HR詞匯大全-收集了很久的

人力資源管理詞匯

Chinese<humanresources>English

"以人為本"的價(jià)值觀<humanresources>People-firstvalues

X理論<humanresources>TheoryX

Y理論<humanresources>TheoryY

艾德加?施恩<humanresources>EdgarSchein

案例研究方法<humanresources>Casestudymethod

罷工<humanresources>Strikes

班組<humanresources>Teamorgroup

保護(hù)圈<humanresources>Ringsofdefense

保險(xiǎn)福利<humanresources>Insurancebenefits

報(bào)酬因素<humanresources>Compensablefactor

抱怨<humanresources>Grievance

抱怨程序<humanresources>Grievanceprocedure

比率分析<humanresources>Ratioanalysis

閉廠<humanresources>Lockout

標(biāo)準(zhǔn)工時(shí)工資<humanresources>Standardhourplan

病假<humanresources>Sickleave

補(bǔ)充報(bào)酬福利<humanresources>Supplementpaybenefits

補(bǔ)充失業(yè)福利<humanresources>Supplementalunemploymentbenefits

不安全環(huán)境<humanresources>Unsafeconditions

不安全行為<humanresources>Unsafeacts

不服從<humanresources>Insubordination

不正當(dāng)勞工活動(dòng)罷工<humanresources>Unfairlaborpracticestrike

參與式激勵(lì)計(jì)劃<humanresources>Attendanceincentiveplan

嘗試階段<humanresources>Trialsubstage

敞開門戶<humanresources>Open-door

成長(zhǎng)階段<humanresources>Growthstage

程序化教學(xué)<humanresources>Programmedlearning

初級(jí)董事會(huì)<humanresources>Juniorboard

儲(chǔ)蓄計(jì)劃<humanresources>Savingsplan

傳訊<humanresources>Citations

戴維斯―佩根法案<humanresources>Davis-BaconAct(DBA)

擔(dān)保公司<humanresources>Guaranteecorporation

彈性福利計(jì)劃<humanresources>Flexiblebenefitsprograms

彈性工作地點(diǎn)<humanresources>Flexplace

彈性工作時(shí)間<humanresources>Flextime

等級(jí)<humanresources>Grades

等級(jí)說明書<humanresources>Gradedescription

地方勞動(dòng)力市場(chǎng)<humanresources>Localmarketconditions

第三方介入<humanresources>Third-partyinvolvement

調(diào)查<humanresources>Fact-finder

調(diào)查反饋<humanresources>Surveyfeedback

調(diào)解<humanresources>Mediation

方格訓(xùn)練<humanresources>Gridtraining

非定向面試<humanresources>Nondirectiveinterview

非法談判項(xiàng)目<humanresources>Illegalbargaining

弗雷德里克?泰羅<humanresources>FrederickTaylor

福利<humanresources>Benefits

高齡給付<humanresources>Goldenofferings

個(gè)人偏見<humanresources>Bias

個(gè)人退休賬戶<humanresources>Individualretirementaccount(IRA)

工廠關(guān)閉法<humanresources>PlantClosinglaw

工資等級(jí)<humanresources>Paygrade

工資率系列<humanresources>Rateranges

工資曲線<humanresources>Wagecarve

工作分析<humanresources>Jobanalysis

工作分組<humanresources>Jobsharing

工作公告<humanresources>Jobposting

工作績(jī)效分析<humanresources>Performanceanalysis

工作績(jī)效評(píng)價(jià)面談<humanresources>PerformanceAppraisalinterview

工作輪換<humanresources>Jobrotation

工作描述<humanresources>Jobdescription

工作申請(qǐng)表<humanresources>Applicationforms

工作說明書<humanresources>Jobspecifications

工作替換/臨時(shí)解雇程序<humanresources>Bumping/layoffprocedures

工作樣本<humanresources>Worksamples

工作樣本技術(shù)<humanresources>Worksamplingtechnique

工作指導(dǎo)培訓(xùn)<humanresources>Jobinstructiontraining(JIT)

