人力资源管理专业词汇 Corporation standardization office #QS8QHH-HHGX8Q8-GNHHJ8
Appendix A
Glossary of Human Resource Management Terms
absentees 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 of1967 (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, without a formal company-appointed leader, who decide among
themselves most decisions 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 of1973(CETA) CETA was a broad-ranging act designed to provide job training, employment, and job 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 of1985(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 company assistance, 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 of1972 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 Employ
equal employment opportunity laws Equal employment opportunity laws area family of federal and state acts that seek to ensure equal employment opportunities for members of protected groups.
Equal Pay Art of1963 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 the?
facilitator 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 of1938 (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 election ratio 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 contributed 40 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.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 treat their 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 1986Employers 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.
人力资源管理系统介绍一、系统框架及各模块内容展示
二、各模块的功能及操作说明 1）界面介绍： 登录网络Excel平台后，人力资源管理系统的导航会自动打开，点击【人事管理】，她显示【人事管理】的页面，同样，点击【工资管理】【基础数据表】也会显示自己相应的页面。 2）人事管理模块介绍： a.人事管理模块中包含了员工基本信息、培训、考评、调动、奖惩、离职等记录表。 b.员工资料表记录着员工的基本信息、简历、工作经历、学习经历等等，其中，「民族、籍 贯、学历、专业、职称」是通过表间公式构造下拉列表选项选择的。在填写数据时，如果是 选择已填写过的数据可以直接选择，在选择中发现没有所需数据，可直接在单元格输入数据， 保存后下次选择时就可以看到这次填写的数据。 员工合同连接、求职简历连接（如下图所示）是用来连接文件，点击单元格→右击→链接文 件，就可以选择所需要连接的单元格。
在员工资料表录入数据后，在员工汇总表中可以显示对应的信息，同时也显示了离合同到期的天数，离合同期最近的员工会排在前面。 员工考评信息表：考评内容、考评结果也采用了构造下拉列表选项选择的，使用方法与上面介绍一样。 c.员工调动记录表填写保存后，员工新的信息会自动更新到员工基本资料表中，例如：调后部门、调后职位、调后薪金分别会更新到员工资料表中部门、职位、基本工资。（如下图）员工调动记录表 员工资料表 d.员工奖惩记录是记录员工的奖励与惩罚情况。在奖惩类别中选择奖励，在奖惩原因中就会显示奖励的信息，选择惩罚就会显示惩罚的信息（如下图所示） 在员工奖惩记录表中输入数据后，可以在奖惩汇总表中查询汇总数据，输入起止日期是查询对应日期的奖惩信息，同时在奖惩类别中输入奖励或惩罚就会显示对应的信息。 e.员工离职表记录这里录入信息保存后，离职信息会自动更新员工资料表的在职状态中。3）工资管理模块介绍：
