The Compehensive Dictionary of HR Terms To Know [In 2024]
2024 年人力资源术语综合词典必知

Just like HR acronyms and abbreviations, knowing how to employ HR terms is an integral part of working in human resources.    
如同熟悉人力资源领域的缩略语和缩写，掌握并运用人力资源术语是从事该行业的核心要素。

This article unpacks 93 HR terms, including a usage example for each. It’s a handy reference to refer to the next time you encounter an unfamiliar term.
本文详细解读了 93 个人力资源专业术语，并针对每个术语附上了应用实例。下次当你碰到陌生的 HR 术语时，这份资料将是一个实用的查阅工具。

Contents 目录
Compensation & Benefits terms 薪资与福利条件
Digital HR terms 数字时代的人力资源术语
Diversity, Equity, Inclusion & Belonging terms 多元化、公平性、包容性及归属感相关术语
HR Generalist terms 人力资源通用术语
HR Metrics and People Analytics terms 人力资源指标与人才分析术语
Learning & Development terms 培训与发展术语
Organizational Development terms 组织发展相关术语
Talent Acquisition & Recruitment terms 招聘与人才引进术语
Talent Management terms 人才管理相关术语

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[HR]: Human Resources [HR]: 人力资源

The Shoulder to Cry On, the Welcoming Ambassador, the Strategic Navigator, the Growth Coach, and the Policy Pro. These are just a few of the many roles HR plays in organizational success. 
肩负慰藉、热情迎宾、战略引航、成长导师及政策专家，这些仅是人力资源在组织成功中扮演的众多角色之一隅。

HR might not always be seen as the main character, but if you look behind the scenes, you will undoubtedly see and recognize HR’s business impact and contribution to the workplace. 
HR 虽不常被视为主角，但深入幕后，其对企业的影响及对职场的贡献便显而易见。

In order to effectively play all of these roles and more, HR practitioners need to stay on top of the latest developments in their field and keep fine-tuning and building their skill set. This can take many forms, from taking a course or certificate program like the ones we offer at AIHR to simply brushing up on their knowledge of (the latest) HR terms.
为了有效履行这些职责并扩展更多职能，HR 专业人士必须紧跟领域内的最新动态，持续优化和提升个人技能。这包括多种方式，比如参加我们 AIHR 提供的培训课程或认证项目，或是简单地更新对最新 HR 术语的掌握。

As for the latter, this article is a great place to start.
对于后者而言，这篇文章是一个绝佳的入门起点。

HR terms list 人力资源术语清单

Compensation & Benefits terms
薪资与福利条款

1. Broadbanding 宽带技术

Broadbanding combines several similar job categories into the same pay band. This gives organizations a wider range of payment options and creates space for lateral moves and horizontal career growth.
宽带化是将多个相似职位归并到同一薪资等级中，使组织在薪酬设置上拥有更多灵活性，并促进员工横向调动及职业水平的拓展。

• HR term example: “Broadbanding offers flexibility in employee compensation and encourages people to develop new skills to move higher within the pay range.”
  “宽带薪酬制度赋予员工薪酬更多灵活性，激励他们通过掌握新技能，实现在薪资范围内的晋升。”

2. Compa ratio 2. 对比率

Compa ratio, also known as a comparative ratio, is a metric that compares an individual’s or group’s salary to the midpoint of a defined salary range.
比较比率，又称对比比率，是衡量个人或团体薪资与既定薪资区间中位数差距的指标。

• HR term example: “The HR department analyzed the compa ratio to assess the fairness of our salary distributions.”
  “人力资源部分析了薪酬比率，以评估我们薪资分配的公平性。”

3. Compassionate leave  3. 带薪病假

Compassionate leave is a type of absence granted by the employer to give employees the time they need to deal with a personal or family emergency.
同情假是由雇主批准的一种休假，让员工有时间应对个人或家庭的紧急情况。

• HR term example: “Compassionate leave is not the same as bereavement leave. It can include personal health issues, emotional recovery, or challenges in the employee’s family life.”
  “带薪休假与丧假不同，它涵盖了个人健康问题、情感恢复及员工家庭生活中的各种挑战。”

4. Discretionary benefits
4. 弹性福利

Discretionary benefits are benefits that employers choose to offer their employees, although they are not legally required to do so. Offering discretionary benefits aims to attract, retain, and engage people beyond the basic legal requirements.
酌情福利是雇主自愿提供给员工的福利，虽非法律强制，但此举旨在超越法定标准，以吸引、留住并激励员工。

• HR term example: “Examples of discretionary benefits include remote work options, employee discounts, employee wellness programs, educational assistance, and commuter benefits.”
  “酌情福利的实例有：远程办公选择、员工优惠、健康促进计划、教育补贴及通勤补助。”

5. Garden leave 5. 园艺假期

Garden leave refers to a period during which an employee is paid to stay away from work, typically after resignation, to prevent them from starting a similar job or sharing sensitive company information.
花园假期是指员工在辞职后，被支付工资而无需上班的一段时间，此举通常是为了防止他们立即从事类似工作或泄露公司的敏感信息。

• HR term example: “After he resigned as a derivatives trader in a large American investment bank, Jayden used his 2-month garden leave to travel and do a yoga teacher training.”
  “Jayden 在一家大型美国投资银行离职后，利用两个月的花园休假期间，去旅行并参加了瑜伽教师培训课程。”

6. Internal equity 6. 内部权益均衡

Internal equity refers to the fairness of pay and benefits within an organization, ensuring that compensation is consistent with the value of each role and employee contribution.
内部公平性涉及组织内部薪酬与福利的公正分配，确保员工的报酬与其职位价值和贡献相匹配。

• HR term example: “The HR team reviewed salaries to address concerns regarding internal equity among departments.”
  “人力资源团队审核了薪资，旨在应对各部门间内部公平问题所引发的关切。”

7. Paid time off
7. 有薪假期

Paid time off (PTO) is the personal time employees take and spend while in employment while still getting paid for the days taken. PTO policies can be structured in many ways but typically combine vacation, sick, and personal days. 
带薪休假（PTO）指的是员工在受雇期间可以享受的个人休假，休假期间工资照发。PTO 政策形式多样，一般会整合假期、病假和个人事假。

• HR term example: “In France, employees get a minimum of 30 PTO days per year while most people in the US only get 15 paid-off days per year on average.”
  “法国员工每年至少可获得 30 天带薪休假，相比之下，美国员工平均每年仅享有 15 天带薪休假。”

8. Payroll audit 8. 薪资审计核查

A payroll audit is an analysis of a company’s payroll data, documents, and processes to ensure accuracy. Most payroll audits are internal checks and, depending on the size of the organization and the extent of the audit, can take a few minutes to a few weeks.
薪酬审计是对企业薪酬数据的审查，涉及文档和流程的核验，旨在确保准确无误。此类审计多为内部自查，其耗时视企业规模及审计深度而定，短则数分钟，长则可达数周。

