中国进行企业结构调整过程中的人员与激励管理-中英对照(1)

员工激励措施(中英文对照)第一条目的：通过实施有效的激励，为员工提供一种融洽和谐的氛围、一个以人为本的体制，一个自我实现的舞台，充分调动员工的积极性，从而提高企业的整体绩效水平。

Item1 Objectives：To provide staff a harmonious atmosphere, a self-fulfillment stage and manoeu-vre staff positivity by effective incentives, so as to improve the performance level of the whole com-pany.第二条企业文化相关活动的开展：为提升团队的凝聚力，加强员工的集体荣誉感，同时塑造一个良好的企业形象，公司开展了一系列的激励员工的活动。

Item2 Corporate culture：In order to exalt consolidation and sense of collectivity honor of the team as well as shaping a favorable corporation visualize, the company developed a series of staff motiva-tion activities.1) 活动一：团队旅游：Activity1：Group travelling活动时间：每年3月份 Time：March every year活动形式：参加旅游团及公司自行组织Form：Take part in tour or organize by the com-pany活动组织部门：公司行政部提出当年旅游景点、日期、餐饮、联系旅游团，办理相关保险，做好旅游纪律宣权活动。

Organizing department：AD Dept. bring forward the place, date, meal and tour for traveling, transact related insurance and propagandize for traveling disci-pline.活动参加人员：部门经理及优秀员工。

激励员工的策略外文翻译外文翻译Try Strategies to Motivate Your EmployeesMaterial Source: Chopra, S, (美)Modern Management Science, 2007 Author: McGraw-HillAbstract: A wise employer will work out various ways to retain the experienced and responsible employees if he realizes the important role his employees play in operations. In management, the employer may adopt strategies to motivate employees for their better performance. There are various strategies for motivating them. But the following ones are some of the most common types.Keywords:employers management strategy motivate_staffRewards and punishmentThis strategy is based on a concept which is called behavior modification. Behavior that is rewarded tends to be repeated, while behavior that is punished tends to be terminated. Therefore, managers can modify employees' behavior for better performance through systematic rewards and punishment. For example, paying a bonus to employees who exceed their quotas tends to make them work hard again. Suspension of pay would force employees who are often late to be late less often.It is generally agreed that rewards are more effective than punishment for the long-term behavior of employees, because rewards emphasize the positive aspects of the behaviors, while punishment may cause negative effects such as anger, resentment and retaliation. That is why managers are very cautious in using punishment.To make employees work effectively, rewards must be just what they want. And the employees must believe they can perform better if they try and be convinced that they will get rewards if they do perform better.Management by objectivesManagement by objectives MBO is a program mainly used to assist managers in setting and carrying out their plans. However, many managers also think that MBO can help them improve human relations as well, because it allows employees to participate in setting their own goals and monitoring their progress toward the goals. Managers believe, the employees will be more highly motivated and work more conscientiously.At the beginning of an MBO program, each employee is given an objective for a period of time. The objective is set after agreement between the employee and the manger. When the objective is being implemented, the performance of the employee is reviewed periodically to determine his/her progress toward the objective. At the end of the period, a reward is given to the employee, which is closely tied with the employee's achievement.MBO can improve human relations because the employees can learn more about not only their own goals but also the overall goals of the company. They would feel that they are an important part of the company, and can help the company attain its goals if they achieve their own goals. The performance review and the rewards are also conductive to human relations, because they satisfy employees' needs not only at the basic levels but also at the higher levels.Participative managementIn the 1960s, workers in the Anshan Steel Works, Liaoning, China, often participated in the management because they were regarded as the masters of the company. It was said that such participative management could result in higher worker morale and better management. Surprisingly, some Japanese companies have been used similar practices widely and achieved great success. In the United States, more and more American companies have also adopted similar programs from the 1980s.Employee participation can be introduced into management at any level, but it is most common at the bottom and middle levels. For example, employees can be given a voice in deciding on issues like when to take their coffee break or how to have their jobs done. One technique which has gained increasing popularity is the quality circle. As the name suggests, a quality circle is used to ensure product quality, and is actually a group of employees who meet regularly to discuss and solveproblems concerning product quality within their work area.Due to differences in personality, employees vary greatly in the extent to which they want to get involved in management. Managers, therefore, should let the employees decide to which degree they would like to participate.Make jobs more satisfying and motivatingAt least in the first half of the 20* century, managers in the US believed that the jobs could be done more efficiently if they were made simpler and more specialized. This led to the invention and proliferation of assembly lines. But it was later found that jobs designed often made employees bored and that tended to lower workers' productivity rather than increase it. Therefore, efforts have been made to solve the problem, and various techniques have been invented to make the jobs motivating. The most popular of such techniques are job rotation, job enlargement, job enrichment and job redesign.Job rotationThis technique moves employee from job to job, thus avoiding the problem of doing one simple and specialized job over a long period of time. The effectiveness of job rotation, however, should not be overestimated, because employees will sooner or later become bored with all the jobs available for rotation. It has been found that this technique is more effective for employees who need an organic overview of the relations between the different jobs of the organization.Job enlargementIt is believed that the more operations added to a job, the more satisfying the job as a whole will be. For example, if a mechanic is made responsible for both the electrical and mechanical systems of automobiles that need repair, he would be more satisfied than if he were allowed to work on just one system.Job enrichmentTo a large degree, job enrichment is a combination of the above two. This technique focuses on adding to a job motivating factors. Therefore, many job enrichment programs have tried to give employees more responsibilities, more challenges, and more feedback about their performance. Job rotation is often in clued for the same reason: rotating an employee through various positions can help him or her learn new skills and grow.Job redesign. In some ways job redesign is like job enrichment, but it recognizes that employees differ in what they want from jobs and gives more emphasis to employees job match. Methods used by job redesign programs include combining works, creating natural work groups such as quality circles to make employees feel that they are important, and setting up client relationships to give employees more feedback about their jobs. Therefore, job redesign programs appeal primarily to employees with high needs for growth, recognition and achievement.Modified work schedulesIn order to motivate employees, programs that give employees moreflexibility in work schedules have also gained popularity in the last two decades. Among the most common of such programs are flexitime, telecommut-ing and workshare.Flexitime. This method allows employees to choose their working hours to so long as the hours add up to the traditional 40-hour work week. Companies using this method usually set a core time from 10 am to 2 pm during which all the employees must be present so that necessary coordination and cooperation is not affected. In some companies, employees are allowed to choose not only their working hours but their working days. For ex ample, they are allowed to work 10 hours a day, but only four days a week.Telecommuting. With the advance of technology and increasing use of networked computers, cellular telephones and express mail services, it is possible now for people, particularly professionals like lawyers, accountants and editors, to work away from the office. This not only gives more flexibility and more job satisfaction to the employees, but also helps the employers cut expenses in office space and reduce traffic jams, air pollution and other problems caused by mass commuting. Therefore, this method is referred to as telecommuting.WorkshareWorkshare is an arrangement which allows two or more people to share a full-time job. To employees who need such an arrangement, it means more flexibility and more job satisfaction, to the employers,workhsare offers additional benefits. They can use this arrangement to prepare experienced workers for retirement while training their replacements, give short-term employment to college students, retain experienced employees who can work only part-time译文激励员工的策略资料来源: Chopra, S, (美)Modern Management Science,2007作者:McGraw_Hill摘要:如果聪明的雇主考虑到了员工在工作中的决定性作用,则他会制订出不同的方法来挽留那些有责任的以及工作经验丰富的雇员。

