{"id":8961,"date":"2025-07-03T13:00:06","date_gmt":"2025-07-03T06:00:06","guid":{"rendered":"http:\/\/surehcs.com\/?p=8961"},"modified":"2025-07-03T14:12:54","modified_gmt":"2025-07-03T07:12:54","slug":"thuat-ngu-tieng-anh-chuyen-nganh-nhan-su","status":"publish","type":"post","link":"https:\/\/www.surehcs.com\/en\/thuat-ngu-tieng-anh-chuyen-nganh-nhan-su\/","title":{"rendered":"450 English term specialized hr professional, latest"},"content":{"rendered":"

Trong b\u1ed1i c\u1ea3nh h\u1ed9i nh\u1eadp to\u00e0n c\u1ea7u, ti\u1ebfng Anh ng\u00e0y c\u00e0ng tr\u1edf th\u00e0nh ng\u00f4n ng\u1eef b\u1eaft bu\u1ed9c trong m\u00f4i tr\u01b0\u1eddng doanh nghi\u1ec7p, \u0111\u1eb7c bi\u1ec7t l\u00e0 trong l\u0129nh v\u1ef1c qu\u1ea3n tr\u1ecb nh\u00e2n s\u1ef1. Vi\u1ec7c hi\u1ec3u v\u00e0 s\u1eed d\u1ee5ng \u0111\u00fang thu\u1eadt ng\u1eef ti\u1ebfng Anh chuy\u00ean ng\u00e0nh nh\u00e2n s\u1ef1<\/strong> kh\u00f4ng ch\u1ec9 gi\u00fap c\u00e1c chuy\u00ean vi\u00ean HR d\u1ec5 d\u00e0ng ti\u1ebfp c\u1eadn t\u00e0i li\u1ec7u qu\u1ed1c t\u1ebf, giao ti\u1ebfp hi\u1ec7u qu\u1ea3 v\u1edbi \u0111\u1ed1i t\u00e1c n\u01b0\u1edbc ngo\u00e0i m\u00e0 c\u00f2n n\u00e2ng cao t\u00ednh chuy\u00ean nghi\u1ec7p trong c\u00f4ng vi\u1ec7c. B\u00e0i vi\u1ebft d\u01b0\u1edbi \u0111\u00e2y c\u1ee7a SureHCS<\/a> s\u1ebd gi\u00fap b\u1ea1n t\u1ed5ng h\u1ee3p \u0111\u1ea7y \u0111\u1ee7 c\u00e1c thu\u1eadt ng\u1eef thi\u1ebft y\u1ebfu, chia theo t\u1eebng nh\u00f3m n\u1ed9i dung c\u1ee5 th\u1ec3, ph\u1ee5c v\u1ee5 hi\u1ec7u qu\u1ea3 cho c\u00f4ng vi\u1ec7c v\u00e0 giao ti\u1ebfp h\u00e0ng ng\u00e0y.<\/p>\n

\"t\u1eeb<\/p>\n

1. Thu\u1eadt ng\u1eef ti\u1ebfng anh chuy\u00ean ng\u00e0nh nh\u00e2n s\u1ef1\u200b v\u1ec1 v\u1ecb tr\u00ed, ch\u1ee9c v\u1ee5<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Administrator cadre \/ High rank cadre: C\u00e1n b\u1ed9 qu\u1ea3n tr\u1ecb c\u1ea5p cao<\/td>\nHR manager: Tr\u01b0\u1edfng ph\u00f2ng nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Carrer employee: Nh\u00e2n vi\u00ean bi\u00ean ch\u1ebf<\/td>\nHuman resource department: B\u1ed9 ph\u1eadn\/Ph\u00f2ng Nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Colleague \/ Peers: \u0110\u1ed3ng nghi\u1ec7p<\/td>\nHuman resources: Ng\u00e0nh nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Contractual employee: Nh\u00e2n vi\u00ean h\u1ee3p \u0111\u1ed3ng<\/td>\nImmediate supevisior: Qu\u1ea3n l\u00fd tr\u1ef1c ti\u1ebfp (C\u1ea5p qu\u1ea3n \u0111\u1ed1c tr\u1ef1c ti\u1ebfp)<\/td>\n<\/tr>\n
Daily worker: C\u00f4ng nh\u00e2n l\u00e0m theo c\u00f4ng nh\u1eadt<\/td>\nIntern: Nh\u00e2n vi\u00ean th\u1ef1c t\u1eadp<\/td>\n<\/tr>\n
Depart ment \/ Room \/ Devision: B\u1ed9 ph\u1eadn<\/td>\nLeading:\u00a0L\u00e3nh \u0111\u1ea1o<\/td>\n<\/tr>\n
Director: Gi\u00e1m \u0111\u1ed1c \/ tr\u01b0\u1edfng b\u1ed9 ph\u1eadn<\/td>\nOrganizing: t\u1ed5 ch\u1ee9c<\/td>\n<\/tr>\n
Executive: Chuy\u00ean vi\u00ean<\/td>\nPesonnel officer: Nh\u00e2n vi\u00ean nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Floater employee: Nh\u00e2n vi\u00ean tr\u00f4i n\u1ed5i, ko th\u01b0\u1eddng xuy\u00ean<\/td>\nPesonnel: Nh\u00e2n s\u1ef1 \/ b\u1ed9 ph\u1eadn nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Former employee: C\u1ef1u nh\u00e2n vi\u00ean<\/td>\nSelf- employed workers: Nh\u00e2n vi\u00ean t\u1ef1 do<\/td>\n<\/tr>\n
Former employees: C\u1ef1u nh\u00e2n vi\u00ean<\/td>\nStaff \/ Employee: Nh\u00e2n vi\u00ean v\u0103n ph\u00f2ng<\/td>\n<\/tr>\n
Graduate: Sinh vi\u00ean m\u1edbi ra tr\u01b0\u1eddng<\/td>\nSubordinate:\u00a0c\u1ea5p d\u01b0\u1edbi<\/td>\n<\/tr>\n
Head of department: Tr\u01b0\u1edfng ph\u00f2ng<\/td>\nTrainee: Nh\u00e2n vi\u00ean th\u1eed vi\u1ec7c<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

2. Thu\u1eadt ng\u1eef ti\u1ebfng anh v\u1ec1 h\u1ed3 s\u01a1 xin vi\u1ec7c v\u00e0 ph\u1ecfng v\u1ea5n<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Ability: Kh\u1ea3 n\u0103ng<\/td>\nOffer letter: Th\u01b0 m\u1eddi l\u00e0m vi\u1ec7c (sau ph\u1ecfng v\u1ea5n)<\/td>\n<\/tr>\n
Adaptive: Th\u00edch nghi<\/td>\nOfficial:Ch\u00ednh quy, b\u00e0i b\u1ea3n, nghi th\u1ee9c<\/td>\n<\/tr>\n
Application form: M\u1eabu \u0111\u01a1n \u1ee9ng tuy\u1ec3n<\/td>\nOne-on-one interview: Ph\u1ecfng v\u1ea5n c\u00e1 nh\u00e2n<\/td>\n<\/tr>\n
Assessment of employee potential: \u0110\u00e1nh gi\u00e1 ti\u1ec1m n\u0103ng nh\u00e2n vi\u00ean<\/td>\nPay: tr\u1ea3 l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Blank (WAB): Kho\u1ea3ng tr\u1ed1ng trong m\u1eabu \u0111\u01a1n<\/td>\nPersonality tests: Tr\u1eafc nghi\u1ec7m c\u00e1 t\u00ednh hay nh\u00e2n c\u00e1ch<\/td>\n<\/tr>\n
