人力资源管理专业词汇(英文)

1、Appendix AGlossary of HumanResource ManagementTermsabsentees Absentees are employees who are scheduled to be at work but are not present.Accident and sickness policies Accident and sickness policies usually provide a minimum-care stipend for several weeks up to six months to help employees defray th

2、e loss of income while they are sick or recovering from an accident.accreditation Accreditation is a process of certifying the competence of a person in an area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.active listening Act

3、ive listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.adverse selection Adverse selection occurs when an insurance company has a disproportionately high percentage of insureds who will make claims in the future. Adverse selection

4、 often results when people are given a chance to buy insurance without prescreening, which often means that a higher than normal proportion have a condition that is likely to cause them to be frequent claimants.affirmative action programs Affirmative action programs are detailed plans developed by e

5、mployers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.Age Discrimination in Employment Act of 1967 (as amended)This act prohibits discrimination on employment because of age against those who are 40 and older.American Federation of Labor and Con

6、gress of Industrial Organization (AFL-CIO) The AFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assist national unions, and to influence government policies that affect members and working people.is the submission of a disputeto a

7、 neutralapplied research Applied research is a study of practical problems, the solutions of which will lead to improved performance.arbitration Arbitration third party.assessment centers employee appraisal multiple raters.Assessment centers arethat relies on multiplea standardized form of types of

8、evaluation andassociate membershipAssociatemembership ina labororganizationallows people who are not employed under a union contract to affiliatewith a union by paying fees and dues in return for union-supportedbenefits.attitude surveys Attitude surveys are systematic methods of determining what emp

9、loyees think about their organization. The surveys are usually done through questionnaires. Attitude survey feedback results when the information collected is reported back to the participants. This process then is usually followed by action planning to identify and resolve specific areas of employe

10、e concern.audit reportThe audit reportispersonnelactivities. It includespracticesand recommendationsforineffective.attrition Attrition is the loss organizations employment.of employees who leave the a comprehensive description of both commendation for effectiveimproving practices that areaudit team

11、An audit team consists of those people who are responsible for evaluating the performance of the personnel department.authorization cards Authorization cards are forms that prospective union members sign. The cards indicate their wish to have an election to determine whether a labor organization wil

12、l represent the workers in their dealings with management.autonomous work groups Autonomous work groups are teams of workers, without a formal company-appointed leader, who decide among themselves most decisions traditionally handled by supervisors.autonomy Autonomy is having control over ones work.

13、bargaining book A bargaining book is a compilation of the negotiation teams plans for collective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.bargaining committee The union bargaining committee consists

14、of union officials and stewards who negotiate with managements representatives to determine wages, hours, and working conditions to be embodied in the labor agreement.behaviorally anchored rating scales (BARS) BARS rate employees scale that has specific behavioral examples on it to guide the rater.B

15、ehavioral modeling Behavioral modeling relies on the initiation or emulation of a desired behavior. A repetition of behavior modeling helps to develop appropriate responses in specified situations.behavior modification Behavior modification states that behavior depends on its consequences.blind ads

16、Blind ads are want ads that do not identify the employer.bona fide occupational qualifications(BFOQ) A BFOQoccurs when an employerhas a justified business reason for discriminating against a member of a protected class. The burden of proving a BFOQ generally falls on the employer.bottom-line test Th

17、e bottom-line test is applied by the Equal Employment Opportunity Commission to determine if a firms overall selection process is having an adverse impact on protected groups. Even though individual steps in the selection process might exhibit an adverse impact on a protected group, the firm will be

18、 considered in compliance if the overall process does not have an adverse effect.Boulwarism Boulwarism is a negotiation strategy developed by General Electric. Using this approach the companymadeits best offer to the union at the beginning of negotiations. Then it remained firm unless the union coul

19、d find where management had erred in the calculations used to arrive at the offer. This strategy has been ruledas an unfair labor practice by the National Labor Relations Board andby the federal courts.brainstorming Brainstorming is a process by which participants provide their ideas on a stated pro

20、blem during a freewheeling group session.buddy system The buddy system of orientation exists when an experienced employee is asked to show a new worker around the job site, conduct introduction, and answer the newcomers questions.burnout Burnout is a condition of mental, emotional, and sometimes phy