• HR term example: “While the payroll department is responsible for running the payroll audits, HR still needs to be involved to ensure accuracy.”
  “虽然薪酬部门负责执行薪酬审计，人力资源部门仍需介入以确保精确无误。”

9. Salary range penetration
9. 薪资区间的涵盖度

Salary range penetration is a compensation metric that looks at an employee’s salary in relation to the entire pay band, not just the midpoint (like the compa ratio).
薪资带渗透率是一项薪酬衡量指标，它关注员工薪资在整体薪资带中的位置，而非仅限于中点（类似于薪酬比率的做法）。

• HR term example: “Salary range penetration helps HR understand and manage pay differences in their organization.”  
  薪资范围的渗透有助于人力资源部门理解和调控组织内部的薪酬差距。

10. Supplemental pay 10. 额外补贴

Supplemental pay is pay that employees receive in addition to their regular base salary. It includes overtime pay, bonuses, sick leave payments, tips, commissions, and anything else paid in addition to someone’s regular earnings.    
补充薪酬是指员工除基本工资外获得的额外报酬，涵盖加班费、奖金、病假工资、小费、佣金等，均属于正常收入之外的额外支付。

• HR term example: “HR practitioners need to be aware of the key role supplemental pay can play in motivating employees.” 
  “人力资源专业人士应当认识到，补充薪酬对于激发员工积极性具有重要作用。”

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Digital HR terms 数字化人力资源术语

11. Digital HR 11. 数字人力资源

Digital HR is a form of process optimization that is cloud-first, mobile-first, data-driven, and collaborative and that aims to make HR more effective, efficient, and connected.
数字化人力资源是一种流程优化方式，它以云计算和移动技术为基础，强调数据驱动和协作，旨在提升人力资源的效能、效率和互联性。

• HR term example: “Digital HR aligns culture, talent, structure, and processes to create a balance between innovation and efficiency.”
  “数字化人力资源整合文化、人才、组织结构及流程，旨在实现创新与效率的和谐平衡。”

12. Employee listening strategy
第 12 条：员工意见听取策略

An employee listening strategy is an orchestrated effort to collect regular feedback from employees to understand their desires and needs and to identify and tackle potential issues proactively.  
员工倾听策略是一种精心策划的行动，通过定期收集员工反馈，深入了解他们的需求与期望，并主动发现并解决可能出现的问题。

• HR term example: “An effective employee listening strategy ideally involves a continuous conversation between managers and their team members.” 
  人力资源术语示例：“理想的员工倾听策略应包含管理者与团队成员间持续不断的交流。”

13. HR automation 13. 人事管理自动化

HR automation is a way of digitalizing, automating, and streamlining repetitive and laborious HR tasks using software.
人力资源自动化通过软件实现人力资源任务的数字化、自动化和简化，有效减轻了重复性工作的负担。

• HR term example: “HR automation can free up time for HR practitioners to focus on more strategic work while improving efficiency and security.”
  “人力资源的自动化能够释放从业者的时间，让他们得以聚焦于更具战略意义的工作，同时提升效率与保障安全。”

14. HR Chatbot 14. HR 聊天机器人

An HR chatbot is an AI-driven virtual assistant that handles various HR functions, such as offering support, answering basic questions, and performing simple tasks. 
人力资源聊天机器人是一种人工智能驱动的虚拟助手，它能够处理多种人力资源工作，比如提供帮助、解答基础疑问以及完成简单任务。

• HR term example: “There are different types of HR Chatbots, including recruitment chatbots, onboarding chatbots, HR analytics chatbots, and (many) more.”
  “人力资源领域的聊天机器人种类繁多，涵盖了招聘、入职、人力资源分析等多个方面，还有更多细分类型。”

15. Human Resources Information System
15. 人事信息管理系统

A Human Resources Information System (HRIS) is a type of people management software that collects, manages, stores, and processes employee data.
人力资源信息系统（HRIS）是一种人员管理软件，它负责收集、管理、存储并处理员工的各项数据。

• HR term example: “An HRIS helps organizations manage and automate key HR processes such as payroll, benefits administration, employee self-service, and more.” 
  “人力资源信息系统（HRIS）助力组织高效管理并自动化核心人力资源流程，包括薪酬发放、福利管理、员工自助服务等多个方面。”

16. HR tech stack
16. 人事管理技术平台

An HR tech stack is a collection of strategically integrated software, platforms, and apps that improve and expand various HR functions.
人力资源技术栈是一系列战略性集成的软件、平台及应用，用于优化和拓展人力资源的各项功能。

• HR term example: “Common software categories of an HR tech stack include core HR solutions, recruiting technology, and software related to employee experience.”
  “HR 技术栈中的常见软件类别涵盖核心人力资源系统、招聘技术和员工体验相关软件。”

17. Voice of the Employee
17. 员工心声

Voice of the Employee (VoE) refers to a structured process for detecting and assessing employee concerns or issues.
员工之声（VoE）是一种系统化的流程，旨在识别和评估员工所关心的问题或疑虑。

• HR term example: “Voice of the Employee forms the basis of an organization’s employee listening strategy. It gives employees the opportunity to share their opinions freely.”     
  人力资源术语示例：“员工的声音是组织倾听员工策略的基石，它赋予员工自由表达意见的空间。”

Diversity, Equity, Inclusion & Belonging terms
多元、公平、包容与归属感相关术语

18. Adverse impact 18. 负面影响

Adverse impact, also known as disparate impact, in the workplace, refers to employment policies and practices that seem neutral but disproportionately negatively affect certain groups of people.
不利影响，又称差异性影响，在工作场所中，指的是表面上看似中立的雇佣政策和实践，实际上却对某些特定群体产生了不成比例的负面影响。

• HR term example: “Adverse impact can occur in, for example, hiring, promotion, learning and development, and performance appraisals.”
  “不利影响可能出现在招聘、晋升、培训发展及绩效考核等环节。”

19. Affinity bias 19. 亲近性偏见

Affinity bias is the unconscious human tendency to naturally like people with similar beliefs, backgrounds, and interests.   
亲和偏见是指人们无意识中更倾向于喜欢那些与自己有着相似信念、背景和兴趣的人。

• HR term example: “Affinity bias may look like a manager promoting someone on their team simply because they share the same passion for playing golf.”
  “亲和偏差的典型表现是：经理可能因为团队成员与他有共同的高尔夫球爱好，而提拔该成员。”

20. Ageism 20. 老年歧视

Ageism in the workplace refers to employee discrimination based on age. While older workers are more likely to have encountered ageism at work, it happens to younger employees, too. This is called reverse ageism.
职场中的年龄歧视是指根据年龄对员工进行不公平对待。虽然年长员工更常遭遇此类歧视，但年轻员工同样可能遭受逆向年龄歧视。