1 Absence [??bs?ns] 缺席 2 Acceptability [?k?sept?'b?l?t?] 可接受性 3 Achievement test [??t?ivm?nt] [test] 成就测试 4 Action plan[??k??n][pl?n] 行动计划 5 Adverse impact [??dv?rs][??m?p?kt]负面影响 6 Allowance[??la??ns]津贴，补助 7 Announcement [??na?nsm?nt] 公告 8 Applicant [??pl?k?nt] 求职者 9 Application [??pl??ke??n] 申请10 Appraisal [??prez?l] 评价,评估 11 Appoint[??p??nt] 任命 12 Arbitration [?ɑrb??tre??n]仲裁 13Assessment center [??s?sm?nt] [?s?nt?]评价中心 14 Assessment criteria 评价准则，评估 标准[??sesm?nt] [kra??t??r??] 15 Authority [??θ?r?ti] 权威 16 Audiovisual instruction 视听 教学[??dio?v??u?l] [?n?str?k??n] 17 Audit approach [??d?t] [??pro?t?] 审计法 18 Balanced scorecard 平衡计 分卡[?b?l?nst] [?sk?rkɑrd]
19 Bargaining-impasse [?bɑrg?n??] [??mp?s] 谈判僵局 20 Behavior modeling [b??hevj?] ['m?d?l??]行为模拟 21 Behavior-based program 行为改变计划 22 Benchmarks [?bent??mɑ:ks] 基准 23 Benefit [?b?n?f?t] 福利 24 Bonus [?bo?n?s] 奖金 25 Business planning 企业规划 26 Candidate [?k?nd?d?t]申请求职者，候选人 27 Career anchor[k??r?r] [???k?]职业锚28 Career counseling [k??r?r] ['ka?ns?l??] 职业咨询 29 Career curves [k??r?r]['k?vz] 职业曲线 30 Career development 职业发展 31 career planning 职业生涯规 划 32 Cognitive ability [?kɑgn?t?v] [??b?l?ti] 认知能力 33 Commitment [k??m?tm?nt] 承诺， 义务 34 Communication skill 沟通技 巧 35 Compensable factor [k?m'pens?b?l][?f?kt?]报酬要素 36 Compensation [?kɑmpen?se??n]报酬， 补偿 37 Competency assessment 能力
目录 导论：人力资源环境与策略2第一篇设计：工作分析与人力规划5第二篇招聘：人力资源选拔与预测8第三篇开发：人力资源培训与评价12第四篇报酬：薪资方案与福利计划18第五篇影响：员工健康与劳资关系22
导论：人力资源环境与策略 第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标objectives of HRM 。人力资源管理职责duties of HRM 。人力资源管理任务tasks of HRM 。战略性人力资源管理strategic HRM 。人力资源政策human resource policy 。人力资源哲学human resource philosophy 。精神契约psychological contract 。企业认同感organization commitment 2.组织：行为与文化 。正式组织formal organization 。非正式组织informal organization 。组织文化organization culture
。亚文化subculture 。跨文化cross-national culture 。价值观values 。态度attitudes 。角色行为role behavior 。个人主义—集体主义individualism-collectivism 。不确定性规避uncertainty avoidance 。权力距离power distance 。直线和职能职权line and staff authority 3.激励与组织绩效 。激励motivation 。需要层次理论hierarchy of needs theory 。X理论与Y理论theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ 。激励-保健理论motivation-hygiene theory 。ERG理论ERG theory 。麦克莱兰德需要理mc-clelland’s theory of needs 。期望理论expectency theory 。公平理论equity theory 。强化理论reinforcement theory 。波特-劳勒期望机率理论borter-lawler’s theory of expectency 第二章人力资源环境