1. 人力资源管理：(Human Resource Management ，HRM)2. 人力资源经理：( human resource manager)3. 高级管理人员：(executive)4. 职业：(profession)5. 道德标准：(ethics)6. 操作工：(operative employees)7. 专家：(specialist)8. 人力资源认证协会：(the Human Resource Certification Institute，HRCI)9. 外部环境：(external environment)10. 内部环境：(internal environment)11. 政策：(policy)12. 企业文化：(corporate culture)13. 目标：(mission)14. 股东：(shareholders)15. 非正式组织：(informal organization)16. 跨国公司：(multinational corporation，MNC)17. 管理多样性：(managing diversity)18. 工作：(job)19. 职位：(posting)20. 工作分析：(job analysis)21. 工作说明：(job description)22. 工作规范：(job specification)23. 工作分析计划表：(job analysis schedule，JAS)24. 职位分析问卷调查法：(Management Position Description Questionnaire，MPDQ)25. 行政秘书：(executive secretary)26. 地区服务经理助理：(assistant district service manager)27. 人力资源计划：(Human Resource Planning，HRP)28. 战略规划：(strategic planning)29. 长期趋势：(long term trend)30. 要求预测：(requirement forecast)31. 供给预测：(availability forecast)32. 管理人力储备：(management inventory)33. 裁减：(downsizing)34. 人力资源信息系统：(Human Resource Information System，HRIS)35. 招聘：(recruitment)36. 员工申请表：(employee requisition)37. 招聘方法：(recruitment methods)38. 内部提升：(Promotion From Within ，PFW)39. 工作公告：(job posting)40. 广告：(advertising)41. 职业介绍所：(employment agency)42. 特殊事件：(special events)43. 实习：(internship)44. 选择：(selection)45. 选择率：(selection rate)46. 简历：(resume)47. 标准化：(standardization)48. 有效性：(validity)49. 客观性：(objectivity)50. 规范：(norm)51. 录用分数线：(cutoff score)52. 准确度：(aiming)53. 业务知识测试：(job knowledge tests)54. 求职面试：(employment interview)55. 非结构化面试：(unstructured interview)56. 结构化面试：(structured interview)57. 小组面试：(group interview)58. 职业兴趣测试：(vocational interest tests)59. 会议型面试：(board interview)60. 组织变化与人力资源开发61. 人力资源开发：(Human Resource Development，HRD)62. 培训：(training)63. 开发：(development)64. 定位：(orientation)65. 训练：(coaching)66. 辅导：(mentoring)67. 经营管理策略：(business games)68. 案例研究：(case study)69. 会议方法：(conference method)70. 角色扮演：(role playing)71. 工作轮换：(job rotating)72. 在职培训：(on-the-job training ，OJT)73. 媒介：(media)74. 企业文化与组织发展75. 企业文化：(corporate culture)76. 组织发展：(organization development，OD)77. 调查反馈：(survey feedback)78. 质量圈：(quality circles)79. 目标管理：(management by objective，MBO)80. 全面质量管理：(Total Quality Management，TQM)81. 团队建设：(team building)82. 职业计划与发展83. 职业：(career)84. 职业计划：(career planning)85. 职业道路：(career path)86. 职业发展：(career development)87. 自我评价：(self-assessment)88. 职业动机：(career anchors)89. 绩效评价90. 绩效评价：(Performance Appraisal，PA)91. 小组评价：(group appraisal)92. 业绩评定表：(rating scales method)93. 关键事件法：(critical incident method)94. 排列法：(ranking method)95. 平行比较法：(paired comparison)96. 硬性分布法：(forced distribution method)97. 晕圈错误：(halo error)98. 宽松：(leniency)99. 严格：(strictness)100. 360°反馈：(360-degree feedback)101. 叙述法：(essay method)102. 集中趋势：(central tendency)103. 报酬与福利104. 报酬：(compensation)105. 直接经济报酬：(direct financial compensation)106. 间接经济报酬：(indirect financial compensation)107. 非经济报酬：(no financial compensation)108. 公平：(equity)109. 外部公平：(external equity)110. 内部公平：(internal equity)111. 员工公平：(employee equity)112. 小组公平：(team equity)113. 工资水平领先者：(pay leaders)114. 现行工资率：(going rate)115. 工资水平居后者：(pay followers)116. 劳动力市场：(labor market)117. 工作评价：(job evaluation)118. 排列法：(ranking method)119. 分类法：(classification method)120. 因素比较法：(factor comparison method)121. 评分法：(point method)122. 海氏指示图表个人能力分析法：(Hay Guide Chart-profile Method) 123. 工作定价：(job pricing)124. 工资等级：(pay grade)125. 工资曲线：(wage curve)126. 工资幅度：(pay range)127. 12. 福利和其它报酬问题128. 福利(间接经济补偿)129. 员工股权计划：(employee stock ownership plan，ESOP) 130. 值班津贴：(shift differential)131. 奖金：(incentive compensation)132. 利润分享（分红制）：(profit sharing)133. 安全与健康的工作环境134. 安全：(safety)135. 健康：(health)136. 频率：(frequency rate)137. 紧张：(stress)138. 角色冲突：(role conflict)139. 催眠法：(hypnosis)140. 酗酒：(alcoholism)141. 员工和劳动关系142. 工会：(union)143. 地方工会：(local union)144. 行业工会：(craft union)145. 产业工会：(industrial union)146. 全国工会：(national union)147. 谈判组：(bargaining union)148. 劳资谈判：(collective bargaining)149. 仲裁：(arbitration)150. 罢工：(strike)151. 内部员工关系：(internal employee relations)152. 纪律：(discipline)153. 纪律处分：(disciplinary action)154. 申诉：(grievance)155. 降职：(demotion)156. 调动：(transfer)157. 晋升：(promotion)158. 目标mission/ objective159. 集体目标group objective160. 内部环境internal environment161. 外部环境external environment162. 计划planning163. 组织organizing164. 人事staffing165. 领导leading166. 控制controlling167. 步骤process168. 原理principle169. 方法technique170. 经理manager171. 总经理general manager172. 行政人员administrator173. 主管人员supervisor174. 企业enterprise175. 商业business176. 产业industry177. 公司company178. 效果effectiveness179. 效率efficiency180. 企业家entrepreneur181. 权利power182. 职权authority183. 职责responsibility184. 科学管理scientific management185. 现代经营管理modern operational management 186. 行为科学behavior science187. 生产率productivity188. 激励motivate189. 动机motive190. 法律law191. 法规regulation192. 经济体系economic system193. 管理职能managerial function194. 产品product195. 服务service196. 利润profit197. 满意satisfaction198. 归属affiliation199. 尊敬esteem200. 自我实现self-actualization201. 人力投入human input202. 盈余surplus203. 收入income204. 成本cost205. 资本货物capital goods206. 机器machinery207. 