• HR term example: “Examples of ageism in the workplace include marginalization, reduced training opportunities, (semi) forced retirement, and unequal pay.”
  “职场年龄歧视的例子包括边缘化、培训机会缩减、（半）强制性退休及薪酬不公。”

21. Disparate treatment 21. 差别待遇

Disparate treatment is a form of intentional discrimination against certain groups of people in an organization.
差别对待是指在组织中故意对某些群体实施的歧视行为。

• HR term example: “The difference between disparate treatment and disparate impact is that the former is intentional while the latter is neutral in its description but has a disproportionate impact on protected groups.”
  “差别性待遇与差别性影响的不同之处在于，前者出于故意，而后者虽描述中性，却对受保护群体造成了不成比例的影响。”

22. Horn effect 22. 喇叭效应

 The horn effect is a type of unconscious bias that refers to the human tendency to judge someone based on a single negative trait and have that determine our perception of that person, hence overlooking their positive qualities.
角效应是一种无意识偏见，指人们往往会因为某人身上的一个负面特征而对其整体评价产生偏差，忽略其优点。

• HR term example: “HR can mitigate the horn effect in the organization by, for example, providing bias awareness training for recruiters and hiring managers.”  
  “人力资源部门可通过提供偏见意识培训给招聘人员及管理人员，从而在组织内部减轻光环效应的影响。”

23. Inclusive communication
23. 包容沟通

Inclusive communication in the workplace is an approach to communication that seeks to make all employees feel heard, respected, and able to participate fully.
职场包容性沟通旨在确保每位员工都能感受到被倾听、被尊重，并能全面参与沟通。

• HR term example: “Inclusive communication aims to meet the various needs of all the employees in the organization.” 
  “包容性沟通旨在满足组织中所有员工的不同需求。”

24. Intercultural competence
24. 文化交际能力

Intercultural competence is the ability to develop knowledge, skills, and attitudes to effectively collaborate with people from different cultural backgrounds.
跨文化能力是指培养知识、技能和态度，从而能够与来自不同文化背景的人进行有效合作。

• HR term example: “According to the Intercultural Competence Model, there are five components of intercultural competence: skills, knowledge and comprehension, attitudes, internal outcomes, and external outcomes.”
  “依据跨文化能力模型，跨文化能力由五个部分构成：技能、知识与理解、态度、内在成果和外在成果。”

25. Microaffirmations 25. 细微的肯定行为

Microaffirmations are small gestures anyone can make to show respect for their co-workers daily. Examples include nods, word choices, and facial expressions.
微肯定是每个人每天都能做出的细微举动，用以表达对同事的尊重，比如点头、恰当的措辞和面部表情等。

• HR term example: “Microaffirmations can play an important role in creating an open and inclusive work environment.”  
  “微小的肯定行为对于塑造一个开放且包容的工作环境至关重要。”

26. Proximity bias  26. 接近性偏见

Proximity bias, also known as distance bias, is the penchant leaders tend to have for the people who are physically present or (working) close to them.
邻近偏差，亦称距离偏差，指的是领导者往往更倾向于亲近那些身体上在身边或工作地点较近的人。

• HR term example: “Proximity bias can lead to a situation in which remote employees, in particular, are overlooked and hence put at a significant disadvantage.”
  “亲近偏见可能使远程员工尤其容易被忽略，导致他们处于明显的不利境地。”

27. Undue hardship 27. 过度困难

Undue hardship refers to a situation that may occur when a company needs to take extraordinary measures to accommodate an employee with a disability or other specific needs.
不当困难指的是，当公司为了适应残疾或有其他特殊需求的员工，而不得不采取非常规措施时所面临的情况。

• HR term example: “Factors to consider to determine whether or not a situation qualifies as one of undue hardship includes the nature, cost, and impact of the modification on the organization’s operations.” 
  “判断某一情况是否构成过度困难，需综合考虑调整的性质、成本以及对组织运营的具体影响。”

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HR Generalist terms 人力资源专员术语

28. Employee life cycle 
28. 员工生涯周期

The employee life cycle covers the entire employee journey at a company, from attraction to offboarding and beyond.
员工生命周期包括了员工在公司中的全过程，从招聘到离职再到其后的各个阶段。

• HR term example: “Understanding the employee life cycle and knowing how to engage with people in every stage of that cycle improves the employee experience, increases performance, and leads to better retention.”
  “掌握员工生命周期，并在各阶段有效互动，有助于提升员工体验，提高绩效，进而增强员工留存率。”

29. Job dissatisfaction 29. 工作不满意

Job dissatisfaction refers to a state where employees feel discontented with their roles, often due to factors like poor working conditions, inadequate pay, or misalignment with their career goals.
职业不满是指员工对其工作岗位感到不满足的状态，常因工作环境不佳、薪资不足或与个人职业规划不符等原因引起。

• HR term example: “High job dissatisfaction led many employees to seek positions at companies with better work-life balance.”
  “工作满意度低下促使众多员工转投那些能提供更佳工作生活平衡的公司。”

30. Employment contract 30. 雇佣合同

An employment contract is a formal legal document that outlines the terms of employment and the duties of both the employee and the employer.
劳动合同是正式的法律文件，明确界定了雇佣关系的条款和雇员与雇主各自的责任。

• HR term example: “Before starting their new job, the candidates signed the employment contract outlining their role and salary.”
  “新员工入职前已签订雇佣合同，明确了他们的岗位职责及薪资待遇。”

31. Onboarding 31. 新员工培训

Onboarding is the process through which new hires get familiar with the job, the company, the people, and the organization’s culture where they have just started working. 
入职培训是指新员工了解工作内容、公司环境、同事关系及组织文化的过程。

• HR term example: “Onboarding is a key element in creating the foundation for a lasting employee-employer relationship.”
  入职培训是构筑员工与雇主长期关系基础的关键环节。

32. Employment status 32. 职业状态

Employment status defines a worker’s classification—like full-time, part-time, or freelance—and determines their workplace rights and benefits.
就业状态界定了工作者的类别，比如全职、兼职或自由职业，并由此确定他们享有的工作权利和福利。

• HR term example: “Your employment status affects eligibility for health benefits and other workplace protections.”
  “您的雇佣身份决定您是否有资格享受健康福利及其他职场保障。”

HR tip 人力资源建议

Print out this article once so that you have a handy, fun guide with ‘HR terms to know’ available for everyone in the office. If you’re working remotely, bookmark this page so that you can quickly peek at the list in this article.
打印此文，即可获得一份便捷有趣的“HR 必备术语指南”，方便办公室同仁查阅。若您远程办公，不妨将此页加入书签，以便随时快速浏览本文所列清单。

