HR英文單詞25頁(yè)

1、人力資源管理英文專(zhuān)業(yè)詞匯第二部分Cafeteria ben efit p rograms : Cafeteria ben efit p rograms allow empio yees toselect the fringeben efits and services that an swer their in dividualneeds.career : A career is all the jobs that are held during ones working life.career counseling : Career counseling assists empioyees

2、in finding approp riate career goals and p aths.career devel opmentCareerdevel opment con sists of those exp erie nces and impro veme nts that one un dertakes to achieve a career plan.career goals : Career goals are the future positions that one strives to reach. These goals serve as ben chmarks alo

3、ng on es career p ath.career path : A career path is the sequentialpattern of jobs that formon escareer.career planning : Career planning is the process by which one selects career goals and p aths to those goals.career plateau : A career plateau occurs when an empioyee is in a po siti on he or she

4、does well eno ugh not to be demoted or fired but not welle no ugh to be pro moted.change agents : Change agents are people who have the role of stimulat in gcha nge with in a group.checkoff : A checkoff provision in a union-management labor agreement requires the empio yer to deduct union dues from

5、empio yee p aychecks and to remit those mon eys to the union.Civil Rights : Act of 1964 This act was p assed to make various forms of discrimi natio n illegal.closed sho p: A closed sho p is a work pl ace where all empio yees arerequired to be members of the union before they are hired. These arran

6、geme ntsare illegal un der the Nati onal Labor Relati ons Act.codeterm in ati on: Codeterm in ati on is a form of in dustrial democracyfirst popu larized in West Germa ny. It gives workers the right to haverep rese ntatives vote on man ageme nt decisi ons.coin sura nee clause : A coin sura nee claus

7、e is a pro visi on in an in sura nee p olicy that requires the empio yee to pay a p erce ntage of the in sureds com muni cati on : Communi catio n is the tran sfer of in formatio n and un dersta nding from one person to ano p arable worth : Comp arable worth is the idea that a job should be

8、evaluated as to its value to the orga ni zati on and the n p aid accord in gly. Thus of comp arable worth would be p aid equally. For exa mple, two people with widely differe nt jobs would both receive the same pay if the two were of equal value to the empio parative evaluation approaches : C

9、omparative evaluation approaches are collecti on of differe nt methods that compare one persons p erforma ncewith that of pensation : Compensation is what empioyees receive in exchange for their .Comp rehe nsive Employment and Trai ning Act of 1973 (CETA) : CETA was a ranging act desig

10、 ned to pro vide job training, employment, and job hunting assista nee to less adva ntaged person s. It has since bee n rep laced the Job Partn ersh ip Trai ningAct.concentrationin employment:Concentration exists when anempioyer(orsome subdivisi on such as a dep artme nt) has a higher prop orti on o

11、f empio yees from a p rotected class tha n is found in the empio yers labor market. (See un derutilizati on.) concessionary bargaining : Concessionary bargaining occurs when labor man ageme nt n egotiati ons result in fewer employer-p aid fringe ben efits or con cessi ons, such as a freeze or wage c

12、ut.conciliation agreement: a conciliation agreement is a negotiatedsettleme nt agreeable to the EEOC and to all p arties invo Ived. Its acce ptan ces closesthe case.Consolidated Omnibus Budget Reconciliation Actof 1985 (COBRA) : Thisact was sig ned into law in 1986. COBRA requires empio yers that p

13、rovide ben efits to empio yees through a group plan to also pro vide group ben efits to qualified ben eficiaries with the right to elect to continue theirfor a certain period of time after their coverage would otherwise , with a few exce ptio ns.constructs : Constructs are substitutes for actual per

14、formanee. For exa mp le,a score on a test is a con struct for actual lear ning.con tract labor : Con tract labor con sists of people who are hired (and ofte n train ed) by an independent age ncy that supp lies companies with n eededhuma n resources for a fee.con tributory ben efit plansCon tributory

15、 ben efit plans are fringeben efits thatrequire both the empio yer and the empio yee to con tribute to the cost ofthe in sura nee, retireme nt, or other empio yer ben efit.coord in ated orga ning : Coord in ated orga ning occurs when two or more pool their resources to orga nize a targeted empio yer

16、 or group of .corrective disci pli ne: Corrective disci pline is an acti on thatfollows a rule in fractio n and seeks to discourage further in fractio ns so that future acts re in comp lia nee with sta ndards.counseling: Counseling is the discussion of an empioyee problem withthe objective of hel pi

17、ng the worker cope with it.counseling functions: Counseling functions are the activitiesp erformed byco un selors. They in clude advice, reassura nee, com muni catio n, release of tension, clarified thinking, and reorie ntati on.craft unions : Craft unions are labor orga ni zatio ns that seek to in

18、clude all workers who have a com mon skill, such as carpen ters or p lumbers.criticalincident method : The criticalincident method requires therater to stateme nts that describe extremely good or extremely bad empioyee behavior. These statements are called criticalincidents,andthey used as examples

19、of good or bad performanee in rating the empioyee.Decisio n-maki ng authority: See line authority.deductible clause : A deductible clause is a pro visi on in an in sura nee p olicy that requires the in sured to pay a sp ecified amount of a claim before the is obligated to p ay.deferral jurisdict ion

20、s: Deferral jurisdicti ons are areas in theUn ited States where the EEOC will refer a case to ano ther (usually a state or local); for exa mp le, Florida Huma n Relati ons Commissio n.deferred stock incen tive systems : These incen tives award stock that becomes by the executive gradually over sever

21、al years.delegation :Delegation is the process of getting others to share aman agers . It requires the man ager to assig n duties, grant authority, and createa sense of res pon sibility.Del phi tech nique: The Del phi tech nique solicits p redicti ons from apanel of exp erts about some sp ecified fu

22、ture devel opmen t(s). The collective estimates are the n rep orted back to the panel so that the members may adjust their opinions. This p rocess is rep eated un til a gen eral agreeme nt on future trends emerges.demographics :Demographics is the study of populationcharacteristics.demotions :Demoti

23、ons occur when an empioyee is moved from one jobto that is lower in p ay, res pon sibility, and orga ni zati on al level.development : Development represents those activities that prepare an empio yee for future res pon sibilities.Dictionary of Occupational Titles (DOT) : The Dictionary of Occupatio

24、nal Titles is a federal gover nment p ublicati on that p rovides detailed job descri pti ons and job codes for most occ up atio ns in gover nment andin dustry.differe ntial validity : Differe ntialvalidity is used to dem on stratethat tests or other select ion criteria are valid for differe nt subgr

25、o ups or p rotected .directive coun seli ng :Directive coun seli ng is the p rocess ofliste ning to an empio yees emoti onal p roblems, decidi ng with the empio yee what shouldbe done, and the n telli ng and motivati ng the empio yee to do it. (See non directive coun seli ng.)disci pli ne: Disc ip li ne is man ageme nt acti on to en courage comp lia neewiththe orga ni zati ons sta ndards.dismissal :Dismissal is the ultimate disc ip li naryaction because itsep arates empio yee from the empio