设备equipment208. 建筑building209. 存货inventory210. 经验法the empirical approach211. 人际行为法the interpersonal behavior approach212. 集体行为法the group behavior approach213. 协作社会系统法the cooperative social systems approach 214. 社会技术系统法the social-technical systems approach 215. 决策理论法the decision theory approach216. 数学法the mathematical approach217. 系统法the systems approach218. 随机制宜法the contingency approach219. 管理任务法the managerial roles approach220. 经营法the operational approach221. 人际关系human relation222. 心理学psychology223. 态度attitude224. 压力pressure225. 冲突conflict226. 招聘recruit227. 鉴定appraisal228. 选拔select229. 培训train230. 报酬compensation231. 授权delegation of authority232. 协调coordinate233. 业绩performance234. 考绩制度merit system235. 表现behavior236. 下级subordinate237. 偏差deviation238. 检验记录inspection record239. 误工记录record of labor-hours lost240. 销售量sales volume241. 产品质量quality of products242. 先进技术advanced technology243. 顾客服务customer service244. 策略strategy245. 结构structure246. 领先性primacy247. 普遍性pervasiveness248. 忧虑fear249. 忿恨resentment250. 士气morale251. 解雇layoff252. 批发wholesale253. 零售retail254. 程序procedure255. 规则rule256. 规划program257. 预算budget258. 共同作用synergy259. 大型联合企业conglomerate 260. 资源resource261. 购买acquisition262. 增长目标growth goal263. 专利产品proprietary product 264. 竞争对手rival265. 晋升promotion266. 管理决策managerial decision 267. 商业道德business ethics268. 有竞争力的价格competitive price 269. 供货商supplier270. 小贩vendor271. 利益冲突conflict of interests 272. 派生政策derivative policy273. 开支帐户expense account 274. 批准程序approval procedure 275. 病假sick leave276. 休假vacation277. 工时labor-hour278. 机时machine-hour279. 资本支出capital outlay280. 现金流量cash flow281. 工资率wage rate282. 税收率tax rate283. 股息dividend284. 现金状况cash position285. 资金短缺capital shortage286. 总预算overall budget287. 资产负债表balance sheet288. 可行性feasibility289. 投入原则the commitment principle 290. 投资回报return on investment 291. 生产能力capacity to produce292. 实际工作者practitioner293. 最终结果end result294. 业绩performance295. 个人利益personal interest296. 福利welfare297. 市场占有率market share298. 创新innovation299. 生产率productivity300. 利润率profitability301. 社会责任public responsibility302. 董事会board of director303. 组织规模size of the organization 304. 组织文化organizational culture 305. 目标管理management by objectives 306. 评价工具appraisal tool307. 激励方法motivational techniques 308. 控制手段control device309. 个人价值personal worth310. 优势strength311. 弱点weakness312. 机会opportunity313. 威胁threat314. 个人责任personal responsibility 315. 顾问counselor316. 定量目标quantitative objective 317. 定性目标qualitative objective318. 可考核目标verifiable objective 319. 优先priority320. 工资表payroll321. 策略strategy322. 政策policy323. 灵活性discretion324. 多种经营diversification325. 评估assessment326. 一致性consistency327. 应变策略consistency strategy 328. 公共关系public relation329. 价值value330. 抱负aspiration331. 偏见prejudice332. 审查review333. 批准approval334. 主要决定major decision335. 分公司总经理division general manager 336. 资产组合距阵portfolio matrix337. 明星star338. 问号question mark339. 现金牛cash cow340. 赖狗dog341. 采购procurement342. 人口因素demographic factor343. 地理因素geographic factor344. 公司形象company image345. 产品系列product line346. 合资企业joint venture347. 破产政策liquidation strategy348. 紧缩政策retrenchment strategy349. 战术tactics350. 追随followership351. 个性individuality352. 性格personality353. 安全safety354. 自主权latitude355. 悲观的pessimistic356. 静止的static357. 乐观的optimistic358. 动态的dynamic359. 灵活的flexible360. 抵制resistance361. 敌对antagonism362. 折中eclectic363. 激励motivation364. 潜意识subconscious365. 地位status366. 情感affection367. 欲望desire368. 压力pressure369. 满足satisfaction370. 自我实现的需要needs for self-actualization 371. 尊敬的需要esteem needs372. 归属的需要affiliation needs373. 安全的需要security needs374. 生理的需要physiological needs375. 维持maintenance376. 保健hygiene377. 激励因素motivator378. 概率probability379. 强化理论reinforcement theory380. 反馈feedback381. 奖金bonus382. 股票期权stock option383. 劳资纠纷labor dispute384. 缺勤率absenteeism385. 人员流动turnover386. 奖励reward387. 特许经营franchise388. 热诚zeal389. 信心confidence390. 鼓舞inspire391. 要素ingredient392. 忠诚loyalty393. 奉献devotion394. 作风style395. 品质trait396. 适应性adaptability397. 进取性aggressiveness398. 热情enthusiasm399. 毅力persistence400. 人际交往能力interpersonal skills401. 行政管理能力administrative ability402. 智力intelligence403. 专制式领导autocratic leader404. 民主式领导democratic leader405. 自由放任式领导free-rein leader406. 管理方格图the managerial grid407. 工作效率work efficiency408. 服从obedience409. 领导行为leader behavior410. 支持型领导supportive leadership411. 参与型领导participative leadership412. 指导型领导instrumental leadership413. 