序号 词汇 中译词意( r5 X5 S* [$ P. D
1 Acceptability 可接受性
) x& \3 T% h3 S$ M7 ~2 Achievement tests 成就测试
7 C, ~* B" ^7 t3 Action plan 行动计划
% l p* H# J; g9 d/ q$ ` l$ r4 Action steps 行动步骤7 U, o/ N, v; w* e! F7 ]
5 Adventure learning 探险学习法
3 R) Z' F) ]- }: W# X1 m3 {6 Adverse impact 负面影响
+ W2 j2 X- m$ K2 M6 Z6 i4 X, }7 Agency shop 工会代理制
/ t8 Y# z; P1 ~' N5 ?8 Alternative dispute resolution (ADR) 建设性争议解决方法; u C% C* A' E
9 Analytic approach 分析法0 a9 D: a% \/ l4 p' g$ |: ]7 s
10 Appraisal politics 评价政治学
4 I3 u6 [) }2 X+ a% z11 Apprenticeship 学徒制
$ O- x( V7 j5 P& e12 Arbitrary 仲裁 [, |* S" b/ v( y# h
13 Assessment 评价& x9 N/ ]5 e* [- S; K* K% H
14 Assessment center 评价中心, W: W0 [; r7 ~) v9 Z
15 Attitude awareness and change program 态度认知与改变计划
1 X8 t2 Q; {. ]4 J' q" I16 Attitudinal structuring 态度构建9 d6 G |* A0 D6 T
17 Audiovisual instruction 视听教学
3 _6 E# N2 b4 g7 K- i& K, f* c. e/ W18 Audit approach 审计法; o5 u$ z" k& i8 D
19 Balanced scorecard 综合评价卡6 S( d# N: ~: R3 \
20 Basic skills 基本技能
/ o: t3 O, j+ m, }! i4 g3 q2 f21 Behavior-based program 行为改变计划, U6 _! l! t6 R" U; d
22 Behavior modeling 行为模拟3 [) Z2 Q. r' s2 w. M+ ^* _: `
23 Benchmarks 基准
# w3 m3 H% S% U) r24 Benchmarking 评判! f3 E0 V5 K) c; L4 a- [# f/ s. F
25 Benefits 收益
5 l% r" L1 n* h7 u* l* y26 Bonus 奖金: z/ ^7 D! g7 Y; z
27 Boycott 联合抵制
6 K, }$ [ p- h/ b2 T6 J2 T% _1 j4 r28 Career 职业) w6 K8 C, A, B( r- x
29 Career counseling 职业咨询. ]4 g! O/ V' g6 T" l
30 Career curves (maturity curves) 职业曲线（成熟曲线）# D* H5 K5 j0 z9 h n% j7 w
31 Career management system 职业管理系统
( k; r1 @% L, p32 Career support 职业支持
7 [$ K& u% T+ T7 [33 Centralization 集权化1 j8 M! }. m+ H! M( U3 T
34 Coach 教练
1 C/ d) O; {- ]' S; X8 [35 Cognitive ability 认知能力
; s7 _# ?/ S5 f, |% G( D1 D36 Cognitive outcomes 认知性结果8 i) u! M# L- |& E5 S4 J3 d! K& F
37 Collective bargaining process 劳资谈判过程
, k% s# ]2 ?# ?$ |1 d" k38 Community of practice 演练小组$ ^$ j8 | P4 f4 r1 a( ~
39 Compa-ratio 比较比率
+ M" s' ?: q0 r& B( K40 Compensable factors 报酬要素1 d% E1 [0 V* m( K2 B
41 Competency assessment 能力评估
1 E% U2 N9 Z6 ], K0 N l42 Competitive advantage 竞争优势& s$ m1 h% V7 n! t2 c' W
43 Concentration strategy 集中战略
6 d) L5 S+ U8 l1 }0 A44 Concurrent validation 同时效度4 v9 B. A/ S7 w; y3 S, k
45 Consumer price index, CPI 消费者价格指数7 q+ I, L. Y) r& V
46 Content validation 内容效度
. ~. |) o8 ~5 V47 Continuous learning 持续学习
