第一篇：人力資源管理專業(yè)英語—工作說明書

Job Description

JOB TITLE: supermarket sales person

General description of job: do all the work related to the goods the supermarket sales,including goods and service

check the amout of all kinds of subjects ,clean up the storeroom, lay the new arrivals on the shelf tidily.lead and help the customers,help promote the goods.1.checking,cleaning and laying.Every day,when the new arrival comes,the staff should do the counting and lay them on the sales shelf.They should do the cleaning with the sales place as well as the storeroom,They should check the amount of all kinds of subjucts at the end of the day and take notes.2.service

Except the tasks with the product,service is also important.The sales person should help the customers find their target,giving them some advise or guide.The sales person also have the responsibility to promote the goods especially the new ones and those less favourite.A Job specification

Since supermarket sales person is not a professional job,and it is easy to learn,some professional skills is not needed by doing this job.The demands are following:

Knowledge：simle math,communication

Ability:be familiar with account cleaning and communicationg

Experience:more than 1 year working experience about sales

Grade levels:senior high school degree or above

Age：between 20 and 40

Sex:lady first

第二篇：人力資源管理專業(yè)英語

退休金計劃 pension plan 科學管理 scientific management 任務設(shè)計 task design 集體談判 collective bargaining 職工 staff

業(yè)務部門 operational departments 作業(yè)設(shè)計 job design

醫(yī)療保健福利 health-care benefits 機構(gòu)重組 organizational restructuring 員工參與管理法 participative management 工作豐富化 job enrichment 免職，撤換 displacement

人力資源管理 Human Resource Management 懲戒 discipline

企業(yè)內(nèi)部互聯(lián)網(wǎng) intranet 外包 outsourcing 新職介紹 outplacement

勞動法的遵守 labor law compliance 檔案記錄 record keeping

失業(yè)補償金 unemploymentcompensation 福利管理 benefits administration 工作描述 job description

高級管理人員報酬 executive compensation 激勵工資 incentive pay工作評價 job evaluation

休假管理 vacation-leave administration 退休計劃 retirement plan 利潤分享 profit sharing 股權(quán)計劃 stock plan

雇員援助計劃 employee assistance program 雇員的重新安置 relocation service 自我服務 self-service 員工態(tài)度調(diào)查 attitude surveys 勞工關(guān)系 laborrelations 修煉 wellness

精神契約 psychologicalcontract 工作配置 jobposting 工資 payrolladministration

基層部門經(jīng)理 linemanager 成本-收益效用 cost-benefit utility 職業(yè)病 occupational disease 壓力綜合癥 stress-related illnesses 晉升制度 advancement system 合理解雇 termination for cause 減員 reductioninforce 甄選程序 selection process 受賄 take bribes

索要回扣 demand kickbacks 檔案審核 reference checks 賬本底線 bottom line

人力資源規(guī)劃 human resource planning 福利管理 benefits administration 人員檔案記錄 personnel record keeping 零庫存管理 just-in-time inventory control 全面質(zhì)量管理 Total Quality Management 質(zhì)量圈 quality circles 授權(quán) empowerment 規(guī)模經(jīng)濟 economies of scale 裁減 downsizing 技能儲備 skill inventory

繼任計劃，接班人計劃 succession planning 績效評估 performance appraisal 工作家族 job family 工作規(guī)范 job specification 問卷調(diào)查法 questionnaire method 訪談法 interview method

現(xiàn)場工作日記、日志法 participant diary/logs method

工作公告和工作投標 job posting and bidding 個人證明材料檢查 reference checks 實際崗位演習Realistic Job Preview 事業(yè)高原 career plateau 裁員 downsizing

行為構(gòu)建級別 behaviorally based scales 行為觀察級別 Behavior Observation Scales 強迫分配法 forced distribution

聯(lián)合規(guī)劃委員會 joint planning session

目標管理法 Management-By-Objective

360度反饋系統(tǒng) 360-degree feedback system

職業(yè)規(guī)劃 career planning

翻譯： 交叉培訓 cross-training 工作輪換，職位輪流 job rotation 角色扮演，角色模仿 role playing 任務確定法 task identification1、What traditionally were called“ personnel departments” now are usually termed “human

resource departments.”But more than the name has changed.The focus of such departments has shifted ,and their responsibilities have expanded.傳統(tǒng)中的被稱作“人事部門”的部門現(xiàn)在通常被稱為“人力資源部”。但不僅僅是名字的改變。這個部門的工作重心已經(jīng)轉(zhuǎn)變，并且他們的職責已經(jīng)擴張。