1、（A）是指当对一个人某些特性形成好或坏的印象之后，就倾向于据此推论其他方面的特性。 A、光环效应 B、投射效应 C、首因效应 D、刻板印象 2、从考评的性质和特点看，行为导向型主观评价方法的特点是（ABD） A、考评有客观依据 B、缺乏量化的考评标准 C、可以用于考评团队绩效 D、受考评者主观因素的制约和影响 E、利用同一标准衡量所有员工的工作绩效 3、劳动资源稀缺性的属性包括（CE?） A、具有普遍性 B、仅存在于市场经济中 C、是一种相对的稀缺性 D、仅存在于当前社会 E、可以表现为消费劳动资源的支付能力和支付手段的稀缺性 4、下列关于劳务派遣的说法，不正确的是（C） A、雇员是被派遣的劳动者 B、是一种组合劳动关系 C、本质是劳动力的雇佣和使用相统一 D、雇主是劳务派遣单位 5、（B）将工资水平直接与企业效益和员工工作业绩相联系。 A、一岗一薪制 B、薪点工资制 C、一岗多薪制 D、提成工资制 6、一般来说，进行员工培训评估时，投资回报率的评估标准包括（BD） A、劳动效率 B、直接成本 C、专利项数 D、间接成本 E、质量要求 7、对被测评者的回答或反应不作任何限制的品德测试技术是（C） A、心理技术 B、FRC技术 C、投射技术 D、问卷技术 8、下列关于无领导小组讨论的表述，不正确的是（ADE） A、它有效地运用密集性群体讨论的方式 B、它可以快速地诱发被评价者特定的行为 C、它可用于选拔员工，也可以进行培训诊断 D、它可以用来判断被评价者所具有的个性特征 E、考官可以在现场就近观察并直接写出评定意见
9、一般来说，不同层次的管理人员有不同的技能要求，对于中层管理人员而言，（C）是最重要的。 A、专业技能 B、理念技能 C、人文技能 D、协调技能 10、企业结构整合的过程包括：1互动阶段2拟定目标阶段3控制阶段4规划阶段，排序正确的是（B） A、1243 B、2413 C、2431 D、4213 11、设计无领导小组讨论评分表时，评分指标应控制在（B）以内 A、5个 B、10个 C、30个 D、40个 12、对新的培训方式进行效果评估，则评估的侧重点在于（BED） A、课程组织 B、培训教材 C、教学人员 D、课程设计 E、应用效果 13、一般来说，工资水平高的企业一应关注市场（D）点处的报酬水平 A、15% B、25% C、50% D、75% 14、企业晋升计划的内容一般由（ABC）等指标组成 A、晋升时间 B、晋升比率 C、晋升条件 D、晋升职位 E、晋升人数 15、下列关于比率量表的说法，正确的有（CDE） A、量表中没有绝对零点 B、采用的统计方法较为单一 C、是测量水平最高的量表 D、测量结果可以进行四则运算 E、测量结果可以计算几何平均数 16、企业需要对培训效果进行建设行评估，下列说法不正确的是（C） A、建设行评估是非正式评估 B、建设行评估是主观性评估 C、建设行评估的结果决定了培训项目是否保留
英国人力资源管理(H R M) HRM为何选英国而不在国内念呢?因为相对于国内的人力资源管理课程，英国的课程设置更细致，专业概念更加专业, 从人员的挑选前期的准备开始工作，到合理的激励员工，到解聘以及养老金的发放，一应俱全。总之，想学到比国内更专业的HRM吗?选英国肯定没错啦。 人力资源管理(HRM) 简单的说就是培养未来从事部门管理、企业管理、劳动人事管理工作的人才。HRM涉及的内容有六个方面：人力资源规划、招聘与配置、培训与开发、绩效管理、薪酬管理、劳动关系管理。 一般来说选择此类专业，未来工作的局限性比较大，基本就被定型在管理类型上来了。刚毕业的应届毕业生刚进公司，一定是先从HR Assistant做起的。还有一种好的发展途径，就是进一些世界知名的咨询公司：Hewitt 或Mercer等，都是专业进行人力资源咨询的一流公司。也有一些去了政府部门、或者教书等。 什么样的人适合人力资源管理(HRM)? 虽说三百六十行行行出状元，但首先必须要找到适合自己的那一行呢。如果有幸在一家大公司做到HR总监的位置，是可以达到很客观的年薪的，50~100万。但是想成为一个成功的HR，小编觉得不仅仅需要文能舞墨，还需要伶牙俐齿，不说上知天文地理，起码在大的场合下能够hold住全场;最重要的还需要了解经济领域，知晓最基本的知识。 >>英国人力资源管理(HRM)留学申请为什么要去英国读人力资源管理? 英国的HRM远远专业于国内，而且英国很多企业的HR机构也为在读学生设置了实习岗位，有更早的接触关于人力资源的实际操作机会。而且如果在实习期间表现的好的话可以直接留下来。这样的机会在国内可是相当少的。 除此之外呢，选择英国还有一个重要的原因，就是英国的人力资源专业CIPD认证。大家都知道，在英联邦国家，大部分职业都会有一个或多个专业机构，组织业内人士，对大学的相关课程进行评估和认定。例如，会计师在英国有ACCA，澳大利亚有CPA。同样，英国的人力资源协会(The Chartered Institute of Personnel and Development, CIPD)是从事人力管理和发展职业专业人士的组织，针对英国人力资源专业的认证。在英联邦国，
