1、HR英语阅读使人快乐,成长需要时间一、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)二、外部环境:(external environment)内部环境:(internal environment)政策:(policy
2、)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)三、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 De
3、scription Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)四、人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)需求预测:(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
4、Resource Information System,HRIS)五、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)六、选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization
5、)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)七、人力资源开发:(Human Resource Developme
6、nt,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)八、企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedb
7、ack)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)九、职业:(career) profession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)十、绩效评价:(Performance Appraisal,PA)小组评价:(group apprais
8、al)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度反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)十一、报酬:(compensation) reward;pay直接经济报酬:(direc
9、t 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
10、:(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)十二、福利(间接经济补偿) welfare员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(
11、incentive compensation)分红制:(profit sharing)十三、 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)十四、 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:(arbi
12、tration)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)The Role And Challenge of HRMHuman resource management 人力资源管理Human capital 人力资本:对组织来说具有经济价值的个人知识、技巧和能力。Total Quality Management 全面质量管理:一系列的原则和实践、其中心思想
13、就是了解顾客的需要、把事情一次性做好和不断取得进步。Downsizing 精简(裁员)Outsourcing 外包:由其他组织提供以前由内部职工完成的工作。Employee leasing 员工租借:解雇员工的过程,他们先被租界公司雇佣,然后由租界公司与原公司签订合同,由原公司再租借员工。Managing diversity 管理多元化:在清醒地认识到员工的共同特点的同时,区别对待每一位员工。Core competencies 核心竞争力:组织内部的综合性知识结构,以区别于其竞争对手,并为顾客创造价值。(C. K. Prahalad and G. Hamel)Protean career 多变
14、的职业Culture environment 文化环境Culture shock 文化冲击Consumer price index 消费者价格指数Ethics 道德Human resource information systems人力资源信息系统Job analysis 工作分析:收集工作岗位信息一确定工作的责任、任务或活动的过程。Functional job analysis(FJA)职能工作分析(工作分析的方法)Position analysis questionnaire (PAQ) 职位分析问卷调查(工作分析的方法)Critical incidence method 关键事件法(工作
15、分析的方法)Job description 工作描述:工作名称、工作身份、工作职责。(工作分析的结果)Job specification 工作规范:(工作说明书):教育背景、技能、人格特点。(工作分析的结果)Job design 工作设计:工作分析的产物,它从技术和人道的角度考虑工作完善的问题,以提高组织效率和对工作的满意度。Reengineering 流程再造:对基本问题的进行重新思考,彻底重新设计业务流程,从而在成本、质量、服务和速度方面取得巨大的进步。Cross training 交叉培训:让员工到相关领域接受在职培训。Job rotation 工作轮换Job enrichment 工作丰富化:通过增加更多有意义的任务和责任,使员工感到工作回报和满意度更高,以提高工作的价值。支队工作内容的纵向Job enlargement 工作扩大化:横向扩展工作。Empl
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