1、精選優質文檔-傾情為你奉上A. feedback反饋B. benchmarking基準C. rewards獎勵D. Human resource managementHR管理E. benefit福利F. on-the-job 在職G. performance績效H. downsizing裁員I. Direct cost直接成本J. output輸出1. _ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspect

2、s of your management job 人力資源管理指的是對組織的人實施的各種操作和政策。2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization.勞動變更率提供了一個有價值的方法來衡量組織人力資源政策和操作的有效性。3. Labor turnover can be costly. _I. Direct cost _ of the recruiting and training r

3、eplacements should be considered. 勞動變更的成本很昂貴。招聘和培訓替代人員的直接成本必須被考慮在內。4. Business process re-engineering techniques are deployed as instruments for _H. downsizing _ .業務流程再造技術可以被使用來作為規模精簡的工具。5. Evaluations also fulfill the purpose of providing _A.feedback_ to employees on how the organization views thei

4、r performance.績效評估還是實現了這樣一個目的：它告知員工組織是如何看待他們績效的6. The _J. output _ of the job analysis should be a training or learning specification工作分析的結果可以使培訓或學習規范書。.7. Coaching is a personal _ F. on-the-job _ technique designed to develop individual skills, knowledge, and attitudes.教練式指導是一種在職的技術，它被用來開發員工的技能、知識、

5、和態度。8. Extrinsic _ C. rewards _ include direct compensation, indirect compensation, and nonfinancial rewards. 外在報酬包括直接報酬、間接報酬、非財務性報酬9. Flexible benefits allow employees to pick and choose from among a menu of _E. benefit_ options.靈活的福利計劃允許員工從一個福利菜單中作選擇。10. Chinas economic reformers have used materia

6、l incentives in order to stimulate _ G. performance _中國的經濟改革家曾經使用物質激勵來刺激績效。 A. promotion晉升B. job analysis工作分析C. management管理D. Globalization全球化E. job description職位描述F. Human resource planningHR計劃G. competence能力H recruiting 招募I mediation調解J assessment評估1. International human resource management inclu

7、des _H recruiting_ qualified personnel for overseas assignments國際化人力資源管理包括了為跨國任務招聘合格的人員2. Rapid _A promotion_ through an extensive staff ranking system is seen in one company as a very important motivational mechanism. 快速晉升通過廣泛的員工的排名系統是一個公司作為一種重要的激勵機制。3. _D_ Globalization_ refers to the tendency of

8、firms to extend their sales or manufacturing to new markets abroad全球化指的是企業把生產或市場擴展到海外市場的趨勢。4. Developing a high-trust organization means creating trust between _C_management_ and employees發展高信任的組織意味著創造管理層和員工之間的信任5. _ F Human resource planning_ determines the human resources required by the organizat

9、ion to achieve its strategic goals.人力資源規劃決定了組織為了達到戰略目標所需要的人力資源6. The _B_job analysis_provides information on the nature and functions of the job工作分析提供了工作本質和職能的信息7. The halo effect or error is the tendency for an evaluator to let the _J assessment_ of an individual on one trait influence his or her e

10、valuation of that person on other traits.暈輪效應指得是評估者過多關注被評估這某一方面特征從而影響到對其他方面特征的評估8. Training is concerned with fitting people to take one extra responsibilities, increasing all-round _G competence_培訓指的是把員工調整到能承擔額外的責任，同時增加全方位的能力。9. A training or a learning specification breaks down the broad duties co

11、ntained in the _E_job description_ into the detailed tasks that must be carried out.培訓和學習規范書細化了包含在工作說明書中的必需完成的（措詞比較簡單）的任務。10. In case of labor disputes between the employer and laborer, the parties concerned can apply for _I_mediation_ or arbitration, bring the case to courts, or settle them through

12、 consultation.在雇主和勞動者的勞動爭議中，雙方可以申請調解，仲裁，或到法庭上打官司，或者通過咨詢來解決。A. reward獎勵B. job analysis工作分析C. Human Resource Management人力資源管理D. ethics 道德E. benefit program福利計劃F. human capital 人力資本G. agency 代理H. goals 目標I. contracts契約J. recruiting招募1. For managers, the challenge of fostering intellectual or _ F. human

13、 capital _ lies in the fact that such workers must be managed differently than were those of previous generations.對于經理們來說，培養知識型員工和人力資本的挑戰在于現在的工人和上一代大不相同。2. In summary, _C. Human Resource Management_ is an integral part of every managers job總的來說人力資源管理是每個管理者工作中的組成部分。3. In the area of _J. recruiting_ a

14、nd hiring, its the line managers responsibility ot specify the qualifications employees need to fill specific positions.在做招聘和甄選時，直線經理有責任給出某個空缺崗位對求職者的要求。4. HR manager also administers the various _ E. benefit program _ (health and accident insurance, retirement vacation, and so on)人力資源經理還管理大量的福利項目。5.

