人力资源术语词汇表(英文)Glossary of HR terms (English)

人力资源管理专业词汇(DOC 29页)Appendix AGlossary of Human Resource Management Termsabsentees Absentees are employees who are scheduled to be at work but are not present.Accident and sickness policies Accident and sickness policies usually provide a minimum-care stipend for several weeks up to six months to help employees defray the loss of income while they are sick or recovering from an accident.accreditation Accreditation is a process of certifying the competence of a person in an area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.active listening Active listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.adverse selection Adverse selection occurs when an insurance company has a disproportionately high percentage of insureds who will make claims in the future. Adverse selection often results when people are given a chance to buy insurance without prescreening, which often means that a higher than normal proportion have a condition that is likely to cause them to be frequent claimants.affirmative action programs Affirmative action programs are detailed plans developed by employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.Age Discrimination in Employment Act of 1967 (as amended) This act prohibits discrimination on employment because of age against those who are 40 and older.American Federation of Labor and Congress of Industrial Organization(AFL-CIO) The AFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assist national unions, and to influence government policies that affect members and working people. applied research Applied research is a study of practical problems, the solutions of which will lead to improved performance.arbitration Arbitration is the submission of a dispute to a neutral third party.assessment centers Assessment centers are a standardized form of employee appraisal that relies on multiple types of evaluation and multiple raters.associate membership Associate membership in a labor organization allows people who are not employed under a union contract to affiliate with a union by paying fees and dues in return for union-supported benefits.attitude surveys Attitude surveys are systematic methods of determining what employees think about their organization. The surveys are usually done through questionnaires. Attitude survey feedback results when the information collected is reported back to the participants. This process then is usually followed by action planning to identify and resolve specific areas of employee concern. attrition Attrition is the loss of employees who leave the organization's employment.audit report The audit report is a comprehensive description of personnel activities. It includes both commendation for effective practices and recommendations for improving practices that are ineffective.audit team An audit team consists of those people who are responsible for evaluating the performance of the personnel department.authorization cards Authorization cards are forms that prospective union members sign. The cards indicate their wish to have an election to determine whether a labor organization will represent the workers in their dealings with management.autonomous work groups Autonomous work groups are teams of workers, withouta formal company-appointed leader, who decide among themselves mostdecisions traditionally handled by supervisors.autonomy Autonomy is having control over one's work.bargaining book A bargaining book is a compilation of the negotiation team's plans for collective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.bargaining committee The union bargaining committee consists of union officials and stewards who negotiate with management's representatives to determine wages, hours, and working conditions to be embodied in the labor agreement. behaviorally anchored rating scales (BARS) BARS rate employees scale that has specific behavioral examples on it to guide the rater.Behavioral modeling Behavioral modeling relies on the initiation or emulation of a desired behavior. A repetition of behavior modeling helps to develop appropriate responses in specified situations.behavior modification Behavior modification states that behavior depends on its consequences.blind ads Blind ads are want ads that do not identify the employer.bona fide occupational qualifications (BFOQ) A BFOQ occurs when an employer has a justified business reason for discriminating against a member of a protected class. The burden of proving a BFOQ generally falls on the employer. bottom-line test The bottom-line test is applied by the Equal Employment Opportunity Commission to determine if a firm's overall selection process is having an adverse impact on protected groups. Even though individual steps in the selection process might exhibit an adverse impact on a protected group, the firm will be considered in compliance if the overall process does not have an adverse effect.Boulwarism Boulwarism is a negotiation strategy developed by General Electric.Using this approach the company made its "best" offer to the union at the beginning of negotiations. Then it remained firm unless the union could find where management had erred in the calculations used to arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts.brainstorming Brainstorming is a process by which participants provide their ideas on a stated problem during a freewheeling group session.buddy system The "buddy system" of orientation exists when an experienced employee is asked to show a new worker around the job site, conduct introduction, and answer the newcomer's questions.burnout Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from substantial prolonged stress.business agent A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems with management.business unionism Business unionism describes unions that seek to improve the wages, hours, and working conditions of their members in a business like manner. (See social unionism.)buy-back Buy-backs occur when an employee who attempts to resign is convinced to stay in the employment of the organization. Normally the person is "bought back" with an offer of increased wages or salary.Cafeteria benefit programs Cafeteria benefit programs allow employees to select the fringe benefits and services that answer their individual needs.career A career is all the jobs that are held during one's working life.career counseling Career counseling assists employees in finding appropriate career goals and paths. career development Career development consists of those experiences and personal improvements that one undertakes to achieve a career plan.career goals Career goals are the future positions that one strives to reach. These goals serve as benchmarks along one's career path.career path A career path is the sequential pattern of jobs that form one's career. career planning Career planning is the process by which one selects career goals and paths to those goals.career plateau A career plateau occurs when an employee is in a position that he or she does well enough not to be demoted or fired but not well enough to be promoted.change agents Change agents are people who have the role of stimulating change within a group.checkoff A checkoff provision in a union-management labor agreement requires the employer to deduct union dues from employee paychecks and to remit those moneys to the union.Civil Rights Act of 1964 This act was passed to make various forms of discrimination illegal.closed shop A closed shop is a workplace where all employees are required to be members of the union before they are hired. These arrangements are illegal under the National Labor Relations Act.codetermination Codetermination is a form of industrial democracy first popularized in West Germany. It gives workers the right to have representatives vote on management decisions.coinsurance clause A coinsurance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured's expenses communication Communication is the transfer of information and understanding from one person to another.comparable worth Comparable worth is the idea that a job should be evaluated as to its value to the organization and then paid accordingly. Thus jobs of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two jobs were of equal value to the employer.comparative evaluation approaches Comparative evaluation approaches are a collection of different methods that compare one person's performance with that of co-workers.compensation Compensation is what employees receive in exchange for their work. Comprehensive Employment and Training Act of 1973 (CETA) CETA wasa broad-ranging act designed to provide job training, employment, andjob hunting assistance to less advantaged persons. It has since been replaced by the Job Partnership Training Act.concentration in employment Concentration exists when an employer (or some subdivision such as a department) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.)concessionary bargaining Concessionary bargaining occurs when labor management negotiations result in fewer employer-paid fringe benefits or wage concessions, such as a freeze or wage cut.conciliation agreement a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties involved. Its acceptances closes the case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) This act was signed into law in 1986. COBRA requires employers that provide group benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their coverage for a certain period of time after their coverage would otherwise terminate, with a few exceptions.constructs Constructs are substitutes for actual performance. For example, a score on a test is a construct for actual learning.contract labor Contract labor consists of people who are hired (and often trained) by an independent agency that supplies companies with needed human resources for a fee.contributory benefit plans Contributory benefit plans are fringe benefits that require both the employer and the employee to contribute to the cost of the insurance, retirement, or other employer benefit.coordinated organizing Coordinated organizing occurs when two or more unions pool their resources to organize a targeted employer or group of employees.corrective discipline Corrective discipline is an action that follows a rule infraction and seeks to discourage further infractions so that future acts are in compliance with standards.counseling Counseling is the discussion of an employee problem with the general objective of helping the worker cope with it.counseling functions Counseling functions are the activities performed by counselors. They include advice, reassurance, communication, release of emotional tension, clarified thinking, and reorientation.craft unions Craft unions are labor organizations that seek to include all workers who have a common skill, such as carpenters or plumbers.critical incident method The critical incident method requires the rater to report statements that describe extremely good or extremely bad employee