) @+ B( _) D+ H( y2 u48 Contributory plan 投入计划/ f# l$ G* o& ]# M0 t; m
49 Coordination training 合作培训, E1 z+ l' _0 x4 k8 ^* b/ G
50 Core competencies 核心竞争力) o4 F# A y4 ~7 F6 P
51 Criterion-related validity 效标关联效度$ Y9 h7 }! F/ G5 e+ ` @
52 Critical incident 关键事件
$ G ]4 S) b( M8 d/ ?# Z0 @# s53 Critical incident method 关键事件法
8 m" C Z# H: {+ e6 @54 Cross-cultural preparation 跨文化准备% U! T1 ]3 k- Q) E1 y) \
55 Cross-training 交叉培训8 P# K, r; F% J& k5 a
56 Cultural environment 文化环境
4 Y- {- c% A( g2 P' i! b57 Cultural shock 文化冲击
- r1 o2 n* w0 ?3 q. P58 Customer appraisal 顾客评估" [0 h- |' F5 q9 W2 v% L' y( C
59 Data flow diagram 数据流程图! P) B/ f( \( Z5 @# c$ q4 @
60 Database 数据库: W b: N: o$ ^
61 Decentralization 分散化" r8 w+ y- ]* Z T2 Y
62 Decision support systems 决策支持系统
( g3 t* \$ r9 u/ \5 X- e5 z J63 Defined-benefit plan 养老金福利计划
" Y: D( Q3 a' `+ l8 {% G% k2 W6 [) b64 Defined-contribution plan 资方养老金投入计划& Y. l' s# j O
65 Delayering 扁平化
4 J- S; v( w1 K$ ^. f) M66 Depression 沮丧+ c. j& w3 U, k/ a
67 Development planning system 开发规划系统
( ?5 D' t- ^/ `, F* K. T68 Differential piece rate 差额计件工资
8 q# C, x! E' j- f" Z% ^69 Direct costs 直接成本/ M7 {$ J/ ?! S
70 Discipline 纪律( L4 s9 i. J- e
71 Disparate impact 差别性影响
- A( f8 E2 o& d3 v72 Disparate treatment 差别性对待6 Y. J% N w% m0 F7 `4 y
73 Diversity training 多元化培训
( P0 S( ^, a& y5 U8 |8 c8 i$ b74 Downsizing 精简7 H7 [* v, N$ g/ I" ^# {/ W; D! t
75 Downward move 降级2 }* o2 V4 C8 m# f
76 Efficiency wage theory 效率工资理论 |8 m3 k2 C) l* i
77 Electronic performance support system (EPSS) 电子绩效支持系统
1 [% J; I _. z7 B; o8 E9 ~( [78 Employee empowerment 员工授权
: |1 ?8 N- W" r% B7 x& {. R Z79 Employee leasing 员工租借
/ b! h( M8 o7 L3 X80 Employee survey research 雇员调查与研究
9 R) i! J" z6 A; m- `( [81 Employee wellness programs (EWPs) 雇员健康修炼计划 B( q' T+ s8 L7 L' C5 d
82 Entrepreneur 企业家2 Z: X: U. f4 y% K
83 Equal employment opportunity (EEO) 公平就业机会
2 s& z+ L/ h1 `, n84 Essay method 书面方式
3 `- Y8 M1 X- ^% Y! I2 o T85 Ethics 道德( I! r7 N) {; ~0 }9 Z3 q
86 Expatriate 外派雇员( s( M/ [+ ]+ F) [
87 Expert systems 专家系统
4 g, {+ F; W8 M' F9 Y& D$ a88 External analysis 外部分析
% Q1 Q c7 N; W0 [! ~* i89 External growth strategy 外边成长战略
; G7 g) x% w3 C9 C90 External labor market 外部劳动力市场5 F+ l/ }1 \1 [5 P) w
91 Factor comparison system 因素比较法/ X+ H3 k* `5 T( c+ U/ u
92 Feedback 反馈
