased to write a recommendation letter for you, to help with your job search.Yours truly,Nancy HuangManager of HR DepartmentRecruitment ADWieland Metals Shanghai Limited is a wholly foreign owned member of the globally operating Wieland Group with Headquarters in Germany, more than 6000 employees world-wide and production facilities in Europe, USA, South Africa, Singapore and China.Our business operation in Asia focus on production and distribution of high-performance products of copper and copper alloys for the semi-conductor, telecommunications and electronic industries.At our plant in Shanghai we are processing hundreds of tons of material every month and are constantly expanding our Asian business operations, particularly in China. To support the growth of our operations we are looking for young talents who are eager to take on great opportunities and challenges in a young, international team!Logistics Manager (one person)Responsibilities: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.If you are a person taking in initiatives, if your are highly self-motivated and responsible, willing to contribute to a strong team and to learn new things, then you are our candidate and should send your application to: Jeanne.hu@ by e-mail.P87Secrecy and Noncompetition CovenantThe undersigned Employee hereby promises the Employer:1. To keep the Employer’s business secrets, including but not limited to customer, supplier, logistical, financial, research, and development information, confidential and not to disclose the Employer’s business secrets to any third party during and after the term of the Employee’s employment;2.That, on the termination of the Employee’s employment with the Employer for any reason,the Employee will not operate a securities business or in any way aid and assist any other person to operate such a business in Hong Kong for a period of 1 year from the date of termination of the Employee’s employment;3. That, on the termination of the Employee’s employment with the Employer for anyreason, the Employee will not solicit any customer of the Employer that was a customer of the Employer during the course of the Employee’s employment with the Employer, whether or not still a customer of the Employer and whether or not knowledge of the customer is considered confidential information, or in any way aid and assist any other person to solicit any such customer for a period of 3 years from the date of termination of the Employee’s employment.If any part of these promises is void for any reason, the undersigned accepts that it may be severed without affecting the validity or enforceability of the balance of the promises.Given under seal on May 22.Signed, sealed, and delivered in the presence of:Nancy Huang Joe Zhang(Signature of Witness) (Signature of Employee) for the Employee.P201Part-time ContractThis is a contract between Wieland Metals Shanghai Limited and their appointed representative and:Name: Joe ZhangPosition: trainerTerms and Conditions1.Employment periodThis contract is from 01 September 2003 to 30 June 2004.2. Paymenta. Hourly RateYou will be paid fortnightly at the rate of RMB 50 per lesson. Each lesson is of 45 minutes duration and it is expected that you will spend at least 15 minutes on meaningful preparation for that lesson.Wages are paid on the 2nd Monday following the week(s) worked.The teacher must pay income tax in accordance with the laws of the Government of China.3. Dutiesa. Provide English language trainingb. Prepare and mark examinations and tests. Record student marks.c. At all times the teacher is expected to dress and behave in a professional manner. There can be no relationship with a student that cannot be seen as one of a professional nature.d. The teacher is directly responsible to the Director of Studies Smart(China) (DOS).f. The teacher is expected at all times to obey the laws and regulations of the People’s Republic of China.Name of teacher: _______ Joe Zhang _________Signature of teacher: ___________ Joe Zhang__Signature of DOS: _Mike Ma________________Date: _____ September 1____________________P 116Employee Self-EvaluationEmployee Employee No.Department PositionStart date Appraisal periodList the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them, and comment on your satisfaction or dissatisfaction with your performance and results.1. Are your performance goals reasonable and appropriate for your position?2. Consider the strengths that enhance your job performance.3. In what areas can you improve your job performance?4. Do you feel that you need additional training? What training would you find helpful?5. What are your short-term career objectives? How can you achieve them?6. What are your long-term career objectives? How can you achieve them?7. If you could change your job or company policies, what changes would you suggest? How can we work togetherto improve the company?8. Are there any other aspects of your job or the company that you would like to discuss?Job Description QuestionnaireInstructions: The following information will be used in designing a job description format. For many questions, you might want to leave a full page for an answer.1.What is the job title? ___________________________________________2.In what department is the job located? ___________________________________________3.What is the title of the supervisor or manager to whom the jobholder must report?