| 一、人力资源管理:(Human Resource Management ,HRM) | |
| 1 | 人力资源经理:( human resource manager) |
| 2 | 高级管理人员:(executive) / i`gzekjutiv |
| 3 | 职业:(profession) |
| 4 | 道德标准:(ethics) |
| 5 | 操作工:(operative employees) |
| 6 | 专家:(specialist) |
| 7 | 人力资源认证协会:(the Human Resource Certification Institute,HRCI) |
| 二、外部环境:(external environment) | |
| 1 | 内部环境:(internal environment) |
| 2 | 政策:(policy) |
| 3 | 企业文化:(corporate culture) |
| 4 | 目标:(mission) |
| 5 | 股东:(shareholders) |
| 6 | 非正式组织:(informal organization) |
| 7 | 跨国公司:(multinational corporation,MNC) |
| 8 | 管理多样性:(managing diversity) |
| 三、工作:(job) | |
| 1 | 职位:(posting) |
| 2 | 工作分析:(job analysis) |
| 3 | 工作说明:(job deion) |
| 4 | 工作规范:(job specification) |
| 5 | 工作分析计划表:(job analysis schedule,JAS) |
| 6 | 职位分析问卷调查法:(Management Position Deion Questionnaire,MPDQ) |
| 7 | 行政秘书:(executive secretary) |
| 8 | 地区服务经理助理:(assistant district service manager) |
| 四、人力资源计划:(Human Resource Planning,HRP) | |
| 1 | 战略规划:(strategic planning) |
| 2 | 长期趋势:(long termtrend) |
| 3 | 要求预测:(requirement forecast) |
| 4 | 供给预测:(availability forecast) |
| 5 | 管理人力储备:(management inventory) |
| 6 | 裁减:(downsizing) |
| 7 | 人力资源信息系统:(Human Resource Information System,HRIS) |
| 五、招聘:(recruitment) | |
| 1 | 员工申请表:(employee requisition) |
| 2 | 招聘方法:(recruitment methods) |
| 3 | 内部提升:(Promotion From Within ,PFW) |
| 4 | 工作公告:(job posting) |
| 5 | 广告:(advertising) |
| 6 | 职业介绍所:(employment agency) |
| 7 | 特殊事件:(special events) |
| 8 | 实习:(internship) |
| 六、选择:(selection) | |
| 1 | 选择率:(selection rate) |
| 2 | 简历:(resume) |
| 3 | 标准化:(standardization) |
| 4 | 有效性:(validity) |
| 5 | 客观性:(objectivity) |
| 6 | 规范:(norm) |
| 7 | 录用分数线:(cutoff score) |
| 8 | 准确度:(aiming) |
| 9 | 业务知识测试:(job knowledge tests) |
| 10 | 求职面试:(employment interview) |
| 11 | 非结构化面试:(unstructured interview) |
| 12 | 结构化面试:(structured interview) |
| 13 | 小组面试:(group interview) |
| 14 | 职业兴趣测试:(vocational interest tests) |
| 15 | 会议型面试:(board interview) |
| 七、组织变化与人力资源开发 | |
| 1 | 人力资源开发:(Human Resource Development,HRD) |
| 2 | 培训:(training) |
| 3 | 开发:(development) |
| 4 | 定位:(orientation) |
| 5 | 训练:(coaching) |
| 6 | 辅导:(mentoring) |
| 7 | 经营管理策略:(business games) |
| 8 | 案例研究:(case study) |
| 9 | 会议方法:(conference method) |
| 10 | 角色扮演:(role playing) |
| 11 | 工作轮换:(job rotating) |
| 12 | 在职培训:(on-the-job training ,OJT) |
| 13 | 媒介:(media) |
| 八、企业文化与组织发展 | |
| 1 | 企业文化:(corporate culture) |
| 2 | 组织发展:(organization development,OD) |
| 3 | 调查反馈:(survey feedback) |
| 4 | 质量圈:(quality circles) |
| 5 | 目标管理:(management by objective,MBO) |
| 6 | 全面质量管理:(Total Quality Management,TQM) |
| 7 | 团队建设:(team building) |
| 九、职业计划与发展 | |
| 1 | 职业:(career) |
| 2 | 职业计划:(career planning) |
| 3 | 职业道路:(career path) |
| 4 | 职业发展:(career development) |
| 5 | 自我评价:(self-assessment) |
| 6 | 职业动机:(career anchors) |
| 十、绩效评价 | |
| 1 | 绩效评价:(Performance Appraisal,PA) |
| 2 | 小组评价:(group appraisal) |
| 3 | 业绩评定表:(rating scales method) |
| 4 | 关键事件法:(critical incident method) |
| 5 | 排列法:(ranking method) |
| 6 | 平行比较法:(paired comparison) |
| 7 | 硬性分布法:(forced distribution method) |
| 8 | 晕圈错误:(halo error) |
| 9 | 宽松:(leniency) |
| 10 | 严格:(strictness) |
| 11 | 3600反馈:(360-degree feedback) |
| 12 | 叙述法:(essay method) |
| 13 | 集中趋势:(central tendency) |
| 十一、报酬与福利 | |
| 1 | 报酬:(compensation) |
| 2 | 直接经济报酬:(direct financial compensation) |
| 3 | 间接经济报酬:(indirect financial compensation) |
| 4 | 非经济报酬:(no financial compensation) |
| 5 | 公平:(equity) |
| 6 | 外部公平:(external equity) |
| 7 | 内部公平:(internal equity) |
| 8 | 员工公平:(employee equity) |
| 9 | 小组公平:(team equity) |
| 10 | 工资水平领先者:(pay leaders) |
| 11 | 现行工资率:(going rate) |
| 12 | 工资水平居后者:(pay followers) |
| 13 | 劳动力市场:(labor market) |
| 14 | 工作评价:(job evaluation) |
| 15 | 排列法:(ranking method) |
| 16 | 分类法:(classification method) |
| 17 | 因素比较法:(factor comparison method) |
| 18 | 评分法:(point method) |
| 19 | 海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method) |
| 20 | 工作定价:(job pricing) |
| 21 | 工资等级:(pay grade) |
| 22 | 工资曲线:(wage curve) |
| 23 | 工资幅度:(pay range) |
| 十二、福利和其它报酬问题 | |
| 1 | 福利(间接经济补偿) |
| 2 | 员工股权计划:(employee stock ownership plan,ESOP) |
| 3 | 值班津贴:(shift differential) |
| 4 | 奖金:(incentive compensation) |
| 5 | 分红制:(profit sharing) |
| 十三、安全与健康的工作环境 | |
| 1 | 安全:(safety) |
| 2 | 健康:(health) |
| 3 | 频率:(frequency rate) |
| 4 | 紧张:(stress) |
| 5 | 角色冲突:(role conflict) |
| 6 | 催眠法:(hypnosis) |
| 7 | 酗酒:(alcoholism) |
| 十四、员工和劳动关系 | |
| 1 | 工会:(union) |
| 2 | 地方工会:(local union) |
| 3 | 行业工会:(craft union) |
| 4 | 产业工会:(industrial union) |
| 5 | 全国工会:(national union) |
| 6 | 谈判组:(bargaining union) |
| 7 | 劳资谈判:(collective bargaining) |
| 8 | 仲裁:(arbitration) |
| 9 | 罢工:(strike) |
| 10 | 内部员工关系:(internal employee relations) |
| 11 | 纪律:(discipline) |
| 12 | 纪律处分:(disciplinary action) |
| 13 | 申诉:(grievance) |
| 14 | 降职:(demotion) |
| 15 | 调动:(transfer) |
| 16 | 晋升:(promotion) |
| 以开头字母为顺序 | |
| 1 | 16PF 卡特尔16 种人格因素测试 |
| 2 | 360-degree appraisal 360 度评估 |
| 3 | 360-degree feedback 360 度反馈 |
| 4 | 7S 7S 原则/模型 |
| 5 | New 7S 新7S 原则/模型 |
| 6 | 80/20 principle 80/20 法则 |
| 7 | AAR-After Action Review 行动后学习机制 |
| 8 | Ability Test 能力测试 |
