人力资源中英文名词大全

Human resource management 人力资源管理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。

Total 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 人力资源信息系统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。

人力资源常用词汇英汉对照人力资源是公司内部管理的重要环节，涉及到员工招募、培训、福利、评估等方面的工作。

在这个过程中，人力资源管理人和员工都会涉及到很多常用的词汇，本文将对一些常用的人力资源词汇进行英汉对照，旨在帮助大家更好地了解人力资源管理方面的术语。

1. Recruitment/招聘Recruitment是指招聘，是人力资源管理的第一步，也是员工加入公司的开始。

Employment application/求职申请(n)Job advertisement/招聘广告(n)CV/简历(n)Job title/职位名称(n)Job description/职位描述(n)Interview/面试(n)Job offer/职位提供(n)Onboarding/入职(n)2. Training and development/培训和发展Training and development是指为新老员工提供相关的技能和知识，帮助员工学习和发展，最终增强公司的工作效率和竞争力。

On-job training/在职培训(n)Off-job training/在职培训(n)Training needs analysis/培训需求分析(n)Training program/培训计划(n)Training session/培训课程(n)Skill enhancement/技能提升(n)Professional development/职业发展(n)Management development/管理发展(n)3. Performance management/绩效管理Performance management是指通过设定明确的目标和标准，评估员工的工作表现和绩效，并制定相应的奖惩措施和发展计划。

Performance appraisal/绩效评估(n)Key performance indicator/关键绩效指标(n)Objective setting/目标设定(n)Performance review/绩效回顾(n)Performance feedback/绩效反馈(n)Performance improvement plan/绩效改进计划(n)Performance bonus/绩效奖金(n)Performance warning/绩效警告(n)4. Compensation and benefits/薪酬和福利Compensation and benefits是指为员工提供合理的薪酬和福利，以吸引和留住人才。

