人力资源专业术语(中英文对照)

1.人力资源管理导论组织:(organization)管理者:(manager)管理过程:(managementprocess)人力资源管理:(humanresourcemanagement)职权:(authority)直线职权:(lineauthority)职能职权:(staffauthority)直线经理:(linemanager)职能经理:(staffmanager)全球化:(globalization)人力资本:(humancapital)伦理道德:(ethics)2.公平就业机会及相关法律积极的反歧视行动:(affirmativeaction)规范化指南:(uniformguidelines)受保护群体:(protectedclass)混合动机:(mixedmotive)合格者:(qualifiedindividuals)性骚扰:(sexualharassment)五分之四法则:(4/5thsrule)消极影响:(adverseimpact)差别拒绝率:(sisparaterejectionrates)限制性政策:(restrictedpolicy)人口比较:(populationcomparisons)真实职业资格:(bonatideaccupationalqualification)建设性争议处理程序:(alternativedisputeresolution)建设性争议处理计划:(ADRprogram)多元化:(diversity)刻板印象:(stereotyping)歧视:(discrimination)象征主义:(tokenism)种族中心主义:(ethnocentrism)性别角色刻板印象:(gender-rolestereotype)善意努力战略:(goodfaitheffortstrategy)逆向歧视:(reversediscrimination)3.人力资源管理战略与分析战略规划:(strategicplan)战略管理:(strategicmanagement)使命陈述:(missionstatement)公司战略:(corporate-levelstrategy)竞争战略:(competitivestrategy)竞争优势:(competitiveadvantage)职能战略:(functionalstrategy)战略性人力资源管理:(strategichumanresourcemanagement)战略地图:(strategymap)人力资源计分卡:(HRscorecard)数字仪表盘:(digitaldashboard)基于战略的衡量指标:(strategy-basedmetrics)人力资源管理审计:(HRaudit)高绩效工作系统:(high-performanceworksystem)4.职位分析与人才管理过程人才管理:(talentmanagement)职位分析:(jobanalysis)职位描述:(jobdescription)任职资格:(jobspecification)组织结构图:(organizationchart)工作流程图:(processchart)工作流分析:(workflowanalysis)业务流畅再造:(businessprocessreengineering)职位扩大化:(jobenlargement)职位轮换:(jobrotation)职位丰富化:(jobenrichment)工作日记/日志:(diary/log)职位分析问卷法:(positionanalysisquestionnaire)标准职位分类:(standardoccupationalclassification)任务描述:(taskstatement)职位要求矩阵:(jobrequirementsmatrix)5.人事规划与招聘人事规划:(workforceplanning)趋势分析:(trendanalysis)比率分析:(ratioanalysis)散点分析:(scatterplot)任职资格条件库:(qualificationsinventories)人员替代图:(personnelreplacementcharts)职位替代卡:(positionreplacementcard)马尔科夫分析法:(markovanalysis)继任规划:(successionplanning)员工招聘:(employeerecruiting)招聘产出金字塔:(recruitingyieldpyramid)职位空缺公告:(jobposting)非常规性配员:(alternativestaffing)即时招聘服务机构:(on-demandrecruitingservices)大学校园招募:(collegerecruiting)求职申请表:(applicationform)6.员工测试与甄选疏忽雇佣:(negligenthiring)信度:(reliability)测试效度:(testvalidity)效标关联效度:(criterionvalidity)内容效度:(contentvalidity)构想效度:(constructvalidity)期望图:(expectancychart)兴趣测试:(interestinventories)工作样本:(worksamples)工作样本技术:(worksamplestechnique)管理评价中心:(managementassessmentcenters)情境测试:(situationaltest)视频模拟测试:(video-basedsimulation)小型工作培训和评价方法:(miniaturejobtrainingandevaluation)7.