| 9 | Ability of Manager 管理者的能力 |
| 10 | Absence Management 缺勤管理 |
| 11 | Absence rate 缺勤率 |
| 12 | Absent with leave 因故缺勤（被）许可缺勤 |
| 13 | Absent without Leave 无故缺勤擅离职守 |
| 14 | Absenteeism 缺勤 |
| 15 | Accelerating Premium 累进奖金制 |
| 16 | Accident Frequency 事故频率 |
| 17 | Accident Insurance 意外伤害保险 |
| 18 | Accident Investigation 事故调查 |
| 19 | Accident Loss 事故损失 |
| 20 | Accident Prevention 事故预防 |
| 21 | Accident Proneness 事故（频发）倾向 |
| 22 | Accident Severity 事故严重程度 |
| 23 | Accident Severity Rate 事故严重率 |
| 24 | Accident Work Injury 工伤事故 |
| 25 | Achievement Need 成就需求 |
| 26 | Achievement Test 成就测试 |
| 27 | Action Learning 行动（为）学习法 |
| 28 | Action Research 行动研究 |
| 29 | Active Practice 自动实习 |
| 30 | Adjourning 解散期解散阶段 |
| 31 | Administer 管理者 |
| 32 | Administrative Level 管理层次 |
| 33 | Administrative Line 直线式管理 |
| 34 | ADR-Alternative Dispute Resolution 建设性争议解决方法 |
| 35 | Adventure learning 探险学习法 |
| 36 | Adverse Impact 负面影响 |
| 37 | Advertisement Recruiting 广告招聘 |
| 38 | Affective Commitment 情感认同 |
| 39 | Affiliation Need 归属需求 |
| 40 | Affirmative Action 反优先雇佣行动 |
| 41 | Age Composition 年龄结构 |
| 42 | Age Discrimination 年龄歧视 |
| 43 | Age Retirement 因龄退休 |
| 44 | Agreement Content 协议内容 |
| 45 | ALIEDIM 费茨帕特里克出勤管理模型 |
| 46 | Allowance 津贴 |
| 47 | Alternative Ranking Method 交替排序法 |
| 48 | Amoeba Management 变形虫式管理 |
| 49 | Analytic Approach 分析法 |
| 50 | Annual Bonus 年终分红 |
| 51 | Annual Leave 年假 |
| 52 | Annuity/Pension 退休金 |
| 53 | Applicant-Initiated Recruitment 自荐式招聘 |
| 54 | Application Blank 申请表 |
| 55 | Appraisal Feedback 考评反馈 |
| 56 | Appraisal Interview 考评面谈 |
| 57 | Appraisal Standardization 考评标准化 |
| 58 | Appraiser Training 考评者培训 |
| 59 | Apprenticeship Training 学徒式培训 |
| 60 | Arbitration/Mediation 仲裁 |
| 61 | Assessment Center 评价中心 |
| 62 | ATS-Applicant Tracking System 求职跟踪系统 |
| 63 | Attendance 考勤 |
| 64 | Attendance Incentive Plan 参与式激励计划 |
| 65 | Attendance Rate 出勤率 |
| 66 | Attitude Survey 态度调查 |
| 67 | Attribution Theory 归因理论 |
| 68 | Audiovisual Instruction 视听教学 |
| 69 | Authority 职权 |
| 70 | Availability Analysis 可获性分析 |
| 71 | Availability Forecast 供给预测 |
| 72 | Background Investigation 背景调查 |
| 73 | Balance-Sheet Approach 决算表平衡法 |
| 74 | Bargaining Issue 谈判问题 |
| 75 | BARS-Behaviorally Anchored Rating Scale Method 行为锚定等级法 |
| 76 | Basic Skill 基础技能 |
| 77 | Behavior Modeling 行为模拟 |
| 78 | Behavior Modification 行为矫正疗法 |
| 79 | Behavioral Deion Interview 工作方式介绍面试 |
| 80 | Behavioral Rating 工作方式考核法 |
| 81 | BEI-behavior event interview 行为事件访谈法 |
| 82 | Benchmark Job 基准职位 |
| 83 | Benchmarking Management 标杆管理 |
| 84 | Benefit Plan 福利计划 |
| 85 | Benefit/Welfare 福利 |
| 86 | BFOQ-Bona Fide Occupational Qualification 实际职业资格 |
| 87 | Biological Approach 生物型工作设计法 |
| 88 | Board Interview 会议型面试 |
| 89 | BOS-Behavior Observation Scale 行为观察量表 |
| 90 | Borter-Lawler's theory of Expectency波特—劳勒期望激励理论 |
| 91 | Bottom-Line Concept 底线概念 |
| 92 | Boundaryless Organizational Structure 无疆界组织结构 |
| 93 | Bounded Rationality 有限理性 |
| 94 | Brainstorm Ideas 头脑风暴法 |
| 95 | Broadbanding Pay Structure 扁平薪资结构 |
| 96 | BSC-balanced scorecard 平衡计分卡 |
| 97 | Burnout 精力耗尽 |
| 98 | Business Necessity 经营上的必要性 |
| 99 | Cafeteria-Style Benefit 自助式福利 |
| 100 | CAI-Computer-assisted Instruction 电脑辅助指导 |
| 101 | Campus Recruiting 校园招聘 |
| 102 | Candidate-Order Error 侯选人次序错误 |
| 103 | Career Anchors 职业锚/职业动机 |
| 104 | Career Counseling 职业咨询 |
| 105 | Career Curve 职业曲线 |
| 106 | Career Cycle 职业周期 |
| 107 | Career Development Method 职业发展方法 |
| 108 | Career Path 职业途径 |
| 109 | Career Path Information 职业途径信息 |
| 110 | Career Planning 职业规划 |
| 111 | career plateau 职业高原 |
| 112 | Career Stage 职业阶段 |
| 113 | Career Training 专业训练职业训练 |
| 114 | Career-Long Employment 终身雇佣制 |
| 115 | Case StudayTraining Method 案例研究培训法 |
| 116 | CBT-Computer Based Training 以计算机为载体的培训 |
| 117 | Central Tendency 居中趋势 |
| 118 | CIPP-Context,Input,Process,Product CIPP 评估模型 |
| 119 | CIRO-Context Evaluation,Input Valuation,Reaction Evaluation,Output Evaluation CIRO 培训评估模式 |
| 120 | CIT-Critical Incident Technique 关键事件技术 |
| 121 | Classification Method 分类法 |
| 122 | Classroom Training 课堂培训 |
| 123 | Closed Shop 闭门企业 |
| 124 | CMI-Computer-managed Instruction 电脑管理指导 |
| 125 | Coaching 辅导教练 |
| 126 | Co-Determination 共同决策制 |
| 127 | Coercive Power 强制权力 |
| 128 | Cognitive Aptitude Test 认知能力测试 |
| 129 | Cohesiveness 凝聚力 |
| 130 | Colleague Appraisal 同事考评 |
| 131 | Collective Bargaining 劳资谈判 |
| 132 | Comparable Worth 可比价值 |
| 133 | Comparative Appraisal Method 比较评估法 |
| 134 | Compensable Factor 报酬要素 |
| 135 | Compensation & Benefit 薪酬福利 |
| 136 | Compensation Committee 报酬委员会 |
| 137 | Compensatory Time Off 补假 |
| 138 | Competence-Based Interview 基于能力的面试 |
| 139 | Competency Assessment 能力评估 |
| 140 | Competency 胜任特征 |
| 141 | Competency Model 胜任特征模型 |
| 142 | Competency-Based Education and Training 能力本位教育与训练 |
| 143 | Competency-Based Pay/Skill-Based Pay 技能工资 |
| 144 | Complex 情结 |
| 145 | Compressed Workweek 压缩工作周 |
| 146 | Compulsory Binding Arbitration 强制性仲裁 |
| 147 | Computerized Career Progression System 电脑化职业生涯行进系统 |
| 148 | Computerized Forecast 电脑化预测 |
| 149 | Conceptual Skill 概念性技能 |
| 150 | Conciliation 调解 |