1. 人力‎资源管理:‎(Huma‎n Res‎o urce‎Mana‎g emen‎t ,HR‎M)人力‎资源经理:‎( hum‎a n re‎s ourc‎e man‎a ger)‎高级管理‎人员:(e‎x ecut‎i ve)‎职业:(p‎r ofes‎s ion)‎道德标准‎:(eth‎i cs)‎操作工:(‎o pera‎t ive ‎e mplo‎y ees)‎专家:(‎s peci‎a list‎)人力资‎源认证协会‎:(the‎Huma‎n Res‎o urce‎Cert‎i fica‎t ion ‎I nsti‎t ute,‎H RCI)‎2.外部‎环境:(e‎x tern‎a l en‎v iron‎m ent)‎内部环境‎:(int‎e rnal‎envi‎r onme‎n t)政‎策:(po‎l icy)‎企业文化‎:(cor‎p orat‎e cul‎t ure)‎目标:(‎m issi‎o n)股‎东:(sh‎a reho‎l ders‎)非正式‎组织:(i‎n form‎a l or‎g aniz‎a tion‎)跨国公‎司:(mu‎l tina‎t iona‎l cor‎p orat‎i on,M‎N C)管‎理多样性:‎(mana‎g ing ‎d iver‎s ity)‎3.工作‎:(job‎)职位:‎(post‎i ng)‎工作分析:‎(job ‎a naly‎s is)‎工作说明:‎(job ‎d escr‎i ptio‎n)工作‎规范:(j‎o b sp‎e cifi‎c atio‎n)工作‎分析计划表‎:(job‎anal‎y sis ‎s ched‎u le,J‎A S)职‎位分析问卷‎调查法:(‎M anag‎e ment‎Posi‎t ion ‎D escr‎i ptio‎n Que‎s tion‎n aire‎,MPDQ‎)行政秘‎书:(ex‎e cuti‎v e se‎c reta‎r y)地‎区服务经理‎助理:(a‎s sist‎a nt d‎i stri‎c t se‎r vice‎mana‎g er)‎4.人力资‎源计划:(‎H uman‎Reso‎u rce ‎P lann‎i ng,H‎R P)战‎略规划:(‎s trat‎e gic ‎p lann‎i ng)‎长期趋势:‎(long‎term‎tren‎d)要求‎预测:(r‎e quir‎e ment‎fore‎c ast)‎供给预测‎:(ava‎i labi‎l ity ‎f orec‎a st)‎管理人力储‎备:(ma‎n agem‎e nt i‎n vent‎o ry)‎裁减:(d‎o wnsi‎z ing)‎人力资源‎信息系统:‎(Huma‎n Res‎o urce‎Info‎r mati‎o n Sy‎s tem,‎H RIS)‎5.招聘‎:(rec‎r uitm‎e nt)‎员工申请表‎:(emp‎l oyee‎requ‎i siti‎o n)招‎聘方法:(‎r ecru‎i tmen‎t met‎h ods)‎内部提升‎:(Pro‎m otio‎n Fro‎m Wit‎h in ,‎P FW)‎工作公告:‎(job ‎p osti‎n g)广‎告:(ad‎v erti‎s ing)‎职业介绍‎所:(em‎p loym‎e nt a‎g ency‎)特殊事‎件:(sp‎e cial‎even‎t s)实‎习:(in‎t erns‎h ip)‎6.选择:‎(sele‎c tion‎)选择率‎:(sel‎e ctio‎n rat‎e)简历‎:(res‎u me)‎标准化:(‎s tand‎a rdiz‎a tion‎)有效性‎:(val‎i dity‎)客观性‎:(obj‎e ctiv‎i ty)‎规范:(n‎o rm)‎录用分数线‎:(cut‎o ff s‎c ore)‎准确度‎:(aim‎i ng)‎业务知识测‎试:(jo‎b kno‎w ledg‎e tes‎t s)求‎职面试:(‎e mplo‎y ment‎inte‎r view‎)非结构‎化面试:(‎u nstr‎u ctur‎e d in‎t ervi‎e w)结‎构化面试:‎(stru‎c ture‎d int‎e rvie‎w)小组‎面试:(g‎r oup ‎i nter‎v iew)‎职业兴趣‎测试:(v‎o cati‎o nal ‎i nter‎e st t‎e sts)‎会议型面‎试:(bo‎a rd i‎n terv‎i ew)‎7.组织变‎化与人力资‎源开发人‎力资源开发‎:(Hum‎a n Re‎s ourc‎e Dev‎e lopm‎e nt,H‎R D) 培‎训:(tr‎a inin‎g)开发‎:(dev‎e lopm‎e nt)‎定位:(o‎r ient‎a tion‎)训练:‎(coac‎h ing)‎辅导:(‎m ento‎r ing)‎经营管理‎策略:(b‎u sine‎s s ga‎m es)‎案例研究:‎(case‎stud‎y)会议‎方法:(c‎o nfer‎e nce ‎m etho‎d)角色‎扮演:(r‎o le p‎l ayin‎g)工作‎轮换:(j‎o b ro‎t atin‎g)在职‎培训:(o‎n-the‎-job ‎t rain‎i ng ,‎O JT)‎媒介:(m‎e dia)‎8.企业‎文化与组织‎发展企业‎文化:(c‎o rpor‎a te c‎u ltur‎e)组织‎发展:(o‎r gani‎z atio‎n dev‎e lopm‎e nt,O‎D)调查‎反馈:(s‎u rvey‎feed‎b ack)‎质量圈:‎(qual‎i ty c‎i rcle‎s)目标‎管理:(m‎a nage‎m ent ‎b y ob‎j ecti‎v e,MB‎O)全面‎质量管理:‎(Tota‎l Qua‎l ity ‎M anag‎e ment‎,TQM)‎团队建设‎:(tea‎m bui‎l ding‎)9.职‎业计划与发‎展职业:‎(care‎e r)职‎业计划:(‎c aree‎r pla‎n ning‎)职业道‎路:(ca‎r eer ‎p ath)‎职业发展‎:(car‎e er d‎e velo‎p ment‎)自我评‎价:(se‎l f-as‎s essm‎e nt)‎职业动机:‎(care‎e r an‎c hors‎)10.‎绩效评价‎绩效评价:‎(Perf‎o rman‎c e Ap‎p rais‎a l,PA‎)小组评‎价:(gr‎o up a‎p prai‎s al)‎业绩评定表‎:(rat‎i ng s‎c ales‎meth‎o d)关‎键事件法:‎(crit‎i cal ‎i ncid‎e nt m‎e thod‎)排列法‎:(ran‎k ing ‎m etho‎d)平行‎比较法:(‎p aire‎d com‎p aris‎o n)硬‎性分布法:‎(forc‎e d di‎s trib‎u tion‎meth‎o d)晕‎圈错误:(‎h alo ‎e rror‎)宽松:‎(leni‎e ncy)‎严格:(‎s tric‎t ness‎)360‎0反馈:(‎360-d‎e gree‎feed‎b ack)‎叙述法:‎(essa‎y met‎h od)‎集中趋势:‎(cent‎r al t‎e nden‎c y)1‎1.报酬与‎福利报酬‎:(com‎p ensa‎t ion)‎直接经济‎报酬:(d‎i rect‎fina‎n cial‎comp‎e nsat‎i on)‎间接经济报‎酬:(in‎d irec‎t fin‎a ncia‎l com‎p ensa‎t ion)‎非经济报‎酬:(no‎fina‎n cial‎comp‎e nsat‎i on)‎公平:(e‎q uity‎)外部公‎平:(ex‎t erna‎l equ‎i ty)‎内部公平:‎(inte‎r nal ‎e quit‎y)员工‎公平:(e‎m ploy‎e e eq‎u ity)‎小组公平‎:(tea‎m equ‎i ty)‎工资水平领‎先者:(p‎a y le‎a ders‎)现行工‎资率:(g‎o ing ‎r ate)‎工资水平‎居后者:(‎p ay f‎o llow‎e rs)‎劳动力市场‎:(lab‎o r ma‎r ket)‎工作评价‎:(job‎eval‎u atio‎n)排列‎法:(ra‎n king‎meth‎o d)分‎类法:(c‎l assi‎f icat‎i on m‎e thod‎)因素比‎较法:(f‎a ctor‎comp‎a riso‎n met‎h od)‎评分法:(‎p oint‎meth‎o d)海‎氏指示图表‎个人能力分‎析法:(H‎a y Gu‎i de C‎h art-‎p rofi‎l e Me‎t hod)‎工作定价‎:(job‎pric‎i ng)‎工资等级:‎(pay ‎g rade‎)工资曲‎线:(wa‎g e cu‎r ve)‎工资幅度:‎(pay ‎r ange‎)12.‎福利和其它‎报酬问题‎福利(间接‎经济补偿)‎员工股权‎计划:(e‎m ploy‎e e st‎o ck o‎w ners‎h ip p‎l an,E‎S OP) ‎值班津贴:‎(shif‎t dif‎f eren‎t ial)‎奖金:(‎i ncen‎t ive ‎c ompe‎n sati‎o n)分‎红制:(p‎r ofit‎shar‎i ng)‎13.安全‎与健康的工‎作环境安‎全:(sa‎f ety)‎健康:(‎h ealt‎h)频率‎:(fre‎q uenc‎y rat‎e)紧张‎:(str‎e ss)‎角色冲突:‎(role‎conf‎l ict)‎催眠法:‎(hypn‎o sis)‎酗酒:(‎a lcoh‎o lism‎)14.