___________________________________________________________________________4.Does the jobholder supervise other employees? If so, give their job titles and a brief description of theirresponsibilities.Position Supervised Responsibilities_____________________________ ____________________________5.What essential function duties does the jobholder perform regularly? List them in order of importance.Duty Percentage of Time Devoted to This Duty1._________________________ __________2._________________________ __________6.What are the working conditions? List such items as noise, heat, outside work, and exposure to bad weather.7.How much authority does the jobholder have in such matters as training or guiding other people?8.How much education, experience, and skill are required for satisfactory job performance?9.At what stage is the jobholder’s work reviewed by the supervisor?10.What machines or equipment is the jobholder responsible for operating?11.If the jobholder makes a serious mistake or error in performing required duties, what would be the cost tomanagement?How to deal with technologyTechnology has seeped into practically every aspect of an organization, impacting everything from processes to people. This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities--the good, the bad and the unexpected.But smart HR leaders consider how technology trends impact the organization as a whole, rather than just their own departments. For example, if an organization pilots a new technology to reach customers in global markets never before explored, the HR leader needs to be in tune with the change to identify new requirements for HR as a result. Perhaps this new reach will mean that the organization needs to change the competencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hire expatriates to manage the process in the field.Only when HR professionals are aware of the impact of trends in areas like technology can they lead the charge to explore people management issues to ensure the best possible outcome and enable the HR profession to reach its potential.Advantages and disadvantages of 360-degree feedback 360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback:1.Individuals get a broader perspective of how they are perceived by others than previously possible.2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.3.Encouraging more open feedback-new insights.4.Provided a clearer picture to senior management of individual’s real worth.5.Open up feedback and gives people a more rounded view of performance than they had previously.6.Identifying key development areas for the individual, a department and the organization as a whole.7.A rounded view of an individual’s/team’s/the organization’s performance and what its strengths and weaknesses are.8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.9.It is starting to improve the climate/morale, as measured through our employee opinion survey.But there may be some problem. These include:1.People not giving frank or honest feedback;2.People being put under stress in receiving or giving feedback;ck of action following feedback;4.Over-reliance on technology;5.Too much bureaucracy.。

写作范文Answers:(only for reference)写作（一）Job DescriptionPosition 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 summaryWork closely with the company’s 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 tasksReport 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. QualificationsMaster 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.写作（二）Letter Confirming EmploymentDear 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;Ensure that the goals of sales will be fulfilled;Supervise and evaluate subordinates;Direct and control the sales expenditure;Deal with some special sales;Deal with the complaints of customers.Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 8:30 to 17:00 .Your starting salary/wage is RMB 4000/month . You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment. Your supervisor is XXX. Please see him/her on your first day and he/she will help you get settled.I look forward to working with you. If you have any questions, please do not hesitate to contact me.Yours truly(Name) XXX(Title) XXX写作（三）Employee Termination LetterDear Thomas:It is with sincere regret that I must inform you that your employment at Addison Systems Inc. will be terminated as of December 31, 2003.As you know, the Downsizing Task Force delivered their report to the general manager in late December, 2002. Among the task force recommendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject to the task force recommendations.I would like to make it absolutely clear that in no way does your termination reflect that the company is in any way unhappy with your work performance over the past 12 months. In fact, you have been highly regarded as one of our most productive contract staff. Unfortunately, you and the other non-permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.In an effort to try to reduce the impact of this termination, the company has worked out a severance arrangement that will give you one week's pay for each month you worked beyond 12 months. In your case this will amount to six (6) weeks of severance pay. In addition, your medical coverage will remain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package.Thomas, given your qualifications and proven abilities, I am confident that youwill be able to find another position in the relatively near future. If you would like, I would be pleased to write a recommendation letter for you, to help with your job search.Sincerely(Name) XXX(Title) XXX写作（四）Shanghai China-mc consulting management Co,.LTD, is an top-ten management consulting company of china , specializing in organization wisdom technology(OWT) and organization performance .We have over 8 years consulting experience and serve for more than tens of listing companies!Our services include strategy consulting; company culture building; Knowledge management, Learning Organization building, Human resource management, marketing and IT Management basing on OWT.For more information, please see our websit:. We are looking for talents for China-mc Management