2、Human resource management(HRM)refers to the policies, practices, and systems that

influenceemployees’ behavior, attitudes, and performance.人力資源管理涉及到政策、實踐和影響員工行為、態(tài)度和績效的系統(tǒng)。

3、Applicants who are likely to steal from their employer, take bribes, demand kickbacks, violate

the law, or work under the influence of drugs sometimes may be identified by careful background investigation, reference checks, or paper-pencil honesty testing.那些很可能偷雇主東西、受賄、索要回扣、違法和在藥物影響下工作的求職者很有可能被仔細的調(diào)查背景、審核檔案、筆試誠實測試。

4、In the strategic view of HRM, the functional duties as listed above remain important.Indeed,hiring, training, and providing pay and benefits to employees are essential tasks that must be accomplished in any organization.在戰(zhàn)略性的HRM的觀點中，上面列出的職能性職責依然是很重要的。確實，雇傭、培訓、給員工提供報酬和福利都是必要的任務，在任何組織中都是必要完成的。

5、Within the configurational approach to SHRM, the effectiveness of HRM in enhancing a

firm’s competitive advantage and success depends on a set, or bundle, of HR practices rather than on any single HR program or policy.在SHRM的結(jié)構(gòu)性管理中，HRM的效力就是增加一個公司的競爭優(yōu)勢，并且成功的依靠于一套或一系列的HR實踐而不是單一的HR計劃或者政策。

6、Obviously, the appropriate structure for the HR function will depend on the nature of the

firm’s business activity, the firm’s size, and its overall business strategy.顯然，HR功能適當?shù)慕Y(jié)構(gòu)，將取決于公司商業(yè)活動的性質(zhì)，公司的規(guī)模，和他們整體經(jīng)營戰(zhàn)略。

7、human resource planning is the sum total of the plan formulated for the recruiting ,screening ,compensation ,training ,job structure ,promotion ,and work rules of an organization's human resource.人力資源規(guī)劃是一個組織人力資源招募、甄選、工資、培訓、工作結(jié)構(gòu)、晉升和工作規(guī)則的計劃規(guī)劃的總和。

8.An environmental scan may address a number of external factors: economic ,social ,and

political trends and developments in labor markets；labor relations;governmental affairs； and HR policies and practices in other firms.一個環(huán)境掃描也許能羅列出若干外部因素：

其他公司勞動力市場的經(jīng)濟、社會、政治傾向和發(fā)展、勞動關(guān)系、政府事務、HR政策和實踐。

9、Demand forecasts frequently involve analyzing pas trend and productivity levels ,linking business plans to productivity levels ,and projecting future needs.需求預測頻繁涉及到分析過去的傾向和生產(chǎn)力水平，聯(lián)系經(jīng)營計劃與生產(chǎn)力水平，預測未來的需求。

10、A task is distinct ,identifiable work activity composed of motions ,whereas a duty is a larger work segment composed of several tasks that are performed by an individual.任務是區(qū)分開來的，識別出工作活動運動的構(gòu)成，而職責是一個很大的工作部分，由若干個人執(zhí)行的任務組成。

11、while the job description describes activities to be done in the job, job specifications list the knowledge, skills, and abilities(KSAs)an individual needs perform the job satisfactorily.當工作描述描述工作中要做的活動時，工作規(guī)范列出了個人執(zhí)行令人滿意的工作所需的知識、技能和能力（KSAs）.12、Another method requires that employees “observe ”their own performances by keeping adiary/log of their duties ,nothing how frequently they are performed and the time required for each duty.另一個方法要求雇員“觀察”他們自己的績效，通過記錄他們工作職責的日記/日志，記錄他們執(zhí)行工作的頻率和每個職責需要的時間。

13、Recruiting is the process of generating a pool of qualified applicants for organizational jobs.招聘是一個形成一批符合組織工作的申請者的過程。

14、Also ,it may be cheaper to recruit professionals such as accountants or computer programmers from outside than to train less skilled people promoted from within the organization.同樣,它從外面招募專業(yè)人士如會計和電腦程序員是可能比培訓來自組織內(nèi)部晉升的低技能的人更便宜。

15、When employees' bids are turned down ,they should have discussion with their supervisors or someone in the HR area regarding the knowledge , skills , and abilities they need in order to improve their opportunitiesin the future.當員工的報價被拒絕,他們應該與他們的上級或人事專員關(guān)于他們?yōu)榱颂岣咚麄兊奈磥淼臋C遇所需要的知識、技能和能力進行討論。

16、The computer at Grate Western can also be used to give a realistic job preview, test applicants on change-making skills, and record applicants verbal responses to simulated angry customers.計算機在大西部也可以用來給一個現(xiàn)實的工作預覽,測試申請者在改變制造技能,并記錄申請人口頭回應模擬憤怒的客戶。