behavior.These statements are called critical incidents, and they are used as examples of good or bad performance in rating the employee.Decision-making authority See line authority.deductible clause A deductible clause is a provision in an insurance policy that requires the insured to pay a specified amount of a claim before the insurer is obligated to pay.deferral jurisdictions Deferral jurisdictions are areas in the United States where the EEOC will refer a case to another (usually a state or local)agency; for example, Florida Human Relations Commission.deferred stock incentive systems These incentives award stock that becomes owned by the executive gradually over several years.delegation Delegation is the process of getting others to share a manager's work. It requires the manager to assign duties, grant authority, and create a sense of responsibility.Delphi technique The Delphi technique solicits predictions from a panel of experts about some specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on future trends emerges. demographics Demographics is the study of population characteristics.demotions Demotions occur when an employee is moved from one job to another that is lower in pay, responsibility, and organizational level.development Development represents those activities that prepare an employee for future responsibilities.Dictionary of Occupational Titles (DOT) The Dictionary of Occupational Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and industry.differential validity Differential validity is used to demonstrate that tests or other selection criteria are valid for different subgroups or protected classes.directive counseling Directive counseling is the process of listening to an employee's emotional problems, deciding with the employee what should be done, and then telling and motivating the employee to do it. (See non directive counseling.)discipline Discipline is management action to encourage compliance with the organization's standards.dismissal Dismissal is the ultimate disciplinary action because it separates the employee from the employer for a cause.disparate impact Disparate impact occurs when the results of an employer's actions have a different effect on one or more protected classes. disparate treatment Disparate treatment occurs when members of a protected class receive unequal treatment.Drug-Free Workplace Act of 1988 This legislation requires that organizations applying for federal grants certify that they will make good-faith efforts to provide a drug-free work place. dual responsibility for personnel management Since both line and staff managers are responsible for employees, production, and quality of work life, a dual responsibility for personnel management exists. due process Due process means that established rules and procedures for disciplinary action are followed and that employees have an opportunity to respond to the charges made against them.early retirement Early retirement occurs when a worker retires from an employer before the "normal" retirement age.Employee Assistance Programs (EAPs) EAPs are company-sponsored programs to help employees overcome their personal problems through direct companyassistance, counseling, or outside referral.employee handbook The employee handbook explains key benefits, policies, and general information about the employer.The Employee Polygraph Protection Act The act prohibits the use of polygraphs in private industry by forbidding any employer engaged in commerce or in the production of goods for commerce from directly or indirectly requiring, requesting, or causing any employee or prospective employee to take or submit to a lie detector test. Restrictions also cover use of information regarding results of such a test and the taking of adverse employment action against any employee who refuses, declines, or fails to take a lie detector test.Employee Retirement Income Security Act (ERISA) ERISA was passed by Congress to ensure that employer pension plans meet minimum participation, vesting, and funding requirements.employment freeze An employment freeze occurs when the organization curtails future hiring.employment function The employment function is that aspect of personnel responsible for recruiting, selecting, and hiring new workers. This function is usually handled by the employment section or employment manager of a large personnel department.employment references Employment references are evaluations of an employee's work performance. They are provided by past employers.employment tests Employment tests are devices that assess the probable match between the applicants and the job requirements.Equal Employment Act of 1972 This act strengthened the role of the Equal Employment Opportunity Commission by amending the Civil Rights Act of 1964. The 1972 law empowered the EEOC to initiate court action against non complying organizations.equal employment opportunity Equal employment opportunity means giving people a fair chance to succeed without discrimination based on factors unrelated to job performance--such as age, race, or national origin.Equal Employment Opportunity Commission (EEOC) The EEOC is the federal agency responsible for enforcing Title VII of the Civil Rights Act, as amended and other laws such as the Age Discrimination in Employequal employment opportunity laws Equal employment opportunity laws area family of federal and state acts that seek to ensure equalemployment opportunities for members of protected groups.Equal Pay Art of 1963 This act prohibits discrimination in pay because of a person's sex.ergonomics Ergonomics is the study of biotechnical relationships between the physical attributes of workers and the physical demands of the jobs. The object is to reduce physical and mental strain in order to increase productivity and quality of work life.error of central tendency The error of central tendency occurs when a rater evaluates employee performance as neither good nor poor, even when some employees perform exceptionally well or poorly. Instead, the rater rates everyone as average.evaluation interviews Evaluation interviews are performance review sessions that give employees feedback about their past Performance or about their future potential.executive order Executive orders are presidential decrees that normally apply to government contractors or managers in the executive branches of the federal government.exit interviews Exit interviews are conversations with departing employees to learn their views of the organization.expedited arbitration Expedited arbitration is an attempt to speed up the arbitration process. It may include an arrangement with the arbitrator for him or her to be available on short notice tone or two days) and to render a quick decision at the conclusion of the hearings (sometimes an oral decision is used in these cases).experience rating Experience rating is a practice whereby state unemployment offices determine an employer's unemployment compensation tax rate based on the employer's previous experience in providing stable employment.experiential learning Experiential learning means that participants learn by experiencing in the training environment the kinds of problems they face on the job.exposure Exposure means becoming known by those who decide on promotions, transfers, and other career opportunities.extrapolationpon Extrapolation involves extending past rates of change into thefacilitator A facilitator is someone who assists quality circles and the quality circle leader in identifying and solving workplace problems.factor comparison method The factor comparison method is a form of job evaluation that allocates a part of each job's wage to key factors of the job.The result is a relative evaluation of the organization's job.fair employment practices Fair employment practices are state and local laws that prohibit employer discrimination in employment against members of protected classes.Fair Labor Standards Act of 1938 (FLSA) FLSA is a comprehensive federal law affecting compensation management. It sets minimum wage, overtime pay, equal pay, child labor, and record-keeping requirements.Federal Mediation and Conciliation Service (FMCS) The FMCS was created by the Labor Management Relations Act of 1947 to help labor and management resolve negotiation impasses peacefully through mediation and conciliation without resort to a strike. The FMCS also is a course of qualified labor arbitrators.feedback Feedback is information that helps evaluate the success or failure of an action or system.field experiment A field experiment is research that allows the researchers to study employees under realistic conditions to learn how experimental and control subjects react to new programs and to other changes.field review method The field review method requires skilled representatives of the personnel department to go into the "field" and assist supervisors with their ratings. Often it is the personnel department's representative that actually fills out the evaluation form after interviewing the supervisor about employee performance.Aextime Flextime is a scheduling innovation that abolishes rigid starting and ending times for each day's work. Instead, employees are allowed to begin and end the workday at their discretion, usually within a range of hours.Aexyear Aexyear is an employee scheduling concept that allows workers to be off the job for part of the year. Employees usually work the normal work year in less than 12 months.forced choice method The forced choice method of employee performance evaluation requires the rater to choose the most descriptive statement in each pair of statements about the employee being rated.forecasts Forecasts predict the organization's future needs.four-fifths rule The four-fifths rule is a test used by the EEOC. When the electionratio of protected-class applicants is less than 80 percent (or four-fifths) of the selection ratio for majority applicants, adverse impact is assumed .fully insured workers Fully insured workers are employees who have contributed40 quarters (10 years) to social security.Functional authority Functional authority allows staff experts to make decisions in specified circumstances that are usually reserved for line managers.funded plan Funded plans require an employer to accumulate moneys in advance so that the organization's contribution plans plus interest will cover its obligation.funded retirement plans A funded retirement plan is one in which the employer sets aside sufficient money to meet the future pay out requirements.gainsharing Gainsharing matches an improvement (gain) in company performance to some distribution (sharing) of the benefits with employees.golden parachutes Golden parachutes are agreements by the company to compensate executives with bonuses and benefits if they should be displaced by a merger or acquisition.grapevine communication Grapevine communication is an informal system that arises spontaneously from the social interaction of people in the organization. grievance procedure