Consulting. With these opportunities we are offering you an exciting career!Chief management consultant (one people)Responsibilities:Taking charge for the whole work of company consulting service;Developing company new service;Developing and Training the new consultant;Project management, delivery and team managementDetailed analysis of requirement .Requirement:· No less than 2-year experience of consulting within famous consulting firms, ( international consulting firms such as BCG and Mackenzie prefer);· No less five-years working experience;· MBA or similar educational background;· Have a good management capability· Excellent interpersonal and communication kills· Outgoing and self-motivated· Familiar with PowerPoint;· Persuasive.Email your CV including recent photo to admin@写作（五）Secrecy and Noncompetition CovenantThe undersigned Employee hereby promises the Employer:1. To keep the Employer’s business secrets, including but not limited to customer, supplier, logistical, financial, research, and development information, confidential and not to disclose the Employer’s business secrets to any third p arty during and after the term of the Employee’s employment;2.That, on the termination of the Employee’s employment with the Employer for any reason, the Employee will not operate a (type of business) business or in any way aid and assist any other person to operate such a business in(geographical area) for a period of (time period) from the date of termination of the Employee’s employment;3. That, on the termination of the Employee’s employment with the Employer for any reason, the Employee will not solicit any customer of the Employer that was a customer of the Employer during the course of the Employee’s employment with the Employer, whether or not still a customer of the Employer and whether or not knowledge of the customer is considered confidential information, or in any way aid and assist any other person to solicit any such customer for a period of (time period) from the date of termination of the Employee’s employment.If any part of these promises is void for any reason, the undersigned accepts that it may be severed without affecting the validity or enforceability of the balance of the promises.Given under seal on (date).Signed, sealed, and delivered in the presence of:(Signature of Witness) (Signature of Employee)for the Employee.写作（六）Part-time ContractThis is a contract between xxx (china) and :Name :Position :Terms and Conditions1.Employment periodThis contract is from 01 September 2003 to 30 June 2004.2. Paymenta. Hourly RateYou will be paid fortnightly at the rate of RMB 150 per lesson. Each lesson is of 45 minutes duration and it is expected that you will spend at least 15 minutes on meaningful preparation for that lesson.Wages are paid on the 2nd Monday following the week(s) worked.The teacher must pay income tax in accordance with the laws of the Government of China.3. Dutiesa. Provide English language trainingb. Prepare and mark examinations and tests. Record student marks.c. At all times the teacher is expected to dress and behave in a professional manner. There can be no relationship with a student that cannot be seen as one of a professional nature.d. The teacher is directly responsible to the Director of Studies XXX (China) (DOS).f. The teacher is expected at all times to obey the laws and regulations of the People’s Republic of China.Name of teacher: _________________________Signature of teacher: ______________________Signature of DOS: ________________________Date: ___________________________________写作（七）Employee Self-EvaluationEmployee Employee No.Department PositionStart date Appraisal periodList the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them, and comment on your satisfaction or dissatisfaction with your performance and results.1. Are your performance goals reasonable and appropriate for your position?2. Consider the strengths that enhance your job performance.3. In what areas can you improve your job performance?4. Do you feel that you need additional training? What training would you find helpful?5. What are your short-term career objectives? How can you achieve them?6. What are your long-term career objectives? How can you achieve them?7. If you could change your job or company policies, what changes would you suggest? How can we work together to improve the company?8. Are there any other aspects of your job or the company that you would like to discuss?写作（八）Job Description QuestionnaireInstructions: The following information will be used in designing a job description format. For many questions, you might want to leave a full page for an answer.1.What is the job title? ___________________________________________2.In what department is the job located?___________________________________________3.What is the title of the supervisor or manager to whom the jobholder must report?___________________________________________________________________________ 4.Does the jobholder supervise other employees? If so, give their job titles and a briefdescription of their responsibilities.Position Supervised Responsibilities________________________________________________________________________5.What essential function duties does the jobholder perform regularly? List them in order ofimportance.Duty Percentage of Time Devoted to This Duty1._________________________ __________2._________________________ __________3._________________________ __________6.What are the working conditions? List such items as noise, heat, outside work, andexposure to bad weather.7.How much authority does the jobholder have in such matters as training or guiding otherpeople?8.How much education, experience, and skill are required for satisfactory job performance?9.At what stage is the jobholder’s work reviewed by the superviso r?10.What machines or equipment is the jobholder responsible for operating?11.If the jobholder makes a serious mistake or error in performing required duties, what wouldbe the cost to management?