vc职场英语.doc

职场英语专业词汇听说过吗？躺在床上能和外教一对一练英语口语！超牛！免费体验史上最牛英语口语学习，太平洋英语HR职场英语专业词汇1 Acceptability 可接受性2 o4 Ff8 S1 G9 r w2 Achievement tests 成就测试; G3 0 9 A r$ o3 Action plan 行动计划- n6 U: C/ d1 & # N4 Action steps 行动步骤+ X) V D+ ) y G. N; K5 5 Adventure learning 探险学习法% U( o b$ P$ # l; O/ D5 6 Adverse impact 负面影响/ c3 U) q5 k+ RJ$ Y: c7 Agency shop 工会代理制( ?4 A7 D9 v; J g e( E L( tx8 Alternative dispute resolution (ADR) 建设性争议解决方法 U) W) m7 p- r# S9 Analytic approach 分析法. x& u) O4 |6 Y r/ Y 10 Appraisal politics 评价政治学6 d! i+ I I: V4 D9 & r2 f2 E: O11 Apprenticeship 学徒制: K1 V1 g/ r+ i0 - F! E ?12 Arbitrary 仲裁! R2 z5 G# P E: l9 o8 _! j q13 Assessment 评价3 / e6 x3 & G4 a14 Assessment center 评价中心7 A8 o V( X4 o15 Attitude awareness and change program 态度认知与改变计划/ Y# q; P . A9 H8 F( e+ w16 Attitudinal structuring 态度构建, ( R6 r! i. P0 X; C t17 Audiovisual instruction 视听教学% W. f V/ k1 z1 H7 l1 P$ _& q! s: C18 Audit approach 审计法5 g1 _?7 K% D6 C19 Balanced scorecard 综合评价卡. C. o( b. ?7 Y8 r. P9 ! y |20 Basic skills 基本技能N# j! V5 w; V& 3 M I21 Behavior-based program 行为改变计划2 H X. jW$ c; Q22 Behavior modeling 行为模拟0 o5 6 a. Yk6 Y. _9 a23 Benchmarks 基准% u8 l- ? S2 & P. U+ l5 |3 s& B24 Benchmarking 评判8 U2 u3 P) 0 P* Z/ d! n25 Benefits 收益$ G. K! f1 d2 A8 26 Bonus 奖金, m- Y- |- X* m/ D* X! 27 Boycott 联合抵制3 F7 B# P# & k! t28 Career 职业4 # l9 d8 D; |* 29 Career counseling 职业咨询/ T* l8 p B& G4 P( U- T8 u) a0 s: h30 Career curves (maturity curves) 职业曲线（成熟曲线）: I L5 _; y! H* g9 m+ E5 9 I. 31 Career management system 职业管理系统4 |4 U/ h+ x/ D9 v ( N0 R( h32 Career support 职业支持; G E* - l8 $ s2 q# I/ B) E33 Centralization 集权化0 # _! G3 * m; Y7 D34 Coach 教练3 i0 g & o F35 Cognitive ability 认知能力 N8 . u$ 7 2 g1 & Q36 Cognitive outcomes 认知性结果( 1 a% . y$ Z3 S5 X* J y37 Collective bargaining process 劳资谈判过程+ w( # F* l# w# P38 Community of practice 演练小组& N2 R1 k- n7 H39 Compa-ratio 比较比率: z: O2 D5 A A. Q40 Compensable factors 报酬要素0 o& A4 G0 / E4 C( ?; B2 W41 Competency assessment 能力评估- 3 L; A9 _5 k4 h/ . o4 m42 Competitive advantage 竞争优势 M, h. Q0 ?% E7 & m43 Concentration strategy 集中战略; x: T% Q% r5 z44 Concurrent validation 同时效度: vnX- 5 t5 W45 Consumer price index, CPI 消费者价格指数; x9 n- u1 _* y) ; Y: Va46 Content validation 内容效度% _- Y) o8 v) z- W47 Continuous learning 持续学习 L8 v$ x S. k, e* A2 S48 Contributory plan 投入计划% p. i2 Cx8 d3 M. _1 49 Coordination training 合作培训/ E+ L5 C) Y0 p: m50 Core competencies 核心竞争力9 A* S5 F$ X- w6 0 O C% X( L% P51 Criterion-related validity 效标关联效度+ . a: c7 V) : ?