Board interview \/ Panel interview: Ph\u1ecfng v\u1ea5n h\u1ed9i \u0111\u1ed3ng<\/td>\nPesonnel Senior officer: nh\u00e2n vi\u00ean c\u00f3 kinh nghi\u1ec7m v\u1ec1 nh\u00e2n s\u1ef1<\/td>\n<\/tr>\n
Candidate: \u1ee8ng vi\u00ean<\/td>\nPolygraph Tests: ki\u1ebfm tra b\u1eb1ng m\u00e1y n\u00f3i d\u1ed1i<\/td>\n<\/tr>\n
Career planning and development: K\u1ebf ho\u1ea1ch v\u00e0 ph\u00e1t tri\u1ec3n ngh\u1ec1 nghi\u1ec7p<\/td>\nPredictors: ch\u1ec9 s\u1ed1 ti\u00ean \u0111o\u00e1n<\/td>\n<\/tr>\n
Case study: nghi\u00ean c\u1ee9u t\u00ecnh hu\u1ed1ng<\/td>\nPreliminary interview \/ Initial Screening interview: Ph\u1ecfng v\u1ea5n s\u01a1 b\u1ed9<\/td>\n<\/tr>\n
Controlling: Ki\u1ec3m tra<\/td>\nProbation period: Th\u1eddi gian th\u1eed vi\u1ec7c<\/td>\n<\/tr>\n
Cover letter: Th\u01b0 xin vi\u1ec7c<\/td>\nProbation period: Th\u1eddi gian th\u1eed vi\u1ec7c<\/td>\n<\/tr>\n
Criminal record: L\u00fd l\u1ecbch t\u01b0 ph\u00e1p<\/td>\nProblem solving interview: Ph\u1ecfng v\u1ea5n gi\u1ea3i quy\u1ebft v\u1ea5n \u0111\u1ec1<\/td>\n<\/tr>\n
Detective interview: Ph\u1ecfng v\u1ea5n h\u01b0\u1edbng d\u1eabn<\/td>\nProfesion: chuy\u00ean ng\u00e0nh, chuy\u00ean m\u00f4n<\/td>\n<\/tr>\n
Diploma: B\u1eb1ng c\u1ea5p<\/td>\nPsychological tests: Tr\u1eafc nghi\u1ec7m t\u00e2m l\u00fd<\/td>\n<\/tr>\n
Education: Gi\u00e1o d\u1ee5c<\/td>\nQuestionnaire: b\u1ea3ng c\u00e2u h\u1ecfi<\/td>\n<\/tr>\n
Employment agency: C\u00f4ng ty m\u00f4i gi\u1edbi vi\u1ec7c l\u00e0m<\/td>\nRecruitment: S\u1ef1 tuy\u1ec3n d\u1ee5ng<\/td>\n<\/tr>\n
Employment interview\/ In-depth interview : Ph\u1ecfng v\u1ea5n s\u00e2u<\/td>\nReference and background check\/Background investigation: S\u01b0u tra l\u00fd l\u1ecbch<\/td>\n<\/tr>\n
Employment: tuy\u1ec3n d\u1ee5ng<\/td>\nR\u00e9sum\u00e9 \/ Curriculum vitae(C.V): S\u01a1 y\u1ebfu l\u00fd l\u1ecbch<\/td>\n<\/tr>\n
Entrepreneurial: N\u0103ng \u0111\u1ed9ng, s\u00e1ng t\u1ea1o<\/td>\nSelection process: ti\u1ebfn tr\u00ecnh tuy\u1ec3n ch\u1ecdn<\/td>\n<\/tr>\n
Evolution of application \/ Review of application: X\u00e9t \u0111\u01a1n \u1ee9ng tuy\u1ec3n<\/td>\nSelection test: tr\u1eafc nghi\u1ec7m tuy\u1ec3n ch\u1ecdn<\/td>\n<\/tr>\n
General knowledge tests: Tr\u1eafc nghi\u1ec7m ki\u1ebfn th\u1ee9c t\u1ed5ng qu\u00e1t<\/td>\nSenior: Ng\u01b0\u1eddi c\u00f3 kinh nghi\u1ec7m<\/td>\n<\/tr>\n
Group interview: Ph\u1ecfng v\u1ea5n nh\u00f3m<\/td>\nSeniority: Th\u00e2m ni\u00ean<\/td>\n<\/tr>\n
Internship: Th\u1ef1c t\u1eadp<\/td>\nSkill: K\u1ef9 n\u0103ng \/ tay ngh\u1ec1<\/td>\n<\/tr>\n
Interview: Ph\u1ecfng v\u1ea5n<\/td>\nSoft skills: K\u1ef9 n\u0103ng m\u1ec1m<\/td>\n<\/tr>\n
Job bidding: Th\u00f4ng b\u00e1o th\u1ee7 t\u1ee5c \u0111\u0103ng k\u00fd<\/td>\nStress Interview: Ph\u1ecfng v\u1ea5n c\u0103ng th\u1eb3ng<\/td>\n<\/tr>\n
Job description: B\u1ea3n\u00a0m\u00f4 t\u1ea3 c\u00f4ng vi\u1ec7c<\/td>\nStructured\/Diredtive\/Patterned interview: Ph\u1ecfng v\u1ea5n theo m\u1eabu<\/td>\n<\/tr>\n
Job enlargement: \u0111a d\u1ea1ng h\u00f3a c\u00f4ng vi\u1ec7c<\/td>\nTask \/ Duty: Nhi\u1ec7m v\u1ee5, ph\u1eadn s\u1ef1<\/td>\n<\/tr>\n
Job knownledge test: Tr\u1eafc nghi\u1ec7m k\u1ef9 n\u0103ng ngh\u1ec1 nghi\u1ec7p hay ki\u1ebfn th\u1ee9c chuy\u00ean m\u00f4n<\/td>\nTell-and-listen interview: Ph\u1ecfng v\u1ea5n n\u00f3i v\u00e0 nghe<\/td>\n<\/tr>\n
Job satisfaction: Th\u1ecfa m\u00e3n v\u1edbi c\u00f4ng vi\u1ec7c<\/td>\nTell-and-sell interview: ph\u1ecfng v\u1ea5n n\u00f3i v\u00e0 thuy\u1ebft ph\u1ee5c<\/td>\n<\/tr>\n
Job sharing: chia s\u1ebd c\u00f4ng vi\u1ec7c<\/td>\nThe appraisal interview: Ph\u1ecfng v\u1ea5n \u0111\u00e1nh gi\u00e1<\/td>\n<\/tr>\n
Job specification: B\u1ea3n\u00a0m\u00f4 t\u1ea3 ti\u00eau chu\u1ea9n chi ti\u1ebft c\u00f4ng vi\u1ec7c<\/td>\nThe natural selection model: M\u00f4 h\u00ecnh l\u1ef1a ch\u1ecdn t\u1ef1 nhi\u00ean<\/td>\n<\/tr>\n
Job title: Ch\u1ee9c danh c\u00f4ng vi\u1ec7c<\/td>\nThe recruitment process: quy tr\u00ecnh tuy\u1ec3n d\u1ee5ng<\/td>\n<\/tr>\n
Job: C\u00f4ng vi\u1ec7c<\/td>\nThe Unstructured: Ph\u1ecfng v\u1ea5n kh\u00f4ng theo m\u1eabu<\/td>\n<\/tr>\n
Key job: C\u00f4ng vi\u1ec7c ch\u1ee7 y\u1ebfu<\/td>\nTime study: Nghi\u00ean c\u1ee9u th\u1eddi gian<\/td>\n<\/tr>\n
Knowledge: Ki\u1ebfn th\u1ee9c<\/td>\nTrend analysis: Ph\u00e2n t\u00edch xu h\u01b0\u1edbng<\/td>\n<\/tr>\n
