Bài viết giới thiệu 100 từ vựng và cụm từ vựng tiếng Anh phổ biến trong ngành Quản lí nhân sự, giúp người học nắm bắt các thuật ngữ quan trọng trong lĩnh vực này. Qua đó, bạn sẽ hiểu rõ hơn về các khái niệm như tuyển dụng, phúc lợi, đánh giá năng lực, và quản trị nhân tài.

Từ vựng nghề Quản lý nhân sự

Bài viết sử dụng thuật ngữ trên

1. Recruitment: The recruitment process was streamlined to attract top talent.
2. Employee engagement: High employee engagement is crucial for company success.
3. Onboarding: The onboarding program helps new hires integrate quickly.
4. Performance appraisal: We conduct performance appraisals annually to assess employee contributions.
5. Talent acquisition: Talent acquisition is key to building a strong workforce.
6. Compensation: The compensation package includes salary, bonuses, and benefits.
7. Benefits administration: Benefits administration ensures that employees receive their entitled benefits.
8. Human capital: Investing in human capital is essential for long-term growth.
9. Workforce planning: Workforce planning helps anticipate future staffing needs.
10. Job analysis: Job analysis is necessary to define the responsibilities of a position.
11. Job description: The job description clearly outlines the role’s duties and qualifications.
12. Employee retention: Effective employee retention strategies reduce turnover.
13. Succession planning: Succession planning prepares the organization for leadership changes.
14. Organizational culture: A strong organizational culture attracts and retains top talent.
15. Employee relations: Positive employee relations contribute to a harmonious workplace.
16. Diversity and inclusion: The company promotes diversity and inclusion in all its practices.
17. Employee handbook: The employee handbook outlines company policies and procedures.
18. Training and development: Ongoing training and development are essential for employee growth.
19. HR policies: HR policies ensure consistency and fairness in the workplace.
20. Employee satisfaction: High employee satisfaction leads to increased productivity.
21. Payroll management: Payroll management is crucial for accurate and timely employee payments.
22. Labor law compliance: Labor law compliance protects both employees and the company.
23. HR metrics: HR metrics help measure the effectiveness of HR initiatives.
24. Workforce diversity: Workforce diversity brings different perspectives to the company.
25. Employee wellness: Employee wellness programs promote a healthy work-life balance.
26. Exit interview: The exit interview provides valuable feedback from departing employees.
27. Performance management: Performance management systems help track employee progress.
28. Employee recognition: Employee recognition programs boost morale and motivation.
29. HR audit: An HR audit ensures compliance with legal requirements and best practices.
30. Job evaluation: Job evaluation helps determine fair compensation for each role.
31. Salary benchmarking: Salary benchmarking ensures competitive compensation within the industry.
32. Equal employment opportunity (EEO): EEO policies promote fairness in hiring and employment practices.
33. Employee benefits: Employee benefits include health insurance, retirement plans, and paid leave.
34. Industrial relations: Good industrial relations are vital for preventing workplace conflicts.
35. Conflict resolution: Effective conflict resolution strategies are essential for maintaining a positive work environment.
36. Leadership development: Leadership development programs prepare employees for future management roles.
37. Organizational development: Organizational development focuses on improving the company’s overall effectiveness.
38. Career development: Career development opportunities help employees achieve their professional goals.
39. Employee surveys: Employee surveys provide insights into job satisfaction and company culture.
40. Job satisfaction: High job satisfaction leads to lower turnover rates.
41. Workforce analytics: Workforce analytics help make data-driven HR decisions.
42. Employee engagement surveys: Employee engagement surveys measure how invested employees are in their work.
43. Grievance handling: Effective grievance handling is crucial for resolving employee concerns.
44. HR strategy: A strong HR strategy aligns with the company’s overall business goals.
45. Compensation and benefits: Compensation and benefits packages must be competitive to attract top talent.
46. Job rotation: Job rotation allows employees to gain experience in different roles.
47. HR business partner: The HR business partner works closely with management to support strategic objectives.
48. Employee performance: Regular feedback is essential for improving employee performance.
49. Recruitment strategy: The recruitment strategy focuses on attracting highly skilled candidates.
50. Skills assessment: Skills assessment helps identify areas for employee development.
51. Employee turnover: High employee turnover can be costly for the company.
52. Team building: Team building activities improve collaboration and communication among employees.
53. Recruitment process outsourcing (RPO): The company used RPO to streamline its hiring process.
54. Employee training: Regular employee training is essential for maintaining a skilled workforce.
55. HR technology: HR technology solutions automate administrative tasks and improve efficiency.
56. Job satisfaction surveys: Job satisfaction surveys help gauge how happy employees are with their roles.
57. Time and attendance: Accurate time and attendance tracking is vital for payroll processing.
58. Workplace safety: Workplace safety protocols protect employees from potential hazards.
59. Legal compliance: Ensuring legal compliance is a fundamental responsibility of HR.
60. Employee motivation: Employee motivation is key to achieving high productivity levels.
61. HRIS (Human Resource Information System): The HRIS streamlines HR processes and data management.
62. Employee advocacy: HR serves as an advocate for employee rights and well-being.
63. Workforce management: Effective workforce management ensures that staffing meets business needs.
64. Employee branding: Strong employee branding attracts top talent to the company.
65. HR outsourcing: HR outsourcing can help reduce costs and improve service quality.
66. Change management: Change management is essential for helping employees adapt to new processes.
67. Organizational behavior: Understanding organizational behavior helps improve workplace dynamics.
68. Job classification: Job classification groups similar roles together for better management.
69. Employee feedback: Regular employee feedback helps improve job satisfaction and performance.
70. Learning and development (L&D): L&D programs help employees acquire new skills and advance their careers.
71. Remote work policy: A clear remote work policy ensures consistency and fairness for all employees.
72. HR generalist: The HR generalist handles a variety of HR functions within the company.
73. HR specialist: The HR specialist focuses on specific areas such as recruitment or employee relations.
74. Performance review: The annual performance review assesses each employee’s contributions.
75. Employee coaching: Employee coaching helps individuals improve their performance and achieve their goals.
76. Employee onboarding checklist: The onboarding checklist ensures new hires complete all necessary steps.
77. Talent management: Talent management strategies focus on developing and retaining key employees.
78. Strategic HR: Strategic HR aligns human resources with the company’s long-term goals.
79. Workforce flexibility: Workforce flexibility allows the company to adapt to changing business needs.
80. Employee lifecycle: The employee lifecycle includes recruitment, onboarding, development, and offboarding.
81. Compensation strategy: A well-designed compensation strategy helps attract and retain talent.
82. Benefits package: A competitive benefits package includes health insurance, retirement plans, and other perks.
83. Career pathing: Career pathing helps employees understand potential career advancement opportunities.
84. Employee productivity: Employee productivity is closely tied to job satisfaction and engagement.
85. HR compliance: HR compliance ensures that all company policies adhere to legal standards.
86. Cross-cultural management: Cross-cultural management is important for global teams working together effectively.
87. Labor relations: Strong labor relations help prevent workplace disputes and strikes.
88. Job posting: Job posting advertisements should clearly describe the role and required qualifications.
89. HR communication: Effective HR communication keeps employees informed and engaged.
90. Employee incentives: Employee incentives can boost morale and encourage high performance.
91. Workplace diversity: Promoting workplace diversity is essential for fostering innovation and creativity.
92. Employee rights: Protecting employee rights is a key responsibility of HR.
93. Organizational alignment: Organizational alignment ensures that all departments work towards the same goals.
94. Employee grievance procedure: The grievance procedure provides a formal way for employees to voice concerns.
95. Payroll processing: Accurate payroll processing is essential for timely and correct employee compensation.
96. Employee counseling: Employee counseling services can help address personal and professional issues.
97. Job enrichment: Job enrichment involves adding more meaningful tasks to an employee’s role.
98. Employee empowerment: Employee empowerment encourages individuals to take initiative and make decisions.
99. HR analytics: HR analytics uses data to improve decision-making and optimize HR practices.
100. Talent pipeline: A strong talent pipeline ensures a steady flow of qualified candidates for future roles.