21、sical exhaustion that results from substantial prolonged stress.business agent A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems with management.business unionism Business unionism describes unions that seek to improv

22、e the wages, hours, and working conditions of their members in a business like manner. (See social unionism.)buy-back Buy-backs occur whenan employee whoattempts to resign is convinced to stay in the employment of the organization. Normally the person is bought back with an offer of increased wages

23、or salary.Cafeteria benefit programs Cafeteria benefit programs allow employees to select the fringe benefits and services that answer their individual needs.career A career is all the jobs that are held during ones working life.career counseling Career counseling assists employees in finding approp

24、riate career goals and paths. career development Career development consists of those experiences and personal improvements that one undertakes to achieve a career plan.career goals Career goals are the future positions that one strives to reach. These goals serve as benchmarks along ones career pat

25、h.career path A career path is the sequential pattern of jobs that formones career.career planning Career planning is the process by which one selects career goals and paths to those goals.career plateau A career plateau occurs when an employee is in a position that he or she does well enough not to

26、 be demoted or fired but not well enough to be promoted.change agents Change agents are people who have the role of stimulating change within a group.checkoff A checkoff provision in a union-management labor agreement requires the employer to deduct union dues from employee paychecks and to remit th

27、ose moneys to the union.Civil Rights Act of 1964 This act was passed to make various forms of discrimination illegal.closed shop A closed shop is a workplace where all employees are required to be members of the union before they are hired. These arrangements are illegal under the National Labor Rel

28、ations Act.codetermination Codetermination is a form of industrial democracy first popularized in West Germany. It gives workers the right to have representatives vote on management decisions.coinsurance clause A coinsurance clause is a provision in an insurance policy that requires the employee to

29、pay a percentage of the insureds expensescommunication Communication is the transfer of information and understanding from one person to parable worth Comparable worth is the idea that a job should be evaluated as to its value to the organization and then paid accordingly. Thus jobs of co

30、mparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two jobs were of equal value to the parative evaluation approaches Comparative evaluation approaches are a collection of different methods that compare one pers

31、onsperformance with that of pensation Compensation is what employees receive in exchange for their work.Comprehensive Employment and Training Act of 1973 (CETA) CETA was a broad-ranging act designed to provide job training, employment, and job hunting assistance to less advantaged pers

32、ons. It has since been replaced by the Job Partnership Training Act.concentration in employment Concentration exists when an employer (or some subdivision such as a department) has a higher proportion of employees from a protected class than is found in the employers labor market. (See underutilizat

33、ion.)concessionary bargaining Concessionary bargaining occurs when labor management negotiations result in fewer employer-paid fringe benefits or wage concessions, such as a freeze or wage cut.conciliation agreement a conciliation agreement is a negotiated settlement agreeable to the EEOCand to all

34、parties involved. Its acceptances closes the case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)This act was signed into law in 1986. COBRA requires employers that provide group benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with

35、the right to elect to continue their coverage for a certain period of time after their coverage would otherwise terminate, with a few exceptions.constructs Constructs are substitutes for actual performance. For example, a score on a test is a construct for actual learning.contract labor Contract lab

36、or consists of people who are hired (and often trained) by an independent agency that supplies companies with needed human resources for a fee.contributory benefit plans Contributory benefit plans are fringe benefits that require both the employer and the employee to contribute to the cost of the in

37、surance, retirement, or other employer benefit.coordinated organizing Coordinated organizing occurs whentwo or more unions pool their resources to organize a targeted employer or group of employees.corrective discipline Corrective discipline is an action that follows arule infraction and seeks to di

38、scourage further infractions so that future acts are in compliance with standards.counseling Counseling is the discussion of an employee problem with the general objective of helping the worker cope with it.counseling functions Counseling functions are the activities performed by counselors. They in

39、clude advice, reassurance, communication, release of emotional tension, clarified thinking, and reorientation.craft unions Craft unions are labor organizations that seek to include all workers who have a common skill, such as carpenters or plumbers.critical incident method The critical incident meth

40、od requires the raterto report statements that describe extremely good or extremely bad employee behavior. These statements are calledcritical incidents,andthey are used as examples of good or bad performance in rating the employee.Decision-making authority See line authority.deductible clause A ded

