1、人力资源管理词汇“以人为本“的价值观 People-first valuesX 理论 Theory XY 理论 Theory Y艾德加?施恩 Edgar Schein案例研究方法 Case study method罢工 Strikes班组 Team or group保护圈 Rings of defense保险福利 Insurance benefits报酬因素 Compensable factor抱怨 Grievance抱怨程序 Grievance procedure比率分析 Ratio analysis闭厂 Lockout标准工时工资 Standard hour plan病假 Sick lea
2、ve补充报酬福利 Supplement pay benefits补充失业福利 Supplemental unemployment benefits不安全环境 Unsafe conditions不安全行为 Unsafe acts不服从 Insubordination不正当劳工活动罢工 Unfair labor practice strike参与式激励计划 Attendance incentive plan尝试阶段 Trial sub stage敞开门户 Open-door成长阶段 Growth stage程序化教学 Programmed learning初级董事会 Junior board储蓄计
3、划 Savings plan传讯 Citations戴维斯佩根法案 Davis-Bacon Act (DBA)担保公司 Guarantee corporation弹性福利计划 Flexible benefits programs弹性工作地点 Flex place弹性工作时间 Flextime等级 Grades等级说明书 Grade description地方劳动力市场 Local market conditions第三方介入 Third-party involvement调查者、检查员 Fact-finder调查反馈 Survey feedback调解 Mediation方格训练 Grid t
4、raining非定向面试 Nondirective interview非法谈判项目 Illegal bargaining弗雷德里克?泰罗 Frederick Taylor福利 Benefits高龄给付 Golden offerings个人偏见 Bias个人退休账户 Individual retirement account (IRA) 工厂关闭法 Plant Closing law工资等级 Pay grade工资率系列 Rate ranges工资曲线 Wage carve工作分析 Job analysis工作分组 Job sharing工作公告 Job posting工作绩效分析 Perfor
5、mance analysis工作绩效评价面谈 Performance Appraisal interview工作轮换 Job rotation工作描述 Job description工作申请表 Application forms工作说明书 Job specifications工作替换/ 临时解雇程序 Bumping/layoff procedures工作样本 Work samples工作样本技术 Work sampling technique工作指导培训 Job instruction training (JIT) 公平工资法 Equal Pay Act公平劳动标准法案 Fair Labor
6、Standards Act公平日工作 Fair days work功能性工作分析法 Functional job analysis股票期权 Stock option固定福利 Defined benefit固定缴款 Defined contribution雇员参与计划 Worker involvement雇员持股计划 Employee stock ownership plan (ESOP) 雇员服务福利 Employee services benefits雇员福利 Workers benefits雇员上岗引导 Employee orientation雇员退休收入保障法案 Employee Ret
7、irement Income Security Act (ERISA) 关键事件法 Critical incident method管理方格训练 Management grid管理过程 Management process管理竞赛 Management game管理评价中心 Management assessment center归类（或分级）法 Classification (or grading) method耗竭 Burnout候选人次序错误 Candidate-order error怀孕歧视法案 Pregnancy discrimination act基准职位 Benchmark jo
8、b绩效工资 Merit pay绩效加薪 Merit raise绩效评价标准不清 Unclear performance standards激励计划 Incentive plan集体谈判 Collective bargaining计件 Piecework计算机化预测 Computerized forecast纪律 Discipline健康维持组织 Health maintenance organization (HMO) 僵持 Impasse讲出来！ Speak up! 交替排序法 Alternative Ranking Method，ARM角色扮演 Role playing接班计划 Succe
9、ssion planning结构化面试 Structured interview解雇；开除 Dismissal解雇；终止 Termination经济罢工 Economic strike精简 Downsizing居中趋势 Central tendency科学管理 Scientific management可比价值 Comparable worth可变报酬 Variable compensation劳工部工作分析法 Department of Labor job analysis类 Classes离职金 Severance pay离职面谈 Exit interviews利润分享计划 Profit-
10、sharing plan联合抵制 Boycott临时解雇 Layoff临时性工作分担 Work sharing领导者匹配训练 Leader attach training每周 4 天工作制 Four-day workweek民权法 Civil Rights Act敏感性训练 Sensitivity training目标管理法 Management by objectives (MBO) 内容效度 Content validity年终分红 Annual bonus排序法 Ranking method培训 Training配对比较法 Paired comparison method偏紧/偏松 St
11、rictness/leniency评价面试 Appraisal interview期望图表 Expectancy chart企业内部开发中心 In-house development center强制分布法 Forced distribution method强制谈判项目 Mandatory bargaining情境面试 Situational interview趋势分析 Trend analysis确立阶段 Establishment stage人际关系心理分析 Transactional analysis (TA) 人事（或人力资源）管理 Personnel (or human resou
12、rce) management人事调配图 Personnel replacement charts任务分析 Task analysis日常集体谈判 Day-to-day-collective bargaining散点分析 Scatter plot社会保障 Social security失业保险 Unemployment insurance实验 Experimentation收益分享 Gain sharing斯坎伦计划 Scallion plan随意终止 Termination at will谈话；面谈 Interviews探索阶段 Exploration stage特别保护权 Vesting特
13、殊的管理开发技术 Special management development techniques特殊奖励 Special awards提前退休窗口 Early retirement window同情罢工 Sympathy strike图尺度评价法 Graphic rating scale团队建设 Team building团体人寿保险 Group life insurance团体退休金计划 Group pension plan退休 Retirement退休福利 Retirement benefits退休金福利 Pension benefits退休金计划 Pension plans退休前咨询