17、A selection interview is designed to assess job-related knowledge, skills, and abilities(KSAs)and clarify information from other sources.選拔性面談指在評估與工作相關(guān)的知識、技能和能力(KSAs)和分清從其他來源的信息。

18、In many cases, the objectives are established by a joint planning session involving both the subordinate and the supervisor.It is strongly recommended that the objectives be tied to the organization’s and department’s mission.在許多情況下,目標是建立在一個聯(lián)合規(guī)劃會議,其中包括下屬和主管。強烈建議目標被綁定到該組織的和部門的使命。

19、A 360-degree feedback system is a performance management process that gathers performance information from multiple parties, including one’s subordinates, peers, supervisor, and customers.一個360度反饋系統(tǒng)是績效管理的過程,從多方收集績效信息,包括你的下屬,同事、上司、客戶.20、Transference.The more closely the demands of the training program match the demands of the job, the faster a person learns to master the job.遷移法。越密切的訓練計劃的要求匹配任務的需求,一個人就越快學會掌握工作。

21、Coaching is similar to apprenticeships, although it tends to be less formal than an apprenticeship program because there are few formal classroom sessions and because it is provided when needed rather than being part of a carefully planned program.教練法似于學徒制,盡管它往往傾向于不太正式的一個學徒計劃,因為很少有正式的課堂上,但是因為它是在需要的時候提供而不是精心策劃的計劃的一部分。

連線：

1、Human resource management：the policies, practices, and systems that influence employee’s

behavior, attitudes, and performance.2、Collective bargaining：negotiation between the representatives of organized workers and

their employer or employers to determine wages, hours, rules, and working conditions.3、Outsourcing： an organization’s use of an outside organization for a broad set of services.4、Unemployment compensation： financial compensation for unemployed workers, provided

in the United States chiefly by state governments.5、Internal fit：theconsistency among various HR practices within a firm.6、Job analysis：the process of getting detailed information about jobs.7、Total quality management：an cooperative form of doing business that relies on the talents

and capabilities of both labor and management to continually improve quality and productivity.8、Empowerment：making employees more involved in their jobs by increasing their

participation in decision making.9、downsizing.：reducing the size of an organizational workforce.10、successionplan：he process and actions that aim atidentifyingand developing a pool of

potential successors forsenior or key jobs in the future.11、skills inventories：listings of the skills of all employees in anorganization.12、human resource planning：the process and actions that identifying the need for and availability of human resources so that the organization can meet its objectives.13、task：a distinct, identifiable work activity composed of motions.14、job description：identification of the tasks, duties ,andresponsibilities.15、job analysis：a systematic way to gather and analyze information about the content and the human requirements of jobs are performed.16、job specifications：list the knowledge, skills, and abilities(KSAs)an individual needs to do

the job satisfactorily.17、labor force population：all individuals who are available for selection if all possible recruitmentstrategies as used.18、independent contractors：workers who specific services on a contract basis.19、absenteeism： the failure to report for scheduled work.20、job posting and bidding：a system in which the employer providesnotices of job openings within the organization and employees respond byapplying for specific openings.21、flexible staffing：use of recruiting sources and actually evaluated for selection.22、selection--------the process of choosing individuals whohave relevant qualifications to fill jobs in an organization.23、Realistic Job Preview---------the process through which an interviewer provides a job applicant with an accurate picture of a job.24、reference checks--------a form of BACKGROUND CHECKING.Applicants provide names of individuals who can verify information provided by the applicant and/or provide additional information.25、mental ability--------the capability or capacity to develop and learn mental skills, such as mathematics and verbal comprehension.26、forced distribution-------a method that forces managers to rate a certain percentage of his subordinates as excellent, average, below-average, etc.27、management-by-objectives--------the management of employee’s performance by setting clearly-defined goals and monitoring the achievement of these goals.28、joint planning session---------a meeting between subordinate and supervisor aiming at discussing work objectives and plans.29、career planning---------the designing of the career path of an individual employee.30、downsizing---------the reducing of the number of employees by a company in order to reduce costs.31、self-nomination---------the report of things like one’s needs or problems etc.by oneself.32、transference---------the process of beginning to applythe things learned in training programs to one’s actual work.

