1人力资源管理：包括哪些用来提供和协调组织中的人力资源的活动。
HRM: Encompasses those activities designed to provide for and coordinate the human resources of an organization.2人力资源职能：是指在各种规模的组织中用于提供和协调人力资源的任务和责任。
Human resource functions: Refer to those tasks and duties performed in both large and small organizations to provide for and coordinate human resources.3人力资源管理的主要职能：1，人力资源规划，招募和选择( Human resource planning, recruitment ,and selection ) 2，人力资源开发(human resource development ) 3，薪酬和福利(compensation and benefits) 4，劳资关系(employee and labor relations) 5，人力资源研究(human resource research) 6, 安全与健康（safety and health）4谁来履行人力资源职能(who performs the human resource functions) 在小型组织中，绝大多数人力资源职能都是有业主或运营经理来履行的。
In small organizations, most human resource functions are performed by the owner or by operating managers. 许多中型甚至一些大型组织都是用人力资源专员。
Many medium-size and even some large organizations use human resource generalists. 大型组织通常具有负责行使人力资源职能的人力资源部门。
除了一个或更多个人力资源专员外，这种部门通常配备一个或更多的人力资源专家。
Large organizations usually have a human resource department that is responsible for directing the human resource functions. In addition to one or more human resource generalists, such a department is normally staffed by one or more human resource specialists.5人力资源部门的基本职能是向运营经理在全部人力资源实务上提供支持。
The primary function of a human resource department is to provide support to operating managers on all human resource matters. 人力资源部门通常处于一种咨询顾问的地位，并没有向运营部门下达命令的权力。
A human resource department normally acts in an advisory capacity and does not have authority over operating managers.6组织结构的变化：(structural changes to organizations) 裁员：是大量的管理人员和其他人员下岗。
Downsizing: is the laying off of large numbers of managerial and other employees. 外包：是指把工作承包给一个专门从事这种特定种类工作的外部公司。
Outsourcing: refers to subcontracting work to an outside company that specializes in that particular type of work. 调整：是指对关键工作任务及其人员需求进行不断的超前的评估。
Rightsizing: is the continuous and proactive assessment of mission-critical work and its staffing requirements. 重组：是指在为了在成本、质量、服务和速度上获得巨大的改进而对企业业务活动过程进行的实质性重新思考和根本性再设计。
Reengineering: refers to a fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed.7公平就业机会：所有的人都有以业绩、能力和潜力为基础去工作和发展的权利Equal employment opportunity, EEO: refers to the right of all people to work and to advance on the basis of merit, ability, and potential.8工作分析：确定并报告与一项具体工作的本质相关联的有关信息的过程。
Job analysis, JA: is the process of determining and reporting pertinent information relating to the nature of a specific job.9工作设计：是够早工作和设计一个或一组人为了达到特定组织目标所要进行的具体工作活动的过程。
Job design, JD: is the process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives.10两者关系与区别：工作分析是通过观察和研究来确定与一项具体工作的本质相关联的有关信息的过程。
工作设计是说明工作将怎么做，谁来做和在什么地方做这些基本问题。
工作分析和工作设计室相互直接联系在一起的，大多数工作分析是在以前已经设计过的现存工作的基础上进行的。
Job analysis and job design are directly linked to each other. Most job analysis are performed on existing jobs that have previously been designed.（P90）11微动作：涉及非常基本的动作，如触及、抓起、安置或放下一个物体。
Micromotion: involves a very elementary movement, such as reaching, grasping, positioning, or releasing an object.元素是一个整体，如拾起、运送一个对象。
Element is a complete entity, such as picking up, transporting, and positioning an item. 相关联的任务构成一项工作的职责。
Related tasks comprise the duties of a job关系：当把职责与责任结合在一起时就界定了一个职位。
主要任务和责任相同的一组职位形成了一种工作。
When combined with responsibilities, define a position. A group of positions that are identical with respect to their major tasks and responsibilities from a job.12工作分析获得的数据是形成各种人力资源活动的基础。
Data obtained from job analysis from the basis for a variety of human resource activities .活动包括：工作定义(job definition),作重新设计(job redesign)，招募(recruitment)，选择和安排(selection and placement)，上岗引导(orientation)，培训(training)，职业咨询(career counseling)，员工安全(employee safety)，绩效评价（performance appraisal），报偿（compensation）。
13工作说明书：有关工作性质和工作要求的书面材料。
Job description: concentrates on describing the job as it is currently being performed.包括：工作名称(job name)，工作的简要描述(a brief summary description)、工作职责和责任列表(a listing of job duties and responsibilities)，以及对与工作相关的组织关系的说明(an explanation of organization relationships pertinent to the job )。
14工作规范J ob specification：工作承担者完成工作所必须具有的能力、教育和经验方面的资格。
concentrates on the characteristic needed to perform the job。
Educational, experience, qualifications and etc.15工作分析方法(关系，适用行业)：观察法observation，动作研究motion study ，时间研究time study，工作抽样法work sampling（访谈法interview ,问卷法questionnaires,职业分析问卷PAQ position analysis, 管理职位描述问卷MPDQ management position description questionnaires,职能型工作分析FJA functional job analysis）16工作范围（job scope）：工作承担者完成任务的数量和种类。