人力资源管理师专业英文词汇

1、读书破万卷下笔如有神1360-degree feedback process36045Collectivebarga ining度反馈过程process劳资谈判过程2Abse nee缺席46Commitme nt承诺:，义务3Acceptability可接受性47Commun icati on skill沟通技巧4Aehieveme nt tests成就测试48Compa-ratio比较比率5Actio n pla n行动计划49Compe nsable factors报酬要素6Acco un tability有责任50Compe nsation报酬，补偿7Adolesce nt青少年51Co

2、mpete ncy assessme nt能力评估8Adverse impact负面影响52Compete ncy model能力模型9Aggressive有闯劲的，敢做敢为的53Competitive adva ntage竞争优势10Allowa nee津贴，补助54Compromise妥协11Ambiti on野心，雄心55Concen trati on strategy集中战12An alytic approach分析法略13Announ ceme nt公告56Con sultati on商量，请教14Applica nt求职者57Con sumer price in dex, CPI消

3、费15Applicati on申请者价格指数16Appraisal评价,评估58Continu ous lear ning持续学习17Appoi nt任命59Coordin ati on trai ning合作培训18Arbitrary仲裁60Core compete ncies核心竞争力19Assessme nt cen ter评价中心61Cost structure成本结构20Attitudeaware ness and cha nge62Criticalin cide ntmethod1关键事program态度认知与改变计划件法21Attitudi nal structuri ng态度构

4、63Cross-cultural preparati on跨建文化准备22Authority权威64Cross-trai ning交叉培训23Audiovisual in struct ion视听教65Cultural environment文化环境学66Cultural shock文化冲击24Audit approach审计法67Customer appraisal顾客评估25Bala need scorecard综合评价卡，68CV (curriculum vitae)简历平衡计分法69Data flow diagram数据流程图26Bargai n商谈70Decen tralizati

5、on分散化27Behavior modeli ng行为模拟71Decisi on mak ing决策28Behavior-based program行为改72Decision support systems决策支变计划持系统29Ben chmarks基准73Deficie ncy缺乏30Ben efits福利74Defined-benefit plan勺养老金彳田31Bonus奖金利计划32Busin ess pla nning企业规划75Defined-contribution plan资方33Busin ess divisio n事业部养老金投入计划34Busin ess in tegra

6、ti on业务整合76Delayeri ng扁平化35Can didate候选人77Dema nd forecast ing需求预测36Career an chor职业锚78Depressio n沮丧37Career coun seli ng职业咨询79Developme nt pla nning system开38Career curves职业曲线发规划系统39Career management system职业管80Differen tial piece rate差额计理系统件工资40Career developme nt职业发展81Direct costs直接成本41Cen traliz

7、ati on集权化82Discipli ne纪律42Coach教练83Disparate impact差别性影响43Cogn itive ability认知能力84Disparate treatme nt差别性对待44Cogn itive outcomes认知性结果85Diversity trai ning多元化培训DividendsDiscrimin ati onDismissDown sizi ngDown ward move红利歧视开除，解雇精简降级Efficiency wage theory效率工资Egalitarian平等主义Earnin gs所得，收入Efficiency效率Emp

8、loyee empowerme nt员工授权Employee leas ing员工租借Employee survey research雇员调Equalemployme ntopport unity公平就业机会Ethics道德Exit in terview离职面谈Expatriate外派雇员Expert systems专家系统Explicit kno wledge显性知识Exter nal an alysis外部分析External growth strategy外边External labor market外部劳动Face to face discussion当面讨Factor compari

9、s on system因素Feedback反馈Flat hourly rate小时工资率En trepre neur企业家灵活的福利计划（自助福利方案）Flextime灵活的时间Flowchart流程图Follow up跟随，追随Formal educationprograms正规Flexibleben efitspla ns(cafeteriaFrame of refere neeFunctional职能工作分析Gain shari ng pla nsGlobalizati onGoals and timetables参照系job an alysis,收益分享计全球化目标和时Graphic

10、rating-scale methodGrieva nee委屈124Group men tori ngprogram群体指导计划125Guideli nes指导方针126Head hun ter猎头127Healthy and safety健康安全128Handover工作交接129High-performa neework systems 高绩效工作系统130Hourly work计时工资制131Huma n capital人力资本132Human resourceinformationsystem(HRIS)人力资源信息系统133Huma nresourceman ageme nt人力资源