Labor contract: H\u1ee3p \u0111\u1ed3ng lao \u0111\u1ed9ng<\/td>\nUncertainty: B\u1ea5t tr\u1eafc<\/td>\n<\/tr>\n
Labor law: Lu\u1eadt lao \u0111\u1ed9ng<\/td>\nUnofficial: Kh\u00f4ng ch\u00ednh th\u1ee9c<\/td>\n<\/tr>\n
Lethargic: th\u1ee5 \u0111\u1ed9ng<\/td>\nVoluntary applicant\/ unsolicited applicant: \u1ee8ng vi\u00ean t\u1ef1 \u1ee9ng tuy\u1ec3n<\/td>\n<\/tr>\n
Medical certificate: Gi\u1ea5y kh\u00e1m s\u1ee9c kh\u1ecfe<\/td>\nWork environment: M\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Mixed interview: Ph\u1ecfng v\u1ea5n t\u1ed5ng h\u1ee3p<\/td>\nWork environment: M\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

3. Thu\u1eadt ng\u1eef ti\u1ebfng anh chuy\u00ean ng\u00e0nh nh\u00e2n s\u1ef1\u200b v\u1ec1 ti\u1ec1n l\u01b0\u01a1ng v\u00e0 h\u00ecnh th\u1ee9c tr\u1ea3 l\u01b0\u01a1ng<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
100 per cent premium payment: Tr\u1ea3 l\u01b0\u01a1ng 100%<\/td>\nPay leaders: \u0110\u1ee9ng \u0111\u1ea7u v\u1ec1 tr\u1ea3 l\u01b0\u01a1ng cao<\/td>\n<\/tr>\n
Adjust pay rate: \u0111i\u1ec1u ch\u1ec9nh m\u1ee9c l\u01b0\u01a1ng<\/td>\nPay ranges: B\u1eadc l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Adjusting pay rates: \u0110i\u1ec1u ch\u1ec9nh m\u1ee9c l\u01b0\u01a1ng<\/td>\nPay rate: M\u1ee9c l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Annual adjustment: \u0110i\u1ec1u ch\u1ec9nh h\u00e0ng n\u0103m<\/td>\nPay roll \/ Pay sheet: B\u1ea3ng l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Benchmark job:\u00a0C\u00f4ng vi\u1ec7c chu\u1ea9n \u0111\u1ec3 t\u00ednh l\u01b0\u01a1ng<\/td>\nPay scale: Thang l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Class A: h\u1ea1ng A<\/td>\nPay: Tr\u1ea3 l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Compensation: L\u01b0\u01a1ng b\u1ed5ng<\/td>\nPay-day: Ng\u00e0y ph\u00e1t l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Emerson efficiency bonus payment: Tr\u1ea3 l\u01b0\u01a1ng theo hi\u1ec7u n\u0103ng<\/td>\nPayment for time not worked: Tr\u1ea3 l\u01b0\u01a1ng trong th\u1eddi gian kh\u00f4ng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Entry- level professionals: Chuy\u00ean vi\u00ean \u1edf m\u1ee9c kh\u1edfi \u0111i\u1ec3m<\/td>\nPay-slip: Phi\u1ebfu l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Gain sharing payment or the halsey premium plan: Tr\u1ea3 l\u01b0\u01a1ng chia t\u1ef7 l\u1ec7 ti\u1ec1n th\u01b0\u1edfng<\/td>\nPension: L\u01b0\u01a1ng h\u01b0u<\/td>\n<\/tr>\n
Gantt task anh Bonus payment: Tr\u1ea3 l\u01b0\u01a1ng c\u01a1 b\u1ea3n c\u1ed9ng v\u1edbi ti\u1ec1n th\u01b0\u1edfng<\/td>\nPiecework payment: Tr\u1ea3 l\u01b0\u01a1ng kho\u00e1ng s\u1ea3n ph\u1ea9m<\/td>\n<\/tr>\n
Going rate \/ Wege\/ Prevailing rate: M\u1ee9c l\u01b0\u01a1ng hi\u1ec7n h\u00e0nh<\/td>\nPrinciple \u201cEqual pay, equal work\u201d: Nguy\u00ean t\u1eafc c\u00f4ng b\u1eb1ng l\u01b0\u01a1ng b\u1ed5ng (Theo n\u0103ng l\u1ef1c)<\/td>\n<\/tr>\n
Gross salary: L\u01b0\u01a1ng g\u1ed9p (ch\u01b0a tr\u1eeb)<\/td>\nSalary advances: L\u01b0\u01a1ng t\u1ea1m \u1ee9ng<\/td>\n<\/tr>\n
Group incentive plan\/Group incetive payment: Tr\u1ea3 l\u01b0\u01a1ng theo nh\u00f3m<\/td>\nSalary and wages administration : Qu\u1ea3n tr\u1ecb l\u01b0\u01a1ng b\u1ed5ng<\/td>\n<\/tr>\n
Incentive payment: Tr\u1ea3 l\u01b0\u01a1ng k\u00edch th\u00edch lao \u0111\u1ed9ng<\/td>\nStandard hour plan: K\u1ebf ho\u1ea1ch tr\u1ea3 l\u01b0\u01a1ng theo gi\u1edd \u1ea5n \u0111\u1ecbnh<\/td>\n<\/tr>\n
Income: Thu nh\u1eadp<\/td>\nStarting salary: L\u01b0\u01a1ng kh\u1edfi \u0111i\u1ec3m<\/td>\n<\/tr>\n
Individual incentive payment: Tr\u1ea3 l\u01b0\u01a1ng theo c\u00e1 nh\u00e2n<\/td>\nStock option: Tr\u1ea3 l\u01b0\u01a1ng th\u01b0\u1edfng c\u1ed5 ph\u1ea7n v\u1edbi gi\u00e1 h\u1ea1<\/td>\n<\/tr>\n
Job pricing: \u1ea4n \u0111\u1ecbnh m\u1ee9c tr\u1ea3 l\u01b0\u01a1ng<\/td>\nTake home pay: Ti\u1ec1n th\u1ef1c t\u1ebf mang v\u1ec1 nh\u00e0 (L\u01b0\u01a1ng sau thu\u1ebf)<\/td>\n<\/tr>\n
Net salary: L\u01b0\u01a1ng th\u1ef1c nh\u1eadn<\/td>\nTime payment: Tr\u1ea3 l\u01b0\u01a1ng theo th\u1eddi gian<\/td>\n<\/tr>\n
Non-financial compensation: L\u01b0\u01a1ng b\u1ed5ng \u0111\u00e3i ng\u1ed9 phi t\u00e0i ch\u00ednh<\/td>\nVacation leave: Ngh\u1ec9 h\u00e8 (C\u00f3 l\u01b0\u01a1ng)<\/td>\n<\/tr>\n
Pay followers: Nh\u1eefng ng\u01b0\u1eddi\/h\u00e3ng c\u00f3 m\u1ee9c l\u01b0\u01a1ng th\u1ea5p<\/td>\nVariable: bi\u1ebfn s\u1ed1<\/td>\n<\/tr>\n