公平工資法<humanresources>EqualPayAct

公平勞動(dòng)標(biāo)準(zhǔn)法案<humanresources>FairLaborStandardsAct

公平日工作<humanresources>Fairday'swork

功能性工作分析法<humanresources>Functionaljobanalysis

股票期權(quán)<humanresources>Stockoption

固定福利<humanresources>Definedbenefit

固定繳款<humanresources>Definedcontribution

雇員參與計(jì)劃<humanresources>Workerinvolvement

雇員持股計(jì)劃<humanresources>Employeestockownershipplan(ESOP)

雇員服務(wù)福利<humanresources>Employeeservicesbenefits

雇員福利<humanresources>Worker'sbenefits

雇員上崗引導(dǎo)<humanresources>Employeeorientation

雇員退休收入保障法案<humanresources>EmployeeRetirementIncomeSecurityAct(ERISA)

關(guān)鍵事件法<humanresources>Criticalincidentmethod

管理方格訓(xùn)練<humanresources>Managementgrid

管理過程<humanresources>Managementprocess

管理競(jìng)賽<humanresources>Managementgame

管理評(píng)價(jià)中心<humanresources>Managementassessmentcenter

歸類（或分級(jí)）法<humanresources>Classification(orgrading)method

耗竭<humanresources>Burnout

候選人次序錯(cuò)誤<humanresources>Candidate-ordererror

懷孕歧視法案<humanresources>Pregnancydiscriminationact

基準(zhǔn)職位<humanresources>Benchmarkjob

績(jī)效工資<humanresources>Meritpay

績(jī)效加薪<humanresources>Meritraise

績(jī)效評(píng)價(jià)標(biāo)準(zhǔn)不清<humanresources>Unclearperformancestandards

激勵(lì)計(jì)劃<humanresources>Incentiveplan

集體談判<humanresources>Collectivebargaining

計(jì)件<humanresources>Piecework

計(jì)算機(jī)化預(yù)測(cè)<humanresources>Computerizedforecast

紀(jì)律<humanresources>Discipline

健康維持組織<humanresources>Healthmaintenanceorganization(HMO)

僵持<humanresources>Impasse

講出來！<humanresources>Speakup!

交替排序法<humanresources>Alternationrankingmethod

角色扮演<humanresources>Roleplaying

接班計(jì)劃<humanresources>Successionplanning

結(jié)構(gòu)化面試<humanresources>Structuredinterview

解雇；開除<humanresources>Dismissal

解雇；終止<humanresources>Termination

經(jīng)濟(jì)罷工<humanresources>Economicstrike

精簡(jiǎn)<humanresources>Downsizing

居中趨勢(shì)<humanresources>Centraltendency

科學(xué)管理<humanresources>Scientificmanagement

可比價(jià)值<humanresources>Comparableworth

可變報(bào)酬<humanresources>Variablecompensation

勞工部工作分析法<humanresources>DepartmentofLaborjobanalysis

類<humanresources>Classes

離職金<humanresources>Severancepay

離職面談<humanresources>Exitinterviews

利潤(rùn)分享計(jì)劃<humanresources>Profit-sharingplan

聯(lián)合抵制<humanresources>Boycott

臨時(shí)解雇<humanresources>Layoff

臨時(shí)性工作分擔(dān)<humanresources>Worksharing

領(lǐng)導(dǎo)者匹配訓(xùn)練<humanresources>Leaderattachtraining

每周4天工作制<humanresources>Four-dayworkweek

民權(quán)法<humanresources>CivilRightsAct

敏感性訓(xùn)練<humanresources>Sensitivitytraining

目標(biāo)管理法<humanresources>Managementbyobjectives(MBO)

內(nèi)容效度<humanresources>Contentvalidity

年終分紅<humanresources>Annualbonus

排序法<humanresources>Rankingmethod

培訓(xùn)<humanresources>Training

配對(duì)比較法<humanresources>Pairedcomparisonmethod

偏緊/偏松<humanresources>Strictness/leniency

評(píng)價(jià)面試<humanresources>Appraisalinterview

期望圖表<humanresources>Expectancychart

企業(yè)內(nèi)部開發(fā)中心<humanresources>In-housedevelopmentcenter

強(qiáng)制分布法<humanresources>Forceddistributionmethod

強(qiáng)制談判項(xiàng)目<humanresources>Mandatorybargaining

情境面試<humanresources>Situationalinterview

趨勢(shì)分析<humanresources>Trendanalysis

確立階段<humanresources>Establishmentstage

人際關(guān)系心理分析<humanresources>Transactionalanalysis(TA)

