1. The analysis of the number of people leaving the organization (labor turnover of wastage) provides data for use in supply forecasting .
1.对离开组织的人数(浪费的劳动力周转率)的分析提供了用于供应预测的数据。
2. Demand forecasting is the process of estimating the future numbers of people required and the likely skills and competences they will need.
2.需求预测是估计未来所需人员数量以及他们可能需要的技能和能力的过程。
3. The external labor markets are the external local, regional, national and international markets from which different sorts of people can be recruited.
3.外部劳动力市场是外部的本地、区域、国内和国际市场，可以从这些市场中招聘不同类型的人才。
4. From tapping the global labor force to formulating selection, training, and compensation policies for expatriate employees managing globalization will thus be a major HR challenge in the next few years.
4.从开发全球劳动力到为管理全球化的外籍员工制定选拔、培训和薪酬政策，将是未来几年人力资源的一大挑战。
5. The pressure for improved performance to meet more intense global competition explains why many organizations are seeing higher standards for employees.
5.提高绩效以应对更激烈的全球竞争的压力解释了为什么许多组织都看到了对员工的更高标准。
6. People also leave organizations voluntarily to further their careers, get more money or move away from the district.
6.人们也会自愿离开组织，以进一步发展自己的职业生涯，获得更多的钱或搬离该地区。
7. Organizational release activities deal with redundancy, outplacement, dismissal, voluntary turnover and retirement.
7.组织释放活动涉及裁员、安置、解聘、自愿离职和退休。
8. Once a labor dispute occurs, the party that has objections to the ruling of the labor arbitration committee can bring the case to a peoples court.
8. 发生劳动争议后，对劳动仲裁委员会的裁定有异议的一方可以向人民法院提起诉讼。
9. A training or a learning specification breaks down the broad duties contained in the job description into the detailed tasks that must be carried out.
9.培训或学习规范将工作描述中包含的广泛职责分解为必须执行的详细任务。
10. The halo effect is the tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits.
10.光环效应是指评估者倾向于让对一个人对某一特征的评价影响他或她对该人对其他特征的评价。
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