A grievance procedure is a multistep process that the employer and union jointly use to resolve disputes that arise under the terms of the labor agreement.Griggs v. Duke Power Company (1971) The U.S. Supreme Court case held that when an employment criterion disproportionately discriminates against a protected class, the employer is required to show how the criterion is job related. guaranteed annual wage A guaranteed annual wage assures workers of receiving a minimum amount of work or pay during the course of a year.halo effect The halo effect is a bias that occurs when a rater allows some information to disproportionately prejudice the final evaluation. harassment Harassment occurs when a member of an organization treats an employee in a disparate manner because of the worker's sex, race, religion, age, or other protected classification.health maintenance organizations (HMOs) HMOs are a form of health insurance whereby the insurer provides the professional staff and facilities needed to treattheir insured policyholders for a predetermined monthly fee.hot-stove rule The hot-stove rule states that disciplinary actions should have the same characteristics as the penalty a person receives from touching a hot stove.That is, the discipline should be with warning, immediate, consistent, and impersonal.house organs A house organ is any regularly published organizational magazine, newspaper, or bulletin directed to employees.human resource forecasts Human resource forecasts predict the organization's future demand for employees.human resource planning Human resource planning systematically forecasts an organization's future supply, and demand for, employees.human resources Human resources are the people who are ready, willing, and able to contribute to organizational goals.Immigration Reform and Control Act of 1986 Employers are required to screen out unauthorized aliens. The act requires an employment verification systems, a good faith effort, and specified record-keeping procedures.imminent danger An imminent danger is a situation that is likely to lead to death or serious injury if allowed to continue.incentive systems Incentive systems link compensation and performance by paying employees for actual results, not for seniority or hours worked.indexation Indexation is a method of estimating future employment needs by matching employment growth with some index, such as sales growth.industrial democracy Industrial democracy refers to giving employees a larger voice in making the work-related decisions that affect them.industrial unions Industrial unions are labor organizations that seek to include all of an employer's eligible workers regardless of whether they are skilled, semiskilled, or unskilled.in-house complaint procedures In-house complaint procedures are organizationally developed methods for employees to register their complaints about various aspects of the organization.job analysis Job analysis systematically collects, evaluates, and organizes information about jobs.job analysis schedule Job analysis schedules are checklists or questionnaires that seek to collect information about jobs in a uniform manner. (They are also called job analysis questionnaires.)job banks Job banks exist in state employment offices. They are used to match applicants with job openings.job code A job code uses numbers, letters, or both to provide a quick summary of the job and its content.job description A job description is a written statement that explains the duties, working conditions, and other aspects of a specified job.job enlargement Job enlargement means adding more tasks to a job in order to increase the job cycle.job enrichment Job enrichment means adding more responsibilities, autonomy, and control to a job.job evaluations Job evaluations are systematic procedures to determine the relative worth of jobs.job families Job families are groups of different jobs that require similar skills.Job-Flo Job-Flo is a monthly report of frequently listed openings from job banks throughout the country.job grading Job grading is a form of job evaluation that assigns jobs to predetermined classifications according to the job's relative worth to the organization. This technique is also called the job classification method.Jobholder reports Jobholder reports are reports to employees about the firm's economic performance.Job Information Service The Job Information Service is a feature of state employment security agencies that enables job seekers to review job bank listings in their efforts to find employment.job instruction training Job instruction training is training received directly on the job. It is also called on-the-job-training.job performance standards Job performance standards are the work requirements that are expected from an employee on a particular job.job posting Job posting informs employees of unfilled job openings and the qualifications for these jobs.。

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)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)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:(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)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 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)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)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)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)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)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)部门名称1.Personnel Department 人事部2.Human Resource Department 人力资源部3.Sales Department 营销部4.Product Development Department 产品开发部5. Public Relations Department 公关部6.Marketing Department 市场部7.Finance Department 财会部8.Purchasing（Procurement） Department采购部9.After-sale Service Department 售后服务部10.Quality Control Department 品管部职位名称1. Chairman of the Board 董事长2. President （Am E.）总裁3. Executive Vice-President 执行副总裁4. Managing Director 行政董事5. Executive Manager，General Manager 总经理6. Deputy General Manager 副总经理7. Section Manager 部门经理，科长8. Sales Manager 销售部经理9. Assistant Manager 助理经理（副经理）10. Manager 主任11. Sales Representative 销售代表12. Supervisor 总管13. executive 高中级管理人员14. clerk 职员PS:Accounting Assistant 会计助理Accounting Clerk 记帐员Accounting Manager 会计部经理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 航空公司定座员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 计算机资料输入员Computer Engineer 计算机工程师Computer Processing Operator 计算机处理操作员Computer System 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Engineering Technician 工程技术员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Import 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 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Marketing Assistant 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Mining 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Promotional 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 招聘协调人Regional Manger 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 销售协调人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ervice 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Telephonist/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。

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。

英汉人力资源管理核心词汇16PF 卡特尔16种人格因素测试360-degree appraisal 360度评估360-degree feedback 360度反馈7S 7S原则/模型New 7S 新7S原则/模型80/20 principle 80/20 法则AAR-After Action Review 行动后学习机制Ability Test 能力测试Ability of Manager 管理者的能力Absence Management 缺勤管理Absence rate 缺勤率Absent with leave 因故缺勤（被）许可缺勤Absent without Leave 无故缺勤擅离职守Absenteeism 缺勤Accelerating Premium 累进奖金制Accident Frequency 事故频率Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失Accident Prevention 事故预防Accident Proneness 事故（频发）倾向Accident Severity 事故严重程度Accident Severity Rate 事故严重率Accident Work Injury 工伤事故Achievement Need 成就需求Achievement Test 成就测试Action Learning 行动（为）学习法Action Research 行动研究Active Practice 自动实习Adjourning 解散期解散阶段Administer 管理者Administrative Level 管理层次Administrative Line 直线式管理ADR-Alternative Dispute Resolution建设性争议解决方法Adventure learning 探险学习法Adverse Impact 负面影响Advertisement Recruiting 广告招聘Affective Commitment 情感认同Affiliation Need 归属需求Affirmative Action 反优先雇佣行动Age Composition 年龄结构Age Discrimination 年龄歧视Age Retirement 因龄退休Agreement Content 协议内容ALIEDIM 费茨帕特里克出勤管理模型Allowance 津贴Alternative Ranking Method 交替排序法Amoeba Management 变形虫式管理Analytic Approach 分析法Annual Bonus 年终分红Annual Leave 年假Annuity/Pension 退休金Applicant-Initiated Recruitment 自荐式招聘Application Blank 申请表Appraisal Feedback 考评反馈Appraisal Interview 考评面谈Appraisal Standardization 考评标准化Appraiser Training 考评者培训Apprenticeship Training 学徒式培训Arbitration/Mediation 仲裁Assessment Center 评价中心ATS-Applicant Tracking System 求职跟踪系统Attendance 考勤Attendance Incentive Plan 参与式激励计划Attendance Rate 出勤率Attitude Survey 态度调查Attribution Theory 归因理论Audiovisual Instruction 视听教学Authority 职权Availability Analysis 可获性分析Availability Forecast 供给预测Background Investigation 背景调查Balance-Sheet Approach 决算表平衡法Bargaining Issue 谈判问题BARS-Behaviorally Anchored Rating Scale Method 行为锚定等级法Basic Skill 基础技能Behavior Modeling 行为模拟Behavior Modification 行为矫正疗法Behavioral Description Interview 工作方式介绍面试Behavioral Rating 工作方式考核法BEI-behavior event interview 行为事件访谈法Benchmark Job 基准职位Benchmarking Management 标杆管理Benefit Plan 福利计划Benefit/Welfare 福利BFOQ-Bona Fide Occupational Qualification 实际职业资格Biological Approach 生物型工作设计法Board Interview 会议型面试BOS-Behavior Observation Scale 行为观察量表Borter-Lawler's theory of Expectency 波特—劳勒期望激励理论Bottom-Line Concept 底线概念Boundaryless Organizational Structure 无疆界组织结构Bounded Rationality 有限理性Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-balanced scorecard 平衡计分卡Burnout 精力耗尽Business Necessity 经营上的必要性Cafeteria-Style Benefit 自助式福利CAI-Computer-assisted Instruction 电脑辅助指导Campus Recruiting 校园招聘Candidate-Order Error 侯选人次序错误Career Anchors 职业锚/职业动机Career Counseling 职业咨询Career Curve 职业曲线Career Cycle 职业周期Career Development Method 职业发展方法Career Path 职业途径Career Path Information 职业途径信息Career Planning 职业规划career plateau 职业高原Career Stage 职业阶段Career Training 专业训练职业训练Career-Long Employment 终身雇佣制Case Studay Training Method 案例研究培训法CBT-Computer Based Training 以计算机为载体的培训Central Tendency 居中趋势CIPP-Context,Input,Process,Product CIPP 评估模型CIRO-Context Evaluation,Input Valuation,Reaction Evaluation,Output Evaluation CIRO培训评估模式CIT-Critical Incident Technique 关键事件技术Classification Method 分类法Classroom Training 课堂培训Closed Shop 闭门企业CMI-Computer-managed Instruction 电脑管理指导Coaching 辅导教练Co-Determination 共同决策制Coercive Power 强制权力Cognitive Aptitude Test 认知能力测试Cohesiveness 凝聚力Colleague Appraisal 同事考评Collective Bargaining 劳资谈判Comparable Worth 可比价值Comparative Appraisal Method 比较评估法Compensable Factor 报酬要素Compensation & Benefit 薪酬福利Compensation Committee 报酬委员会Compensatory Time Off 补假Competence-Based Interview 基于能力的面试Competency Assessment 能力评估Competency 胜任特征Competency Model 胜任特征模型Competency-Based Education and Training 能力本位教育与训练Competency-Based Pay/Skill-Based Pay 技能工资Complex 情结Compressed Workweek 压缩工作周Compulsory Binding Arbitration 强制性仲裁Computerized Career Progression System 电脑化职业生涯行进系统Computerized Forecast 电脑化预测Conceptual Skill 