Pay grades: Ng\u1ea1ch \/ h\u1ea1ng l\u01b0\u01a1ng<\/td>\nWage: L\u01b0\u01a1ng c\u00f4ng nh\u1eadt<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

4. Thu\u1eadt ng\u1eef ti\u1ebfng anh v\u1ec1 ch\u1ebf \u0111\u1ed9 ph\u00fac l\u1ee3i kh\u00e1c<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Absent from work: Ngh\u1ec9 l\u00e0m (kh\u00f4ng ph\u1ea3i ngh\u1ec9 h\u1eb3n)<\/td>\nMaternity leave: Ngh\u1ec9 ch\u1ebf \u0111\u1ed9 thai s\u1ea3n<\/td>\n<\/tr>\n
Allowances: Tr\u1ee3 c\u1ea5p<\/td>\nMedical benefits: Tr\u1ee3 c\u1ea5p y t\u1ebf<\/td>\n<\/tr>\n
Annual leave: Ngh\u1ec9 ph\u00e9p th\u01b0\u1eddng ni\u00ean<\/td>\nMoving expenses: Chi ph\u00ed \u0111i l\u1ea1i<\/td>\n<\/tr>\n
Apprenticeship training: \u0110\u00e0o t\u1ea1o h\u1ecdc ngh\u1ec1<\/td>\nOrientation manual: C\u1ea9m nang h\u1ed9i nh\u1eadp v\u00e0o m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Award \/ Reward \/ Gratification \/ Bonus: Th\u01b0\u1edfng, ti\u1ec1n th\u01b0\u1edfng<\/td>\nOutplacement: S\u1eafp x\u1ebfp cho m\u1ed9t nh\u00e2n vi\u00ean l\u00e0m vi\u1ec7c \u1edf m\u1ed9t n\u1edbi kh\u00e1c<\/td>\n<\/tr>\n
Benefit: l\u1ee3i nhu\u1eadn<\/td>\nOutstanding staff: Nh\u00e2n vi\u00ean xu\u1ea5t s\u1eafc<\/td>\n<\/tr>\n
Benefits: Ph\u00fac l\u1ee3i<\/td>\nPaid absences: V\u1eafng m\u1eb7t v\u1eabn \u0111\u01b0\u1ee3c tr\u1ea3 ti\u1ec1n<\/td>\n<\/tr>\n
Collective agreement: Th\u1ecfa \u01b0\u1edbc t\u1eadp th\u1ec3<\/td>\nPaid leave: Ngh\u1ec9 ph\u00e9p c\u00f3 l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Collective bargaining: Th\u01b0\u01a1ng ngh\u1ecb t\u1eadp th\u1ec3<\/td>\nPerson-hours\/man-hours: Gi\u1edd c\u00f4ng lao \u0111\u1ed9ng c\u1ee7a m\u1ed9t ng\u01b0\u1eddi<\/td>\n<\/tr>\n
Comfortable working conditions: \u0110i\u1ec1u ki\u1ec7n l\u00e0m vi\u1ec7c tho\u1ea3i m\u00e1i<\/td>\nPhysical examination: Kh\u00e1m s\u1ee9c kh\u1ecfe<\/td>\n<\/tr>\n
Commission: Hoa h\u1ed3ng<\/td>\nPremium pay: Ti\u1ec1n tr\u1ee3 c\u1ea5p \u0111\u1ed9c h\u1ea1i<\/td>\n<\/tr>\n
Compensation equity: B\u00ecnh \u0111\u1eb3ng v\u1ec1 l\u01b0\u01a1ng b\u1ed5ng v\u00e0 \u0111\u00e3i ng\u1ed9<\/td>\nProfit sharing: Chia l\u1eddi<\/td>\n<\/tr>\n
Compensation: \u0111\u1ec1n b\u00f9<\/td>\nProgrammed instruction: Gi\u1ea3ng d\u1ea1y theo th\u1ee9 t\u1ef1 t\u1eebng ch\u01b0\u01a1ng tr\u00ecnh<\/td>\n<\/tr>\n
Cost of living:\u00a0Chi ph\u00ed sinh ho\u1ea1t<\/td>\nPromotion: Th\u0103ng ch\u1ee9c<\/td>\n<\/tr>\n
Day care center: Trung t\u00e2m ch\u0103m s\u00f3c tr\u1ebb em khi cha m\u1eb9 l\u00e0m vi\u1ec7c<\/td>\nRetire: ngh\u1ec9 h\u01b0u<\/td>\n<\/tr>\n
Death in service compensation: B\u1ed3i th\u01b0\u1edfng t\u1eed tu\u1ea5t<\/td>\nRetirement plans: K\u1ebf ho\u1ea1ch v\u1ec1 h\u01b0u<\/td>\n<\/tr>\n
Early retirement: V\u1ec1 h\u01b0u non<\/td>\nReward Criteria: C\u00e1c ti\u00eau chu\u1ea9n t\u01b0\u1edfng th\u01b0\u1edfng<\/td>\n<\/tr>\n
Education assistance: Tr\u1ee3 c\u1ea5p gi\u00e1o d\u1ee5c<\/td>\nSafety\/Security needs: Nhu c\u1ea7u an to\u00e0n\/b\u1ea3o v\u1ec7<\/td>\n<\/tr>\n
Family benefits: Tr\u1ee3 c\u1ea5p gia \u0111\u00ecnh<\/td>\nServices and benefits: D\u1ecbch v\u1ee5 v\u00e0 ph\u00fac l\u1ee3i<\/td>\n<\/tr>\n
Flextime: Gi\u1edd l\u00e0m vi\u1ec7c uy\u1ec3n chuy\u1ec3n, linh \u0111\u1ed9ng<\/td>\nSeverance pay: Tr\u1ee3 c\u1ea5p do tr\u01b0\u1eddng h\u1ee3p b\u1ea5t kh\u1ea3 kh\u00e1ng (gi\u1ea3m bi\u00ean ch\u1ebf, c\u01b0\u1edbi, tang\u2026)<\/td>\n<\/tr>\n
Group life insuarance: B\u1ea3o hi\u1ec3m nh\u00e2n th\u1ecd theo nh\u00f3m<\/td>\nSick leaves: Ngh\u1ec9 ph\u00e9p \u1ed1m \u0111au v\u1eabn \u0111\u01b0\u1ee3c tr\u1ea3 l\u01b0\u01a1ng<\/td>\n<\/tr>\n
Hazard pay: Ti\u1ec1n tr\u1ee3 c\u1ea5p nguy hi\u1ec3m<\/td>\nSocial assistance: Tr\u1ee3 c\u1ea5p x\u00e3 h\u1ed9i<\/td>\n<\/tr>\n
Heath and safety: Y t\u1ebf v\u00e0 An to\u00e0n lao \u0111\u1ed9ng<\/td>\nSocial security: An sinh x\u00e3 h\u1ed9i<\/td>\n<\/tr>\n
Holiday leave: Ngh\u1ec9 l\u1ec5 c\u00f3 h\u01b0\u1edfng l\u01b0\u01a1ng<\/td>\nSurplus of workers: Th\u1eb7ng d\u01b0 nh\u00e2n vi\u00ean<\/td>\n<\/tr>\n
Incentive compensation: L\u01b0\u01a1ng b\u1ed5ng \u0111\u00e3i ng\u1ed9 k\u00edch th\u00edch L\u0110XS<\/td>\nTravel benefits: Tr\u1ee3 c\u1ea5p \u0111i \u0111\u01b0\u1eddng<\/td>\n<\/tr>\n
Job expenses: c\u00f4ng t\u00e1c ph\u00ed<\/td>\nUnemployment benefits: Tr\u1ee3 c\u1ea5p th\u1ea5t nghi\u1ec7p<\/td>\n<\/tr>\n
Labor agreement: Th\u1ecfa \u01b0\u1edbc lao \u0111\u1ed9ng<\/td>\nUnit integration: S\u1ef1 h\u1ed9i nh\u1eadp\/Ph\u1ed1i h\u1ee3p gi\u1eefa c\u00e1c \u0111\u01a1n v\u1ecb<\/td>\n<\/tr>\n
