CH02 Salary vs. Incentive Pay(personnel economics)

1.人力资源管理导论组织:(organization) 管理者:(manager) 管理过程:(management process) 人力资源管理:(human resource management) 职权:(authority) 直线职权:(line authority) 职能职权:(staff authority) 直线经理:(line manager) 职能经理:(staff manager) 全球化:(globalization) 人力资本:(human capital) 伦理道德:(ethics)2.公平就业机会及相关法律积极的反歧视行动:(affirmative action) 规范化指南:(uniform guide lines) 受保护群体:(protected class) 混合动机:(mixed motive) 合格者:(qualified individuals) 性骚扰:(sexual harassment) 五分之四法则:(4/5 ths rule) 消极影响:(adverse impact) 差别拒绝率:(sisparate rejection rates) 限制性政策:(restricted policy) 人口比较:(population comparisons) 真实职业资格:(bona tide accupational qualification) 建设性争议处理程序:(alternative dispute resolution) 建设性争议处理计划:(ADR program) 多元化:(diversity) 刻板印象:(stereotyping) 歧视:(discrimination) 象征主义:(tokenism) 种族中心主义:(ethnocentrism) 性别角色刻板印象:(gender-role stereotype) 善意努力战略:(good faith effort strategy) 逆向歧视:(reverse discrimination)3.人力资源管理战略与分析战略规划:(strategic plan) 战略管理:(strategic management) 使命陈述:(mission statement) 公司战略:(corporate-level strategy) 竞争战略:(competitive strategy) 竞争优势:(competitive advantage) 职能战略:(functional strategy) 战略性人力资源管理:(strategic human resource management) 战略地图:(strategy map) 人力资源计分卡:(HR scorecard) 数字仪表盘:(digital dashboard) 基于战略的衡量指标:(strategy-based metrics) 人力资源管理审计:(HR audit) 高绩效工作系统:(high-performance work system)4.职位分析与人才管理过程人才管理:(talent management)职位分析:(job analysis) 职位描述:(job description) 任职资格:(job specification) 组织结构图:(organization chart) 工作流程图:(process chart) 工作流分析:(workflow analysis) 业务流畅再造:(business process reengineering) 职位扩大化:(job enlargement) 职位轮换:(job rotation) 职位丰富化:(job enrichment) 工作日记/日志:(diary/log) 职位分析问卷法:(position analysis questionnaire) 标准职位分类:(standard occupational classification) 任务描述:(task statement) 职位要求矩阵:(job requirements matrix)5.人事规划与招聘人事规划:(workforce planning) 趋势分析:(trend analysis) 比率分析:(ratio analysis) 散点分析:(scatter plot) 任职资格条件库:(qualifications inventories) 人员替代图:(personnel replacement charts) 职位替代卡:(position replacement card) 马尔科夫分析法:(markov analysis) 继任规划:(succession planning) 员工招聘:(employee recruiting) 招聘产出金字塔:(recruiting yield pyramid) 职位空缺公告:(job posting)非常规性配员:(alternative staffing) 即时招聘服务机构:(on-demand recruiting services) 大学校园招募:(college recruiting) 求职申请表:(application form)员工测试与甄选疏忽雇佣:(negligent hiring) 信度:(reliability) 测试效度:(test validity) 效标关联效度:(criterion validity) 内容效度:(content validity) 构想效度:(construct validity) 期望图:(expectancy chart) 兴趣测试:(interest inventories) 工作样本:(work samples) 工作样本技术:(work samples technique) 管理评价中心:(management assessment centers) 情境测试:(situational test) 视频模拟测试:(video-based simulation) 小型工作培训和评价方法:(miniature job training and evaluation)7.非结构化面试:(unstructured interviews) 结构化面试:(structured interviews) 情景面试:(situational interview) 行为面试:(behavioral interview) 职位相关性面试:(job-related interview) 压力面试:(stress interview)结构化顺序面试:(unstructured sequential interview) 小组面试:(panel interview) 集体面试:(mass interview) 求职者面试顺序误差:(candidate-order or contrast error) 结构化情境面试:(structured situational interview)8.员工培训与开发新员工入职引导:(employee orientation training) 培训:(training)任务分析:(task analysis) 培训疏忽:(negligent training) 胜任素质模型:(competency model) 绩效分析:(performance analysis) 在岗培训:(on-the -job training) 学徒制培训:(apprenticeship training) 工作指导培训:(job instruction training) 程序化学习:(programmed learning) 行为塑造:(behavior modeling) 电子化绩效支持系统:(electronic performance support system) 工作助手:(job aid) 终身学习:(lifelong learning) 交叉培训:(cross training) 虚拟课堂:(virtual classroom) 管理技能开发:(management development) 职位轮换:(job rotation) 行为学习:(action learning) 案例研究法:(case study method) 管理游戏:(management games) 角色扮演:(role play)企业内开发中心:(inhouse development centres) 高管教练:(executive coach) 组织发展:(organization development) 控制实验:(controlled experimentation)9.绩效管理与评价绩效评价:(performance appraisal) 绩效评价过程:(performance process) 绩效管理:(performance management) 图评价尺度法:(graphic rating scale) 交替排序法:(alternative ranking method) 配对比较法:(paired comparison method) 强制分布法:(forced distribution method) 关键事件法:(critical incidentmethod) 行为锚定等级评价法:(behaviorally anchored rating scale) 目标管理:(management by objectives)电子化绩效监控:(electronic performance monitoring) 标准不清:(unclear standard) 晕轮效应:(halo effect) 居中趋势:(central tendency) 宽大或严格倾向:(strictness/leniency) 近因效应:(recency effect) 绩效评价面谈:(appraisal interview)10.