15、 Performance evaluations are used as the basis for _A. reward_ allocations.績效評估還用作薪酬發放的基礎。6. Staff managers are authorized to assist and advise line mangers in accomplishing these basic _H. goals_.職能經理被授權來協助也建議直線經理來完成這些基礎的目標。7. determining the nature of each employees job is _B. job analysis_我們是通過工作

16、分析來決定每個員工的工作本質的。8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional _D. ethics_勞動者要完成他們的勞動任務，提升他們的專業技能，遵守公司的勞動衛生制度，遵守紀律，以及職業道德。9. Labor _I. contracts_ are agreements reached betw

17、een laborers and the employer to establish labor relationships and specify the right, interests an obligations of each party.勞動合同是由勞動者和雇主達成的共識，依次來建立勞動關系，指出了每一方的權利、利益、義務10. In a public employment _ G. agency _, which served workers seeking employment and employers seeking workers, employment intervie

18、wers were appraised by the number of interviews they conducted.在一個公共的雇傭代理處，該代理處為工人找工作也為雇主招工人，該代理是根據面試人員實施面試的數量來衡量其績效的。A. competition 競爭B. arbitration 仲裁C. external labor markets外部勞動力市場D. careers職業E. outplacement職業介紹F. job description職位描述G. forecasting預測H. expatriate 離開組織I. halo effect 暈輪效應J. skills技

19、能1. The analysis of the number of people leaving the organization ( labor turnover of wastage) provides data for use in supply _G_forcasting_對于離開組織人數的的分析提供了供給預測的數據。2. demand forecasting is the process of estimating the future numbers of people required and the likely J_skills_ and competences they w

20、ill need需求預測估計了組織未來需要人員的數量以及相關的能力3. The _C_external labor markets_ are the external local, regional, national and international markets from which different sorts of people can be recruited外部勞動力市場是企業外部當地的、區域性的、國家性的、國際性的勞動力市場，從這些市場里組織能雇傭到各種不同類型的人。4. From tapping the global labor force to formulating

21、selection, training, and compensation policies for _H_expatriate_ employees managing globalization will thus be a major HR challenge in the next few years為全球化的勞動力制定甄選、培訓和薪酬政策將成為近年來人力資源管理的主要挑戰。5. The pressure for improved performance to meet more intense global _A_competition_ explains why many organ

22、izations are seeing higher standards for employees為了應對更劇烈的全球化競爭而更高績效的要求，由此產生的壓力解釋了為何組織正在尋求更高標準的員工。6. People also leave organizations voluntarily to further their_D careers_, get more money or move away from the district人們還自愿離開組織，以促進他們的職業生涯，獲得更多的錢或遠離區7. Organizational release activities dela with red

23、undancy, _E_outplacement_, dismissal, voluntary turnover and retirement.組織人員離開活動處理的是冗余、解雇、自愿離職以及退休。8. Once a labor dispute occurs, the party that has objections to the ruling of the labor committee can bring the case to a peoples court B arbitration 一旦發生勞動爭議，對于勞動委員的裁定有爭議的一方，可以要求由法庭來處理。9. A training

24、or a learning specification breaks down the broad duties contained in the _F job description_ into the detailed tasks that must be carried out培訓或學習規范分解的廣泛職責包含在職位描述中的詳細任務10. The _I_halo effect_ is the tendency for an evaluator to let the assessment of an individual on one trait influence his or her e

25、valuation of that person on other traits. 暈輪效應是評估以讓一個人的評價上的一個特征影響他或她對其他性狀的人的評價。A. job satisfaction工作滿意度B. recruiting招募C. organizational learning組織學習D. pay systems支付系統E. strategic plan戰略機劃F. wage levels工資水平motivational激勵機制H. needs需求I. performance表現J. productive生產1. In the management of international

26、joint ventures, Pucik (1988) argues that one of the main challenges anywhere is the _C. organizational learning _ capacity of the partners within the joint venture.管理對國際化合資企業管理過程中，Pucik提出，一個最大的挑戰就是在組織內合作伙伴的組織學習能力。2. Rapid promotion through and extensive staff ranking system is seen in one company as

27、 a very important _G. motivational _ mechanism在一個擁有廣泛職位層級的組織內，如果快速地晉升一個員工，這是一種激勵機制。3. Generally money is seen as important for _B. recruiting_ and retaining employees, but not as a real motivator.人們常常把錢作為一個重要的吸引和留住員工的因素，但是它并不是一個真正的激勵因子。4. Chinas economic reformers have used material incentives in or