第三篇：人力資源管理專業(yè)英語

人力資源管理師專業(yè)英語詞匯 詞匯

中譯詞意 Acceptability可接受性 2 Achievement tests成就測試 3 Action plan行動計劃 Action steps行動步驟 Adventure learning探險學習法 6 Adverse impact負面影響 7 Agency shop工會代理制 Alternative dispute resolution(ADR)建設(shè)性爭議解決方法 9 Analytic approach分析法 10 Appraisal politics評價政治學 11 Apprenticeship學徒制 12 Arbitrary仲裁 Assessment評價 Assessment center評價中心 Attitude awareness and change program態(tài)度認知與改變計劃 16 Attitudinal structuring態(tài)度構(gòu)建 17 Audiovisual instruction視聽教學 18 Audit approach審計法 Balanced scorecard綜合評價卡 20 Basic skills基本技能 Behavior-based program行為改變計劃 22 Behavior modeling行為模擬 23 Benchmarks基準 24 Benchmarking評判 25 Benefits收益 26 Bonus獎金 Boycott聯(lián)合抵制 28 Career職業(yè) Career counseling職業(yè)咨詢 Career curves(maturity curves)職業(yè)曲線（成熟曲線）31 Career management system職業(yè)管理系統(tǒng) 32 Career support職業(yè)支持 33 Centralization集權(quán)化 34 Coach教練

Cognitive ability認知能力

Cognitive outcomes認知性結(jié)果

Collective bargaining process勞資談判過程 38 Community of practice演練小組 39 Compa-ratio比較比率

Compensable factors報酬要素 41 Competency assessment能力評估 42 Competitive advantage競爭優(yōu)勢 43 Concentration strategy集中戰(zhàn)略

Concurrent validation同時效度

Consumer price index, CPI消費者價格指數(shù) 46 Content validation內(nèi)容效度 47 Continuous learning持續(xù)學習48 Contributory plan投入計劃 49 Coordination training合作培訓

Core competencies核心競爭力 51 Criterion-related validity效標關(guān)聯(lián)效度 52 Critical incident關(guān)鍵事件

Critical incident method關(guān)鍵事件法 54 Cross-cultural preparation跨文化準備 55 Cross-training交叉培訓 56 Cultural environment文化環(huán)境 57 Cultural shock文化沖擊 58 Customer appraisal顧客評估 59 Data flow diagram數(shù)據(jù)流程圖 60 Database數(shù)據(jù)庫

Decentralization分散化

Decision support systems決策支持系統(tǒng) 63 Defined-benefit plan養(yǎng)老金福利計劃

Defined-contribution plan資方養(yǎng)老金投入計劃 65 Delayering扁平化 66 Depression沮喪

Development planning system開發(fā)規(guī)劃系統(tǒng) 68 Differential piece rate差額計件工資 69 Direct costs直接成本 70 Discipline紀律

Disparate impact差別性影響 72 Disparate treatment差別性對待 73 Diversity training多元化培訓 74 Downsizing精簡

Downward move降級

Efficiency wage theory效率工資理論

Electronic performance support system(EPSS)電子績效支持系統(tǒng) 78 Employee empowerment員工授權(quán) 79 Employee leasing員工租借

Employee survey research雇員調(diào)查與研究

Employee wellness programs(EWPs)雇員健康修煉計劃 82 Entrepreneur企業(yè)家

Equal employment opportunity(EEO)公平就業(yè)機會 84 Essay method書面方式 85 Ethics道德

Expatriate外派雇員 87 Expert systems專家系統(tǒng) 88 External analysis外部分析

External growth strategy外邊成長戰(zhàn)略 90 External labor market外部勞動力市場 91 Factor comparison system因素比較法 92 Feedback反饋

Flexible benefits plans(cafeteria plans)靈活的福利計劃（自助福利方案）94 Flextime靈活的時間

Forecasting（勞動力供求）預測

Formal education programs正規(guī)教育計劃 97 Frame of reference參照系

Functional job analysis, FJA職能工作分析 99 Gain sharing plans收益分享計劃 100 Globalization全球化 101 Goals目標

Goals and timetables目標和時間表

Graphic rating-scale method圖式評估法 104 Group-building methods團隊建設(shè)法 105 Group mentoring program群體指導計劃 106 Hay profile method海氏剖析法

High-leverage training高層次培訓

High-performance work systems高績效工作系統(tǒng)

Hourly work計時工資制 110 Human capital人力資本

Human resource information system(HRIS)人力資源信息系統(tǒng) 112 Human resource management人力資源管理 113 Human resources planning, HRP人力資源計劃 114 Indirect costs間接成本

Individualism/collectivism個人主義/集體主義 116 Input投入

Instructional design process指導性設(shè)計過程 118 Internal analysis內(nèi)部分析

Internal growth strategy內(nèi)部成長戰(zhàn)略 120 Internal labor force內(nèi)部勞動力

Internet互聯(lián)網(wǎng)

