Human resource management
1．High-performance work practices：高绩效工作实务
Work practices that lead to both high individual and high organizational performance.
一种工作实务，能导致个人绩效和组织绩效的同时提升
2．Human resource management process：人力资源管理程序
Activities necessary for staffing the organization and sustaining high employee performance.
组织选配到合格员工并使之保持高绩效水平所不可或缺的必要活动。
3．Labor union：工会
An organization that represents workers and protect their interests through collective bargaining.
代表工人利益的机构，它试图通过集体讨价还价谈判保护工人的利益。
4．Affirmative action：反优先雇佣行动计划
Programs that enhance the organizational status of members of protected groups.
是提高被保护团体成员的地位的规则。
5．Human resource planning：人力资源规划
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.
管理者为确保在适当的时候，为适当的职位配备适当数量和类型的工作人员，并使他们能够有效完成所分派任务的一个过程。
6、Job analysis：职务分析
An assessment that defines jobs and the behaviors necessary to perform them.
定义了组织中的职务及履行职务所需的行为。
7、Job description：职务说明书
A written statement of what a jobholder does， how it is done.
是对任职者做什么、怎么做和为什么做的书面说明。
8、Job specification：职务规范
A statement of the minimum qualifications that a person must possess to perform a given job successfully.
指明任职者要成功地开展某项工作必须拥有何种最低限度可以接受的资格标准。
9、Recruitment：招聘
The process of locating， identifying， and attracting capable applicants.
就是安置、确定和吸引有能力申请者的活动过程。
10、Decruitment：解聘
Techniques for reducing the labor supply within an organization.
减少组织中雇佣员工的活动。
11、Selection process：甄选过程
The process of screening job applicants to ensure that the most appropriate candidates are hired.
对申请者进行甄别和筛选，以确保最合适的候选人被雇佣的过程。
12、Validity：效度
The proven relationship that exists between a selection device and some relevant job criterion.
必须在甄选手段和有关工作标准之间存在能被证明的相关关系。
13、Reliability：信度
The ability of a selection device to measure the same thing consistently.
指明一种手段是否能对同一事物作出持续一致的测量。
14、Work sampling：工作抽样
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.
就是给申请者提供一项职务的缩样复制物，让他们完成该项职务的一种或多种核心任务
15、Assessment centers：评价中心
Places in which job candidates undergo performance-simulation tests that evaluate managerial potential.
是用以测评职务应聘者管理潜能的另一种方式的绩效模拟测试法发生的场所。
16、Realistic job preview（RJP）：真实工作预览
A preview of a job that provides both positive and negative information about the job and the company.
对工作的提前告之，包括关于工作与公司的有利和不利两方面的信息。
17、Orientation：上岗引导
Introduction of a new employee to his or her job and the organization.
对新员工所做的组织与工作入门介绍。
18、Performance management system：绩效管理系统
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.
是指建立绩效标准，据以评价员工的绩效，以便形成客观公正的人力资源决策并提供支持这些决策的文件的过程。
19、Written essay：书面描述发法
A performance appraisal technique in which an evaluator writes out a description of an employee‘s strengths and weaknesses， past performance， and potential.
是指考评者以书面形式描述一个员工的所长、所短、过去的绩效和潜能，并提供改进建议的一种绩效评估方法。
20、Critical incidents：关键事件法
A performance appraisal technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance.
考评者将注意力集中在那些区分有效的和无效的工作绩效的关键行为方面。
21、Graphic rating scales：评分表法
A performance appraisal technique in which an employee is rated on a set of performance factors.
用一系列绩效因素考评员工的绩效评价技术。
22、Behaviorally anchored rating scales（BARS）：行为定位评分法
A performance appraisal technique that appraises an employee on examples of actual job behavior.
以某人从事某项职务的具体行为为例考评员工绩效的技术。
23、Multiperson comparisons：多人比较法
Performance appraisal techniques that compare one individual‘s performance with that of one or more other individuals.
将一个员工的工作绩效与一个或多个其他人做比较的考评技术。
24、Group order ranking：分组排序法
A multiperson comparison that requires the evaluator to place employees into a particular classification.
要求考评者按特定的分组将员工编入一定次序中。
25、Individual ranking：个体排序法
A multiperson comparison that requires the evaluator to list employees in order from lowest to highest.
要求考评者将员工按从高到低的顺序加以排列。
26、Paired comparison：配对比较法
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.
每个员工都一一与比较组中的其他每一位员工结对进行比较，评出其中的优者和劣者。
27、360 degree feedback：三百六十度反馈法
a performance appraisal method that utilizes feedback from supervisors， employees， and co-workers.
利用从上司、员工本人、极其同事处得来的反馈意见进行绩效评估的一种方法。
28、Skill-based pay：基于技能的薪酬
A pay system that rewards employees for the job skills they can demonstrate.
按员工所展示的工作技巧和能力确定报酬水平。
29、Career：职业
A sequence of positions held by a person during his or her lifetime.
一个人在其一生中所承担职务的相继历程。
30、Sexual harassment：性骚扰
Any unwanted activity of a sexual nature that affects an individual‘s employment.
一种不期望的带有性色彩的行为。
31、Family-friendly benefits：益于家庭的福利
Benefits that accommodate employees‘ needs for work-life balance.
有利于员工需要与工作相融合、实现工作生活平衡的福利。
32、Dual-career couples：双职工家庭
Couples in which both partners have a professional， managerial， or administrative occupation.
夫妻双方都有工作，他们或是专业人员，或是行政人员的家庭。
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