1 d! O/ c }8 Z0 i2 n93 Flexible benefits plans (cafeteria plans) 灵活的福利计划（自助福利方案）' a0 Z5 W8 ~7 J* T! r$ M& }
94 Flextime 灵活的时间; B* z# q0 [+ i
95 Forecasting （劳动力供求）预测8 R$ X, n! l; @# J8 q( M' g
96 Formal education programs 正规教育计划% l2 T% f8 p( i" A8 _+ U
97 Frame of reference 参照系
2 v- Q. ?7 @$ A0 ] o98 Functional job analysis, FJA 职能工作分析7 a1 A; e+ i( Z4 L: s) h
99 Gain sharing plans 收益分享计划
& N5 S: B2 F# \100 Globalization 全球化
) v4 o+ v8 F8 r9 l( r$ f7 U101 Goals 目标
+ E; c1 ^7 r* Z$ y# K- ?( v102 Goals and timetables 目标和时间表
4 F' o% t" g* @: L6 c2 V103 Graphic rating-scale method 图式评估法" I* q) Y. `( G0 `7 N! w: W
104 Group-building methods 团队建设法3 F1 }' Z$ f& j; H/ a
105 Group mentoring program 群体指导计划
E+ R1 @# ]2 X+ Y$ ^106 Hay profile method 海氏剖析法0 G5 v5 [( e8 Z, |' r; N3 ]* z
107 High-leverage training 高层次培训
2 l {4 e1 }' [: e& s108 High-performance work systems 高绩效工作系统
6 D+ @ c H4 h2 Q109 Hourly work 计时工资制7 A9 d2 _( E9 `8 @
110 Human capital 人力资本
" u% j0 P7 `2 p9 e! _7 ~9 N: m111 Human resource information system (HRIS) 人力资源信息系统+ ^+ k+ L4 ?' n, _9 A* {
112 Human resource management 人力资源管理
9 Y; Q( g4 h( Q: n3 C113 Human resources planning, HRP 人力资源计划* h: J' @; `5 q/ K$ f; D
114 Indirect costs 间接成本; K6 a/ Z/ [# }2 H
115 Individualism/collectivism 个人主义/集体主义& U' T2 X( Q1 T9 K+ }
116 Input 投入
( ^) {) d" Z: n" Y3 ]' n6 @# S117 Instructional design process 指导性设计过程
2 x4 u1 _" _' A118 Internal analysis 内部分析
1 J' O S q8 s7 j6 \: s: ]119 Internal growth strategy 内部成长战略9 b/ r. X% ~' r0 S0 b. k/ v
120 Internal labor force 内部劳动力
) y3 [2 \& e$ i0 D9 P' b, |121 Internet 互联网
0 f+ n$ S* ^' u& C( l122 Internship programs 实习计划8 W9 E% m d) h) P% H
123 Interview 面试
0 W1 r% Y; C0 Y# _124 Intraorganizational bargaining 组织内谈判
) ]7 }# j& F+ V+ b v, \- G125 Job analysis 工作分析7 N6 h+ s/ \. v7 }/ T2 t; b
126 Job classification system 工作分类法2 [4 x/ x7 ^1 S3 G% |
127 Job description 工作描述" j4 t: b% t; ^( J) \: W7 c. @
128 Job design 工作设计8 B0 |' ] c0 e, v9 X& c
129 Job enlargement 工作扩大化
4 v, s1 G4 {1 E; U! ^9 u( q130 Job enrichment 工作丰富化8 p8 c6 {2 ` y4 R/ t
131 Job evaluation 工作评价6 M: C3 d. l4 \7 |( X( m9 k, y
132 Job experiences 工作经验
, J* u0 d$ e/ I* H133 Job involvement 工作认同
; D0 K) A8 N( D0 z4 [7 h0 o134 Job posting and bidding 工作张贴和申请+ @) f1 N9 z1 C% Q4 Z
135 Job progressions 工作提升
4 a: ~- e& Y# l" }5 N4 v4 B136 Job ranking system 工作重要性排序法 y/ X$ P) H: [' k g/ `) `* H