Layoff: T\u1ea1m cho ngh\u1ec9 vi\u1ec7c v\u00ec kh\u00f4ng c\u00f3 vi\u1ec7c l\u00e0m<\/td>\nVestibule training:\u0110\u00e0o t\u1ea1o xa n\u01a1i l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Leave \/ Leave of absence: Ngh\u1ec9 ph\u00e9p<\/td>\nWorker\u2019s compensation: \u0110\u1ec1n b\u00f9 \u1ed1m \u0111\u00e2u hay tai n\u1ea1n giao th\u00f4ng<\/td>\n<\/tr>\n
Life insuarance: B\u1ea3o hi\u1ec3m nh\u00e2n th\u1ecd<\/td>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

5. Thu\u1eadt ng\u1eef ti\u1ebfng anh chuy\u00ean ng\u00e0nh nh\u00e2n s\u1ef1 kh\u00e1c<\/h2>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Aggrieved employee: Nh\u00e2n vi\u00ean b\u1ecb ng\u01b0\u1ee3c \u0111\u00e3i<\/td>\nMotivation hygiene theory: L\u00fd thuy\u1ebft y\u1ebfu t\u1ed1 \u0111\u1ed9ng vi\u00ean v\u00e0 y\u1ebfu t\u1ed1 l\u00e0nh m\u1ea1nh<\/td>\n<\/tr>\n
Aiming: kh\u1ea3 n\u0103ng nh\u1eafm \u0111\u00fang v\u1ecb tr\u00ed<\/td>\nNarrative form rating method: Ph\u01b0\u01a1ng ph\u00e1p \u0111\u00e1nh gi\u00e1 qua m\u1eabu bi\u1ec3u t\u01b0\u1eddng thu\u1eadt<\/td>\n<\/tr>\n
Air conflict: M\u00e2u thu\u1ea9n c\u1edfi m\u1edf\/ c\u00f4ng khai<\/td>\nNew employee checklist: Phi\u1ebfu ki\u1ec3m tra ph\u00e1t t\u00e0i li\u1ec7u cho nh\u00e2n vi\u00ean m\u1edbi<\/td>\n<\/tr>\n
Alternation Ranking method: Ph\u01b0\u01a1ng ph\u00e1p x\u1ebfp h\u1ea1ng lu\u00e2n phi\u00ean<\/td>\nNight work: L\u00e0m vi\u1ec7c ban \u0111\u00eam<\/td>\n<\/tr>\n
Arbitrator: tr\u1ecdng t\u00e0i<\/td>\nNorms: C\u00e1c chu\u1ea9n m\u1ef1c \/ khu\u00f4n m\u1eabu l\u00e0m chu\u1ea9n<\/td>\n<\/tr>\n
Average: Trung b\u00ecnh<\/td>\nObservation: Quan s\u00e1t<\/td>\n<\/tr>\n
Behavior modeling: M\u00f4 h\u00ecnh \u1ee9ng x\u1eed<\/td>\nOff the job training: \u0110\u00e0o t\u1ea1o ngo\u00e0i n\u01a1i l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Behavioral norms: C\u00e1c chu\u1ea9n m\u1ef1c h\u00e0nh vi<\/td>\nOmnipotent view<\/td>\n<\/tr>\n
Bottom-up approach: Ph\u01b0\u01a1ng ph\u00e1p \u0111i t\u1eeb d\u01b0\u1edbi l\u00ean tr\u00ean<\/td>\nOn the job training: \u0110\u00e0o t\u1ea1o t\u1ea1i ch\u1ed7<\/td>\n<\/tr>\n
Breakdowns: B\u1ebf t\u1eafc<\/td>\nOpen culture:B\u1ea7u kh\u00f4ng kh\u00ed v\u0103n h\u00f3a m\u1edf<\/td>\n<\/tr>\n
Budget: qu\u1ef9, ng\u00e2n qu\u1ef9<\/td>\nOpen systems focus: Ch\u00fa tr\u1ecdng \u0111\u1ebfn c\u00e1c h\u1ec7 th\u1ed1ng m\u1edf<\/td>\n<\/tr>\n
Bureaucratic: quan li\u00eau<\/td>\nOperational planning: ho\u1ea1ch \u0111\u1ecbnh t\u00e1c v\u1ee5<\/td>\n<\/tr>\n
Business games: Tr\u00f2 ch\u01a1i kinh doanh<\/td>\nOperational\/ Task-environment: M\u00f4i tr\u01b0\u1eddng t\u00e1c v\u1ee5\/c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Career employee: Nh\u00e2n vi\u00ean ch\u00ednh ng\u1ea1ch\/Bi\u00ean ch\u1ebf<\/td>\nOral reminder: nh\u1eafc nh\u1edf mi\u1ec7ng<\/td>\n<\/tr>\n
Challenge: th\u1eed th\u00e1ch<\/td>\nOrganizational behavior\/Behavior: h\u00e0nh vi trong t\u1ed5 ch\u1ee9c<\/td>\n<\/tr>\n
Classroom lecture: B\u00e0i thuy\u1ebft tr\u00ecnh trong l\u1edbp<\/td>\nOrganizational commitment: g\u1eafn b\u00f3 v\u1edbi t\u1ed5 ch\u1ee9c<\/td>\n<\/tr>\n
Coaching:\u00a0Hu\u1ea5n luy\u1ec7n<\/td>\nOrientation: H\u1ed9i nh\u1eadp v\u00e0o m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Cognitive dissonance: b\u1ea5t h\u00f2a nh\u1eadn th\u1ee9c<\/td>\nOutput : \u0111\u1ea7u ra<\/td>\n<\/tr>\n
Combination of methods: T\u1ed5ng h\u1ee3p c\u00e1c ph\u01b0\u01a1ng ph\u00e1p<\/td>\nOvercoming Breakdowns: V\u01b0\u1ee3t kh\u1ecfi b\u1ebf t\u1eafc<\/td>\n<\/tr>\n
Competent supervision: ki\u1ec3m tra kh\u00e9o l\u00e9o<\/td>\nOvertime: L\u00e0m th\u00eam gi\u1edd<\/td>\n<\/tr>\n
Computer-assisted instruction: Gi\u1ea3ng d\u1ea1y nh\u1edd m\u00e1y t\u00ednh<\/td>\nPaired comparisons method: Ph\u01b0\u01a1ng ph\u00e1p so s\u00e1nh t\u1eebng c\u1eb7p<\/td>\n<\/tr>\n
Conference: h\u1ed9i ngh\u1ecb<\/td>\nPenalty: H\u00ecnh ph\u1ea1t<\/td>\n<\/tr>\n
Conflict tolerance: ch\u1ea5p nh\u1eadn m\u00e2u thu\u1eabn<\/td>\nPeople Focus: ch\u00fa tr\u1ecdng \u0111\u1ebfn con ng\u01b0\u1eddi<\/td>\n<\/tr>\n
Conflict: M\u00e2u thu\u1eabn<\/td>\nPerception: nh\u1eadn th\u1ee9c<\/td>\n<\/tr>\n
Congenial co-workers: \u0110\u1ed3ng nghi\u1ec7p h\u1ee3p \u00fd<\/td>\nPerformance appraisal data: D\u1eef ki\u1ec7n \u0111\u00e1nh gi\u00e1 th\u00e0nh t\u00edch c\u00f4ng t\u00e1c<\/td>\n<\/tr>\n
