人力资源管理专业英语

退休金计划 pension plan 科学管理 scientific management 任务设计 task design 集体谈判 collective bargaining 职工 staff 业务部门 operational departments 作业设计 job design 医疗保健福利 health-care benefits 机构重组 organizational restructuring 员工参与管理法 participative management 工作丰富化 job enrichment 免职，撤换 displacement 人力资源管理 Human Resource Management 惩戒 discipline 企业内部互联网 intranet 外包 outsourcing 新职介绍 outplacement 劳动法的遵守 labor law compliance 档案记录 record keeping 失业补偿金 unemployment compensation 福利管理 benefits administration 工作描述 job description 高级管理人员报酬 executive compensation 激励工资 incentive pay 工作评价 job evaluation 休假管理 vacation-leave administration 退休计划 retirement plan 利润分享 profit sharing 股权计划 stock plan 雇员援助计划 employee assistance program 雇员的重新安置 relocation service 自我服务 self-service 员工态度调查 attitude surveys 劳工关系 labor relations 修炼 wellness 精神契约 psychological contract 工作配置 job posting 工资 payroll administration 基层部门经理 line manager 成本-收益效用 cost-benefit utility 职业病 occupational disease 压力综合症 stress-related illnesses 晋升制度 advancement system 合理解雇 termination for cause 减员 reduction in force 甄选程序 selection process 受贿 take bribes 索要回扣 demand kickbacks 档案审核 reference checks 账本底线 bottom line 人力资源规划 human resource planning 福利管理 benefits administration 人员档案记录 personnel record keeping 零库存管理 just-in-time inventory control 全面质量管理 Total Quality Management 质量圈 quality circles 授权 empowerment 规模经济 economies of scale 裁减 downsizing 技能储备 skill inventory 继任计划，接班人计划 succession planning 绩效评估 performance appraisal 工作家族 job family 工作规范 job specification 问卷调查法 questionnaire method 访谈法 interview method 现场工作日记、日志法 participant diary/logs method 工作公告和工作投标 job posting and bidding 个人证明材料检查 reference checks 实际岗位演习 Realistic Job Preview 事业高原 career plateau 裁员 downsizing 行为构建级别 behaviorally based scales 行为观察级别 Behavior Observation Scales 强迫分配法 forced distribution 联合规划委员会 joint planning session 目标管理法 Management-By-Objective 360 度反馈系统 360-degree feedback system 职业规划 career planning 交叉培训 cross-training 工作轮换，职位轮流 job rotation 角色扮演，角色模仿 role playing 任务确定法 task identification 翻译： 1、 What traditionally were called“ personnel departments” now are usually termed “human resource departments.”But more than the name has changed. The focus of such departments has shifted ,and their responsibilities have expanded.传统中的被称作“人事部门”的部门 现在通常被称为“人力资源部” 。但不仅仅是名字的改变。这个部门的工作重心已经转 变，并且他们的职责已经扩张。 2、 Human resource management(HRM)refers to the policies, practices, and systems that influence employees behavior, attitudes, and performance.人力资源管理涉及到政策、实 践和影响员工行为、态度和绩效的系统。 3、 Applicants who are likely to steal from their employer, take bribes, demand kickbacks, violate the law, or work under the influence of drugs sometimes may be identified by careful background investigation, reference checks, or paper-pencil honesty testing.那些很可能偷雇 主东西、受贿、索要回扣、违法和在药物影响下工作的求职者很有可能被仔细的调查 背景、审核档案、笔试诚实测试。 4、 In the strategic view of HRM, the functional duties as listed above remain important. Indeed, hiring, training, and providing pay and benefits to employees are essential tasks that must be accomplished in any organization.在战略性的 HRM 的观点中，上面列出的职能性职责依 然是很重要的。确实，雇佣、培训、给员工提供报酬和福利都是必要的任务，在任何 组织中都是必要完成的。 5、 Within the configurational approach to SHRM, the effectiveness of HRM in enhancing a firm s competitive advantage and success depends on a set, or bundle, of HR practices rather than on any single HR program or policy.在 SHRM 的结构性管理中，HRM 的效力就是增加一 个公司的竞争优势，并且成功的依靠于一套或一系列的 HR 实践而不是单一的 HR 计划 或者政策。 6、 Obviously, the appropriate structure for the HR function will depend on the nature of the firm s business activity, the firms size, and its overall business strategy.显然，HR 功能适当的结 构，将取决于公司商业活动的性质，公司的规模，和他们整体经营战略。 7、human resource planning is the sum total of the plan formulated for the recruiting ,screening ,compensation ,training ,job structure ,promotion ,and work rules of an organizations human resource.人力资源规划是一个组织人力资源招募、甄选、工资、培训、工作结构、晋升 和工作规则的计划规划的总和。 8. An environmental scan may address a number of external factors: economic ,social ,and political trends and developments in labor markets；labor relations; governmental affairs； and HR policies and practices in other firms.一个环境扫描也许能罗列出若干外部因素： 其他公司劳动力市场的经济、社会、政治倾向和发展、劳动关系、政府事务、HR 政 策和实践。 9、Demand forecasts frequently involve analyzing pas trend and productivity levels ,linking business plans to productivity levels ,and projecting future needs.需求预测频繁涉及到分析 过去的倾向和生产力水平，联系经营计划与生产力水平，预测未来的需求。 10、A task is distinct ,identifiable work activity composed of motions ,whereas a duty is a larger work segment composed of several tasks that are performed by an individual.任务是区分开来 的，识别出工作活动运动的构成，而职责是一个很大的工作部分，由若干个人执行的任 务组成。 11、 while the job description describes activities to be done in the job, job specifications list the knowledge, skills, and abilities(KSAs) an individual needs perform the job satisfactorily.当工 作描述描述工作中要做的活动时，工作规范列出了个人执行令人满意的工作所需的知识、 技能和能力（KSAs）. 