人力资源环境与策略 英语词汇

第一篇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 resourcemanagement,HRMo人力资源管理目标objectives ofHRMo人力资源管理职责duties ofHRMo人力资源管理任务tasks ofHRMo战略性人力资源管理strategic HRMo人力资源政策human resourcepolicyo人力资源哲学human resourcephilosophyo精神契约psychological contracto企业认同感organization commitmento

2.组织行为与文化正式组织formal organizationo非正式组织informal organizationo组织文化organization cultureo亚文化subcultureo跨文化cross-national cultureO价值观valueso态度attitudeso角色行为role behavior背景调查background investigationoo证明人Witness

3.选拔中的测试方法标准化standardizationo客观性与规划objectivitynormo测试信度tests reliabilityo测试效应tests validityo标准关联有效性criterion-related validityo内容有效性content validityo结构有效性construct validityo录用分数线cutoff scoreo认知能力测试cognitive aptitude testso运动神经能力测试psychomotor abilitiestestso人格投射测试projective personality testso主题统觉测试thematic apperceptiontesto个性测试personalitytestso兴趣测试interest tests.o业务知识测试job knowledgetestso工作样本测试work-sample testso管理评价中心management assessment centero测谎测试polygraph testo第四篇开发人力资源培训与评价笔迹分析法handwriting analysiso第八章人力资源培训与开发

1.组织变化与员工适应组织变化organization changeo变化阻力change obstructiono减少阻力reducing obstructiono员工上岗弓导employee orientationoI现实冲击reality shockoo上岗引导阶段orientation period重新导向reorientationo适应组织adapting organizationo上岗引导目标orientation objectiveo

2.人力资源开发实践人力资源开发human resourcedevelopment,HRDoo开发影响因素.effect o人力资源开发需求HRDo人力资源开发目标HRD o人力资源开发分析HRDfactors ofdevelopmento人力资源开发过程HRDobjectives requirementprocessanalysis管理层开发management developmento外部与内部开发externalinternal developmento人力资源开发媒介HRD intermediaryo人力资源开发评价HRD appraisalo柯氏模式kirkpartrick modelo控制实验法control experimenttationo《工作培训合作法》job trainingpartnership act,JTPAo内部开发中心in-house developmentcenterso

2.培训与开发方法培训I trainingo教练方法coaching method辅导方法mentor method行为建模behavior modeling角色扮演role playing初级董事会junior board行动学习action learning工作轮换job rotation文件筐训练in-basket training管理游戏management games领导者匹配培训.leader matchtraining会议方法conference method程序化教学programmed instruction,PI基于计算机的培训computer-based training远程教育long-distance educationIBM的管理层开发management developmentof IBM课堂教学classroom education实习practice在职培训on-the-job training,OJT学徒培训I apprenticeshiptraining工作指导培训job instruction模拟培训simulator training技工学校培训vestibule training第九章组织发展与职业规划

1.组织特征与管理风格组织气候organization climate组织特征organization character管理流程management process管理风格managerial style问题求解problem solving文化类型culture type参与文化part icipation culture工作系统work system

2.组织发展的方法组织发展organization development,OD组织发展的方法organization developmentmethods调查反馈survey feedback质量图quality circles充实工作内容supplement jobcontent交流分析transactional analysis,TA工作期质量quality ofwork life,QWL敏感性训练sensitivity training全面质量管理total qualitymanagement,TQM团队建设team building组织发展评价organization developmentappraisal

3.职业规划与发展职业规划career planning职业规划影响因素effect factorof careerplanning人生阶段life stage职业动机career anchors职业性向测试vocational preferencetest,VPT通用资质测验组系the generalaptitudetestbattery,GATB自我评价self-assessment强（弱）平衡表strength/weakness balancesheet好恶调查表linkes anddislikes survey组织职业规划organizational careerplanning职业途径career path传统职业途径traditional career path网状职业途径信息network careerpath横向职业途径horizontal careerpath双重职业途径dual careerpath职业途径信息careerpathinformation停滞plateauing职业发展career development职业发展方法career developmentmethod第十章人力资源进行考评