概念性技能Conciliation 调解Concurrent Validity 同期正当性Conference Method 会议方法Conflict 冲突Conflict Management 冲突管理Construct Validity 结构效度Constructive Discharge 事实上的解雇Content Validity 内容效度Contractual Right 契约性权利Contrast Error 比较性错误Contributory Plan 须付费的退休金计划Coordination Training 合作培训Copayment 共同付费Core Competency 核心竞争力Core Value 核心价值观Core Worker 核心员工Core Workforce 核心工作团队Corporate Culture 企业文化Corporate Identity 企业识别Corporate Image 企业形象Correlation Analysis 相关分析Cost Per Hire 单位招聘成本Criterion-Related Validity 标准关联效度Critical Job Dimension 关键性工作因子Cross-Functional Training 跨功能训练Cross-Training 岗位轮换培训Culture Shock 文化冲突Cumulative Trauma Disorder 累积性工伤Cutoff Score 录用分数线Cyclical Variation 循环变动Decertification 取消认可Defined Benefit Plan 固定收益制Delphi Analysis 德尔菲分析Deutero Learning 再学习Differential Piece Rate 差额计件工资Dimission 离职Dimission Interview 离职面谈Dimission Rate 离职率Disciplinary Action 纪律处分Discriminant Analysis 判别分析dismissal reason 解雇理由disparate impact 差别性影响disparate treatment 差别性对待distribute bonus/profit sharing 分红distributive bargaining 分配式谈判distributive justice 分配公正diversity management 多样性管理diversity training 多样化培训division structure 事业部结构Double-Loop Learning 双环学习Downsizing 裁员DTL-Decision Tree Induction 决策树归纳法Dual Career Path 双重职业途径dust hazard 粉尘危害EAP-Employee Assistance Program 员工帮助计划Early Retirement 提前退休Early Retirement Factor 提前退休因素Early Retirement Window 提前退休窗口Earnings 薪资Economic Strike 经济罢工Education 学历Education Subsidy 教育津贴EEO-Equal Employment Opportunity 公平就业机会EEOC-Equal Employment Opportunity Commission 公平就业机会委员会Effect Factors of Career Planning 职业规划影响因素Effect Factors of Development 开发影响因素Effective Coaching Technique 有效的训练方法Effective Working Hour 有效工时Efficiency of Labor 劳动效率Efficiency Wage 效率工资Ego-Involvement 自我投入E-Learning 网络化学习Election Campaign 选举活动Electronic Meeting 电子会议Emotional Appeal 感召力Employee Attitude Surveys 员工态度调查Employee Career Management 员工职业生涯管理Employee Consultation Services 员工咨询服务Employee Equity 员工公平Employee Leasing 员工租借Employee Involvement 员工参与Employee Manual 员工手册Employee Orientation 员工向导Employee Ownership 员工所有制Employee Polygraph Protection Act 《雇员测谎保护法案》[美]Employee Potential 员工潜能Employee Referral 在职员工推荐Employee Retirement Income Security Act 《职工退休收入保障法》[美]Employee Safety and Health 员工安全和健康Employee Security 员工安全Employee Security Measures 员工安全措施Employee Self-Service 员工自助服务Employee Services Benefits 员工服务福利Employee Skill 员工技能Employee Stock Ownership Trust 企业员工持股信托Employee Surplus 员工过剩Employee Survey 员工测评Employee Training Method 员工培训方法Employee Turnover 员工流动Employee Turnover Rate 员工流动率Employee Under Training 受训员工Employee-Centered Job Redesign 以员工为中心的工作再设计Employees Bonus 雇员红利Employer Unfair Labor Practices 雇主不当劳动行为Employment 雇用Employment Agency 职业介绍所Employment Application Form 应聘申请表Employment at will 自由就业Employment Consultant 招聘顾问Employment Contract Renewal 雇用合同续签Employment Diseases 职业病Employment History 工作经历Employment Objective 应聘职位Employment Offer/Enrollment 录用Employment Relationship 员工关系Employment Separation Certificate 离职证明书Empowerment 激励自主Entitlement 授权法EQ-Emotional Quotient 情感智商EPA-Equal Pay Act 《平等工资法案》Equal Pay For Equal Work 同工同酬Equity Theory 公平理论E-Recruit 网络招聘ERG theory ERG 理论ERM-Employee Relationship Management 员工关系管理ERP-Enterprise Resource Planning 企业资源计划ESOP-Employee Stock Ownership Plan 员工持股计划Essay Method 叙述法ETS-Environmental Tobacco Smoke 工作场所吸烟问题E-Survey 电子调查Evaluation Criterion 评价标准Excellent Leader 优秀领导Executive Ability 执行力Executive Compensation 管理层薪资水平Executive Development Program 主管发展计划Executive Director 执行董事Executive Management 行政管理Executive Marketing Director 市场执行总监Executive Recruiters 高级猎头公司Executive Salaries 管理层工资Exempt Employee 豁免员工Exit Interview 离职面谈Expectancy Theory 期望理论Expectation 期望值Expected Salary 期望薪水Experimental Method 实验法Experimental Research 试验调查Expiry of Employment 雇用期满Exploit of HR 人力资源开发External Costs 外部成本External Employment 外部招聘External Environment of HR 人力资源外部环境External Equity 外部公平External Labor Supply 外部劳力供应External Recruiting Sources 外部招聘来源External Recruitment Environment 外部招聘环境Extra Work 加班Extrinsic Rewards 外部奖励Face Validity 表面效度Factor Comparison Method 因素比较法Fair Labor Standards Act 《公平劳动标准法案》Family and Medical Leave Act 《家庭和医疗假期条例》[美]Fiedler Contingency Model 费德勒的权变模型First Impression Effect 初次印象效应Five-Day Workweek 每周五天工作制Fixed Term Appointment 固定期聘用Fixed Term Contract 固定任期合同Fixed Term Staff 固定期合同工FJA-Functional Job Analysis 功能性工作分析法Flat Organizational Structure 扁平化组织结构Flex Place 弹性工作地点Flex Plan 弹性工作计划flex time 弹性工作时间Flexible Benefits Program 弹性福利计划Forced Distribution Method 强制分配法Forced-Choice Method 强迫性选择法Formal Organization 正式组织Front-Line Manager 基层管理人员Full-Time 全职Function 职能Function of HRM 人力资源管理职能Functional Conflict Theory 冲突功能理论Functional Department 职能部门Funeral Leave 丧假Fundamental Attribution Error 基本归因误差Gain-Sharing Plan 收益分享计划Gang Boss 领班/小组长Gantt Charts 甘特图GATB-General Aptitude Test Battery 普通能力倾向成套测验General Union 总工会Given Role Playing 角色定位演示法Glass Ceiling 玻璃天花板Goal Conflict 目标冲突GOJA-Guidelines Oriented Job Analysis 指导性工作分析Golden Handshake 黄金握别Golden Parachute 黄金降落伞Graphic Rating Scale 图尺度评价法Grievance Mediation 抱怨调解Grievance Procedure 抱怨程序Gross Pay/Total Payroll 工资总额Group Appraisal 团体/小组奖金Group Congeniality/Cohesiveness 群体凝集力Group Life Insurance 团体人寿保险Group Pension Plan 团体退休金计划Group Piece Work 集体计件制Guaranteed Employment Offer 雇用信H•C•Gantt Premium System 甘特奖励工资制H•Emerson Premium System 艾末生奖励工资制Halo Effect 晕轮效应Halseys Premium System 哈尔赛奖励工资制Handwriting Analysis 笔迹分析法Headhunting 猎头Health Insurance 健康保险H-Form/Holding Company H型结构Hierarchy of Needs Theory 需要层次理论High Performance Organization 高绩效组织High-Performance Work System 高绩效工作系统HMO-Health Maintenance Organization 健康维护组织Holiday Pay 假日薪水Home/Family Leave 探亲假Horizontal Career Path 横向职业途径Hot Stove Rule 热炉规则Housing/Rental Allowance 住房补贴HR Generalist 人力资源通才HR Information System 人力资源信息系统HR Manager 人力资源经理HR Officer 人力资源主任HR Policy 人力资源政策HRCI-Human Resource Certification Institute 人力资源认证机构HRD Appraisal 人力资源开发评价HRD Intermediary 人力资源开发媒介HRD Process 人力资源开发过程HRD-Human Resource Development 人力资源开发HRM-Human Resource Management 人力资源管理HRP-Human Resource Planning 人力资源规划Human Relations Movement 人际关系运动Hygiene Factor 保健因素Hypnosis 催眠Ill-Health Retirement 病退In-Basket Training 篮中训练Incentive Compensation/RewardPayment/Premium 奖金Incentive Plan 激励计划Incentive-Suggestion System 奖励建议制度Incident Process 事件处理法Independent Contractor 合同工Indirect Financial Compensation 间接经济报酬Individual Incentive Plan 个人奖金方案Individual Income Tax 个人所得税Individual Interview 个别谈话Individual Retirement Account 个人退休账户Industrial Injury Compensation 工伤补偿Industrial Union 产业工会Informal Communication 非正式沟通Informal Organization 非正式组织In-House Training 在公司内的培训Initial Interview 初试Insurance Benefit 保险福利Internal Environment of HR 人力资源内部环境Internal Equity 内部公平Internal Growth Strategy 内部成长战略Internal Job Posting 内部职位公开招聘Internal Recruitment 内部招聘Internal Recruitment Environment 内部招聘环境Interpersonal Skill 人际交往能力Interview Appraisal 面谈考评Interview Content 面试内容Interview Method 访谈法Interview Objective 面试目标Interview Planning List 面试计划表Intrinsic Reward 内在奖励Jack Welch's Management 韦尔奇式管理JAS-Job Analysis Schedule 工作分析计划表Job 工作、职业Job Account 工作统计Job Action 变相罢工(如怠工、放慢速度等) Job Aid 工作辅助Job Assignment 工作分配Job Analysis 工作分析Job Analysis Formula 工作分析公式Job Analysis Methods 工作分析方法Job Analysis Information 工作分析信息Job Analysis Process 工作分析流程JAP-Job Analysis Program 工作分析程序法Job Attitude 工作态度Job Bidding 竞争上岗Job Card 工作单Job Characteristic 工作因素Job Characteristics Model 工作特性模式Job Classification 职位分类Job Clinic 职业问题咨询所Job Code 工作编号，职位编号Job Context 工作背景Job Description 职位描述，工作说明Job Design 工作设计Job Enlargement 工作扩大化Job Enrichment 工作丰富化Job Evaluation 工作评估Job-Family 工作群Job Identification 工作识别Job Involvement 工作投入Job Inventory 工作测量表Job Knowledge Test 业务知识测试Job Morale 工作情绪Job Performance 工作表现Job Plan 工作计划Job Posting 公开招聘Job Pricing 工作定价Job Qualification and Restriction 工作任职条件和资格Job Redesign 工作再设计Job Rotation 工作轮换Job Satisfaction 工作满意度Job Security 工作安全感Job Scope 工作范围Job Sharing 临时性工作分担Job Specialization 工作专业化Job Specification 工作要求细则Job Standard 工作标准Job Stress 工作压力Job Surrounding 工作环境Job Time Card 工作时间卡Job Vacancy 职业空缺，岗位空缺Job-hop 跳槽频繁者Job-posting system 工作告示系统JTPA-Job Training Partnership Act 《职业培训协作法》J•S•Adams Equity Theory 亚当斯的公平理论Junior Board 初级董事会Johari Window 约哈瑞窗户Just Cause 正当理由Karoshi 过劳死Keogh Plan 基欧计划KPI-key Process Indication 企业关键业绩指标Kirkpatrick's Four-level Model of Evaluation 四阶层评估模型Knowledge Database 知识数据库Knowledge Management 知识管理KSA－knowledge ,skill, attitude 知识，技能，态度Labor Clause 劳工协议条款Labor Condition 劳动条件Labor Contract 劳动合同，雇佣合同Labor Contract Renewal 劳动合同续签Labor Cost 劳动成本Labor Demand Forecast 劳动力需求预测Labor Discipline 劳动纪律Labor Dispute 劳动纠纷Labor Exchange/Employment Agency 职业介绍所Labor Handbook 劳动手册Labor Insurance 劳保Labor Laws 劳动法Labor Management Relations Act 《劳动关系法》Labor Market 劳动力市场Labor Protection 劳动保护Labor Rate Variance 工资率差异Labor Redundance 劳动力过剩Labor Relation 劳动关系Labor Relation Consultant 劳工关系顾问Labor Relations Process 劳工关系进程Labor Reserve劳动力储备Labor Shortage劳动力短缺Labor Stability Index人力稳定指数Labor Wastage Index 人力耗损指数Labor/Trade Union 工会Labor/Working Hour 人工工时Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维Layoff 临时解雇Layoff Process 临时解雇程序Leader Attach Training 领导者匹配训练Leaderless Group Discussion 无领导小组讨论法Leader-Member Exchange Theory 领导者-成员交换理论Leader-Member Relation 上下级关系Leader-Participation Model 领导参与模式Leadership 领导能力Learning Curve 学习曲线Learning Organization 学习型组织Learning Performance Test 学习绩效测试Legitimate Power 合法权力Level-to-Level Administration 分级管理Life Cycle Theory of Leadership 领导生命周期理论Life Insurance 人寿保险Likes and Dislikes Survey 好恶调查表Limitation Factors of PA 考评的限制因素Line Manager 直线经理Line Authority 直线职权Line-Staff Relationship 直线参谋关系Line Structure 直线结构Loaned Personnel 借调人员Lockout 停工闭厂Locus of Control 内外控倾向Long Term Trend 长期趋势Long-Distance Education 远程教育Long-Range Strategy 长期策略Long-Term Contract 长期合同Lower Management 基层管理Lower-Order Need 低层次需求Lump Sum Bonus/Pay Incentive 绩效奖金Lump-Sum Merit Program 一次性总付绩效报酬计划Managed Care 有控制的医疗保健Management As Porpoise 海豚式管理Management Assessment Center 管理评价中心Management by Walking About 走动管理Management Development 管理层开发Management Development of IBM IBM的管理层开发Management of Human Resource Development 人力资源开发管理Management Psychology 管理心理学Management Right 管理权Management Risk 管理风险Management Tool 管理工具Management Training 管理培训Managerial Art 管理艺术Managerial Authority 管理权威Managerial Function 管理职能Managerial Grid Theory 管理方格理论Mandated Benefit 强制性福利Mandatory Bargaining Issue 强制性谈判项目Marital Status 婚姻状况Market Price 市场工资Markov Analysis 马尔可夫分析过程Marriage Leave 婚假Massed Practice 集中练习集中学习Matrix Structure 矩阵结构MBO-Management By Objective 目标管理MBTI-Myers-Briggs Type Indicator 迈尔斯—布里格个性类型测量表Mc-Clelland's Theory of Needs 麦克里兰需要理论McDonnell-Douglas Test 麦当纳道格拉斯法Mechanistic Approach 机械型工作设计法Mediator/Negotiator 调解人Medical Insurance 医疗保险Medical/Physical Ability Inspection/Physical Ability Test 体检Membership Group 实属群体Mental Ability Test 逻辑思维测试Mentor 指导者Mentoring 辅导制Mentoring Function 指导功能Merit Pay 绩效工资Merit Raise 绩效加薪Metrics-Driven Staffing Model 标准驱动招聘模式Mid-Career Crisis Sub Stage 中期职业危机阶段Minimum Wage 最低工资Mission Installation Allowance 出差津贴Mixed-Standard Scale Method 多重标准尺度法Motivation 激励Motivational