写作（九）How to deal with technologyTechnology has seeped into practically every aspect of an organization, impacting everything from processes to people. This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities--the good, the bad and the unexpected.But smart HR leaders consider how technology trends impact the organization as a whole, rather than just their own departments. For example, if an organization pilots a new technology to reach customers in global markets never before explored, the HR leader needs to be in tune with the change to identify new requirements for HR as a result. Perhaps this new reach will mean that the organization needs to change the competencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hire expatriates to manage the process in the field.Only when HR professionals are aware of the impact of trends in areas like technology can they lead the charge to explore people management issues to ensure the best possible outcome and enable the HR profession to reach its potential.写作（十）Advantages and disadvantages of 360-degree feedback 360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback:1.Individuals get a broader perspective of how they are perceived by others than previously possible.2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.3.Encouraging more open feedback-new insights.4.Provided a clearer picture to senior management of individual’s real w orth.5.Open up feedback and gives people a more rounded view of performance than they had previously.6.Identifying key development areas for the individual, a department and the organization as a whole.7.A rounded view of an individual’s/team’s/the organization’s performance and what its strengths and weaknesses are.8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.9.It is starting to improve the climate/morale, as measured through our employee opinion survey.But there may be some problem. These include:1.People not giving frank or honest feedback;2.People being put under stress in receiving or giving feedback;ck of action following feedback;4.Over-reliance on technology;5.Too much bureaucracy.。

人力资源管理师2级词汇表1 360-degree feedback process 360度反馈过程2 Absence 缺席3 Acceptability 可接受性4 Achievement tests 成就测试5 Action plan 行动计划6 Accountability 有责任7 Adolescent 青少年8 Adverse impact 负面影响9 Aggressive 有闯劲的，敢做敢为的10 Allowance 津贴，补助11 Ambition 野心，雄心12 Analytic approach 分析法13 Announcement 公告14 Applicant 求职者15 Application 申请16 Appraisal 评价,评估17 Appoint 任命18 Arbitrary 仲裁19 Assessment center 评价中心20 Attitude awareness and change program 态度认知与改变计划21 Attitudinal structuring 态度构建22 Authority 权威23 Audiovisual instruction 视听教学24 Audit approach 审计法25 Balanced scorecard 综合评价卡，平衡计分法26 Bargain 商谈27 Behavior modeling 行为模拟28 Behavior-based program 行为改变计划29 Benchmarks 基准30 Benefits 福利31 Bonus 奖金32 Business planning 企业规划33 Business division 事业部34 Business integration 业务整合35 Candidate 候选人36 Career anchor 职业锚37 Career counseling 职业咨询38 Career curves 职业曲线39 Career management system 职业管理系统40 Career development 职业发展41 Centralization 集权化42 Coach 教练43 Cognitive ability 认知能力44 Cognitive outcomes 认知性结果45 Collective bargaining process 劳资谈判过程46 Commitment 承诺，义务47 Communication skill 沟通技巧48 Compa-ratio 比较比率49 Compensable factors 报酬要素50 Compensation 报酬，补偿51 Competency assessment 能力评估52 Competency model 能力模型53 Competitive advantage 竞争优势54 Compromise 妥协55 Concentration strategy 集中战略56 Consultation 商量，请教57 Consumer price index, CPI 消费者价格指数58 Continuous learning 持续学习59 Coordination training 合作培训60 Core competencies 核心竞争力61 Cost structure 成本结构62 Critical incident method 关键事件法63 Cross-cultural preparation 跨文化准备64 Cross-training 交叉培训65 Cultural environment 文化环境66 Cultural shock 文化冲击67 Customer appraisal 顾客评估68 CV (curriculum vitae) 简历69 Data flow diagram 数据流程图70 Decentralization 分散化71 Decision making 决策72 Decision support systems 决策支持系统73 Deficiency 缺乏74 Defined-benefit plan 养老金福利计划75 Defined-contribution plan 资方养老金投入计划76 Delayering 扁平化77 Demand forecasting 需求预测78 Depression 沮丧79 Development planning system 开发规划系统80 Differential piece rate 差额计件工资81 Direct costs 直接成本82 Discipline 纪律83 Disparate impact 差别性影响84 Disparate treatment 差别性对待85 Diversity training 多元化培训86 Dividends 红利87 Discrimination 歧视88 Dismiss 开除，解雇89 Downsizing 精简90 Downward move 降级91 Efficiency wage theory 效率工资理论92 Egalitarian 平等主义93 Earnings 所得，收入94 Efficiency 效率95 Employee empowerment 员工授权96 Employee leasing 员工租借97 Employee survey research 雇员调查与研究98 Entrepreneur 企业家99 Equal employment opportunity (EEO) 公平就业机会100 Ethics 道德101 Exit interview 离职面谈102 Expatriate 外派雇员103 Expert systems 专家系统104 Explicit knowledge 显性知识105 External analysis 外部分析106 External growth strategy 外边成长战略107 External labor market 外部劳动力市场108 Face to face discussion 当面讨论109 Factor comparison system 因素比较法110 Feedback 反馈111 Flat hourly rate 小时工资率112 Flexible benefits plans (cafeteria plans) 灵活的福利计划（自助福利方案）113 Flextime 灵活的时间114 Flowchart 流程图115 Follow up 跟随，追随116 Formal education programs 正规教育计划117 Frame of reference 参照系118 Functional job analysis, FJA 职能工作分析119 Gain sharing plans 收益分享计划120 Globalization 全球化121 Goals and timetables 目标和时间表122 Graphic rating-scale method 图式评估法123 Grievance 委屈124 Group mentoring program 群体指导计划125 Guidelines 指导方针126 Head hunter 猎头127 Healthy and safety 健康安全128 Handover 工作交接129 High-performance work systems 高绩效工作系统130 Hourly work 计时工资制131 Human capital 人力资本132 Human resource information system (HRIS) 人力资源信息系统133 Human resource management 人力资源管理134 Human resources planning, HRP 人力资源计划135 Income 收入，收益136 Indirect costs 间接成本137 Individualism/collectivism 个人主义/集体主义138 Inflation 通货膨胀139 Input 投入140 Insurance 保险141 Intellectual asset 知识资产142 