HR常用短语.doc

人力资源管理常用短语英汉对照表人力资源管理, 对照表, 短语AAction learning：行动学习9 V9 m! T1 v j4 GAlternation ranking method：交替排序法7 Z2 U4 R. W0 ?4 H+ k9 , j# zAnnual bonus：年终分红% O5 D: D6 x. * P, f; g wApplication forms：工作申请表7 n Y3 F! a, DAppraisal interview：评价面试: f S5 / W0 ZH7 W! NAptitudes：资质4 O% I* Y. r f9 i5 0 N3 fArbitration：仲裁) o7 S* n& ab: d2 k/ x XAttendance incentive plan：参与式激励计划 7 T i- V3 XY- Authority：职权& * p. C! B- l3 Behavior modeling：行为模拟0 g( u- A* 7 / - I0 OBehaviorally anchored rating scale (bars)：行为锚定等级评价法: v$ x- X7 j xBenchmark job：基准职位* A. y( R- ( sBenefits：福利4 i8 T, k( o9 ?! T% sq! Bias：个人偏见9 V, % m3 f5 B5 Boycott：联合抵制 f! * e1 z5 M; TBumping/layoff procedures：工作替换/临时解雇程序* |- e2 |8 - T1 f0 m! t# J0 rBurnout：耗竭4 U0 c$ X. H$ l# B* P: u9 rCandidate-order error：候选人次序错误) 7 S8 b4 ) d BCapital accumulation program：资本积累方案- n. w h; z1 r# . H; D5 YCareer anchors：职业锚H- _5 C, w7 x8 y1 _t8 LCareer cycle：职业周期 m, E6 G% D, x* Zz0 . o. Z Q( cCareer planning and development：职业规划与职业发展2 W. W1 t0 G0 V$ _ I& ICase study method：案例研究方法 Y2 v+ E2 k* I C2 w8 |3 d7 HCentral tendency：居中趋势1 d/ h, e9 g * v8 aCitations：传讯0 D2 ) C) m& H1 F! f F U6 ICivil Rights Act：民权法# C5 d3 K- L3 l * Classes：类5 K! M9 r; F8 % . yClassification (or grading) method：归类（或分级）法6 X& E/ 6 X2 I+ B0 gCollective bargaining：集体谈判0 % N: D. H& vComparable worth：可比价值- U- # C& O$ 4 J7 r1 ?Compensable factor：报酬因素1 4 a6 |$ Y3 k3 E% U+ S; F7 z C2 yComputerized forecast：计算机化预测8 P/ M7 X8 I, u3 zf# J0 zContent validity：内容效度 M+ T9 . J3 h$ U |; c& dCriterion validity：效标效度9 3 d# : I% O1 |% v. jCritical incident method：关键事件法3 F5 G# b5 ?) j: q! Davis-Bacon Act (DBA)：戴维斯佩根法案7 j6 R: c5 C$ dDay-to- day-collective bargaining：日常集体谈判% F- O v, x k2 k8 _9 RDecline stage：下降阶段% S4 N8 L7 G4 , nDeferred profit- sharing plan：延期利润分享计划* t- T5 n( , N; Y1 o& 8 ( h+ j& qDefined benefit：固定福利Defined contribution：固定缴款; I* f5 K$ D9 S. S2 Department of Labor job analysis：劳工部工作分析法5 G$ R( i- U6 a1 H5 a6 Discipline：纪律& B- d3 D Q# X$ yDismissal：解雇；开除N/ ! |6 # wDownsizing：精简) k& P9 _$ Y. G( y+ a5 n* N: Z2 e M- z8 ?3 B: XEarly retirement window：提前退休窗口1 f# l. O1 o/ c1 9 P) B: eEconomic strike：经济罢工. T3 o5 f: j3 Q; n6 sEdgar Schein：艾德加施恩 C+ g! X8 r( P2 Employee compensation：职员报酬 _! V4 t) n, S Z7 nEmployee orientation：雇员上岗引导 |( * w$ _0 . X/ |- iEmployee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案! x ?2 O- q! j, O( 3 l$ I; vEmployee services benefits：雇员服务福利, t0 t5 o( q; |! E9 6 fEmployee