HR Metrics and People Analytics terms 
人力资源度量与人才分析术语

33. Application completion rate
33. 应用程序完成比例

The application completion rate is a recruitment metric that indicates how many candidates who started the application process completed it.    
申请完成率是衡量招聘效果的指标之一，它揭示了开始申请的候选人中完成整个流程的比例。

• HR term example: “Factors that influence the application completion rate include the complexity of the application, its length, and whether or not it is optimized for mobile.” 
  申请完成率受多种因素影响，如申请表的复杂程度、长度以及是否适配移动端。

34. Attrition rate  34. 员工流失率

The attrition rate is an HR metric that indicates how many employees leave the company – voluntarily or involuntarily – without an immediate replacement.
员工流失率是人力资源的一项关键指标，它反映了在无即时替补的情况下，员工因自愿或非自愿原因离开公司的数量。

• HR term example: “The employee attrition rate is usually shown as a percentage. If the percentage is high, the organization is shrinking.”
  “员工离职率通常以百分比形式展示。若该比例偏高，意味着组织规模正在缩小。”

35. Employee lifetime value 
35. 员工生命周期价值

Employee lifetime value (ELTV) is another important HR metric. It measures the expected future value an employee brings to the company during their entire time there.  
员工终身价值（ELTV）是人力资源管理中的关键指标之一。它评估员工在公司整个工作期间可能创造的预期价值。

• HR term example: “Employee lifetime value is a relatively new concept, but its principles are similar to those of a well-known business metric, namely customer lifetime value.”  
  “员工终身价值这一概念虽属新兴，但其核心理念与广为人知的商业度量——客户终身价值颇为相近。”

36. Dysfunctional turnover 
36. 员工流动功能障碍

Dysfunctional turnover occurs when an organization’s high-performing people leave faster than its employees with a weaker performance.
当组织中高绩效的员工比低绩效员工更快速地离职时，即发生功能失调性流动。

• HR term example: “Dysfunctional turnover is a voluntary type of turnover that negatively impacts a company’s end profit.” 
  “功能失调性离职指员工自愿离职，这种离职对公司的最终盈利产生不利影响。”

37. Headcount planning 37. 员工人数规划

Headcount planning involves strategizing to ensure your organization has the appropriate number of skilled individuals to meet both short-term and long-term organizational needs.
人员规划旨在通过策略性安排，确保组织拥有足够且技能匹配的人才，以应对短期与长期的业务需求。

• HR term example: “HR practitioners, together with the organization’s business leaders and managers, drive the headcount planning process.”
  “人力资源专业人士与企业的领导及管理者携手，共同推进人员编制规划工作。”

38. Human Capital Analytics 
38. 人力资源分析

Human Capital Analytics (HCA) can be considered a classical approach to assessing the return on investment that an organization’s people bring to the business. Over the years, HCA has evolved into People Analytics.   
人力资本分析（HCA）是一种传统方法，用于衡量组织员工对业务的投资回报。随着时间的发展，HCA 已发展成为人员分析。

• HR term example: “There are three levels of data examination in Human Capital Analytics: descriptive, predictive, and prescriptive.” 
  人力资源术语示例：“人力资本分析中的数据审查包含三个层级：描述性分析、预测性分析和规定性分析。”

39. Human capital ROI 
39. 人力资本回报率

Human capital ROI (HCROI) is an HR metric that measures the value an organization’s employees – individually or collectively – contribute as a result of the money spent on their recruitment, compensation, training, etc.  
人力资本投资回报率（HCROI）是一种人力资源指标，它衡量的是组织员工——无论是个体还是整体——因招聘、薪酬、培训等投入而产生的价值贡献。

• HR term example: “Regularly calculating the organization’s human capital ROI will help HR teams gain new insights and see opportunities for improvement for their HC initiatives.”
  定期评估组织的人力资本投资回报，有助于人力资源团队洞察新趋势，并识别人力资本策略的改进空间。

40. HR scorecard 第 40 项：人力资源绩效指标卡

The HR scorecard is a well-known HR tool that helps measure, manage, and improve the strategic role of the HR function within a company.  
人力资源记分卡是一种知名工具，用于衡量、管理并提升人力资源部门在公司中的战略角色。

• HR term example: “The biggest advantage of using an HR scorecard is that it becomes easier to align HR strategies and objectives with those of the business.” 
  “使用人力资源计分卡的最大好处是，它能让人力资源策略和目标更轻松地与企业目标保持一致。”

41. Interview-to-hire ratio 
41. 从面试到录用的转化率

The interview-to-hire ratio is a recruitment metric that measures the number of conducted interviews in relation to the number of candidates hired within a certain period.  
面试录用比率是衡量招聘效率的一个指标，它反映了在一定时期内，通过面试最终被录用的候选人数量与面试总次数的比例。

• HR term example: “Factors that affect the interview-to-hire ratio include the complexity of the role, labor market conditions, and the company’s reputation as an employer.” 
  影响面试与录用比率的因素包括职位复杂度、劳动力市场情况以及公司作为雇主的声誉。

42. New hire turnover
42. 新入职员工离职率

New hire turnover is a recruitment metric that measures how many employees leave the company within the first year, for example. This period may be shorter depending on the company and the industry. 
新员工流失率是衡量员工在入职首年内离职情况的一项招聘指标。具体时间范围可能因公司和行业的差异而有所调整。

• HR term example: “New hire turnover is an important indicator of the effectiveness of an organization’s hiring and onboarding processes.” 
  “新员工的流失率是评估组织招聘和入职流程效果的关键指标。”

43. Promotion rate 43. 晋升速度

The promotion rate is an HR metric that indicates how frequently employees are promoted within the company and within which timeframe.   
晋升率作为人力资源的一项指标，反映的是员工在特定时间内于公司内部获得晋升的普遍程度。

• HR term example: “A high promotion rate suggests that the organization offers plenty of opportunities for growth and development.”  
  “高晋升率意味着该组织为员工提供了丰富的成长与发展机遇。”

44. Revenue per FTE
44. 每全职员工平均创收

Revenue per FTE (full-time equivalent) is an HR metric that measures the revenue an organization generates per full-time equivalent employee.     
每位全职等效员工产生的收入是一项人力资源指标，用于衡量组织中每位全职等效员工为组织带来的收入。

• HR term example: “Revenue per FTE converts the hours that part-time and contingent workers make into full-time equivalents.”
  “将兼职与临时员工的工作时间换算成全职员工当量，以此计算每全职员工的收入。”

45. Selection ratio  45. 选择比率

Selection ratio is a metric that measures the number of people hired in relation to the total number of candidates who applied for a particular position. 
选择比率这一指标，反映了特定职位上录用人数与申请该职位的总候选人数之间的比例关系。

• HR term example: “Factors influencing the selection ratio include job attractiveness, the application process, and the organization’s employer brand and reputation.” 
  “影响招聘比例的因素涵盖职位魅力、应聘程序及企业的雇主品牌与声誉。”