1.绩效考评与改进绩效考评目的performance appraisalobjective绩效考评原则performance appraisalprincipalperformance appraisalutilization绩效考评应用绩效考评流程performance appraisalprocess绩效考评performance appraisal,PA考评的限制因素limitation factorsof PA考评期Performance appraisalperiod上级考评superordinate appraisal同事考评coll eagueapprai sal小组考评team appraisal自我考评self-appraisal下级考评subordinate appraisal360°反馈360-degree feedback绩效考评标准不清unclear PAstandard晕轮效应halo effect个人偏见bias近因性错误recency error居中趋势central tendency偏松或偏紧倾向strictness/leniency tendency考评标准化appraisal standardization考评反馈appraisal feedback考评者培训appraiser training考评面谈interview appraisal评价中心assessmentcenter

2.绩效考评的方法作业标准法work standardsmethod叙述法essay methodgraphicrating scalemethod,GRS图解式考评Forced distributionmethod强制分布法banking method排序考评法交替排序法alternative ranking method员工比较系统employees comparisonsystem配对比较法paired comparisonmethod目标管理法management byobjective,MBO关键事件法critical incidentmethod行为锚定等级法behaviorally anchoredrating scaleMethod,BARS行为观察量表Behavior第五篇observation scale,BOS报酬薪资方案与福利计划第十一章薪资结构与方案

1.员工报酬与公平员工报酬employee compensation直接和间接经济报酬directindirect financial非经济报酬nonfiction compensation报酬公平pay epuity外部公平external equity内部公平internal equity员工公平employee equity团队公平team equity报酬政策compensation policy

2.薪资调查与报酬因素薪资调查salary survey.基准工作benchmark job生活费用cost ofliving豁免员工exempt employees工作评价job evaluation报酬因素compensable factors排序法rankingmethod分类法classification method计点法point method因素比较法factor comparisonmethod

3.薪资结构与方法工作定价job pricing工资等级pay grade工资曲线wage curve工资幅度pay range工资率调整pay rateadjustment计时工资制hourwork plan计件工资制piecework plan标准工时制standard hour技能工资制skill-based pay市场定价工资制market pricingplan管理层薪资水平executive compensation专业人员报酬制度professional paysystem可比价值comparable worth工资保密pay secrecy压缩工资pay compression第十二章激励性报酬与福利

1.激励性报酬方案.团队或班组激励计划team orgroup incentiveplans年终分红annual bonus分红制profit sharing资本积累方案capital accumulationprograms股票期权stock option绩效工资merit pay利润分享计划profit-sharing员工持股计划employee stockownershipplan,ESOP斯坎伦计划Scanlon plan风险工资计划risk payplanning收益分享计划gain-sharing plan奖金incentive compensation佣金计划.commission plan

2.间接报酬与福利计划福利benefits补充性工资福利supplement paybenefits精神健康的福利spiritual healthbenefits社会保障social security失业保险unemployment insurance病假sick leave解雇补贴severance pay.补充失业福利supplemental unemploymentbenefits工伤补偿workers compensation团体人寿保险group lifeinsurance个人主义一集体主义individualism-collectivismo不确定性规避uncertainty avoidanceo权力距离power distanceo直线和职能职权line andstaff authorityo

3.激励与组织绩效激励motivationo需要层次理论hierarchy ofneeds theoryooX理论与Y理论theory Xtheory Y组织体系I与组织体系IV systemIsystem IVo激励一保健理论motivation-hygiene theoryoERG理论ERG theoryo麦克莱兰德需要理mc-clelland,s theoryof needso期望理论expectency theoryo公平理论equity theoryo强化理论reinforcement theoryo波特-劳勒期望机率理论borter-lawler^s theoryof expectency第o二章人力资源环境

1.人力资源法律环境公平就业机会equal employmentopportunity,EEOo公平就业机会委员会equal employmentopportunity commission,oEEOC实际职业资格bona fideoccupational qualification,BFOQo养老金计划pension plan个人养老金账户individual retirementaccount,IRA固定收益制defined benefitplan固定缴款机defined contributionplan401k计划401k plan提前退休窗口early retirementwindow额外酬劳premium pay金降落伞合同golden patachutecontract