stock ownership plan (ESOP) ：雇员持股计划* * _, 6 U7 F: fEqual Pay Act：公平工资法- G) $ p4 m 8 V; B& JEstablishment stage：确立阶段7 m1 ; b; o* _D S: aExit interviews：离职面谈: MD/ Kb! h1 X* EExpectancy chart：期望图表# G# ( S; n! _- n S t/ Z3 sExperimentation：实验( Y8 E5 Z- z7 3 C; zExploration stage：探索阶段/ $ Y/ V! Z# o0 d: o3 r) e% f7 Fact-finder：调查9 0 |j $ m9 x/ f- # k3 rcFair days work：公平日工作# A$ E|5 G H k0 H6 j9 5 xFair Labor Standards Act：公平劳动标准法案, T. Y: y8 T* H& X& 1 F& C/ nFlexible benefits programs：弹性福利计划 B EN- E0 w?) d% cFlex place：弹性工作地点R# n/ z% _; W: h, BB7 BFlextime：弹性工作时间) v6 m: D4 r A ) Y0 * OForced distribution method：强制分布法* l6 t) n. u3 m L. x/ Four-day workweek：每周4天工作制1 y. $ W3 l$ b: T4 ?Frederick Taylor：弗雷德里克泰罗 G hE4 d$ X8 p: v+ dFunctional control：职能控制0 c5 m1 q+ p, a! rI4 jFunctional job analysis：功能性工作分析法( % n. W! R% G2 R# 0 General economic conditions：一般经济状况( q3 + d+ n( b4 H; R& DGolden offerings：高龄给付$ U6 8 g# $ b/ 1 b6 bt- HGood faith bargaining：真诚的谈判! M7 L! V6 g( GGrade description：等级说明书$ J2 A. 5 f: l: ; P: h. XGrades：等级8 l, K8 f8 X8 m& N1 i; UGraphic rating scale：图尺度评价法 U7 w5 V. P5 o( l/ l2 LT4 Grid training：方格训练8 P3 XA0 / fGrievance：抱怨7 l) S4 d H) S0 i; ) Grievance procedure：抱怨程序0 _& O# , e& B/ z2 B% ! x2 + Group life insurance：团体人寿保险( 2 V* y i Q* HGroup pension plan：团体退休金计划- 6 S/ u0 Z; k& YGrowth stage：成长阶段+ d J& X; n( F( b: a: qGuarantee corporation：担保公司* M5 l# B1 B) * U; 3 NGuaranteed fair treatment：有保证的公平对待% y! S9 M3 - N: K1 pGuaranteed piecework plan：有保障的计件工资制 U d6 V4 u4 Q4 VGain sharing：收益分享+ ; Z9 ?1 d6 o* J2 0 y- JHalo effect：晕轮效应) a9 m$ f7 M/ Y1 p j4 j/ C, LHealth maintenance organization (HMO) ：健康维持组织8 6 Q1 T8 l$ r- u$ s5 A* T8 n! G6 . g5 6 M( i2 E7 iIllegal bargaining：非法谈判项目2 ) s( 0 t3 P7 Zx. B4 2 n ZImpasse：僵持4 Y# J. r. A7 N# s, ) - dImplied authority：隐含职权# Y/ p+ Y. c( W5 j6 |Incentive plan：激励计划6 r3 a9 T/ og8 d( ; HIndividual retirement account (IRA) ：个人退休账户6 b4 f2 Q9 ?5 t1 In- house development center：企业内部开发中心, f, t: A2 % _; U# , K; yInsubordination：不服从f$ X+ 4 L6 , Lt U2 4 hInsurance benefits：保险福利8 G8 L1 & E$ h, MInterviews：谈话；面谈 * g7 a: U N2 S4 Job analysis：工作分析, C) g; C7 P, u H t7 NJob description：工作描述/ E. _2 f* j- R$ b0 E7 J9 sJob evaluation：职位评价o4 R* j4 k$ y7 O8 N5 + n4 kJob instruction training (JIT) ：工作指导培训3 d: X0 Z3 x: g% p; lJob posting：工作公告6 |: s) C* E! i. N. a! z6 A; Job rotation：工作轮换. n1 |5 w2 C & V8 ?