| 151 | Concurrent Validity 同期正当性 |
| 152 | Conference Method 会议方法 |
| 153 | Conflict 冲突 |
| 154 | Conflict Management 冲突管理 |
| 155 | Construct Validity 结构效度 |
| 156 | Constructive Discharge 事实上的解雇 |
| 157 | Content Validity 内容效度 |
| 158 | Contractual Right 契约性权利 |
| 159 | Contrast Error 比较性错误 |
| 160 | Contributory Plan 须付费的退休金计划 |
| 161 | Coordination Training 合作培训 |
| 162 | Copayment 共同付费 |
| 163 | Core Competency 核心竞争力 |
| 164 | Core Value 核心价值观 |
| 165 | Core Worker 核心员工 |
| 166 | Core Workforce 核心工作团队 |
| 167 | Corporate Culture 企业文化 |
| 168 | Corporate Identity 企业识别 |
| 169 | Corporate Image 企业形象 |
| 170 | Correlation Analysis 相关分析 |
| 171 | Cost Per Hire 单位招聘成本 |
| 172 | Criterion-Related Validity 标准关联效度 |
| 173 | Critical Job Dimension 关键性工作因子 |
| 174 | Cross-Functional Training 跨功能训练 |
| 175 | Cross-Training 岗位轮换培训 |
| 176 | Culture Shock 文化冲突 |
| 177 | Cumulative Trauma Disorder 累积性工伤 |
| 178 | Cutoff Score 录用分数线 |
| 179 | Cyclical Variation 循环变动 |
| 180 | Decertification 取消认可 |
| 181 | Defined Benefit Plan 固定收益制 |
| 182 | Delphi Analysis 德尔菲分析 |
| 183 | Deutero Learning 再学习 |
| 184 | Differential Piece Rate 差额计件工资 |
| 185 | Dimission 离职 |
| 186 | DimissionInterview 离职面谈 |
| 187 | Dimission Rate 离职率 |
| 188 | Disciplinary Action 纪律处分 |
| 189 | Discriminant Analysis 判别分析 |
| 190 | dismissal reason 解雇理由 |
| 191 | disparate impact 差别性影响 |
| 192 | disparate treatment 差别性对待 |
| 193 | distribute bonus/profit sharing 分红 |
| 194 | distributive bargaining 分配式谈判 |
| 195 | distributive justice 分配公正 |
| 196 | diversity management 多样性管理 |
| 197 | diversity training 多样化培训 |
| 198 | division structure 事业部结构 |
| 199 | Double-Loop Learning 双环学习 |
| 200 | Downsizing 裁员 |
| 201 | DTL-Decision Tree Induction 决策树归纳法 |
| 202 | Dual Career Path 双重职业途径 |
| 203 | dust hazard 粉尘危害 |
| 204 | EAP-Employee Assistance Program 员工帮助计划 |
| 205 | Early Retirement 提前退休 |
| 206 | Early Retirement Factor 提前退休因素 |
| 207 | Early Retirement Window 提前退休窗口 |
| 208 | Earnings 薪资 |
| 209 | Economic Strike 经济罢工 |
| 210 | Education 学历 |
| 211 | Education Subsidy 教育津贴 |
| 212 | EEO-Equal Employment Opportunity 公平就业机会 |
| 213 | EEOC-Equal Employment Opportunity Commission 公平就业机会委员会 |
| 214 | Effect Factors of Career Planning 职业规划影响因素 |
| 215 | Effect Factors of Development 开发影响因素 |
| 216 | Effective Coaching Technique 有效的训练方法 |
| 217 | Effective Working Hour 有效工时 |
| 218 | Efficiency of Labor 劳动效率 |
| 219 | Efficiency Wage 效率工资 |
| 220 | Ego-Involvement 自我投入 |
| 221 | E-Learning 网络化学习 |
| 222 | Election Campaign 选举活动 |
| 223 | Electronic Meeting 电子会议 |
| 224 | Emotional Appeal 感召力 |
| 225 | Employee Attitude Surveys 员工态度调查 |
| 226 | Employee Career Management 员工职业生涯管理 |
| 227 | Employee Consultation Services 员工咨询服务 |
| 228 | Employee Equity 员工公平 |
| 229 | Employee Leasing 员工租借 |
| 230 | Employee Involvement 员工参与 |
| 231 | Employee Manual 员工手册 |
| 232 | Employee Orientation 员工向导 |
| 233 | Employee Ownership 员工所有制 |
| 234 | Employee Polygraph Protection Act 《雇员测谎保护法案》[美] |
| 235 | Employee Potential 员工潜能 |
| 236 | Employee Referral 在职员工推荐 |
| 237 | Employee Retirement Income Security Act 《职工退休收入保障法》[美] |
| 238 | Employee Safety and Health 员工安全和健康 |
| 239 | Employee Security 员工安全 |
| 240 | Employee Security Measures 员工安全措施 |
| 241 | Employee Self-Service 员工自助服务 |
| 242 | Employee Services Benefits 员工服务福利 |
| 243 | Employee Skill 员工技能 |
| 244 | Employee Stock Ownership Trust 企业员工持股信托 |
| 245 | Employee Surplus 员工过剩 |
| 246 | Employee Survey 员工测评 |
| 247 | Employee Training Method 员工培训方法 |
| 248 | Employee Turnover 员工流动 |
| 249 | Employee Turnover Rate 员工流动率 |
| 250 | Employee Under Training 受训员工 |
| 251 | Employee-Centered Job Redesign 以员工为中心的工作再设计 |
| 252 | Employees Bonus 雇员红利 |
| 253 | Employer Unfair Labor Practices 雇主不当劳动行为 |
| 254 | Employment 雇用 |
| 255 | Employment Agency 职业介绍所 |
| 256 | Employment Application Form 应聘申请表 |
| 257 | Employment at will 自由就业 |
| 258 | Employment Consultant 招聘顾问 |
| 259 | Employment Contract Renewal 雇用合同续签 |
| 260 | Employment Diseases 职业病 |
| 261 | Employment History 工作经历 |
| 262 | Employment Objective 应聘职位 |
| 263 | Employment Offer/Enrollment 录用 |
| 264 | Employment Relationship 员工关系 |
| 265 | Employment Separation Certificate 离职证明书 |
| 266 | Empowerment 激励自主 |
| 267 | Entitlement 授权法 |
| 268 | EQ-Emotional Quotient 情感智商 |
| 269 | EPA-Equal Pay Act 《平等工资法案》 |
| 270 | Equal Pay For Equal Work 同工同酬 |
| 271 | Equity Theory 公平理论 |
| 272 | E-Recruit 网络招聘 |
| 273 | ERG theory ERG 理论 |
| 274 | ERM-Employee Relationship Management 员工关系管理 |
| 275 | ERP-Enterprise Resource Planning 企业资源计划 |
| 276 | ESOP-Employee Stock Ownership Plan 员工持股计划 |
| 277 | Essay Method 叙述法 |
| 278 | ETS-Environmental Tobacco Smoke 工作场所吸烟问题 |
| 279 | E-Survey 电子调查 |
| 280 | Evaluation Criterion 评价标准 |
| 281 | Excellent Leader 优秀领导 |
| 282 | Executive Ability 执行力 |
| 283 | Executive Compensation 管理层薪资水平 |
| 284 | Executive Development Program 主管发展计划 |
| 285 | Executive Director 执行董事 |
| 286 | Executive Management 行政管理 |
| 287 | Executive Marketing Director 市场执行总监 |
| 288 | Executive Recruiters 高级猎头公司 |
| 289 | Executive Salaries 管理层工资 |
| 290 | Exempt Employee 豁免员工 |
| 291 | Exit Interview 离职面谈 |