人事（或人力資源）管理<humanresources>Personnel(orhumanresource)management

人事調(diào)配圖<humanresources>Personnelreplacementcharts

任務(wù)分析<humanresources>Taskanalysis

日常集體談判<humanresources>Day-to-day-collectivebargaining

散點(diǎn)分析<humanresources>Scatterplot

社會(huì)保障<humanresources>Socialsecurity

失業(yè)保險(xiǎn)<humanresources>Unemploymentinsurance

實(shí)驗(yàn)<humanresources>Experimentation

收益分享<humanresources>Gainsharing

斯坎倫計(jì)劃<humanresources>Scallionplan

隨意終止<humanresources>Terminationatwill

談話；面談<humanresources>Interviews

探索階段<humanresources>Explorationstage

特別保護(hù)權(quán)<humanresources>Vesting

特殊的管理開發(fā)技術(shù)<humanresources>Specialmanagementdevelopmenttechniques

特殊獎(jiǎng)勵(lì)<humanresources>Specialawards

提前退休窗口<humanresources>Earlyretirementwindow

同情罷工<humanresources>Sympathystrike

圖尺度評(píng)價(jià)法<humanresources>Graphicratingscale

團(tuán)隊(duì)建設(shè)<humanresources>Teambuilding

團(tuán)體人壽保險(xiǎn)<humanresources>Grouplifeinsurance

團(tuán)體退休金計(jì)劃<humanresources>Grouppensionplan

退休<humanresources>Retirement

退休福利<humanresources>Retirementbenefits

退休金福利<humanresources>Pensionbenefits

退休金計(jì)劃<humanresources>Pensionplans

退休前咨詢<humanresources>Retirementcounseling

維持階段<humanresources>Maintenancestage

維羅姆-耶頓領(lǐng)導(dǎo)能力訓(xùn)練<humanresources>Vroom-Yettonleadershiptrainman

穩(wěn)定階段<humanresources>Stabilizationsubstage

無保證終身解雇<humanresources>Lifetimeemploymentwithoutguarantees

系列化面試<humanresources>Serializedinterview

下降階段<humanresources>Declinestage

現(xiàn)場(chǎng)工人日記/日志<humanresources>Participantdiary/logs

現(xiàn)實(shí)沖擊<humanresources>Realityshock

向外安置顧問<humanresources>Outplacementcounseling

小組面試<humanresources>Panelinterview

效標(biāo)效度<humanresources>Criterionvalidity

效度<humanresources>Validity

新雇員培訓(xùn)或模擬<humanresources>Vestibuleorsimulatedtraining

薪資調(diào)查<humanresources>Salarysurveys

信度<humanresources>Reliability

行動(dòng)學(xué)習(xí)<humanresources>Actionlearning

行為錨定等級(jí)評(píng)價(jià)法<humanresources>Behaviorallyanchoredratingscale(bars)

行為模擬<humanresources>Behaviormodeling

壓力面試<humanresources>Stressinterview

延期利潤(rùn)分享計(jì)劃<humanresources>Deferredprofit-sharingplan

一般經(jīng)濟(jì)狀況<humanresources>Generaleconomicconditions

以價(jià)值觀為基礎(chǔ)的雇傭<humanresources>value-basedhiring

意見調(diào)查<humanresources>Opinionsurvey

隱含職權(quán)<humanresources>Impliedauthority

有保障的計(jì)件工資制<humanresources>Guaranteedpieceworkplan

有保證的公平對(duì)待<humanresources>Guaranteedfairtreatment

約翰?霍蘭德<humanresources>JohnHolland

越級(jí)談話<humanresources>Skip-levelinterview

暈輪效應(yīng)<humanresources>Haloeffect

在職培訓(xùn)<humanresources>On-the-jobtraining(OJT)

戰(zhàn)略規(guī)劃<humanresources>Strategicplan

真誠的談判<humanresources>Goodfaithbargaining

政策<humanresources>Pointmethod/Policies

直接計(jì)件制<humanresources>Straightpiecework

直線管理者<humanresources>Linemanager

職能（服務(wù)）功能<humanresources>Staff(service)function

職能控制<humanresources>Functionalcontrol

職權(quán)<humanresources>Authority

職位調(diào)配卡<humanresources>Positionreplacementcards

職位分析問卷<humanresources>PositionAnalysisQuestionnaire(PAQ)