14、 Retirement counseling维持阶段 Maintenance stage维罗姆-耶顿领导能力训练 Vroom-Yetton leadership trainman稳定阶段 Stabilization sub stage无保证终身解雇 Lifetime employment without guarantees系列化面试 Serialized interview下降阶段 Decline stage现场工人日记/ 日志 Participant diary/logs现实冲击 Reality shock向外安置顾问 Outplacement counseling小组面试 Panel i
15、nterview效标效度 Criterion validity效度 Validity新雇员培训或模拟 Vestibule or simulated training薪资调查 Salary surveys信度 Reliability行动学习 Action learning行为锚定等级评价法 Behaviorally anchored rating scale (bars)行为模拟 Behavior modeling压力面试 Stress interview延期利润分享计划 Deferred profit-sharing plan一般经济状况 General economic conditions
16、以价值观为基础的雇佣 value-based hiring意见调查 Opinion survey隐含职权 Implied authority有保障的计件工资制 Guaranteed piecework plan有保证的公平对待 Guaranteed fair treatment约翰?霍兰德 John Holland越级谈话 Skip-level interview晕轮效应 Halo effect在职培训 On-the-job training (OJT) 战略规划 Strategic plan真诚的谈判 Good faith bargaining政策 Point method/Policies
17、直接计件制 Straight piecework直线管理者 Line manager职能（服务）功能 Staff (service) function职能控制 Functional control职权 Authority职位调配卡 Position replacement cards职位分析问卷 Position Analysis Questionnaire (PAQ) 职位评价 Job evaluation职业安全与健康法案 Occupational Safety and Health Act职业安全与健康管理局 Occupational Safety and Health Administ
18、ration (OSHA) 职业规划与职业发展 Career planning and development职业技能 Occupational skills职业锚 Career anchors职业市场状况 Occupational market conditions职业性向 Occupational orientation职业周期 Career cycle职员报酬 Employee compensation质量圈 Quality circle中期职业危机阶段 Mid career crisis sub stage仲裁 Arbitration资本积累方案 Capital accumulatio
19、n program资格数据库 Qualifications inventories资质 Aptitudes自我实现 Self-actualization自我指导工作小组 Self directed teams自愿减少工资方案 Voluntary pay cut自愿减少时间 Voluntary time off自愿谈判项目 Voluntary bargaining组织发展 Organization development(OD) 组织体系 System I组织体系 System 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resou
20、rce manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organizati
21、on)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant distric
22、t service manager)人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(r
23、ecruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job kno
24、wledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview)组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD)培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)
25、经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training ,OJT)媒介:(media)企业文化与组织发展企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedback)质量圈:(quality circles)目标管理:(management by objective,MBO)全面质量管理:(Total
26、 Quality Management,TQM)团队建设:(team building)职业计划与发展职业:(career)职业计划:(career planning)职业道路:(career path)职业发展:(career development)自我评价:(self-assessment)职业动机:(career anchors)绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking
27、method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)反馈:(-degree feedback)叙述法:(essay method)集中趋势:(central tendency)报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compens
28、ation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method
29、)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP)值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧
30、张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplina
31、ry action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)Cafeteria benefit programs ：Cafeteria benefit programs allow employees toselect 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 counseli
32、ng ：Career counseling assists employees in finding appropriate career goals and paths.career development Career development consists of those experiences and improvements that one undertakes to achieve a career plan.career goals ： Career goals are the future positions that one strives to reach. Thes
33、e goals serve as benchmarks along ones career path.career path ：A career path is the sequential pattern of jobs that form onescareer.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