| 292 | Expectancy Theory 期望理论 |
| 293 | Expectation 期望值 |
| 294 | Expected Salary 期望薪水 |
| 295 | Experimental Method 实验法 |
| 296 | Experimental Research 试验调查 |
| 297 | Expiry of Employment 雇用期满 |
| 298 | Exploit of HR 人力资源开发 |
| 299 | External Costs 外部成本 |
| 300 | External Employment 外部招聘 |
| 301 | External Environment of HR 人力资源外部环境 |
| 302 | External Equity 外部公平 |
| 303 | External Labor Supply 外部劳力供应 |
| 304 | External Recruiting Sources 外部招聘来源 |
| 305 | External Recruitment Environment 外部招聘环境 |
| 306 | Extra Work 加班 |
| 307 | Extrinsic Rewards 外部奖励 |
| 308 | Face Validity 表面效度 |
| 309 | Factor Comparison Method 因素比较法 |
| 310 | Fair Labor Standards Act 《公平劳动标准法案》 |
| 311 | Family and Medical Leave Act 《家庭和医疗假期条例》[美] |
| 312 | Fiedler Contingency Model 费德勒的权变模型 |
| 313 | First Impression Effect 初次印象效应 |
| 314 | Five-Day Workweek 每周五天工作制 |
| 315 | Fixed Term Appointment 固定期聘用 |
| 316 | Fixed Term Contract 固定任期合同 |
| 317 | Fixed Term Staff 固定期合同工 |
| 318 | FJA-Functional Job Analysis 功能性工作分析法 |
| 319 | Flat Organizational Structure 扁平化组织结构 |
| 320 | Flex Place 弹性工作地点 |
| 321 | Flex Plan 弹性工作计划 |
| 322 | flex time 弹性工作时间 |
| 323 | Flexible Benefits Program 弹性福利计划 |
| 324 | Forced Distribution Method 强制分配法 |
| 325 | Forced-Choice Method 强迫性选择法 |
| 326 | Formal Organization 正式组织 |
| 327 | Front-Line Manager 基层管理人员 |
| 328 | Full-Time 全职 |
| 329 | Function 职能 |
| 330 | Function of HRM 人力资源管理职能 |
| 331 | Functional Conflict Theory 冲突功能理论 |
| 332 | Functional Department 职能部门 |
| 333 | Funeral Leave 丧假 |
| 334 | Fundamental Attribution Error 基本归因误差 |
| 335 | Gain-Sharing Plan 收益分享计划 |
| 336 | Gang Boss 领班/小组长 |
| 337 | Gantt Charts 甘特图 |
| 338 | GATB-General Aptitude Test Battery 普通能力倾向成套测验 |
| 339 | General Union 总工会 |
| 340 | Given Role Playing 角色定位演示法 |
| 341 | Glass Ceiling 玻璃天花板 |
| 342 | Goal Conflict 目标冲突 |
| 343 | GOJA-Guidelines Oriented Job Analysis 指导性工作分析 |
| 344 | Golden Handshake 黄金握别 |
| 345 | Golden Parachute 黄金降落伞 |
| 346 | Graphic Rating Scale 图尺度评价法 |
| 347 | Grievance Mediation 抱怨调解 |
| 348 | Grievance Procedure 抱怨程序 |
| 349 | Gross Pay/Total Payroll 工资总额 |
| 350 | Group Appraisal 小组评价 |
| 351 | Group/Team Bonus 团体/小组奖金 |
| 352 | Group Congeniality/Cohesiveness 群体凝集力 |
| 353 | Group Life Insurance 团体人寿保险 |
| 354 | Group Pension Plan 团体退休金计划 |
| 355 | Group Piece Work 集体计件制 |
| 356 | Guaranteed Employment Offer 雇用信 |
| 357 | H．C．Gantt Premium System 甘特奖励工资制 |
| 358 | H．Emerson Premium System 艾末生奖励工资制 |
| 359 | Halo Effect 晕轮效应 |
| 360 | Halseys Premium System 哈尔赛奖励工资制 |
| 361 | Handwriting Analysis 笔迹分析法 |
| 362 | Headhunting 猎头 |
| 363 | Health Insurance 健康保险 |
| 364 | H-Form/Holding Company H 型结构 |
| 365 | Hierarchy of Needs Theory 需要层次理论 |
| 366 | High Performance Organization 高绩效组织 |
| 367 | High-Performance Work System 高绩效工作系统 |
| 368 | HMO-Health Maintenance Organization 健康维护组织 |
| 369 | Holiday Pay 假日薪水 |
| 370 | Home/Family Leave 探亲假 |
| 371 | Horizontal Career Path 横向职业途径 |
| 372 | Hot Stove Rule 热炉规则 |
| 373 | Housing/Rental Allowance 住房补贴 |
| 374 | HR Generalist 人力资源通才 |
| 375 | HR Information System 人力资源信息系统 |
| 376 | HR Manager 人力资源经理 |
| 377 | HR Officer 人力资源主任 |
| 378 | HR Policy 人力资源政策 |
| 379 | HRCI-Human Resource Certification Institute 人力资源认证机构 |
| 380 | HRD Appraisal 人力资源开发评价 |
| 381 | HRD Intermediary 人力资源开发媒介 |
| 382 | HRD Process 人力资源开发过程 |
| 383 | HRD-Human Resource Development 人力资源开发 |
| 384 | HRM-Human Resource Management 人力资源管理 |
| 385 | HRP-Human Resource Planning 人力资源规划 |
| 386 | Human Relations Movement 人际关系运动 |
| 387 | Hygiene Factor 保健因素 |
| 388 | Hypnosis 催眠 |
| 389 | Ill-Health Retirement 病退 |
| 390 | In-Basket Training 篮中训练 |
| 391 | Incentive Compensation/Reward Payment/Premium 奖金 |
| 392 | Incentive Plan 激励计划 |
| 393 | Incentive-Suggestion System 奖励建议制度 |
| 394 | Incident Process 事件处理法 |
| 395 | Independent Contractor 合同工 |
| 396 | Indirect Financial Compensation 间接经济报酬 |
| 397 | Individual Incentive Plan 个人奖金方案 |
| 398 | Individual Income Tax 个人所得税 |
| 399 | Individual Interview 个别谈话 |
| 400 | Individual Retirement Account 个人退休账户 |
| 401 | Industrial Injury Compensation 工伤补偿 |
| 402 | Industrial Union 产业工会 |
| 403 | Informal Communication 非正式沟通 |
| 404 | Informal Organization 非正式组织 |
| 405 | In-House Training 在公司内的培训 |
| 406 | Initial Interview 初试 |
| 407 | Insurance Benefit 保险福利 |
| 408 | Internal Environment of HR 人力资源内部环境 |
| 409 | Internal Equity 内部公平 |
| 410 | Internal Growth Strategy 内部成长战略 |
| 411 | Internal Job Posting 内部职位公开招聘 |
| 412 | Internal Recruitment 内部招聘 |
| 413 | Internal Recruitment Environment 内部招聘环境 |
| 414 | Interpersonal Skill 人际交往能力 |
| 415 | Interview Appraisal 面谈考评 |
| 416 | Interview Content 面试内容 |
| 417 | Interview Method 访谈法 |
| 418 | Interview Objective 面试目标 |
| 419 | Interview Planning List 面试计划表 |
| 420 | Intrinsic Reward 内在奖励 |
| 421 | Jack Welch's Management 韦尔奇式管理 |
| 422 | JAS-Job Analysis Schedule 工作分析计划表 |
| 423 | Job 工作、职业 |
| 424 | Job Account 工作统计 |
| 425 | Job Action 变相罢工(如怠工、放慢速度等) |
| 426 | Job Aid 工作辅助 |
| 427 | Job Assignment 工作分配 |
| 428 | Job Analysis 工作分析 |
| 429 | Job Analysis Formula 工作分析公式 |
| 430 | Job Analysis Methods 工作分析方法 |