成就取向型领导achievement-oriented leadership414. Action learning：行动学习415. Alternation ranking method：交替排序法416. Annual bonus：年终分红417. Application forms：工作申请表418. Appraisal interview：评价面试419. Aptitudes：资质420. Arbitration：仲裁421. Attendance incentive plan：参与式激励计划422. Authority：职权423. Behavior modeling：行为模拟424. Behaviorally anchored rating scale (bars)：行为锚定等级评价法425. Benchmark job：基准职位426. Benefits：福利427. Bias：个人偏见428. Boycott：联合抵制429. Bumping/layoff procedures：工作替换/临时解雇程序430. Burnout：耗竭431. Candidate-order error：候选人次序错误432. Capital accumulation program：资本积累方案433. Career anchors：职业锚434. Career cycle：职业周期435. Career planning and development：职业规划与职业发展436. Case study method：案例研究方法437. Central tendency：居中趋势438. Citations：传讯439. Civil Rights Act：民权法440. Classes：类441. Classification (or grading) method：归类（或分级）法442. Collective bargaining：集体谈判443. Comparable worth：可比价值444. Compensable factor：报酬因素445. Computerized forecas：计算机化预测446. Content validity：内容效度447. Criterion validity：效标效度448. Critical incident method：关键事件法449. Davis-Bacon Act (DBA)：戴维斯─佩根法案450. Day-to-day-collective bargaining：日常集体谈判451. Decline stage：下降阶段452. Deferred profit-sharing plan：延期利润分享计划453. Defined benefit：固定福利454. Defined contribution：固定缴款455. Department of Labor job analysis：劳工部工作分析法456. Discipline：纪律457. Dismissal：解雇；开除458. Downsizing：精简459. Early retirement window：提前退休窗口460. Economic strike：经济罢工461. Edgar Schein：艾德加．施恩462. Employee compensation：职员报酬463. Employee orientation：雇员上岗引导464. Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案465. Employee services benefits：雇员服务福利466. Employee stock ownership plan (ESOP)：雇员持股计划467. Equal Pay Act：公平工资法468. Establishment stage：确立阶段469. Exit interviews：离职面谈470. Expectancy chart：期望图表471. Experimentation：实验472. Exploration stage：探索阶段473. Fact-finder：调查474. Fair day's work：公平日工作475. Fair Labor Standards Act：公平劳动标准法案476. Flexible benefits programs：弹性福利计划477. Flex place：弹性工作地点478. Flextime：弹性工作时间479. Forced distribution method：强制分布法480. Four-day workweek：每周4天工作制481. Frederick Taylor：弗雷德里克．泰罗482. Functional control：职能控制483. Functional job analysis：功能性工作分析法484. Gain sharing：收益分享485. General economic conditions：一般经济状况486. Golden offerings：高龄给付487. Good faith bargaining：真诚的谈判488. Grade description：等级说明书489. Grades：等级490. Graphic rating scale：图尺度评价法491. Grid training：方格训练492. Grievance：抱怨493. Grievance procedure：抱怨程序494. Group life insurance：团体人寿保险495. Group pension plan：团体退休金计划496. Growth stage：成长阶段497. Guarantee corporation：担保公司498. Guaranteed fair treatment：有保证的公平对待499. Guaranteed piecework plan：有保障的计件工资制500. Halo effect：晕轮效应501. Health maintenance organization (HMO) ：健康维持组织502. Illegal bargaining：非法谈判项目503. Impasse：僵持504. Implied authority：隐含职权505. Incentive plan：激励计划506. Individual retirement account (IRA) ：个人退休账户507. In-house development center：企业内部开发中心508. Insubordination：不服从509. Insurance benefits：保险福利510. Interviews：谈话；面谈511. Job analysis：工作分析512. Job description：工作描述513. Job evaluation：职位评价514. Job instruction training (JIT) ：工作指导培训515. Job posting：工作公告516. Job rotation：工作轮换517. Job sharing：工作分组518. Job specifications：工作说明书519. John Holland：约翰．霍兰德520. Junior board：初级董事会521. Layoff：临时解雇522. Leader attach training：领导者匹配训练523. Lifetime employment without guarantees：无保证终身解雇524. Line manager：直线管理者525. Local market conditions：地方劳动力市场526. Lockout：闭厂527. Maintenance stage：维持阶段528. Management assessment center：管理评价中心529. Management by objectives (MBO)：目标管理法530. Management game：管理竞赛531. Management grid：管理方格训练532. Management process：管理过程533. Mandatory bargaining：强制谈判项目534. Mediation：调解535. Merit pay：绩效工资536. Merit raise：绩效加薪537. Mid career crisis sub stage：中期职业危机阶段538. Nondirective interview：非定向面试539. Occupational market conditions：职业市场状况540. Occupational orientation：职业性向541. Occupational Safety and Health Act：职业安全与健康法案542. Occupational Safety and Health Administration (OSHA)：职业安全与健康管理局543. Occupational skills：职业技能544. On-the-job training (OJT) ：在职培训545. Open-door：敞开门户546. Opinion survey：意见调查547. Organization development(OD)：组织发展548. Outplacement counseling：向外安置顾问549. Paired comparison method：配对比较法550. Panel interview：小组面试551. Participant diary/logs：现场工人日记/日志552. Pay grade：工资等级553. Pension benefits：退休金福利554. Pension plans：退休金计划555. People-first values："以人为本"的价值观556. Performance analysis：工作绩效分析557. Performance Appraisal interview：工作绩效评价面谈558. Personnel (or human resource) management：人事（或人力资源）管理559. Personnel replacement charts：人事调配图560. Piecework：计件561. Plant Closing law：工厂关闭法562. Point method Policies：政策563. Position Analysis Questionnaire (PAQ) ：职位分析问卷564. Position replacement cards：职位调配卡565. Pregnancy discrimination act：怀孕歧视法案566. Profit-sharing plan：利润分享计划567. Programmed learning：程序化教学568. Qualifications inventories：资格数据库569. Quality circle：质量圈570. Ranking method：排序法571. Rate ranges：工资率系列572. Ratio analysis：比率分析573. Reality shock：现实冲击574. Reliability：信度575. Retirement：退休576. Retirement benefits：退休福利577. Retirement counseling：退休前咨询578. Rings of defense：保护圈579. Role playing：角色扮演580. Salary surveys：薪资调查581. Savings plan：储蓄计划582. Scallion plan：斯坎伦计划583. Scatter plot：散点分析584. Scientific management：科学管理585. Self directed teams：自我指导工作小组586. Self-actualization：自我实现587. Sensitivity training：敏感性训练588. Serialized interview：系列化面试589. Severance pay：离职金590. Sick leave：病假591. Situational interview：情境面试592. Skip-level interview：越级谈话593. Social security：社会保障594. Speak up! ：讲出来！