员工保留、敬业度及职业生涯管理职业生涯:(career) 职业生涯管理:(career management) 职业生涯开发:(career development)职业生涯规划:(career planning) 现实震荡:(reality shock) 导师指导:(mentoring) 教练指导:(coaching) 晋升:(promotion) 调动:(transfer) 不服从上级:(insuboardination) 自由解雇:(terminate at will) 解雇面谈:(termination interview) 重新谋职咨询:(outplacement counseling) 离职面谈:(exit interview) 临时解雇:(lay off) 裁员:(down sizing) 解雇管理:(managing dismissals) 生命周期:(lifecycle career) 职业生涯管理:(career management) 职业锚:(career anchor)11.制定战略性薪酬计划员工薪酬:(employee compensation) 直接经济报酬:(direct financial payment) 间接经济报酬:(indirect payments) 职位评价:(job evaluation) 报酬要素:(compensable factores) 杠杆职位:(benchmark jobs) 职位排序:(ranking method) 职位分类法:(job classification or job grading) 职级:(classes) 职等:(grades)职位等级定义:(grade definition) 计点法:(point method) 市场竞争性薪酬系统:(market-competitive pay system) 薪酬政策线:(wage curves) 薪酬调查:(salary survey) 薪酬等级:(pay ranges) 比较比率:(compa ratios) 胜任素质薪酬:(competency-based pay) 宽带薪酬:(broad banding) 可比价值:(comparable worth)12.绩效薪酬和经济性奖励经济类奖励:(financial incentives ) 生产率:(productivity) 日公平工作标准:(fair day 's work) 科学管理运动:(scientific management movement) 可变薪酬:(variable pay) 期望:(expectancy) 关联性:(instrumentality) 效价:( Valance) 行为修正:(behavior modification) 简单计件工资:(straight piecework) 标准工时计划:(standard hour plan) 绩效加薪:(merit pay or merit raise) 年终奖:(annual bonus) 股票期权:(stock option) 团体或群体奖励计划:(team or group incentive plans) 组织绩效奖励计划:(organization-wide incentive plans) 利润分享计划:(profit -sharing plans)收益分享计划:(gainsharing plan) 收入风险型薪酬计划:(earnings-at-risk pay plans) 员工持股计划:(employee stock owership plan) 广泛股票期权计划:(broad-based stock option plans)13.福利与服务福利:(benefits) 失业保险:(unemployment insurance) 补充性薪酬型福利:(supple-mental pay benefits) 病假:(sick leave) 遣散费:(severance pay) 补充性失业福利:(supplemental unemployment benefits) 工伤保险:(worker 's compensation) 健康维护组织:(health maintenance organization) 自选医疗服务组织:(preferred provider organization) 团体人寿保险:(group life insurance) 社会保障:(social security) 养老金计划:(pension plans) 固定收益制计划:(defined benefit plans) 固定缴费制计划:(defined contribution plans) 可转移性:(portability) 储蓄节约计划:(savings and thrift plan) 延期利润分享计划:(deferred profit -sharing plan) 员工持股计划:(employee stock ownership plan) 现金金额养老金计划:(cash balance plans) 养老金担保公司:(pension benefits guarantee corporation) 提前退休窗口:(early-retirement window) 员工援助计划:(employee assistance program) 弹性福利计划:(flexible benefits plan)自助餐式福利计划:(cafeteria benefits plan) 弹性工作时间:(flextime)压缩工作周:(compressed workweek) 职位分享:(job sharing) 工作分享:(work sharing)14.伦理道德、员工关系管理伦理道德:(ethics)程序公平:(procedural justice) 分配公平:(distributive justice) 社会责任:(social responsibility) 网络欺凌:(cyberbullying) 组织文化:(organizational culture) 非惩罚性惩戒:(ninpunitive discipline) 解雇:(dismissal)员工关系:(employee relations) 建议团队:(suggestion teams) 问题解决团队:(problem-solving teams) 质量圈:(quality circle) 自我管理:(self-managing)15.劳资关系与集体谈判封闭型企业:(closed shop) 工会制企业:(union shop) 工会代理制企业:(agency shop) 工会会员优先企业:(preferential shop) 会员资格保持型企业:(maintenance of membership arrangement) 工作权利:(right to work)工会渗透:(union salting) 授权卡:(authorization cards) 谈判单位:(bargaining unit) 代表取消:(decertification) 集体谈判:(collective bargaining) 有诚意谈判:(good faith bargaining) 自愿性谈判主题:(voluntary or permissible bargaining items) 非法谈判主题:(illegal bargaining items) 强制性谈判主题:(mandatory bargaining items) 僵持:(impasses) 调解:(mediation) 实情调查员:(factfinder) 仲裁:(arbitration)利益仲裁:(interest arbitration) 权利仲裁:(rights arbitration) 经济罢工:(economic strike) 同情罢工:(sympathy strike) 野猫罢工:(wildcat strike) 反不当劳资关系行为罢工:(unfair labor practice strikes) 设置纠察:(picketing) 联合施压运动:(corporate campaign)联合抵制:(boycott) 内部游戏:(inside games) 闭厂:(lockout) 禁令:(injunction) 争议处理程序:(grievance procedure)16.员工安全与健康职业病:(occupational illness)传讯:(citation) 不安全工作条件:(unsafe conditions) 工作伤害分析:(job hazard ananlysis) 运行安全审查:(operational safety reviews) 行为安全教育:(behavior-based safety) 安全意识项目:(safety awareness) 工作倦怠:(burnout) 自然安全:(natural security) 机械安全:(mechanical security) 组织安全:(organizational security)17.全球化人力资源管理国际人力资源管理:(international human resource management) 工人理事会:(works councils) 外派员工:(expatriates) 母国公民:(home-country nations)第三国公民:(third -country nations) 虚拟团队:(virtual team) 民族中心主义:(ethnocentric) 多国中心主义:(polycentric) 全球中心主义:(geocentric) 适应性甄选:(adaptability scerrning) 国外服务补贴:(foreign service premium) 艰苦补贴:(hardship allowances) 迁移补贴:(mobility premiums)。

