HR英文单词1（DOC 4页）

人力资源管理英文专业词汇［第一部分］突然认识到多掌握一些专业术语很重要，分享一下，呵呵～GlossaryofHumanResourceManagementTermsabsentees：Absenteesareemployeeswhoarescheduledtobeatworkbutarepresent.Accidentandsicknesspolicies：Accidentandsicknesspoliciesusuallyprovideminimum-carestipendforseveralweeksuptosixmonthstohelpemployeesdefraythelossofincomewhiletheyaresickorrecoveringfromaccident.accreditation：Accreditationisaprocessofcertifyingthecompetenceofapersoninanareaofcapability.TheSocietyforHumanResourceManagementoperatesanaccreditationprogramforpersonnelprofessionals.activelistening：Activelisteningrequiresthelistenertostoptalking,toremovedistractions,tobepatient,andtoempathizewiththetalker.adverseselection：Adverseselectionoccurswhenaninsurancecompanyhasadisproportionatelyhighpercentageofinsuredswhowillmakeclaimsinfuture.Adverseselectionoftenresultswhenpeoplearegivenachancetobuyinsurancewithoutprescreening,whichoftenmeansthatathannormalproportionhaveaconditionthatislikelytocausetobefrequentclaimants.affirmativeactionprograms：Affirmativeactionprogramsaredetailedplansdevelopedbyemployerstoundotheresultsofpastemploymentdiscrimination,ortoensureequalopportunityinthefuture.AgeDiscriminationinEmploymentActof1967(asamended)：Thisactprohibitsdiscriminationonemploymentbecauseofageagainstthosewho40andolder.AmericanFederationofLaborandCongressofIndustrialOrganization(AFL-CIO)：TheAFL-CIOisafederationofmostnationalunions.Itexiststoprovideaunifiedfocalpointforthelabormovement,toassistnationalunions,andtoinfluencegovernmentpoliciesthataffectmembersandworkingpeople.appliedresearch：Appliedresearchisastudyofpracticalproblems,thesolutionsofwhichwillleadtoimprovedperformance.arbitration：Arbitrationisthesubmissionofadisputetoaneutralthird.assessmentcenters：Assessmentcentersareastandardizedformofemployeeappraisalthatreliesonmultipletypesofevaluationandmultipleraters.associatemembership：Associatemembershipinalabororganizationallowswhoarenotemployedunderaunioncontracttoaffiliatewithaunionbypayingfeesandduesinreturnforunion-supportedbenefits.attitudesurveys：Attitudesurveysaresystematicmethodsofdeterminingwhatemployeesthinkabouttheirorganization.Thesurveysareusuallydonethroughquestionnaires.Attitudesurveyfeedbackresultswhentheinformationcollectedisreportedbacktotheparticipants.Thisprocessisusuallyfollowedbyactionplanningtoidentifyandresolvespecificofemployeeconcern.attrition：Attritionisthelossofemployeeswholeavetheorganization'semployment.auditreport：Theauditreportisacomprehensivedescriptionofpersonnelactivities.Itincludesbothcommendationforeffectivepracticesandrecommendationsforimprovingpracticesthatareineffective.auditteam：Anauditteamconsistsofthosepeoplewhoareresponsibleforevaluatingtheperformanceofthepersonneldepartment.authorizationcards：Authorizationcardsareformsthatprospectiveunionmemberssign.Thecardsindicatetheirwishtohaveanelectiontodeterminewhetheralabororganizationwillrepresenttheworkersintheirwithmanagement.autonomouswork：groupsAutonomousworkgroupsareteamsofworkers,aformalcompany-appointedleader,whodecideamongthemselvesmostdecisionstraditionallyhandledbysupervisors.autonomy：Autonomyishavingcontroloverone'swork.bargainingbook：Abargainingbookisacompilationofthenegotiation'splansforcollectivebargainingwithlaborormanagement.Increasingly,thebargainingbookisbeingreplacedbyinformationstoredinaccompanyorunioncomputer.bargainingcommittee：Theunionbargainingcommitteeconsistsofunionofficialsandstewardswhonegotiatewithmanagement'srepresentativestodeterminewages,hours,andworkingconditionstobeembodiedintheagreement.behaviorallyanchoredratingscales(BARS)：BARSrateemployeesscalethathasspecificbehavioralexamplesonittoguidetherater.Behavioralmodeling：Behavioralmodelingreliesontheinitiationoremulationofadesiredbehavior.Arepetitionofbehaviormodelinghelpstodevelopappropriateresponsesinspecifiedsituations.behaviormodification：Behaviormodificationstatesthatbehaviordependsonitsconsequences.blindads：Blindadsarewantadsthatdonotidentifytheemployer.bonafideoccupationalqualifications(BFOQ)：ABFOQoccurswhenanemployerhasajustifiedbusinessreasonfordiscriminatingagainstamemberofaprotectedclass.TheburdenofprovingaBFOQgenerallyfallsontheemployer.bottom-linetest：Thebottom-linetestisappliedbytheEqualEmploymentOpportunityCommissiontodetermineifafirm'soverallselectionprocessishavinganadverseimpactonprotectedgroups.Eventhoughstepsintheselectionprocessmightexhibitanadverseimpactonaprotectedgroup,thefirmwillbeconsideredincomplianceiftheoverallprocessdoesnothaveanadverseeffect.Boulwarism：BoulwarismisanegotiationstrategydevelopedbyGeneral.Usingthisapproachthecompanymadeitsbestoffertotheunionatthebeginningofnegotiations.Thenitremainedfirmunlesstheunioncouldfindwheremanagementhaderredinthecalculationsusedtoarriveattheoffer.ThisstrategyhasbeenruledasanunfairlaborpracticebytheNationalLaborRelationsBoardandbythefederalcourts.brainstorming：Brainstormingisaprocessbywhichparticipantsprovideideasonastatedproblemduringafreewheelinggroupsession.buddysystem：Thebuddysystemoforientationexistswhenanexperiencedemployeeisaskedtos