595. Special awards：特殊奖励596. Special management development techniques：特殊的管理开发技术597. Stabilization sub stage：稳定阶段598. Staff (service) function：职能（服务）功能599. Standard hour plan：标准工时工资600. Stock option：股票期权601. Straight piecework：直接计件制602. Strategic plan：战略规划603. Stress interview：压力面试604. Strictness/leniency：偏紧/偏松605. Strikes：罢工606. Structured interview：结构化面试607. Succession planning：接班计划608. Supplement pay benefits：补充报酬福利609. Supplemental unemployment benefits：补充失业福利610. Survey feedback：调查反馈611. Sympathy strike：同情罢工612. System Ⅳ：组织体系Ⅳ613. System I：组织体系614. Task analysis：任务分析615. Team building：团队建设616. Team or group：班组617. Termination：解雇；终止618. Termination at will：随意终止619. Theory X：X理论620. Theory Y：Y理论621. Third-party involvement：第三方介入622. Training：培训623. Transactional analysis (TA) ：人际关系心理分析624. Trend analysis：趋势分析625. Trial sub stage：尝试阶段626. Unclear performance standards：绩效评价标准不清627. Unemployment insurance：失业保险628. Unfair labor practice strike：不正当劳工活动罢工629. Unsafe acts：不安全行为630. Unsafe conditions：不安全环境631. Validity：效度632. Value-based hiring：以价值观为基础的雇佣633. Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练634. Variable compensation：可变报酬635. Vestibule or simulated training：新雇员培训或模拟636. Vesting：特别保护权637. Voluntary bargaining：自愿谈判项目638. Voluntary pay cut：自愿减少工资方案639. Voluntary time off：自愿减少时间640. Wage carve：工资曲线641. Work samples：工作样本642. Work sampling technique：工作样本技术643. Work sharing：临时性工作分担644. Worker involvement：雇员参与计划645. Worker's benefits：雇员福利646. Adaptability 适应性647. Aligning Performance for Success 协调工作以求成功业绩648. Applied Learning 应用的知识649. Building a Successful Team 建立成功团队650. Building Customer Loyalty 对客户忠诚651. Building Partnerships 建立合作关系652. Building Strategic Working Relationships 建立战略性工作关系653. Building Trust 建立互信关系654. Coaching 辅导655. Communication 沟通656. Continuous Learning 不断学习657. Contributing to Team Success 对团队成功的贡献658. Customer Focus 以客户为中心659. Decision Making 决策660. Delegating Responsibility 授权661. Developing Others 发展他人662. Drive for Results 注重实效663. Energy 精力充沛664. Facilitation Change 推动变革665. Follow-up 跟进666. Formal Presentation 专业演讲技巧667. Gaining Commitment 具有使命感668. Impact 影响力669. Information Monitoring 采集信息670. Initiating Action 主动采取行动671. Innovation 创新672. Job Fit 胜任工作673. Leading Through Mission and Values 在使命与价值的认同中的领导才能674. Managing Conflict 解决冲突675. Managing Work (Includes Time Management) 管理工作（时间管理）676. Meeting Leadership 会议组织能力677. Meeting Participation 分享678. Negotiation谈判679. Planning and Organizing 编制计划与组织能力680. Quality Orientation 质量定位681. Risk Taking 勇于冒险682. Safety Awareness 安全意识683. Sales Ability / Persuasiveness 销售能力/说服能力684. Strategic Leadership / Decision Making 战略性领导/决策制定685. Stress Tolerance 压力忍受能力686. Technical / Professional Knowledge and Skills 技术专业知识和技能687. Tenacity 坚忍不拔688. Work Standards 操作规范689. Action learning：行动学习690. Alternation ranking method：交替排序法691. Annual bonus：年终分红692. Application forms：工作申请表693. Appraisal interview：评价面试694. Aptitudes：资质695. Arbitration：仲裁696. Attendance incentive plan：参与式激励计划697. Authority：职权698. Behavior modeling：行为模拟699. Behaviorally anchored rating scale (bars)：行为锚定等级评价法700. Benchmark job：基准职位701. Benefits：福利702. Bias：个人偏见703. Boycott：联合抵制704. Bumping/layoff procedures：工作替换/临时解雇程序705. Burnout：耗竭706. Candidate-order error：候选人次序错误707. Capital accumulation program：资本积累方案708. Career anchors：职业锚709. Career cycle：职业周期710. Career planning and development：职业规划与职业发展711. Case study method：案例研究方法712. Central tendency：居中趋势713. Citations：传讯714. Civil Rights Act：民权法715. Classes：类716. Classification (or grading) method：归类（或分级）法717. 集体谈判Comparable worth：可比价值718. Compensable factor：报酬因素719. Computerized forecast：计算机化预测720. Content validity：内容效度721. Criterion validity：效标效度722. Critical incident method：关键事件法723. Davis-Bacon Act (DBA)：戴维斯―佩根法案724. Day-to-day-collective bargaining：日常集体谈判725. Decline stage：下降阶段726. Deferred profit-sharing plan：延期利润分享计划727. Defined benefit：固定福利728. Defined contribution：固定缴款729. Department of Labor job analysis：劳工部工作分析法730. Discipline：纪律731. Dismissal：解雇；开除732. Downsizing：精简733. Early retirement window：提前退休窗口734. Economic strike：经济罢工735. Edgar Schein：艾德加•施恩736. Employee compensation：职员报酬737. Employee orientation：雇员上岗引导738. Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案739. Employee services benefits：雇员服务福利740. Employee stock ownership plan (ESOP) ：雇员持股计划741. Equal Pay Act：公平工资法742. Establishment stage：确立阶段743. Exit interviews：离职面谈744. Expectancy chart：期望图表745. Experimentation：实验746. Exploration stage：探索阶段747. Fact-finder：调查748. Fair day’s work：公平日工作749. Fair Labor Standards Act：公平劳动标准法案750. Flexible benefits programs：弹性福利计划751. Flex place：弹性工作地点752. Flextime：弹性工作时间753. Forced distribution method：强制分布法754. Four-day workweek：每周天工作制755. Frederick Taylor：弗雷德里克•泰罗756. Functional control：职能控制757. Functional job analysis：功能性工作分析法758. 沟通Communication759. 个人发展Personal Development760. 电子学习e-Learning761. 项目管理Project Management762. 领导艺术Leadership763. 团队建设Team Building764. 管理Management765. 商务管理类766. 行政管理Administrative Support767. 人力资源Human Resources768. 商法Business Law769. 行业Industry770. 客户服务Customer Service771. 知识管理Knowledge Management772. 电子商务e-Business773. 市场Marketing774. 金融/财会Finance & Accounting775. 企业运营Operations776. 财务服务Financial Services777. 