关于工资的英语词汇Pay checkAn official form issue d by a company which can be cashed at designated financial institutions.工资支票公司签发的、能够在指定金融机构兑现的支票Pay stubBasically a receipt for record-keeping. Identifies all of the items and amounts used in calculating the final amount of the pay check.工资存根存档的收据。

用来核算签发的支票金额和应付的相关项目金额。

Pay periodThe time covered between pay checks. Can be daily (rare), weekly,monthly, bi-weekly (every 2 weeks), or bi-monthly (twice a month, usually in the middle and end of the month).工资周期两次发工资间隔的时间。

可以是每天（极少），每周，每月，双周，半月（每月两次，通常在月中和月末，bi-monthly本意是双月的意思，而实际上是指一月两次，人们将错就错）。

Pay rateAn agreed amount that the company pays per unit of time worked or unit of work done.工资标准公司按双方商定的支付标准，以计时或计件的方式支付员工工资。

GrossThe base employee income for a specified period, based on pay rate. Can be: 1. Salary (a fixed amount, daily/weekly/monthly, which is adjusted, based on number of days worked/not worked)2. Wage (an hourly rate adjusted for the number of hours worked)3. Piece (a certain amount for each unit of work done)The gross income can also be adjusted for items such as commissions and bonuses.总额根据一定的工资标准，员工在一定时期内的基本收入可以是：薪水（每日/每周/每月固定的数额，根据工作日数作调整）时薪（根据工作时数作调整的每小时工资标准）计件工资（对每件完成的工作支付的金额）工资总额还可以根据佣金和奖金作调整。

关于薪水的表达法1. Pay check：工资支票。

公司签发的、能够在指定金融机构兑现的支票。

2. Pay stub：工资存根。

存档的收据。

用来核算签发的支票金额和应付的相关项目金额。

3. Pay period：工资周期。

两次发工资间隔的时间。

可以是每天(极少)，每周，每月，双周，半月。

4. Pay rate：工资标准。

公司按双方商定的支付标准，以计时或计件的方式支付员工工资。

5. Gross：总额。

根据一定的工资标准，员工在一定时期内的基本收入可以是：Salary：薪水(每日/每周/每月固定的数额，根据工作日数作调整)Wage：时薪(根据工作时数作调整的每小时工资标准)Piece：计件工资(对每件完成的工作支付的金额)工资总额还可以根据佣金和奖金作调整。

6. Commissions：佣金。

根据以往的销售业绩，定期发的钱。

7. Bonuses：奖金。

公司根据不同原因支付的钱，如完成任务，激励员工提高生产力，特殊节日(如圣诞节)，等等。

8. Deductions1：扣除。

扣除费用是公司从你的工资总额中保留的部分。

通常也被称为从源头上扣除(直接从工资中扣除)。

一些常见的扣除费用有：Income tax：个人所得税Pension：养老金Medical：医疗保险9. Net：净工资。

从总工资中扣除所有项目后剩余的数额。

这是你最终能放入钱包中的钱。

10. Raise：加薪。

工资标准的调整，通常是根据工作表现，生活费用，和升职。

11. Direct deposit：直接存入银行。

将你的净工资直接转入银行。

扩展：如何要求加薪你在目前的公司已经工作了很长时间，而且一直工作的很努力。

现在是不是觉应该有一些经济上的回报了呢?除了那些定期做薪资检评的公司，老板们主动给职员加薪可不是一件容易的事。

因此你就得主动要求加薪了。

下面给大家提供一些guidelines，使你在要求加薪的时候事半功倍哦!1. Know that you are valuable to your company. In order to get that raise, it is your job to figure out just how valuable you are. Ask friends and family members what someone working in a similar position to yours is paid at their company. Utilize1 online resources to find out what someone with your experience is making in your region.Headhunters and recruiters who specialize in your field could also be helpful in your research. But having figures to back up your argument can be a particularly effective tool.总之，就是要发动一切力量、使用一切办法来估算你对你工作的公司来说到底有多大价值，这是重要的第一步。

人力资源专业术语中英对照（1）Human resource management 管理Human capital 人力资本：对组织来说具有经济价值的个人知识、技巧和能力。

T otal Quality Management 全面质量管理：一系列的原则和实践、其中心思想就是了解顾客的需要、把事情一次性做好和不断取得进步。

Downsizing 精简(裁员)Outsourcing 外包：由其他组织提供以前由内部职工完成的工作。

Employee leasing 员工租借：解雇员工的过程，他们先被租界公司雇佣，然后由租界公司与原公司签订合同，由原公司再租借员工。

Managing diversity 管理多元化：在清醒地认识到员工的共同特点的同时，区别对待每一位员工。

Core competencies 核心竞争力：组织内部的综合性知识结构，以区别于其竞争对手，并为顾客创造价值。

(C. K. Prahalad and G. Hamel)Protean career 多变的职业Culture environment 文化环境Culture shock 文化冲击Consumer price index 消费者价格指数Ethics 道德Human resource information systems 信息系统【总监】【总监-讯】Job analysis 工作分析：收集工作岗位信息一确定工作的责任、任务或活动的过程。

