人力资源英文(简答)教案资料.doc

人力资源英文(简答)Chapter 11. Discuss the roles and activities of a companys human resource management function讨论了的角色和行为的一个公司的人力资源管理中的作用Strategic partner: data-based decision making战略伙伴:根据数据做出决策Administration expert: legal compliance , contract administration , e-HRM & HR information systems专家:法律符合性的管理、合同管理、管理模块及人力资源信息系统Employee advocate: counseling , developing teams就业提倡:咨询,开发员工队伍Change agent: negotiations , communications , overcoming resistance to change变革代理人:谈判、通讯、克服对改变的抵抗 Chapter 21. Describe the differences between strategy formulation and strategy implementation. 描述战略制定和战略差异实施。strategy formulation: the process of deciding on a strategy direction by defining a companys mission and goals , its external opportunities and threats , and its internal strenghs and weaknesses战略制定:一个通过定义一个公司的使命和目标、外部的机会和威胁以及内部的潜力和弱点决定战略方向的过程。strategy implementation: the process of devising structures and allocating resources to enact the strategy a company has chosen战略执行: 通过设计结构和资源配置执行一个公司所选择的战略过程during the strategy formulation, all people related business issues are considered and the most effective strategic choice will be made.while the strategy implementation makes the chosen strategy come to life in its day-to day workings 在战略制定相关业务的问题,所有的人被认为是最有效的战略选择和战略实施将被制定.当使选择的战略来生活在过去天的运作2. List components of the strategic management process列表组成的战略管理过程strategy formulation: the process of deciding on a strategy direction by defining a companys mission and goals , its external opportunities and threats , and its internal strenghs and weaknesses战略制定:的过程的一个战略方向决定通过定义一个公司的使命和目标、外部的机会和威胁以及内部的潜力和弱点strategy implementation: the process of devising structures and allocating resources to enact the strategy a company has chosen战略执行:设计过程中结构和资源配置一个公司制定的战略选择3. Discuss the role of the HRM function in strategy formulation讨论人力资源管理职能的作用在战略制定Aministrative linkage: the HRM functions attention is focused on day-to-day activities Aministrative联系:人力资源管理功能的注意力集中在日常活动one-way linkage: the firms strategic business planning function develops the strategic plan and then informs the HRM function of the plan interaction单向联系:公司的业务战略规划功能发展战略计划,然后通知人力资源计划的功能互动two-way linkage: the strategic planning function and the HRM function are interdependent in two-way linkage ,which allows for consideration of human resource issues during the strategy formulation process. 双向联系:战略规划功能以及人力资源管理功能是相互依赖在双向联动，可以考虑人力资源战略制定过程中出现的问题。integrative linkage: HRM function are right built into the strategy formulation and implementation processes一体化联系:人力资源管理功能是正确的建成的策略的制定和实施过程4. Describe the linkages between HRM and strategy formulation描述人力资源管理和战略制定之间的联系Aministrative linkage: the HRM functions attention is focused on day-to-day activities and the companys strategy business planning function exists without any input from the HRM department Aministrative联系:人力资源管理功能的注意力集中在日常活动和公司战略业务规划功能存在没有任何的输入人力资源管理部门one-way linkage: the firms strategic business planning function develops the strategic plan and then informs the HRM function of the plan interaction单向联系:公司的业务战略规划功能发展战略计划,然后通知人力资源计划的功能互动two-way linkage: it allows for consideration of human resource issues during the strategy formulation process双向联系的:它允许考虑人力资源战略制定过程中出现的问题integrative linkage: it is dynamic and multifaceted, based on continuing rather than sequential interaction. 一体化联系:它是动态的、多方面的,建立在持续性而不是顺序的相互作用。Chapter32. Understand the importance of job analysis in strategic and human resources management 工作的重要性认识不足,分析在战略管理及人力资源管理the importance of job analysis to HR managers: every human resource management program requires some type of information that is gleaned from job analysis: selection ,performance appraisal, training and developments, job evaluation, career planning , work redesign, and human resource planning. 工作分析的重要性,人力资源经理:每个人力资源管理项目需要某种类型的信息:选用来源于工作分析、绩效考核、培训和发展、工作绩效、事业规划、工作重新设计、人力资源规划。the importance of job analysis to line managers: 工作分析的重要性一线管理:managers must have detailed information about all the jobs in their work group to understand the work-flow process. 管理者必须有详细的信息。在他们的工作小组的工作了解工作流程的过程。managers need to understand the job requirements to make intelligent hiring decisions管理人员需要通过了解职位的要求来做出明智的雇佣决策a manager is responsible for ensuring that each individual is performing satisfactorily经理负责确保每一个个人表演非常令人满意5. Understand the different approaches to job design了解职位设计的不同方法Mechanistic approach: it has roots in classical industrial engineering and focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition机械的方法:它源于古典工业工程和重点工作的概念设计在任务简单化、专门化,技能和重复Motivational approach: it has roots in organizational psychology and management literature and , in many ways ,emerged as a reaction to mechanistic approaches to job design and it focuses on increasing the complexity or jobs through such interventions as a job enlargement, job enrichment ,and the construction of jobs around sociotechnical systems 激励的方法:它源于组织心理学和管理文献中,在许多方面,出现的机械型职位设计方法,作为一种反应对工作设计和它专注于增加复杂性通过这样的干预或工作作为一个职位扩大化,职位的充实,并建设在社会技术系统的工作Biological approach: it comes primarily from the sciences of biomechanics ,work physiology , and occupational medicine ,and it is usually referred to as ergonomics, its goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works.so it focus on outcomes such as physical fatigue, aches and pains ,and health complaints. 