人力资源管理常用词汇 Marketing and Sales(市场与销售部分) Vice-President of Sales 销售副总裁 Senior Customer Manager 高级客户经理 Sales Manager 销售经理 Regional Sales Manager 地区销售经理Merchandising Manager 采购经理 Sales Assistant 销售助理 Wholesale Buyer 批发采购员 Tele-Interviewer 电话调查员 Real Estate Appraiser 房地产评估师 Marketing Consultant 市场顾问 Marketing and Sales Director 市场与销售总监Market Research Analyst 市场调查分析员Manufacturer\'s Representative 厂家代表 Director of Subsidiary Rights 分公司权利总监Sales Representative 销售代表 Assistant Customer Executive 客户管理助理Marketing Intern 市场实习 Marketing Director 市场总监 Insurance Agent 保险代理人 Customer Manager 客户经理 Vice-President of Marketing 市场副总裁 Regional Customer Manager 地区客户经理 Sales Administrator 销售主管 Telemarketing Director 电话销售总监 Advertising Manager 广告经理 Travel Agent 旅行代办员 Salesperson 销售员 Telemarketer 电话销售员 Sales Executive 销售执行者 Marketing Assistant 市场助理 Retail Buyer 零售采购员 Real Estate Manager 房地产经理 Real Estate Broker 房地产经纪人 Purchasing Agent 采购代理 Product Developer 产品开发 Marketing Manager 市场经理 Advertising Coordinator 广告协调员 Advertising Assistant 广告助理 Ad Copywriter(Direct Mail) 广告文撰写人 Customer Representative 客户代表 Computers and Mathematics(计算机部分) Manager of Network Administration 网络管理经理MIS Manager 电脑部经理 Project Manager 项目经理
人力资源简介 人力资源，又称劳动力资源或劳动力，是指能够推动整个经济和社会发展、具有劳动能力的人口总和。经济学把为了创造物质财富而投入于生产活动中的一切要素通称为资源，包括人力资源、物力资源、财力资源、信息资源、时间资源等，其中人力资源是一切资源中最宝贵的资源，是第一资源。人力资源包括数量和质量两个方面。人力资源的最基本方面，包括体力和智力，从现实应用的状态，包括体质、智力、知识、技能四个方面。人力资源与其他资源一样也具有特质性、可用性、有限性。 通常来说，人力资源的数量为具有劳动能力的人口数量，其质量指经济活动人口具有的体质、文化知识和劳动技能水平。一定数量的人力资源是社会生产的必要的先决条件。一般说来，充足的人力资源有利于生产的发展，但其数量要与物质资料的生产相适应，若超过物质资料的生产，不仅消耗了大量新增的产品，且多余的人力也无法就业，对社会经济的发展反而产生不利影响。经济发展主要靠经济活动人口素质的提高，随着生产中广泛应用现代科学技术，人力资源的质量在经济发展中将起着愈来愈重要的作用。 基本方面包括体力和智力。如果从现实的应用形态来看，则包括体质、智力、知识和技能四个方面。具有劳动能力的人，不是泛指一切具有一定的脑力和体力的人，而是指能独立参加社会劳动、推动整个经济和社会发展的人。所以，人力资源既包括劳动年龄内具有劳动能力的人口，也包括劳动年龄外参加社会劳动的人口。 六大特征 人力资源作为一种特殊资源，具有如下特征。 能动性 人具有主观能动性，能够有目的地进行活动，有目的地改造外部物质世界。其能动性体现在三个方面。 两重性 人力资源与其他任何资源不同，是属于人类自身所有，存在于人体之中的活的资源，因而人力资源既是生产者，同时又是消费者。人力资源中包含丰富的知识内容，使其具有巨大的潜力，以及其他资源无可比拟的高增值性。