3.服务福利与分经济报酬员工服务employee services员工咨询服务employee lonsultationservices儿童照顾child care老年照顾elder care教育津贴education subsity工作环境job surrownding弹性工作时间flextime压缩工作周compressed workweek工作分担job sharing弹性报酬计划flexible compensationplan在家工作work athome第六篇影响员工健康与劳资关系修订的退休制度modified retirement斯十三章员工安全与健康

1.员工安全与事故处理.员工安全与健康employee safetyand health职业安全与健康法案occupational safetyand healthact,OSHAOSHA标准OSHA standard事故损失accident loss安全方案satetyprogram安全诱因方案safety incentiveprogram安全委员会safety committee安全负责人safety director事故调查accident investigation事故频率accident frequency事故严重率accident severityrate安全方案评价safety programappraisal不安全条件unsafe condition不安全行为unsafe acts事故倾向accident proneness事故预防accident prevention减少事故reducing accident累计创伤失调cumulative traumadisorders工作场所暴力violence inthe workplace

2.工作压力与员工健康压力stress工作（组织）压力job/organizational stress精力衰弱burnout减少衰弱reducing burnout压力来源stress source文化冲击culture shock角色模糊（冲突）role ambiguity/conflict克服压力overcoming stress催眠hypnosis生物反馈biofeedback超自然冥想transcendental meditation,TM人类工程学ergo酗酒alcoholism药物滥用.drug abuse工作场所的吸烟问题environmental tobaccosmoke,ETS工作场所的艾滋病environmental AIDS身体健康方案health program员工援助方案employee assistanceprogram,EAP施乐方案xerox program第十四章员工与劳动关系

1.工会运动与法律劳工运动labor movement工会union密谋原理conspiracy禁止令（“黄狗合同）injunction/yellow-dog contract工会保障union security地方工会local union全国工会national union劳联-产联american federationof laborand congressofindustrial organization,AFL-CIO《反禁令法》norris-laguardia act《国家劳工关系法》national laborrelations act国家劳动关系委员会natural laborrelations board,NLRB《劳资关系法》labor managementrelations Act《劳资报告和揭发法案》labor-management reportinganddisclosure act资方不正当劳动行为employer unfairlabor practices工会不正当劳动行为union unfairlabor practices劳工关系顾问laborrelation consultant授权卡authorization cards选举申请petition forelection选举活动election campaign劳资谈判与无工会组织2,0劳资谈判collective bargaining谈判单位bargaining unit劳资关系labor-managenent relations谈判建议bargaining advice谈判问题bargaining issues谈判准备bargaining preparation谈判破裂bargaining breakdown僵持impasse第三方介入third-party intervention罢工strike抵制boycott联合抵制（闭厂）boycotts/lockout协议内容contents ofagreement协议批准agreement ratification协议执行agreement execution抱怨程序gri evance procedure无工会政策union-free policy开放政策open-door policy有效的交流effective swap督查专员ombudsperson解除认证decertification

3.员工内部关系内部员工关系internal employeerelations纪律处分disciplinary action热炉规则hot stoverule渐进纪律处分progressive disciplinaryaction无惩罚的纪律处分dsciplinary actionwithout punishment终止合同dismissal解雇理由reasons ofdismissal自由就业employment atwill临时解雇layoff工作替换（临时解雇）程序bumping/layoff proceduces岗外安置out placement调动transfer降职（晋升）demotion辞职resignation退休retirement经营必需business necessityo反优先雇佣行动affirmative actiono善意势力战略good faitheffort strategyo定额战略quota strategyo差别性对待disparate treatmento差别性影响disparate impacto性骚扰sexual harassmento

2.内部和外部环境人力资源环境外部环境external environmentof HRo劳动力市场labor forcemarketo社会责任social responsyibilityo组织重组organization reengineeringo管理多样化managing diversityo人力资源内部环境internal environmento玻璃天花板glass ceilingo工作与家庭job andfamilyo第三章人力资源研究

1.人力资源有效性的衡量人力资源管理功能function ofHRMo人力资源管理角色roles ofHRMo审计法audit approacho分析法analysis approacho人力资源研究human resourceresearch,HRRoo人力资源研究过程HRR process

