F1-管理學(xué)術(shù)語(yǔ)英漢對(duì)照解釋（12）

Human resource management

1．High-performance work practices：高績(jī)效工作實(shí)務(wù)

Work practices that lead to both high individual and high organizational performance.

一種工作實(shí)務(wù)，能導(dǎo)致個(gè)人績(jī)效和組織績(jī)效的同時(shí)提升

2．Human resource management process：人力資源管理程序

Activities necessary for staffing the organization and sustaining high employee performance.

組織選配到合格員工并使之保持高績(jī)效水平所不可或缺的必要活動(dòng)。

3．Labor union：工會(huì)

An organization that represents workers and protect their interests through collective bargaining.

代表工人利益的機(jī)構(gòu)，它試圖通過(guò)集體討價(jià)還價(jià)談判保護(hù)工人的利益。

4．Affirmative action：反優(yōu)先雇傭行動(dòng)計(jì)劃

Programs that enhance the organizational status of members of protected groups.

是提高被保護(hù)團(tuán)體成員的地位的規(guī)則。

5．Human resource planning：人力資源規(guī)劃

The process by which managers ensure that they have the right number and kinds of people in the right places， who are capable of effectively and efficiently performing assigned tasks.

管理者為確保在適當(dāng)?shù)臅r(shí)候，為適當(dāng)?shù)穆毼慌鋫溥m當(dāng)數(shù)量和類型的工作人員，并使他們能夠有效完成所分派任務(wù)的一個(gè)過(guò)程。

6、Job analysis：職務(wù)分析

An assessment that defines jobs and the behaviors necessary to perform them.

定義了組織中的職務(wù)及履行職務(wù)所需的行為。

7、Job description：職務(wù)說(shuō)明書

A written statement of what a jobholder does， how it is done.

是對(duì)任職者做什么、怎么做和為什么做的書面說(shuō)明。

8、Job specification：職務(wù)規(guī)范

A statement of the minimum qualifications that a person must possess to perform a given job successfully.

指明任職者要成功地開(kāi)展某項(xiàng)工作必須擁有何種至低限度可以接受的資格標(biāo)準(zhǔn)。

9、Recruitment：招聘

The process of locating， identifying， and attracting capable applicants.

就是安置、確定和吸引有能力申請(qǐng)者的活動(dòng)過(guò)程。

10、Decruitment：解聘

Techniques for reducing the labor supply within an organization.

減少組織中雇傭員工的活動(dòng)。

11、Selection process：甄選過(guò)程

The process of screening job applicants to ensure that the most appropriate candidates are hired.

對(duì)申請(qǐng)者進(jìn)行甄別和篩選，以確保至合適的候選人被雇傭的過(guò)程。

12、Validity：效度

The proven relationship that exists between a selection device and some relevant job criterion.

必須在甄選手段和有關(guān)工作標(biāo)準(zhǔn)之間存在能被證明的相關(guān)關(guān)系。

13、Reliability：信度

The ability of a selection device to measure the same thing consistently.

指明一種手段是否能對(duì)同一事物作出持續(xù)一致的測(cè)量。

14、Work sampling：工作抽樣

A selection device in which job applicants are presented with a miniature replica of a job and are asked to perform tasks that are central to it.

就是給申請(qǐng)者提供一項(xiàng)職務(wù)的縮樣復(fù)制物，讓他們完成該項(xiàng)職務(wù)的一種或多種核心任務(wù)

15、Assessment centers：評(píng)價(jià)中心

Places in which job candidates undergo performance-simulation tests that evaluate managerial potential.

是用以測(cè)評(píng)職務(wù)應(yīng)聘者管理潛能的另一種方式的績(jī)效模擬測(cè)試法發(fā)生的場(chǎng)所。

16、Realistic job preview（RJP）：真實(shí)工作預(yù)覽

A preview of a job that provides both positive and negative information about the job and the company.