人力资源管理师（二级）专业英语词汇表 序号词汇中译词意 1 Acceptability 可接受性 2 Achievement tests 成就测试 3 Action plan 行动计划 4 Action steps 行动步骤 5 Adventure learning 探险学习法 6 Adverse impact 负面影响 7 Agency shop 工会代理制 8 Alternative dispute resolution (ADR) 建设性争议解决方法 9 Analytic approach 分析法 10 Appraisal politics 评价政治学 11 Apprenticeship 学徒制 12 Arbitrary 仲裁 13 Assessment 评价 14 Assessment center 评价中心 15 Attitude awareness and change program 态度认知与改变计划 16 Attitudinal structuring 态度构建 17 Audiovisual instruction 视听教学 18 Audit approach 审计法 19 Balanced scorecard 综合评价卡 20 Basic skills 基本技能 21 Behavior-based program 行为改变计划 22 Behavior modeling 行为模拟 23 Benchmarks 基准 24 Benchmarking 评判 25 Benefits 收益 26 Bonus 奖金 27 Boycott 联合抵制 28 Career 职业 29 Career counseling 职业咨询 30 Career curves (maturity curves) 职业曲线（成熟曲线） 31 Career management system 职业管理系统 32 Career support 职业支持 33 Centralization 集权化 34 Coach 教练 35 Cognitive ability 认知能力 36 Cognitive outcomes 认知性结果 37 Collective bargaining process 劳资谈判过程 38 Community of practice 演练小组 39 Compa-ratio 比较比率 40 Compensable factors 报酬要素 41 Competency assessment 能力评估 42 Competitive advantage 竞争优势 43 Concentration strategy 集中战略 44 Concurrent validation 同时效度 45 Consumer price index, CPI 消费者价格指数 46 Content validation 内容效度 47 Continuous learning 持续学习 48 Contributory plan 投入计划 49 Coordination training 合作培训 50 Core competencies 核心竞争力 51 Criterion-related validity 效标关联效度 1 / 10
人力资源管理专业学生的自我介绍(精选多篇) 第1篇第2篇第3篇第4篇第5篇更多顶部 目录 第一篇：人力资源管理自我介绍第二篇：2020人力资源管理专业自我介绍第三篇：人力资源管理自我介绍第四篇：人力资源专业学生的英文自我介绍第五篇：人力资源管理专业自我介绍模板更多相关范文 正文第一篇：人力资源管理自我介绍self-introduction my name is xxx, it is really a great honor to have this opportunity to introduce myself briefly, i am ** years old,born in xx ,xx province . as a undergraduate,i have the chance to learn knoy dream.in xx i major in human resources management,so i have acquired basic knoan resources management both in theory and in practice and i have passed cet4 yselfe and i also have some my o)n essay .besides,i am a problem solver，people person ，team player，i can share my happieness y friends and i am audient you can tell something happieness or sadness.i an ,but have some shortcoming,i have a long gthingabout myselfe ,thangkyou ! 自我介绍
人力资源管理专业词汇(DOC 29页)
Appendix A Glossary of Human Resource Management Terms absentees 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.