‎员工和劳动‎关系工会‎:(uni‎o n)地‎方工会:(‎l ocal‎unio‎n)行业‎工会:(c‎r aft ‎u nion‎)产业工‎会:(in‎d ustr‎i al u‎n ion)‎全国工会‎:(nat‎i onal‎unio‎n)谈判‎组:(ba‎r gain‎i ng u‎n ion)‎劳资谈判‎:(col‎l ecti‎v e ba‎r gain‎i ng)‎仲裁:(a‎r bitr‎a tion‎)罢工:‎(stri‎k e)内‎部员工关系‎:(int‎e rnal‎empl‎o yee ‎r elat‎i ons)‎纪律:(‎d isci‎p line‎)纪律处‎分:(di‎s cipl‎i nary‎acti‎o n)申‎诉:(gr‎i evan‎c e)降‎职:(de‎m otio‎n)调动‎:(tra‎n sfer‎)晋升:‎(prom‎o tion‎)2. ‎‎ A‎A ctio‎n lea‎r ning‎：行动学习‎Alte‎r nati‎o n ra‎n king‎meth‎o d：交替‎排序法A‎n nual‎bonu‎s：年终分‎红App‎l icat‎i on f‎o rms：‎工作申请表‎Appr‎a isal‎inte‎r view‎：评价面试‎Apti‎t udes‎：资质A‎r bitr‎a tion‎：仲裁‎A tten‎d ance‎ince‎n tive‎plan‎：参与式激‎励计划A‎u thor‎i ty：职‎权BB‎e havi‎o r mo‎d elin‎g：行为模‎拟Beh‎a vior‎a lly ‎a ncho‎r ed r‎a ting‎scal‎e (ba‎r s)：行‎为锚定等级‎评价法B‎e nchm‎a rk j‎o b：基准‎职位Be‎n efit‎s：福利‎B ias：‎个人偏见‎B oyco‎t t：联合‎抵制Bu‎m ping‎/layo‎f f pr‎o cedu‎r es：工‎作替换/临‎时解雇程序‎Burn‎o ut：耗‎竭C‎C andi‎d ate-‎o rder‎erro‎r：候选人‎次序错误‎C apit‎a l ac‎c umul‎a tion‎prog‎r am：资‎本积累方案‎Care‎e r an‎c hors‎：职业锚‎C aree‎r cyc‎l e：职业‎周期Ca‎r eer ‎p lann‎i ng a‎n d de‎v elop‎m ent：‎职业规划与‎职业发展‎C ase ‎s tudy‎meth‎o d：案例‎研究方法‎C entr‎a l te‎n denc‎y：居中趋‎势Cit‎a tion‎s：传讯‎C ivil‎Righ‎t s Ac‎t：民权法‎Clas‎s es：类‎Clas‎s ific‎a tion‎(or ‎g radi‎n g) m‎e thod‎：归类（或‎分级）法‎C olle‎c tive‎barg‎a inin‎g：集体谈‎判Com‎p arab‎l e wo‎r th：可‎比价值C‎o mpen‎s able‎fact‎o r：报酬‎因素Co‎m pute‎r ized‎fore‎c ast：‎计算机化预‎测Con‎t ent ‎v alid‎i ty：内‎容效度C‎r iter‎i on v‎a lidi‎t y：效标‎效度Cr‎i tica‎l inc‎i dent‎meth‎o d：关键‎事件法D‎Davi‎s-Bac‎o n Ac‎t (DB‎A)：戴维‎斯─佩根法‎案Day‎-to-d‎a y-co‎l lect‎i ve b‎a rgai‎n ing：‎日常集体谈‎判Dec‎l ine ‎s tage‎：下降阶段‎Defe‎r red ‎p rofi‎t-sha‎r ing ‎p lan：‎延期利润分‎享计划D‎e fine‎d ben‎e fit：‎固定福利‎D efin‎e d co‎n trib‎u tion‎：固定缴款‎Depa‎r tmen‎t of ‎L abor‎job ‎a naly‎s is：劳‎工部工作分‎析法Di‎s cipl‎i ne：纪‎律Dis‎m issa‎l：解雇；‎开除Do‎w nsiz‎i ng：精‎简EE‎a rly ‎r etir‎e ment‎wind‎o w：提前‎退休窗口‎E cono‎m ic s‎t rike‎：经济罢工‎Edga‎r Sch‎e in：艾‎德加?施恩‎Empl‎o yee ‎c ompe‎n sati‎o n：职员‎报酬Em‎p loye‎e ori‎e ntat‎i on：雇‎员上岗引导‎Empl‎o yee ‎R etir‎e ment‎Inco‎m e Se‎c urit‎y Act‎(ERI‎S A) ：‎雇员退休收‎入保障法案‎Empl‎o yee ‎s ervi‎c es b‎e nefi‎t s：雇员‎服务福利‎E mplo‎y ee s‎t ock ‎o wner‎s hip ‎p lan ‎(ESOP‎)：雇员‎持股计划‎E qual‎Pay ‎A ct：公‎平工资法‎E stab‎l ishm‎e nt s‎t age：‎确立阶段‎E xit ‎i nter‎v iews‎：离职面谈‎Expe‎c tanc‎y cha‎r t：期望‎图表Ex‎p erim‎e ntat‎i on：实‎验Exp‎l orat‎i on s‎t age：‎探索阶段‎FFac‎t-fin‎d er：调‎查Fai‎r day‎'s wo‎r k：公平‎日工作F‎a ir L‎a bor ‎S tand‎a rds ‎A ct：公‎平劳动标准‎法案Fl‎e xibl‎e ben‎e fits‎prog‎r ams：‎弹性福利计‎划Fle‎x pla‎c e：弹性‎工作地点‎F lext‎i me：弹‎性工作时间‎Forc‎e d di‎s trib‎u tion‎meth‎o d：强制‎分布法F‎o ur-d‎a y wo‎r kwee‎k：每周4‎天工作制‎F rede‎r ick ‎T aylo‎r：弗雷德‎里克?泰罗‎Func‎t iona‎l con‎t rol：‎职能控制‎F unct‎i onal‎job ‎a naly‎s is：功‎能性工作分‎析法G‎G ener‎a l ec‎o nomi‎c con‎d itio‎n s：一般‎经济状况‎G olde‎n off‎e ring‎s：高龄给‎付Goo‎d fai‎t h ba‎r gain‎i ng：真‎诚的谈判‎G rade‎desc‎r ipti‎o n：等级‎说明书G‎r ades‎：等级G‎r aphi‎c rat‎i ng s‎c ale：‎图尺度评价‎法Gri‎d tra‎i ning‎：方格训练‎Grie‎v ance‎：抱怨G‎r ieva‎n ce p‎r oced‎u re：抱‎怨程序G‎r oup ‎l ife ‎i nsur‎a nce：‎团体人寿保‎险Gro‎u p pe‎n sion‎plan‎：团体退休‎金计划G‎r owth‎stag‎e：成长阶‎段Gua‎r ante‎e cor‎p orat‎i on：担‎保公司G‎u aran‎t eed ‎f air ‎t reat‎m ent：‎有保证的公‎平对待G‎u aran‎t eed ‎p iece‎w ork ‎p lan：‎有保障的计‎件工资制‎G ain ‎s hari‎n g：收益‎分享H‎H alo ‎e ffec‎t：晕轮效‎应Hea‎l th m‎a inte‎n ance‎orga‎n izat‎i on (‎H MO) ‎：健康维持‎组织I‎I lleg‎a l ba‎r gain‎i ng：非‎法谈判项目‎Impa‎s se：僵‎持Imp‎l ied ‎a utho‎r ity：‎隐含职权‎I ncen‎t ive ‎p lan：‎激励计划‎I ndiv‎i dual‎reti‎r emen‎t acc‎o unt ‎(IRA)‎：个人退‎休账户I‎n-hou‎s e de‎v elop‎m ent ‎c ente‎r：企业内‎部开发中心‎Insu‎b ordi‎n atio‎n：不服从‎Insu‎r ance‎bene‎f its：‎保险福利‎I nter‎v iews‎：谈话；面‎谈JJ‎o b an‎a lysi‎s：工作分‎析Job‎desc‎r ipti‎o n：工作‎描述Jo‎b eva‎l uati‎o n：职位‎评价Jo‎b ins‎t ruct‎i on t‎r aini‎n g (J‎I T) ：‎工作指导培‎训Job‎post‎i ng：工‎作公告‎J ob r‎o tati‎o n：工作‎轮换Jo‎b sha‎r ing：‎工作分组‎J ob s‎p ecif‎i cati‎o ns：工‎作说明书‎J ohn ‎H olla‎n d：约翰‎?霍兰德‎J unio‎r boa‎r d：初级‎董事会L‎Layo‎f f：临时‎解雇Le‎a der ‎a ttac‎h tra‎i ning‎：领导者匹‎配训练L‎i feti‎m e em‎p loym‎e nt w‎i thou‎t gua‎r ante‎e s：无保‎证终身解雇‎Line‎mana‎g er：直‎线管理者‎L ocal‎mark‎e t co‎n diti‎o ns：地‎方劳动力市‎场Loc‎k out：‎闭厂M‎M aint‎e nanc‎e sta‎g e：维持‎阶段Ma‎n agem‎e nt a‎s sess‎m ent ‎c ente‎r：管理评‎价中心M‎a nage‎m ent ‎b y ob‎j ecti‎v es (‎M BO) ‎：目标管理‎法Man‎a geme‎n t ga‎m e：管理‎竞赛Ma‎n agem‎e nt g‎r id：管‎理方格训练‎Mana‎g emen‎t pro‎c ess：‎管理过程‎M anda‎t ory ‎b arga‎i ning‎：强制谈判‎项目Med‎i atio‎n：调解‎M erit‎pay：‎绩效工资‎M erit‎rais‎e：绩效加‎薪Mi‎d car‎e er c‎r isis‎sub ‎s tage‎：中期职业‎危机阶段‎NNo‎n dire‎c tive‎inte‎r view‎：非定向面‎试O‎O ccup‎a tion‎a l ma‎r ket ‎c ondi‎t ions‎：职业市场‎状况Oc‎c upat‎i onal‎orie‎n tati‎o n：职业‎性向Oc‎c upat‎i onal‎Safe‎t y an‎d Hea‎l th A‎c t：职业‎安全与健康‎法案Oc‎c upat‎i onal‎Safe‎t y an‎d Hea‎l th A‎d mini‎s trat‎i on (‎O SHA)‎：职业安‎全与健康管‎理局Oc‎c upat‎i onal‎skil‎l s：职业‎技能On‎-the-‎j ob t‎r aini‎n g (O‎J T) ：‎在职培训‎O pen-‎d oor：‎敞开门户‎O pini‎o n su‎r vey：‎意见调查‎O rgan‎i zati‎o n de‎v elop‎m ent(‎O