對(duì)工作的提前告之，包括關(guān)于工作與公司的有利和不利兩方面的信息。

17、Orientation：上崗引導(dǎo)

Introduction of a new employee to his or her job and the organization.

對(duì)新員工所做的組織與工作入門介紹。

18、Performance management system：績(jī)效管理系統(tǒng)

A process of establishing performance standards and evaluating performance in order to arrive at objective human resource decisions as well as to provide documentation to support those decisions.

是指建立績(jī)效標(biāo)準(zhǔn)，據(jù)以評(píng)價(jià)員工的績(jī)效，以便形成客觀公正的人力資源決策并提供支持這些決策的文件的過(guò)程。

19、Written essay：書面描述發(fā)法

A performance appraisal technique in which an evaluator writes out a description of an employee‘s strengths and weaknesses， past performance， and potential.

是指考評(píng)者以書面形式描述一個(gè)員工的所長(zhǎng)、所短、過(guò)去的績(jī)效和潛能，并提供改進(jìn)建議的一種績(jī)效評(píng)估方法。

20、Critical incidents：關(guān)鍵事件法

A performance appraisal technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance.

考評(píng)者將注意力集中在那些區(qū)分有效的和無(wú)效的工作績(jī)效的關(guān)鍵行為方面。

21、Graphic rating scales：評(píng)分表法

A performance appraisal technique in which an employee is rated on a set of performance factors.

用一系列績(jī)效因素考評(píng)員工的績(jī)效評(píng)價(jià)技術(shù)。

22、Behaviorally anchored rating scales（BARS）：行為定位評(píng)分法

A performance appraisal technique that appraises an employee on examples of actual job behavior.

以某人從事某項(xiàng)職務(wù)的具體行為為例考評(píng)員工績(jī)效的技術(shù)。

23、Multiperson comparisons：多人比較法

Performance appraisal techniques that compare one individual‘s performance with that of one or more other individuals.

將一個(gè)員工的工作績(jī)效與一個(gè)或多個(gè)其他人做比較的考評(píng)技術(shù)。

24、Group order ranking：分組排序法

A multiperson comparison that requires the evaluator to place employees into a particular classification.

要求考評(píng)者按特定的分組將員工編入一定次序中。

25、Individual ranking：個(gè)體排序法

A multiperson comparison that requires the evaluator to list employees in order from lowest to highest.

要求考評(píng)者將員工按從高到低的順序加以排列。

26、Paired comparison：配對(duì)比較法

A multiperson comparison in which each employee is compared with every other employee in the comparison group and rated as either the superior or weaker member of the pair.

每個(gè)員工都一一與比較組中的其他每一位員工結(jié)對(duì)進(jìn)行比較，評(píng)出其中的優(yōu)者和劣者。

27、360 degree feedback：三百六十度反饋法

a performance appraisal method that utilizes feedback from supervisors， employees， and co-workers.

利用從上司、員工本人、極其同事處得來(lái)的反饋意見(jiàn)進(jìn)行績(jī)效評(píng)估的一種方法。

28、Skill-based pay：基于技能的薪酬

A pay system that rewards employees for the job skills they can demonstrate.

按員工所展示的工作技巧和能力確定報(bào)酬水平。

29、Career：職業(yè)

A sequence of positions held by a person during his or her lifetime.

一個(gè)人在其一生中所承擔(dān)職務(wù)的相繼歷程。

30、Sexual harassment：性騷擾

Any unwanted activity of a sexual nature that affects an individual‘s employment.

一種不期望的帶有性色彩的行為。

31、Family-friendly benefits：益于家庭的福利

Benefits that accommodate employees‘ needs for work-life balance.

有利于員工需要與工作相融合、實(shí)現(xiàn)工作生活平衡的福利。

32、Dual-career couples：雙職工家庭

Couples in which both partners have a professional， managerial， or administrative occupation.

夫妻雙方都有工作，他們或是專業(yè)人員，或是行政人員的家庭。

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