Approach 激励型工作设计法Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-hygiene Theory 激励保健论MPS-Motivating Potential Score 激励潜能分数Multidivisional Structure M型结构Multimedia Technology 多媒体技术Multiple Cutoff Model 多切点模式Multiple Hurdle Model 跨栏模式National Culture 民族文化National Union (国家)总工会Needs Assessment 需求评估Negligent Hiring 随意雇佣Nepotism 裙带关系Network Career Path 网状职业途径Networking 网络化（组织）NGT-Nominal Group Technique 群体决策法No Financial Compensation 非经济报酬Noncontributory Plan 非付费退休金计划Nondirective Interview 非定向面试Nondiscrimination Rule 非歧视性原则Nonexempt Employee 非豁免的员工Nonverbal Communication 非言语沟通No-Pay Study Leave 无薪进修假期Normal Retirement 正常退休Normative Analysis 规范分析法No-Smoking Rule 禁烟规定object teaching 实物教学,直观教学observation method 观察法occupational choice 职业选择occupational disease 职业病occupational environment 职业环境occupational guidance 职业指导,就业指导Occupational Health &Safety Training 职业安全与卫生培训occupational market condition 职业市场状况occupational mobility 职业流动性occupational outlook handbook 职业展望手册offer letter 录用通知书off-the-job training 脱产培训Ombudsperson 督察专员OMS-Occupational Measurement System 职业测定系统on boarding training 入职培训on-the-job training 在职培训open-door policy 门户开放政策opinion survey 意见调查organization 组织organization change and development 组织变革与发展organization character 组织特征organization design 组织设计organization development appraisal 组织发展评价organization development method 组织发展方法organization environment 组织环境organization goal 组织目标organization renewal 组织革新organization size 组织规模organization structure 组织结构organizational analysis 组织分析organizational authority 组织职权organizational career planning 组织职业规划organizational citizenship behavior 组织公民行为organizational climate 组织气候organizational commitment 组织认同感organizational diagnosis 组织诊断organizational function 组织职能organizational level 组织层次organizational merger 组织合并organizational orientation 组织定位organizational/job stress 组织/工作压力organization-centered career planning 以企业为中心的职业计划organized administration 组织管理orientation 岗前培训orientation objective 岗前培训目标orientation period 岗前培训阶段OSHA standard 美国职业安全与健康局/职业安全与健康法案标准out placement 岗外安置oversea assignment 海外工作overtime hour 加班工时overtime wage 加班工资overtime work 加班paired comparison method 配对比较法panel/group interview 小组面试PA-Performance Analysis 绩效分析Parkinson's Law 帕金森定律participant diary 现场工人日记participative management 参与式管理part-time job 兼职PAS-Performance Appraisal 绩效评估体系pattern bargaining 模式谈判patterned behavior description interview 模式化行为描述面试pay calculation 工资结算pay card 工资卡pay cheque/employee paycheck 工资支票pay compression 压缩工资Pay day 发薪日pay equity 报酬公平pay freeze 工资冻结pay grade 工资等级pay period 工资结算周期pay range 工资幅度pay rate 工资率pay rate adjustment 工资率调整pay secrecy 工资保密pay slip/envelop 工资单pay survey 薪酬调查pay/salary rate standard 工资率标准payroll system 工资管理系统Payroll tax 工资所得税payroll/wage analysis 工资分析payroll/wage form 工资形式payroll/wage fund 工资基金pension plan 退休金计划pension/retirement benefit 退休福利people-first value "以人为本"的价值观perceptual-motor approach 知觉运动型工作设计法performance appraisal 绩效评估performance appraisal interview 绩效评估面谈performance appraisal objective 绩效评估目标performance appraisal period 考评期performance appraisal principle 绩效评估原则performance feedback 绩效反馈performance management system 绩效管理制度performance standard 绩效标准performance-reward relationship 绩效与报酬关系periodic salary adjustment 定期薪资调整permissive management 放任式管理personal character 个人性格,个性personal grievance 个人抱怨personal information record 人事档案personal leave 事假personality test 个性测试Personality-Job Fit Theory 性格与工作搭配理论personnel selection 选拔personnel test 人格测验品格测验Peter M. Senge's Theory of Learning Organization 彼德•圣吉的学习型组织理论physiological need 生理需要piece-rate system 计件工资制pink slip 解雇通知point method 因素计点法polygraph test 测谎测试position analysis questionnaire 职位分析问卷法position description 职位描述position vacant 招聘职位positional level 职位层次positional title 职称post wage system 岗位工资制power distance 权力距离practice 实习predictive validity 预测效度premium plan/incentive system/reward system 奖金制pre-natal/maternity leave 产假prescribed group 正式群体primary welfare 基本福利privacy right 隐私权prize contest 奖励竞争probationary term/probation period 试用期problem-solving team 问题解决团队procedural justice 过程正义process benchmarking 流程标杆管理professional certificate 职业资格证书professional competence/capacity 专业能力professional ethics 职业道德professional examination 专业考试professional liability insurance 职业责任保险professional manager 职业经理人profit-sharing plan 利润分享计划programmed instruction 程序教学projective personality test 人格投射测试promote/demote 晋升/降职protected group 受保护群体psychic reward 精神奖励psychoanalysis 心理分析psychological characteristic/feature 心理特征psychological contract 心理/精神契约psychological factor 心理因素psychological goal 心理目标psychological phenomenon 心理现象psychological test/psychometry 心理测验心理测试psychomotor abilities test 运动神经能力测试quality circles 质量圈quantity of applicant 侯选人数量questionnaire method 问卷调查法quit rate 离职率Race Discrimination 种族歧视Ranking Method 排序法Rater Bias 评估偏差Rating Certificate 等级证书Ratio Analysis 比率分析法Realistic Job Preview 实际岗位演习Reality Shock 现实冲击Reallocate 重新安排重新分配Recommend 员工推荐Recreation Leave Allowance 休假津贴Recreation/Sabbatical Leave 休假Recruiter 招聘人员Recruitment 招聘Recruitment Ditch 招聘渠道Recruitment Examination 招聘考试Recruitment Method 招聘方法Recruitment Optional Program 招聘备择方案Recruitment Task Guide 招募工作指导Red-Circled Employee 红圈员工Reducing Accident 减少事故Reducing Burnout 减少衰竭Reengineering the Corporation 企业再造Reference Check 个人证明材料检查Refusing Applicant 拒绝求职者Regency Effect 近因性错误Regression Analysis 回归分析Regular Earning/Pay/Wage 固定工资Regular Incentive 常规奖励Rehiring 回聘Reinforcement Theory 强化理论Reliability Evaluation 信度评估Renege 违约Replacement Cost 重置成本Requirement Identification 需求识别Requisite Task Attributes Theory 必要任务属性理论Resignation 辞职Resume 简历Resume Inventory 简历数据库Resumption from Leave 销假Retiree System 退休制度Retirement 退休Retirement Age 退休年龄Retirement Fund 退休基金Return of Talent 人才回流Rewarding by Merit/Pay According to Work 业绩报酬Right to Rest and Leisure 休息权Risk Pay Planning 风险工资计划Rokeach Values Survey 罗克奇价值观调查表Role Ambiguity 角色模糊Role Behavior 角色行为Role Conflict 角色冲突Role Playing 角色扮演Roles of HRM 人力资源管理角色Roll-Down Training 自上而下分级培训法Safety Director 安全负责人Safety Inspection 安全检验Safety Measure 安全措施Safety Program 安全方案Safety Training 安全培训Salary Administration 薪水管理Salary Band/Range 薪水范围Salary Survey 薪资调查Satisficing Decision Model 满意决策模型Scanlon Plan 斯坎伦计划Scatter Plot 散点分析Selection 选拔Selection Criteria 选拔准则Selection Decision 选拔决策Self-Actualization Need 自我实现需要Self-Assessment 自我评价Self-Assessment Tool 自我评估工具Self-Efficacy 自我效能Self-Managed Work Team 自我管理工作团队Self-Perception Theory 自我知觉理论Self-Serving Bias 自我服务偏差Seniority 资历Sensitivity Training 人际敏感性训练Serialized /Sequential Interview 系列式面试Severance Pay 告别费Sexual Discrimination 性别歧视Sexual Harassment 性骚扰Shift Differential 值班津贴Short-Term Contract 短期合同Silver Handshake 银色握手Simulation Exercise 模拟练习Single-Loop Learning 单环学习Situational Interview 情景面试Situational Leadership Theory 情境领导理论Skill Inventory 技能量表Skip-Level Interview 越级谈话SMART SMART分析法Social Security 社会保障Special Purpose Team 特殊目的团队Special Training 特别训练Specialized Course 专门课程Spot Bonus 即时奖金Stabilization Sub Stage 稳定阶段Staff Authority 参谋职权Standard Labor Cost 标准人工成本Standard Wage Rate 标准工资率Statutory Holidays 法定假期Statutory Right 法定权利Stock Option 持股权Straight Piece-Rate System 直接计件工资制Strategic HRD 战略性人力资源开发Strategic HRM 战略性人力资源管理Strength/Weakness Balance Sheet 强/弱平衡表Stress 压力Stress Interview 压力面试Stress Source 压力来源Strictness/Leniency Tendency 偏松或偏紧倾向Strike 罢工Structure Employment 结构性就业Structured Interview 结构化面试Subculture 亚文化Subordinate Appraisal 下级考评Succession Planning System 接班人规划系统Suggestion System 建议制度Superordinate Appraisal 上级考评Supplement Pay 补充报酬Supplemental Unemployment Benefit 补充性失业福利Survey Feedback 调查反馈Survival Rate 留任率SWOT SWOT分析法Sympathy Strike 同情罢工Synectics 综摄法分合法System Structure 系统结构Systematic Training Model 分类训练模式Systemic Thinking 系统性思考Talent 人才TA-Transactional Analysis 人际关系心理分析（交互作用分析）TAT-Thematic Apperception Test 主题统觉测试Tax Equalization Plan 税负平衡计划Teaching 讲授法Team Building 团队建设Team Spirit 协作精神Team/Group Incentive Plan 团队激励计划Telecommuting Job 远距离工作Termination at Will 随意解雇Test Reliability 测试信度Test Validity 测试效度The Allport-Vernon-Lindzey Study of Values 奥波特-凡农-林德赛的价值观研究The Trade Union Law of the People's Republic of China《中华人民共和国工会法》Theory X X理论Theory Y Y理论Time Management 时间管理Timework Work 计时工作TM-Transcendental Meditation 超自然冥想Traditional Career Path 传统职业途径Trainer 培训师Training 培训Training &Development Manager 培训经理Training Administration 培训管理Training Design 培训设计Training Function 培训职能Training Item 培训项目Training Needs Analysis 培训需求分析Training Outcome 培训结果Training Plan 培训计划Training Specialist 培训专员Transfer 调动Travel Allowance 旅行津贴Traveling Expenses Standard 差旅费标准Treatment 待遇Trend Analysis 趋势分析Turnover 人事变动Unclear PA Standard 不明确的绩效评估标准Undue Hardship 过度重负Unemployment 失业Unemployment Compensation 失业津贴Unemployment Insurance 失业保险Unemployment Rate 失业率Union Authorization Card 工会授权卡Union Steward/Delegate 工会代表Union-Free Policy 无工会政策Unit Labor Cost 单位劳动成本Unitary Structure U型结构（一元结构）Unregistered Employment 隐性就业Unsafe act 不安全行为Unsafe Condition 不安全条件Unstructured Interview 非结构化面试Vacation 假期Value-Based Hiring 价值观为基础的雇佣Variable Compensation 可变报酬Vestibule Training 新员工培训技工学校培训Vesting 既定享受退休金权利Violence in the Workplace 工作场所暴力Virtual Organization 虚拟组织Virtual Team 虚拟团队Voluntary Pay Cut 自愿减少工资方案Voluntary Protection Program 自愿保护项目VPT-Vocational Preference Test 职业性向测试Wage Accounting 工资核算Wage Audit 工资审计Wage by Seniority System/Wage-by-Age System 工龄工资制Wage Control 工资控制Wage Curve 工资曲线Wage Deduction 工资扣除额Wage in Cash 现金工资Wage in Kind 实物工资Wage in Sliding Scale 浮动工资Wage Index 工资指数Wage Level 工资水平Wage Plan 工资计划Wage Policy 工资政策Wage Rate Per Hour 计时工资Wage Standard 工资标准Wage Structure 工资结构Wage System 工资制度Wage-Incentive Plan 奖励工资制Warren G．Bennis's Theory of Group development 沃伦•本尼斯的组织发展理论WBS- Work Breakdown Structure 工作分解结构Web Based Training 网络培训Welfare Management 福利管理Welfare Staff 福利工作人员Wellness Program 平安计划Well-Pay 平安费William Ouchi Theory Z 威廉．大内的Z理论Work & Life Balance 工作生活平衡Work Age 工龄Work Attitude 工作态度Work Behavior 工作行为Work Demand 工作要求Work Efficiency 工作效率Work Out 合力促进Work Pressure 工作压力Work Sample 工作样本Work Sampling Technique 工作样本技术Work Schedule 工作进度表Worker Involvement 雇员参与Workplace Learning 工作场所学习Work-Related Injury Leave 工伤假Work-Sample Test 工作样本测试Written Examination 笔试Wrongful Discharge 不当解雇Xerox Program 施乐方案Yellow-Dog Contract 黄狗合同Zero-Base Forecast 零基预测。

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)。