Functional job analysis(FJA) 职能工作分析(工作分析的方法)Position analysis questionnaire (PAQ) 职位分析问卷调查(工作分析的方法)Critical incidence method 关键事件法(工作分析的方法)Job description 工作描述：工作名称、工作身份、工作职责。

(工作分析的结果)Job specification 工作规范：(工作说明书)：教育背景、技能、人格特点。

个人所得税完税证明：The People’s Republic of China Individual Income Tax Certificate税务登记证Certificate of Taxation Registration地税编号local tax code 国税编号national tax code地税字号这么翻译：DSZH成就工资(Merit Pay):绩效工资来自于英文中的Merit Pay但在中国更为贴切的说法提法应该是绩效提薪.股权(Stock):福利(Benefit):津贴(allowance):奖金(incentive pay):成就工资(Merit Pay):基础工资(Base Pay): 以职位为基础(Pay for Job)的基础工资和以能力为基础(Pay for Competency)的基础工资Salary:从事管理工作和负责经营等的人员按年或月领取的固定薪金.Wages:工人按件,小时,日,周或月领取的工资.收入差(pay ranges1,pay structure:2,pay grades:3,pay ranges:4,overlap: 重叠年终红利(annual bonus岗位工资post wages岗位技能工资与岗位效益工资之优劣Discussion on Merits and Demerits of Skill Wages and Benefit Wages of Post隐性报酬（intrinsic compensation）和显性报酬（extrinsic compensation）。

1.基础工资:Foundation wages2.职务等级:Duty rank3.级别工资:Rank wages4.工资工龄:Wages job seniority5.职务岗位津贴:Duty allowance6.特殊岗位津贴基础津:Special allowance7.基础津贴:Foundation allowance8.综合补贴:Synthesis subsidy9.岗位补贴:Post subsidy10.目标奖:Goal prize基础工资: Basic Wage (or Salary)职务等级: Occupation Classification级别工资: Classification Allowance工资工龄: Long Service Allowance职务岗位津贴: Occupation Benefit特殊岗位津贴: Special Occupation Benefit基础津贴: Basic Benefit综合补贴: Miscellaneously Supplementary Benefit岗位补贴: Occupation Supplementary Benefit目标奖: Targeted Rewards税种Chaoyang Local Taxation Bureau is in charge of organizing the collection and administration of taxes (fees) in the District (excluding the local taxes defined by laws to be levied by national taxation authorities). The taxes includeBusiness Tax, Enterprise Income Tax, Individual Income Tax, Vehicle and Vessel Usage Tax, Vehicle Usage License Plate Tax, Property Tax, Urban and Rural Land Usage Tax, Urban Real Estate Tax, Stamp Tax, Land Appreciation Tax, Metropolitan Maintenance and Construction Tax, Slaughter Tax, Agriculture Tax, Agricultural Specialty Tax, Arable Land Use Tax, Deed Tax, etc.The fees include Cultural Undertaking Construction Fee, Educational Fee Supplement and Operating Fee of City Collective Service.契税：deed taxIndividual income tax return 个人所得税纳税申请表For individuals with annual income of over 120, 000 RMB Yuan 适用于年所得12万元以上的纳税人申报The tax administration registers certificate number税务登记证件号码Manage code管理代码Taxpayer’s name纳税人名称Income year税款所属期Monetary unit金额单位Date of arrival in china抵华日期Profession职业Place of residence经常居住地Address in china 中国境内有效联系地址Annual income年所得额Categories of income所得项目Income from within china境内Income from outside china境外Tax payable应纳税额Tax pre-paid and withheld已缴（扣）税额Foreign tax credit抵扣税额Tax owned or overpaid应补（退）税额Wages and salaries工资、薪金所得Income from production or business operation conducted by self-employed industrial and commercial households个体工商户的生产、经营所得Income from contracted or leased operation of enterprises or social service providers partly or wholly funded state assets 对企事业单位的承包、租赁经营所得Remuneration for providing services劳务报酬所得Author’s remuneration稿酬所得Royalties特许权使用费所得Interests, dividends and bonuses利息、股息、红利所得Income from lease of property财产租赁所得Income from transfer of property财产转让所得Incidental income 偶然所得Other income 其他所得Under penalties of perjury, I declare that this return has been filed according to the provisions of Individual Income Tax Law of the People’s Republic of China, and to the best of my knowledge and belief, the information provided is true, correct and complete.我声明，此纳税申报表时是根据《中华人民共和国个人所得税法》的规定填报的，我确信它是真实的、可靠的、完整的。