| 431 | Job Analysis Information 工作分析信息 |
| 432 | Job Analysis Process 工作分析流程 |
| 433 | JAP-Job Analysis Program 工作分析程序法 |
| 434 | Job Attitude 工作态度 |
| 435 | Job Bidding 竞争上岗 |
| 436 | Job Card 工作单 |
| 437 | Job Characteristic 工作因素 |
| 438 | Job Characteristics Model 工作特性模式 |
| 439 | Job Classification 职位分类 |
| 440 | Job Clinic 职业问题咨询所 |
| 441 | Job Code 工作编号，职位编号 |
| 442 | Job Context 工作背景 |
| 443 | Job Deion 职位描述，工作说明 |
| 444 | Job Design 工作设计 |
| 445 | Job Enlargement 工作扩大化 |
| 446 | Job Enrichment 工作丰富化 |
| 447 | Job Evaluation 工作评估 |
| 448 | Job-Family 工作群 |
| 449 | Job Identification 工作识别 |
| 450 | Job Involvement 工作投入 |
| 451 | Job Inventory 工作测量表 |
| 452 | Job Knowledge Test 业务知识测试 |
| 453 | Job Morale 工作情绪 |
| 454 | Job Performance 工作表现 |
| 455 | Job Plan 工作计划 |
| 456 | Job Posting 公开招聘 |
| 457 | Job Pricing 工作定价 |
| 458 | Job Qualification and Restriction 工作任职条件和资格 |
| 459 | Job Redesign 工作再设计 |
| 460 | Job Rotation 工作轮换 |
| 461 | Job Satisfaction 工作满意度 |
| 462 | Job Security 工作安全感 |
| 463 | Job Scope 工作范围 |
| 464 | Job Sharing 临时性工作分担 |
| 465 | Job Specialization 工作专业化 |
| 466 | Job Specification 工作要求细则 |
| 467 | Job Standard 工作标准 |
| 468 | Job Stress 工作压力 |
| 469 | Job Surrounding 工作环境 |
| 470 | Job Time Card 工作时间卡 |
| 471 | Job Vacancy 职业空缺，岗位空缺 |
| 472 | Job-hop 跳槽频繁者 |
| 473 | Job-posting system 工作告示系统 |
| 474 | JTPA-Job Training Partnership Act 《职业培训协作法》 |
| 475 | J．S．Adams Equity Theory 亚当斯的公平理论 |
| 476 | Junior Board 初级董事会 |
| 477 | Johari Window 约哈瑞窗户 |
| 478 | Just Cause 正当理由 |
| 479 | Karoshi 过劳死 |
| 480 | Keogh Plan 基欧计划 |
| 481 | KPI-key Process Indication 企业关键业绩指标 |
| 482 | Kirkpatrick's Four-level Model of Evaluation 四阶层评估模型 |
| 483 | Knowledge Database 知识数据库 |
| 484 | Knowledge Management 知识管理 |
| 485 | KSA－knowledge ,skill, attitude 知识，技能，态度 |
| 486 | Labor Clause 劳工协议条款 |
| 487 | Labor Condition 劳动条件 |
| 488 | Labor Contract 劳动合同，雇佣合同 |
| 489 | Labor Contract Renewal 劳动合同续签 |
| 490 | Labor Cost 劳动成本 |
| 491 | Labor Demand Forecast 劳动力需求预测 |
| 492 | Labor Discipline 劳动纪律 |
| 493 | Labor Dispute 劳动纠纷 |
| 494 | Labor Exchange/Employment Agency 职业介绍所 |
| 495 | Labor Handbook 劳动手册 |
| 496 | Labor Insurance 劳保 |
| 497 | Labor Laws 劳动法 |
| 498 | Labor Management Relations Act 《劳动关系法》 |
| 499 | Labor Market 劳动力市场 |
| 500 | Labor Protection 劳动保护 |
| 501 | Labor Rate Variance 工资率差异 |
| 502 | Labor Redundance 劳动力过剩 |
| 503 | Labor Relation 劳动关系 |
| 504 | Labor Relation Consultant 劳工关系顾问 |
| 505 | Labor Relations Process 劳工关系进程 |
| 506 | Labor Reserve 劳动力储备 |
| 507 | Labor Shortage 劳动力短缺 |
| 508 | Labor Stability Index 人力稳定指数 |
| 509 | Labor Wastage Index 人力耗损指数 |
| 510 | Labor/Trade Union 工会 |
| 511 | Labor/Working Hour 人工工时 |
| 512 | Labor-Management 劳动管理 |
| 513 | Lateral Communication 横向沟通 |
| 514 | Lateral Thinking 横向思维 |
| 515 | Layoff 临时解雇 |
| 516 | Layoff Process 临时解雇程序 |
| 517 | Leader Attach Training 领导者匹配训练 |
| 518 | Leaderless Group Discussion 无领导小组讨论法 |
| 519 | Leader-Member Exchange Theory 领导者-成员交换理论 |
| 520 | Leader-Member Relation 上下级关系 |
| 521 | Leader-Participation Model 领导参与模式 |
| 522 | Leadership 领导能力 |
| 523 | Learning Curve 学习曲线 |
| 524 | Learning Organization 学习型组织 |
| 525 | Learning Performance Test 学习绩效测试 |
| 526 | Legitimate Power 合法权力 |
| 527 | Level-to-Level Administration 分级管理 |
| 528 | Life Cycle Theory of Leadership 领导生命周期理论 |
| 529 | Life Insurance 人寿保险 |
| 530 | Likes and Dislikes Survey 好恶调查表 |
| 531 | Limitation Factors of PA 考评的限制因素 |
| 532 | Line Manager 直线经理 |
| 533 | Line Authority 直线职权 |
| 534 | Line-Staff Relationship 直线参谋关系 |
| 535 | Line Structure 直线结构 |
| 536 | Loaned Personnel 借调人员 |
| 537 | Lockout 停工闭厂 |
| 538 | Locus of Control 内外控倾向 |
| 539 | Long TermTrend 长期趋势 |
| 540 | Long-Distance Education 远程教育 |
| 541 | Long-Range Strategy 长期策略 |
| 542 | Long-Term Contract 长期合同 |
| 543 | Lower Management 基层管理 |
| 544 | Lower-Order Need 低层次需求 |
| 545 | Lump Sum Bonus/Pay Incentive 绩效奖金 |
| 546 | Lump-Sum Merit Program 一次性总付绩效报酬计划 |
| 547 | Managed Care 有控制的医疗保健 |
| 548 | Management As Porpoise 海豚式管理 |
| 549 | Management Assessment Center 管理评价中心 |
| 550 | Management by Walking About 走动管理 |
| 551 | Management Development 管理层开发 |
| 552 | Management Development of IBM IBM 的管理层开发 |
| 553 | Management of Human Resource Development 人力资源开发管理 |
| 554 | Management Psychology 管理心理学 |
| 555 | Management Right 管理权 |
| 556 | Management Risk 管理风险 |
| 557 | Management Tool 管理工具 |
| 558 | Management Training 管理培训 |
| 559 | Managerial Art 管理艺术 |
| 560 | Managerial Authority 管理权威 |
| 561 | Managerial Function 管理职能 |
| 562 | Managerial Grid Theory 管理方格理论 |
| 563 | Mandated Benefit 强制性福利 |
| 564 | Mandatory Bargaining Issue 强制性谈判项目 |
| 565 | Marital Status 婚姻状况 |
| 566 | Market Price 市场工资 |
| 567 | Markov Analysis 马尔可夫分析过程 |
| 568 | Marriage Leave 婚假 |
| 569 | Massed Practice 集中练习集中学习 |
| 570 | Matrix Structure 矩阵结构 |
| 571 | MBO-Management By Objective 目标管理 |
| 572 | MBTI-Myers-Briggs Type Indicator 迈尔斯—布里格个性类型测量表 |
| 573 | Mc-Clelland'sTheory of Needs 麦克里兰需要理论 |
| 574 | McDonnell-Douglas Test 麦当纳道格拉斯法 |
| 575 | Mechanistic Approach 机械型工作设计法 |
| 576 | Mediator/Negotiator 调解人 |
| 577 | Medical Insurance 医疗保险 |