Corporate culture: V\u0103n h\u00f3a c\u00f4ng ty<\/td>\nPerformance appraisal: \u0110\u00e1nh gi\u00e1 th\u00e0nh t\u00edch c\u00f4ng t\u00e1c \/ ho\u00e0n th\u00e0nh c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Corporate philosophy:\u00a0Tri\u1ebft l\u00fd c\u00f4ng ty<\/td>\nPerformance expectation: k\u1ef3 v\u1ecdng ho\u00e0n th\u00e0nh c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Correlation analysis: ph\u00e2n t\u00edch t\u01b0\u01a1ng quan<\/td>\nPerformance review : \u0110\u00e1nh gi\u00e1 n\u0103ng l\u1ef1c<\/td>\n<\/tr>\n
Cost of living: Chi ph\u00ed sinh ho\u1ea1t<\/td>\nPerson-hours\u00a0\/ Man-hours: Gi\u1edd c\u00f4ng lao \u0111\u1ed9ng c\u1ee7a 1 ng\u01b0\u1eddi<\/td>\n<\/tr>\n
Cyclical variation: bi\u1ebfn thi\u00ean theo chu k\u1ef3<\/td>\nPersonnel management: qu\u1ea3n tr\u1ecb nh\u00e2n vi\u00ean<\/td>\n<\/tr>\n
Delphi technique: K\u1ef9 thu\u1eadt Delphi<\/td>\nPhysiognomy: Khoa t\u01b0\u1edbng h\u1ecdc<\/td>\n<\/tr>\n
Demanding: \u0110\u00f2i h\u1ecfi kh\u1eaft khe<\/td>\nPhysiological needs: Nhu c\u1ea7u sinh l\u00fd<\/td>\n<\/tr>\n
Demotion: Gi\u00e1ng ch\u1ee9c<\/td>\nPoor\/Unsatisfactory: k\u00e9m<\/td>\n<\/tr>\n
Determinants: C\u00e1c y\u1ebfu t\u1ed1 quy\u1ebft \u0111\u1ecbnh<\/td>\nPresent employees: nh\u00e2n vi\u00ean hi\u1ec7n h\u00e0nh<\/td>\n<\/tr>\n
Development: S\u1ef1 ph\u00e1t tri\u1ec3n<\/td>\nPressure group: c\u00e1c nh\u00f3m g\u00e2y \u00e1p l\u1ef1c<\/td>\n<\/tr>\n
Disciplinary action process: Ti\u1ebfn tr\u00ecnh thi h\u00e0nh k\u1ef7 lu\u1eadt<\/td>\nProactive: ti\u00ean phong th\u1ef1c hi\u1ec7n<\/td>\n<\/tr>\n
Disciplinary action: Thi h\u00e0nh k\u1ef7 lu\u1eadt<\/td>\nProduction\/Services management: Qu\u1ea3n tr\u1ecb s\u1ea3n xu\u1ea5t d\u1ecbch v\u1ee5<\/td>\n<\/tr>\n
Discipline: K\u1ef7 lu\u1eadt<\/td>\nPunishment: Ph\u1ea1t<\/td>\n<\/tr>\n
Drug testing: Ki\u1ec3m tra d\u00f9ng thu\u1ed1c<\/td>\nQuality of work life: Ph\u1ea9m ch\u1ea5t s\u1ed1ng l\u00e0m vi\u1ec7c\/ph\u1ea9m ch\u1ea5t cu\u1ed9c \u0111\u1eddi l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Employee behavior: H\u00e0nh vi c\u1ee7a nh\u00e2n vi\u00ean<\/td>\nQuantitative techniques: k\u1ef9 thu\u1eadt \u0111\u1ecbnh l\u01b0\u1ee3ng<\/td>\n<\/tr>\n
Employee manual \/ Handbook: C\u1ea9m nang nh\u00e2n vi\u00ean<\/td>\nRandom variation: bi\u1ebfn thi\u00ean ng\u1eabu nhi\u00ean<\/td>\n<\/tr>\n
Employee recording: Nh\u00e2n vi\u00ean ghi ch\u00e9p trong nh\u1eadt k\u00fd c\u00f4ng t\u00e1c<\/td>\nRanking method : Ph\u01b0\u01a1ng ph\u00e1p x\u1ebfp h\u1ea1ng<\/td>\n<\/tr>\n
Employee referrals: Nh\u1edd nh\u00e2n vi\u00ean gi\u1edbi thi\u1ec7u<\/td>\nRatifying the agreement: Ph\u00ea chu\u1ea9n th\u1ecfa \u01b0\u1edbc<\/td>\n<\/tr>\n
Employee relation services: D\u1ecbch v\u1ee5 t\u01b0\u01a1ng quan nh\u00e2n s\u1ef1<\/td>\nRating scales method: Ph\u01b0\u01a1ng ph\u00e1p m\u1ee9c thang \u0111i\u1ec3m<\/td>\n<\/tr>\n
Employee relations\/ Internal employee relation: T\u01b0\u01a1ng quan nh\u00e2n s\u1ef1<\/td>\nRatio analysis: ph\u00e2n t\u00edch t\u1ec9 su\u1ea5t nh\u00e2n qu\u1ea3<\/td>\n<\/tr>\n
Employee service: D\u1ecbch v\u1ee5 c\u00f4ng nh\u00e2n vi\u00ean<\/td>\nReactive: Ch\u1ed1ng \u0111\u1ee1, ph\u1ea3n \u1ee9ng l\u1ea1i<\/td>\n<\/tr>\n
Employee stock ownership plan: K\u1ebf ho\u1ea1ch cho nh\u00e2n vi\u00ean s\u1edf h\u1eefu c\u1ed5 ph\u1ea7n<\/td>\nRecruitment agency: C\u00f4ng ty tuy\u1ec3n d\u1ee5ng<\/td>\n<\/tr>\n
Essay method: Ph\u01b0\u01a1ng ph\u00e1p \u0111\u00e1nh gi\u00e1 b\u1eb1ng v\u0103n b\u1ea3n t\u01b0\u1eddng thu\u1eadt<\/td>\nRecruitment fair: H\u1ed9i ch\u1ee3 vi\u1ec7c l\u00e0m<\/td>\n<\/tr>\n
Esteem needs: Nhu c\u1ea7u \u0111\u01b0\u1ee3c k\u00ednh tr\u1ecdng<\/td>\nRegression analysis: Ph\u00e2n t\u00edch h\u1ed3i quy<\/td>\n<\/tr>\n
Evaluation and follow up: \u0110\u00e1nh gi\u00e1 v\u00e0 theo d\u00f5i<\/td>\nReorientation: T\u00e1i H\u1ed9i nh\u1eadp v\u00e0o m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
External environment: M\u00f4i tr\u01b0\u1eddng b\u00ean ngo\u00e0i<\/td>\nResearch and development: Nghi\u00ean c\u1ee9u v\u00e0 ph\u00e1t tri\u1ec3n<\/td>\n<\/tr>\n
External equity: B\u00ecnh \u0111\u1eb3ng so v\u1edbi b\u00ean ngo\u00e0i<\/td>\nResignation: Xin th\u00f4i vi\u1ec7c<\/td>\n<\/tr>\n
Extreme behavior: H\u00e0nh vi theo th\u00e1i c\u1ef1c<\/td>\nResponsibility: Tr\u00e1ch nhi\u1ec7m<\/td>\n<\/tr>\n
Fair: t\u1ea1m<\/td>\nRisk tolerance:\u00a0Ch\u1ea5p nh\u1eadn r\u1ee7i ro<\/td>\n<\/tr>\n