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46. Source of hire 
46. 招聘渠道

Source of hire (SoH) is a recruitment metric that tracks via which sourcing channel people originally learned about the vacancy or where they were sourced.   
招聘来源（SoH）是一种招聘指标，它记录了求职者最初是通过何种渠道得知职位信息或被招募的。

• HR term example: “Common source of hire channels include employee referrals, job boards, the company’s careers page, professional networks, and social media.” 
  人力资源招聘渠道示例：“常见的招聘来源包括员工内部推荐、招聘平台、公司官网招聘专区、专业网络社群以及社交媒体。”

47. Workforce analysis  47. 员工结构分析

Workforce analysis refers to a process that uses employee data and ROI data to make informed decisions about recruitment, retention, and people management.    
劳动力分析是指通过员工数据和投资回报数据，对招聘、员工留存和人事管理等方面的决策进行明智分析的过程。

• HR term example: “Conducting a workforce analysis helps companies to better understand their strengths, weaknesses, and future staffing needs.”   
  开展人力资源分析能帮助企业深入理解其优势与短板，并预测未来的员工配置需求。

48. Yield ratio 48. 产出比率

The yield ratio is a recruitment metric that measures the percentage of applicants who succeed in passing from one stage of the hiring process to the next and the percentage of candidates who end up being hired.     
录用率是评估招聘成效的关键指标，它反映了申请者在招聘各阶段间的成功过渡比例，以及最终获得职位的候选人比例。

• HR terms example: “Calculating the yield ratio enables organizations to pinpoint bottlenecks and identify bias in their recruitment process.”
  “通过计算录用比率，组织能够精准定位招聘流程中的瓶颈，并识别其中的偏见。”

Learning & Development terms 
培训与发展术语

49. ADDIE model 49. ADDIE 教学设计模型

The ADDIE model is a well-known instructional design tool that helps HR and L&D professionals design, develop, and serve effective learning content.    
ADDIE 模型是一种著名的教学设计工具，助力人力资源与学习发展专业人士设计、开发并实施高效的学习内容。

• HR term example: “The ADDIE model is often used to develop courses and streamline the production of training material.”
  “ADDIE 模型常被用来开发课程，优化培训材料的制作流程。”

50. Group mentoring  50. 团体指导

Group mentoring in the workplace is a type of mentoring in which one or more mentors collectively provide guidance, support, and advice to a group of mentees.  
职场中的集体导师制是一种辅导方式，由一位或多位导师共同为一群受导者提供指导、支持和建议。

• HR term example: “Group mentoring fosters teamwork, builds relationships across different levels and departments within the company, and encourages peer-to-peer learning.” 
  “小组辅导有助于培养团队精神，加强公司内部不同层级和部门间的联系，并推动同伴之间的相互学习。”

51. Job shadowing 51. 跟随实习

Job shadowing is a form of on-the-job training where a person learns from a more experienced colleague by observing them during their work day. 
工作见习是一种在职培训方式，通过跟随经验丰富的同事，观察其日常工作，从而学习相关技能。

• HR term example: “Job shadowing can lead to higher employee engagement and productivity, improved knowledge sharing, and better retention.”  
  “通过岗位跟班学习，可以提升员工的参与度和生产力，促进知识的有效交流，并有助于员工留存。”

52. Learning agility  52. 学习灵活性

Learning agility in the workplace refers to people’s ability to do three things: i) learn, unlearn, and relearn; ii) apply freshly learned skills and information to changing workplace conditions; and iii) use feedback to continuously improve.
职场中的学习敏捷性，是指人们具备以下三种能力：i) 学习、摒弃旧知并重新学习；ii) 将新掌握的技能和知识灵活运用于多变的职场环境中；iii) 通过反馈不断优化自身表现。

• HR term example: “Learning agility enables people to deal with and work through new and unknown situations when they occur without actually knowing what to do.”
  学习敏捷性赋予人们能力，使其在面对新奇和未知情境时，即便不知所措，也能有效应对和解决。

53. Performance coaching
53. 表现指导

Performance coaching is a tailored process that aims to enhance an individual’s skills and effectiveness in a specific area through guidance, goal-setting, and feedback from a coach.
绩效指导是一项个性化的提升过程，通过教练的引导、目标设定及反馈，旨在增强个人在特定领域的技能与效能。

• HR term example: “Performance coaching in the workplace is a form of on-the-job learning that cultivates strengths and addresses weaknesses.”
  “工作场所中的绩效辅导是一种在职学习方式，它旨在强化个人优势并改善不足之处。”

54. Professional development plan 
54. 专业发展规划

A professional development plan (PDP) is like a roadmap for employees on how to achieve their career goals. It helps them identify where they currently are, where they want to go, and the steps they need to take to get there.  
职业发展计划（PDP）犹如员工通往职业目标的导航图。它协助他们认清当前定位，明确未来方向，并规划出达成目标的行动步骤。

• HR term example: “A professional development plan aligns (or should align) individual employee goals with organizational objectives.”   
  “职业发展计划应确保员工个人目标与组织目标相契合。”

55. Reverse mentoring 55. 逆向指导

Reverse mentoring is a type of workplace mentoring where younger, less experienced employees mentor their older, and often more skilled co-workers.
反向导师制是一种职场导师模式，由年轻、经验较浅的员工指导年长且往往技能更丰富的同事。

• HR term example: “Reverse mentoring acknowledges that skills and knowledge don’t solely depend on age or experience; every generation brings its own unique strengths and perspectives.”
  反向导师制认识到，技能和知识并非仅由年龄或经验决定；每一代人都拥有其独特的优势和观点。

56. Skills gap  56. 技能缺口

A skills gap is the difference between the skills an organization’s workforce needs to achieve the company’s business goals and the capabilities employees currently have.   
技能差距指的是，组织为达成商业目标所需员工具备的技能，与员工现有能力之间的差距。

• HR term example: “To assess how big or small a company’s skills gap is and what knowledge and skills they are currently missing, they can conduct a skills gap analysis.” 
  “要评估公司的人才技能差距大小及目前所缺的知识与技能，可进行技能差距分析。”

57. Training needs analysis 
57. 培训需求评估

A training needs analysis (TNA) identifies and bridges gaps in knowledge, skills, and abilities (KSA) in the workforce. When a lack of knowledge, skills, or abilities causes a problem in the organization, conducting a TNA can be a suitable solution. 
培训需求分析（TNA）旨在找出并填补员工在知识、技能和能力（KSA）上的空缺。若组织的困境源于知识、技能或能力的不足，开展 TNA 将是一个恰当的应对之策。

• HR term example: “A training needs analysis points out the reasons for the gaps in KSA and helps identify the various ways to remove those gaps.”  
  “培训需求分析揭示了 KSA 差距背后的原因，并助力于识别消除这些差距的有效途径。”

