人力资源英文版雷蒙德第七版 (考试重点名词解释)由刀豆文库小编整理，希望给你工作、学习、生活带来方便，猜你可能喜欢“人力资源考试重点内容”。
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1Competitivene: A company’s ability to maintain and gain market share in its industry.竞争:一个公司的能力和赢得市场份额保持在其产业升级换代。
and performance.人力资源管理(HRM):政策,做法和系统,影响员工的行为、态度、和性能。
外包的实践有另一个公司提供服务。
Intellectual capital: Creativity, productivity, and service provided by employees.智力资本:创造力、生产力,以及为你服务的员工。
授权:给员工的职责和权限决定。
Learning organization: Employees are continually trying to learn new things.学习型组织员工不断努力学习新事物。
Psychological contract: Expectations of employee contributions and what the company will provide in return.员工心理契约:如果预期贡献,本公司将提供什么回报。Balanced scorecard: A means of performance measurement that gives manager’s a chance to look at their company from the perspective of internal external customers, employees, and shareholders.平衡计分卡绩效评价:的一种方式,让经理的一个机会来看看他们的角度,从公司内部及外部的客户、员工、股东。
quality achievement of U.S.companies, and to publicize succeful quality strategies.马尔科姆波多里奇奖国家优质工程奖:成立于1987年,促进质量意识,认识到品质成就的美国公司,并宣传成功的质量策略。Six Sigma proce: systems of measuring, analyzing, improving, and controlling proce once they meet quality standards.六西格玛过程:系统的测量、分析、改进和控制过程中一旦他们满足质量的要求。
Offshoring: Exporting jobs from developed to le developed countries.离岸外包工作从开发:出口欠发达国家。Empowering: Giving employees responsibility and authority to make decisions.Outsourcing: The practice of having another company provide services.Human resource management(HRM): Policies, practices, and systems that influence employee’s behavior, attitudes, Malcolm Baldrige National Quality Award: An award established in 1987 to promote quality awarene, to recognize
Virtual teams: Teams that separated by time, geographic distance, culture and / or organizational boundaries and rely exclusively on technology for interaction between team members.虚拟团队:团队,隔着时间,地理距离、文化和/或组织边界,只能依靠技术团队成员之间的相互作用。
distribute HR information.人力资源信息系统(中):一种系统用来获取、存储、处理、分析、检索和分发的人力资源信息。
Human resource information system(HRIS): A system used to acquire, store, manipulate, analyze, retrieve, and
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2Strategic human resource management(SHRM): A pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals.战略人力资源管理(SHRM):一种模式的计划人力资源的部署和活动旨在让一个组织实现其目标。
Strategy formulation: The proce of deciding on a strategic direction by defining a company’s miion and goals, its external opportunities and threats, and its internal strengths and weaknees.战略制定:过程的一个战略方向决定定义一个公司的使命和目标、外部的机会和威胁以及内部的优势和劣势。
Strategy implementation: The proce of devising structures and allocating resources to enact the strategy a company has chosen.战略执行:设计过程中结构和资源配置策略制定的一个公司的选择。
Goals: What an organization hopes to achieve in the medium-to long-term future.目标:一个组织希望能达到中等长期的未来。
分析:工作过程中得到详细的信息关于工作。
Job analyze: The proce of getting detailed information about job.Job design: The proce of defining the way work will be performed and the tasks that will be required in a given job.设计过程的工作:定义工作完成方式以及这些任务将被要求在一个特定的工作。
Recruitment: The proce of seeking applicants for potential employment.招聘:寻求申请人的过程潜在的就业机会。
Selection: The proce by which an organization attempts to identify applicants with the neceary knowledge, skills, abilities, and other characteristics that will help it achieve its goals.选择:一个组织的过程尝试识别的申请人提供必要的知识、技能、能力等特点,这将有助于实现自己的组织目标。
培训:有计划的努力来使学习相关的知识、技能和行为的员工。
job requirements and in client and customer demands.发展:获取知识、技能、和行为,提高员工的能力,以满足工作变化的要求,在客户和客户的需求。
Performance management: The means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals.绩效管理:它的意思,通过经理确保员工的行为和结果符合组织的目标。
Role behaviors：Behaviors that are required of an individual in his or her role as a jobholder in a social work environment.作用:行为行为要求的个体在他或她的角色在社交客源的工作环境。
External growth strategy: An emphasis acquiring vendors and suppliers or buying businees that allow a company to expand into new markets.发展战略:一个强调外部获取供应商,供应商或收购企业能让公司开辟新的市场。
Concentration strategy: A strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services.策略:一个战略重点集中在增加市场份额,降低成本,或建立并保持一个利基市场的产品和服务。Internal growth strategy: A focus on new market and product development, innovation, and joint ventures.内部的增长的策略:聚焦于新的市场和产品开发、创新、合资企业。
Downsizing: The planned elimination of large numbers of personnel, designed to enhance organizational effectivene.裁员的计划:消除大量的人员,旨在增强组织的有效性。
Training: A planned effort to facilitate the learning of job-related knowledge, skills, and behaviors by employees.Development: The acquisition of knowledge , skills, and behaviors that improve an employee’s ability to meet changes in
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3Centralization: Degree to which decision-making authority resides at the top of the organizational chart.集中:程度居住在决策机关组织结构图顶层的。
Departmentalization: Degree to which work units are grouped based on functional similarity or similarity of work flow.部门化:学位工作单位是基于职能相似性或分组相似的工作流程。
Job analysis: The proce of getting detailed information about jobs.工作分析:过程中得到详细的信息关于工作。
Performance Appraisal: Performance appraisal deals with getting information about how well each employee is