職位評(píng)價(jià)<humanresources>Jobevaluation

職業(yè)安全與健康法案<humanresources>OccupationalSafetyandHealthAct

職業(yè)安全與健康管理局<humanresources>OccupationalSafetyandHealthAdministration(OSHA)

職業(yè)規(guī)劃與職業(yè)發(fā)展<humanresources>Careerplanninganddevelopment

職業(yè)技能<humanresources>Occupationalskills

職業(yè)錨<humanresources>Careeranchors

職業(yè)市場(chǎng)狀況<humanresources>Occupationalmarketconditions

職業(yè)性向<humanresources>Occupationalorientation

職業(yè)周期<humanresources>Careercycle

職員報(bào)酬<humanresources>Employeecompensation

質(zhì)量圈<humanresources>Qualitycircle

中期職業(yè)危機(jī)階段<humanresources>Midcareercrisissubstage

仲裁<humanresources>Arbitration

資本積累方案<humanresources>Capitalaccumulationprogram

資格數(shù)據(jù)庫<humanresources>Qualificationsinventories

資質(zhì)<humanresources>Aptitudes

自我實(shí)現(xiàn)<humanresources>Self-actualization

自我指導(dǎo)工作小組<humanresources>Selfdirectedteams

自愿減少工資方案<humanresources>Voluntarypaycut

自愿減少時(shí)間<humanresources>Voluntarytimeoff

自愿談判項(xiàng)目<humanresources>Voluntarybargaining

組織發(fā)展<humanresources>Organizationdevelopment(OD)

組織體系Ⅰ<humanresources>SystemI

組織體系Ⅳ<humanresources>SystemⅣHR相關(guān)英文詞匯1.

人力資源管理:(HumanResourceManagement,HRM)人力資源經(jīng)理:(humanresourcemanager)高級(jí)管理人員:(executive)職業(yè):(profession)道德標(biāo)準(zhǔn):(ethics)操作工:(operativeemployees)專家:(specialist)人力資源認(rèn)證協(xié)會(huì):(theHumanResourceCertificationInstitute,HRCI)2.

外部環(huán)境:(externalenvironment)內(nèi)部環(huán)境:(internalenvironment)政策:(policy)企業(yè)文化:(corporateculture)目標(biāo):(mission)股東:(shareholders)非正式組織:(informalorganization)跨國公司:(multinationalcorporation,MNC)管理多樣性:(managingdiversity)3.

工作:(job)職位:(posting)工作分析:(jobanalysis)工作說明:(jobdescription)工作規(guī)范:(jobspecification)工作分析計(jì)劃表:(jobanalysisschedule,JAS)職位分析問卷調(diào)查法:(ManagementPositionDescriptionQuestionnaire,MPDQ)行政秘書:(executivesecretary)地區(qū)服務(wù)經(jīng)理助理:(assistantdistrictservicemanager)4.

人力資源計(jì)劃:(HumanResourcePlanning,HRP)戰(zhàn)略規(guī)劃:(strategicplanning)長(zhǎng)期趨勢(shì):(longtermtrend)要求預(yù)測(cè):(requirementforecast)供給預(yù)測(cè):(availabilityforecast)管理人力儲(chǔ)備:(managementinventory)裁減:(downsizing)人力資源信息系統(tǒng):(HumanResourceInformationSystem,HRIS)5.

招聘:(recruitment)員工申請(qǐng)表:(employeerequisition)招聘方法:(recruitmentmethods)內(nèi)部提升:(PromotionFromWithin,PFW)工作公告:(jobposting)廣告:(advertising)職業(yè)介紹所:(employmentagency)特殊事件:(specialevents)實(shí)習(xí):(internship)6.

選擇:(selection)選擇率:(selectionrate)簡(jiǎn)歷:(resume)標(biāo)準(zhǔn)化:(standardization)有效性:(validity)客觀性:(objectivity)規(guī)范:(norm)錄用分?jǐn)?shù)線:(cutoffscore)準(zhǔn)確度:(aiming)業(yè)務(wù)知識(shí)測(cè)試:(jobknowledgetests)求職面試:(employmentinterview)非結(jié)構(gòu)化面試:(unstructuredinterview)結(jié)構(gòu)化面試:(structuredinterview)小組面試:(groupinterview)職業(yè)興趣測(cè)試:(vocationalinteresttests)會(huì)議型面試:(boardinterview)7.