HR tip 人力资源建议

Quizz your HR colleagues! Refer to this list of HR terms every month with your HR buddy and test each other’s knowledge. Also, use this as an opportunity to see if there are specialist topics you want to learn more about and enroll in an HR certificate program to learn more and gain practical knowledge.
每月与 HR 搭档一起查阅这份 HR 术语清单，相互考查知识。借此机会，探索是否有特别感兴趣的专业领域，进而报名参加 HR 证书课程，深化理解并获取实践技能。

Organizational Development terms 
组织发展相关术语

58. Boundaryless organization 
58. 边界开放型组织

A boundaryless organization actively eliminates barriers to innovation. It is characterized by reduced hierarchy and functional divisions, resulting in greater integration.
无边界组织主动消除创新壁垒。其特点是减少了层级与职能分割，促进了更高水平的整合。

• HR term example: “The idea of a boundaryless organization is that removing barriers will allow for a free flow of ideas, information, and innovation.” 
  “无边界组织的核心理念在于，通过消除壁垒来促进思想、信息与创新的自由交流。”

59. Culture change 59. 文化变迁

Culture change or cultural transformation is when a company embarks on a process to realign its culture with its mission, vision, and core values to reach its strategic goals.
文化变革或文化转型是指公司启动一项过程，目的是让自身文化与使命、愿景及核心价值观相契合，从而达成战略目标。

• HR term example: “Culture change starts with the organization’s leadership recognizing that its current culture no longer reflects the company’s vision and core values.”  
  “文化转型始于组织领导层认识到当前文化已不再体现公司的愿景与核心价值观。”

60. Customer-centric culture 
60. 客户中心型文化

A customer-centric culture is an organizational culture that emphasizes creating an excellent customer experience. 
以客户为中心的文化，指的是一种注重打造卓越客户体验的组织文化。

• HR term example: “In a customer-centric culture, every decision is made based on a deep understanding of the customer’s needs and desires.” 
  在以顾客为中心的文化背景下，每一项决策都建立在深入理解顾客需求与期望的基础上。

61. Emerging work models 
61. 新兴的工作模式

Emerging work models are (futuristic) work models that suggest various innovative approaches to how and where work is done, as well as the integration of modern technology.   
新兴工作模式（未来型）提出多种创新方式，探讨工作的方式与地点，并融入现代技术。

• HR term example: “Examples of emerging work models are Microsoft’s triple peak days, top sharing (similar to job sharing but at the leadership level), and Unilever’s U-Work model (an assignment-based work model).”    
  “新兴工作模式的实例有微软的‘三峰日模式’、领导层职位共享（类似职位共享，但针对领导层），以及联合利华的 U-Work 模式（一种按任务分配的工作模式）。”

62. Formalization 第 62 讲：形式化方法

Formalization refers to the extent to which an organization’s employees’ behavior is dictated by rules and procedures.
形式化是指组织内员工行为在多大程度上由规则和程序所规定。

• HR term example: “Companies with a high level of formalization have explicit job descriptions, lots of organizational rules, and clearly defined procedures to structure work processes.”
  “高度规范化的公司具备详尽的职位说明，众多组织规章，以及明确的工作流程规范。”

63. Intergroup development 
63. 组织间发展

Intergroup development involves initiatives and strategies that enhance communication, understanding, and cooperation among different groups within an organization.
跨群体发展旨在通过各种倡议和策略，增进组织内不同群体之间的沟通、理解和合作。

• HR term example: “Intergroup development is an example of an organizational development (OD) intervention.”
  “跨团队发展是组织发展干预的典型案例。”

64. Job characteristics model 
64. 职业特性模型

The job characteristics model is a practical tool managers and HR practitioners can use to analyze an employee’s job and make it more engaging, leading to happier and more productive employees.  
工作特征模型是管理者与人力资源专家用来分析员工岗位、提升其吸引力的有效工具，有助于培养出更快乐、更富成效的员工队伍。

• HR term example: “The job characteristics model consists of five core job characteristics: skill variety, task variety, task significance, autonomy, and feedback.” 
  “工作特征模型由五个核心要素构成：技能多样性、任务多样性、任务的重要性、工作自主性及反馈。”

65. Job evaluation 65. 岗位评价

Job evaluation is the systematic process of assessing the relative value of jobs in an organization by comparing them to one another. The goal of job evaluation is to ensure people are paid fairly for their work.
职位评估是一个系统化的流程，旨在通过对比组织内部不同职位，评定其相对价值。其核心目标在于确保员工因其工作贡献而获得公正的薪酬。

• HR term example: “Common job evaluation methods are the ranking method, job classification, the point-factor method, and the factor comparison method.” 
  “职位评估常用方法有排序法、职位分类法、点因素法以及因素比较法。”

66. Market culture  66. 市场的文化

Market culture is a type of organizational culture characterized by a strong emphasis on (financial) results, outperforming the competition, and customer satisfaction. 
市场文化体现为一种组织文化，它强调对（财务）业绩的强烈追求、在竞争中胜出以及确保客户满意。

• HR term example: “Market culture is often found in large corporations across various industries.”
  “市场文化在各行业的大型企业中颇为常见。”

67. Network organization
第 67 条：网络组织

A network organization is a decentralized company structure where autonomous business units are responsible for their own profit and losses while sharing the common goal of maximizing the value of the network as a whole. 
网络组织是一种去中心化的企业架构，其中各自主业务单元独立承担盈亏责任，同时共同致力于提升整个网络的价值。

• HR term example: “In a network organization, business units share resources and collaborate whenever it makes sense commercially.”
  网络型组织内，各业务单元会共享资源，并在商业上适宜时展开合作。

68. Organizational restructuring 
68. 机构重组

Organizational restructuring is a process in which an organization changes its processes, systems, and structure to enhance its competitiveness or efficiency or adapt to new market demands.  
组织重组是指组织对其流程、系统和结构进行调整，目的在于提升竞争力、效率或适应新的市场要求。

• HR term example: “The organizational restructuring process involves redefining roles and responsibilities, realigning departments, and oftentimes, also downsizing.” 
  人力资源术语示例：“组织结构调整过程包括重新界定各岗位职责，调整部门架构，并常常伴随裁员。”

69. Strategic initiatives 
69. 战略行动计划

Strategic initiatives act as a roadmap for organizations to achieve specific objectives or long-term visions for improvement. They are action-oriented and measurable goals.  
战略举措犹如组织实现特定目标或长远改进愿景的指南，以行动为导向，并具备可衡量性。

• HR term example: “An example of a strategic initiative can be creating and implementing a social media campaign to boost awareness about the employer brand.”
  人力资源术语示例：“战略举措的一个实例是策划并实施社交媒体推广活动，旨在提高雇主品牌的知名度。”