Internal analysis 内部分析143 Internal growth strategy 内部成长战略144 Internal labor force 内部劳动力145 Internet 互联网146 Internship programs 实习计划147 Interview 面试148 Industrialization 产业化149 IT(Information Technology) 信息技术150 Invest 投资151 Job analysis 工作分析152 Job classification system 工作分类法153 Job description 工作描述154 Job design 工作设计155 Job enlargement 工作扩大化156 Job enrichment 工作丰富化157 Job evaluation 工作评价158 Job commitment 工作认同159 Job ranking system 工作重要性排序法160 Job rotation 工作轮换161 Job satisfaction 工作满意度162 Job specification 工作规范163 Joint venture company 合资公司164 Key performance indicator,KPI 关键业绩指标165 Labor relations process 劳动关系进程166 Leaderless group discussion 无领导小组讨论法167 Learning organization 学习型组织168 Line manager 直线经理169 Maintenance of membership 会员资格维持170 Management by objectives, MBO 目标管理171 Management forecasts 管理预测172 Management process 管理过程173 Manager appraisal 经理评估174 Managing diversity 管理多元化175 Manpower 人力，劳动力176 Material incentive 物质奖励177 Mediation 调解178 Mentor 导师179 Merit guideline 绩效指南180 Minimum wage 最低工资181 Morale 士气182 Mobility 流动性183 Motivation to learn 学习的动机184 Needs assessment （培训）需要评价185 Night shift 夜班186 Nonprofit organization 非营利组织187 Occupation 职业188 On-the-job training, OJT 在职培训189 Open culture 开放文化190 Opportunity to perform 实践的机会191 Organization desgin and development 组织设计与发展192 Organizational analysis 组织分析193 Organizational capability 组织能力194 Organiztion chart 组织结构图195 Organization code 组织代码196 Orientation 入职培训197 Outlay 费用198 Outplacement counseling 重新谋职咨询199 Output 产出200 Outsourcing 外包201 Overpay 超额工资202 Panel interview 小组面试203 Pay claim 加薪要求204 Pay grade 工资等级205 Pay structure 工资结构206 Pay-for-performance standard 按绩效的报酬标准207 Pay-policy line 工资政策线208 Payroll 职工薪水册209 Pension 养老金，退休金210 Peer appraisal 同事评估211 Pep talk 鼓舞动员谈话212 Performance appraisal 绩效评价213 Performance feedback 绩效反馈214 Performance management 绩效管理215 Performance planning and evaluation (PPE) 绩效规划与评价系统216 Post 岗位，职位217 Potential 潜在的，可能的218 Priority 优先219 Probation 试用220 Person characteristics 个人特征221 Personnel selection 人员甄选222 Piecework 计件工资223 Position analysis questionnaire, PAQ 职位分析问卷调查224 Power distance 权力差距225 Predictive validation 预测效度226 Profit sharing 利润分享227 Promotion 晋升228 Psychological contract 心理契约229 Questionnaire 调查问卷230 Rapport 和谐，亲善231 Readability 易读性232 Readiness for training 培训准备233 Reasoning ability 推理能力234 Reconciliation 和解235 Recognition 认可，承认236 Recruitment 招募237 Redundancy 冗余238 Reengineering 流程再造239 Reference 参考240 Reject 拒绝，否决241 Reinstatement 复职242 Relational database 关联数据库243 Reliability 信度244 Remuneration 报酬245 Reputation 声誉，名声246 Retention plan (核心人员)保持计划247 Repatriation 归国准备248 Replacement charts 替换表249 Return on investment (ROI) 投资回报250 Role ambiguity 角色模糊251 Role analysis technique 角色分析技术252 Role play 角色扮演253 Senior management 高级管理层254 Settlement 解决，决定255 Sick leave 病假256 Simulation 仿真，模拟257 Self-appraisal 自我评估258 Subcontracting 转包合同259 Substantive reason 客观存在因素260 Successor 后任261 Supply forecasting 供给预测262 Survey 调查263 Target 目标，目的264 Talent 才能，才干265 Sick note 病假条266 Situational interview 情景面试267 Skill inventories 技能量表268 Skill-based pay 技能工资269 Specificity 明确性270 Spot bonus 即时奖金271 Staffing tables 人员配置表272 Strategic choice 战略选择273 Strategic congruence 战略一致性274 Strategic human resource management 战略性人力资源管理275 Strategy formulation 战略形成276 Strategy implementation 战略执行277 Subordinate 下属278 Succession planning 可持续发展计划279 Tacit knowledge 隐形知识280 Task analysis 任务分析281 Team leader training 团队领导培训282 Team building 团队建设283 Top stratum 高层284 Termination 终止285 Total quality management (TQM) 全面质量管理286 Training administration 培训管理287 Training outcomes 培训结果288 Transaction processing 事务处理289 Trend analysis 趋势分析290 Turnover 离职，流动291 Utility analysis 效用分析292 Validity 效度293 Verbal comprehension 语言理解能力294 Vesting 既得利益295 Voicing 发言296 Wage and salary survey 薪资调查297 Wage freeze 冻结工资增长298 Web-based training 网上培训299 Welfare system 福利体系300 Work permit/ work certificate 就业许可证3级词汇表1 Absence 缺席2 Acceptability 可接受性3 Achievement tests 成就测试4 Action plan 行动计划5 Adverse impact 负面影响6 Allowance 津贴，补助7 Announcement 公告8 Applicant 求职者9 Application 申请10 Appraisal 评价,评估11 Appoint 任命12 Arbitrary 仲裁13 Assessment center 评价中心14 Authority 权威15 Audiovisual instruction 视听教学16 Audit approach 审计法17 Balanced scorecard 综合评价卡，平衡计分法18 Behavior modeling 行为模拟19 Behavior-based program 行为改变计划20 Benchmarks 基准21 Benefits 福利22 Bonus 奖金23 Business planning 企业规划24 Candidate 候选人25 Career anchor 职业锚26 Career counseling 职业咨询27 Career curves 职业曲线28 Career development 职业发展29 Centralization 集权化30 Coach 教练31 Cognitive ability 认知能力32 Commitment 承诺，义务33 Communication skill 沟通技巧34 Compensable factors 报酬要素35 Compensation 报酬，补偿36 Competency assessment 能力评估37 Competency model 能力模型38 Competitive advantage 竞争优势39 Compromise 妥协40 Concentration strategy 集中战略41 Consultation 商量，请教42 Continuous learning 持续学习43 Coordination training 合作培训44 Core competencies 核心竞争力45 Cost structure 成本结构46 Critical incident method 关键事件法47 Cross-cultural preparation 跨文化准备48 Cross-training 交叉培训49 Cultural environment 文化环境50 Cultural shock 文化冲击51 Customer appraisal 顾客评估52 Data flow diagram 数据流程图53 Decentralization 分散化54 Decision making 决策55 Deficiency 缺乏56 Delayering 扁平化57 Demand forecasting 需求预测58 Depression 沮丧59 Development planning system 开发规划系统60 Differential piece rate 差额计件工资61 Direct costs 直接成本62 Discipline 纪律63 Dismiss 解雇64 Disparate treatment 差别性对待65 Diversity training 多元化培训66 Dividends 红利67 Discrimination 歧视68 Downsizing 精简69 Downward move 降级70 Efficiency wage theory 效率工资理论71 Egalitarian 平等主义72 Earnings 所得，收入73 Efficiency 效率74 Employee empowerment 员工授权75 Employee leasing 员工租借76 Employee survey research 雇员调查与研究77 Entrepreneur 企业家78 Equal employment opportunity (EEO) 公平就业机会79 Ethics 道德80 Exit interview 离职面谈81 Expatriate 外派雇员82 Expert systems 专家系统83 Explicit knowledge 显性知识84 External growth strategy 外边成长战略85 