销售Sales778. able 有才干的，能干的adaptable 适应性强的779. active 主动的，活跃的aggressive 有进取心的780. ambitious 有雄心壮志的amiable 和蔼可亲的781. amicable 友好的analytical 善于分析的782. apprehensive 有理解力的aspiring 有志气的，有抱负的783. audacious 大胆的，有冒险精神的capable 有能力的，有才能的784. careful 办理仔细的candid 正直的785. competent 能胜任的constructive 建设性的786. cooperative 有合作精神的creative 富创造力的787. dedicated 有奉献精神的dependable 可靠的788. diplomatic 老练的，有策略的disciplined 守纪律的789. dutiful 尽职的well--educated 受过良好教育的790. efficient 有效率的energetic 精力充沛的791. expressivity 善于表达faithful 守信的，忠诚的792. frank 直率的，真诚的generous 宽宏大量的793. genteel 有教养的gentle 有礼貌的794. humorous 有幽默impartial 公正的795. independent 有主见的industrious 勤奋的796. ingenious 有独创性的motivated 目的明确的797. intelligent 理解力强的learned 精通某门学问的798. logical 条理分明的methodical 有方法的799. modest 谦虚的objective 客观的800. precise 一丝不苟的punctual 严守时刻的801. realistic 实事求是的responsible 负责的802. sensible 明白事理的sporting 光明正大的803. steady 踏实的systematic 有系统的804. purposeful 意志坚强的sweet-tempered 性情温和的805. temperate 稳健的tireless 孜孜不倦的806. name 姓名in. 英寸807. pen name 笔名ft. 英尺808. alias 别名street 街809. Mr. 先生road 路810. Miss 小姐district 区811. Ms （小姐或太太）house number 门牌812. Mrs. 太太lane 胡同，巷813. age 年龄height 身高814. bloodtype 血型weight 体重815. address 地址born 生于816. permanent address 永久住址birthday 生日817. province 省birthdate 出生日期818. city 市birthplace 出生地点819. county 县home phone 住宅电话820. prefecture 专区office phone 办公电话821. autonomous region 自治区business phone 办公电话822. nationality 民族；国籍current address 目前住址823. citizenship 国籍date of birth 出生日期824. native place 籍贯postal code 邮政编码825. duel citizenship 双重国籍marital status 婚姻状况826. family status 家庭状况married 已婚827. single 未婚divorced 离异828. separated 分居number of children 子女人数829. health condition 健康状况health 健康状况830. excellent （身体）极佳short-sighted 近视831. far-sighted 远视ID card 身份证832. date of availability 可到职时间membership 会员、资格833. president 会长vice-president 副会长834. director 理事standing director 常务理事835. society 学会association 协会836. secretary-general 秘书长research society 研究会837. work experience 工作经历occupational history 工作经历838. professionalhistory 职业经历specific experience 具体经历839. responsibilities 职责second job 第二职业840. achievements 工作成就，业绩administer 管理841. assist 辅助adapted to 适应于842. accomplish 完成（任务等）appointed 被认命的843. adept in 善于analyze 分析844. authorized 委任的；核准的behave 表现845. break the record 打破纪录breakthrough 关键问题的解决846. control 控制conduct 经营，处理847. cost 成本；费用create 创造848. demonstrate 证明，示范decrease 减少849. design 设计develop 开发，发挥850. devise 设计，发明direct 指导851. double 加倍，翻一番earn 获得，赚取852. effect 效果，作用eliminate 消除853. enlarge 扩大enrich 使丰富854. exploit 开发（资源，产品）enliven 搞活855. establish 设立（公司等）；使开业evaluation 估价，评价856. execute 实行，实施expedite 加快；促进857. generate 产生good at 擅长于858. guide 指导；操纵improve 改进，提高859. initiate 创始，开创innovate 改革，革新860. invest 投资integrate 使结合；使一体化861. justified 经证明的；合法化的launch 开办（新企业）862. maintain 保持；维修modernize 使现代化863. negotiate 谈判nominated 被提名；被认命的864. overcome 克服perfect 使完善；改善865. perform 执行，履行profit 利润866. be promoted to 被提升为be proposed as 被提名（推荐）为867. realize 实现（目标）获得（利润）reconstruct 重建868. recorded 记载的refine 精练，精制869. registered 已注册的regenerate 更新，使再生870. replace 接替，替换retrieve 挽回871. revenue 收益，收入scientific 科学的，系统的872. self-dependence 自力更生serve 服务，供职873. settle 解决（问题等）shorten 减低……效能874. simplify 简化，精简spread 传播，扩大875. standard 标准，规格supervises 监督，管理876. supply 供给，满足systematize 使系统化877. test 试验，检验well-trained 训练有素的878. valuable 有价值的target 目标，指标879. working model 劳动模范advanced worker 先进工作者880. education 学历educational history 学历881. educational background 教育程度curriculum 课程882. major 主修minor 副修883. educational highlights 课程重点部分curriculum included 课程包括884. specialized courses 专门课程courses taken 所学课程885. special training 特别训练social practice 社会实践886. part-time jobs 业余工作summer jobs 暑期工作887. vacation jobs 假期工作refresher course 进修课程888. extracurricularactivities 课外活动physical activities 体育活动889. recreational activities 娱乐活动academic activities 学术活动890. social activities 社会活动rewards 奖励891. scholarship 奖学金excellent League member 优秀团员892. excellent leader 优秀干部student council 学生会893. off-job training 脱产培训in-job training 在职培训894. educational system 学制cademic year 学年895. semester 学期（美）term 学期（英）896. supervisor 论文导师pass 及格897. fail 不及格marks 分数898. examination 考试degree 学位899. post doctorate 博士后doctor(Ph.D) 博士900. master 硕士bachelor 学士901. graduate student 研究生abroad student 留学生902. abroad student 留学生undergraduate 大学肆业生903. government-supportedstudent 公费生commoner 自费生904. extern 走读生intern 实习生905. prize fellow 奖学金生boarder 寄宿生906. graduate 毕业生guest student 旁听生（英）907. auditor 旁听生（美）day-student 走读生908. objective 目标position desired 希望职位909. job objective 工作目标employment objective 工作目标910. career objective 职业目标position sought 谋求职位911. position wanted 希望职位position appliedfor 申请职位912. for more specializedwork 为更专门的工作913. for prospectsof promotion 为晋升的前途914. for higher responsibility 为更高层次的工作责任915. for wider experience 为扩大工作经验916. due to close-downof company 由于公司倒闭917. due to expiryof employment 由于雇用期满918. sought a betterjob 找到了更好的工作919. to seek a betterjob 找一份更好的工作920. hobbies 业余爱好play the guitar 弹吉他921. reading 阅读play chess 下棋922. play 话剧long distance running 长跑923. play bridge 打桥牌collecting stamps 集邮924. play tennis 打网球jogging 慢跑925. sewing 缝纫travelling 旅游926. listening to symphony 听交响乐do some clay scultures 搞泥塑。