国家四级人力资源管理师考试大纲：第一章人力资源规划第一章人力资源规划 一、人力资源规划—指为实施企业的发展战略，完成企业的生产经营目标，根据企业内外环境和条件的变化，运用科学的方法，对企业人力资源的需求和供给进行预测，制定相宜的政策和措施，从而使企业人力资源供给和需求达到平衡，实现人力资源的合理配置，有效激励员工的过程。 工作岗位分析 二、人力资源规划的内容：战略规划、组织规划、制度规划、人员规划、费用规划 三、工作岗位分析的内容： 1、对各类工作岗位的性质任务、职责权限、岗位关系、劳动条件及环境进行系统研究。 2、界定工作范围和内容后，提出承担本岗位任务应具备的员工资格条件。 3、制定出工作说明书等岗位人事规范。 四、工作岗位分析的作用： 1、为招聘、选拔、任用合格的人员奠定了基础。 2、为员工的考评、晋升提供了依据。 3、是企业单位改进工作设计、优化劳动环境的必要条件。 4、是制定有效的人力资源规划，进行各类人才供给和需求预测的重要前提。 5、是工作岗位评价的基础，而工作岗位评价又是建立、健全企业单位薪酬的重要步骤。 五、工作岗位分析的程序：1、准备阶段;2、调查阶段;3、总结分析阶段。 六、岗位规范—即劳动规范、岗位规则或岗位标准，它是组织中各类岗位某一专项事物或对某类员工劳动行为、素质要求等所作的统一规定。 七、工作说明书—是组织对各类岗位的性质和特征、工作任务、职责权限、岗位关系、劳动条件和环境，以及本岗位人员任职的资格条件等事项所作的统一规定。 八、岗位规范和工作说明书区别：
1、所涉及的内容不同。工作说明书是以岗位“事”和“物”为中心，而岗位规范所覆盖的范围、所涉及的内容要比工和说明广泛得多，只是其有些内容与工作说明书的内容有所交叉。 2、所突出的主题不同。岗位说明书是在岗位分析的基础上，解决“什么样的人才能胜任本岗位的工作”的问题;工作说明书不仅要解决岗位说明书的问题，还要回答“该岗位是一个什么岗位?这个岗位做什么?在什么地点和环境条件下做?” 3、具体的结构形式不同。工作说明书不受标准化原则的限制，可繁可简，结构形式多样化;岗位规范一般由企业职能部门按企业标准化原则，统一制定并发布执行的。 九、工作岗位设计的原则：因事设岗。 十、工作岗位设计的方法： 1、岗位设置的数目是否符合最低数量原则。 2、所有岗位是否实现了有效配合，是否足以保证组织的总目标、总任务的实现。 3、每个岗位是否在组织中发挥了积极效应，它与上下左右岗位之间的相互关系是否协调。 4、组织中的所有岗位是否体现了经济、科学、合理、系统化的原则。 十一、企业定员的作用：1、是企业用人的科学标准;2、是企业人力资源计划的基础;3、是企业内部各类员工调配的主要依据;4、有利于提高员工队伍的素质。 十二、企业定员的原则： 1、以企业生产经营目标为依据; 3、各类人员的比便关系要协调; 2、以精简、高效、节约为目标; 4、人尽其才、人事相宜; 5、要创造一个贯彻执行定员标准的良好环境; 6、定员标准适时修订。 十三、企业定员的基本方法：某类岗位用人数量=某类岗位制度时间内计划工作任务总量/某类人员工作(劳动)效率 (1)按劳动效率定员：定员人数=计划期生产任务总量/(工人劳动效率X出勤率)
人力资源管理专业毕业生就业情况分析与对策 系科：经济法政系 班级：09人力资源管理 姓名：王惠榕 学号：16
人力资源管理专业的就业形势 目前我国大部分企业中的人事部门已转化为人力资源部门，而掌握专业人力资源管理知识的从业人员极其稀少，据了解HR人才的缺口在全国达50万人以上，仅上海保守估计缺口就在4万人左右，大连已达到3万人左右，该职业的人才已成为社会中的紧缺人才，经过专业学习的HR人才，已成为企业争夺的对象。 人力资源管理专业就业方向主要有三种去向：第一是面向企业，这将是主要方向。第二是公共事业单位，如政府机关、各种社会群体和组织。第三类是科研教学机构。 据调查，人力资源管理专业人员就职企业普遍分布于金融保险业(30%);信息产业(13.3%);咨询服务业(16.7%);快速消费品(16.7%);电子技术(6.7%);制药与生物工程(6.7%);耐用消费品(轻工、家电、服装、纺织，10%)等众多行业。 目前我国大部分企业中的人力资源部门已不再是传统认识上的人事行政管理和事务工作，而是把人力资源能力的开发与广纳人才放在战略的位置，作为工作的重中之重。而目前掌握过硬的专业性人力资源管理技能的从业人员却很稀缺，在“亚洲最紧缺的30种人才”调查中，人力资源管理专业也位居其中。 