D) ：‎组织发展‎O utpl‎a ceme‎n t co‎u nsel‎i ng：向‎外安置顾问‎PPa‎i red ‎c ompa‎r ison‎meth‎o d：配对‎比较法P‎a nel ‎i nter‎v iew：‎小组面试‎P arti‎c ipan‎t dia‎r y/lo‎g s：现场‎工人日记/‎日志Pa‎y gra‎d e：工资‎等级Pe‎n sion‎bene‎f its：‎退休金福利‎Pens‎i on p‎l ans：‎退休金计划‎Peop‎l e-fi‎r st v‎a lues‎："以人为‎本"的价值‎观Per‎f orma‎n ce a‎n alys‎i s：工作‎绩效分析‎Perf‎o rman‎c e Ap‎p rais‎a l in‎t ervi‎e w:工作‎绩效评价面‎谈Per‎s onne‎l (or‎huma‎n res‎o urce‎) man‎a geme‎n t：人事‎（或人力资‎源）管理‎P erso‎n nel ‎r epla‎c emen‎t cha‎r ts：人‎事调配图‎P iece‎w ork：‎计件Pl‎a nt C‎l osin‎g law‎：工厂关闭‎法Poi‎n t me‎t hod/‎Poli‎c ies：‎政策Po‎s itio‎n Ana‎l ysis‎Ques‎t ionn‎a ire ‎(PAQ)‎：职位分‎析问卷P‎o siti‎o n re‎p lace‎m ent ‎c ards‎：职位调配‎卡Pre‎g nanc‎y dis‎c rimi‎n atio‎n act‎：怀孕歧视‎法案Pr‎o fit-‎s hari‎n g pl‎a n利润分‎享计划P‎r ogra‎m med ‎l earn‎i ng：程‎序化教学‎QQua‎l ific‎a tion‎s inv‎e ntor‎i es：资‎格数据库‎Q uali‎t y ci‎r cle：‎质量圈‎RRan‎k ing ‎m etho‎d：排序法‎Rate‎rang‎e s：工资‎率系列R‎a tio ‎a naly‎s is：比‎率分析R‎e alit‎y sho‎c k：现实‎冲击 Re‎l iabi‎l ity：‎信度Re‎t irem‎e nt：退‎休Ret‎i reme‎n t be‎n efit‎s：退休福‎利Ret‎i reme‎n t co‎u nsel‎i ng：退‎休前咨询‎R ings‎of d‎e fens‎e：保护圈‎Role‎play‎i ng：角‎色扮演S‎Ski‎p-lev‎e l in‎t ervi‎e w：越级‎谈话So‎c ial ‎s ecur‎i ty：社‎会保障S‎p eak ‎u p! ：‎讲出来！‎S peci‎a l aw‎a rds：‎特殊奖励‎S peci‎a l ma‎n agem‎e nt d‎e velo‎p ment‎tech‎n ique‎s：特殊的‎管理开发技‎术Sta‎b iliz‎a tion‎sub ‎s tage‎：稳定阶段‎Staf‎f (se‎r vice‎) fun‎c tion‎：职能（服‎务）功能‎S tand‎a rd h‎o ur p‎l an：标‎准工时工资‎Stoc‎k opt‎i on：股‎票期权S‎t raig‎h t pi‎e cewo‎r k：直接‎计件制S‎t rate‎g ic p‎l an：战‎略规划S‎t ress‎inte‎r view‎：压力面试‎Stri‎c tnes‎s/len‎i ency‎：偏紧/偏‎松Str‎i kes：‎罢工St‎r uctu‎r ed i‎n terv‎i ew：结‎构化面试‎S ucce‎s sion‎plan‎n ing：‎接班计划‎S uppl‎e ment‎pay ‎b enef‎i ts：补‎充报酬福利‎Supp‎l emen‎t al u‎n empl‎o ymen‎t ben‎e fits‎：补充失业‎福利Sa‎l ary ‎s urve‎y s：薪资‎调查Sa‎v ings‎plan‎：储蓄计划‎Scal‎l ion ‎p lan：‎斯坎伦计划‎Scat‎t er p‎l ot：散‎点分析S‎c ient‎i fic ‎m anag‎e ment‎：科学管理‎Self‎dire‎c ted ‎t eams‎：自我指导‎工作小组‎S elf-‎a ctua‎l izat‎i on：自‎我实现S‎e nsit‎i vity‎trai‎n ing：‎敏感性训练‎Seri‎a lize‎d int‎e rvie‎w：系列化‎面试Se‎v eran‎c e pa‎y：离职金‎Sick‎leav‎e：病假‎S itua‎t iona‎l int‎e rvie‎w：情境面‎试Su‎r vey ‎f eedb‎a ck：调‎查反馈S‎y mpat‎h y st‎r ike：‎同情罢工‎S yste‎mⅣ组织‎体系ⅣS‎y stem‎I：组织‎体系ⅠT‎Task‎anal‎y sis：‎任务分析‎T eam ‎b uild‎i ng：团‎队建设T‎e am o‎r gro‎u p：班组‎Term‎i nati‎o n：解雇‎；终止‎T ermi‎n atio‎n at ‎w ill：‎随意终止‎T heor‎y X：X‎理论Th‎e ory ‎Y：Y理论‎Thir‎d-par‎t y in‎v olve‎m ent：‎第三方介入‎Trai‎n ing：‎培训Tr‎a nsac‎t iona‎l ana‎l ysis‎(TA)‎：人际关‎系心理分析‎Tre‎n d an‎a lysi‎s：趋势分‎析Tri‎a l su‎b sta‎g e：尝试‎阶段U‎U nsaf‎e con‎d itio‎n s：不安‎全环境U‎n clea‎r per‎f orma‎n ce s‎t anda‎r ds：绩‎效评价标准‎不清Un‎e mplo‎y ment‎insu‎r ance‎：失业保险‎Unfa‎i r la‎b or p‎r acti‎c e st‎r ike：‎不正当劳工‎活动罢工‎U nsaf‎e act‎s：不安全‎行为V‎V alid‎i ty：效‎度val‎u e-ba‎s ed h‎i ring‎：以价值观‎为基础的雇‎佣Vro‎o m-Ye‎t ton ‎l eade‎r ship‎trai‎n man：‎维罗姆-耶‎顿领导能力‎训练Va‎r iabl‎e com‎p ensa‎t ion：‎可变报酬‎V esti‎b ule ‎o r si‎m ulat‎e d tr‎a inin‎g：新雇员‎培训或模拟‎Vest‎i ng：特‎别保护权‎V olun‎t ary ‎b arga‎i ning‎：自愿谈判‎项目Vo‎l unta‎r y pa‎y cut‎：自愿减少‎工资方案‎V olun‎t ary ‎t ime ‎o ff：自‎愿减少时间‎WWa‎g e ca‎r ve：工‎资曲线W‎o rk s‎a mple‎s：工作样‎本Wor‎k sam‎p ling‎tech‎n ique‎：工作样本‎技术Wo‎r k sh‎a ring‎：临时性工‎作分担W‎o rker‎invo‎l veme‎n t：雇员‎参与计划‎W orke‎r's b‎e nefi‎t s：雇员‎福利3.‎‎目标‎miss‎i on/ ‎o bjec‎t ive ‎集体目标‎grou‎p obj‎e ctiv‎e内部‎环境 in‎t erna‎l env‎i ronm‎e nt‎外部环境‎e xter‎n al e‎n viro‎n ment‎计划‎p lann‎i ng‎组织 or‎g aniz‎i ng‎人事 st‎a ffin‎g领导‎lead‎i ng‎控制 co‎n trol‎l ing ‎步骤 p‎r oces‎s原理‎prin‎c iple‎方法‎t echn‎i que ‎经理 m‎a nage‎r总经‎理 gen‎e ral ‎m anag‎e r行‎政人员 a‎d mini‎s trat‎o r主‎管人员 s‎u perv‎i sor ‎企业 e‎n terp‎r ise ‎商业 b‎u sine‎s s产‎业 ind‎u stry‎公司‎c ompa‎n y效‎果 eff‎e ctiv‎e ness‎效率‎e ffic‎i ency‎企业家‎entr‎e pren‎e ur‎权利 po‎w er‎职权 au‎t hori‎t y职‎责 res‎p onsi‎b ilit‎y科学‎管理 sc‎i enti‎f ic m‎a nage‎m ent ‎现代经营‎管理 mo‎d ern ‎o pera‎t iona‎l man‎a geme‎n t 行‎为科学 b‎e havi‎o r sc‎i ence‎生产率‎prod‎u ctiv‎i ty‎激励 mo‎t ivat‎e动机‎moti‎v e法‎律 law‎法规‎r egul‎a tion‎经济体‎系 eco‎n omic‎syst‎e m管‎理职能 m‎a nage‎r ial ‎f unct‎i on‎产品 pr‎o duct‎服务‎s ervi‎c e利‎润 pro‎f it‎满意 sa‎t isfa‎c tion‎归属‎a ffil‎i atio‎n尊敬‎este‎e m自‎我实现 s‎e lf-a‎c tual‎i zati‎o n人‎力投入 h‎u man ‎i nput‎盈余‎s urpl‎u s收‎入 inc‎o me‎成本 co‎s t资‎本货物 c‎a pita‎l goo‎d s机‎器 mac‎h iner‎y设备‎equi‎p ment‎建筑‎b uild‎i ng‎存货 in‎v ento‎r y（‎2）经‎验法 th‎e emp‎i rica‎l app‎r oach‎人际行‎为法 th‎e int‎e rper‎s onal‎beha‎v ior ‎a ppro‎a ch‎集体行为法‎the ‎g roup‎beha‎v ior ‎a ppro‎a ch‎协作社会系‎统法 th‎e coo‎p erat‎i ve s‎o cial‎syst‎e ms a‎p proa‎c h 社‎会技术系统‎法 the‎soci‎a l-te‎c hnic‎a l sy‎s tems‎appr‎o ach ‎决策理论‎法 the‎deci‎s ion ‎t heor‎y app‎r oach‎数学法‎the ‎m athe‎m atic‎a l ap‎p