人力资源术语英汉对照人力资源管理： (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)工作分析计划表： (job analysis schedule，JAS)职位分析问卷调查法： (Management Position Description Questionnaire， MPDQ) 行政秘书： (executive secretary)地区服务经理助理： (assistant district service manager)人力资源计划： (Human Resource Planning， HRP)战略规划： (strategic planning)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： (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)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 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)360°反馈： (360-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)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)利润分享(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)产业工会： (industrial union)全国工会： (national union)谈判组： (bargaining union)劳资谈判： (labor 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)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 leadershipAction 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Behavior 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Candidate-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 forecas ： 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 Davis-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 Early 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Expect ancychart ：期望图表Experi mentation ：实验Explora tionstage ：探索阶段Fact-finder ：调查Fair day'swork ：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Flexplace ：弹性工作地点Flextime ： 弹性工作时间Forced distribut ionmethod ：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 Gain sharing ： 收益分享 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 Halo effect ： 晕轮效应 Health maintenance organization (HMO) ：健康维持组织 Illegal 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 instructi on training (JIT) ： 工作指导培训Jobposting ：工作公告Jobrotation ：工作轮换Jobsharing ：工作分组Job specifications ：工作说明书JohnHolland ：约翰．霍兰德Juniorboard ：初级董事会Layoff ：临时解雇Leader attach training ：领导者匹配训练Lifetime employ ment 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Maintenance 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 Nondirective interview ：非定向面试 Occupational 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 Paired 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Person nel (or human resourc e) manag ement ：人事(或人力资源)管理Person nel replace mentcharts ：人事调配图Piecework ：计件Plant Closinglaw ：工厂关闭法Point method Policies：政策Position Analysi s Questio nnaire(PAQ) ：职位分析问卷Position replace mentcards ：职位调配卡Pregna ncy discrimi nationact ：怀孕歧视法案Profit-sharingplan ：利润分享计划Programmed learning ： 程序化教学 Qualifications inventories ： 资格数据库Quality circle ： 质量圈 Ranking 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 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 Skip-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StrategiSystem I：组织体系c plan：战略规划Stressinterview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structuredinterview：结构化面试Successionplanning：接班计划Supplementpaybenefits：补充报酬福利Supplementalunemploymentbenefits：补充失业福利Surveyfeedback：调查反馈Sympathystrike：同情罢工SystemⅣ：组织体系ⅣTask 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 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 Unsafe conditions ：不安全环境 Validity ： 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Wage 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Adaptability 适应性Aligning Performance for Success 协调工作以求成功业绩Applied Learning 应用的知识Building a Successful Team 建立成功团队Building Customer Loyalty 对客户忠诚Building Partnerships 建立合作关系Building Strategic Working Relationships 建立战略性工作关系 Building Trust 建立互信关系Coaching 辅导Communication 沟通Continuous Learning 不断学习Contributing to Team Success 对团队成功的贡献Customer Focus 以客户为中心Decision Making 决策Delegating Responsibility 授权Developing Others 发展他人Drive for Results 注重实效Energy 精力充沛Facilitation Change 推动变革Follow-up 跟进Formal Presentation 专业演讲技巧Gaining Commitment 具有使命感Impact 影响力Information Monitoring 采集信息Initiating Action 主动采取行动Innovation 创新Job Fit 胜任工作Leading Through Mission and Values 在使命与价值的认同中的领导才能 Managing Conflict 解决冲突Managing Work (Includes Time Management) 管理工作(时间管理)Meeting Leadership 会议组织能力Meeting Participation 分享Negotiation 谈判Planning and Organizing 编制计划与组织能力Quality Orientation 质量定位Risk Taking 勇于冒险Safety Awareness 安全意识Sales Ability / Persuasiveness 销售能力/说服能力Strategic Leadership / Decision Making 战略性领导/决策制定Stress Tolerance 压力忍受能力Technical / Professional Knowledge and Skills 技术专业知识和技能Tenacity 坚忍不拔Work Standards 操作规范Action 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Behavior 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Candidate-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Davis-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Early 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Fact-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bloodtype 血型 weight 体重address 地址 born 生于permanent address 永久住址 birthday 生日province 省 birthdate 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family status 家庭状况 married 已婚single 未婚 divorced 离异separated 分居 number of children 子女人数health condition 健康状况 health 健康状况excellent (身体)极佳 short-sighted 近视far-sighted 远视 ID card 身份证date of availability 可到职时间 membership 会员、资格president 会长 vice-president 副会长director 理事 standing director 常务理事society 学会 association 协会secretary-general 秘书长 research society 研究会work experience 工作经历occupational history 工作经历 professionalhistory 职业经历 specific experience 具体经历 responsibilities 职责 second job 第二职业achievements 工作成就，业绩 administer 管理assist 辅助 adapted to 适应于accomplish 完成(任务等) appointed 被认命的adept in 善于 analyze 分析authorized 委任的；核准的 behave 表现break the record 打破纪录 breakthrough 关键问题的解决 control 控制 conduct 经营，处理cost 成本；费用 create 创造demonstrate 证明，示范 decrease 减少design 设计 develop 开发，发挥devise 设计，发明 direct 指导double 加倍，翻一番 earn 获得，赚取effect 效果，作用 eliminate 消除enlarge 扩大 enrich 使丰富exploit 开发(资源，产品) enliven 搞活establish 设立(公司等)；使开业 evaluation 估价，评价 execute 实行，实施 expedite 加快；促进generate 产生 good at 擅长于guide 指导；操纵 improve 改进，提高initiate 创始，开创 innovate 改革，革新invest 投资 integrate 使结合；使一体化justified 经证明的；合法化的 launch 开办(新企业)maintain 保持；维修 modernize 使现代化negotiate 谈判 nominated 被提名；被认命的overcome 克服 perfect 使完善；改善perform 执行，履行 profit 利润be promoted to 被提升为 be proposed as 被提名(推荐)为 realize 实现(目标)获得(利润) reconstruct 重建recorded 记载的 refine 精练，精制registered 已注册的 regenerate 更新，使再生replace 接替，替换 retrieve 挽回revenue 收益，收入 scientific 科学的，系统的self-dependence 自力更生 serve 服务，供职settle 解决(问题等) shorten 减低… …效能simplify 简化，精简 spread 传播，扩大standard 标准，规格 supervises 监督，管理supply 供给，满足 systematize 使系统化test 试验，检验 well-trained 训练有素的valuable 有价值的 target 目标，指标working model 劳动模范 advanced worker 先进工作者education 学历 educational history 学历educational background 教育程度 curriculum 课程major 主修 minor 副修educational highlights 课程重点部分 curriculum included 课程包括 specialized courses 专门课程 courses taken 所学课程special training 特别训练 social practice 社会实践part-time jobs 业余工作 summer jobs 暑期工作vacation jobs 假期工作 refresher course 进修课程extracurricularactivities 课外活动 physical activities 体育活动recreational activities 娱乐活动 academic activities 学术活动social activities 社会活动 rewards 奖励scholarship 奖学金 excellent League member 优秀团员excellent leader 优秀干部 student council 学生会off-job training 脱产培训in-job training 在职培训educational system 学制 cademic year 学年semester 学期(美) term 学期(英)supervisor 论文导师 pass 及格fail 不及格 marks 分数examination 考试 degree 学位post doctorate 博士后doctor(Ph.D) 博士master 硕士 bachelor 学士graduate student 研究生 abroad student 留学生abroad student 留学生 undergraduate 大学肆业生government-supportedstudent 公费生commoner 自费生extern 走读生 intern 实习生prize fellow 奖学金生 boarder 寄宿生graduate 毕业生 guest student 旁听生(英)auditor 旁听生(美) day-student 走读生objective 目标 position desired 希望职位job objective 工作目标 employment objective 工作目标 career objective 职业目标 position sought 谋求职位position wanted 希望职位 position appliedfor 申请职位 for more specializedwork 为更专门的工作for prospectsof promotion 为晋升的前途for higher responsibility 为更高层次的工作责任for wider experience 为扩大工作经验due to close-downof company 由于公司倒闭due to expiryof employment 由于雇用期满sought a betterjob 找到了更好的工作to seek a betterjob 找一份更好的工作hobbies 业余爱好 play the guitar 弹吉他reading 阅读 play chess 下棋play 话剧 long distance running 长跑play bridge 打桥牌 collecting stamps 集邮play tennis 打网球 jogging 慢跑sewing 缝纫 travelling 旅游listening to symphony 听交响乐 do some clay scultures 搞泥塑。

英汉人力资源管理核心词汇16PF 卡特尔16种人格因素测试360-degree appraisal 360度评估360-degree feedback 360度反馈7S 7S原则/模型New 7S 新7S原则/模型80/20 principle 80/20 法则AAR-After Action Review 行动后学习机制Ability Test 能力测试Ability of Manager 管理者的能力Absence Management 缺勤管理Absence rate 缺勤率Absent with leave 因故缺勤（被）许可缺勤Absent without Leave 无故缺勤擅离职守Absenteeism 缺勤Accelerating Premium 累进奖金制Accident Frequency 事故频率Accident Insurance 意外伤害保险Accident Investigation 事故调查Accident Loss 事故损失Accident Prevention 事故预防Accident Proneness 事故（频发）倾向Accident Severity 事故严重程度Accident Severity Rate 事故严重率Accident Work Injury 工伤事故Achievement Need 成就需求Achievement Test 成就测试Action Learning 行动（为）学习法Action Research 行动研究Active Practice 自动实习Adjourning 解散期解散阶段Administer 管理者Administrative Level 管理层次Administrative Line 直线式管理ADR-Alternative Dispute Resolution建设性争议解决方法Adventure learning 探险学习法Adverse Impact 负面影响Advertisement Recruiting 广告招聘Affective Commitment 情感认同Affiliation Need 归属需求Affirmative Action 反优先雇佣行动Age Composition 年龄结构Age Discrimination 年龄歧视Age Retirement 因龄退休Agreement Content 协议内容ALIEDIM 费茨帕特里克出勤管理模型Allowance 津贴Alternative Ranking Method 交替排序法Amoeba Management 变形虫式管理Analytic Approach 分析法Annual Bonus 年终分红Annual Leave 年假Annuity/Pension 退休金Applicant-Initiated Recruitment 自荐式招聘Application Blank 申请表Appraisal Feedback 考评反馈Appraisal Interview 考评面谈Appraisal Standardization 考评标准化Appraiser Training 考评者培训Apprenticeship Training 学徒式培训Arbitration/Mediation 仲裁Assessment Center 评价中心ATS-Applicant Tracking System 求职跟踪系统Attendance 考勤Attendance Incentive Plan 参与式激励计划Attendance Rate 出勤率Attitude Survey 态度调查Attribution Theory 归因理论Audiovisual Instruction 视听教学Authority 职权Availability Analysis 可获性分析Availability Forecast 供给预测Background Investigation 背景调查Balance-Sheet Approach 决算表平衡法Bargaining Issue 谈判问题BARS-Behaviorally Anchored Rating Scale Method 行为锚定等级法Basic Skill 基础技能Behavior Modeling 行为模拟Behavior Modification 行为矫正疗法Behavioral Description Interview 工作方式介绍面试Behavioral Rating 工作方式考核法BEI-behavior event interview 行为事件访谈法Benchmark Job 基准职位Benchmarking Management 标杆管理Benefit Plan 福利计划Benefit/Welfare 福利BFOQ-Bona Fide Occupational Qualification 实际职业资格Biological Approach 生物型工作设计法Board Interview 会议型面试BOS-Behavior Observation Scale 行为观察量表Borter-Lawler's theory of Expectency 波特—劳勒期望激励理论Bottom-Line Concept 底线概念Boundaryless Organizational Structure 无疆界组织结构Bounded Rationality 有限理性Brainstorm Ideas 头脑风暴法Broadbanding Pay Structure 扁平薪资结构BSC-balanced scorecard 平衡计分卡Burnout 精力耗尽Business Necessity 经营上的必要性Cafeteria-Style Benefit 自助式福利CAI-Computer-assisted Instruction 电脑辅助指导Campus Recruiting 校园招聘Candidate-Order Error 侯选人次序错误Career Anchors 职业锚/职业动机Career Counseling 职业咨询Career Curve 职业曲线Career Cycle 职业周期Career Development Method 职业发展方法Career Path 职业途径Career Path Information 职业途径信息Career Planning 职业规划career plateau 职业高原Career Stage 职业阶段Career Training 专业训练职业训练Career-Long Employment 终身雇佣制Case Studay Training Method 案例研究培训法CBT-Computer Based Training 以计算机为载体的培训Central Tendency 居中趋势CIPP-Context,Input,Process,Product CIPP 评估模型CIRO-Context Evaluation,Input Valuation,Reaction Evaluation,Output Evaluation CIRO培训评估模式CIT-Critical Incident Technique 关键事件技术Classification Method 分类法Classroom Training 课堂培训Closed Shop 闭门企业CMI-Computer-managed Instruction 电脑管理指导Coaching 辅导教练Co-Determination 共同决策制Coercive Power 强制权力Cognitive Aptitude Test 认知能力测试Cohesiveness 凝聚力Colleague Appraisal 同事考评Collective Bargaining 劳资谈判Comparable Worth 可比价值Comparative Appraisal Method 比较评估法Compensable Factor 报酬要素Compensation & Benefit 薪酬福利Compensation Committee 报酬委员会Compensatory Time Off 补假Competence-Based Interview 基于能力的面试Competency Assessment 能力评估Competency 胜任特征Competency Model 胜任特征模型Competency-Based Education and Training 能力本位教育与训练Competency-Based