Internship programs實習計劃

Interview面試

Intraorganizational bargaining組織內(nèi)談判 125 Job analysis工作分析

Job classification system工作分類法 127 Job description工作描述 128 Job design工作設(shè)計

Job enlargement工作擴大化 130 Job enrichment工作豐富化 131 Job evaluation工作評價

Job experiences工作經(jīng)驗 133 Job involvement工作認同

Job posting and bidding工作張貼和申請 135 Job progressions工作提升

Job ranking system工作重要性排序法 137 Job rotation工作輪換 138 Job satisfaction工作滿意度 139 Job specification工作規(guī)范 140 Job structure工作結(jié)構(gòu) 141 Key jobs關(guān)鍵工作

Labor market勞動力市場

Labor relations process勞動關(guān)系進程

Leaderless group discussion無領(lǐng)導小組討論法 145 Learning organization學習型組織

Long-term-short-term orientation長期-短期導向 147 Maintenance of membership會員資格維持 148 Management by objectives, MBO目標管理 149 Management forecasts管理預測

Management prerogatives管理特權(quán)

151 Manager and / or supervisor appraisal經(jīng)理和/或上司評估 152 Managing diversity管理多元化 153 Markov analysis馬克夫分析法 154 Mediation調(diào)解 155 Mentor導師

156 Merit guideline績效指南 157 Minimum wage最低工資

158 Motivation to learn學習的動機

159 Needs assessment（培訓）需要評價 160 Negligence疏忽 161 Nepotism裙帶關(guān)系

162 Ombudsman調(diào)查專員

163 On-the-job training, OJT在職培訓 164 Opportunity to perform實踐的機會 165 Organizational analysis組織分析 166 Organizational capability組織能力 167 Orientation導向培訓

168 Outplacement counseling重新謀職咨詢 169 Output產(chǎn)出

170 Outsourcing外包

171 Panel interview小組面試

172 Pay-for-performance standard按績效的報酬標準 173 Pay grade工資等級 174 Pay level工資水平

175 Pay-policy line工資政策線 176 Pay structure工資結(jié)構(gòu) 177 Peer appraisal同事評估

178 Performance appraisal績效評價 179 Performance feedback績效反饋

180 Performance management績效管理

181 Performance planning and evaluation(PPE)績效規(guī)劃與評價系統(tǒng) 182 Perquisites津貼

183 Person analysis個人分析

184 Person characteristics個人特征 185 Personnel selection人員甄選 186 Point system積分法

187 Position analysis questionnaire, PAQ職位分析問卷調(diào)查 188 Power distance權(quán)力差距 189 Predictive validation預測效度 190 Profit sharing利潤分享 191 Promotion晉升

192 Protean career多變的職業(yè)

193 Psychological contract心理契約 194 Psychological support心理支持 195 Range spread工資范圍跨度 196 Readability易讀性

197 Readiness for training培訓準備 198 Reasoning ability推理能力 199 Recruitment招募

200 Reengineering流程再造

201 Relational database關(guān)聯(lián)數(shù)據(jù)庫 202 Reliability信度

203 Repatriation歸國準備

204 Replacement charts替換表

205 Request for proposal(REP)（培訓）招標書 206 Return on investment(ROI)投資回報 207 Role ambiguity角色模糊

208 Role analysis technique角色分析技術(shù) 209 Role play角色扮演

210 School-to-work從學校到工作 211 Selection甄選

212 Self-appraisal自我評估 213 Self-efficacy自信心

214 Situational interview情景面試 215 Skill-based pay技能工資 216 Skill inventories技能量表 217 Specificity明確性 218 Spot bonus即時獎金

219 Staffing tables人員配置表

220 Strategic choice戰(zhàn)略選擇

221 Strategic congruence戰(zhàn)略一致性

222 Strategic human resource management(SHRM)戰(zhàn)略性人力資源管理 223 Strategy formulation戰(zhàn)略形成 224 Strategy implementation戰(zhàn)略執(zhí)行 225 Task analysis任務分析

226 Team leader training團隊領(lǐng)導培訓

227 360-degree feedback process 360度反饋過程 228 Total quality management(TQM)全面質(zhì)量管理 229 Training培訓

230 Training administration培訓管理 231 Training outcomes培訓結(jié)果 232 Transaction processing事務處理 233 Trend analysis趨勢分析 234 Utility效用