| 578 | Medical/Physical Ability Inspection/Physical Ability Test 体检 |
| 579 | Membership Group 实属群体 |
| 580 | Mental Ability Test 逻辑思维测试 |
| 581 | Mentor 指导者 |
| 582 | Mentoring 辅导制 |
| 583 | Mentoring Function 指导功能 |
| 584 | Merit Pay 绩效工资 |
| 585 | Merit Raise 绩效加薪 |
| 586 | Metrics-Driven Staffing Model 标准驱动招聘模式 |
| 587 | Mid-Career Crisis Sub Stage 中期职业危机阶段 |
| 588 | Minimum Wage 最低工资 |
| 589 | Mission Installation Allowance 出差津贴 |
| 590 | Mixed-Standard Scale Method 多重标准尺度法 |
| 591 | Motivation 激励 |
| 592 | Motivational Approach 激励型工作设计法 |
| 593 | Motivational Factor 激励因素 |
| 594 | Motivational Pattern 激励方式 |
| 595 | Motivation-hygiene Theory 激励保健论 |
| 596 | MPS-Motivating Potential Score 激励潜能分数 |
| 597 | Multidivisional Structure M 型结构 |
| 598 | Multimedia Technology 多媒体技术 |
| 599 | Multiple Cutoff Model 多切点模式 |
| 600 | Multiple Hurdle Model 跨栏模式 |
| 601 | National Culture 民族文化 |
| 602 | National Union ( 国家)总工会 |
| 603 | Needs Assessment 需求评估 |
| 604 | Negligent Hiring 随意雇佣 |
| 605 | Nepotism 裙带关系 |
| 606 | Network Career Path 网状职业途径 |
| 607 | Networking 网络化（组织） |
| 608 | NGT-Nominal Group Technique 群体决策法 |
| 609 | No Financial Compensation 非经济报酬 |
| 610 | Noncontributory Plan 非付费退休金计划 |
| 611 | Nondirective Interview 非定向面试 |
| 612 | Nondiscrimination Rule 非歧视性原则 |
| 613 | Nonexempt Employee 非豁免的员工 |
| 614 | Nonverbal Communication 非言语沟通 |
| 615 | No-Pay Study Leave 无薪进修假期 |
| 616 | Normal Retirement 正常退休 |
| 617 | Normative Analysis 规范分析法 |
| 618 | No-Smoking Rule 禁烟规定 |
| 619 | object teaching 实物教学,直观教学 |
| 620 | observation method 观察法 |
| 621 | occupational choice 职业选择 |
| 622 | occupational disease 职业病 |
| 623 | occupational environment 职业环境 |
| 624 | occupational guidance 职业指导,就业指导 |
| 625 | Occupational Health &Safety Training 职业安全与卫生培训 |
| 626 | occupational market condition 职业市场状况 |
| 627 | occupational mobility 职业流动性 |
| 628 | occupational outlook handbook 职业展望手册 |
| 629 | offer letter 录用通知书 |
| 630 | off-the-job training 脱产培训 |
| 631 | Ombudsperson 督察专员 |
| 632 | OMS-Occupational Measurement System 职业测定系统 |
| 633 | on boardingtraining 入职培训 |
| 634 | on-the-job training 在职培训 |
| 635 | open-door policy 门户开放政策 |
| 636 | opinion survey 意见调查 |
| 637 | organization 组织 |
| 638 | organization change and development 组织变革与发展 |
| 639 | organization character 组织特征 |
| 640 | organization design 组织设计 |
| 641 | organization development appraisal 组织发展评价 |
| 642 | organization development method 组织发展方法 |
| 643 | organization environment 组织环境 |
| 644 | organization goal 组织目标 |
| 645 | organization renewal 组织革新 |
| 646 | organization size 组织规模 |
| 647 | organization structure 组织结构 |
| 648 | organizational analysis 组织分析 |
| 649 | organizational authority 组织职权 |
| 650 | organizational career planning 组织职业规划 |
| 651 | organizational citizenship behavior 组织公民行为 |
| 652 | organizational climate 组织气候 |
| 653 | organizational commitment 组织认同感 |
| 654 | organizational diagnosis 组织诊断 |
| 655 | organizational function 组织职能 |
| 656 | organizational level 组织层次 |
| 657 | organizational merger 组织合并 |
| 658 | organizational orientation 组织定位 |
| 659 | organizational/job stress 组织/工作压力 |
| 660 | organization-centered career planning 以企业为中心的职业计划 |
| 661 | organized administration 组织管理 |
| 662 | orientation 岗前培训 |
| 663 | orientation objective 岗前培训目标 |
| 664 | orientation period 岗前培训阶段 |
| 665 | OSHA standard 美国职业安全与健康局/职业安全与健康法案标准 |
| 666 | out placement岗外安置 |
| 667 | oversea assignment 海外工作 |
| 668 | overtime hour 加班工时 |
| 669 | overtime wage 加班工资 |
| 670 | overtime work 加班 |
| 671 | paired comparison method 配对比较法 |
| 672 | panel/group interview 小组面试 |
| 673 | PA-Performance Analysis 绩效分析 |
| 674 | Parkinson's Law 帕金森定律 |
| 675 | participant diary 现场工人日记 |
| 676 | participative management 参与式管理 |
| 677 | part-time job 兼职 |
| 678 | PAS-Performance Appraisal 绩效评估体系 |
| 679 | pattern bargaining 模式谈判 |
| 680 | patterned behavior deion interview 模式化行为描述面试 |
| 681 | pay calculation 工资结算 |
| 682 | pay card 工资卡 |
| 683 | pay cheque/employee paycheck 工资支票 |
| 684 | pay compression 压缩工资 |
| 685 | Pay day发薪日 |
| 686 | pay equity 报酬公平 |
| 687 | pay freeze 工资冻结 |
| 688 | pay grade 工资等级 |
| 689 | pay period 工资结算周期 |
| 690 | pay range 工资幅度 |
| 691 | pay rate 工资率 |
| 692 | pay rate adjustment 工资率调整 |
| 693 | pay secrecy 工资保密 |
| 694 | pay slip/envelop 工资单 |
| 695 | pay survey 薪酬调查 |
| 696 | pay/salary rate standard 工资率标准 |
| 697 | payroll system 工资管理系统 |
| 698 | Payroll tax 工资所得税 |
| 699 | payroll/wage analysis 工资分析 |
| 700 | payroll/wage form 工资形式 |
| 701 | payroll/wage fund 工资基金 |
| 702 | pension plan 退休金计划 |
| 703 | pension/retirement benefit 退休福利 |
| 704 | people-first value " 以人为本"的价值观 |
| 705 | perceptual-motor approach 知觉运动型工作设计法 |
| 706 | performance appraisal 绩效评估 |
| 707 | performance appraisal interview 绩效评估面谈 |
| 708 | performance appraisal objective 绩效评估目标 |
| 709 | performance appraisal period 考评期 |
| 710 | performance appraisal principle 绩效评估原则 |
| 711 | performance feedback 绩效反馈 |
| 712 | performance management system 绩效管理制度 |
| 713 | performance standard 绩效标准 |
| 714 | performance-reward relationship 绩效与报酬关系 |
| 715 | periodic salary adjustment 定期薪资调整 |
| 716 | permissive management 放任式管理 |