34、 in a position he or she does well enough not to be demoted or fired but not wellenough to be promoted.change agents ： Change agents are people who have the role of stimulatingchange within a group.checkoff ：A checkoff provision in a union-management labor agreement requires the employer to deduct u
35、nion dues from employee paychecks and to remit those 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 a
36、rrangementsare illegal under the National Labor Relations 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
37、in an insurance policy that requires the employee to pay a percentage of the insureds communication： 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 th
38、en paid accordingly. Thus of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two were of equal value to the parative evaluation approaches ：Comparative evaluation approaches are collection of different methods that com
39、pare one persons performancewith that of co-pensation ：Compensation is what employees receive in exchange for their .Comprehensive Employment and Training Act of 1973 (CETA)： CETA was a ranging act designed to provide job training, employment, and job hunting assistance to less advantaged persons. I
40、t has since been replaced the Job Partnership Training Act.concentration in employment： Concentration exists when an employer (orsome subdivision such as a department) has a higher proportion of employees from a protected class than is found in the employers labor market. (See underutilization.)conc
41、essionary bargaining ：Concessionary bargaining occurs when labor management negotiations result in fewer employer-paid fringe benefits or concessions, such as a freeze or wage cut.conciliation agreement ：a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties inv
42、olved. Its acceptances closesthe case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) ：This act was signed into law in 1986. COBRA requires employers that provide benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to ele
43、ct to continue their for a certain period of time after their coverage would otherwise , 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 labor consists of people who are hi
44、red (and often trained) by an independent agency that supplies companies with neededhuman resources for a fee.contributory benefit plans Contributory benefit plans are fringe benefits thatrequire both the employer and the employee to contribute to the cost ofthe insurance, retirement, or other emplo
45、yer benefit.coordinated organing ：Coordinated organing occurs when two or more pool their resources to organize a targeted employer or group of .corrective discipline ： Corrective discipline is an action that follows a rule infraction and seeks to discourage further infractions so that future acts r
46、e in compliance with standards.counseling ：Counseling is the discussion of an employee problem with the objective of helping the worker cope with it.counseling functions ：Counseling functions are the activities performed bycounselors. They include advice, reassurance, communication, release of tensi
47、on, 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 method requires the rater to statements that describe extremely good
48、 or extremely bad employee behavior. These statements are called critical incidents, and they used as examples of good or bad performance in rating the employee.Decision-making authority： See line authority.deductible clause ：A deductible clause is a provision in an insurance policy that requires th
49、e insured to pay a specified amount of a claim before the is obligated to pay.deferral jurisdictions： Deferral jurisdictions are areas in the United States where the EEOC will refer a case to another (usually a state or local); for example, Florida Human Relations Commission.deferred stock incentive systems： These incentives award stock that becomes by the executive gradually over several years.delegation： Delegation is the process of getting others to share a managers . It requires the manager to assign duties, grant authority, and createa sen