% K; I52 Critical incident 关键事件, m4 n1 m# H Y9 c! | F53 Critical incident method 关键事件法: 2 s. 7 , g5 G8 9 D54 Cross-cultural preparation 跨文化准备; B M6 i7 b5 , 55 Cross-training 交叉培训6 Q( a/ o* J d& M& O* t8 R56 Cultural environment 文化环境2 9 % Y5 b# s- c; e$ s( c3 i57 Cultural shock 文化冲击+ C( v: v N! J; pq58 Customer appraisal 顾客评估. 9 G# R7 4 - B59 Data flow diagram 数据流程图1 B) R7 U! k+ V, q+ J7 h60 Database 数据库8 c) / S3 u) Ro61 Decentralization 分散化- E- k w; Q. h1 H62 Decision support systems 决策支持系统1 i& W9 u+ k3 t H! K# G63 Defined-benefit plan 养老金福利计划5 M$ z0 m# Z$ 8 , E64 Defined-contribution plan 资方养老金投入计划2 + y1 QE. s1 k w* O1 u65 Delayering 扁平化% nt) 3 B6 Y5 A% 3 P5 |66 Depression 沮丧6 L! o$ 4 e3 C, V4 m. q; z67 Development planning system 开发规划系统6 N2 |B( O6 68 Differential piece rate 差额计件工资9 0 d/ W- v: E/ L- . C69 Direct costs 直接成本; V; 1 7 ! S& p6 e2 X! a4 X70 Discipline 纪律8 Y9 % 9 H) ?2 p. ?; ) O71 Disparate impact 差别性影响; j# y1 zs4 / d3 / Y+ D0 z5 L72 Disparate treatment 差别性对待/ S% N7 x# y9 e! ? e- l73 Diversity training 多元化培训8 a b* Z5 q! o/ U$ g/ Q74 Downsizing 精简- R# Y1 c* y( q A$ I2 U% g75 Downward move 降级! |( 3 0 ( _: 4 D76 Efficiency wage theory 效率工资理论% 6 p& G% ?4 ?2 j! z5 M& 1 f; t77 Electronic performance support system (EPSS) 电子绩效支持系统4 B; R% J; dM) : ?7 Z6 M78 Employee empowerment 员工授权$ C O/ _5 K# q. a, H# s% _79 Employee leasing 员工租借, D8 x: H8 T. 0 L80 Employee survey research 雇员调查与研究) B! r% i j J# d _81 Employee wellness programs (EWPs) 雇员健康修炼计划% |) s# Q* o2 Z) s) |/ p; yE82 Entrepreneur 企业家6 f. T* 5 x/ M1 q83 Equal employment opportunity (EEO) 公平就业机会 2 ft5 v8 u: u) _# J84 Essay method 书面方式6 g- f( 9 w, 0 Q l, P! q: i85 Ethics 道德* R& J8 . x& k% a: H; * G9 D86 Expatriate 外派雇员- T% O( y% 0 l4 7 d87 Expert systems 专家系统/ U5 D* t$ 5 X) t3 a1 N88 External analysis 外部分析9 q* P( U+ v: A r7 g. A89 External growth strategy 外边成长战略 I: e# I, N; 4 P90 External labor market 外部劳动力市场0 y: U6 6 m0 k6 % k91 Factor comparison system 因素比较法+ m5 U; : U4 Z% i! : S A) L92 Feedback 反馈- I2 X6 S6 u/ O# g, g93 Flexible benefits plans (cafeteria plans) 灵活的福利计划（自助福利方案）. P( U2 x4 T2 W( ?94 Flextime 灵活的时间4 Z3 Q/ GH5 a( N# J7 T9 B2 U9 h95 Forecasting （劳动力供求）预测0 D! 2 l/ e5 ?96 Formal education programs 正规教育计划* T5 2 M) g( I0 v+ g; F97 Frame of reference 参照系_3 v1 6 X* q+ p98 Functional job analysis, FJA 职能工作分析$ K: 2 K2 z- x& x- E$ L99 Gain sharing plans 收益分享计划8 GU2 Y! A1 m# i- u100 Globalization 全球化: z4 c, u N9 H1 x I, r101 Goals 目标# C+ | ?% G: O/ G102 Goals and timetables 目标和时间表# $ - & q/ v! |: h# o103 Graphic rating-scale method 图式评估法. F( Z* v+ ! j9 t/ U$ K104 Group-building methods 团队建设法/ I: A+ i: R2 |7 O. s105 Group mentoring program 群体指导计划2 S* z# f7 h5 I2 o106 Hay profile method 海氏剖析法! k. d1 s0 i$ ) Z6 w107 High-leverage training 高层次培训, R8 c& c3 m9 , y2 r7 M; 6 X/ I108 High-performance work systems 高绩效工作系统/ Ht$ u . a$ K109 Hourly work 计时工资制 6 f$ ) y W7 D! x0 e1 J110 Human capital 