12、Another method requires that employees “observe ”their own performances by keeping a diary/log of their duties ,nothing how frequently they are performed and the time required for each duty.另一个方法要求雇员“观察”他们自己的绩效，通过记录他们工作职责的日 记/日志，记录他们执行工作的频率和每个职责需要的时间。 13、Recruiting is the process of generating a pool of qualified applicants for organizational jobs. 招聘是一个形成一批符合组织工作的申请者的过程。 14、Also ,it may be cheaper to recruit professionals such as accountants or computer programmers from outside than to train less skilled people promoted from within the organization. 同样,它从外面招募专业人士如会计和电脑程序员是可能比培训来自组织内部晋升的低 技能的人更便宜。 15、 When employees bids are turned down ,they should have discussion with their supervisors or someone in the HR area regarding the knowledge , skills , and abilities they need in order to improve their opportunities in the future. 当员工的报价被拒绝,他们应该与他们的上级或人事专员 关于他们为了提高他们的未来的机遇所需要的知识、技能和能力进行讨论。 16、The computer at Grate Western can also be used to give a realistic job preview, test applicants on change-making skills, and record applicants verbal responses to simulated angry customers. 计算机在大西部也可以用来给一个现实的工作预览,测试申请者在改变制造技能,并记录 申请人口头回应模拟愤怒的客户。 17、A selection interview is designed to assess job-related knowledge, skills, and abilities (KSAs) and clarify information from other sources. 选拔性面谈指在评估与工作相关的知识、技能和能力(KSAs) 和分清从其他来源的信息。 18、In many cases, the objectives are established by a joint planning session involving both the subordinate and the supervisor. It is strongly recommended that the objectives be tied to the organizations and departments mission.在许多情况下,目标是建立在一个联合规划会议,其 中包括下属和主管。强烈建议目标被绑定到该组织的和部门的使命。 19、A 360-degree feedback system is a performance management process that gathers performance information from multiple parties, including ones subordinates, peers, supervisor, and customers.一个 360 度反馈系统是绩效管理的过程,从多方收集绩效信息,包括你的下属, 同事、上司、客户. 20、Transference. The more closely the demands of the training program match the demands of the job, the faster a person learns to master the job. 迁移法。越密切的训练计划的要求匹配任务的需求,一个人就越快学会掌握工作。 21、Coaching is similar to apprenticeships, although it tends to be less formal than an apprenticeship program because there are few formal classroom sessions and because it is provided when needed rather than being part of a carefully planned program. 教练法似于学徒制,尽管它往往倾向于不太正式的一个学徒计划,因为很少有正式的课堂上, 但是因为它是在需要的时候提供而不是精心策划的计划的一部分。 连线： 1、 Human resource management：the policies, practices, and systems that influence employees behavior, attitudes, and performance. 2、 Collective bargaining：negotiation between the representatives of organized workers and their employer or employers to determine wages, hours, rules, and working conditions. 3、 Outsourcing： an organizations use of an outside organization for a broad set of services. 4、 Unemployment compensation： financial compensation for unemployed workers, provided in the United States chiefly by state governments. 5、 Internal fit： the consistency among various HR practices within a firm. 6、 Job analysis：the process of getting detailed information about jobs. 7、 Total quality management：an cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity. 8、 Empowerment：making employees more involved in their jobs by increasing their participation in decision making. 9、downsizing. ： reducing the size of an organizational workforce. 10、succession plan：he process and actions that aim at identifying and developing a pool of potential successors for senior or key jobs in the future. 11、skills inventories ：listings of the skills of all employees in an organization. 12、human resource planning：the process and actions that identifying the need for and availability of human resources so that the organization can meet its objectives . 13、task：a distinct, identifiable work activity composed of motions. 14、job description：identification of the tasks, duties ,and responsibilities. 15、job analysis：a systematic way to gather and analyze information about the content and the human requirements of jobs are performed. 16、job specifications：list the knowledge, skills, and abilities(KSAs) an individual needs to do the job satisfactorily. 17、labor force population：all individuals who are available for selection if all possible recruitment strategies as used. 18、independent contractors：workers who specific services on a contract basis. 19、absenteeism： the failure to report for scheduled work. 20、job posting and bidding：a system in which the employer provides notices of job openings within the organization and employees respond by applying for specific openings. 21、flexible staffing ：use of recruiting sources and actually evaluated for selection. 22、selection-the process of choosing individuals whohave relevant qualifications to fill jobs in an organization. 23、Realistic Job Preview-the process through which an interviewer provides a job applicant with an accurate picture of a job