External labor market 外部劳动力市场86 Face to face discussion 当面讨论87 Factor comparison system 因素比较法88 Feedback 反馈89 Flat hourly rate 小时工资率90 Flextime 灵活的时间91 Flowchart 流程图92 Formal education programs 正规教育计划93 Frame of reference 参照系94 Functional job analysis, FJA 职能工作分析95 Gain sharing plans 收益分享计划96 Globalization 全球化97 Goals and timetables 目标和时间表98 Group mentoring program 群体指导计划99 Head hunter 猎头100 Healthy and safety 健康安全101 High-performance work systems 高绩效工作系统102 Hourly work 计时工资制103 Human capital 人力资本104 Human resource information system 人力资源信息系统105 Human resource management 人力资源管理106 Human resources planning, HRP 人力资源计划107 Income 收入，收益108 Indirect costs 间接成本109 Inflation 通货膨胀110 Input 投入111 Insurance 保险112 Intellectual asset 知识资产113 Internal analysis 内部分析114 Internal growth strategy 内部成长战略115 Internal labor force 内部劳动力116 Internet 互联网117 Internship programs 实习计划118 Interview 面试119 Industrialization 产业化120 IT(Information Technology) 信息技术121 Invest 投资122 Job analysis 工作分析123 Job classification system 工作分类法124 Job description 工作描述125 Job design 工作设计126 Job enlargement 工作扩大化127 Job enrichment 工作丰富化128 Job evaluation 工作评价129 Job ranking system 工作重要性排序法130 Job rotation 工作轮换131 Job satisfaction 工作满意度132 Job specification 工作规范133 Job structure 工作结构134 Labor relations process 劳动关系进程135 Leaderless group discussion 无领导小组讨论法136 Learning organization 学习型组织137 Line manager 直线经理138 Maintenance of membership 会员资格维持139 Management by objectives, MBO 目标管理140 Management forecasts 管理预测141 Management process 管理过程142 Manager appraisal 经理评估143 Managing diversity 管理多元化144 Manpower 人力，劳动力145 Markov analysis 马克夫分析法146 Material incentive 物质奖励147 Mediation 调解148 Mentor 导师149 Merit guideline 绩效指南150 Minimum wage 最低工资151 Morale 士气152 Motivation to learn 学习的动机153 Needs assessment （培训）需要评价154 Night shift 夜班155 Nonprofit organization 非营利组织156 Occupation 职业157 On-the-job training, OJT 在职培训158 Opportunity to perform 实践的机会159 Organization desgin and development 组织设计与发展160 Organizational analysis 组织分析161 Organiztion chart 组织结构图162 Organization code 组织代码163 Orientation 入职培训164 Outplacement counseling 重新谋职咨询165 Outsourcing 外包166 Overpay 超额工资167 Panel interview 小组面试168 Pay claim 加薪要求169 Pay grade 工资等级170 Pay structure 工资结构171 Pay-for-performance standard 按绩效的报酬标准172 Pay-policy line 工资政策线173 Payroll 职工薪水册174 Pension 养老金，退休金175 Peer appraisal 同事评估176 Performance appraisal 绩效评价177 Performance feedback 绩效反馈178 Performance management 绩效管理179 Performance planning and evaluation 绩效规划与评价系统180 Post 岗位，职位181 Priority 优先182 Person characteristics 个人特征183 Personnel selection 人员甄选184 Piecework 计件工资185 Position analysis questionnaire, PAQ 职位分析问卷调查186 Power distance 权力差距187 Predictive validation 预测效度188 Profit sharing 利润分享189 Promotion 晋升190 Psychological contract 心理契约191 Questionnaire 调查问卷192 Rapport 和谐，亲善193 Readability 易读性194 Readiness for training 培训准备195 Reasoning ability 推理能力196 Reconciliation 和解197 Recognition 认可，承认198 Recruitment 招募199 Redundancy 冗余200 Reengineering 流程再造201 Reject 拒绝，否决202 Reinstatement 复职203 Relational database 关联数据库204 Reliability 信度205 Remuneration 报酬206 Reputation 声誉，名声207 Retention plan (核心人员)保持计划208 Repatriation 归国准备209 Replacement charts 替换表210 Return on investment (ROI) 投资回报211 Role analysis technique 角色分析技术212 Role play 角色扮演213 Senior management 高级管理层214 Sick leave 病假215 Self-appraisal 自我评估216 Subcontracting 转包合同217 Substantive reason 客观存在因素218 Successor 后任219 Supply forecasting 供给预测220 Talent 才能，才干221 Situational interview 情景面试222 Skill inventories 技能量表223 Skill-based pay 技能工资224 Specificity 明确性225 Spot bonus 即时奖金226 Staffing tables 人员配置表227 Strategic choice 战略选择228 Strategic congruence 战略一致性229 Strategic human resource management 战略性人力资源管理230 Strategy implementation 战略执行231 Subordinate 下属232 Succession planning 可持续发展计划233 Tacit knowledge 隐形知识234 Task analysis 任务分析235 Team building 团队建设236 Termination 终止237 Total quality management (TQM) 全面质量管理238 Training administration 培训管理239 Training outcomes 培训结果240 Trend analysis 趋势分析241 Turnover 离职，流动242 Utility 效用243 Validity 效度244 Verbal comprehension 语言理解能力245 Vesting 既得利益246 Voicing 发言247 Wage and salary survey 薪资调查248 Web-based training 网上培训249 Welfare system 福利体系250 Work permit/ work certificate 就业许可证。

人力资源管理师（二级）专业英语词汇表序号词汇中译词意1 Acceptability 可接受性2 Achievement tests 成就测试3 Action plan 行动计划4 Action steps 行动步骤5 Adventure learning 探险学习法6 Adverse impact 负面影响7 Agency shop 工会代理制8 Alternative dispute resolution (ADR) 建设性争议解决方法9 Analytic approach 分析法10 Appraisal politics 评价政治学11 Apprenticeship 学徒制12 Arbitrary 仲裁13 Assessment 评价14 Assessment center 评价中心15 Attitude awareness and change program 态度认知与改变计划16 Attitudinal structuring 态度构建17 Audiovisual instruction 视听教学18 Audit approach 审计法19 Balanced scorecard 综合评价卡20 Basic skills 基本技能21 Behavior-based program 行为改变计划22 Behavior modeling 行为模拟23 Benchmarks 基准24 Benchmarking 评判25 Benefits 收益26 Bonus 奖金27 Boycott 联合抵制28 Career 职业29 Career counseling 职业咨询30 Career curves (maturity curves) 职业曲线（成熟曲线）31 Career management system 职业管理系统32 Career support 职业支持33 Centralization 集权化34 Coach 教练35 Cognitive ability 认知能力36 Cognitive outcomes 认知性结果37 Collective bargaining process 劳资谈判过程38 Community of practice 演练小组39 Compa-ratio 比较比率40 Compensable factors 报酬要素41 Competency assessment 能力评估42 Competitive advantage 竞争优势43 Concentration strategy 集中战略44 Concurrent validation 同时效度45 Consumer price index, CPI 消费者价格指数46 Content validation 内容效度47 Continuous learning 持续学习48 Contributory plan 投入计划49 Coordination training 合作培训50 Core competencies 核心竞争力1 / 1051 Criterion-related validity 效标关联效度52 Critical incident 关键事件53 Critical incident method 关键事件法54 Cross-cultural preparation 跨文化准备55 Cross-training 交叉培训56 Cultural environment 文化环境57 Cultural shock 文化冲击58 Customer appraisal 顾客评估59 Data flow diagram 数据流程图60 Database 数据库61 Decentralization 分散化62 Decision support systems 决策支持系统63 