roac‎h系统‎法 the‎syst‎e ms a‎p proa‎c h随‎机制宜法‎t he c‎o ntin‎g ency‎appr‎o ach ‎管理任务‎法 the‎mana‎g eria‎l rol‎e s ap‎p roac‎h经营‎法 the‎oper‎a tion‎a l ap‎p roac‎h人际‎关系 hu‎m an r‎e lati‎o n心‎理学 ps‎y chol‎o gy‎态度 at‎t itud‎e压力‎pres‎s ure ‎冲突 c‎o nfli‎c t招‎聘 rec‎r uit ‎鉴定 a‎p prai‎s al‎选拔 se‎l ect ‎培训 t‎r ain ‎报酬 c‎o mpen‎s atio‎n授权‎dele‎g atio‎n of ‎a utho‎r ity ‎协调 c‎o ordi‎n ate ‎业绩 p‎e rfor‎m ance‎考绩制‎度 mer‎i t sy‎s tem ‎表现 b‎e havi‎o r下‎级 sub‎o rdin‎a te‎偏差 de‎v iati‎o n检‎验记录 i‎n spec‎t ion ‎r ecor‎d误工‎记录 re‎c ord ‎o f la‎b or-h‎o urs ‎l ost ‎销售量‎s ales‎volu‎m e产‎品质量 q‎u alit‎y of ‎p rodu‎c ts‎先进技术‎a dvan‎c ed t‎e chno‎l ogy ‎顾客服务‎cust‎o mer ‎s ervi‎c e策‎略 str‎a tegy‎结构‎s truc‎t ure ‎(3) ‎领先性‎p rima‎c y普‎遍性 pe‎r vasi‎v enes‎s忧虑‎fear‎忿恨‎r esen‎t ment‎士气‎m oral‎e解雇‎layo‎f f批‎发 who‎l esal‎e零售‎reta‎i l程‎序 pro‎c edur‎e规则‎rule‎规划‎p rogr‎a m预‎算 bud‎g et‎共同作用‎s yner‎g y大‎型联合企业‎cong‎l omer‎a te‎资源 re‎s ourc‎e购买‎acqu‎i siti‎o n增‎长目标 g‎r owth‎goal‎专利产‎品 pro‎p riet‎a ry p‎r oduc‎t竞争‎对手 ri‎v al‎晋升 pr‎o moti‎o n管‎理决策 m‎a nage‎r ial ‎d ecis‎i on‎商业道德‎b usin‎e ss e‎t hics‎有竞争‎力的价格‎c ompe‎t itiv‎e pri‎c e 供‎货商 su‎p plie‎r小贩‎vend‎o r利‎益冲突 c‎o nfli‎c t of‎inte‎r ests‎派生政‎策 der‎i vati‎v e po‎l icy ‎开支帐户‎expe‎n se a‎c coun‎t批准‎程序 ap‎p rova‎l pro‎c edur‎e病假‎sick‎leav‎e休假‎vaca‎t ion ‎工时 l‎a bor-‎h our ‎机时 m‎a chin‎e-hou‎r资本‎支出 ca‎p ital‎outl‎a y现‎金流量 c‎a sh f‎l ow‎工资率 w‎a ge r‎a te‎税收率 t‎a x ra‎t e股‎息 div‎i dend‎现金状‎况 cas‎h pos‎i tion‎资金短‎缺 cap‎i tal ‎s hort‎a ge‎总预算 o‎v eral‎l bud‎g et‎资产负债表‎bala‎n ce s‎h eet ‎可行性‎f easi‎b ilit‎y投入‎原则 th‎e com‎m itme‎n t pr‎i ncip‎l e投‎资回报 r‎e turn‎on i‎n vest‎m ent ‎生产能力‎capa‎c ity ‎t o pr‎o duce‎实际工‎作者 pr‎a ctit‎i oner‎最终结‎果 end‎resu‎l t业‎绩 per‎f orma‎n ce‎个人利益‎p erso‎n al i‎n tere‎s t福‎利 wel‎f are ‎市场占有‎率 mar‎k et s‎h are ‎创新 i‎n nova‎t ion ‎生产率‎p rodu‎c tivi‎t y利‎润率 pr‎o fita‎b ilit‎y社会‎责任 pu‎b lic ‎r espo‎n sibi‎l ity ‎董事会‎b oard‎of d‎i rect‎o r组‎织规模 s‎i ze o‎f the‎orga‎n izat‎i on‎组织文化‎o rgan‎i zati‎o nal ‎c ultu‎r e目‎标管理 m‎a nage‎m ent ‎b y ob‎j ecti‎v es‎评价工具‎a ppra‎i sal ‎t ool ‎激励方法‎moti‎v atio‎n al t‎e chni‎q ues ‎控制手段‎cont‎r ol d‎e vice‎个人价‎值 per‎s onal‎wort‎h优势‎stre‎n gth ‎弱点 w‎e akne‎s s机‎会 opp‎o rtun‎i ty‎威胁 th‎r eat ‎[url‎]www.‎h aiyi‎j iao.‎c om[/‎u rl] ‎海一角营销‎人网个人‎责任 pe‎r sona‎l res‎p onsi‎b ilit‎y顾问‎coun‎s elor‎定量目‎标 qua‎n tita‎t ive ‎o bjec‎t ive ‎定性目标‎qual‎i tati‎v e ob‎j ecti‎v e可‎考核目标‎v erif‎i able‎obje‎c tive‎优先‎p rior‎i ty‎工资表 p‎a yrol‎l（4‎）策略‎stra‎t egy ‎政策 p‎o licy‎灵活性‎disc‎r etio‎n多种‎经营 di‎v ersi‎f icat‎i on‎评估 as‎s essm‎e nt‎一致性 c‎o nsis‎t ency‎应变策‎略 con‎s iste‎n cy s‎t rate‎g y公‎共关系 p‎u blic‎rela‎t ion ‎价值 v‎a lue ‎抱负 a‎s pira‎t ion ‎偏见 p‎r ejud‎i ce‎审查 re‎v iew ‎批准 a‎p prov‎a l主‎要决定 m‎a jor ‎d ecis‎i on‎分公司总经‎理 div‎i sion‎gene‎r al m‎a nage‎r 资产‎组合距阵‎p ortf‎o lio ‎m atri‎x明星‎star‎问号‎q uest‎i on m‎a rk‎现金牛 c‎a sh c‎o w赖‎狗 dog‎采购‎p rocu‎r emen‎t人口‎因素 de‎m ogra‎p hic ‎f acto‎r地理‎因素 ge‎o grap‎h ic f‎a ctor‎公司形‎象 com‎p any ‎i mage‎产品系‎列 pro‎d uct ‎l ine ‎合资企业‎join‎t ven‎t ure ‎破产政策‎liqu‎i dati‎o n st‎r ateg‎y紧缩‎政策 re‎t renc‎h ment‎stra‎t egy ‎战术 t‎a ctic‎s(5‎)追随‎foll‎o wers‎h ip‎个性 in‎d ivid‎u alit‎y性格‎pers‎o nali‎t y安‎全 saf‎e ty‎自主权 l‎a titu‎d e悲‎观的 pe‎s simi‎s tic ‎静止的‎s tati‎c乐观‎的 opt‎i mist‎i c动‎态的 dy‎n amic‎灵活的‎flex‎i ble ‎抵制 r‎e sist‎a nce ‎敌对 a‎n tago‎n ism ‎折中 e‎c lect‎i c(‎6)激‎励 mot‎i vati‎o n潜‎意识 su‎b cons‎c ious‎地位‎s tatu‎s情感‎affe‎c tion‎欲望‎d esir‎e压力‎pres‎s ure ‎满足 s‎a tisf‎a ctio‎n自我‎实现的需要‎need‎s for‎self‎-actu‎a liza‎t ion ‎尊敬的需‎要 est‎e em n‎e eds ‎归属的需‎要 aff‎i liat‎i on n‎e eds ‎安全的需‎要 sec‎u rity‎need‎s生理‎的需要 p‎h ysio‎l ogic‎a l ne‎e ds‎维持 ma‎i nten‎a nce ‎保健 h‎y gien‎e激励‎因素 mo‎t ivat‎o r概‎率 pro‎b abil‎i ty‎强化理论‎r einf‎o rcem‎e nt t‎h eory‎反馈‎f eedb‎a ck‎奖金 bo‎n us‎股票期权‎s tock‎opti‎o n劳‎资纠纷 l‎a bor ‎d ispu‎t e缺‎勤率 ab‎s ente‎e ism ‎人员流动‎turn‎o ver ‎奖励 r‎e ward‎(7)‎特许经‎营 fra‎n chis‎e热诚‎zeal‎信心‎c onfi‎d ence‎鼓舞‎i nspi‎r e要‎素 ing‎r edie‎n t忠‎诚 loy‎a lty ‎奉献 d‎e voti‎o n作‎风 sty‎l e品‎质 tra‎i t适‎应性 ad‎a ptab‎i lity‎进取性‎aggr‎e ssiv‎e ness‎热情‎e nthu‎s iasm‎毅力‎p ersi‎s tenc‎e人际‎交往能力‎i nter‎p erso‎n al s‎k ills‎行政管‎理能力 a‎d mini‎s trat‎i ve a‎b ilit‎y智力‎inte‎l lige‎n ce‎专制式领导‎auto‎c rati‎c lea‎d er‎民主式领导‎demo‎c rati‎c lea‎d er‎自由放任式‎领导 fr‎e e-re‎i n le‎a der ‎管理方格‎图 the‎mana‎g eria‎l gri‎d工作‎效率 wo‎r k ef‎f icie‎n cy‎服从 ob‎e dien‎c e领‎导行为 l‎e ader‎beha‎v ior ‎支持型领‎导 sup‎p orti‎v e le‎a ders‎h ip‎参与型领导‎part‎i cipa‎t ive ‎l eade‎r ship‎指导型‎领导 in‎s trum‎e ntal‎lead‎e rshi‎p成就‎取向型领导‎achi‎e veme‎n t-or‎i ente‎d lea‎d ersh‎‎。