Pay/Skill-Based Pay 技能工资Complex 情结Compressed Workweek 压缩工作周Compulsory Binding Arbitration 强制性仲裁Computerized Career Progression System 电脑化职业生涯行进系统Computerized Forecast 电脑化预测Conceptual Skill 概念性技能Conciliation 调解Concurrent Validity 同期正当性Conference Method 会议方法Conflict 冲突Conflict Management 冲突管理Construct Validity 结构效度Constructive Discharge 事实上的解雇Content Validity 内容效度Contractual Right 契约性权利Contrast Error 比较性错误Contributory Plan 须付费的退休金计划Coordination Training 合作培训Copayment 共同付费Core Competency 核心竞争力Core Value 核心价值观Core Worker 核心员工Core Workforce 核心工作团队Corporate Culture 企业文化Corporate Identity 企业识别Corporate Image 企业形象Correlation Analysis 相关分析Cost Per Hire 单位招聘成本Criterion-Related Validity 标准关联效度Critical Job Dimension 关键性工作因子Cross-Functional Training 跨功能训练Cross-Training 岗位轮换培训Culture Shock 文化冲突Cumulative Trauma Disorder 累积性工伤Cutoff Score 录用分数线Cyclical Variation 循环变动Decertification 取消认可Defined Benefit Plan 固定收益制Delphi Analysis 德尔菲分析Deutero Learning 再学习Differential Piece Rate 差额计件工资Dimission 离职Dimission Interview 离职面谈Dimission Rate 离职率Disciplinary Action 纪律处分Discriminant Analysis 判别分析dismissal reason 解雇理由disparate impact 差别性影响disparate treatment 差别性对待distribute bonus/profit sharing 分红distributive bargaining 分配式谈判distributive justice 分配公正diversity management 多样性管理diversity training 多样化培训division structure 事业部结构Double-Loop Learning 双环学习Downsizing 裁员DTL-Decision Tree Induction 决策树归纳法Dual Career Path 双重职业途径dust hazard 粉尘危害EAP-Employee Assistance Program 员工帮助计划Early Retirement 提前退休Early Retirement Factor 提前退休因素Early Retirement Window 提前退休窗口Earnings 薪资Economic Strike 经济罢工Education 学历Education Subsidy 教育津贴EEO-Equal Employment Opportunity 公平就业机会EEOC-Equal Employment Opportunity Commission 公平就业机会委员会Effect Factors of Career Planning 职业规划影响因素Effect Factors of Development 开发影响因素Effective Coaching Technique 有效的训练方法Effective Working Hour 有效工时Efficiency of Labor 劳动效率Efficiency Wage 效率工资Ego-Involvement 自我投入E-Learning 网络化学习Election Campaign 选举活动Electronic Meeting 电子会议Emotional Appeal 感召力Employee Attitude Surveys 员工态度调查Employee Career Management 员工职业生涯管理Employee Consultation Services 员工咨询服务Employee Equity 员工公平Employee Leasing 员工租借Employee Involvement 员工参与Employee Manual 员工手册Employee Orientation 员工向导Employee Ownership 员工所有制Employee Polygraph Protection Act 《雇员测谎保护法案》[美]Employee Potential 员工潜能Employee Referral 在职员工推荐Employee Retirement Income Security Act 《职工退休收入保障法》[美]Employee Safety and Health 员工安全和健康Employee Security 员工安全Employee Security Measures 员工安全措施Employee Self-Service 员工自助服务Employee Services Benefits 员工服务福利Employee Skill 员工技能Employee Stock Ownership Trust 企业员工持股信托Employee Surplus 员工过剩Employee Survey 员工测评Employee Training Method 员工培训方法Employee Turnover 员工流动Employee Turnover Rate 员工流动率Employee Under Training 受训员工Employee-Centered Job Redesign 以员工为中心的工作再设计Employees Bonus 雇员红利Employer Unfair Labor Practices 雇主不当劳动行为Employment 雇用Employment Agency 职业介绍所Employment Application Form 应聘申请表Employment at will 自由就业Employment Consultant 招聘顾问Employment Contract Renewal 雇用合同续签Employment Diseases 职业病Employment History 工作经历Employment Objective 应聘职位Employment Offer/Enrollment 录用Employment Relationship 员工关系Employment Separation Certificate 离职证明书Empowerment 激励自主Entitlement 授权法EQ-Emotional Quotient 情感智商EPA-Equal Pay Act 《平等工资法案》Equal Pay For Equal Work 同工同酬Equity Theory 公平理论E-Recruit 网络招聘ERG theory ERG 理论ERM-Employee Relationship Management 员工关系管理ERP-Enterprise Resource Planning 企业资源计划ESOP-Employee Stock Ownership Plan 员工持股计划Essay Method 叙述法ETS-Environmental Tobacco Smoke 工作场所吸烟问题E-Survey 电子调查Evaluation Criterion 评价标准Excellent Leader 优秀领导Executive Ability 执行力Executive Compensation 管理层薪资水平Executive Development Program 主管发展计划Executive Director 执行董事Executive Management 行政管理Executive Marketing Director 市场执行总监Executive Recruiters 高级猎头公司Executive Salaries 管理层工资Exempt Employee 豁免员工Exit Interview 离职面谈Expectancy Theory 期望理论Expectation 期望值Expected Salary 期望薪水Experimental Method 实验法Experimental Research 试验调查Expiry of Employment 雇用期满Exploit of HR 人力资源开发External Costs 外部成本External Employment 外部招聘External Environment of HR 人力资源外部环境External Equity 外部公平External Labor Supply 外部劳力供应External Recruiting Sources 外部招聘来源External Recruitment Environment 外部招聘环境Extra Work 加班Extrinsic Rewards 外部奖励Face Validity 表面效度Factor Comparison Method 因素比较法Fair Labor Standards Act 《公平劳动标准法案》Family and Medical Leave Act 《家庭和医疗假期条例》[美]Fiedler Contingency Model 费德勒的权变模型First Impression Effect 初次印象效应Five-Day Workweek 每周五天工作制Fixed Term Appointment 固定期聘用Fixed Term Contract 固定任期合同Fixed Term Staff 固定期合同工FJA-Functional Job Analysis 功能性工作分析法Flat Organizational Structure 扁平化组织结构Flex Place 弹性工作地点Flex Plan 弹性工作计划flex time 弹性工作时间Flexible Benefits Program 弹性福利计划Forced Distribution Method 强制分配法Forced-Choice Method 强迫性选择法Formal Organization 正式组织Front-Line Manager 基层管理人员Full-Time 全职Function 职能Function of HRM 人力资源管理职能Functional Conflict Theory 冲突功能理论Functional Department 职能部门Funeral Leave 丧假Fundamental Attribution Error 基本归因误差Gain-Sharing Plan 收益分享计划Gang Boss 领班/小组长Gantt Charts 甘特图GATB-General Aptitude Test Battery 普通能力倾向成套测验General Union 总工会Given Role Playing 角色定位演示法Glass Ceiling 玻璃天花板Goal Conflict 目标冲突GOJA-Guidelines Oriented Job Analysis 指导性工作分析Golden Handshake 黄金握别Golden Parachute 黄金降落伞Graphic Rating Scale 图尺度评价法Grievance Mediation 抱怨调解Grievance Procedure 抱怨程序Gross Pay/Total Payroll 工资总额Group Appraisal 团体/小组奖金Group Congeniality/Cohesiveness 群体凝集力Group Life Insurance 团体人寿保险Group Pension Plan 团体退休金计划Group Piece Work 集体计件制Guaranteed Employment Offer 雇用信H•C•Gantt Premium System 甘特奖励工资制H•Emerson Premium System 艾末生奖励工资制Halo Effect 晕轮效应Halseys Premium System 哈尔赛奖励工资制Handwriting Analysis 笔迹分析法Headhunting 猎头Health Insurance 健康保险H-Form/Holding Company H型结构Hierarchy of Needs Theory 需要层次理论High Performance Organization 高绩效组织High-Performance Work System 高绩效工作系统HMO-Health Maintenance Organization 健康维护组织Holiday Pay 假日薪水Home/Family Leave 探亲假Horizontal Career Path 横向职业途径Hot Stove Rule 热炉规则Housing/Rental Allowance 住房补贴HR Generalist 人力资源通才HR Information System 人力资源信息系统HR Manager 人力资源经理HR Officer 人力资源主任HR Policy 人力资源政策HRCI-Human Resource Certification Institute 人力资源认证机构HRD Appraisal 人力资源开发评价HRD Intermediary 人力资源开发媒介HRD Process 人力资源开发过程HRD-Human Resource Development 人力资源开发HRM-Human Resource Management 人力资源管理HRP-Human Resource Planning 人力资源规划Human Relations Movement 人际关系运动Hygiene Factor 保健因素Hypnosis 催眠Ill-Health Retirement 病退In-Basket Training 篮中训练Incentive Compensation/RewardPayment/Premium 奖金Incentive Plan 激励计划Incentive-Suggestion System 奖励建议制度Incident Process 事件处理法Independent Contractor 合同工Indirect Financial Compensation 间接经济报酬Individual Incentive Plan 个人奖金方案Individual Income Tax 个人所得税Individual Interview 个别谈话Individual Retirement Account 个人退休账户Industrial Injury Compensation 工伤补偿Industrial Union 产业工会Informal Communication 非正式沟通Informal Organization 非正式组织In-House Training 在公司内的培训Initial Interview 初试Insurance Benefit 保险福利Internal Environment of HR 人力资源内部环境Internal Equity 内部公平Internal Growth Strategy 内部成长战略Internal Job Posting 内部职位公开招聘Internal Recruitment 内部招聘Internal Recruitment Environment 内部招聘环境Interpersonal Skill 人际交往能力Interview Appraisal 面谈考评Interview Content 面试内容Interview Method 访谈法Interview Objective 面试目标Interview Planning List 面试计划表Intrinsic Reward 内在奖励Jack Welch's Management 韦尔奇式管理JAS-Job Analysis Schedule 工作分析计划表Job 工作、职业Job Account 工作统计Job Action 变相罢工(如怠工、放慢速度等) Job Aid 工作辅助Job Assignment 工作分配Job Analysis 工作分析Job Analysis Formula 工作分析公式Job Analysis Methods 工作分析方法Job Analysis Information 工作分析信息Job Analysis Process 工作分析流程JAP-Job Analysis Program 工作分析程序法Job Attitude 工作态度Job Bidding 竞争上岗Job Card 工作单Job Characteristic 工作因素Job Characteristics Model 工作特性模式Job Classification 职位分类Job Clinic 职业问题咨询所Job Code 工作编号，职位编号Job Context 工作背景Job Description 职位描述，工作说明Job Design 工作设计Job Enlargement 工作扩大化Job Enrichment 工作丰富化Job Evaluation 工作评估Job-Family 工作群Job Identification 工作识别Job Involvement 工作投入Job Inventory 工作测量表Job Knowledge Test 业务知识测试Job Morale 工作情绪Job Performance 工作表现Job Plan 工作计划Job Posting 公开招聘Job Pricing 工作定价Job Qualification and Restriction 工作任职条件和资格Job Redesign 工作再设计Job Rotation 工作轮换Job Satisfaction 工作满意度Job Security 工作安全感Job Scope 工作范围Job Sharing 临时性工作分担Job Specialization 工作专业化Job Specification 工作要求细则Job Standard 工作标准Job Stress 工作压力Job Surrounding 工作环境Job Time Card 工作时间卡Job Vacancy 职业空缺，岗位空缺Job-hop 跳槽频繁者Job-posting system 工作告示系统JTPA-Job Training Partnership Act 《职业培训协作法》J•S•Adams Equity Theory 亚当斯的公平理论Junior Board 初级董事会Johari Window 约哈瑞窗户Just Cause 正当理由Karoshi 过劳死Keogh Plan 基欧计划KPI-key Process Indication 企业关键业绩指标Kirkpatrick's Four-level Model of Evaluation 四阶层评估模型Knowledge Database 知识数据库Knowledge Management 知识管理KSA－knowledge ,skill, attitude 知识，技能，态度Labor Clause 劳工协议条款Labor Condition 劳动条件Labor Contract 劳动合同，雇佣合同Labor Contract Renewal 劳动合同续签Labor Cost 劳动成本Labor Demand Forecast 劳动力需求预测Labor Discipline 劳动纪律Labor Dispute 劳动纠纷Labor Exchange/Employment Agency 职业介绍所Labor Handbook 劳动手册Labor Insurance 劳保Labor Laws 劳动法Labor Management Relations Act 《劳动关系法》Labor Market 劳动力市场Labor Protection 劳动保护Labor Rate Variance 工资率差异Labor Redundance 劳动力过剩Labor Relation 劳动关系Labor Relation Consultant 劳工关系顾问Labor Relations Process 劳工关系进程Labor Reserve劳动力储备Labor Shortage劳动力短缺Labor Stability Index人力稳定指数Labor Wastage Index 人力耗损指数Labor/Trade Union 工会Labor/Working Hour 人工工时Labor-Management 劳动管理Lateral Communication 横向沟通Lateral Thinking 横向思维Layoff 临时解雇Layoff Process 临时解雇程序Leader Attach Training 领导者匹配训练Leaderless Group Discussion 无领导小组讨论法Leader-Member Exchange Theory 领导者-成员交换理论Leader-Member Relation 上下级关系Leader-Participation Model 领导参与模式Leadership 领导能力Learning Curve 学习曲线Learning Organization 学习型组织Learning Performance Test 学习绩效测试Legitimate Power 合法权力Level-to-Level Administration 分级管理Life Cycle Theory of Leadership 领导生命周期理论Life Insurance 人寿保险Likes and Dislikes Survey 好恶调查表Limitation Factors of PA 考评的限制因素Line Manager 直线经理Line Authority 直线职权Line-Staff Relationship 直线参谋关系Line Structure 直线结构Loaned Personnel 借调人员Lockout 停工闭厂Locus of Control 内外控倾向Long Term Trend 长期趋势Long-Distance Education 远程教育Long-Range Strategy 长期策略Long-Term Contract 长期合同Lower Management 基层管理Lower-Order Need 低层次需求Lump Sum Bonus/Pay Incentive 绩效奖金Lump-Sum Merit Program 一次性总付绩效报酬计划Managed Care 有控制的医疗保健Management As Porpoise 海豚式管理Management Assessment Center 管理评价中心Management by Walking About 走动管理Management Development 管理层开发Management Development of IBM IBM的管理层开发Management of Human Resource Development 人力资源开发管理Management Psychology 管理心理学Management Right 管理权Management Risk 管理风险Management Tool 管理工具Management Training 管理培训Managerial Art 管理艺术Managerial Authority 管理权威Managerial Function 管理职能Managerial Grid Theory 管理方格理论Mandated Benefit 强制性福利Mandatory Bargaining Issue 强制性谈判项目Marital Status 婚姻状况Market Price 市场工资Markov Analysis 马尔可夫分析过程Marriage Leave 婚假Massed Practice 集中练习集中学习Matrix Structure 矩阵结构MBO-Management By Objective 目标管理MBTI-Myers-Briggs Type Indicator 迈尔斯—布里格个性类型测量表Mc-Clelland's Theory of Needs 麦克里兰需要理论McDonnell-Douglas Test 麦当纳道格拉斯法Mechanistic Approach 机械型工作设计法Mediator/Negotiator 调解人Medical Insurance 医疗保险Medical/Physical Ability Inspection/Physical Ability Test 体检Membership Group 实属群体Mental Ability Test 逻辑思维测试Mentor 指导者Mentoring 辅导制Mentoring Function 