Financial management: qu\u1ea3n tr\u1ecb t\u00e0i ch\u00ednh<\/td>\nRole paying: \u0110\u00f3ng k\u1ecbch\/nh\u1eadp vai<\/td>\n<\/tr>\n
Finger dexterity: S\u1ef1 kh\u00e9o l\u00e9o c\u1ee7a ng\u00f3n tay<\/td>\nScanlon plan: K\u1ebf ho\u1ea1ch scanlon<\/td>\n<\/tr>\n
Forecasting: d\u1ef1 b\u00e1o<\/td>\nSeasonal variation: bi\u1ebfn thi\u00ean theo m\u00f9a<\/td>\n<\/tr>\n
Formal system: H\u1ec7 th\u1ed1ng ch\u00ednh th\u1ee9c<\/td>\nSecond shift\/swing shift : ca 2<\/td>\n<\/tr>\n
General environment: M\u00f4i tr\u01b0\u1eddng t\u1ed5ng qu\u00e1t<\/td>\nSelf appraisal:\u00a0T\u1ef1 \u0111\u00e1nh gi\u00e1<\/td>\n<\/tr>\n
Graphic rating scales method: Ph\u01b0\u01a1ng ph\u00e1p m\u1ee9c thang \u0111i\u1ec3m v\u1ebd b\u1eb1ng \u0111\u1ed3 th\u1ecb<\/td>\nSelf-actualization needs:\u00a0Nhu c\u1ea9u th\u1ec3 hi\u1ec7n b\u1ea3n th\u00e2n<\/td>\n<\/tr>\n
Graphology: Khoa nghi\u00ean c\u1ee9u ch\u1eef vi\u1ebft<\/td>\nShift: Ca \/ k\u00edp<\/td>\n<\/tr>\n
Grievance procedure: Th\u1ee7 t\u1ee5c gi\u1ea3i quy\u1ebft khi\u1ebfu n\u1ea1i<\/td>\nSimulators: Ph\u01b0\u01a1ng ph\u00e1p s\u1eed d\u1ee5ng d\u1ee5ng c\u1ee5 m\u00f4 ph\u1ecfng<\/td>\n<\/tr>\n
Group appraisal: \u0110\u00e1nh gi\u00e1 nh\u00f3m<\/td>\nSound policies: ch\u00ednh s\u00e1ch h\u1ee3p l\u00fd<\/td>\n<\/tr>\n
Group emphasis: Ch\u00fa tr\u1ecdng v\u00e0o nh\u00f3m<\/td>\nSpecific environment: M\u00f4i tr\u01b0\u1eddng \u0111\u1eb7c th\u00f9<\/td>\n<\/tr>\n
Headhunt\u00a0: Tuy\u1ec3n d\u1ee5ng nh\u00e2n t\u00e0i (s\u0103n \u0111\u1ea7u ng\u01b0\u1eddi)<\/td>\nStandard: Ti\u00eau chu\u1ea9n<\/td>\n<\/tr>\n
Hierarchy of human needs: N\u1ea5c thang th\u1ee9 b\u1eadc\/nhu c\u1ea7u c\u1ee7a con ng\u01b0\u1eddi<\/td>\nStop- Smoking program: Ch\u01b0\u01a1ng tr\u00ecnh cai thu\u1ed1c l\u00e1<\/td>\n<\/tr>\n
Hot stove rule: Nguy\u00ean t\u1eafc l\u00f2 l\u1eeda n\u00f3ng<\/td>\nStrategic planning: Ho\u1ea1ch \u0111\u1ecbnh chi\u1ebfn l\u01b0\u1ee3c<\/td>\n<\/tr>\n
How to influence human behavior: L\u00e0m c\u00e1ch n\u00e0o khuy\u1ebfn d\u1ee5 h\u00e0nh vi \u1ee9ng x\u1eed c\u1ee7a con ng\u01b0\u1eddi<\/td>\nStress of work: C\u0103ng th\u1eb3ng c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Human resource development: Ph\u00e1t tri\u1ec3n ngu\u1ed3n nh\u00e2n l\u1ef1c<\/td>\nSubcontracting: H\u1ee3p \u0111\u1ed3ng gia c\u00f4ng<\/td>\n<\/tr>\n
Human resource development:\u00a0ph\u00e1t tri\u1ec3n ngu\u1ed3n nh\u00e2n l\u1ef1c<\/td>\nSuper class: ngo\u1ea1i h\u1ea1ng<\/td>\n<\/tr>\n
Human resource managerment: Qu\u1ea3n tr\u1ecb ngu\u1ed3n nh\u00e2n l\u1ef1c\/ Qu\u1ea3n tr\u1ecb nh\u00e2n l\u1ef1c<\/td>\nSupervisory style:\u00a0Phong c\u00e1ch qu\u1ea3n l\u00fd<\/td>\n<\/tr>\n
Human resource planning: K\u1ebf ho\u1ea1ch ngu\u1ed3n nh\u00e2n l\u1ef1c\/k\u1ebf ho\u1ea1ch nh\u00e2n l\u1ef1c<\/td>\nTaboo: \u0110i\u1ec1u c\u1ea5m k\u1ef5<\/td>\n<\/tr>\n
In- basket training: \u0110\u00e0o t\u1ea1o b\u00e0n gi\u1ea5y\/ \u0110\u00e0o t\u1ea1o x\u1eed l\u00fd c\u00f4ng v\u0103n gi\u1ea5y t\u1edd<\/td>\nTelecommuting: L\u00e0m vi\u1ec7c \u1edf nh\u00e0 truy\u1ec1n qua computer<\/td>\n<\/tr>\n
Informal group: Nh\u00f3m kh\u00f4ng ch\u00ednh th\u1ee9c<\/td>\nTemporary employees: nh\u00e2n vi\u00ean t\u1ea1m<\/td>\n<\/tr>\n
Input:\u0110\u1ea7u v\u00e0o\/nh\u1eadp l\u01b0\u1ee3ng<\/td>\nTemporary: t\u1ea1m th\u1eddi<\/td>\n<\/tr>\n
Insurance plans: k\u1ebf ho\u1ea1ch b\u1ea3o hi\u1ec3m<\/td>\nTendency: Xu h\u01b0\u1edbng<\/td>\n<\/tr>\n
Integrated human resource managerment: Qu\u1ea3n tr\u1ecb T\u00e0i nguy\u00ean nh\u00e2n s\u1ef1 t\u1ed5ng th\u1ec3<\/td>\nTermination of Non-managerial \/Nonprofessional employees: Cho nh\u00e2n vi\u00ean ngh\u1ec9 vi\u1ec7c<\/td>\n<\/tr>\n
Interlligence tests: Tr\u1eafc nghi\u1ec7n tr\u00ed th\u00f4ng minh<\/td>\nTermination: H\u1ebft h\u1ea1n h\u1ee3p \u0111\u1ed3ng<\/td>\n<\/tr>\n
Internal employee relations: T\u01b0\u01a1ng quan nh\u00e2n s\u1ef1 n\u1ed9i b\u1ed9<\/td>\nThe critical incident method: Ph\u01b0\u01a1ng ph\u00e1p ghi ch\u00e9p c\u00e1c v\u1ee5 vi\u1ec7c quan tr\u1ecdng<\/td>\n<\/tr>\n
Internal environment: m\u00f4i tr\u01b0\u1eddng b\u00ean trong<\/td>\nThe long- run trend: Xu h\u01b0\u1edbng l\u00e2u d\u00e0i<\/td>\n<\/tr>\n
Internal equity:\u00a0B\u00ecnh \u0111\u1eb3ng n\u1ed9i b\u1ed9<\/td>\nThe organization\u2019s culture : B\u1ea7u kh\u00f4ng kh\u00ed v\u0103n h\u00f3a t\u1ed5 ch\u1ee9c<\/td>\n<\/tr>\n
Job advertisement: Th\u00f4ng b\u00e1o tuy\u1ec3n d\u1ee5ng<\/td>\nThe resource dependence model: M\u00f4 h\u00ecnh d\u1ef1a v\u00e0o t\u00e0i nguy\u00ean<\/td>\n<\/tr>\n