$ lJob sharing：工作分组! u6 o$ h0 h r% o/ i: Job specifications：工作说明书! x, m) j4 d8 P4 nJohn Holland：约翰霍兰德7 K1 X* m( F, Y9 Q3 f& G% w: u/ m# U1 mJunior board：初级董事会/ d# R: n4 b- 7 9 M+ h3 p2 r, W) l( / t8 Layoff：临时解雇) H# O9 j+ + |Leader attach training：领导者匹配训练( Q7 M$ 7 C% I: S5 l4 o/ aLifetime employment without guarantees：无保证终身解雇4 Fv; H% z5 o3 t u! n# u# oLine manager：直线管理者8 U5 J( 9 y3 W0 c# Q3 I( RLocal market conditions：地方劳动力市场0 h Y5 I! p: W# n7 t YLockout：闭厂8 L2 D6 2 i# gMaintenance stage：维持阶段3 x N; e/ u& X3 ( 5 K; U* B, yManagement assessment center：管理评价中心6 7 m* g: t3 x) TManagement by objectives (MBO) ：目标管理法. H3 c% P; o P0 # zManagement game：管理竞赛+ q+ d- W1 Z9 w( k gManagement grid：管理方格训练! Z+ y& w0 T: C3 v5 zManagement process：管理过程- M- L W0 6 U5 H6 |* KMandatory bargaining：强制谈判项目4 x O. D( O# i0 |0 H) t! T! NMediation：调解7 P7 z% C, a2 ) bMerit pay：绩效工资$ Z, F( J$ ?) bMerit raise：绩效加薪/ J8 A2 M r |$ W7 M5 ruMid career crisis sub stage：中期职业危机阶段3 q4 O& G+ x) B0 t$ ! Z2 ( y0 H0 Y& C+ T- Y4 U/ 2 U% M+ Nondirective interview：非定向面试) W7 u$ y/ X7 6 J3 XOOccupational market conditions：职业市场状况8 s0 f) k# B v) q4 x5 wOccupational orientation：职业性向+ e2 G. u3 C3 O/ ?1 HOccupational Safety and Health Act：职业安全与健康法案* g) M8 i+ k4 S$ t9 OOccupational Safety and Health Administration (OSHA) ：职业安全与健康管理局0 _. B5 T# T1 |: H, x5 d3 y. CJOccupational skills：职业技能7 Y+ d5 d0 3 _. ? oOn-the- job training (OJT) ：在职培训6 * u7 m& j* 9 m _) iOpen-door：敞开门户) O: h5 S1 H! f d) A2 SOpinion survey：意见调查, F8 8 r5 i( . p, y# |, qOrganization development(OD) ：组织发展0 A! u, g4 ?) m* k4 Outplacement counseling：向外安置顾问 N8 P7 B2 u* |& L) 7 j, ?1 B4 rPaired comparison method：配对比较法* $ a9 N- $ . lPanel interview：小组面试) l8 6 q7 e6 wL% 9 # RParticipant diary/logs：现场工人日记/日志# v9 A- g* o. Z* X. h2 O WPay grade：工资等级6 , D A4 D# T8 ZPension benefits：退休金福利5 w3 O* S- r$ P: e6 H p$ CPension plans：退休金计划/ O# C- O7 S! R, x4 p. c% Q0 cPeople-first values：以人为本的价值观4 |8 z2 U0 o uPerformance analysis：工作绩效分析# Y9 R/ G7 K. G9 C- g3 TPerformance Appraisal interview: 工作绩效评价面谈; v. t# 6 # L GPersonnel (or human resource) management：人事（或人力资源）管理5 P# K- I0 x3 xl9 Personnel replacement charts：人事调配图- O( C0 I$ k# & mPiecework：计件4 _. V$ p( , J% APlant Closing law：工厂关闭法7 p. m# * l- z) RPoint method/8 y7 m y* Y. C0 O; F6 d/ ?