組織變化與人力資源開發(fā)人力資源開發(fā):(HumanResourceDevelopment,HRD)培訓(xùn):(training)開發(fā):(development)定位:(orientation)訓(xùn)練:(coaching)輔導(dǎo):(mentoring)經(jīng)營(yíng)管理策略:(businessgames)案例研究:(casestudy)會(huì)議方法:(conferencemethod)角色扮演:(roleplaying)工作輪換:(jobrotating)在職培訓(xùn):(on-the-jobtraining,OJT)媒介:(media)8.

企業(yè)文化與組織發(fā)展企業(yè)文化:(corporateculture)組織發(fā)展:(organizationdevelopment,OD)調(diào)查反饋:(surveyfeedback)質(zhì)量圈:(qualitycircles)目標(biāo)管理:(managementbyobjective,MBO)全面質(zhì)量管理:(TotalQualityManagement,TQM)團(tuán)隊(duì)建設(shè):(teambuilding)9.

職業(yè)計(jì)劃與發(fā)展職業(yè):(career)職業(yè)計(jì)劃:(careerplanning)職業(yè)道路:(careerpath)職業(yè)發(fā)展:(careerdevelopment)自我評(píng)價(jià):(self-assessment)職業(yè)動(dòng)機(jī):(careeranchors)10.

績(jī)效評(píng)價(jià)績(jī)效評(píng)價(jià):(PerformanceAppraisal,PA)小組評(píng)價(jià):(groupappraisal)業(yè)績(jī)?cè)u(píng)定表:(ratingscalesmethod)關(guān)鍵事件法:(criticalincidentmethod)排列法:(rankingmethod)平行比較法:(pairedcomparison)硬性分布法:(forceddistributionmethod)暈圈錯(cuò)誤:(haloerror)寬松:(leniency)嚴(yán)格:(strictness)3600反饋:(360-degreefeedback)敘述法:(essaymethod)集中趨勢(shì):(centraltendency)11.

報(bào)酬與福利報(bào)酬:(compensation)直接經(jīng)濟(jì)報(bào)酬:(directfinancialcompensation)間接經(jīng)濟(jì)報(bào)酬:(indirectfinancialcompensation)非經(jīng)濟(jì)報(bào)酬:(nofinancialcompensation)公平:(equity)外部公平:(externalequity)內(nèi)部公平:(internalequity)員工公平:(employeeequity)小組公平:(teamequity)工資水平領(lǐng)先者:(payleaders)現(xiàn)行工資率:(goingrate)工資水平居后者:(payfollowers)勞動(dòng)力市場(chǎng):(labormarket)工作評(píng)價(jià):(jobevaluation)排列法:(rankingmethod)分類法:(classificationmethod)因素比較法:(factorcomparisonmethod)評(píng)分法:(pointmethod)海氏指示圖表個(gè)人能力分析法:(HayGuideChart-profileMethod)工作定價(jià):(jobpricing)工資等級(jí):(paygrade)工資曲線:(wagecurve)工資幅度:(payrange)12.

福利和其它報(bào)酬問題福利(間接經(jīng)濟(jì)補(bǔ)償)員工股權(quán)計(jì)劃:(employeestockownershipplan,ESOP)值班津貼:(shiftdifferential)獎(jiǎng)金:(incentivecompensation)分紅制:(profitsharing)13.

安全與健康的工作環(huán)境安全:(safety)健康:(health)頻率:(frequencyrate)緊張:(stress)角色沖突:(roleconflict)催眠法:(hypnosis)酗酒:(alcoholism)14.