人力资源管理专业就业SWOT分析 SWOT分析方法是一种企业内部分析方法，即根据企业自身的既定内在条件进行分析，找出企业的优势、劣势及核心竞争力之所在。其中，S代表strength(优势)，W代表weakness(弱势)，O代表opportunity(机会)，T代表threat(威胁)，其中，S、W是内部因素，O、T是外部因素。按照企业竞争战略的完整概念，战略应是一个企业“能够做的”（即组织的强项和弱项）和“可能做的”（即环境的机会和威胁）之间的有机组合 运用SWOT分析法对人力资源管理专业就业情况分析如下： （一）优势（strength） 1.在人才招聘和选拔中的优势。如可以运用心理学中人才测评技术和相关工具 （心理测验）从事人事工作，做到职员与岗位的匹配（岗位胜任），以达到“最适合的人”从事“最适合的工作”取得“最佳结果”这一理想目标。 2.在培训开发方面的优势。如在培训中可以了解员工的心理需求与发展愿望， 并予以针对性满足，从而更好地发挥人的潜能． 3.在员工激励方面的优势．能较好的运用心理学中更多样化的激励理论，如需 要理论、动机理论、奖惩理论、过程激励理论等为员工设计激励和考核手段，激发员工的积极性、主动性和创造性，提高工作效率和生产效率。 （二）劣势（weakness） 1．学校的培养方向和企业需求不相匹配，上手慢。课本上的知识与企业的现状存在较大差距，毕业生没有接触企业的机会就难以适应巨大的反差。在实际操作过程中感到困难重重。 2．对企业的构架及各岗位的了解不足。对市场了解、掌控不足。
人力资源管理常用词 汇 Marketing and Sales（市场与销售部分） Vice-Preside nt of Sales 销售副总裁 Senior Customer Ma nager 高级客户经理 Sales Manager销售经理 Regio nal Sales Man ager 地区销售经理 Mercha ndisi ng Ma nager 采购经理 Sales Assista nt 销售助理 Wholesale Buyer批发采购员 Tele-I nterviewer 电话调查员 Real Estate Appraiser 房地产评估师 Marketi ng Co nsulta nt 市场顾问 Marketi ng and Sales Director 市场与销售总监Market Research An alyst 市场调查分析员 Manu facturer\'s Represe ntative 厂家代表Director of Subsidiary Rights 分公司权利总监Sales Represe ntative 销售代表 Assista nt Customer Executive 客户管理助理Marketi ng In tern 市场实习 Market ing Director 市场总监 In sura nee Age nt 保险代理人
Customer Manager 客户经理 Vice-Preside nt of Marketi ng 市场副总裁 Regio nal Customer Ma nager 地区客户经理 Sales Admi nistrator 销售主管 Telemarket ing Director 电话销售总监 Advertisi ng Man ager 广告经理 Travel Age nt 旅行代办员 Salesperson 销售员 Telemarketer 电话销售员 Sales Executive 销售执行者 Marketi ng Assista nt 市场助理 Retail Buyer 零售采购员 Real Estate Man ager 房地产经理 Real Estate Broker 房地产经纪人 Purchasi ng Age nt 采购代理 Product Developer 产品开发 Market ing Ma nager 市场经理 Advertisi ng Coordin ator 广告协调员 Advertis ing Assista nt 广告助理 Ad Copywriter(Direct Mail) 广告文撰写人 Customer Represe ntative 客户代表 Computers and Mathematics(计算机部分) Man ager of Network Admi nistratio n 网络管理经理
