HR名词解释.doc

CHARPTER 1.
1. Human Resource Management (HRM): The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
2.authority 职权 : The right to make decisions, direct others’ work, and give orders
3.line authority 直线职权: The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas
4.staff Authority 职能职权: Gives the manager the right to advise other manager or employees.
5. Line Manager: Is authorized (has line authority) to direct the work of subordinates and is responsible for accomplishing the organization’s tasks.
6. Staff Manager: Assists and advises line managers. Has functional authority to coordinate personnel activities and enforce organization policies.
附注：
Recruiters（招募专员）:Maintain contact within the community and perhaps travel extensively to search for qualified job applicants.
Equal Employment Opportunity (EEO): Representatives or Affirmative Action
Coordinators（公平就业机会协调员）: Investigate and resolve EEO grievances, examine
organizational practices for potential violations, and compile and submit EEO reports.
Job Analysts(职位分析员) : Collect and examine detailed information about job duties to prepare job descriptions.
Compensation Managers（薪酬管理员）: Develop compensation plans and handle the employee benefits program.
Training Specialists(培训专员): Responsible for planning, organizing, and directing training activities.
Labor Relations Specialists（劳资关系专员）: Advise management on all aspects of union-management relations.

CHARPTER 4
1. Job analysis: The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
2.Job description(职位说明书)：It refers to a list of a job‘s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities--one product of a job analysis.
3.Job Specification（任职资格说明书）:A list of a job‘s “human requirements,” that is, the requisite education, skills, personality, and so on--another product of a job analysis.

CHARPTER 5
1.Employment or Personnel Planning （人力资源规划）:The process of deciding what positions the firm will have to fill, and how to fill them.
2.Succession Planning （继任计划）:The process of deciding how to fill the company’s most important executive jobs.
3. Human resource recruitment: the practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
4. Job posting :publicizing the open job to employees and listing its attributes like qualifications, supervisor, work schedule, and pay rate
5. Rehiring former employees -MOTO
An option today ----high turnover in some high-tech occupations-rehiring former employees is back in style.
6. Succession planning: ensuring a suitable supply of successors for future senior jobs
7. Executive Recruiters (Headhunters):Special employment agencies used to seek out top management and technical talent

CHARPTER 8
1. Employee orientation: Employee orientation programs provide new employees with the basic background information about the firm.
2. Training: Is the process of teaching new employees ,the basic skills they need to perform their jobs, Is a hallmark of good management
Reduces an employer’s exposure to negligent training liability
3. On-the-Job Training (OJT)
Having a person learn a job
by actually doing the job.
4. Apprenticeship Training: a structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training
5. Audiovisual Based Training :Tools include: films, PowerPoint presentations, video conferencing, audiotapes, and videotapes.
6. Simulated Training – is a method in which trainees learn on the actual or simulated equipment they will use on the job, but are actually trained off-the job.
7. Teletraining: A trainer in a central location teaches groups of employees at remote locations via television hookups.
8. Management Development Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills.
9. Organizational Development: a special approach to organizational change in which the employees themselves formulate the change required and implement it, often with the assistance of a trained consultant

CHARPTER 9
1. Appraisal Process: The evaluation of an employee’s current and past performance relative to performance standards.
2. Performance Appraisal: Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance.
3.Performance Management；An integrated approach to ensuring that an employee’s performance supports and contributes to the organization’s strategic aims.
4.Graphic Rating Scale Method: The simplest and most popular appraising performance technique, is where a scale is used to list a number of traits and a range of performance for each, then the employee is rated by identifying the score that best describes his/her performance level for each trait.
5. Alternation Ranking Method Employees are ranked from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.
6. Paired comparison: Paired Comparison Method involves ranking employees by making a chart of all possible pairs of employees for each trait and indicating which is the better employee of the pair.
7. critical incident method, the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinate’s work-related behavior. Every 6 months or so, supervisor and subordinate meet to discuss the latter’s performance,
8. Behaviorally Anchored Rating Scales (BARS) is an appraisal tool that anchors a numerical rating scale with specific examples of good or poor performance. Its proponents say it provides better, more equitable appraisals than do the other appraisal tools. It takes more time to develop a BARS, but the tool has several advantages.
9. Appraisal interview: An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.

CHARPTER 11
1. Employee compensation: It refers to all forms of pay or rewards going to employees and arising from their employment.
2. The salary survey: It is a survey aimed at determining prevailing wage rates which include: Formal & Informal
3.Benchmark jobs : a job that is used to anchor the employer’s pay scale and around which other jobs are arranged which other jobs are arranged in order of relative worth.
4. Job evaluation: Is the formal and systematic comparison of jobs in order to determine the worth of one job relative to another
5. Ob Classification: Raters categorize jobs into groups or classes of jobs that are of roughly the same value for pay purposes.
6. Factor comparison - is a widely used method to rank jobs by a variety of skills and difficulties, then adding these to obtain a numerical rating for each job
7. Competencies: Demonstrable characteristics of a person, including knowledge, skills, and behaviors, that enable performance
8. Competency-Based Pay: Paying for the employee’s range, depth, and types of skills and knowledge, rather than for the job title he or she holds
CHARPTER 15
1.Collective Bargaining集体谈判: Process through which representatives of management and union meet to negotiate a labor agreement. Both management and labor are required by law to negotiate wages, hours, and terms and conditions of employment “in good faith.”
2.Good Faith Bargaining诚信谈判:
Both parties communicate and negotiate.
They match proposals with counterproposals in a reasonable effort to arrive at an agreement. Neither party can compel the other to agree to a proposal or to make any specific concessions.
3. Mandatory items - are items that a party must bargain over if they are introduced by the other party. （wages, hours, rest period, layoffs, benefit, et al.）
Voluntary (permissible) items - are neither mandatory nor illegal; they become a part of the negotiations only through the joint agreement of both management and union.
Illegal items - are forbidden by law.
4.Fact Finder 实情调查员: A neutral party who studies the issues in a dispute and makes a public recommendation for a reasonable settlement.
5.Arbitration 仲裁: An arbitrator often has the power to determine and dictate the settlement terms.
Binding arbitration约束性仲裁: both parties are committed to accepting the arbitrator’s award.
Nonbinding arbitration非约束性仲裁: they are not.