| 717 | personal character 个人性格,个性 |
| 718 | personal grievance 个人抱怨 |
| 719 | personal information record 人事档案 |
| 720 | personal leave 事假 |
| 721 | personality test 个性测试 |
| 722 | Personality-Job Fit Theory 性格与工作搭配理论 |
| 723 | personnel selection 选拔 |
| 724 | personnel test 人格测验品格测验 |
| 725 | Peter M. Senge's Theory of Learning Organization 彼德．圣吉的学习型组织理论 |
| 726 | physiological need 生理需要 |
| 727 | piece-rate system 计件工资制 |
| 728 | pink slip 解雇通知 |
| 729 | point method 因素计点法 |
| 730 | polygraph test 测谎测试 |
| 731 | position analysis questionnaire 职位分析问卷法 |
| 732 | position deion 职位描述 |
| 733 | position vacant 招聘职位 |
| 734 | positional level 职位层次 |
| 735 | positional title 职称 |
| 736 | post wage system 岗位工资制 |
| 737 | power distance 权力距离 |
| 738 | practice 实习 |
| 739 | predictive validity 预测效度 |
| 740 | premium plan/incentive system/reward system 奖金制 |
| 741 | pre-natal/maternity leave 产假 |
| 742 | prescribed group 正式群体 |
| 743 | primary welfare 基本福利 |
| 744 | privacy right 隐私权 |
| 745 | prize contest 奖励竞争 |
| 746 | probationary term/probation period 试用期 |
| 747 | problem-solving team 问题解决团队 |
| 748 | procedural justice 过程正义 |
| 749 | process benchmarking 流程标杆管理 |
| 750 | professional certificate 职业资格证书 |
| 751 | professional competence/capacity 专业能力 |
| 752 | professional ethics 职业道德 |
| 753 | professional examination 专业考试 |
| 754 | professional liability insurance 职业责任保险 |
| 755 | professional manager 职业经理人 |
| 756 | profit-sharing plan 利润分享计划 |
| 757 | programmed instruction 程序教学 |
| 758 | projective personality test 人格投射测试 |
| 759 | promote/demote 晋升/降职 |
| 760 | protected group 受保护群体 |
| 761 | psychic reward 精神奖励 |
| 762 | psychoanalysis 心理分析 |
| 763 | psychological characteristic/feature 心理特征 |
| 764 | psychological contract 心理/精神契约 |
| 765 | psychological factor 心理因素 |
| 766 | psychological goal 心理目标 |
| 767 | psychological phenomenon 心理现象 |
| 768 | psychological test/psychometry 心理测验心理测试 |
| 769 | psychomotor abilities test 运动神经能力测试 |
| 770 | quality circles 质量圈 |
| 771 | quantity of applicant 侯选人数量 |
| 772 | questionnaire method 问卷调查法 |
| 773 | quit rate 离职率 |
| 774 | Race Discrimination 种族歧视 |
| 775 | Ranking Method 排序法 |
| 776 | Rater Bias 评估偏差 |
| 777 | Rating Certificate 等级证书 |
| 778 | Ratio Analysis 比率分析法 |
| 779 | Realistic Job Preview 实际岗位演习 |
| 780 | Reality Shock 现实冲击 |
| 781 | Reallocate 重新安排重新分配 |
| 782 | Recommend 员工推荐 |
| 783 | Recreation Leave Allowance 休假津贴 |
| 784 | Recreation/Sabbatical Leave 休假 |
| 785 | Recruiter 招聘人员 |
| 786 | Recruitment 招聘 |
| 787 | Recruitment Ditch 招聘渠道 |
| 788 | Recruitment Examination 招聘考试 |
| 789 | Recruitment Method 招聘方法 |
| 790 | Recruitment Optional Program 招聘备择方案 |
| 791 | Recruitment Task Guide 招募工作指导 |
| 792 | Red-Circled Employee 红圈员工 |
| 793 | Reducing Accident 减少事故 |
| 794 | Reducing Burnout 减少衰竭 |
| 795 | Reengineering the Corporation 企业再造 |
| 796 | Reference Check 个人证明材料检查 |
| 797 | Refusing Applicant 拒绝求职者 |
| 798 | Regency Effect 近因性错误 |
| 799 | Regression Analysis 回归分析 |
| 800 | Regular Earning/Pay/Wage 固定工资 |
| 801 | Regular Incentive 常规奖励 |
| 802 | Rehiring 回聘 |
| 803 | Reinforcement Theory 强化理论 |
| 804 | Reliability Evaluation 信度评估 |
| 805 | Renege 违约 |
| 806 | Replacement Cost 重置成本 |
| 807 | Requirement Identification 需求识别 |
| 808 | Requisite Task Attributes Theory 必要任务属性理论 |
| 809 | Resignation 辞职 |
| 810 | Resume 简历 |
| 811 | Resume Inventory 简历数据库 |
| 812 | Resumption from Leave 销假 |
| 813 | Retiree System 退休制度 |
| 814 | Retirement 退休 |
| 815 | Retirement Age 退休年龄 |
| 816 | Retirement Fund 退休基金 |
| 817 | Return of Talent 人才回流 |
| 818 | Rewarding by Merit/Pay According to Work 业绩报酬 |
| 819 | Right to Rest and Leisure 休息权 |
| 820 | Risk Pay Planning 风险工资计划 |
| 821 | Rokeach Values Survey 罗克奇价值观调查表 |
| 822 | Role Ambiguity 角色模糊 |
| 823 | Role Behavior 角色行为 |
| 824 | Role Conflict 角色冲突 |
| 825 | Role Playing 角色扮演 |
| 826 | Roles of HRM 人力资源管理角色 |
| 827 | Roll-Down Training 自上而下分级培训法 |
| 828 | Safety Director 安全负责人 |
| 829 | Safety Inspection 安全检验 |
| 830 | Safety Measure 安全措施 |
| 831 | Safety Program 安全方案 |
| 832 | Safety Training 安全培训 |
| 833 | Salary Administration 薪水管理 |
| 834 | Salary Band/Range 薪水范围 |
| 835 | Salary Survey 薪资调查 |
| 836 | Satisficing Decision Model 满意决策模型 |
| 837 | Scanlon Plan 斯坎伦计划 |
| 838 | Scatter Plot 散点分析 |
| 839 | Selection 选拔 |
| 840 | Selection Criteria 选拔准则 |
| 841 | Selection Decision 选拔决策 |
| 842 | Self-Actualization Need 自我实现需要 |
| 843 | Self-Assessment 自我评价 |
| 844 | Self-Assessment Tool 自我评估工具 |
| 845 | Self-Efficacy 自我效能 |
| 846 | Self-Managed Work Team 自我管理工作团队 |
| 847 | Self-Perception Theory 自我知觉理论 |
| 848 | Self-Serving Bias 自我服务偏差 |
| 849 | Seniority 资历 |
| 850 | Sensitivity Training 人际敏感性训练 |
| 851 | Serialized /Sequential Interview 系列式面试 |
| 852 | Severance Pay 告别费 |
| 853 | Sexual Discrimination 性别歧视 |
| 854 | Sexual Harassment 性骚扰 |
| 855 | Shift Differential 值班津贴 |
| 856 | Short-Term Contract 短期合同 |
| 857 | Silver Handshake 银色握手 |
| 858 | Simulation Exercise 模拟练习 |
| 859 | Single-Loop Learning 单环学习 |
| 860 | Situational Interview 情景面试 |
| 861 | Situational Leadership Theory 情境领导理论 |
| 862 | Skill Inventory 技能量表 |
| 863 | Skip-Level Interview 越级谈话 |