Job analysis: Ph\u00e2n t\u00edch c\u00f4ng vi\u1ec7c<\/td>\nThe shared aspect of culture: Kh\u00eda c\u1ea1nh v\u0103n h\u00f3a \u0111\u01b0\u1ee3c chia s\u1ebb<\/td>\n<\/tr>\n
Job behaviors: C\u00e1c h\u00e0nh vi \u0111\u1ed1i v\u1edbi c\u00f4ng vi\u1ec7c<\/td>\nThe third shift\/ Graveyard shift: ca 3<\/td>\n<\/tr>\n
Job enrichment: Phong ph\u00fa h\u00f3a c\u00f4ng vi\u1ec7c<\/td>\nTraining: \u0110\u00e0o t\u1ea1o<\/td>\n<\/tr>\n
Job environment: Khung c\u1ea3nh c\u00f4ng vi\u1ec7c<\/td>\nTransfer: Thuy\u00ean chuy\u1ec3n<\/td>\n<\/tr>\n
Job envolvement: t\u00edch c\u1ef1c v\u1edbi c\u00f4ng vi\u1ec7c<\/td>\nTransfer: Thuy\u00ean chuy\u1ec3n nh\u00e2n vi\u00ean<\/td>\n<\/tr>\n
Job peformance: S\u1ef1 ho\u00e0n th\u00e0nh c\u00f4ng t\u00e1c<\/td>\nUnemployed: Th\u1ea5t nghi\u1ec7p<\/td>\n<\/tr>\n
Job posting: Ni\u00eam y\u1ebft ch\u1ed7 l\u00e0m c\u00f2n tr\u1ed1ng<\/td>\nVacancy: V\u1ecb tr\u00ed tr\u1ed1ng c\u1ea7n tuy\u1ec3n m\u1edbi<\/td>\n<\/tr>\n
Job rotation:\u00a0Lu\u00e2n phi\u00ean c\u00f4ng t\u00e1c<\/td>\nViolation of company rules: Vi ph\u1ea1m \u0111i\u1ec1u l\u1ec7 c\u00f4ng ty<\/td>\n<\/tr>\n
Labor relations: t\u01b0\u01a1ng quan lao \u0111\u1ed9ng<\/td>\nViolation of health and safety standards: Vi ph\u1ea1m ti\u00eau chu\u1ea9n y t\u1ebf v\u00e0 an to\u00e0n lao \u0111\u1ed9ng<\/td>\n<\/tr>\n
Line management: qu\u1ea3n l\u00fd tr\u1ef1c ti\u1ebfp<\/td>\nViolation of law: Vi ph\u1ea1m lu\u1eadt<\/td>\n<\/tr>\n
managerial judgment: Ph\u00e1n \u0111o\u00e1n c\u1ee7a c\u1ea5p qu\u1ea3n tr\u1ecb<\/td>\nVision\/Vision driven: \u0110\u1ecbnh h\u01b0\u1edbng vi\u1ec5n c\u1ea3nh\/T\u1ea7m nh\u00ecn<\/td>\n<\/tr>\n
Managerment By Ojectives: qu\u1ea3n tr\u1ecb b\u1eb1ng c\u00e1c m\u1ee5c ti\u00eau<\/td>\nVocational interest tests: Tr\u1eafc nghi\u1ec7m s\u1edf th\u00edch ngh\u1ec1 nghi\u1ec7p<\/td>\n<\/tr>\n
Manpower inventory: H\u1ed3 s\u01a1 nh\u00e2n l\u1ef1c<\/td>\nVoluntary resignation: Xin th\u00f4i vi\u1ec7c t\u1ef1 nguy\u1ec7n<\/td>\n<\/tr>\n
Manpower replacement chart: S\u01a1 \u0111\u1ed3 s\u1eafp x\u1ebfp l\u1ea1i nh\u00e2n l\u1ef1c<\/td>\nWarning: c\u1ea3nh b\u00e1o<\/td>\n<\/tr>\n
Manual dexterity: S\u1ef1 kh\u00e9o l\u00e9o c\u1ee7a tay<\/td>\nWork sample tests: Tr\u1eafc nghi\u1ec7m chuy\u00ean m\u00f4n hay tr\u1eafc nghi\u1ec7m m\u1eabu c\u1ee5 th\u1ec3<\/td>\n<\/tr>\n
Marketing management:Qu\u1ea3n l\u00fd Marketing<\/td>\nWork sampling: L\u1ea5u m\u1eabu c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Means- ends orientation: H\u01b0\u1edbng ph\u01b0\u01a1ng ti\u1ec7n v\u00e0o m\u1ee5c \u0111\u00edch c\u1ee9u c\u00e1nh<\/td>\nWork simplification program: Ch\u01b0\u01a1ng tr\u00ecnh \u0111\u01a1n gi\u1ea3n h\u00f3a c\u00f4ng vi\u1ec7c<\/td>\n<\/tr>\n
Mega- environment\/ Macroen environment: M\u00f4i tr\u01b0\u1eddng v\u0129 m\u00f4<\/td>\nWorking hours: Gi\u1edd l\u00e0m vi\u1ec7c<\/td>\n<\/tr>\n
Member identity: T\u00ednh \u0111\u1ed3ng nh\u1ea5t gi\u1eefa c\u00e1c th\u00e0nh vi\u00ean<\/td>\nWrist-finger speed:T\u1ed1c \u0111\u1ed9 c\u1eed \u0111\u1ed9ng c\u1ee7a c\u1ed5 tay v\u00e0 ng\u00f3n tay<\/td>\n<\/tr>\n
Micro environment: m\u00f4i tr\u01b0\u1eddng vi m\u00f4<\/td>\nWritten reminder: Nh\u1eafc nh\u1edf b\u1eb1ng v\u0103n b\u1ea3n<\/td>\n<\/tr>\n
Miniaturization: s\u1ef1 thu nh\u1ecf<\/td>\nWrongful behavior: H\u00e0nh vi sai tr\u00e1i<\/td>\n<\/tr>\n
Motion study: Nghi\u00ean c\u1ee9u c\u1eed \u0111\u1ed9ng<\/td>\nZero-Base forecasting technique: K\u1ef9 thu\u1eadt d\u1ef1 b\u00e1o t\u00ednh t\u1eeb m\u1ee9c kh\u1edfi \u0111i\u1ec3m<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Mastering thu\u1eadt ng\u1eef ti\u1ebfng Anh chuy\u00ean ng\u00e0nh nh\u00e2n s\u1ef1<\/strong> kh\u00f4ng ch\u1ec9 gi\u00fap b\u1ea1n n\u00e2ng cao n\u0103ng l\u1ef1c chuy\u00ean m\u00f4n m\u00e0 c\u00f2n m\u1edf r\u1ed9ng c\u01a1 h\u1ed9i l\u00e0m vi\u1ec7c trong m\u00f4i tr\u01b0\u1eddng qu\u1ed1c t\u1ebf. D\u00f9 b\u1ea1n l\u00e0 nh\u00e2n vi\u00ean m\u1edbi v\u00e0o ngh\u1ec1 hay chuy\u00ean vi\u00ean nh\u00e2n s\u1ef1 gi\u00e0u kinh nghi\u1ec7m, vi\u1ec7c trang b\u1ecb v\u1ed1n t\u1eeb v\u1ef1ng chuy\u00ean ng\u00e0nh s\u1ebd l\u00e0 c\u00f4ng c\u1ee5 \u0111\u1eafc l\u1ef1c \u0111\u1ec3 giao ti\u1ebfp hi\u1ec7u qu\u1ea3, x\u1eed l\u00fd c\u00f4ng vi\u1ec7c nhanh ch\u00f3ng v\u00e0 chuy\u00ean nghi\u1ec7p h\u01a1n.<\/p>\n

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