"以人为本"的价值观People-first valuesX理论Theory XY理论Theory Y艾德加?施恩Edgar Schein案例研究方法Case study method罢工Strikes班组Team or group保护圈Rings of defense保险福利Insurance benefits报酬因素Compensable factor抱怨Grievance抱怨程序Grievance procedure比率分析Ratio analysis闭厂Lockout标准工时工资Standard hour plan病假Sick leave补充报酬福利Supplement pay benefits补充失业福利Supplemental unemployment benefits 不安全环境Unsafe conditions不安全行为Unsafe acts不服从Insubordination不正当劳工活动罢工Unfair labor practice strike参与式激励计划Attendance incentive plan尝试阶段Trial sub stage敞开门户Open-door成长阶段Growth stage程序化教学Programmed learning初级董事会Junior board储蓄计划Savings plan传讯Citations戴维斯—佩根法案Davis-Bacon Act (DBA)担保公司Guarantee corporation弹性福利计划Flexible benefits programs弹性工作地点Flex place弹性工作时间Flextime等级Grades等级说明书Grade description地方劳动力市场Local market conditions第三方介入Third-party involvement调查Fact-finder调查反馈Survey feedback调解Mediation方格训练Grid training非定向面试Nondirective interview非法谈判项目Illegal bargaining弗雷德里克?泰罗Frederick Taylor福利Benefits高龄给付Golden offerings个人偏见Bias个人退休账户Individual retirement account (IRA)工厂关闭法Plant Closing law工资等级Pay grade工资率系列Rate ranges工资曲线Wage carve工作分析Job analysis工作分组Job sharing工作公告Job posting工作绩效分析Performance analysis工作绩效评价面谈Performance Appraisal interview工作轮换Job rotation工作描述Job description工作申请表Application forms工作说明书Job specifications工作替换/临时解雇程序Bumping/layoff procedures工作样本Work samples工作样本技术Work sampling technique工作指导培训Job instruction training (JIT)公平工资法Equal Pay Act公平劳动标准法案Fair Labor Standards Act公平日工作Fair day's work功能性工作分析法Functional job analysis股票期权Stock option固定福利Defined benefit固定缴款Defined contribution雇员参与计划Worker involvement雇员持股计划Employee stock ownership plan (ESOP)雇员服务福利Employee services benefits雇员福利Worker's benefits雇员上岗引导Employee orientation雇员退休收入保障法案Employee Retirement Income Security Act (ERISA) 关键事件法Critical incident method管理方格训练Management grid管理过程Management process管理竞赛Management game管理评价中心Management assessment center归类（或分级）法Classification (or grading) method耗竭Burnout候选人次序错误Candidate-order error怀孕歧视法案Pregnancy discrimination act基准职位Benchmark job绩效工资Merit pay绩效加薪Merit raise绩效评价标准不清Unclear performance standards激励计划Incentive plan集体谈判Collective bargaining计件Piecework计算机化预测Computerized forecast纪律Discipline健康维持组织Health maintenance organization (HMO) 僵持Impasse讲出来！Speak up!交替排序法Alternation ranking method角色扮演Role playing接班计划Succession planning结构化面试Structured interview解雇；开除Dismissal解雇；终止Termination经济罢工Economic strike精简Downsizing居中趋势Central tendency科学管理Scientific management可比价值Comparable worth可变报酬Variable compensation劳工部工作分析法Department of Labor job analysis 类Classes离职金Severance pay离职面谈Exit interviews利润分享计划Profit-sharing plan联合抵制Boycott临时解雇Layoff临时性工作分担Work sharing领导者匹配训练Leader attach training每周4天工作制Four-day workweek民权法Civil Rights Act敏感性训练Sensitivity training目标管理法Management by objectives (MBO)内容效度Content validity年终分红Annual bonus排序法Ranking method培训Training配对比较法Paired comparison method偏紧/偏松Strictness/leniency评价面试Appraisal interview期望图表Expectancy chart企业内部开发中心In-house development center强制分布法Forced distribution method强制谈判项目Mandatory bargaining情境面试Situational interview趋势分析Trend analysis确立阶段Establishment stage人际关系心理分析Transactional analysis (TA)人事（或人力资源）管理Personnel (or human resource) management 人事调配图Personnel replacement charts任务分析Task analysis日常集体谈判Day-to-day-collective bargaining散点分析Scatter plot社会保障Social security失业保险Unemployment insurance实验Experimentation收益分享Gain sharing斯坎伦计划Scallion plan随意终止Termination at will谈话；面谈Interviews探索阶段Exploration stage特别保护权Vesting特殊的管理开发技术Special management development techniques特殊奖励Special awards提前退休窗口Early retirement window同情罢工Sympathy strike图尺度评价法Graphic rating scale团队建设Team building团体人寿保险Group life insurance团体退休金计划Group pension plan退休Retirement退休福利Retirement benefits退休金福利Pension benefits退休金计划Pension plans退休前咨询Retirement counseling维持阶段Maintenance stage维罗姆-耶顿领导能力训练Vroom-Yetton leadership trainman稳定阶段Stabilization sub stage无保证终身解雇Lifetime employment without guarantees系列化面试Serialized interview下降阶段Decline stage现场工人日记/日志Participant diary/logs现实冲击Reality shock向外安置顾问Outplacement counseling小组面试Panel interview效标效度Criterion validity效度Validity新雇员培训或模拟Vestibule or simulated training薪资调查Salary surveys信度Reliability行动学习Action learning行为锚定等级评价法Behaviorally anchored rating scale (bars)行为模拟Behavior modeling压力面试Stress interview延期利润分享计划Deferred profit-sharing plan一般经济状况General economic conditions以价值观为基础的雇佣value-based hiring意见调查Opinion survey隐含职权Implied authority有保障的计件工资制Guaranteed piecework plan有保证的公平对待Guaranteed fair treatment约翰?霍兰德John Holland越级谈话Skip-level interview晕轮效应Halo effect在职培训On-the-job training (OJT)战略规划Strategic plan真诚的谈判Good faith bargaining政策Point method/Policies直接计件制Straight piecework直线管理者Line manager职能（服务）功能Staff (service) function职能控制Functional control职权Authority职位调配卡Position replacement cards职位分析问卷Position Analysis Questionnaire (PAQ)职位评价Job evaluation职业安全与健康法案Occupational Safety and Health Act职业安全与健康管理局Occupational Safety and Health Administration (OSHA) 职业规划与职业发展Career planning and development职业技能Occupational skills职业锚Career anchors职业市场状况Occupational market conditions职业性向Occupational orientation职业周期Career cycle职员报酬Employee compensation质量圈Quality circle中期职业危机阶段Mid career crisis sub stage仲裁Arbitration资本积累方案Capital accumulation program资格数据库Qualifications inventories资质Aptitudes自我实现Self-actualization自我指导工作小组Self directed teams自愿减少工资方案V oluntary pay cut自愿减少时间V oluntary time off自愿谈判项目V oluntary bargaining组织发展Organization development(OD)组织体系ⅠSystem I组织体系ⅣSystem Ⅳ1.