生物方法:它是从科学中的生物力学、生理学、和职业医学工作起源来,通常被称为生物工程学,其目的是减少工人身体紧张对物理工作环境进行构建,在人体工作.所以它是关注的结果,例如身体的疲劳,肌肉酸痛,和健康的投诉。Perceptual-motor approach: it has roots in human factors literature and it focuses in human mental capabilities and limitations. 知觉运动型工作设计法:它源于人为因素在文学和研究人类心智的能力和限制。Chapter 44. describe the various recruitment policies that organizations adopt to make job vacancies more attractive描述了不同招聘政策,组织采取使工作空缺更有吸引力Employmentatwill policies: policies which state that either party in the employment relationship can terminate that relationship at any rime, regardless of cause. 自愿雇佣政策:政策的国家,本协议任何一方终止雇佣关系,这种关系可以在任何犯罪.Due process policies: policies by which a company formally lays out the steps an employee can take to appeal a termination decision由于政策:政策过程公司正式勾画出的步骤就能吸引一个雇员终止的决定5. List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them. 列出各种来源求职者可以得出,他们的相对优势和劣势,和评价方法。SourcesadvantagesdisadvantagesInternal resourcesit generates a sample of applicants who are well known to the firmthese applicants are relatively knowledgeable about the companys vacancies,which minimizes the possibility of inflated expectations about the job it is generally cheaper and faster to fill vacancies internally. 它会产生一个样本的申请者都熟悉这些申请人公司相对了解公司的空缺,使膨胀期望的可能性关于这份工作,通常是候补更快、更便宜的内部。Using only internal recruiment can result in a workforce whose members all think alike and who therefore may be poorly suited to innovation只使用内部招聘会导致劳动力成员的认为相同,因此可能都不适合的创新External resourcesfor entry level positions and perhaps even for some specialized upper-level positions,there may not be any internal recruits from which to draw. bringing in outsiders may expose the organization to new ideas or new ways of doing business为入门级职位,也许甚至对一些专业的高级职位,可能没有任何内在新兵,画画。引入外界暴露出组织新想法和新的商务方式It cannot provide ample opportunity for advancement and promotion它不能提供丰富的晋升机会和推广6.Explain the recruiters role in the recruitment process, the limits the recruiter faces, and the opportunities available. 解释招聘人员的招聘过程中所起的作用的范围、招聘人员的面孔,商机。recruiters role: personnel specialists role in recruiting who should be warm and informative in the process,it is their job to attract candidates. 招聘人员的角色:人员招聘人才作用谁应该是温暖的信息量大,而且在这个过程中,他们的工作是为了吸引候选人。Limits: they need to avoid behaviors that might convey the wrong organizational impression.they should be part of any team instead of being personnel specialists限制:他们需要避免错误行为可能传达组织的印象。他们应该属于任何团队,而不是人员专家Opportunities: they can provide timely feedback,be part of any team and help appliancants better understand their own needs and qualifications and the link this to the current openings may be best in the long run for all concerned . 机会: 他们能提供及时的反馈,任何球队的一部分,帮助appliancants更好地了解自己的需求和资质、把它链接到当前的开口可能是最好的从长远来看对一切有关的人。Chapter54 . list the commom methods used in selecting human resources列表找到方法采用选择的人力资源Interviews , reference checks , biographical information , physical ability tests , cognitive ability tests , personality inventories , work-sample tests , honesty tests , drug tests采访中,背景调查, 生物信息,体能测试,认知能力测试、个性库存, 工作样本测试,诚实测试,药物测试5. describe the degree to which each of the common methods used in selecting human resource s meets the demands of reliability ,validity, generalazability, utility, and legality描述的程度的每一个常用的方法是采用选择人力资源年代米见 P179图表 Chapter61. Discuss how training can contribute to companiess business strategy讨论了如何训练有助于公司的经营战略it is a planned effort to facilitate the learning of job related knowledge, skills, and behavior by employees这是一个计划努力更有效的学习工作有关的知识、技能和行为的员工it offers a competitive advantages ,training has to involve more than just basic skill development提供竞争优势,培训不仅仅涉及基本技能的发展it is moving from a primary focus on teaching employees specific skills to a broader focus of creating and sharing knowledge它正从主要关注员工技能教学的广泛关注和分享知识创造training can be used to gain a competitive advantage,and it can be viewed as a way to creat intellectual advantage for a firm训练可以用来获得竞争优势,它可以被视为一种方式创造知识优势的公司3. conduct a needs assessment执行需求评估first ,organizational analysis: determine the business appropriateness of training组织分析:确定恰当的训练。业务second, person analysis: determine whether performance deficiencies result from a lack of knowledge ,skill ,or ability or from a motivational or work-design problem人分析:确定性能不足而导致的知识、技巧和能力或从一个动机或work-design问题identifying who needs training确认谁需要训练determine employeesreadiness for training确定员工的培训准备third, task analysis: identify the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their tasks. 第三,任务分析识别的重要任务和知识、技能及行为,需要强调的是在训练员工完成他们的任务。