指导功能Merit Pay 绩效工资Merit Raise 绩效加薪Metrics-Driven Staffing Model 标准驱动招聘模式Mid-Career Crisis Sub Stage 中期职业危机阶段Minimum Wage 最低工资Mission Installation Allowance 出差津贴Mixed-Standard Scale Method 多重标准尺度法Motivation 激励Motivational Approach 激励型工作设计法Motivational Factor 激励因素Motivational Pattern 激励方式Motivation-hygiene Theory 激励保健论MPS-Motivating Potential Score 激励潜能分数Multidivisional Structure M型结构Multimedia Technology 多媒体技术Multiple Cutoff Model 多切点模式Multiple Hurdle Model 跨栏模式National Culture 民族文化National Union (国家)总工会Needs Assessment 需求评估Negligent Hiring 随意雇佣Nepotism 裙带关系Network Career Path 网状职业途径Networking 网络化（组织）NGT-Nominal Group Technique 群体决策法No Financial Compensation 非经济报酬Noncontributory Plan 非付费退休金计划Nondirective Interview 非定向面试Nondiscrimination Rule 非歧视性原则Nonexempt Employee 非豁免的员工Nonverbal Communication 非言语沟通No-Pay Study Leave 无薪进修假期Normal Retirement 正常退休Normative Analysis 规范分析法No-Smoking Rule 禁烟规定object teaching 实物教学,直观教学observation method 观察法occupational choice 职业选择occupational disease 职业病occupational environment 职业环境occupational guidance 职业指导,就业指导Occupational Health &Safety Training 职业安全与卫生培训occupational market condition 职业市场状况occupational mobility 职业流动性occupational outlook handbook 职业展望手册offer letter 录用通知书off-the-job training 脱产培训Ombudsperson 督察专员OMS-Occupational Measurement System 职业测定系统on boarding training 入职培训on-the-job training 在职培训open-door policy 门户开放政策opinion survey 意见调查organization 组织organization change and development 组织变革与发展organization character 组织特征organization design 组织设计organization development appraisal 组织发展评价organization development method 组织发展方法organization environment 组织环境organization goal 组织目标organization renewal 组织革新organization size 组织规模organization structure 组织结构organizational analysis 组织分析organizational authority 组织职权organizational career planning 组织职业规划organizational citizenship behavior 组织公民行为organizational climate 组织气候organizational commitment 组织认同感organizational diagnosis 组织诊断organizational function 组织职能organizational level 组织层次organizational merger 组织合并organizational orientation 组织定位organizational/job stress 组织/工作压力organization-centered career planning 以企业为中心的职业计划organized administration 组织管理orientation 岗前培训orientation objective 岗前培训目标orientation period 岗前培训阶段OSHA standard 美国职业安全与健康局/职业安全与健康法案标准out placement 岗外安置oversea assignment 海外工作overtime hour 加班工时overtime wage 加班工资overtime work 加班paired comparison method 配对比较法panel/group interview 小组面试PA-Performance Analysis 绩效分析Parkinson's Law 帕金森定律participant diary 现场工人日记participative management 参与式管理part-time job 兼职PAS-Performance Appraisal 绩效评估体系pattern bargaining 模式谈判patterned behavior description interview 模式化行为描述面试pay calculation 工资结算pay card 工资卡pay cheque/employee paycheck 工资支票pay compression 压缩工资Pay day 发薪日pay equity 报酬公平pay freeze 工资冻结pay grade 工资等级pay period 工资结算周期pay range 工资幅度pay rate 工资率pay rate adjustment 工资率调整pay secrecy 工资保密pay slip/envelop 工资单pay survey 薪酬调查pay/salary rate standard 工资率标准payroll system 工资管理系统Payroll tax 工资所得税payroll/wage analysis 工资分析payroll/wage form 工资形式payroll/wage fund 工资基金pension plan 退休金计划pension/retirement benefit 退休福利people-first value "以人为本"的价值观perceptual-motor approach 知觉运动型工作设计法performance appraisal 绩效评估performance appraisal interview 绩效评估面谈performance appraisal objective 绩效评估目标performance appraisal period 考评期performance appraisal principle 绩效评估原则performance feedback 绩效反馈performance management system 绩效管理制度performance standard 绩效标准performance-reward relationship 绩效与报酬关系periodic salary adjustment 定期薪资调整permissive management 放任式管理personal character 个人性格,个性personal grievance 个人抱怨personal information record 人事档案personal leave 事假personality test 个性测试Personality-Job Fit Theory 性格与工作搭配理论personnel selection 选拔personnel test 人格测验品格测验Peter M. Senge's Theory of Learning Organization 彼德•圣吉的学习型组织理论physiological need 生理需要piece-rate system 计件工资制pink slip 解雇通知point method 因素计点法polygraph test 测谎测试position analysis questionnaire 职位分析问卷法position description 职位描述position vacant 招聘职位positional level 职位层次positional title 职称post wage system 岗位工资制power distance 权力距离practice 实习predictive validity 预测效度premium plan/incentive system/reward system 奖金制pre-natal/maternity leave 产假prescribed group 正式群体primary welfare 基本福利privacy right 隐私权prize contest 奖励竞争probationary term/probation period 试用期problem-solving team 问题解决团队procedural justice 过程正义process benchmarking 流程标杆管理professional certificate 职业资格证书professional competence/capacity 专业能力professional ethics 职业道德professional examination 专业考试professional liability insurance 职业责任保险professional manager 职业经理人profit-sharing plan 利润分享计划programmed instruction 程序教学projective personality test 人格投射测试promote/demote 晋升/降职protected group 受保护群体psychic reward 精神奖励psychoanalysis 心理分析psychological characteristic/feature 心理特征psychological contract 心理/精神契约psychological factor 心理因素psychological goal 心理目标psychological phenomenon 心理现象psychological test/psychometry 心理测验心理测试psychomotor abilities test 运动神经能力测试quality circles 质量圈quantity of applicant 侯选人数量questionnaire method 问卷调查法quit rate 离职率Race Discrimination 种族歧视Ranking Method 排序法Rater Bias 评估偏差Rating Certificate 等级证书Ratio Analysis 比率分析法Realistic Job Preview 实际岗位演习Reality Shock 现实冲击Reallocate 重新安排重新分配Recommend 员工推荐Recreation Leave Allowance 休假津贴Recreation/Sabbatical Leave 休假Recruiter 招聘人员Recruitment 招聘Recruitment Ditch 招聘渠道Recruitment Examination 招聘考试Recruitment Method 招聘方法Recruitment Optional Program 招聘备择方案Recruitment Task Guide 招募工作指导Red-Circled Employee 红圈员工Reducing Accident 减少事故Reducing Burnout 减少衰竭Reengineering the Corporation 企业再造Reference Check 个人证明材料检查Refusing Applicant 拒绝求职者Regency Effect 近因性错误Regression Analysis 回归分析Regular Earning/Pay/Wage 固定工资Regular Incentive 常规奖励Rehiring 回聘Reinforcement Theory 强化理论Reliability Evaluation 信度评估Renege 违约Replacement Cost 重置成本Requirement Identification 需求识别Requisite Task Attributes Theory 必要任务属性理论Resignation 辞职Resume 简历Resume Inventory 简历数据库Resumption from Leave 销假Retiree System 退休制度Retirement 退休Retirement Age 退休年龄Retirement Fund 退休基金Return of Talent 人才回流Rewarding by Merit/Pay According to Work 业绩报酬Right to Rest and Leisure 休息权Risk Pay Planning 风险工资计划Rokeach Values Survey 罗克奇价值观调查表Role Ambiguity 角色模糊Role Behavior 角色行为Role Conflict 角色冲突Role Playing 角色扮演Roles of HRM 人力资源管理角色Roll-Down Training 自上而下分级培训法Safety Director 安全负责人Safety Inspection 安全检验Safety Measure 安全措施Safety Program 安全方案Safety Training 安全培训Salary Administration 薪水管理Salary Band/Range 薪水范围Salary Survey 薪资调查Satisficing Decision Model 满意决策模型Scanlon Plan 斯坎伦计划Scatter Plot 散点分析Selection 选拔Selection Criteria 选拔准则Selection Decision 选拔决策Self-Actualization Need 自我实现需要Self-Assessment 自我评价Self-Assessment Tool 自我评估工具Self-Efficacy 自我效能Self-Managed Work Team 自我管理工作团队Self-Perception Theory 自我知觉理论Self-Serving Bias 自我服务偏差Seniority 资历Sensitivity Training 人际敏感性训练Serialized /Sequential Interview 系列式面试Severance Pay 告别费Sexual Discrimination 性别歧视Sexual Harassment 性骚扰Shift Differential 值班津贴Short-Term Contract 短期合同Silver Handshake 银色握手Simulation Exercise 模拟练习Single-Loop Learning 单环学习Situational Interview 情景面试Situational Leadership Theory 情境领导理论Skill Inventory 技能量表Skip-Level Interview 越级谈话SMART SMART分析法Social Security 社会保障Special Purpose Team 特殊目的团队Special Training 特别训练Specialized Course 专门课程Spot Bonus 即时奖金Stabilization Sub Stage 稳定阶段Staff Authority 参谋职权Standard Labor Cost 标准人工成本Standard Wage Rate 标准工资率Statutory Holidays 法定假期Statutory Right 法定权利Stock Option 持股权Straight Piece-Rate System 直接计件工资制Strategic HRD 战略性人力资源开发Strategic HRM 战略性人力资源管理Strength/Weakness Balance Sheet 强/弱平衡表Stress 压力Stress Interview 压力面试Stress Source 压力来源Strictness/Leniency Tendency 偏松或偏紧倾向Strike 罢工Structure Employment 结构性就业Structured Interview 结构化面试Subculture 亚文化Subordinate Appraisal 下级考评Succession Planning System 接班人规划系统Suggestion System 建议制度Superordinate Appraisal 上级考评Supplement Pay 补充报酬Supplemental Unemployment Benefit 补充性失业福利Survey Feedback 调查反馈Survival Rate 留任率SWOT SWOT分析法Sympathy Strike 同情罢工Synectics 综摄法分合法System Structure 系统结构Systematic Training Model 分类训练模式Systemic Thinking 系统性思考Talent 人才TA-Transactional Analysis 人际关系心理分析（交互作用分析）TAT-Thematic Apperception Test 主题统觉测试Tax Equalization Plan 税负平衡计划Teaching 讲授法Team Building 团队建设Team Spirit 协作精神Team/Group Incentive Plan 团队激励计划Telecommuting Job 远距离工作Termination at Will 随意解雇Test Reliability 测试信度Test Validity 测试效度The Allport-Vernon-Lindzey Study of Values 奥波特-凡农-林德赛的价值观研究The Trade Union Law of the People's Republic of China《中华人民共和国工会法》Theory X X理论Theory Y Y理论Time Management 时间管理Timework Work 计时工作TM-Transcendental Meditation 超自然冥想Traditional Career Path 传统职业途径Trainer 培训师Training 培训Training &Development Manager 培训经理Training Administration 培训管理Training Design 培训设计Training Function 培训职能Training Item 培训项目Training Needs Analysis 培训需求分析Training Outcome 培训结果Training Plan 培训计划Training Specialist 培训专员Transfer 调动Travel Allowance 旅行津贴Traveling Expenses Standard 差旅费标准Treatment 待遇Trend Analysis 趋势分析Turnover 人事变动Unclear PA Standard 不明确的绩效评估标准Undue Hardship 过度重负Unemployment 失业Unemployment Compensation 失业津贴Unemployment Insurance 失业保险Unemployment Rate 失业率Union Authorization Card 工会授权卡Union Steward/Delegate 工会代表Union-Free Policy 无工会政策Unit Labor Cost 单位劳动成本Unitary Structure U型结构（一元结构）Unregistered Employment 隐性就业Unsafe act 不安全行为Unsafe Condition 不安全条件Unstructured Interview 非结构化面试Vacation 假期Value-Based Hiring 价值观为基础的雇佣Variable Compensation 可变报酬Vestibule Training 新员工培训技工学校培训Vesting 既定享受退休金权利Violence in the Workplace 工作场所暴力Virtual Organization 虚拟组织Virtual Team 虚拟团队Voluntary Pay Cut 自愿减少工资方案Voluntary Protection Program 自愿保护项目VPT-Vocational Preference Test 职业性向测试Wage Accounting 工资核算Wage Audit 工资审计Wage by Seniority System/Wage-by-Age System 工龄工资制Wage Control 工资控制Wage Curve 工资曲线Wage Deduction 工资扣除额Wage in Cash 现金工资Wage in Kind 实物工资Wage in Sliding Scale 浮动工资Wage Index 工资指数Wage Level 工资水平Wage Plan 工资计划Wage Policy 工资政策Wage Rate Per Hour 计时工资Wage Standard 工资标准Wage Structure 工资结构Wage System 工资制度Wage-Incentive Plan 奖励工资制Warren G．Bennis's Theory of Group development 沃伦•本尼斯的组织发展理论WBS- Work Breakdown Structure 工作分解结构Web Based Training 网络培训Welfare Management 福利管理Welfare Staff 福利工作人员Wellness Program 平安计划Well-Pay 平安费William Ouchi Theory Z 威廉．大内的Z理论Work & Life Balance 工作生活平衡Work Age 工龄Work Attitude 工作态度Work Behavior 工作行为Work Demand 工作要求Work Efficiency 工作效率Work Out 合力促进Work Pressure 工作压力Work Sample 工作样本Work Sampling Technique 工作样本技术Work Schedule 工作进度表。

2008-07-08 14:04This is not a step-by-step guide to reducing debt. Rather, it is a collection of a lot of the wisdom I have read so far onthis topic and a list of some of the things that worked for us.这并不是一个一步一步教你减少负债的指南方法,相反这是一个智慧的结晶,一个到目前为止我读过的所有关于这个话题的总结和一个对我们有帮助的建议单。

As you go through the list, I would recommend sorting it out into things that will definitely work for you and things that could possibly work for you. Start implementing the things that will work for you right away and start working on incorporating the others when possible. Believe me, soon it will become an obsession (if it already isn’t!) and slowly but surely you will be free of debt. And that feeling is worth any short-term pain you have to go through.当你要浏览这份单子的时候,我建议你最好整理出哪些对你绝对有帮助和哪些对你可能有帮助。

然后开始实施对你立即起作用的那些工作,同时有可能的话最好也做一些对其它有帮助的事。