235 Utility analysis效用分析

236 Validity效度 237 Verbal comprehension語言理解能力 238 Vesting既得利益

239 Virtual reality現(xiàn)實虛擬 240 Voicing發(fā)言

241 Wage and salary survey薪資調(diào)查 242 Wage-rate compression工資壓縮 243 Web-based training網(wǎng)上培訓

244 Work permit/ work certificate就業(yè)許可證 245 World Wide Web萬維網(wǎng) 246 Yield ratio成功率

人力資源管理:(Human Resource Management ,HRM)人力資源經(jīng)理:(human resource manager)高級管理人員:(executive)職業(yè):(profession)道德標準:(ethics)操作工:(operative employees)專家:(specialist)人力資源認證協(xié)會:(the Human Resource Certification Institute,HRCI)外部環(huán)境:(external environment)內(nèi)部環(huán)境:(internal environment)政策:(policy)企業(yè)文化:(corporate culture)目標:(mission)股東:(shareholders)非正式組織:(informal organization)跨國公司:(multinational corporation,MNC)管理多樣性:(managing diversity)工作:(job)職位:(posting)工作分析:(job analysis)工作說明:(job description)工作規(guī)范:(job specification)工作分析計劃表:(job analysis schedule,JAS)職位分析問卷調(diào)查法:(Management Position Description Questionnaire,MPDQ)行政秘書:(executive secretary)地區(qū)服務經(jīng)理助理:(assistant district service manager)人力資源計劃:(Human Resource Planning,HRP)戰(zhàn)略規(guī)劃:(strategic planning)長期趨勢:(long term trend)要求預測:(requirement forecast)供給預測:(availability forecast)管理人力儲備:(management inventory)裁減:(downsizing)人力資源信息系統(tǒng):(Human Resource Information System,HRIS)招聘:(recruitment)員工申請表:(employee requisition)招聘方法:(recruitment methods)內(nèi)部提升:(Promotion From Within ,PFW)工作公告:(job posting)廣告:(advertising)職業(yè)介紹所:(employment agency)特殊事件:(special events)實習:(internship)選擇:(selection)選擇率:(selection rate)簡歷:(resume)標準化:(standardization)有效性:(validity)客觀性:(objectivity)規(guī)范:(norm)錄用分數(shù)線:(cutoff score)準確度:(aiming)業(yè)務知識測試:(job knowledge tests)求職面試:(employment

t interview)非結(jié)構(gòu)化面試:(unstructured interview)結(jié)構(gòu)化面試:(structured interview)小組面試:(group interview)職業(yè)興趣測試:(vocational interest tests)會議型面試:(board interview)組織變化與人力資源開發(fā)

人力資源開發(fā):(Human Resource Development,HRD)培訓:(training)開發(fā):(development)定位:(orientation)訓練:(coaching)輔導:(mentoring)經(jīng)營管理策略:(business games)案例研究:(case study)會議方法:(conference method)角色扮演:(role playing)工作輪換:(job rotating)在職培訓:(on-the-job training ,OJT)媒介:(media)企業(yè)文化與組織發(fā)展

企業(yè)文化:(corporate culture)組織發(fā)展:(organization development,OD)調(diào)查反饋:(survey feedback)質(zhì)量圈:(quality circles)目標管理:(management by objective,MBO)全面質(zhì)量管理:(Total Quality Management,TQM)團隊建設(shè):(team building)職業(yè)計劃與發(fā)展 職業(yè):(career)職業(yè)計劃:(career planning)職業(yè)道路:(career path)職業(yè)發(fā)展:(career development)自我評價:(self-assessment)職業(yè)動機:(career anchors)績效評價:(Performance Appraisal,PA)小組評價:(group appraisal)業(yè)績評定表:(rating scales method)關(guān)鍵事件法:(critical incident method)排列法:(ranking method)平行比較法:(paired comparison)硬性分布法:(forced distribution method)暈圈錯誤:(halo error)寬松:(leniency)嚴格:(strictness)反饋:(-degree feedback)敘述法:(essay method)集中趨勢:(central tendency)報酬與福利