員工和勞動(dòng)關(guān)系工會(huì):(union)地方工會(huì):(localunion)行業(yè)工會(huì):(craftunion)產(chǎn)業(yè)工會(huì):(industrialunion)全國工會(huì):(nationalunion)談判組:(bargainingunion)勞資談判:(collectivebargaining)仲裁:(arbitration)罷工:(strike)內(nèi)部員工關(guān)系:(internalemployeerelations)紀(jì)律:(discipline)紀(jì)律處分:(disciplinaryaction)申訴:(grievance)降職:(demotion)調(diào)動(dòng):(transfer)晉升:(promotion)人力資源管理英文專業(yè)詞匯［第一部分］突然認(rèn)識(shí)到多掌握一些專業(yè)術(shù)語很重要，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：groups

Autonomousworkgroupsareteamsofworkers,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.Usingthisapproachthecompanymadeits"best"offertotheunionatthebeginningofnegotiations.Thenitremainedfirmunlesstheunioncouldfindwheremanagementhaderredinthecalculationsusedtoarriveattheoffer.ThisstrategyhasbeenruledasanunfairlaborpracticebytheNationalLaborRelationsBoardandbythefederalcourts.brainstorming：

Brainstormingisaprocessbywhichparticipantsprovideideasonastatedproblemduringafreewheelinggroupsession.buddysystem：The"buddysystem"oforientationexistswhenanexperiencedemployeeisaskedtoshowanewworkeraroundthejobsite,conductintroduction,andanswerthenewcomer'squestions.burnout

：Burnoutisaconditionofmental,emotional,andsometimesphysicalexhaustionthatresultsfromsubstantialprolongedstress.businessagent

：Abusinessagentisafull-timeemployeeofalocal(usuallycraft)union.Thebusinessagenthelpsemployeesresolvetheirproblemsmanagement.businessunionism

：Businessunionismdescribesunionsthatseektoimprovethewages,hours,andworkingconditionsoftheirmembersinabusinesslikemanner.(Seesocialunionism.)buy-back：Buy-backsoccurwhenanemployeewhoattemptstoresignisconvincedtostayintheemploymentoftheorganization.Normallythepersonis"boughtback"withanofferofincreasedwagesorsalary.人力資源管理英文專業(yè)詞匯［第二部分］-

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Cafeteriabenefitprograms：Cafeteriabenefitprogramsallowemployeestoselectthefringebenefitsandservicesthatanswertheirindividualneeds.career：Acareerisallthejobsthatareheldduringone'sworkinglife.careercounseling

：Careercounselingassistsemployeesinfindingappropriatecareergoalsandpaths.careerdevelopment

Careerdevelopmentconsistsofthoseexperiencesandimprovementsthatoneundertakestoachieveacareerplan.careergoals

：Careergoalsarethefuturepositionsthatonestrivestoreach.Thesegoalsserveasbenchmarksalongone'scareerpath.careerpath：Acareerpathisthesequentialpatternofjobsthatformone'scareer.careerplanning：Careerplanningistheprocessbywhichoneselectscareergoalsandpathstothosegoals.careerplateau

：Acareerplateauoccurswhenanemployeeisinapositionheorshedoeswellenoughnottobedemotedorfiredbutnotwellenoughtobepromoted.changeagents

：Changeagentsarepeoplewhohavetheroleofstimulatingchangewithinagroup.checkoff：Acheckoffprovisioninaunion-managementlaboragreementrequirestheemployertodeductunionduesfromemployeepaychecksandtoremitthosemoneystotheunion.CivilRights：Actof1964Thisactwaspassedtomakevariousformsofdiscriminationillegal.closedshop

：Aclosedshopisaworkplacewhereallemployeesarerequiredtobemembersoftheunionbeforetheyarehired.ThesearrangementsareillegalundertheNationalLaborRelationsAct.codetermination

：CodeterminationisaformofindustrialdemocracyfirstpopularizedinWestGermany.Itgivesworkerstherighttohaverepresentativesvoteonmanagementdecisions.coinsuranceclause：Acoinsuranceclauseisaprovisioninaninsurancepolicythatrequirestheemployeetopayapercentageoftheinsured'scommunication：Communicationisthetransferofinformationandunderstandingfromonepersontoparableworth：Comparableworthistheideathatajobshouldbeevaluatedastoitsvaluetotheorganizationandthenpaidaccordingly.Thusofcomparableworthwouldbepaidequally.Forexample,twopeoplewithwidelydifferentjobswouldbothreceivethesamepayifthetwowereofequalvaluetotheparativeevaluationapproaches：Comparativeevaluationapproachesarecollectionofdifferentmethodsthatcompareoneperson'sperformancewiththatofpensation：Compensationiswhatemployeesreceiveinexchangefortheir.ComprehensiveEmploymentandTrainingActof1973(CETA)：CETAwasarangingactdesignedtoprovidejobtraining,employment,andjobhuntingassistancetolessadvantagedpersons.IthassincebeenreplacedtheJobPartnershipTraining