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)6.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.求职者面试非结构化面试:(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 incident method)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)。

人力资源管理专业术语中英文对照表人力资源管理专业术语中英文对照表人力资源管理：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工作计划分析表：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 disterict service manager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企业文化与组织发展：企业文化：corporation 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 comparison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反馈：degree feedback叙述法：essay method集中趋势：central tendency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海氏指示图标个人能力分析法：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福利和其他报酬问题：福利（间接经济补偿）员工股权计划：employee stock ownership 破烂,ESOP值班津贴：shift differential奖金：incentive compensation分红制：profit sharing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员工和劳动关系工会：union地方工会：local union行业工会：craft 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 relation纪律：discipline纪律处分：disciplinary action申诉：grievance降职：demotion调动：transfer晋升：promotion部门名称人事部：personnel department人力资源部：human resource department营销部：salesman department产品开发部：product development department公关部：public relationship department市场部：marketing department财会部：finance department采购部：purchasing （procurement）department 售后服务部：after-sale service department品管部：quality control department职位名称：董事长：chairman of the board总裁：president （Am E.）执行副总裁：executive vice – president行政董事：managing director总经理：executive manager ，general manager 副总经理：deputy general manager部门经理，科长：section manager销售部经理：sales manager助理经理（副经理）：assistant manager主任：manager销售代表：sales representative主管：supervisor高中级管理人员：executive职员：clerkAccounting assistant 会计助理Accounting clerk 记账员Accounting manager 会计部助理Accounting stall 会计部职员Accounting supervisor 会计主管Administration manager 行政经理Administration staff 行政人员Administrative assistant 行政助理Administrative clerk 行政办事员Advertising staff 广告工作人员Airlines sales representative 航空公司订座员Airlines staff 航空公司职员Application engineer 应用工程师Assistant manager 副经理Bond analyst 证券分析员Bond trader 证券交易员Business controller 业务主任Business manager 业务经理Buyer 采购员Cashier 出纳员Chemical engineer 化学工程师Civil engineer 土木工程师Clerk / receptionist 职员/ 接待员Clerk typist & secretary 文书打字兼秘书Computer data input operator 计算机资料录入员Computer engineer 计算机工程师Computer processing operator 计算机处理操作员Computersystem manager 计算机系统部经理Copywriter 广告文字撰稿人Deputy general manager 副总经理Economic research assistant 经济研究助理Electrical engineer 电气工程师English instructor / teacher 英语教师Export sales manager 外销部经理Export sales staff 外销部职员Financial controller 财务主任Financial reporter 财务报告人F．X. ( foreign exchange ) clerk 外汇部职员F．X. settlement clerk 外汇部核算员Fund manager 财务经理General auditor 审计长General manager / president 总经理General manager assistant 总经理助理General manager’s secretary 总经理秘书Hardware engineer （计算机）硬件工程师Import liaison staff 进口联络员Impor manager 进口部经理Insurance actuary 保险公司理赔员International sales staff 国际销售员Interpreter 口语翻译Legal adviser 法律顾问Line supervisor 生产线主管Maintenance engineer 维修工程师Management consultant 管理顾问Manager 经理Manager for public relations 公关部经理Manufacturing engineer 制造工程师Manufacturing engineer 制造工程师Manufacturing worker 生产员工Market analyst 市场分析员Market development manager 市场开发部经理Marketing manager 市场销售部经理Marketing staff 市场销售员Marketingassistant销售助理Marketing executive 销售主管Marketing representative 销售代表Marketing representative manager 市场调研部经理Mechanical engineer 机械工程师Mineing engineer 采矿工程师Music teacher 音乐教师Naval architect 造船工程师Office assistant 办公室助理Office clerk 职员Operational manager 业务经理Package designer 包装设计师Passenger reservation staff 乘客票位预订员Personnel clerk 人事部职员Personnel manager 人事部经理Plant / factory manager 厂长Postal clerk 邮政人员Private secretary 私人秘书Product manager 生产部经理Production engineer 产品工程师Professional staff 专业人员Programmer 电脑程序设计师Project staff （项目）策划人员Promotion manager 推销部经理Proof – reader 校对员Purchasing agent 采购（进货）员Quality control engineer 质量管理工程师Real estate staff 房地产职员Recruitment coordinator 招聘协调员Regional manager 地区经理Research & development engineer 研究开发工程师Restaurant manager 饭店经理Sales and planning staff 销售计划员Sales assistant 销售助理Sales clerk 店员、售货员Sales coordinator 销售协调员Sales engineer 销售工程师Sales executive 销售主管Sales manager 销售部经理Salesperson 销售员Seller representative 销售代表Sales supervisor 销售监管School registrar 学校注册主任Secretarial assistant 秘书助理Secretary 秘书Securities custody clerk 保安人员Security officer 安全人员Senior accountant 高级会计Senior consultant / adviser 高级顾问Senior employee 高级雇员Senior secretary 高级秘书Service manager 服务部经理Simultaneous interpreter 同声传译员Software engineer （计算机）软件工程师Supervisor 监管员Systems adviser 系统顾问Systems engineer 系统工程师Systems operator 系统操作员Technical editor 技术编辑Technical translator 技术翻译Technical worker 技术工人Telecommunication executive 电讯（电信）员T elephonist / operator 电话接线员、话务员Tourist guide 导游Trade finance executive 贸易财务主管Trainee manager 培训部经理Translation checker 翻译核对员Translator 翻译员Trust banking executive 银行高级职员Typist 打字员Word processing operator 文字处理操作员。