28、der to stimulate _ J. productive _中國的經濟改革家曾經使用物質激勵來刺激績效。5. New labor laws permit companies to set their own _F. wage levels_新的勞動法允許企業設定自己的工資等級。6. organizations are finding that IHRM activities are best handled by linking them to the enterprises _ E. strategic plan _組織發現如果把國際化的人力資源管理和組織戰略結合起來，這樣實施的效果

29、會最好。7. An extensive review of the literature indicates that the more important factors conductive to _A. job satisfaction_ include mentally challenging work, equitable rewards, supportive working conditions, and supportive colleagues.對于文獻的大量研究表明，能夠導致工作滿意的因素包括了：在思維上有挑戰性的工作，公平的報酬，支持性的工作環境，支持的同事。8. Emp

30、loyees want _ D. pay systems _ and promotion policies that they perceive as being just, unambiguous, and in line with their expectations.員工希望組織的薪酬體系和晉升體系是公正的、不模糊的、和自己的期望所一致的。9. The early views on the satisfaction-performance relationship can be essentially summarized in the statement “a happy worker

31、 is a _J. productive_ worker.”早期對于員工滿意度與績效關系可以被綜合為“一個快樂工人多產的工人”10. Giving all employees the same benefits assumes all employees have the same _H. needs_給所有的員工同樣的福利假設所有的員工有同樣的需求。assessment評估benefits福利job analysis工作分析critical incident關鍵事件human capital人力資本recruitment招聘 selection選擇on-the-job在職I. forecas

32、ts 預測J. costs成本1. The _C job analysis_ provides information on the nature and functions of the job提供了工作的性質和功能的信息2. HR is focusing on the acquisition and development of the _E human capital_ required by the organization人力資源關注于獲得和開發組織所需要的人力資本3. The downsizing plan should be based on the timing of redu

33、ctions and of _I forecasts_ the extent to which these can be achieved by natural wastage or voluntary redundancy組織規模精簡可以給予人力資源自然減員4. Rapid turnover can result simply from poor _G selection_ or promotion decisions過高的人員流失可能來自于不合理的招聘或晉升。5. A flexibility plan can contain proposals to reduce overtime _J_

34、 costs _ through the use of flexible hours靈活的計劃包含了相關的建議，通過使用靈活的時間安排來減少員工的加班成本6. Job-sharing is an arrangement where by two employees share the work of one full-time position, dividing pay and _B_ benefits_ between them according to the time each works工作分享使得兩個員工共享一全職工作，同時根據各自工作時間分享薪酬和福利7. The _F recr

35、uitment_ plan should include plans for attracting good candidates by ensuring that the organization will become an employer of choice.招聘計劃因該包括通過把組織變成“雇主選擇”而吸引優秀候選人的計劃8. Behaviorally anchored rating scales combine major elements from the _D_critical incident_ and graphic rating scale approaches行為錨定評級

36、量表法整合了關鍵事件發和圖示評級量表法的主要元素。9. 360-degree feedback is also referred to as multi-source _A_assessment_ or multi-rater feedback360反饋法還被稱為多來源評價或多評估者反饋10. Coaching is a personal _H_on-the-job_ technique designed to develop individual skills, knowledge, and attitudes教練是一個個人在職狀態，技術設計開發員工的技能，知識，態度A. careers職業

37、B. arbitration仲裁C. pay levels薪酬水平D. apprenticeship學徒E. employment agencies就業機構F. alternative替代G. benefit package福利包H. recruiting招募I. contract合同J. training培訓1. 六The quality of a firms _H. recruiting _ process had a big impact on what candidates thought of the firm一個企業的招聘質量會對候選人如何看到該企業帶來很大影響。2. Privat

38、e _E. employment agencies _ are important sources of clerical, white-collar, and managerial personnel.私人雇傭代理是文秘、白領和管理人員的重要來源。3. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service an bid on jobs at lower stress and lower _ C. pay levels _ if

39、 they desire so在施樂，工會工人年齡超過55工齡超過15年以及年齡超過50工齡超過20年，可以申請較低壓力、較低報酬的工作。4、 People also leave organizations voluntarily to further their _A. careers_, get more money or move away from the district人們主動離開組織為了拓寬職業生涯，獲得更多的錢，或搬到其他地方。5、 Outplacement is about helping redundant employees to find _F. alternative

40、_ work再就業服務是幫助冗余的員工找到其他的工作。6、 Three type of third-party interventions are used to overcome and impasse: mediation, fact-finding, and _B. arbitration _.有三種第三方干涉的方式來解決僵局：調解、事實尋求、仲裁。7、 Approximately half of the German youth between the ages of 15-18 are enrolled in programs.大約有一半年齡在15-18歲的德國年輕人注冊接受實習計劃