Defined-benefit plan 养老金福利计划64 Defined-contribution plan 资方养老金投入计划65 Delayering 扁平化66 Depression 沮丧67 Development planning system 开发规划系统68 Differential piece rate 差额计件工资69 Direct costs 直接成本70 Discipline 纪律71 Disparate impact 差别性影响72 Disparate treatment 差别性对待73 Diversity training 多元化培训74 Downsizing 精简75 Downward move 降级76 Efficiency wage theory 效率工资理论77 Electronic performance support system (EPSS) 电子绩效支持系统78 Employee empowerment 员工授权79 Employee leasing 员工租借80 Employee survey research 雇员调查与研究81 Employee wellness programs (EWPs) 雇员健康修炼计划82 Entrepreneur 企业家83 Equal employment opportunity (EEO) 公平就业机会84 Essay method 书面方式85 Ethics 道德86 Expatriate 外派雇员87 Expert systems 专家系统88 External analysis 外部分析89 External growth strategy 外边成长战略90 External labor market 外部劳动力市场91 Factor comparison system 因素比较法92 Feedback 反馈93 Flexible benefits plans (cafeteria plans) 灵活的福利计划（自助福利方案）94 Flextime 灵活的时间95 Forecasting （劳动力供求）预测96 Formal education programs 正规教育计划97 Frame of reference 参照系98 Functional job analysis, FJA 职能工作分析99 Gain sharing plans 收益分享计划100 Globalization 全球化101 Goals 目标102 Goals and timetables 目标和时间表103 Graphic rating-scale method 图式评估法104 Group-building methods 团队建设法2 / 10105 Group mentoring program 群体指导计划106 Hay profile method 海氏剖析法107 High-leverage training 高层次培训108 High-performance work systems 高绩效工作系统109 Hourly work 计时工资制110 Human capital 人力资本111 Human resource information system (HRIS) 人力资源信息系统112 Human resource management 人力资源管理113 Human resources planning, HRP 人力资源计划114 Indirect costs 间接成本115 Individualism/collectivism 个人主义/集体主义116 Input 投入117 Instructional design process 指导性设计过程118 Internal analysis 内部分析119 Internal growth strategy 内部成长战略120 Internal labor force 内部劳动力121 Internet 互联网122 Internship programs 实习计划123 Interview 面试124 Intraorganizational bargaining 组织内谈判125 Job analysis 工作分析126 Job classification system 工作分类法127 Job description 工作描述128 Job design 工作设计129 Job enlargement 工作扩大化130 Job enrichment 工作丰富化131 Job evaluation 工作评价132 Job experiences 工作经验133 Job involvement 工作认同134 Job posting and bidding 工作张贴和申请135 Job progressions 工作提升136 Job ranking system 工作重要性排序法137 Job rotation 工作轮换138 Job satisfaction 工作满意度139 Job specification 工作规范140 Job structure 工作结构141 Key jobs 关键工作142 Labor market 劳动力市场143 Labor relations process 劳动关系进程144 Leaderless group discussion 无领导小组讨论法145 Learning organization 学习型组织146 Long-term-short-term orientation 长期-短期导向147 Maintenance of membership 会员资格维持148 Management by objectives, MBO 目标管理149 Management forecasts 管理预测150 Management prerogatives 管理特权151 Manager and / or supervisor appraisal 经理和/或上司评估152 Managing diversity 管理多元化153 Markov analysis 马克夫分析法154 Mediation 调解155 Mentor 导师156 Merit guideline 绩效指南157 Minimum wage 最低工资158 Motivation to learn 学习的动机3 / 10159 Needs assessment （培训）需要评价160 Negligence 疏忽161 Nepotism 裙带关系162 Ombudsman 调查专员163 On-the-job training, OJT 在职培训164 Opportunity to perform 实践的机会165 Organizational analysis 组织分析166 Organizational capability 组织能力167 Orientation 导向培训168 Outplacement counseling 重新谋职咨询169 Output 产出170 Outsourcing 外包171 Panel interview 小组面试172 Pay-for-performance standard 按绩效的报酬标准173 Pay grade 工资等级174 Pay level 工资水平175 Pay-policy line 工资政策线176 Pay structure 工资结构177 Peer appraisal 同事评估178 Performance appraisal 绩效评价179 Performance feedback 绩效反馈180 Performance management 绩效管理181 Performance planning and evaluation (PPE) 绩效规划与评价系统182 Perquisites 津贴183 Person analysis 个人分析184 Person characteristics 个人特征185 Personnel selection 人员甄选186 Point system 积分法187 Position analysis questionnaire, PAQ 职位分析问卷调查188 Power distance 权力差距189 Predictive validation 预测效度190 Profit sharing 利润分享191 Promotion 晋升192 Protean career 多变的职业193 Psychological contract 心理契约194 Psychological support 心理支持195 Range spread 工资范围跨度196 Readability 易读性197 Readiness for training 培训准备198 Reasoning ability 推理能力199 Recruitment 招募200 Reengineering 流程再造201 Relational database 关联数据库202 Reliability 信度203 Repatriation 归国准备204 Replacement charts 替换表205 Request for proposal (REP) （培训）招标书206 Return on investment (ROI) 投资回报207 Role ambiguity 角色模糊208 Role analysis technique 角色分析技术209 Role play 角色扮演210 School-to-work 从学校到工作211 Selection 甄选212 Self-appraisal 自我评估4 / 10213 Self-efficacy 自信心214 Situational interview 情景面试215 Skill-based pay 技能工资216 Skill inventories 技能量表217 Specificity 明确性218 Spot bonus 即时奖金219 Staffing tables 人员配置表220 Strategic choice 战略选择221 Strategic congruence 战略一致性222 Strategic human resource management (SHRM) 战略性人力资源管理223 Strategy formulation 战略形成224 Strategy implementation 战略执行225 Task analysis 任务分析226 Team leader training 团队领导培训227 360-degree feedback process 360度反馈过程228 Total quality management (TQM) 全面质量管理229 Training 培训230 Training administration 培训管理231 Training outcomes 培训结果232 Transaction processing 事务处理233 Trend analysis 趋势分析234 Utility 效用235 Utility analysis 效用分析236 Validity 效度237 Verbal comprehension 语言理解能力238 Vesting 既得利益239 Virtual reality 现实虚拟240 Voicing 发言241 Wage and salary survey 薪资调查242 Wage-rate compression 工资压缩243 Web-based training 网上培训244 Work permit/ work certificate 就业许可证245 World Wide Web 万维网246 Yield ratio 成功率助理人力资源管理师（三级）专业英语词汇表序号认知词汇中译词意1 Acceptability 可接受性2 Achievement tests 成就测试3 Action plan 行动计划4 Action steps 行动步骤5 Adventure learning 探险学习法6 Adverse impact 负面影响7 Alternative dispute resolution (ADR) 建设性争议解决方法8 Analytic approach 分析法9 Appraisal politics 评价政治学10 Apprenticeship 学徒制11 Arbitrary 仲裁12 Assessment 评价13 Assessment center 评价中心14 Basic skills 基本技能15 Behavior-based program 行为改变计划5 / 1016 Behavior modeling 行为模拟17 Benchmarks 标杆18 Benchmarking 评判19 Benefits 收益20 Bonus 奖金21 Boycott 联合抵制22 Career 职业23 Career counseling 职业咨询24 Career curves (maturity curves) 职业曲线（成熟曲线）25 Career management system 职业管理系统26 Career support 职业支持27 Centralization 集权化28 Community of practice 演练小组29 Compa-ratio 比较比率30 Compensable factors 报酬要素31 Competency assessment 能力评估32 Competitive advantage 竞争优势33 