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

在人力资源管理领域中，有很多与之相关的英文术语和词汇。

下面将对一些常见的人力资源管理词汇进行英汉对照的介绍。

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

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

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

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

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

人力资源管理术语第8版中英文对照Chapter 1 The strategic role of human resource management (13)1. Management processThe five basic functions of planning, organizing, staffing, leading, and controlling.管理过程(management process)：指计划、组织、人事、领导以及控制等五种基本的管理功能。

2. Human resource managementTh e policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding,and appraising.人力资源管理(personnel management)：任何一个管理职位在完成与“人”或人力资源有关的任务时所必须的观念和技术，它包括招募、筛选、培训、报酬和绩效评价等。

3. AuthorityThe right to make decision, direct others’s work, and give orders.职权（authority）：进行决策、指挥他人工作以及发布命令的权力。

4. Line managerA manager who is authorized to direct the work of subordinates and responsible for accomplishing the organizat ion’s goals.直线管理者（line manager）：被授权指挥下属工作并负责达成企业目标的管理人员。

中国移动人力资源战略管理(英文版)China Mobile Human Resources Strategic ManagementChina Mobile, as the largest mobile telecommunications company in China, has become a role model for the industry. In order to maintain its leading position and achieve sustainable growth, China Mobile has implemented an effective human resources strategic management system.China Mobile's human resources strategy is based on attracting, developing, and retaining top talent. The company recognizes that its success depends on the capabilities and dedication of its employees. Therefore, it strives to create a positive work environment and provide opportunities for career growth and personal development.To attract top talent, China Mobile focuses on employer branding. It actively promotes its corporate culture and values as well as its commitment to innovation and customer satisfaction. By highlighting its strong brand image, China Mobile is able to attract talented individuals who are seeking a challenging and rewarding career.Once talented individuals join China Mobile, the company invests in their development through various training and development programs. These programs are designed to enhance employees' skills and knowledge, and to equip them with the tools they need to succeed in their roles. China Mobile also encourages employees to pursue further education and provides financial assistance for advanced degrees or professional certifications.China Mobile also recognizes the importance of retaining top talent. The company values its employees and seeks to create a supportive and inclusive work environment. It offers competitive compensation and benefits packages, as well as opportunities for career advancement and job rotation. China Mobile also provides ongoing support and feedback to help employees grow and succeed in their roles.In addition to attracting and retaining top talent, China Mobile focuses on building a diverse and inclusive workforce. The company recognizes the value of diversity in driving innovation and fostering creativity. China Mobile actively promotes gender diversity, and has implemented initiatives to increase the representation of women in leadership positions. The company also values diversity of thought, and encourages employees to share their ideas and perspectives.China Mobile's human resources strategic management system is supported by advanced technology. The company has implemented a comprehensive human resources management system that allows for efficient and accurate record keeping, performance evaluation, and talent management. The system also enables employees to access and update their personal information, and provides a platform for communication and collaboration across different departments and locations.Overall, China Mobile's human resources strategic management focuses on attracting, developing, and retaining top talent. Through its efforts to promote employer branding, invest in employeedevelopment, create a supportive work environment, and foster diversity and inclusion, China Mobile has been able to maintain its competitiveness and achieve sustainable growth. The company's commitment to its employees has not only helped it attract and retain top talent, but has also fostered a sense of loyalty and commitment among its workforce. China Mobile serves as a model for other organizations seeking to implement effective human resources strategies to drive success in the rapidly changing telecommunications industry.继续写 (1500字)除了吸引、培养和保留顶级人才外，中国移动还注重建立多元包容的员工队伍。