人力资本& IBe8 * g f111 Human resource information system (HRIS) 人力资源信息系统7 w6 u( D D& ) p+ I112 Human resource management 人力资源管理0 z: F# N3 o# K+ t o# y113 Human resources planning, HRP 人力资源计划1 E& x+ o$ i1 n) y- H114 Indirect costs 间接成本) O; 8 Q- X. C115 Individualism/collectivism 个人主义/集体主义 Aqd9 d& i$ m* R3 X, z116 Input 投入5 G7 & y. F% Z g3 G/ q 117 Instructional design process 指导性设计过程+ j! C, X# S- C# H, t; _0 118 Internal analysis 内部分析. S5 B2 Z8 v: j H8 K119 Internal growth strategy 内部成长战略4 gX6 f ce; C8 j; I( |120 Internal labor force 内部劳动力7 b. S8 P: o. f+ z0 ?121 Internet 互联网+ n: v7 Q- g- A- c1 * q4 122 Internship programs 实习计划 6 w3 _1 X1 x I8 123 Interview 面试6 J2 A5 F/ _# 124 Intraorganizational bargaining 组织内谈判0 P* s; ) + f9 C125 Job analysis 工作分析* W d4 R v Y5 x$ X# F126 Job classification system 工作分类法7 R: Z2 g9 E6 / Y- x5 L0 X127 Job description 工作描述+ l& ) G. X! w$ j0 p. n128 Job design 工作设计0 s# x3 x# s/ B129 Job enlargement 工作扩大化/ L6 q/ D5 C7 M& R9 r8 v, S. c130 Job enrichment 工作丰富化8 c1 f, t& c4 X131 Job evaluation 工作评价2 E1 w; k2 n# a2 I4 L132 Job experiences 工作经验3 L, |& S2 h Z( y3 * a, h3 T133 Job involvement 工作认同# O8 b4 o) M5 Q# w134 Job posting and bidding 工作张贴和申请$ |+ J9 g/ A- , |135 Job progressions 工作提升7 n4 i x/ 0 K C8 h K136 Job ranking system 工作重要性排序法; r& L5 A$ zmE* 137 Job rotation 工作轮换# B, J. C* . q- |; V$ J138 Job satisfaction 工作满意度4 A- f3 P$ U: C139 Job specification 工作规范& B% q0 a1 a x8 m3 ( a; |1 c5 e140 Job structure 工作结构. ) D& B0 U& S: Z141 Key jobs 关键工作! QX! H& - 142 Labor market 劳动力市场 C; ) Z% 3 M7 h/ t$ ! H143 Labor relations process 劳动关系进程# J7 R& y1 b, d; q! I4 K9 Y144 Leaderless group discussion 无领导小组讨论法7 k2 R3 m* U1 . o! x8 i7 W$ S145 Learning organization 学习型组织6 Q) S) r; r& G0 x+ C1 r146 Long-term-short-term orientation 长期-短期导向: e( , O( x K147 Maintenance of membership 会员资格维持* 3 X7 m0 m* T( : q. C148 Management by objectives, MBO 目标管理 O- k, J( L$ O149 Management forecasts 管理预测+ , M, v, 6 H% s7 e150 Management prerogatives 管理特权) VT+ V4 k) T( 151 Manager and / or supervisor appraisal 经理和/或上司评估# t+ O7 C l+ t. n8 IJ152 Managing diversity 管理多元化3 q4 U6 D) V9 B5 j153 Markov analysis 马克夫分析法. x% B( N. r: r8 * o2 q, S154 Mediation 调解/ Oe & g3 s- S A C- k0 z155 Mentor 导师. + C. T+ M! e- + R156 Merit guideline 绩效指南5 j% 7 n/ x/ H; Z% q% e/ I157 Minimum wage 最低工资, w) ?3 Q, i( H158 Motivation to learn 学习的动机# b8 V( h* b- S) Y8 6 q159 Needs assessment （培训）需要评价# A: N# P; n5 B) A160 Negligence 疏忽 e5 i( p6 l8 Y: m9 R _& T+ ?6 p161 Nepotism 裙带关系3 x# C+ M5 f. N+ GA) p( b162 Ombudsman 调查专员6 |- J, p6 x! w163 On-the-job training, OJT 在职培训: U2 z2 D6 Y9 o# |& N, |8 Q164 Opportunity to perform 实践的机会2 q9 V! g: Z: Y/ m* k165 Organizational analysis 组织分析 d) r4 + |7 O% o/ i! h166 Organizational capability 组织能力 K7 K9 ( 8 M% |167 Orientation 导向培训: a; q- Z5 C- V- n, 6 ! Z h0 f168 Outplacement counseling 重新谋职咨询6 X+ ! 