報酬:(compensation)直接經(jīng)濟報酬:(direct financial compensation)間接經(jīng)濟報酬:(indirect financial compensation)非經(jīng)濟報酬:(no financial compensation)公平:(equity)外部公平:(external equity)內(nèi)部公平:(internal equity)員工公平:(employee equity)小組公平:(team equity)工資水平領(lǐng)先者:(pay leaders)現(xiàn)行工資率:(going rate)工資水平居后者:(pay followers)勞動力市場:(labor market)工作評價:(job evaluation)排列法:(ranking method)分類法:(classification method)因素比較法:(factor comparison method)評分法:(point method)海氏指示圖表個人能力分析法:(Hay Guide Chart-profile Method)工作定價:(job pricing)工資等級:(pay grade)工資曲線:(wage curve)工資幅度:(pay range)福利和其它報酬問題 福利(間接經(jīng)濟補償)員工股權(quán)計劃:(employee stock ownership plan,ESOP)值班津貼:(shift differential)獎金:(incentive compensation)分紅制:(profit sharing)安全與健康的工作環(huán)境 安全:(safety)健康:(health)頻率:(frequency rate)緊張:(stress)角色沖突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)員工和勞動關(guān)系 工會:(union)地方工會:(local union)行業(yè)工會:(craft union)產(chǎn)業(yè)工會:(industrial union)全國工會:(national union)談判組:(bargaining union)勞資談判:(collective bargaining)仲裁:(arbitration)罷工:(strike)內(nèi)部員工關(guān)系:(internal employee relations)紀律:(discipline)紀律處分:(disciplinary action)申訴:(grievance)降職:(demotion)調(diào)動:(transfer)晉升:(promotion)

第四篇：餐廳收銀員工作說明書 人力資源管理 - 副本

招聘與選拔椀峰

餐廳收銀員（學生職工）工作說明書

一、基本資料

崗位名稱：餐廳收銀員（學生職工）崗位評價：崗位編碼：定員標準：7直接上級：財務部經(jīng)理所屬部門：財務部

二、崗位職責

（一）概述：在全職收銀員和財務部經(jīng)理的帶領(lǐng)下，負責餐廳收銀工作，幫助客人點餐和快速結(jié)賬。

（二）工作職責

1、服從上級管理，認真完成完成上級交給的各項任務。

2、嚴格執(zhí)行部門的工作制度按照部門的服務標準、操作規(guī)范和服務程序為客人服務。

3、正確迅速結(jié)賬，熟練酒水與餐點收銀機、驗鈔機、刷卡機的操作，價格的輸入，小票的開具。

4、熟悉菜單、酒單和餐廳的促銷活動，積極向顧客推銷。

5、親切待客，語言溫和，態(tài)度親和，方法適合，適宜的儀容儀表。

6、迅速服務，為顧客提供咨詢和禮儀服務，了解餐廳結(jié)構(gòu)與布局，幫助客人就快速找到位子。17、準確迅速點收貨款，妥善保管好營業(yè)款，在規(guī)定時間內(nèi)交款，確保貨款安全。

