1. Human resource management refers to the practices and policies you need to carry out the people or personnel aspects of your management job.
1.人力资源管理是指执行管理工作的人员或人事方面所需的实践和政策。
2. Labor turnover rates provide a valuable means of the benchmarking effectiveness of HR policies and practices in organizations.
2.劳动力流动率为组织中人力资源政策和实践的基准有效性提供了一种有价值的手段。
3. Labor turnover can be costly. Direct cost of recruiting and training replacements should be considered.
3.劳动力流动可能代价高昂。应考虑招聘和培训替代人员的直接成本。
4. Business process re-engineering techniques are deployed as instruments for downsizing .
4.部署业务流程重组技术通常用作裁员工具。
5. Evaluations also fulfill the purpose of providing feedback to employees on how the organization views their performance.
5.评估还实现了向员工提供关于组织如何看待其绩效的反馈的目的。
6. The output of the job analysis should be a training or learning specification.
6.工作分析的结果应为培训或学习规范。
7. Coaching is a personal on-the-job technique designed to develop individual skills, knowledge, and attitudes.
7.教练是一种个人在职技术，旨在发展个人技能、知识和态度。
8. Extrinsic rewards include direct compensation, indirect compensation,and nonfinancial rewards.
8.外在报酬包括直接报酬、间接报酬和非财务报酬。
9. Flexible benefits allow employees to pick and choose from among a menu of benefit options.
9.灵活的福利允许员工从福利选项菜单中挑选。
10. China’s economic reformers have used material incentives in order to stimulate performance.
10.中国的经济改革者使用物质激励来刺激业绩。
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