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)平行比较法：(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)公平：(equity)外部公平：(external equity)内部公平：(internal equity)员工公平：(employee equity)小组公平：(team equity)工资水平领先者：(pay leaders)现行工资率：(going rate)工资水平居后者：(pay followers)劳动力市场：(labor market)工作评价：(job evaluation)排列法：(ranking method)分类法：(classification method)因素比较法：(factor comparison method)评分法：(point method)海氏指示图表个人能力分析法：(Hay Guide Chart-profile Method) 工作定价：(job pricing)工资等级：(pay grade)工资曲线：(wage curve)工资幅度：(pay range)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)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)平行比较法:(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)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) 工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)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)2. AAction learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权BBehavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭CCandidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法Collective bargaining：集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecast：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法DDavis-Bacon Act (DBA)：戴维斯―佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简EEarly retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加?施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP) ：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段FFact-finder：调查Fair day's work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周4天工作制Frederick Taylor：弗雷德里克?泰罗Functional control：职能控制Functional job analysis：功能性工作分析法GGeneral economic conditions：一般经济状况Golden offerings：高龄给付Good faith bargaining：真诚的谈判Grade description：等级说明书Grades：等级Graphic rating scale：图尺度评价法Grid training：方格训练Grievance：抱怨Grievance procedure：抱怨程序Group life insurance：团体人寿保险Group pension plan：团体退休金计划Growth stage：成长阶段Guarantee corporation：担保公司Guaranteed fair treatment：有保证的公平对待Guaranteed piecework plan：有保障的计件工资制Gain sharing：收益分享HHalo effect：晕轮效应Health maintenance organization (HMO) ：健康维持组织IIllegal bargaining：非法谈判项目Impasse：僵持Implied authority：隐含职权Incentive plan：激励计划Individual retirement account (IRA) ：个人退休账户In-house development center：企业内部开发中心Insubordination：不服从Insurance benefits：保险福利Interviews：谈话；面谈JJob analysis：工作分析Job description：工作描述Job evaluation：职位评价Job instruction training (JIT) ：工作指导培训Job posting：工作公告Job rotation：工作轮换Job sharing：工作分组Job specifications：工作说明书John Holland：约翰?霍兰德Junior board：初级董事会LLayoff：临时解雇Leader attach training：领导者匹配训练Lifetime employment without guarantees：无保证终身解雇Line manager：直线管理者Local market conditions：地方劳动力市场Lockout：闭厂MMaintenance stage：维持阶段Management assessment center：管理评价中心Management by objectives (MBO) ：目标管理法Management game：管理竞赛Management grid：管理方格训练Management process：管理过程Mandatory bargaining：强制谈判项目Mediation：调解Merit pay：绩效工资Merit raise：绩效加薪Mid career crisis sub stage：中期职业危机阶段NNondirective interview：非定向面试OOccupational market conditions：职业市场状况Occupational orientation：职业性向Occupational Safety and Health Act：职业安全与健康法案Occupational Safety and Health Administration (OSHA) ：职业安全与健康管理局Occupational skills：职业技能On-the-job training (OJT) ：在职培训Open-door：敞开门户Opinion survey：意见调查Organization development(OD) ：组织发展Outplacement counseling：向外安置顾问PPaired comparison method：配对比较法Panel interview：小组面试Participant diary/logs：现场工人日记/日志Pay grade：工资等级Pension benefits：退休金福利Pension plans：退休金计划People-first values："以人为本"的价值观Performance analysis：工作绩效分析Performance Appraisal interview:工作绩效评价面谈Personnel (or human resource) management：人事（或人力资源）管理Personnel replacement charts：人事调配图Piecework：计件Plant Closing law：工厂关闭法Point method/Policies：政策Position Analysis Questionnaire (PAQ) ：职位分析问卷Position replacement cards：职位调配卡Pregnancy discrimination act：怀孕歧视法案Profit-sharing plan利润分享计划Programmed learning：程序化教学QQualifications inventories：资格数据库Quality circle：质量圈RRanking method：排序法Rate ranges：工资率系列Ratio analysis：比率分析Reality shock：现实冲击Reliability：信度Retirement：退休Retirement benefits：退休福利Retirement counseling：退休前咨询Rings of defense：保护圈Role playing：角色扮演SSkip-level interview：越级谈话Social security：社会保障Speak up! ：讲出来！Special awards：特殊奖励Special management development techniques：特殊的管理开发技术Stabilization sub stage：稳定阶段Staff (service) function：职能（服务）功能Standard hour plan：标准工时工资Stock option：股票期权Straight piecework：直接计件制Strategic plan：战略规划Stress interview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structured interview：结构化面试Succession planning：接班计划Supplement pay benefits：补充报酬福利Supplemental unemployment benefits：补充失业福利Salary surveys：薪资调查Savings plan：储蓄计划Scallion plan：斯坎伦计划Scatter plot：散点分析Scientific management：科学管理Self directed teams：自我指导工作小组Self-actualization：自我实现Sensitivity training：敏感性训练Serialized interview：系列化面试Severance pay：离职金Sick leave：病假Situational interview：情境面试Survey feedback：调查反馈Sympathy strike：同情罢工System Ⅳ组织体系ⅣSystem I：组织体系ⅠTTask analysis：任务分析Team building：团队建设Team or group：班组Termination：解雇；终止Termination at will：随意终止Theory X：X理论Theory Y：Y理论Third-party involvement：第三方介入Training：培训Transactional analysis (TA) ：人际关系心理分析Trend analysis：趋势分析Trial sub stage：尝试阶段UUnsafe conditions：不安全环境Unclear performance standards：绩效评价标准不清Unemployment insurance：失业保险Unfair labor practice strike：不正当劳工活动罢工Unsafe acts：不安全行为VValidity：效度value-based hiring：以价值观为基础的雇佣Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练Variable compensation：可变报酬Vestibule or simulated training：新雇员培训或模拟Vesting：特别保护权V oluntary bargaining：自愿谈判项目V oluntary pay cut：自愿减少工资方案V oluntary time off：自愿减少时间WWage carve：工资曲线Work samples：工作样本Work sampling technique：工作样本技术Work sharing：临时性工作分担Worker involvement：雇员参与计划Worker's benefits：雇员福利3. 