performing in order to reward those who are effective, improve the performance of those who are ineffective, or provide a written justification for why the poor performer should be disciplined.绩效考核:绩效评估处理获取的信息有多好每一位员工的表现,以奖励那些是有效的,性能的改善那些无效的,或者提供一份书面理由为什么这个可怜的演员应该受到处罚。
Job description: A list of the tasks, duties, and responsibilities that a job entails.职位描述:一连串的任务,任务与责任,一个工作需要。
Job specification: A list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job.工作说明:一个列表的知识、技能、能力等特点,个人必须要完成的工作。
emphasized in training.任务分析库存:过程识别任务、知识、技能、和行为,需要强调的是训练。
工作重新设计:改变的过程或者镬任务进行一个现有的工作职位。
Job redesign: The proce of changing the tasks or the way wok is performed in an existing job.Task analysis inventory: The proce of identifying the tasks, knowledge, skills, and behaviors that need to be
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4Forecasting: The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortage or surpluses.预测:判定和需求的供应各类人力资源在组织内区预测将会有未来的劳动力短缺或盈余。
领先指标:一个客观的测量,准确地预测未来的劳动力需求。
identifying and attracting potential employees.人力资源招聘实践或活动进行的首要目的,组织对识别和吸引潜在的雇员。
Employment-at-will policies: Policies which state that either an employer or an employee can terminate the employment relationship at any time, regardle of cause.雇佣自由政策的国家政策,或者是一个雇主或终止雇佣关系可以在任何时候,无论什么原因。
Due proce policies: Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.由于政策:政策过程公司正式勾画出的步骤就能吸引一个雇员终止的决定。
Direct applicants: People who apply for a job vacancy without promoting from the organization.申请人:人直接申请一个职位空缺的信息没有促进从该组织。
Leading indicator: An objective measure that accurately predicts future labor demand.Human resources recruitment: The practice or activities carried on by the organization with the primary purpose of
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5Reliability: The consistency of a performance measure;the degree to which a performance measure is free from random error.可靠性:绩效测量一致性的;程度是脱离了绩效测量随机误差。
Validity: The extent to which a performance measure aees all the relevant-and only the relevant-aspects of job performance.有效期:的程度评估绩效测量所有的relevant-and只有relevant-aspects的工作性能。
applicants’ test scores and their eventual performance on the job.预测验证有效性研究表明:一个使试图建立实证关系的考试分数和申请人的最终的工作业绩。
Concurrent validation: A criterion-related validity study in which a test is administered to all the people currently in a job and then incumbents’ scores are correlated with existing measures of their performance on the job.同步验证:有效性研究中,使测试管理目前在众民的工作成绩,然后现在的相关的现有方法的工作业绩。
Content validation: A test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.内容:一个test-validation策略进行验证证明物品,问题,或者通过一次测验问题是一个代表性的各种情况下,或在工作中出现的问题。
Situational interview: An interview procedure where applicants are confronted with specific iues, questions, or problems that are likely to arise on the job.面试:面试情境程序申请人面临具体问题,问题,或者可能遇到的问题,工作上。
Cognitive ability test: Tests that include three dimensions: verbal comprehension, quantitative ability and reasoning ability.认知能力测试:测试,包括三个层面:语言理解、定量能力和推理的能力。
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High-leverage training: Training practice that links training to strategic busine goals, has top management support, relies on an instructional design model, and is benchmarked to programs in other organizations.与其他组织。
Organizational analysis: A proce for determining the busine appropriatene of training.组织分析:一个过程确定恰当的训练。业务
Person analysis: A proce for determining whether employees need training, who needs training, and whether高效率的培训:训练实践培训战略联系起来的商业目标,拥有高素质的管理支持,凭借一项教学设计模式,并benchmarked程序 Predictive validation: A criterion-related validity study that seeks to establish an empirical relationship between
employees are ready for training.分析:过程人决定是否需要训练,谁需要员工培训、员工是否准备进行训练。
Task analysis: The proce of identifying the tasks, knowledge, skills, and behaviors that need to be emphasized in training.任务分析:过程识别任务、知识、技能、和行为,需要强调的是训练。
objectives.反馈:员工收到的信息,当他们在表演论是如何实现这些目标。
Self-efficacy: The employees’ belief that they can succefully learn the content of a training program.自我效能感:员工认为他们能够成功的学习内容的培训。
Cognitive ability: Includes three dimensions: verbal comprehension, quantitative ability, and reasoning ability.认知能力:包括三个层面:语言理解、定量能力、推理的能力。
Practice: Having the employee demonstrate what he or she has learned in training.实践证明:有了员工他或她已经学会了训练。
Transfer of training: The use of knowledge, skills, and behaviors learned in training on the job.培训:使用转移的知识、技能、学习和行为训练中工作。
Action plan: Document summarizing what the trainee and manager will do to ensure that training transfers to the job.行动计划:文档简要说明实习生和经理将尽力保证培训转让工作。
Presentation methods: Training methods in which trainees are paive recipients of information.方法:报告中,学员的训练方法是被动的接受者的信息。
in an artificial environment.模拟:训练方法代表了一个真实的情况,让学员看到他们的决策结果在人工环境。
Cro-training: Team members understand and practice each other’s skills.交叉培训:团队成员彼此的理解和实践技能。
out the plan.行动学习:小组工作实际商业问题,致力于一个行动计划,并负责执行计划。
外籍员工发送由他或她的公司管理行动,在不同的国家。Expatriate: Employee sent by his or her company to manage operations in a different country.Simulation: A training method that represents a real-life situation, allowing trainees to see the outcomes of their decisionsFeedback: Information that employees receive while they are performing concerning how well they are meeting Action learning: Teams work on an actual busine problem, commit to an action plan, and are accountable for carrying