137 Job rotation 工作轮换
+ Z# C5 i; K! A# q138 Job satisfaction 工作满意度
" h& S i0 f" m2 q o139 Job specification 工作规范% l3 `- S+ \0 d+ n, p9 U
140 Job structure 工作结构" @7 N5 a( c$ i ?
141 Key jobs 关键工作, }1 ?5 D1 N& h4 u, J( Y
142 Labor market 劳动力市场
9 w; N+ k8 z! p1 k! E. |143 Labor relations process 劳动关系进程8 D7 n* X" T( z; }
144 Leaderless group discussion 无领导小组讨论法
) X, O, w$ {2 F3 V, J3 ]145 Learning organization 学习型组织( k4 b5 K- S: c* H4 i- y6 m
146 Long-term-short-term orientation 长期-短期导向
/ Z4 G" d* |/ A* t; }- w! z) u147 Maintenance of membership 会员资格维持, ~6 y; _. o1 ?' a
148 Management by objectives, MBO 目标管理
; g0 W% W! {4 I# _4 a% q149 Management forecasts 管理预测4 n4 u7 Q( Z/ `, `9 t8 v
150 Management prerogatives 管理特权
# e$ q. ^# K0 J# w9 @8 M151 Manager and / or supervisor appraisal 经理和/或上司评估/ ?3 h) `$ ]0 a% X" ~
152 Managing diversity 管理多元化
' E- S7 ]* c" ]* W153 Markov analysis 马克夫分析法' X( C( h, G6 z6 v0 K% j' \4 {6 Z
154 Mediation 调解3 ~/ f0 y8 U: W# u/ Q
155 Mentor 导师% j. x& P/ `! w8 g+ K
156 Merit guideline 绩效指南
4 L* I: v1 ?1 Y5 Q( {) j157 Minimum wage 最低工资
8 u- T( ] a5 C. l+ U158 Motivation to learn 学习的动机$ ^! r5 p( }+ X6 c, l5 B5 M& p
159 Needs assessment （培训）需要评价
' s; j) p/ z% G+ g* A160 Negligence 疏忽 l/ F O7 H' j' G' ?; [
161 Nepotism 裙带关系
! M! [& `* Y0 x& v. X162 Ombudsman 调查专员
- P7 n$ x0 q! g163 On-the-job training, OJT 在职培训9 u* q3 f+ \$ v4 y: }5 r( d+ P
164 Opportunity to perform 实践的机会
: y, q- u1 w$ L5 p, T165 Organizational analysis 组织分析0 |$ t& j, Y+ {3 x. B
166 Organizational capability 组织能力( r$ {3 `" i& g- }4 D: Q
167 Orientation 导向培训' I9 n4 N, |! {6 l, y; A; u: ^ V% Q
168 Outplacement counseling 重新谋职咨询1 v Y! |4 k4 v+ A( Y4 ~
169 Output 产出
$ Q Z2 z# w' r& \: ~1 M170 Outsourcing 外包
2 N s0 u2 X3 E. Y' @1 D171 Panel interview 小组面试
0 F3 }, s; {" m! T$ Q172 Pay-for-performance standard 按绩效的报酬标准 X0 M4 a0 j% G9 T1 q4 G2 P
173 Pay grade 工资等级' e% w) j4 F5 H8 a" u' e1 y1 z8 c2 D
174 Pay level 工资水平( X1 r' O1 h z8 n0 f* j4 z' S
175 Pay-policy line 工资政策线
" i1 p6 s# [: p f* m& m176 Pay structure 工资结构
5 W) r/ e4 I' u h$ A2 k9 q177 Peer appraisal 同事评估5 [# s% w; G; \5 a4 }. k3 O, R6 D
178 Performance appraisal 绩效评价5 d4 o7 w; G2 {4 F
179 Performance feedback 绩效反馈
2 E3 C+ N& h1 E8 B. K9 z% M180 Performance management 绩效管理
( W8 z6 i5 O( t: I181 Performance planning and evaluation (PPE) 绩效规划与评价系统
5 @; U( E- H$ x182 Perquisites 津贴" O# P2 P! T/ b. A {- F
183 Person analysis 个人分析9 r+ s: H4 |2 b+ V
184 Person characteristics 个人特征
+ V5 C7 C2 F$ P. z7 r185 Personnel selection 人员甄选9 k! M! n+ g, S8 I) j X% X t+ m/ m
186 Point system 积分法
+ G9 d$ l4 a5 W) c( l: x) ^187 Position analysis questionnaire, PAQ 职位分析问卷调查
) w, h+ z' D( U188 Power distance 权力差距
4 ?$ k' | l/ t# g1 Z$ @189 Predictive validation 预测效度2 d9 n3 o: j9 j" E( K9 B
190 Profit sharing 利润分享
1 \) W: V: j7 D! C, \191 Promotion 晋升