2.人力资源研究方法案例研究case studyo调查反馈法survey feedbackmethodo相关分析correlation analysiso回归分析regression analysiso判别分析discriminant analysiso专家系统expert systemo集成软件groupwareo第二篇设计工作分析与人力规划第四章工作分析与工作设计

1.工作分析基础概念职业、工作与职位occupation、jobpositiono职责、任务与工作元素duties、taskjob elementso工作背景job contexto工作分析job analysis工作分析流程job analysisprocess工作说明job description工作识别job identification工作规范job specificationo工作分析信息job analysisinformation

2.工作分析的方法与技术问卷调查法questionnaire methodo□访谈法interview method观察法methodo现场工作日t己（日志法）participant diary/logs methodo工作分析程序法job analysisprogram,JAPo工作分析计划表job analysisschedule,JASo功能性工作分析法functional job analysis,FJAo职位分析问卷法position analysisquestionnaire,PAQoo管理职位描述问卷调查法management positiondescriptionquestionnaire,MPDQ关键事变技术critical incidenttechnique,CITo工作分析专业指南guidelines orientedjobanalysis,GOJAo职业测定系统occupational measurementsystem,OMSo

3.工作设计与丰富化o工作设计job design工作丰富化job enrichmento工作扩大化job enlargemento以员工为中心的工作再设计employee-centered jobredesigno激励型工作设计法motivational approacho机械型工作设计法mechanistic approacho生物型工作设计法biological approacho知觉运动型工作设计法perceptual-motor approacho第5章人力资源规划

1.人力资源规划基础人力资源规划human resourceplanning,HRPoo人力资源规划流程HRP process人力资源调查HR investigatingo人力资源信息系统human resourceinformation system,o员工过乘U employeesurpluso裁减downsizingo

2.人力资源需求预测人力资源需求预测requirement forecasto长期趋势long-term trendo循环变动cyclical variationso季节变动seasonal variationso□趋势分析trend analysis比率分析ratio analysiso零基预测zero-base forecastingo模拟方法simulationo计算机预测系统computerized forecasto

3.人力资源供给预测供给预测availability forecasto内部供给internal sourceof supplyo资格数据库qualifications inventoryo□技能储备skill inventory继任计划succession planningo夕卜部供给external sourcesof supplyo第三篇招聘人力资源选拔与预测第五章人力资源招聘

1.招聘环境与来源招聘recruitmento招聘来源recruitment sourceso夕卜部招聘环境external recruimentenvironmento内部招聘环境internal recruitmentenvironmento招聘方法recruitment methodso招聘备择方案optional programof recruitmento核心人员和应急人员core personalcontingency personnelo

2.外部招聘的方法广告招聘advertisement recruitingo职业介绍所employment agencyo校园招耳旁campus recruitingo特殊事件special eventso□实习招聘internship主管人员代理招聘机构executive recruiters员工推荐employee referralso求职者自荐式招聘applicant-initiated recruitmento简历数据库resume inventoryO自动求职跟踪系统automated applicanttracking systemo

3.内部招聘的方法电脑化职业生涯行进系统computerized careerprogressionosystems内部提升promotion fromwithin,PFW主管推荐manager referralso工作公告和工作投标job postingjob biddingo职业生涯开发系统career developmentsystemso第七章人力资源选拔.影响选拔的因素1员工选拔personnel selectiono决策速度decisions speedo选拔等级selection gradeo候选人数量quantity ofapplicantso选拔率.selection ratioo试用期probationo拒绝求职者refusing applicantso选拔决策selection decisiono光环与触角效应halo effecthorn effecto体检physical abilityinspironso录用enrollmento

2.选拔中的面试方法简历resumeo申请表application blanko面试计划清单interview planninglist.o初步面试initial interviewo求职面试employment interviewo面试目标interview objectiveso面试内容interview contento非结构化面试unstructured interviewo结构化面试structured interviewo情景面试situational interviewo模式化行为描述面试patterned behaviordescriptionointerview,PBDI基于能力的面试competence-based interviewo系列式面试serialized orsequential interviewo小组面试group interviewo会议型面试board interviewo压力面试stress interviewo实际岗位演习realistic jobpreview,RJPo个人证明材料检查reference checkso。