求职者面试非结构化面试:(unstructuredinterviews)结构化面试:(structuredinterviews)情景面试:(situationalinterview)行为面试:(behavioralinterview)职位相关性面试:(job-relatedinterview)压力面试:(stressinterview)结构化顺序面试:(unstructuredsequentialinterview)小组面试:(panelinterview)集体面试:(massinterview)求职者面试顺序误差:(candidate-orderorcontrasterror)结构化情境面试:(structuredsituationalinterview)8.员工培训与开发新员工入职引导:(employeeorientationtraining)培训:(training)任务分析:(taskanalysis)培训疏忽:(negligenttraining)胜任素质模型:(competencymodel)绩效分析:(performanceanalysis)在岗培训:(on-the-jobtraining)学徒制培训:(apprenticeshiptraining)工作指导培训:(jobinstructiontraining)程序化学习:(programmedlearning)行为塑造:(behaviormodeling)电子化绩效支持系统:(electronicperformancesupportsystem)工作助手:(jobaid)终身学习:(lifelonglearning)交叉培训:(crosstraining)虚拟课堂:(virtualclassroom)管理技能开发:(managementdevelopment)职位轮换:(jobrotation)行为学习:(actionlearning)案例研究法:(casestudymethod)管理游戏:(managementgames)角色扮演:(roleplay)企业内开发中心:(inhousedevelopmentcentres)高管教练:(executivecoach)组织发展:(organizationdevelopment)控制实验:(controlledexperimentation)9.绩效管理与评价绩效评价:(performanceappraisal)绩效评价过程:(performanceprocess)绩效管理:(performancemanagement)图评价尺度法:(graphicratingscale)交替排序法:(alternativerankingmethod)配对比较法:(pairedcomparisonmethod)强制分布法:(forceddistributionmethod)关键事件法:(criticalincidentmethod)行为锚定等级评价法:(behaviorallyanchoredratingscale)目标管理:(managementbyobjectives)电子化绩效监控:(electronicperformancemonitoring)标准不清:(unclearstandard)晕轮效应:(haloeffect)居中趋势:(centraltendency)宽大或严格倾向:(strictness/leniency)近因效应:(recencyeffect)绩效评价面谈:(appraisalinterview)10.员工保留、敬业度及职业生涯管理职业生涯:(career)职业生涯管理:(careermanagement)职业生涯开发:(careerdevelopment)职业生涯规划:(careerplanning)现实震荡:(realityshock)导师指导:(mentoring)教练指导:(coaching)晋升:(promotion)调动:(transfer)不服从上级:(insuboardination)自由解雇:(terminateatwill)解雇面谈:(terminationinterview)重新谋职咨询:(outplacementcounseling)离职面谈:(exitinterview)临时解雇:(layoff)裁员:(downsizing)解雇管理:(managingdismissals)生命周期:(lifecyclecareer)职业生涯管理:(careermanagement)职业锚:(careeranchor)11.制定战略性薪酬计划员工薪酬:(employeecompensation)直接经济报酬:(directfinancialpayment)间接经济报酬:(indirectpayments)职位评价:(jobevaluation)报酬要素:(compensablefactores)杠杆职位:(benchmarkjobs)职位排序:(rankingmethod)职位分类法:(jobclassificationorjobgrading)职级:(classes)职等:(grades)职位等级定义:(gradedefinition)计点法:(pointmethod)市场竞争性薪酬系统:(market-competitivepaysystem)薪酬政策线:(wagecurves)薪酬调查:(salarysurvey)薪酬等级:(payranges)比较比率:(comparatios)胜任素质薪酬:(competency-basedpay)宽带薪酬:(broadbanding)可比价值:(comparableworth)12.绩效薪酬和经济性奖励经济类奖励:(financialincentives)生产率:(productivity)日公平工作标准:(fairday’swork)科学管理运动:(scientificmanagementmovement)可变薪酬:(variablepay)期望:(expectancy)关联性:(instrumentality)效价:（Valance)行为修正:(behaviormodification)简单计件工资:(straightpie