HR三支柱模型介绍（COE&SSC&BP）(2012-08-09 18:21:57) 标签：人力资源 关键词：组织结构职能分工hr #HR职能划分#三支柱模型：COE(Centre of Excellence or Center of Expertise人力资源专业知识中心或人力资源领域专家)，SSC(Shared Service Centre共享服务中心)，BP(Business Partener人力资源业务合作伙伴）。Dave Ulrich 1996年提出此概念，大概01、02年引入中国。@Small_bean滴窝讲，无论是HR三支柱还是“跨界”&“混搭”，目的都是“Alignment”&“Segmentation”。“Alignment”与公司业务一致；“Segmentation”精准定位创造价值。 转一篇介绍三支柱模型的文章。 杰克-韦尔奇曾说过“人力资源负责人在任何企业中都应该是第二号人物”，但在中国，99%的企业都做不到。原因很简单，人力资源部没创造这么大的价值——业务增长很快，但HR 总在拖后腿。有些人说人力资源部是“秘书”，有人说人力资源是“警察”，在中国，真正认为人力资源部是“业务伙伴”的真是凤毛麟角。 Aon Hewitt全球咨询经验和研究证明，人力资源部可以成为业务驱动力，关键是HR自身的运作模式要发生变化。本文从人力资源组织设计入手，提供一种新的视角和思路帮助HR更好支持业务增长。 重新定位人力资源部门 HR成为业务的驱动力，首先要把“人力资本”当成一项业务来经营。如果做到这一点，人力资源部门首先要重新定位自己，从职能导向转向业务导向。然而，目前中国企业的人力资源部按职能块划分团队（例如薪酬、培训、领导力等）的运作模式阻碍了HR的价值创造——每个职能块同时负责政策制定、政策执行以及事务性支持（例如发薪、入职手续）。不
人力资源管理专业词汇( 中英文对照) 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/使命:(mission) 股东:(shareholders/stakeholder) 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) 四、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) 五、选择：(selection) 选择率:(selection rate)
人力资源系统功能介绍 Document number：NOCG-YUNOO-BUYTT-UU986-1986UT
附件1： 人力资源管理系统 功能概述 1 系统应用范围 系统主要功能模块 机构管理、岗位管理、人员管理、劳动合同管理、工资管理、考勤管理、绩效管理、统计报表 本次计划推广范围： 2 系统功能简介 机构管理 ?支持集煤矿企业非常复杂的多类型的组织机构设置；用户可以维护无限层次的组织结构和岗位结构。 ?系统内嵌组织结构图工具，可自动生成组织结构图；并可根据不同管理层次查看组织机构图； ?可以完成组织机构的成立、撤销、合并、划转等操作； ?支持对虚拟组织的管理（如临时性的项目组织）的管理，包括对虚拟组织人员、工资等业务处理； ?可以根据人员信息情况，自动生成公司、部门的汇总数据，并且考虑到调岗因素，既可统计部门编制人数，也可统计部门在岗人数； 岗位管理
?能够对岗位基本信息进行管理，根据用户需求可以简便的自定义岗位属性指标； ?可维护企业的岗位体系（职位体系），包括设置岗位与部门的隶属关系、岗位与岗位之间的汇报结构、岗位的数量、岗位的性质级别等； ?可设置各单位岗位（职位）的岗位描述、能力要求、任职资格、素质指标要求等。建有岗位说明书（包括工作描述、职责、工作分析等）； 人员管理（员工信息管理） ?可根据煤矿企业人员类型多样的复杂性，进行人员的分类管理：如可对在职员工、解聘员工、离退休员工、其他各类人员的分类维护与管理； ?人员信息（包括文字、照片等电子及多媒体信息）储存、调用方便、快捷； ?提供对员工全方面的资讯信息与档案管理功能。如提供对员工从入职在企业里面发展的全程记录，包括工作简历、职位变动、奖惩情况、学习经历、培 训经历等。 ?人员信息可以自定义形式输出员工花名册，并可以输出未WORD,EXCEL等格式文件。 ?提供灵活的人员信息的录入、修改、删除的批量、半批量处理功能；方便用户的实施与日常维护； ?系统提供了数据导入的工具，人事数据和履历信息可以通过EXCEL批量导入； ?可实现离退休人员管理，包括离退休人员的到期提醒、查询等。 ?可以动态查询、分析权限内下级单位的人员信息数据；