| 864 | SMART SMART 分析法 |
| 865 | Social Security 社会保障 |
| 866 | Special Purpose Team 特殊目的团队 |
| 867 | Special Training 特别训练 |
| 868 | Specialized Course 专门课程 |
| 869 | Spot Bonus 即时奖金 |
| 870 | Stabilization Sub Stage 稳定阶段 |
| 871 | Staff Authority 参谋职权 |
| 872 | Standard Labor Cost 标准人工成本 |
| 873 | Standard Wage Rate 标准工资率 |
| 874 | Statutory Holidays 法定假期 |
| 875 | Statutory Right 法定权利 |
| 876 | Stock Option 持股权 |
| 877 | Straight Piece-Rate System 直接计件工资制 |
| 878 | Strategic HRD 战略性人力资源开发 |
| 879 | Strategic HRM 战略性人力资源管理 |
| 880 | Strength/Weakness Balance Sheet 强/弱平衡表 |
| 881 | Stress 压力 |
| 882 | Stress Interview 压力面试 |
| 883 | Stress Source 压力来源 |
| 884 | Strictness/Leniency Tendency 偏松或偏紧倾向 |
| 885 | Strike 罢工 |
| 886 | Structure Employment 结构性就业 |
| 887 | Structured Interview 结构化面试 |
| 888 | Subculture 亚文化 |
| 889 | Subordinate Appraisal 下级考评 |
| 890 | Succession Planning System 接班人规划系统 |
| 891 | Suggestion System 建议制度 |
| 892 | Superordinate Appraisal 上级考评 |
| 893 | Supplement Pay 补充报酬 |
| 894 | Supplemental Unemployment Benefit 补充性失业福利 |
| 895 | Survey Feedback 调查反馈 |
| 896 | Survival Rate 留任率 |
| 897 | SWOT SWOT 分析法 |
| 898 | Sympathy Strike 同情罢工 |
| 899 | Synectics 综摄法分合法 |
| 900 | System Structure 系统结构 |
| 901 | Systematic Training Model 分类训练模式 |
| 902 | Systemic Thinking 系统性思考 |
| 903 | Talent 人才 |
| 904 | TA-Transactional Analysis 人际关系心理分析（交互作用分析） |
| 905 | TAT-Thematic Apperception Test 主题统觉测试 |
| 906 | Tax Equalization Plan 税负平衡计划 |
| 907 | Teaching 讲授法 |
| 908 | Team Building 团队建设 |
| 909 | Team Spirit 协作精神 |
| 910 | Team/Group Incentive Plan 团队激励计划 |
| 911 | Telecommuting Job 远距离工作 |
| 912 | Termination at Will 随意解雇 |
| 913 | Test Reliability 测试信度 |
| 914 | Test Validity 测试效度 |
| 915 | The Allport-Vernon-Lindzey Study of Values 奥波特-凡农-林德赛的价值观研究 |
| 916 | The Trade Union Law of the People's Republic of China 《中华人民共和国工会法》 |
| 917 | Theory X X 理论 |
| 918 | Theory Y Y 理论 |
| 919 | Time Management 时间管理 |
| 920 | Timework Work 计时工作 |
| 921 | TM-Transcendental Meditation 超自然冥想 |
| 922 | Traditional Career Path 传统职业途径 |
| 923 | Trainer 培训师 |
| 924 | Training 培训 |
| 925 | Training &Development Manager 培训经理 |
| 926 | Training Administration 培训管理 |
| 927 | Training Design 培训设计 |
| 928 | Training Function 培训职能 |
| 929 | Training Item 培训项目 |
| 930 | Training Needs Analysis 培训需求分析 |
| 931 | Training Outcome 培训结果 |
| 932 | Training Plan 培训计划 |
| 933 | Training Specialist 培训专员 |
| 934 | Transfer 调动 |
| 935 | Travel Allowance 旅行津贴 |
| 936 | Traveling Expenses Standard 差旅费标准 |
| 937 | Treatment 待遇 |
| 938 | Trend Analysis 趋势分析 |
| 939 | Turnover 人事变动 |
| 940 | Unclear PA Standard 不明确的绩效评估标准 |
| 941 | Undue Hardship 过度重负 |
| 942 | Unemployment 失业 |
| 943 | Unemployment Compensation 失业津贴 |
| 944 | Unemployment Insurance 失业保险 |
| 945 | Unemployment Rate 失业率 |
| 946 | Union Authorization Card 工会授权卡 |
| 947 | Union Steward/Delegate 工会代表 |
| 948 | Union-Free Policy 无工会政策 |
| 949 | Unit Labor Cost 单位劳动成本 |
| 950 | Unitary Structure U 型结构（一元结构） |
| 951 | Unregistered Employment 隐性就业 |
| 952 | Unsafe act 不安全行为 |
| 953 | Unsafe Condition 不安全条件 |
| 954 | Unstructured Interview 非结构化面试 |
| 955 | Vacation 假期 |
| 956 | Value-Based Hiring 价值观为基础的雇佣 |
| 957 | Variable Compensation 可变报酬 |
| 958 | Vestibule Training 新员工培训技工学校培训 |
| 959 | Vesting 既定享受退休金权利 |
| 960 | Violence in the Workplace 工作场所暴力 |
| 961 | Virtual Organization 虚拟组织 |
| 962 | Virtual Team 虚拟团队 |
| 963 | Voluntary Pay Cut 自愿减少工资方案 |
| 964 | Voluntary Protection Program 自愿保护项目 |
| 965 | VPT-Vocational Preference Test 职业性向测试 |
| 966 | Wage Accounting 工资核算 |
| 967 | Wage Audit 工资审计 |
| 968 | Wage by Seniority System/Wage-by-Age System 工龄工资制 |
| 969 | Wage Control 工资控制 |
| 970 | Wage Curve 工资曲线 |
| 971 | Wage Deduction 工资扣除额 |
| 972 | Wage in Cash 现金工资 |
| 973 | Wage in Kind 实物工资 |
| 974 | Wage in Sliding Scale 浮动工资 |
| 975 | Wage Index 工资指数 |
| 976 | Wage Level 工资水平 |
| 977 | Wage Plan 工资计划 |
| 978 | Wage Policy 工资政策 |
| 979 | Wage Rate Per Hour 计时工资 |
| 980 | Wage Standard 工资标准 |
| 981 | Wage Structure 工资结构 |
| 982 | Wage System 工资制度 |
| 983 | Wage-Incentive Plan 奖励工资制 |
| 984 | Warren G．Bennis's Theory of Group development 沃伦．本尼斯的组织发展理论 |
| 985 | WBS-Work Breakdown Structure 工作分解结构 |
| 986 | Web BasedTraining 网络培训 |
| 987 | Welfare Management 福利管理 |
| 988 | Welfare Staff 福利工作人员 |
| 989 | Wellness Program 平安计划 |
| 990 | Well-Pay 平安费 |
| 991 | William Ouchi Theory Z 威廉．大内的Z 理论 |
| 992 | Work & Life Balance 工作生活平衡 |
| 993 | Work Age 工龄 |
| 994 | Work Attitude 工作态度 |
| 995 | Work Behavior 工作行为 |
| 996 | Work Demand 工作要求 |
| 997 | Work Efficiency 工作效率 |
| 998 | Work Out 合力促进 |
| 999 | Work Pressure 工作压力 |
| 1000 | Work Sample 工作样本 |
| 1001 | Work Sampling Technique 工作样本技术 |
| 1002 | Work Schedule 工作进度表 |
| 1003 | Worker Involvement 雇员参与 |
| 1004 | Workplace Learning 工作场所学习 |
| 1005 | Work-Related Injury Leave 工伤假 |
| 1006 | Work-Sample Test 工作样本测试 |
| 1007 | Written Examination 笔试 |
| 1008 | Wrongful Discharge 不当解雇 |
| 1009 | Xerox Program 施乐方案 |
| 1010 | Yellow-Dog Contract 黄狗合同 |
| 1011 | Zero-Base Forecast 零基预测 |
最全的人力资源专业术语中英对照表
2018-06-08 15:58
来源:
北京策马翻译
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