Act.

concentrationinemployment：

Concentrationexistswhenanemployer(orsomesubdivisionsuchasadepartment)hasahigherproportionofemployeesfromaprotectedclassthanisfoundintheemployer'slabormarket.(Seeunderutilization.)concessionarybargaining：Concessionarybargainingoccurswhenlabormanagementnegotiationsresultinfeweremployer-paidfringebenefitsorconcessions,suchasafreezeorwagecut.conciliationagreement

：aconciliationagreementisanegotiatedsettlementagreeabletotheEEOCandtoallpartiesinvolved.Itsacceptancesclosesthecase.ConsolidatedOmnibusBudgetReconciliationActof1985(COBRA)：Thisactwassignedintolawin1986.COBRArequiresemployersthatprovidebenefitstoemployeesthroughagroupplantoalsoprovidegroupbenefitstoqualifiedbeneficiarieswiththerighttoelecttocontinuetheirforacertainperiodoftimeaftertheircoveragewouldotherwise,withafewexceptions.constructs：Constructsaresubstitutesforactualperformance.Forexample,ascoreonatestisaconstructforactuallearning.contractlabor

：Contractlaborconsistsofpeoplewhoarehired(andoftentrained)byanindependentagencythatsuppliescompanieswithneededhumanresourcesforafee.contributorybenefitplans

Contributorybenefitplansarefringebenefitsthatrequireboththeemployerandtheemployeetocontributetothecostoftheinsurance,retirement,orotheremployerbenefit.coordinatedorganing：Coordinatedorganingoccurswhentwoormorepooltheirresourcestoorganizeatargetedemployerorgroupof.correctivediscipline

：Correctivedisciplineisanactionthatfollowsaruleinfractionandseekstodiscouragefurtherinfractionssothatfutureactsreincompliancewithstandards.counseling：Counselingisthediscussionofanemployeeproblemwiththeobjectiveofhelpingtheworkercopewithit.counselingfunctions：Counselingfunctionsaretheactivitiesperformedbycounselors.Theyincludeadvice,reassurance,communication,releaseoftension,clarifiedthinking,andreorientation.craftunions

：Craftunionsarelabororganizationsthatseektoincludeallworkerswhohaveacommonskill,suchascarpentersorplumbers.criticalincidentmethod

：Thecriticalincidentmethodrequirestheratertostatementsthatdescribeextremelygoodorextremelybademployeebehavior.Thesestatementsarecalledcriticalincidents,andtheyusedasexamplesofgoodorbadperformanceinratingtheemployee.Decision-makingauthority：Seelineauthority.deductibleclause：Adeductibleclauseisaprovisioninaninsurancepolicythatrequirestheinsuredtopayaspecifiedamountofaclaimbeforetheisobligatedtopay.deferraljurisdictions：

DeferraljurisdictionsareareasintheUnitedStateswheretheEEOCwillreferacasetoanother(usuallyastateorlocal);forexample,FloridaHumanRelationsCommission.deferredstockincentivesystems：Theseincentivesawardstockthatbecomesbytheexecutivegraduallyoverseveralyears.delegation：

Delegationistheprocessofgettingotherstoshareamanager's.Itrequiresthemanagertoassignduties,grantauthority,andcreateasenseofresponsibility.Delphitechnique：TheDelphitechniquesolicitspredictionsfromapanelofexpertsaboutsomespecifiedfuturedevelopment(s).Thecollectiveestimatesarethenreportedbacktothepanelsothatthemembersmayadjusttheiropinions.Thisprocessisrepeateduntilageneralagreementonfuturetrendsemerges.demographics：

Demographicsisthestudyofpopulationcharacteristics.demotions：

Demotionsoccurwhenanemployeeismovedfromonejobtothatislowerinpay,responsibility,andorganizationallevel.development：Developmentrepresentsthoseactivitiesthatprepareanemployeeforfutureresponsibilities.DictionaryofOccupationalTitles(DOT)：TheDictionaryofOccupationalTitlesisafederalgovernmentpublicationthatprovidesdetailedjobdescriptionsandjobcodesformostoccupationsingovernmentandindustry.differentialvalidity

：Differentialvalidity