中国进行企业结构调整过程中的人员与激励管理--中英对照PeopleapectoftructuralchangeinthePeople’RepublicofChina中国进行企业结构调整过程中的人员与激励管理June21,20012001年6月21日Toprotecttheconfidentialandproprietaryinformationincludedint himaterial,itmaynotbedicloedorprovidedtoanythirdpartiewithoutthe approvalofyourorganizationandHewittAociateLLC.为严守本材料中的信息机密和保护版权，未经贵公司和翰威特咨询有限公司事先许可，严禁向任何第三方泄漏或提供本材料中的任何信息。

Togetrichigloriou发展才是硬道理-Deng某iaoPing邓小平Thegreatobjectofthepoliticaleconomyofeverycountry,itoincreae thericheandpowerofthatcountry.各国政治经济体制的宗旨在于增加该国的财富与实力。

-AdamSmith Thebuineofbuineibuine企业重在经营-MiltonFriedmanAgenda议程Globaloverviewofprivatizationleon全球企业市场化经验概述Roleofgovernmentintranition政府部门在过渡过程中所发挥的作用E某ecutiveandLeaderhip对高层经理与领导者的激励与约束机制Japan:PrivatizationTranition-UKWater股份化过渡-UKWaterEmployed100,000员工总数达10万人Originallyingleoperation,runregionally最初为单一型地区运营PrivatizationTranition-UKWater股份化过渡-UKWaterGovernment-ponoredretructuringPrivatizationTranition-UKWater股份化过渡-UKWaterChinaitheame…butChinaidifferent!中国亦如此…但有其独特之处！Therealiueichange真正的问题源于变革Minorchange细微变革Feeleay感觉容易Retaingov’tcontrol保留政府控制Lowpriceforaet资产价格较低MajorChange重大变革Difficult艰难Loegov’tcontrol失去政府控制Highprice代价较高Howfar,andhowfat跨度？速度？TheTalentSolution人才解决方案BuineReult经营结果通过人员来改善经营结果...BalancedMeaurement均衡评估法BuineProce经营程序PeopleRequirement人员要求EmployeeNeed员工需求People/HRStrategy人员/人力资源战略EmploymentRelationhip聘用关系PeoplePractice,Policie,Program人员方案、政策、计划TheTalentSolution人才解决方案TheTalentSolution人才解决方案Acloerlookathowpeoplecreatevalueinabuine近观人员为企业创造价值的模式PeoplePractice,Policie,Program人员方案、政策、计划Developing(therightkill)发展(恰当的技能)Rewarding(therightincentive)全面薪酬(合理的回报)Organizing(therightrole)组织(合理的角色及职责分)PeopleManagement人员管理Staffing人员配置BoardofDirector董事会成员whatkindofpeople人员类型？undertandbuinetrategy理解经营战略connectiontootherindutrie,e某perience与其它行业相关、经验carefuloverrepreentationofaparticulargroup。

人力资源激励是指在人力资源管理中，通过各种方式和方法来激发员工的积极性和主动性，提高员工的工作效率和工作质量，从而实现组织的整体目标。

以下是一些常见的英语表达，用于描述人力资源激励的不同方面：1. 员工激励：Employee motivation refers to the use of various methods and approaches to stimulate employees' enthusiasm and initiative, and improve their work efficiency and quality, so as to achieve the overall goals of the organization.2. 激励机制：An incentive mechanism refers to a system that provides employees with rewards and incentives in order to motivate them to perform better and achieve better results.3. 薪酬激励：Compensation incentives refer to the use of salary, bonus, etc. to encourage employees to work harder and achieve better results.4. 晋升激励：Promotion incentives refer to providing employees with opportunities for promotion and advancement, which can stimulate their enthusiasm and motivation to work harder and achieve better results.5. 目标激励：Target incentives refer to setting clear and challenging goals for employees, which can stimulate their motivation and drive to work harder and achieve better results.6. 情感激励：Emotional incentives refer to building a positive and harmonious work environment, encouraging employees to share their ideas and feelings, and creating a sense of belonging and mutual support among employees.7. 培训和发展机会激励：Providing employees with training and development opportunities can stimulate their motivation to learn new skills and improve their performance, while also helping them grow personally and professionally.8. 认可和赞赏激励：Recognizing and appreciating employees' work can help create a sense of recognition and reward, which can stimulate their motivation and engagement in the organization.总的来说，人力资源激励是一个综合性的过程，需要结合多种方式和方法，针对不同员工的特点和需求，灵活运用各种激励手段，以达到最佳的激励效果。

人力资源管理术语第8版中英文对照Chapter 1 The strategic role of human resource management (13)1. Management processThe five basic functions of planning, organizing, staffing, leading, and controlling.管理过程(management process)：指计划、组织、人事、领导以及控制等五种基本的管理功能。

2. Human resource managementTh e policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding,and appraising.人力资源管理(personnel management)：任何一个管理职位在完成与“人”或人力资源有关的任务时所必须的观念和技术，它包括招募、筛选、培训、报酬和绩效评价等。

3. AuthorityThe right to make decision, direct others’s work, and give orders.职权（authority）：进行决策、指挥他人工作以及发布命令的权力。

4. Line managerA manager who is authorized to direct the work of subordinates and responsible for accomplishing the organizat ion’s goals.直线管理者（line manager）：被授权指挥下属工作并负责达成企业目标的管理人员。