Talent Acquisition and Recruitment terms
人才招聘与选拔术语

70. Applicant screening  70. 申请者审查

Applicant screening is a systematic multi-step method of assessing candidates.   
申请者筛选是一个系统的多阶段过程，用于评估候选人。

• HR term example: “Applicant screening typically involves reviewing résumés and job applications, conducting initial phone screenings, and assessing culture fit and interpersonal skills.” 
  “招聘过程中的筛选通常涉及审阅简历和求职申请，进行初次电话面试，并评估候选人的文化适应性和人际沟通技巧。”

71. Boomerang employees  71. 回巢员工

Boomerang employees are people who return to work for a company they’d resigned from before.  
回旋镖员工指的是曾经离职后又重返原公司工作的人。

• HR term example: “Boomerang employees come back for various reasons, including disappointment in their new organizations, familiarity with their previous companies, better advancement opportunities, and financial incentives.” 
  “回旋镖员工回归的原因各异，可能是因为对新工作环境失望，或是怀念前公司的熟悉氛围，也可能是看中了更好的职业发展前景和经济利益。”

72. Candidate experience
72. 候选人体验

Candidate experience is how an organization’s applicants feel about the company’s recruitment and selection process, from the first moment they interact with the organization (usually via a job advert or careers page) to their onboarding.
候选人体验反映了应聘者对公司招聘选拔流程的感受，从初次接触（如职位广告或招聘页面）直至入职过程。

• HR term example: “A company’s candidate experience gives applicants a taste of how the organization treats its employees.”
  “公司对候选人的接待体验，能让申请者感受到该组织是如何对待内部员工的。”

73. Culture add 73. 文化增益

Culture add is the new, updated version of culture fit. Instead of simply hiring people whose skills, qualifications and experience match the company’s mission and values, organizations that hire for culture add look for candidates who bring new perspectives and skills that can enrich the company culture.   
文化增益是文化契合的升级概念。它不再仅限于招聘与公司使命和价值观高度匹配的人才，而是更倾向于吸纳那些能带来新观点和技能、进而丰富公司文化的候选人。

• HR term example: “Culture add aims to enhance and evolve the company’s culture, while culture fit focuses on maintaining the status quo.”
  “文化融入旨在提升并发展公司文化，与之相对，文化契合则强调保持现状。”

74. Employer brand 74. 企业品牌形象

A company’s employer brand refers to its reputation as an employer, especially among potential employees. It’s the perceived identity of an organization and is experienced daily by its employees, customers, and the wider public.   
企业的雇主品牌反映了它在潜在员工眼中的雇主形象。这一身份感知不仅影响着内部员工，也触及到客户和公众，成为他们日常体验的一部分。

• HR term example: “Every company has an employer brand, whether they’ve consciously created one or not.”
  每个公司都拥有自己的雇主品牌，无论其是否经过精心塑造。

75. Hiring process flowchart 
75. 招聘流程示意图

A hiring process flowchart is a clear visual layout of an organization’s entire recruitment and selection journey. 
招聘流程图清晰展示了组织从招聘到选拔的整个过程。

• HR term example: “A hiring process flowchart provides clarity for everyone involved and helps maintain consistency, responsibility, and compliance.’   
  招聘流程图为人力资源术语示例：“它为所有参与者提供了明确的指引，确保流程的一致性、明确的责任分工及合规性。”

76. Recruitment funnel  76. 人才招募流程

A recruitment funnel is a framework that defines the various stages of an organization’s recruitment process, from beginning to end. 
招聘漏斗是描述组织从开始到结束整个招聘过程各个阶段的框架。

• HR term example: “The goal of a recruitment funnel is to build an effective, scalable, and systematic process to attract and hire the right people.”
  招聘渠道旨在打造一个既高效又可扩展的系统化流程，确保吸引和选拔到合适的人员。

77. Recruitment ROI  77. 招聘回报率分析

Recruitment ROI (return on investment) is a metric that measures the effectiveness and value of an organization’s recruitment strategies.    
招聘投资回报率（ROI）用于评估组织招聘策略的有效性和价值。

• HR term example: “Calculating recruitment ROI allows companies to make informed decisions on which hiring strategies, methods, or tools are the most (cost) effective and which ones aren’t.
  通过计算招聘的投资回报率，企业可以明智地判断哪些招聘策略、方法或工具最为经济高效，哪些则不然。

78. Staffing plan  78. 员工配备计划

A staffing plan, often called a staffing model, is essentially a roadmap for aligning a company’s talent with its business goals. 
人员配置计划，又称人员配置模型，实质上是确保公司人才与业务目标一致的战略规划图。

• HR term example: “A staffing plan provides a detailed illustration of a company’s talent pool. It indicates the required roles, skills and competencies, training and development needs, etc.”
  人力资源术语示例：“人员配置计划详尽展示了公司的人才储备情况。它明确了所需岗位、技能与资质要求，以及培训和发展方面的需求。”

79. Talent pipeline 79. 人才输送链

A talent pipeline is a pool of (passive) candidates an organization has previously engaged and who are ready to fill specific positions when needed.  
人才管道是组织已接触过的一批（潜在）候选人，他们已准备好，一旦有职位空缺即可填补。

• HR term example: “Maintaining a talent pipeline gives companies access to high-quality candidates they may not have been able to reach via traditional job adverts.”   
  “构建人才储备库，让公司能接触到通过传统招聘途径难以触及的优质候选人。”

80. Transitional employment 
80. 临时性工作安排

Transitional employment refers to temporary job placements for people who have, for example, been out of the workforce or faced considerable barriers to employment. It allows them to gain the skills, experience, and confidence needed to (re)enter the workforce. 
过渡性就业是为那些如长期脱离劳动市场或面临严重就业障碍的人提供的临时工作机会。这种安排帮助他们获取必要的技能、经验和信心，从而顺利重返职场。

• HR term example: “Companies that offer transitional employment opportunities can benefit from access to a wider pool of candidates, improved employee morale, and in some cases, tax incentives.” 
  “提供过渡性工作机会的企业，可接触到更广泛的求职者群体，提高员工的工作积极性，并且在某些情况下还能享受税收减免。”

81. Hiring freeze  81. 招聘暂停

A hiring freeze is when an organization decides to temporarily stop hiring new employees for open roles. 
招聘冻结是指组织为了特定原因，暂时停止对空缺职位进行新员工招聘。

• HR term example: “A hiring freeze is often used to avoid layoffs and maintain financial stability.”
  “招聘冻结通常是为了避免裁员并保持财务稳定。”

0Save 存储

Talent Management terms  人才管理相关术语

82. 360-degree feedback  82. 360 度反馈评估

360-degree feedback, also called a 360 review or multi-rater feedback, is a type of employee performance evaluation that collects ratings and input from direct reports, managers, and peers. 
360 度反馈，亦称全方位反馈或多角度评价，是一种员工绩效评估方式，通过收集来自下属、管理者及同侪的评价与反馈来全面了解员工表现。