41、uctible clause is a provision in an insurance policy that requires the insured to pay a specified amount of a claim before the insurer is obligated to pay.deferral jurisdictionsDeferral jurisdictions are areas in the UnitedStates where the EEOC will refer a case to another (usually a state or local)

42、agency; for example, Florida Human Relations Commission.deferred stock incentive systems These incentives award stock that becomes owned by the executive gradually over several years.delegation Delegation is the process of getting others to share a managers work. It requires the manager to assign du

43、ties, grant authority, and create a sense of responsibility.Delphi technique The Delphi technique solicits predictions from a panelof experts about some specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This p

44、rocess is repeated until a general agreement on future trends emerges.demographics Demographics is the study of population characteristics.demotions Demotions occur when an employee is movedfrom one job to another that is lower in pay, responsibility, and organizational level.development Development

45、 represents those activities that prepare an employee for future responsibilities.Dictionary of Occupational Titles (DOT) The Dictionary of Occupational Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and industry.di

46、fferential validity Differential validity is used to demonstrate thattests or other selection criteria are valid for different subgroups or protected classes.directive counseling Directive counseling is the process of listening toan employees emotional problems, deciding with the employee what shoul

47、d be done, and then telling and motivating the employee to do it.(See non directive counseling.)discipline Discipline is managementaction to encourage compliance with the organizations standards.dismissal Dismissal is the ultimate disciplinary action because it separates the employee from the employ

48、er for a cause.disparate impact Disparate impact occurs when the results of an employers actions have a different effect on one or more protected classes.disparate treatment Disparate treatment occurs when membersof a protected class receive unequal treatment.Drug-Free Workplace Act of 1988 This leg

49、islation requires that organizationsapplying for federalgrants certify thatthey willmakegood-faith efforts to provide a drug-freework place. dualresponsibility for personnel management Since both line and staff managers are responsible for employees, production, and quality of work life, a dual resp

50、onsibility for personnel management exists.due process Due process means that established rules and procedures for disciplinary action are followed and that employees have an opportunity to respond to the charges made against them.early retirement Early retirement occurs when a worker retires from a

51、n employer before the normal retirement age.Employee Assistance Programs (EAPs) EAPsare company-sponsored programs to help employees overcome their personal problems through direct company assistance, counseling, or outside referral.employee handbook The employee handbook explains key benefits, poli

52、cies, and general information about the employer.The Employee Polygraph Protection Act The act prohibits the use of polygraphs in private industry by forbidding any employer engaged in commerce or in the production of goods for commerce from directly or indirectly requiring, requesting, or causing a

53、ny employee or prospective employee to take or submit to a lie detector test. Restrictions also cover use of information regarding results of such a test and the taking of adverse employment action against any employee who refuses, declines, or fails to take a lie detector test.Employee Retirement I

54、ncome Security Act (ERISA) ERISA was passed by Congress to ensure that employer pension plans meet minimum participation, vesting, and funding requirements.employment freeze An employment freeze occurs whenthe organization curtails future hiring.employment function The employment function is that as

55、pect of personnel responsible for recruiting, selecting, and hiring newworkers. This function is usually handled by the employment section or employment manager of a large personnel department.employment references Employment references are evaluations of an employees work performance. They are prov

56、ided by past employers.employment tests Employment tests are devices that assess the probable match between the applicants and the job requirements.Equal Employment Act of 1972 This act strengthened the role of the Equal Employment Opportunity Commission by amending the Civil Rights Act of 1964. The

57、 1972 law empowered the EEOC to initiate court action against non complying organizations.equal employment opportunity Equal employment opportunity means giving people a fair chance to succeed without discrimination based on factors unrelated to job performance-such as age, race, or national origin.

58、Equal Employment Opportunity Commission (EEOC)The EEOC is the federal agency responsible for enforcing Title VII of the Civil Rights Act, as amended and other laws such as the Age Discrimination in Employequal employment opportunity laws Equal employment opportunity laws area family of federal and state acts that seek to ensure equal employment opportunities for members of protected groups.Equal Pay Art of 1963 This act prohibits discrimination in pay because of a persons sex.ergonomics Ergonomics is the study of biotechnical relationships between the physical attributes of workers a