人力资源管理双语重点

人力资源管理An organization's(HRM) function focuses on the people aspect of management. It consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle:reselection,selection,and postselection.

人力资源规划human resource planning:A process that helps companies identify their future HRM needs and how those needs can be met.

工作分析Job analysis is a system procedure for gathering,analyzing,and documenting information about particular jobs.The analysis specifies what each worker does,the work conditions,and the workers qualifications necessary to perform the job successfully.

招募Recruitment:Organizations use recruitment to locate and attract jobs applicants for particular positions.

甄选Selection: Selections involves assessing and choosing job candidates.

培训和开发Training and development are planned learning experiences that teach workers how to perform their current or future jobs effectively.

绩效评估Through the performance appraisa proces,organization measure the adequacy of their employees’job performances and communicate these evaluations to them.

工作报酬Compensation entails pay and benefit(consist of all forms of returns and tangible services and benefits employees receive as part of employment relationship.)Pay refers to the wage or salary employees earn;benefits are a form of compensation provided to employees in addition to their pay,such as health insurance or employee discounts

竞争优势Competitive advantage:A status achieved by a company when gaining a superior marketplace position relative to its competition

成本领先战略Under a cost leadership strategy,a firm provides the same services or products as its competitors,but products them at lower cost.

产品差异化Procuct differentiation occurs when a firm produces a product or service that is preferred by buyers:1creatinga better quality pro&ser2procviding innovative pr&s3promoting and packaging its pro to creates the perception of higher quality

直线经理人和专家HR professionals focus more on developing h r programs；line managers are more involved in implementing those programs

人力资源规划HR planing is defined as the “process of identifying and responding to organization needs and charting new policies,systems,and programs that will assure effective h r m under changing conditions.目的The purposes of X are to enable organizations to anticipate their future HRM needs and to identify practices that will help them meet those needs

需求预测Demand forecasting involves predicting the number and type of people the organization will need at some future point in time .There are two general approaches to demand forecasting:statistical and judgmental.常用方法trend/ratio/regression analysis供给预测supply forecasting:A process used to estimate which organzational positions will be filled at some future point in time.

供过于求When an organizations’s strategic plan calls for restructuring,the HRM response is usually one of downsizing,such as hiring freezes,early retirements,restricted overtime,job sharing,pay reductions

供不应求1hiring additional staff2improve the productivity of the existing workforce through additional training.others:overtime,additional shifts,job reassignments,or temporary workers 公司文化Corporate culture is the pattern of shared values,mores,and behaviors that separates one organization from others operating in the same industry.New strategies and HR plans must fit the corporate culture if they are to work.

工作分析Job analysis information may be divided into three categories：job content refers to workers'job activities-what workers actually do on the job.job context refers to the conditions under which the work is perfoemed and the demands such jobs impose on the worker.worker requirements refers to the worker qualifications needed to perfprm the job successfully.（knowledge、skill、ability、personal characteristics、credentials）

工作公告Job posting is the most common method organizations used approach to internal recruitment,at least at the nonmanagerial level.In the typical job posting system，a job vacancy notice is posted for all employees to see.The notice describes the job,salary,word schedule and necessary worker qualifications.All employees possessing these qualifications may apply for the job

校园招聘Campus recruiting:A recruiting method in which the firm’s recruiters visit various college and university campuses to recruit individuals for positions requiring a college degree.

网上招聘Online recruiting is using the internet to advertise jobs and find resumes of job seekers.

评价中心assessment center：a selection technique that consists of work samples and other assessment techniques.It’s primarily used to select managers

导师Mentors:Experiences supervisors who are assigned to new managers to teach/guide/advise counsel and serve as role models. 行动学习action learning:A management development activity in which management gives candidates real problems to solve

绩效评估performance appraisals：Assessment of employees' job performance levels.（crate competitive advantage by directing employee behavior toward organizational goals and by monitoring that behavior to insure that goals are met.目标管理Management by objectives(MBO)is a management system designed to achieve organizational effectiveness by steering each employee’s behavior toward the organization’s mission.The MBO process includes goals setting,planing and evaluation 【describe the different types of appraisal rating instruments】~employee comparison systems:Rank-order employees~Graphic rating scales(GRS):Ratetraits on a5-or-7-point scale~Behaviorally anchored rating scales(BARS):Rate traits or dimensions on a scale anchored by behavioral examples~Behavior observation scales(BOS):Like BARS，except that employees are rated on each behavior~MBO:Evaluates employees based on the attainment of goals set jointly by managers and employees

员工感觉到自己的报酬是公平的~it is fair relative to the pay coworkers in the same organization receive(internal consistency)~it is fair relative to the pay received by workers in other organizations who hold similar positions(external competitiveness)~ it fairy reflects their input to the organization(employee contributions)

内部一致性To achieve internal consistency,a firm’s employees must believe that all workers are being paid what they are worth,this is ,company pay rates reflect the overall contribution of each person’s job to the organization

外部竞争性 A firm achieve external competitiveness when employees perceive that their pay is fair in relation to what their counterparts in other organizations earn.To become externally competitive,organizations must first learn what other employers are paying and then make a decision regarding just how competitive they want to be.They then establish pay rates consistent with this decision.

雇员贡献employee contributions：occur when employees’s pay fairly reflects their input to the organization.

工作评价job evaluation a systematic process for determining the worth of a job.

文化Culture is a society’s set of assumptions ,values,and rules about social interaction.

专才HRM generalists:HR professionals whose job require them to perform virtually all facets of HRM work (most often found in small to midsized organizations/have neither time nor resource to conduct in-depth studies or projects/salary depending on the size of company)

通才In large organizations ,each HR professional’s area trend to be more focused,zeroing in on particular HRM tasks.Individuals holding these positions are called HRM specialists.