8、與同事做好交接班工作，對重要信息要及時反饋或通知給相關(guān)人員，做好對重要信息的傳遞、整理及備案的工作

9、做到經(jīng)常檢查、保養(yǎng)好收銀設(shè)備，在下班前確認電源關(guān)閉。

10、工作中發(fā)現(xiàn)問題及時向領(lǐng)班或上級匯報。

11、熱愛集體，積極配合其它部門的工作。

三、崗位權(quán)限

1、有對上級部門提出合理化建議和意見的權(quán)利

2、可以對餐廳其它部門和活動安排提出合理化建議

四、勞動條件和勞動環(huán)境

本崗位屬于手工和腦力工作，室內(nèi)坐姿進行。屬于較輕體力勞動。工作環(huán)境溫、濕度適中，無噪音粉塵污染，照明條件良好.五、任職要求

1、必須是云南財經(jīng)大學在校大學生

1、身體健康，有一定空余時間。

2、具備一定的靈活應變能力，溝通能力，較強的執(zhí)行力

3、嚴謹、細心，善于發(fā)現(xiàn)問題，良好的服務意識與心態(tài)的產(chǎn)品

六、績效管理

從德、能、勤、績四個方面對員工進行考核，以領(lǐng)導評定為主自我評定和同級評定為輔。本崗位工作考核的內(nèi)容：

1、德：（1）良好的職業(yè)道德修養(yǎng)，愛崗敬業(yè)，忠于職守。

（2）服務態(tài)度良好，儀態(tài)端莊，禮儀標準。

2、能：（1）處理突發(fā)事件能力，（2）熟悉各項設(shè)備和軟件的操作，準確完成收銀工作，收銀款項無差錯

（3）能過較好完成工作的要求；

3、勤：出勤率達100%，如有特殊情況無法出勤，應事先告知上級負責人，及時處理。

4、績：（1）是否按工作計劃和領(lǐng)導指令圓滿完成任務，顧客點餐時間減少。

第五篇：人力資源管理經(jīng)理工作說明書及工作描述

人力資源管理經(jīng)理工作說明書

職位名稱：人力資源部經(jīng)理

管轄人數(shù)：2人

工作內(nèi)容：

1．編制公司人力資源規(guī)劃。

2．負責選拔、配置分公司中層管理人員。

3．組織公司人員招聘。

4．辦理員工人事變動事宜。

5．建立健全公司人力資源管理制度。

6．編制工資計劃；核定分公司工資總額，審查分公司工資管理制度。

7．做好勞動合同的簽訂和管理工作，協(xié)商解決勞動糾紛，代表公司進行勞動訴訟。

8．制訂員工培訓計劃，組織技能考核鑒定和崗位培訓工作。

9．負責公司考勤管理。

10．制訂公司考核制度，定期進和員工考核。

11．負責人力資源管理信息系統(tǒng)的建立，為公司人力資源管理決策提供依據(jù)。

12．負責公司專業(yè)技術(shù)職務的評聘工作。

13．完成上級主管交辦的其他工作。

權(quán)限與責任：

1.權(quán)限：

經(jīng)總經(jīng)理授權(quán)后，可獨立開展人員招聘、錄用及安置工作。

有權(quán)根據(jù)公司有關(guān)規(guī)定對員工進行日常考核并提出獎懲意見；經(jīng)公司批準后，執(zhí)行獎懲決定。

2.責任：

對公司人力資源的合理配置，公司人力資源管理制度的建立健全，建立職務聘任、全員勞動合同制負組織責任。

發(fā)生勞動爭議時，應承擔協(xié)商處理責任。

由于勞動合同的簽訂與管理不善，發(fā)生勞動爭議并給公司造成損失，應負賠償責任及相應的行政責任。

負責公司委托的人力資源管理課題的組織、協(xié)調(diào)和驗收工作。

所受指導：

接受辦公室主任的行政領(lǐng)導，業(yè)務上由總經(jīng)理直接指導，具體工作任務和目標由總經(jīng)理下達。所予指導：

1．指導分公司健全人力資源管理制度。

2．指導分公司合理配置人力資源。

3．指導分公司制訂并完善工資、獎勵制度。

4．指導分公司制訂并實施員工培訓計劃。

任職資格：

1．年齡區(qū)間：32-38歲

2．性別：無特殊要求

3．教育背景

所需最低學歷：大學專科

專業(yè)：人事管理或相關(guān)專業(yè)

4．培訓

培訓科目：現(xiàn)代人力資源管理技術(shù)，勞動法，公司歷史

培訓時限：三個月

5．經(jīng)驗：從事人力資源管理實務工作五年以上

6．技能：具有獨立從事公司人力資源管理實務工作的能力，能夠運用物知識，解決比較復雜的人事管理實際問題，較強的組織協(xié)調(diào)能力。

7．體能：無特殊要求

8．晉升趨勢：暫無

人力資源經(jīng)理工作描述

所屬部門：人力資源部職位系列：管理

職位關(guān)系：

直接上級：分管的副總經(jīng)理

直接下級：人力資源部副經(jīng)理、人力資源部經(jīng)理助理、招聘經(jīng)理、培訓經(jīng)理、人力資源咨詢顧問、員工配置管理員、勞動關(guān)系管理員、績效管理員、培訓管理員、薪酬福利管理員等平行協(xié)調(diào)：總經(jīng)理辦公室主任、后勤事務部經(jīng)理、財務部經(jīng)理、銷售部經(jīng)理、生產(chǎn)部經(jīng)理和技術(shù)部經(jīng)理(具體可見公司組織機構(gòu)圖)

職位描述：

1．在總經(jīng)理的授權(quán)下，在分管副總的指導下，全面負責公司人力資源管理工作。

2．制定人力資源部工作目標與工作計劃，經(jīng)審核后實施。

3．組織草擬公司中長期人力資源發(fā)展戰(zhàn)略與人力資源計劃。

4．根據(jù)人力資源計劃組織招聘工作及審核員工內(nèi)部調(diào)配方案。

5．負責審核人員的調(diào)入、招聘、辭退、辭職、調(diào)出、停薪留職等。

6．負責制定、修訂及執(zhí)行公司人事管理制度，健全人力資源管理的各項基礎(chǔ)資料。

7．制定員工考核辦法和薪資管理方案，經(jīng)批準后組織實施，指導各部門的考核工作。

8．負責組織本公司人力資源開發(fā)、職業(yè)規(guī)劃與培訓工作。

9．負責員工的配置管理，并定期向高層提供員工滿意度分析報告及建議。

10．負責協(xié)調(diào)本部門與其他部門的工作關(guān)系。

11．完成領(lǐng)導臨時交辦的其他工作任務。

職位責任：

1．責任范圍：承擔公司人力資源管理的全部責任。

2．失誤責任：(見公司相關(guān)規(guī)定)

3．責任大小：大