Concentration strategy 集中战略34 Concurrent validation 同时效度35 Consumer price index, CPI 消费者价格指数36 Core competencies 核心竞争力37 Criterion-related validity 效标关联效度38 Critical incident 关键事件39 Critical incident method 关键事件法40 Cross-cultural preparation 跨文化准备41 Cross-training 交叉培训42 Cultural environment 文化环境43 Cultural shock 文化冲击44 Customer appraisal 顾客评估45 Data flow diagram 数据流程图46 Database 数据库47 Decentralization 分散化48 Delayering 扁平化49 Depression 沮丧50 Development planning system 开发规划系统51 Differential piece rate 差额计件工资52 Direct costs 直接成本53 Discipline 纪律54 Disparate impact 差别性影响55 Disparate treatment 差别性对待56 Diversity training 多元化培训57 Downsizing 精简58 Downward move 降级59 Efficiency wage theory 效率工资理论60 Electronic performance support system (EPSS) 电子绩效支持系统61 Employee empowerment 员工授权62 Employee leasing 员工租借63 Ethics 道德64 Expatriate 外派雇员65 Expert systems 专家系统66 External analysis 外部分析67 External growth strategy 外边成长战略68 External labor market 外部劳动力市场69 Factor comparison system 因素比较法6 / 1070 Feedback 反馈71 Forecasting （劳动力供求）预测72 Formal education programs 正规教育计划73 Frame of reference 参照系74 Functional job analysis, FJA 职能工作分析75 Gain sharing plans 收益分享计划76 Globalization 全球化77 Goals 目标78 Goals and timetables 目标和时间表79 Graphic rating-scale method 图式评估法80 Group-building methods 团队建设法81 Group mentoring program 群体指导计划82 Hay profile method 海氏剖析法83 High-leverage training 高层次培训84 High-performance work systems 高绩效工作系统85 Hourly work 计时工资制86 Human capital 人力资本87 Human resource information system (HRIS) 人力资源信息系统88 Human resource management 人力资源管理89 Human resources planning, HRP 人力资源计划90 Indirect costs 间接成本91 Individualism/collectivism 个人主义/集体主义92 Input 投入93 Instructional design process 指导性设计过程94 Internal analysis 内部分析95 Internal growth strategy 内部成长战略96 Internship programs 实习计划97 Interview 面试98 Intraorganizational bargaining 组织内谈判99 Job analysis 工作分析100 Job classification system 工作分类法101 Job description 工作描述102 Job design 工作设计103 Job enlargement 工作扩大化104 Job enrichment 工作丰富化105 Job evaluation 工作评价106 Job experiences 工作经验107 Job involvement 工作认同108 Job posting and bidding 工作张贴和申请109 Job progressions 工作提升110 Job ranking system 工作重要性排序法111 Job rotation 工作轮换112 Job satisfaction 工作满意度113 Job specification 工作规范114 Job structure 工作结构115 Key jobs 关键工作116 Labor market 劳动力市场117 Labor relations process 劳动关系进程118 Leaderless group discussion 无领导小组讨论法119 Learning organization 学习型组织120 Long-term-short-term orientation 长期-短期导向121 Maintenance of membership 会员资格维持122 Management by objectives, MBO 目标管理123 Management forecasts 管理预测7 / 10124 Management prerogatives 管理特权125 Manager and / or supervisor appraisal 经理和/或上司评估126 Managing diversity 管理多元化127 Markov analysis 马克夫分析法128 Mediation 调解129 Mentor 导师130 Merit guideline 绩效指南131 Minimum wage 最低工资132 Motivation to learn 学习的动机133 Needs assessment （培训）需要评价134 Negligence 疏忽135 Nepotism 裙带关系136 Ombudsman 调查专员137 On-the-job training（OJT）在职培训138 Opportunity to perform 实践的机会139 Organizational analysis 组织分析140 Organizational capability 组织能力141 Orientation 导向培训142 Outplacement counseling 重新谋职咨询143 Output 产出144 Outsourcing 外包145 Pay-policy line 工资政策线146 Pay structure 工资结构147 Peer appraisal 同事评估148 Performance appraisal 绩效评价149 Performance feedback 绩效反馈150 Performance management 绩效管理151 Performance planning and evaluation (PPE) 绩效规划与评价系统152 Perquisites 津贴153 Person analysis 个人分析154 Person characteristics 个人特征155 Personnel selection 人员甄选156 Point system 积分法157 Position analysis questionnaire, PaQ 职位分析问卷调查158 Power distance 权力差距159 Predictive validation 预测效度160 Profit sharing 利润分享161 Promotion 晋升162 Protean career 多变的职业163 Psychological contract 心理契约164 Psychological support 心理支持165 Readiness for training 培训准备166 Reasoning ability 推理能力167 Recruitment 招募168 Reengineering 流程再造169 Reliability 信度170 Repatriation 归国准备171 Replacement charts 替换表172 Request for proposal (REP) （培训）招标书173 Return on investment (ROI) 投资回报174 Role ambiguity 角色模糊175 Selection 甄选176 Self-appraisal 自我评估177 Self-efficacy 自信心8 / 10178 Situational interview 情景面试179 Skill-based pay 技能工资180 Skill inventories 技能量表181 Specificity 明确性182 Spot bonus 即时奖金183 Staffing tables 人员配置表184 Strategic choice 战略选择185 Strategic congruence 战略一致性186 Strategic human resource management (SHRM) 战略性人力资源管理187 Strategy formulation 战略形成188 Strategy implementation 战略执行189 Task analysis 任务分析190 Team leader training 团队领导培训191 360-degree feedback process 360度反馈过程192 Total quality management (TQM) 全面质量管理193 Training 培训194 Training administration 培训管理195 Validity 效度196 Voicing 发言197 Wage and salary survey 薪资调查198 Wage-rate compression 工资压缩199 Web-based training 网上培训200 Work permit/ work certificate 就业许可证人力资源管理:(Human Resource Management ,HRM)资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)9 / 10长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS) 招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment 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)> 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)10 / 10。

专业英语写作模拟题1、某外资公司计划近期内在公司内部推行全方位的绩效评估体系，包括上司评估（supervisor evaluation）、同事评估（peer evaluation）和员工自我评估（employee self-evaluation）。

假设公司人力资源总监要求你来设计制作一份员工自我评估（employee self-evaluation）的样本，请你用英文完成这项工作。

2、360度反馈（360-degree feedback）是近年来出现的一种绩效管理的新方法。

它是一种系统地收集来自于多种渠道的反馈某人绩效的数据和信息的绩效评估方法，绩效反馈的来源包括上司、同事、外部顾客、内部顾客和自己。

作为公司的人力资源管理负责人，应当熟悉这种新方法，并能够在工作实践中灵活运用。

请结合你在工作中对这种绩效评估方法的运用，用英文写一篇100字左右的讨论360度反馈的优点和缺点的文章，题目为“Advantages and disadvantages of 360-degree feedback”。

3、某外资公司是一家专门从事财务软件开发的公司，为了保护公司的商业秘密（business secrets）不被公司员工泄露，公司打算与每一位员工签订一份保密协议（Secrecy and Noncompetition Covenant），规定员工必须保守公司的商业秘密，在任职期间以及离职后，均不能向任何第三方泄露；离职后3年内，不得自己经营或帮助别人经营相同或类似业务；以及公司认为必要且正当的其他条款。

公司请你为其用英文拟订一份保密协议。

4、由于近年来的持续经济衰退，Addison Systems 公司打算在年底进行一次裁员，辞退的对象主要是公司去年招聘的临时工（temporary workers），Thomas就是即将被辞退的临时工。

根据当初公司与Thomas签订的服务协议，如果公司辞退员工的话，公司须按照每服务满两个月支付员工一个星期薪水的补偿金，Thomas已在公司工作满12个月，将得到一笔相当于6个星期薪水的补偿。