目标mission/ objective集体目标group objective内部环境internal environment外部环境external environment计划planning组织organizing人事staffing领导leading控制controlling步骤process原理principle方法technique经理manager总经理general manager行政人员administrator主管人员supervisor企业enterprise商业business产业industry公司company效果effectiveness效率efficiency企业家entrepreneur权利power职权authority职责responsibility科学管理scientific management现代经营管理modern operational management行为科学behavior science生产率productivity激励motivate动机motive法律law法规regulation经济体系economic system管理职能managerial function产品product服务service利润profit满意satisfaction归属affiliation尊敬esteem自我实现self-actualization人力投入human input盈余surplus收入income成本cost资本货物capital goods机器machinery设备equipment建筑building存货inventory（2）经验法the empirical approach人际行为法the interpersonal behavior approach集体行为法the group behavior approach协作社会系统法the cooperative social systems approach 社会技术系统法the social-technical systems approach 决策理论法the decision theory approach数学法the mathematical approach系统法the systems approach随机制宜法the contingency approach管理任务法the managerial roles approach经营法the operational approach人际关系human relation心理学psychology态度attitude压力pressure冲突conflict招聘recruit鉴定appraisal选拔select培训train报酬compensation授权delegation of authority协调coordinate业绩performance考绩制度merit system表现behavior下级subordinate偏差deviation检验记录inspection record误工记录record of labor-hours lost 销售量sales volume产品质量quality of products先进技术advanced technology顾客服务customer service策略strategy结构structure(3)领先性primacy普遍性pervasiveness忧虑fear忿恨resentment士气morale解雇layoff批发wholesale零售retail程序procedure规则rule规划program预算budget共同作用synergy大型联合企业conglomerate资源resource购买acquisition增长目标growth goal专利产品proprietary product竞争对手rival晋升promotion管理决策managerial decision商业道德business ethics有竞争力的价格competitive price 供货商supplier小贩vendor利益冲突conflict of interests派生政策derivative policy开支帐户expense account批准程序approval procedure病假sick leave休假vacation工时labor-hour机时machine-hour资本支出capital outlay现金流量cash flow工资率wage rate税收率tax rate股息dividend现金状况cash position资金短缺capital shortage总预算overall budget资产负债表balance sheet可行性feasibility投入原则the commitment principle 投资回报return on investment生产能力capacity to produce实际工作者practitioner最终结果end result业绩performance个人利益personal interest福利welfare市场占有率market share创新innovation生产率productivity利润率profitability社会责任public responsibility董事会board of director组织规模size of the organization组织文化organizational culture目标管理management by objectives 评价工具appraisal tool激励方法motivational techniques 控制手段control device个人价值personal worth优势strength弱点weakness机会opportunity威胁threat[url][/url] 海一角营销人网个人责任personal responsibility顾问counselor定量目标quantitative objective定性目标qualitative objective可考核目标verifiable objective优先priority工资表payroll（4）策略strategy政策policy灵活性discretion多种经营diversification评估assessment一致性consistency应变策略consistency strategy公共关系public relation价值value抱负aspiration偏见prejudice审查review批准approval主要决定major decision分公司总经理division general manager资产组合距阵portfolio matrix明星star问号question mark现金牛cash cow赖狗dog采购procurement人口因素demographic factor地理因素geographic factor公司形象company image产品系列product line合资企业joint venture破产政策liquidation strategy紧缩政策retrenchment strategy战术tactics(5)追随followership个性individuality性格personality安全safety自主权latitude悲观的pessimistic静止的static乐观的optimistic动态的dynamic灵活的flexible抵制resistance敌对antagonism折中eclectic(6)激励motivation潜意识subconscious地位status情感affection欲望desire压力pressure满足satisfaction自我实现的需要needs for self-actualization 尊敬的需要esteem needs归属的需要affiliation needs安全的需要security needs生理的需要physiological needs维持maintenance保健hygiene激励因素motivator概率probability强化理论reinforcement theory反馈feedback奖金bonus股票期权stock option劳资纠纷labor dispute缺勤率absenteeism人员流动turnover奖励reward(7)特许经营franchise热诚zeal信心confidence鼓舞inspire要素ingredient忠诚loyalty奉献devotion作风style品质trait适应性adaptability进取性aggressiveness热情enthusiasm毅力persistence人际交往能力interpersonal skills行政管理能力administrative ability智力intelligence专制式领导autocratic leader民主式领导democratic leader自由放任式领导free-rein leader管理方格图the managerial grid工作效率work efficiency服从obedience领导行为leader behavior支持型领导supportive leadership参与型领导participative leadership指导型领导instrumental leadership成就取向型领导achievement-oriented leadership 沟通Communication个人发展Personal Development电子学习e-Learning项目管理Project Management领导艺术Leadership团队建设Team Building管理Management商务管理类行政管理Administrative Support人力资源Human Resources商法Business Law行业Industry客户服务Customer Service知识管理Knowledge Management电子商务e-Business市场Marketing金融/财会Finance & Accounting企业运营Operations财务服务Financial Services销售Salesable 有才干的，能干的adaptable 适应性强的active 主动的，活跃的aggressive 有进取心的ambitious 有雄心壮志的amiable 和蔼可亲的amicable 友好的analytical 善于分析的apprehensive 有理解力的aspiring 有志气的，有抱负的audacious 大胆的，有冒险精神的capable 有能力的，有才能的careful 办理仔细的candid 正直的competent 能胜任的constructive 建设性的cooperative 有合作精神的creative 富创造力的dedicated 有奉献精神的dependable 可靠的diplomatic 老练的，有策略的disciplined 守纪律的dutiful 尽职的well--educated 受过良好教育的efficient 有效率的energetic 精力充沛的expressivity 善于表达faithful 守信的，忠诚的frank 直率的，真诚的generous 宽宏大量的genteel 有教养的gentle 有礼貌的humorous 有幽默impartial 公正的independent 有主见的industrious 勤奋的ingenious 有独创性的motivated 目的明确的intelligent 理解力强的learned 精通某门学问的logical 条理分明的methodical 有方法的modest 谦虚的objective 客观的precise 一丝不苟的punctual 严守时刻的realistic 实事求是的responsible 负责的sensible 明白事理的sporting 光明正大的steady 踏实的systematic 有系统的purposeful 意志坚强的sweet-tempered 性情温和的temperate 稳健的tireless 孜孜不倦的name 姓名in. 英寸pen name 笔名ft. 英尺alias 别名street 街Mr. 先生road 路Miss 小姐district 区Ms （小姐或太太）house number 门牌Mrs. 太太lane 胡同，巷age 年龄height 身高blood type 血型weight 体重address 地址born 生于permanent address 永久住址birthday 生日province 省birth date 出生日期city 市birthplace 出生地点county 县home phone 住宅电话prefecture 专区office phone 办公电话autonomous region 自治区business phone 办公电话nationality 民族；国籍current address 目前住址citizenship 国籍date of birth 出生日期native place 籍贯postal code 邮政编码duel citizenship 双重国籍marital status 婚姻状况。