( Policies：政策# a. p1 P: Q, - j# s$ H. u% ?Position Analysis Questionnaire (PAQ) ：职位分析问卷0 r# O1 c/ x& QPosition replacement cards：职位调配卡c) & , % K# # y9 i9 I: P8 U$ Pregnancy discrimination act：怀孕歧视法案 c* B/ U5 g: v) Profit-sharing plan利润分享计划5 z, N5 F. l: j; v3 G5 l; mProgrammed learning：程序化教学2 K% o6 I9 j9 b9 AQualifications inventories：资格数据库8 G3 Y0 M4 W. Quality circle：质量圈* v- u! l1 $ C3 O. j4 w7 w$ c% s( FRanking method：排序法4 5 0 p8 i5 K1 . X) PRate ranges：工资率系列1 e7 $ x) 7 L% F1 M, d7 dRatio analysis：比率分析3 6 P2 x e8 j: X- E3 gReality shock：现实冲击 Reliability：信度+ k- 5 T2 _! x5 nRetirement：退休, ( B9 R. d: X& f7 f) jRetirement benefits：退休福利5 N9 a7 p* x( X. x5 WRetirement counseling：退休前咨询+ s; |3 B0 R3 m& I% R# D0 J4 PRings of defense：保护圈$ - K* i$ z% q. i) Role playing：角色扮演; O$ V# c2 g2 G3 Y: 3 SSkip-level interview：越级谈话5 q5 b: P+ H0 / tJSocial security：社会保障- V5 A6 E# l p& tSpeak up! ：讲出来j) h9 K. w( Y$ f1 q4 ?# |% c: TSpecial awards：特殊奖励( y0 Q* U- k& P1 Special management development techniques：特殊的管理开发技术8 f/ N9 T+ N. V6 C Q/ |Stabilization sub stage：稳定阶段/ i* 4 J1 V9 t _Staff (service) function：职能（服务）功能V; c( 3 Y& QStandard hour plan：标准工时工资. T& Y9 s- Z$ C. eR7 EStock option：股票期权6 q6 ju4 b9 n& w* 7 H- r7 dStraight piecework：直接计件制: % a H I: q- D9 QStrategic plan：战略规划5 m9 B. _) p/ w7 qStress interview：压力面试2 , _: L6 5 RStrictness/leniency：偏紧/偏松 w; w7 f- j L* L0 V4 tStrikes：罢工: v( UN9 F. T7 Q9 BStructured interview：结构化面试 4 z. X Z7 Y, Y3 s Succession planning：接班计划- a: R3 * y0 x8 ?Supplement pay benefits：补充报酬福利# u+ 3 B% 1 ! _8 W3 vSupplemental unemployment benefits：补充失业福利9 V0 C% E$ G2 V3 , L7 V& Salary surveys：薪资调查% Q, n3 P7 E I( i+ E+ oSavings plan：储蓄计划; u4 G& _2 K I) M4 E! o3 M R- lScallion plan：斯坎伦计划- o( Y: E$ i$ b7 UScatter plot：散点分析& A+ F. b6 I- j: p. l& ?Scientific management：科学管理$ r2 x. n# T. Z8 |8 q0 F w) ZSelf directed teams：自我指导工作小组; J3 qQ5 I1 Y; T6 jSelf-actualization：自我实现 ) V6 D! f6 9 cSensitivity training：敏感性训练0 m, X: J5 r$ Serialized interview：系列化面试# ; f0 T. N! s7 S! 7 $ W* 2 CSeverance pay：离职金+ E: y+ m8 u/ X7 K% GSick leave：病假+ ) r: b0 i w7 y1 x5 U- d5 wSituational interview：情境面试 z( P+ N. i( I8 m/ mSurvey feedback：调查反馈+ _4 Z) + s2 D( |. z5 7 % z1 WSympathy strike：同情罢工! i c& t. ?* k- A2 tSystem 组织体系% q3 o4 R* t# + Y) E; dSystem I：组织体系* m% E0 2 f8 7 w$ uTask analysis：任务分析* E+ f( Z; N a& K0 f6 _0 bTeam building：团队建设: u; Q# v8 s0 G D Team or group：班组9 i* y0 S+ H8 C5 n5 u; c- fTermination：解雇；终止: V4 L+ N; H$ L! y& S( tTermination at will：随意终止. u, C% I c1 v; o: HTheory X：X理论& p7 y) _% Km$ d0 l% B* ETheory Y：Y 理论0 bk. i3 5 _7 E. n2 1 gThird-party involvement：第三方介入+ G5 P6 s2 Y! _+ jTraining：培训. x* 6 r+ m3 T V( o4 + y) Transactional