41、。 D. apprenticeship 8、 Terms of employment tend to be very technical and are governed by a _I. contract_ that spells out exactly what each side will do for the other.雇傭關系被合同所規范，合同清楚地說明了到底雙方要為對方做什么事。9、 Salary and _G. benefit package _ tend to be secret, so no one knows what anyone elso is receiving.報

42、酬和福利包是保密的，所以沒人知道別人得到了什么。10、Every year the company selects dozens of junior managers and young employees to attend universities in order to undertake _J. training_ programs, even degree courses.每年公司從底層管理者或年輕的員工中選取一些人參與到高校接受培訓甚至修得學位。A. skills工作技能B. job description工作描述C. interaction合作D. management 管理E.

43、 role playing角色扮演F. work force 工作力G. discipline 訓練H. rewards 獎勵I. task任務J. training培訓1. Developing a high-trust organization means creating trust between _D_management_ and employees. 打造有高度信任度組織意味著在管理層和員工之間建立信任度。2. retaining knowledge workers is matter of providing a supportive workplace environment

44、 and motivating them through both tangible and intangible _H_rewards_.保留住知識性員工要為他們提供支持性的工作環境，以及通過有形或無形的報酬來激勵他們。3. Increased _F work force _ diversity will place tremendous demands on the HR management function.越來越多的勞動力的多元化給人例資源管理帶來了更大的要求。4. Writing _B job description_ and job specification based on

45、input from department supervisor is the responsibility of HR department.根據部門經理給出的信息來撰寫工作描述和工作規范是人力資源部的責任。5. Supervisors should make sure employees are guaranteed fair treatment as it relates to _G discipline_ dismissal and job security主管因該確保員工被給與了公正的對待因為這個與紀律、解雇、工作安全有關。6. It is important to evaluate

46、 _J_training_ in order to assess its effectiveness in producing the learning outcomes對于培訓的評估很重要，因為組織必須評價培訓的有效性一次來獲得學習效果。7. Job rotation can be an inefficient and frustrating method of acquiring additional knowledge and _A_skill_ unless it is carefully planned and controlled.工作輪換可能成為一種無效的、令人困惑的讓員工獲得額

47、外知識的方法，除非組織好好計劃與控制8. In _E role playing_ the participants act out a situation by assuming the roles of the characters involved.在角色扮演中，參與者扮演了一個場景，場景中會假設很多角色。9. The basis philosophy of managerial grid training is that the _I_task_ of the individual manager is to achieve production through people.管理網格培

48、訓法的基本原理是個體經理的任務是通過員工來達成產量。10. Interactive skills training is defined by Rackham as:Any form of training which aims to increase the effectiveness of an individuals _C_ interaction_ with others.”Rackham把溝通技能定義為“任何能增加員工溝通有效性的培訓。”A. profit-sharing利潤分享B. goals目標C.job satisfaction工作滿意D. off-the-job脫產E. sk

49、ills analysis技巧F. benefit program福利計劃G. interviews面試H. outcomes結果I. feedback 反饋J. mediation調解1. 八Job instruction techniques should be based on _E skills analysin_ and learning theory工作指導技術應該給予技能分析和學習理論。2. Desire can be created by amplifying the jobs interest factors plus extra such as _C job satisfa

50、ction_, career development, travel, or similar advantages渴望可以打造通過放大工作的利益因素加上額外的因素，比如，工作滿意度、職業發展、旅行、或類似優勢3. Test, application blanks, and _G interviews_should be a proven part of the employers selection process測評、應聘申請表、以及面試都是雇主甄選合適的方法。4. With _J mediation_ a neutral third party tries to assist the pr

51、incipals in reaching agreement在調解中，一個中立的第三方盡量協助當事人達成共識。5. Organizational rewards should be linked to each individual employees _B goals_組織報酬應該和員工績效聯系起來。6. The flexible benefit can turn the traditional homogeneous _F_benefit program_ into a motivator靈活的福利計劃能把傳統的均一的福利體系變成一種激勵因素。7. Piece-rate, wage inc

52、entive plans, _A profit-sharing_, and lump-sum bonuses are all forms of performance-based compensation計件制、工資激勵計劃、利潤分享、總獎金這些都是以績效為基礎的薪酬方式。8. Evaluation is the comparison of objectives with _H outcomes_ to answer the question of how far the training has achieved its purpose 評估就是把目標和結果進行比較一次來回答培訓多大程度上達成了目標。9. Case study is an _D off-the-job_ training technique案例研究是一種非在職培訓技術。10. Coaching should provide motivation, structure, and effective_I_ feedback_, if the coacher is skilled, dedicated, and able to devel