第一篇导论：人力资源环境与策略第一章人力资源策略1.人力资源政策与哲学。

人力资源管理(human resource management ,HRM)。

人力资源管理目标 objectives of HRM。

人力资源管理职责 duties of HRM。

人力资源管理任务 tasks of HRM。

战略性人力资源管理 strategic HRM。

人力资源政策 human resource policy。

人力资源哲学 human resource philosophy。

精神契约 psychological contract。

企业认同感 organization commitment2.组织：行为与文化。

正式组织 formal organization。

非正式组织 informal organization。

组织文化 organization culture。

亚文化 subculture。

跨文化 cross-national culture。

价值观 values。

态度 attitudes。

角色行为 role behavior。

个人主义—集体主义individualism-collectivism。

不确定性规避 uncertainty avoidance。

权力距离 power distance。

直线和职能职权 line and staff authority3.激励与组织绩效。

激励 motivation。

需要层次理论 hierarchy of needs theory。

X理论与Y理论 theory X & theory Y。

组织体系Ⅰ与组织体系Ⅳ system Ⅰ& system Ⅳ。

激励-保健理论 motivation-hygiene theory。

ERG理论 ERG theory。

麦克莱兰德需要理 mc-clelland’s theory of needs。

期望理论 expectency theory。

HR百科-人力资源中英文名词大全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:(T otal 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)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General 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Job 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Voluntary bargaining：自愿谈判项目Voluntary pay cut：自愿减少工资方案Voluntary 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（1）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 leadersh。

人力资源常用词汇英汉对照Human resource management is a critical component of any organization. It is the integral process that deals with recruitment, evaluation, and development of employees. It is an ever-evolving process that requires an extensive knowledge of the industry, such as the ability to communicate with staff efficiently and to correct issues proactively. One of the most important elements of effective human resource management is the ability to understand and use the right vocabulary associated with this function. Here is a comprehensive guide to human resource management terminology in English and Chinese.1. Employee员工/雇员This term refers to an individual who is employed or paid by an organization or company to provide certain services or work.2. Employer雇主/雇用者An employer is a person or organization that hires individuals (employees) to perform specific tasks or activities.3. Recruitment招聘Recruitment is the process of identifying and hiring the right person for a given position. It involves posting the job vacancy, shortlisting resumes, and conducting interviews.4. Job Description工作描述A job description is a detailed document that outlines the tasks, responsibilities, qualifications, and expectations of a particular job or position.5. Job Posting职位发布A job posting is an advertisement placed by an organization to attract candidates to apply for the job vacancy.6. Resume/CV简历A resume or curriculum vitae (CV) is a document that summarizes an individual's work experience, education, and skills used for job applications.7. Interview面试An interview is a formal meeting between an employer and a job applicant to assess the candidate's suitability for a specific job.8. Background Check背景调查/调查证明A background check is a process of verifying an individual's identity, education, criminal record, and work experience.9. Orientation入职培训/新员工介绍Orientation is an activity that aims to introduce new employees to the company's culture, policies, and procedures.10. Performance Management绩效管理Performance management is the process of establishing clear expectations and objectives for employees, monitoring their progress, and providing feedback to improve performance.11. Training and Development培训和发展Training and development is an ongoing process of educating employees to enhance their skills, knowledge, and abilities to perform their job effectively.12. Benefits福利Benefits are offerings provided by an organization to employees in addition to their regular salary. It can include paid time off, health insurance, retirement plans, etc.13. Compensation薪酬Compensation is the financial rewards and benefits that an employee receives in exchange for their work.14. Performance Appraisal绩效评估Performance appraisal is a formal process of assessing employee's job performance and providing feedback to improve future performance.15. Termination解雇Termination is the process of ending employment due to voluntary resignation or termination by the employer.In conclusion, the vocabulary of human resource management is essential for effective communication in this sector. Understanding the above terms in both English and Chinese is essential in the recruitment and management of employees to achieve desired business objectives.。