与“工资”有关的英语表达故事：每个月从发工资那天起，开始是嚣张地活一个星期，然后淡定地活一个星期，接着无奈地活一个星期，最后在对工资的无限期盼中活一个星期……读罢会心一笑，细细想来，貌似不少人都是如此过活，可见工资是好物。

于是乎今天就来说说工资那点事儿。

在古代，平民拿的工资多叫“工钱”，官员拿的工资则称“俸禄”。

明朝时，官员的月俸改称“柴薪银”，意为解决日常生活支出的银钱。

“薪水”一词，便是由此词演变而来。

“薪水”二字，从字面意思来看，即柴和水，喻指生活必需品。

事实上，无论领的是“工钱”还是“薪水”，都是为了满足日常生活的需要。

久而久之，工资和薪水便通用了。

生活在现代社会的上班族们领的工资也叫“薪水”，英文中与此相对应的常用词是pay。

现代人的薪水多为monthly pay(月薪)。

这其中包括了basic/base pay(底薪)、bonus(奖金)等。

而拿到手的是扣除了税金、保险金等的take-home pay(税后工资)。

正规的公司不仅会按时给员工发薪水，还会在员工加班时发给overtime pay(加班工资)，在员工外出休假时发给holiday/vacation pay(休假工资)，在员工告病在家时发给sick pay(病假工资)，在员工生产时发给maternity pay(产假工资)，在解雇员工时还要发给redundancy/ severance pay(裁员补偿金)。

上班族们无一不希望自己能拿到higher/better pay(更高的薪水)，如果自己拿的是low pay(低薪)，则不免心生焦灼，定要想法设法让老板给自己 a pay increase/raise/rise(加薪)，方可喜笑颜开。

倘使老板一个不留情，给了一个pay cut(减薪)，员工就会现出一副苦瓜脸。

总之，在薪水的问题上，绝对是多多益善，谁会嫌自己的腰包太鼓呢?不过，要想多拿工资，最好的办法便是对工作认真负责，做到爱岗敬业，这样才好有底气向老板提出a pay claim(加薪要求)。