5 d% V: S169 Output 产出) w; i9 ?- f. F9 G: D170 Outsourcing 外包! $ Y- u- q0 w& r1 l171 Panel interview 小组面试 n0 H( # ?/ V2 b3 S4 _- 0 ch172 Pay-for-performance standard 按绩效的报酬标准8 W+ X7 A4 c2 p173 Pay grade 工资等级 i/ T; x$ n4 m6 v4 Q5 q6 / C174 Pay level 工资水平3 d# O4 k/ Q# G Z175 Pay-policy line 工资政策线0 $ w5 t5 E7 P6 Z9 g176 Pay structure 工资结构4 O4 Y) _* $ 2 q& F* H1 T m7 A177 Peer appraisal 同事评估! j0 n% c5 d& u2 p_* W4 v178 Performance appraisal 绩效评价0 O% d5 F* Hs7 j, H179 Performance feedback 绩效反馈/ r9 Q+ p1 e& S6 r9 n f% l180 Performance management 绩效管理8 . M H& H3 c7 m0 y181 Performance planning and evaluation (PPE) 绩效规划与评价系统6 S+ b+ f! E0 p6 A M182 Perquisites 津贴) , C5 G- W183 Person analysis 个人分析. B( p# ! b / 184 Person characteristics 个人特征/ 3 V- t3 F+ w5 C185 Personnel selection 人员甄选- + R+ G0 m% C8 8 p186 Point system 积分法f) : U; D# ?3 187 Position analysis questionnaire, PAQ 职位分析问卷调查4 M2 U- m+ b# M& z; |; b( Q188 Power distance 权力差距2 J2 L- p% L4 G* H8 H189 Predictive validation 预测效度y8 s) B z. P+ S, 1 b190 Profit sharing 利润分享$ bJ% o$ b1 & b+ I/ 9 JG/ m191 Promotion 晋升/ Y% t1 o( e( A& g6 V9 |& J ?, y2 |192 Protean career 多变的职业, oB5 2 s2 i193 Psychological contract 心理契约$ t/ o% y8 2 P194 Psychological support 心理支持; m: Q0 Y6 P f) I4 q195 Range spread 工资范围跨度! v- A, n& X) C9 9 j* 6 A196 Readability 易读性0 A; W! M0 T. r7 X4 z: U) G/ 7 _197 Readiness for training 培训准备* * 5 n) z+ E k% p, l4 198 Reasoning ability 推理能力 J5 f1 ! v% G2 C% 199 Recruitment 招募# D P7 Z! + 4 O- ?/ e/ 200 Reengineering 流程再造# k n9 c4 w+ B4 p1 201 Relational database 关联数据库 K8 d. V q( W4 ?% a5 e: I3 g202 Reliability 信度+ k6 X6 v# p; v6 S7 R2 G- B6 W203 Repatriation 归国准备5 wH1 * S& B3 O204 Replacement charts 替换表: I. r7 T+ U. Q( M) U205 Request for proposal (REP) （培训）招标书 t A& H4 c4 7 206 Return on investment (ROI) 投资回报. l3 G2 e2 t% s$ , E207 Role ambiguity 角色模糊3 q! D& D- . ) 2 T1 n, c208 Role analysis technique 角色分析技术. X* T: g# P i+ e7 m& P209 Role play 角色扮演& p5 k# F/ t& w210 School-to-work 从学校到工作, q3 k, ) |# Y. W7 J7 P211 Selection 甄选2 k$ GV) ! d2 sv& sv/ A212 Self-appraisal 自我评估# z2 d. e; u4 F9 V7 o8 J& C213 Self-efficacy 自信心; m8 M! K/ R$ t214 Situational interview 情景面试 i. o6 x# M, M) T215 Skill-based pay 技能工资% Y* t; I2 o7 a* J7 v 216 Skill inventories 技能量表, M9 O7 c% ! p) 217 Specificity 明确性! d% N: C8 $ N218 Spot bonus 即时奖金( N! p0 8 N& x! u219 Staffing tables 人员配置表+ o( o8 C- Y f+ q. S! d220 Strategic choice 战略选择+ f# w) f T e1 y1 a & R221 Strategic congruence 战略一致性0 D$ h4 R4 C: Q! n3 o/ |222 Strategic human resource