• HR term example: “While 360-degree feedback has so far been used mainly for managers and leaders, it is becoming increasingly popular as a feedback system for all employees.” 
  “尽管迄今为止 360 度反馈主要应用于管理层和领导者，但它作为全体员工反馈工具的普及度正在逐渐上升。”

83. Agile performance management 
83. 敏捷的绩效管理

Agile performance management is a collaborative and continuous approach to employee evaluation and supporting them in their professional growth.  
敏捷绩效管理是一种持续且协作的方法，旨在评估员工表现并支持其职业发展。

• HR term example: “Agile performance management has four key pillars: continuous learning, frequent check-ins, building trust, and a sense of connection to the work community.”
  “敏捷绩效管理的四大支柱包括：持续学习、频繁沟通、构建信任以及增强与工作社群的联系。”

84. Career lattice 84. 职业发展网格

A career lattice is a type of career progression framework in which employees can move not only vertically but also horizontally and diagonally, both inside and outside their organization. 
职业网格是一种职业发展模式，它允许员工在组织内外进行垂直、水平以及对角线方向的移动，灵活地规划自己的职业路径。

• HR term example: “As non-traditional career paths become increasingly common, the career lattice is gaining traction in modern work environments.”
  “随着非传统职业路径的日益流行，职业格子架在现代职场中正逐渐获得青睐。”

85. Competency mapping  85. 技能匹配

Competency mapping is the process of identifying and defining the skills, competencies, knowledge, and personal attributes needed to perform a particular role effectively. 
能力映射是指识别并界定执行某一特定角色所需技能、能力、知识和个性特质的过程。

• HR term example: “Competency mapping is commonly used by managers and HR in performance management.”
  “能力图谱常被管理者及人力资源部门应用于绩效管理中。”

86. Employee resource group
86. 员工资源团体

An employee resource group (ERG) is a voluntary, employee-led group seeking to foster a diverse and inclusive workplace aligned with the company. 
员工资源群体（ERG）是由员工自发组织并领导的团体，致力于营造与公司愿景相符的多元化与包容性职场环境。

• HR term example: “Employee resource groups often involve and are led by employees who share a particular characteristic, such as ethnicity, religion, gender, or lifestyle.” 
  人力资源术语示例：“员工资源小组通常由具有共同特征（如种族、宗教、性别或生活方式）的员工领导和参与。”

87. Graphic rating scale 
87. 图像评价尺度

A graphic rating scale is a performance evaluation method that identifies the desired behaviors and traits for a specific role, then uses a scale to rank employees on these traits and behaviors.  
图形评分量表是绩效评估的一种方法，它首先明确特定职位所需的行为和特质，随后通过量表对员工在这些方面的表现进行打分和排序。

• HR term example: “One benefit of the graphic rating scale method is it is easy to understand and use, and inexpensive to develop.”
  “图形评定量表法的一个好处是它简单易懂，使用方便，而且开发成本不高。”

88. GRPI model of team effectiveness
88. GRPI 团队效能模型

The GRPI model of team effectiveness is a comprehensive framework consisting of four key elements teams must get right to function effectively.  
GRPI 团队效能模型是一个全面的框架，涵盖了团队要有效运作必须妥善处理的四个核心要素。

• HR term example: “GRPI is an acronym that stands for Goals, Roles and Responsibilities, Processes and Procedures, and Interactions/Interpersonal Relationships.”
  “GRPI 这一缩写代表的是目标、角色与职责、流程与程序以及人际互动关系。”

89. Multi-rater feedback 
89. 多方评估反馈

Multi-rater feedback is a type of performance appraisal that collects input from various sources, such as coworkers, managers, customers, and direct reports. 
多评价者反馈是一种绩效评估方式，它汇集了来自同事、管理层、客户及直接下属等多个渠道的意见。

• HR term example: “The most well-known type of multi-rater feedback is the 360-degree feedback method.”
  “最著名的多评价者反馈形式是 360 度反馈法。”

90. Performance appraisal
90. 绩效考核

A performance appraisal, or performance review, is a periodic and systematic process of assessing and documenting an employee’s overall performance and contribution to the organization. 
绩效评估，亦称绩效审查，是指定期系统地评估并记录员工对组织整体表现及贡献的过程。

• HR term example: “In many companies, performance appraisals take place once or twice a year.” 
  “许多公司每年会进行一至两次的绩效评估。”

91. Performance improvement plan 
91. 绩效改进计划

A performance improvement plan (PIP) is a document that outlines how an employee may be falling short of their job expectations. It includes concrete steps they should take to improve their performance, as well as a timeline for them to do so.
绩效提升计划（PIP）是一份文档，详细说明了员工在工作表现上可能存在的不足。它列出了具体的改进步骤及实施时间表，以帮助员工提升表现。

• HR term example: “An effective performance improvement plan should always be made together with the employee.” 
  制定有效的绩效改进计划时，应始终与员工共同参与。

92. Succession planning 92. 领导层接替规划

Succession planning refers to the process of identifying and developing key (internal) talent to ensure the continuity of leadership and business-critical positions in the future.   
继任规划是指识别并培养内部关键人才的过程，旨在确保未来领导岗位和核心业务职位的顺利接续。

• HR term example: “Succession planning helps organizations prepare for the future, based on various scenarios.”
  “继任计划有助于组织基于多种情境为未来做好准备。”

93. Talent mapping 93. 人才地图绘制

Talent mapping gives organizations insights into the talent and skills they currently have, and the gaps they may need to address in the (near) future.  
人才映射让组织深入了解其现有的人才与技能，并识别出未来可能需要弥补的短板。

• HR term example: “One way to use talent mapping is to ensure the company can access the right skills at the right time to achieve its business objectives.”
  “运用人才映射的策略之一，是为了确保公司能在恰当的时机获取必要的技能，从而达成其商业目标。”

Key takeaway 关键收获

• HR terminology is essential for those who work in Human Resources. It ensures that everyone knows what they are discussing and helps avoid misunderstandings.  
  人力资源领域的术语对从业者极为重要，它确保沟通清晰，避免因术语理解不一而产生的误会。
• Bookmark this page so you can quickly look it up whenever you’re unsure what a particular HR term means.
  请收藏本页，以便在不确定某个特定人力资源术语的意思时，能迅速查找。

Neelie Verlinden 尼利·维林登

Neelie Verlinden is a digital content creator at AIHR. She’s an expert on all things digital in HR and has written hundreds of articles on innovative HR practices. In addition to her writing, Neelie is also a speaker and an instructor on several popular HR certificate programs.
尼尔莉·维林登是 AIHR 的数字内容专家，专注于人力资源领域的数字化。她撰写了数百篇探讨创新人力资源实践的文章。此外，她还作为演讲者和讲师，参与了多个广受欢迎的人力资源证书课程。

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