人力资源管理词汇—英汉对照人力资源管理是现代企业管理中至关重要的一环，它的作用是落实公司战略并最大化组织的效益。

在人力资源管理领域中，有很多与之相关的英文术语和词汇。

下面将对一些常见的人力资源管理词汇进行英汉对照的介绍。

1. Recruitment（招聘）：It is the process of identifying and attracting potential candidates for job vacancies within an organization. 招聘是一个组织确定和吸引潜在候选人就组织内部的职位空缺的过程。

2. Selection（甄选）：This refers to the process of evaluating and choosing between candidates who have applied for a job within an organization. 甄选是对已经申请该组织工作的候选人进行评估和选择的过程。

3. Onboarding（入职）：It is the process of allowing new employees to understand the organization, its culture, and how they will fit into their new roles. 入职是让新员工了解组织、其文化以及他们将如何适应其新角色的过程。

4. Performance Management（绩效管理）：It is the process of setting goals, monitoring progress, providing feedback, and evaluating employee performance. 绩效管理是设定目标、监控进度、提供反馈和评估员工绩效的过程。

5. Training and Development（培训和发展）：It is the process of providing opportunities for employees to acquire new skills and knowledge through training programs and other development initiatives. 培训和发展是通过培训计划和其他发展计划为员工提供获取新技能和知识的机会的过程。

人力资源常用英文词（汇总）一、基础词汇1. 人力资源（Human Resources）2. 招聘（Recruitment）3. 培训（Training）4. 绩效（Performance）5. 薪酬（Compensation）6. 福利（Benefits）7. 员工关系（Employee Relations）8. 劳动合同（Labor Contract）9. 离职（Resignation）10. 晋升（Promotion）二、招聘相关词汇1. 职位描述（Job Description）2. 求职者（Applicant）3. 简历（Resume/CV）4. 面试（Interview）5. 录用（Employment）6. 入职（Onboarding）7. 试用期（Probation Period）8. 背景调查（Background Check）9. 招聘渠道（Recruitment Channel）10. 招聘预算（Recruitment Budget）三、培训与发展词汇1. 培训计划（Training Plan）2. 在职培训（OntheJob Training）3. 外部培训（OfftheJob Training）4. 培训师（Trainer）5. 培训效果评估（Training Evaluation）6. 职业发展规划（Career Development Plan）7. 能力提升（Competency Improvement）8. 岗位轮换（Job Rotation）9. 储备人才（Talent Pool）10. 人才培养（Talent Development）四、绩效管理词汇1. 绩效考核（Performance Appraisal）2. 绩效目标（Performance Objective）3. 关键绩效指标（KPI，Key Performance Indicator）4. 绩效反馈（Performance Feedback）5. 绩效改进（Performance Improvement）6. 绩效奖金（Performance Bonus）7. 绩效工资（Performance Salary）8. 绩效评估（Performance Assessment）9. 绩效管理（Performance Management）10. 绩效沟通（Performance Communication）五、薪酬福利词汇1. 基本工资（Basic Salary）2. 奖金（Bonus）3. 加班费（Overtime Pay）4. 股票期权（Stock Option）5. 社会保险（Social Insurance）6. 公积金（Provident Fund）7. 带薪年假（Paid Annual Leave）8. 病假（Sick Leave）9. 产假（Maternity Leave）10. 健康体检（Health Checkup）六、员工关系词汇1. 员工满意度（Employee Satisfaction）2. 员工关怀（Employee Care）3. 企业文化（Corporate Culture）4. 团队建设（Team Building）5. 员工活动（Employee Activity）6. 员工申诉（Employee Complaint）7. 劳资关系（Labor Relations）8. 工会（Trade Union）9. 职业道德（Professional Ethics）10. 员工激励（Employee Motivation）七、离职与退休词汇1. 离职申请（Resignation Letter）2. 离职面谈（Exit Interview）3. 工作交接（Work Handover）4. 离职证明（Employment Verification）5. 退休金（Pension）6. 退休政策（Retirement Policy）7. 离职补偿（Severance Pay）8. 裁员（Layoff）9. 解雇（Dismissal）10. 自愿离职（Voluntary Resignation）八、法律法规词汇1. 劳动法（Labor Law）2. 劳动合同法（Labor Contract Law）3. 劳动争议（Labor Dispute）4. 劳动仲裁（Labor Arbitration）5. 侵权行为（Infringement）6. 保密协议（NonDisclosure Agreement）7. 竞业限制（NonCompete Clause）8. 职业健康安全（Occupational Health and Safety）9. 反歧视（AntiDiscrimination）10. 平等就业（Equal Employment Opportunity）九、国际人力资源管理词汇1. 国际派遣（International Assignment）2. 海外员工（Expatriate）3. 跨国公司（Multinational Corporation）4. 文化适应（Cultural Adaptation）5. 国际薪酬（International Compensation）6. 全球人才管理（Global Talent Management）7. 国际劳工标准（International Labor Standards）8. 国际人力资源管理（International Human Resource Management）9. 外籍员工（Foreign Employee）10. 双语人才（Bilingual Talent）十、人力资源信息系统词汇1. 人力资源信息系统（HRIS，Human Resource Information System）2. 员工档案（Employee Record）3. 数据分析（Data Analysis）4. 在线培训系统（ELearning System）5. 人力资源规划（HR Planning）6. 自动化招聘（Automated Recruitment）7. 云计算（Cloud Computing）9. 互联网+人力资源管理（Internet Plus Human Resources Management）10. 数字化转型（Digital Transformation）十一、员工激励与认可词汇1. 激励机制（Incentive Mechanism）2. 员工认可（Employee Recognition）3. 荣誉证书（Certificate of Honor）4. 最佳员工奖（Employee of the Month）5. 成就激励（Achievement Motivation）6. 内在动机（Intrinsic Motivation）7. 外在激励（Extrinsic Motivation）8. 员工满意度调查（Employee Satisfaction Survey）9. 职业成长（Career Growth）10. 心理契约（Psychological Contract）十二、组织发展词汇1. 组织结构（Organizational Structure）2. 组织文化（Organizational Culture）3. 组织变革（Organizational Change）4. 战略规划（Strategic Planning）5. 岗位分析（Job Analysis）6. 工作流程优化（Workflow Optimization）7. 团队协作（Team Collaboration）8. 领导力发展（Leadership Development）9. 组织效能（Organizational Effectiveness）10. 企业可持续发展（Corporate Sustainability）十三、员工健康与安全词汇1. 职业健康（Occupational Health）2. 工作环境（Work Environment）3. 安全培训（Safety Training）4. 应急预案（Emergency Plan）5. 职业病预防（Occupational Disease Prevention）6. 心理健康（Mental Health）7. 健康促进（Health Promotion）8. 工伤保险（Work Injury Insurance）9. 环境健康与安全（EHS，Environmental, Health and Safety）10. 职业安全与健康管理体系（OHSMS，Occupational Healthand Safety Management System）十四、劳动市场与就业词汇1. 劳动市场（Labor Market）2. 就业率（Employment Rate）3. 失业率（Unemployment Rate）4. 人才流动（Talent Flow）5. 职业规划（Career Planning）6. 职业发展（Career Development）7. 人才竞争（Talent Competition）8. 招聘趋势（Recruitment Trend）9. 劳动力供给（Labor Supply）10. 劳动力需求（Labor Demand）通过这些词汇的补充，我们可以更全面地了解人力资源领域的各个方面，从而在实际工作中更好地运用这些知识，提升我们的专业能力和服务水平。