7 |$ N9 e" c+ z8 d: K6 E192 Protean career 多变的职业+ f6 _( L# H- L5 e
193 Psychological contract 心理契约 z% x4 x* Z" q0 N# E* i9 e1 V
194 Psychological support 心理支持4 ` D$ @+ L6 Q: X6 V/ w
195 Range spread 工资范围跨度
6 N. ^- B& _4 H) b r% j' E196 Readability 易读性2 I; t! t, @1 ]8 |8 r
197 Readiness for training 培训准备
7 N: x+ E c' u5 ^" ^7 T6 y4 Z198 Reasoning ability 推理能力3 c2 w! ?) ?: U! `& }
199 Recruitment 招募9 B9 D0 K3 |! l9 V T5 S( k
200 Reengineering 流程再造
/ i8 Y& ]: E# z/ o4 @7 j: h201 Relational database 关联数据库
1 E$ w1 _4 e% U* t- ^# w202 Reliability 信度$ \) P1 {7 A8 {5 l- A6 V, l
203 Repatriation 归国准备5 I" p! x* I. ]8 |! k5 L: m- D
204 Replacement charts 替换表
; f# A$ J p9 \205 Request for proposal (REP) （培训）招标书
* ~7 G3 V2 k8 x206 Return on investment (ROI) 投资回报
/ k; Y% N u p, S+ \6 e207 Role ambiguity 角色模糊
3 _2 M* s) G' O208 Role analysis technique 角色分析技术" ? ~: E! r+ E9 `( j# z& d
209 Role play 角色扮演
' \$ B( Y. G/ H' |$ U210 School-to-work 从学校到工作- o. k; D1 Z E: U/ ]' `
211 Selection 甄选. I; A/ @9 O; b( x& R4 ]
212 Self-appraisal 自我评估# B6 L# l! G4 R. V: L
213 Self-efficacy 自信心1 p2 B; N: q! A* h0 v1 z+ t# R
214 Situational interview 情景面试
+ y7 v8 S8 S7 ]& F9 U4 V9 J, P215 Skill-based pay 技能工资
" Q* \; ~ a7 Z/ R216 Skill inventories 技能量表/ R. L0 j& x, G! Y6 j( V o$ l
217 Specificity 明确性
; F1 ]- P) ?8 Z4 ~$ `% g- r0 H* ]! g+ D218 Spot bonus 即时奖金9 X9 ?5 Q; d0 G5 i1 U9 M
219 Staffing tables 人员配置表
. X8 l1 _+ b1 H. J5 f" y5 V220 Strategic choice 战略选择- e3 t0 i6 U" T5 l4 R- `4 J
221 Strategic congruence 战略一致性; D: Q( n b* p
222 Strategic human resource management (SHRM) 战略性人力资源管理& @$ o5 Z/ r9 g8 z8 j- w# w( ]. w
223 Strategy formulation 战略形成
: _5 m) h6 [8 M4 Y; x1 S" H5 }224 Strategy implementation 战略执行
/ i( p0 r8 T6 u9 N; Y+ \225 Task analysis 任务分析4 u! n4 K7 T% i# V/ \
226 Team leader training 团队领导培训: C7 |9 O8 o( l5 T& J+ n4 ]. E
227 360-degree feedback process 360度反馈过程! d+ h) m* E8 A( F
228 Total quality management (TQM) 全面质量管理% Q/ m% H& O6 w: ^$ p: |
229 Training 培训
" M) I5 l, x8 L: Y |" v8 L/ w230 Training administration 培训管理
4 Y# y) n. p. r7 |+ Z231 Training outcomes 培训结果
2 G+ R; x' ?+ }) Z232 Transaction processing 事务处理
6 n8 l. E# D* c- Q5 F6 @233 Trend analysis 趋势分析4 E& m+ b# \8 V4 J: V; ^6 Z
234 Utility 效用 g( y+ m, i n a5 K' S
235 Utility analysis 效用分析
# g+ X* G4 B3 N. X! Y1 e236 Validity 效度' m$ R0 |) \( e8 R
237 Verbal comprehension 语言理解能力
! j5 z6 q) }, f: z+ Q238 Vesting 既得利益
8 h+ H* C D1 I239 Virtual reality 现实虚拟/ q* L9 C) ~; d
240 Voicing 发言
) Z* j, Q k7 g- I6 b1 f5 Q. }) o241 Wage and salary survey 薪资调查1 }% J* ]5 ^* ~/ X3 D
242 Wage-rate compression 工资压缩9 X$ v3 c( b+ M# ` |9 D
243 Web-based training 网上培训8 x- s( E, I K, D: v- G
244 Work permit/ work certificate 就业许可证2 v/ @; E8 T2 j2 g+ i
245 World Wide Web 万维网9 o- v) O- h0 }. T6 D; z$ E, D
246 Yield ratio 成功率 |
发表于 2012-3-18 14:24:05