11、管理134Huma nresourcespla nning.HRP人力资源计划135In come收入，收益136In direct costs间接成本138In flatio n通货膨胀139In put投入140In sura nee保险141In tellectual asset知识资产142Internal an alysis内部分析143In ternal growth strategy内部成长战略144Intern al labor force内部劳动力145In ternet互联网146Intern ship programs实习计划147In terview面试148In du

12、strializati on产业化149IT(I nformati on Tech no logy)信息技术150In vest投资151Job an alysis工作分析152Job classificati onsystem工作分类法153Job descripti on工作描述154Job desig n工作设计155Job enl argeme nt工作扩大化156Job en richme nt工作丰富化157Job evaluati on工作评价158Job commitme nt工作认同159Job ranking system工作重要性排序法160Job rotatio n工作

13、轮换161Job satisfact ion工作满意度162Job specificati on工作规范163Joint venture company合资公司137In dividualism/collectivism个人主义/集体主义868788899091 理论929394959697查与研究9899 (EEO)100101102103104105106成长战略107 力市场108论109 比较法110111112 pla ns)113114115116教育计划117118FJA119划120121间表122式评估法123164Keyperforma nee201Overpay超额工资i

14、n dicator,KPI关键业绩指标202Panel in terview小组面试165Labor relationsprocess劳动关203Pay claim加新要求系进程204Pay grade工资等级166Leaderless group discussion无205Pay structure工资结构领导小组讨论法206Pay-for-performa nee167Lear ning orga ni zati on学习型sta ndard按绩效的报酬标准组织207Pay-policy line工资政策线168Line man ager直线经理208Payroll职工薪水册169Mai

15、ntenance of membership会员209Pension养老金，退休金资格维持210Peer appraisal同事评估170Man ageme ntbyobjectives,211Pep talk鼓舞动员谈话MBO目标管理212Performa nee appraisal绩效评171Man ageme nt forecasts管理预测价172Man ageme nt process管理过程213Performa nee feedback绩效反馈173Man ager appraisal经理评估214Performa nee man ageme nt绩效管174Managing d

16、iversity管理多元化理175Man power人力，劳动力215Performa neeplanning and evaluation176Material incen tive物质奖励(PPE)绩效规划与评价系统177Mediation调解216Post岗位，职位178Men tor导师217Pote ntial潜在的，可能的179Merit guideli ne绩效指南218Priority优先180Mi nimum wage最低工资219Probati on试用181Morale士气220Pers on characteristics个人特182Mobility流动性征183Mot

17、ivationto learn学习的动机221Personnel selectio n人员甄选184Needs assessme nt（培训）需要222Piecework计件工资评价223Positi onan alysisquesti onn aire,185Night shift夜班PAQ职位分析冋卷调查186Non profit orga ni zati on非营利224Power dista nee权力差距组织225Predictive validation预测效187Occupatio n职业度188On-the-job training, OJT在职226Profit shari

18、ng利润分享培训227Promoti on晋升189Ope n culture开放文化228Psychological contract心理契190Opport unity to perform实践的约机会229Questi onn aire调查冋卷191Orga ni zati ondesgi nand230Rapport和谐，亲善developme nt组织设计与发展231Readability易读性192Orga ni zati onal an alysis组织232Readi ness for trai ning培训准分析备193Organi zati onal capability组

19、233Reas oning ability推理能力织能力234Recon ciliati on和解194Orga ni zti on chart组织结构图235Recog niti on认可，承认195Orga ni zati on code组织代码236Recruitme nt招募196Orie ntation入职培训237Redundancy冗余197Outlay费用238Reengin eeri ng流程再造198Outplaceme nt coun seli ng重新239Refere nee4卄参考谋职咨询240Reject拒绝，否决199Output产出241Rei nstatem

20、e nt复职200Outsourci ng夕卜包242Relatio nal database关联数据库283Top stratum高层243Reliability信度284Term in ati on终止244Remun erati on报酬285Totalqualityman ageme nt245Reputati on声誉，名声(TQM)全面质量管理246Rete nti on pla n（核心人员）保持286Training adm ini stratio n培训计划管理247Repatriati on归国准备287Training outcomes培训结果248Replaceme n

21、t charts替换表288Transaction process ing事务处249Retur n on in vestme nt (ROI)投理资回报289Trend an alysis趋势分析250Role ambiguity角色模糊290Turnover离职，流动251Role an alysis tech nique角色分291Utility an alysis效用分析析技术292Validity效度252Role play角色扮演293Verbal comprehe nsion语言理解253Senior man ageme nt高级管理层能力254Settleme nt解决，决定294Vest ing既得利益255Sick le 口口 e病假295Voici ng发言256Simulatio n仿真，模拟296Wage and salary survey薪资