Bài tập

1. The __________ process is crucial for attracting the right candidates.
2. High __________ leads to increased productivity and lower turnover rates.
3. Effective __________ ensures new hires quickly become productive members of the team.
4. The __________ assesses employee contributions and sets goals for the future.
5. __________ strategies help companies find and hire top talent.
6. A competitive __________ package attracts and retains key employees.
7. __________ ensures that employees receive the correct benefits and entitlements.
8. Investing in __________ is key to long-term organizational success.
9. __________ helps companies anticipate future staffing needs.
10. A thorough __________ defines the responsibilities and requirements of a position.
11. The __________ outlines the duties and qualifications needed for a specific role.
12. Strategies for __________ are essential to keep valuable employees from leaving.
13. __________ prepares the organization for future leadership changes.
14. A positive __________ attracts and retains employees.
15. Good __________ contributes to a harmonious and productive workplace.
16. __________ initiatives ensure all employees feel valued and included.
17. The __________ outlines company policies and procedures for all employees.
18. Ongoing __________ programs help employees develop new skills.
19. Clear __________ help maintain consistency and fairness in the workplace.
20. High __________ is a key indicator of a healthy work environment.
21. Accurate __________ is essential for timely and correct employee compensation.
22. __________ protects both employees and the company by ensuring adherence to legal standards.
23. Tracking __________ helps measure the effectiveness of HR initiatives.
24. __________ brings different perspectives and ideas to the company.
25. __________ programs promote a healthy work-life balance and reduce absenteeism.
26. The __________ provides insights into why an employee is leaving the company.
27. A well-structured __________ system helps monitor and improve employee performance.
28. __________ programs boost morale by recognizing employee achievements.
29. An __________ helps identify areas of improvement in HR practices.
30. __________ determines the value of a job within the company hierarchy.
31. __________ ensures that the company offers competitive compensation relative to the market.
32. __________ policies promote fairness and prevent discrimination in the workplace.
33. __________ packages include health insurance, retirement plans, and other perks.
34. Good __________ are essential for maintaining positive relationships between employees and management.
35. Effective __________ strategies help resolve disputes and prevent conflicts from escalating.
36. __________ programs prepare employees for future leadership roles.
37. __________ focuses on improving the overall effectiveness and health of the organization.
38. __________ opportunities help employees achieve their professional goals.
39. __________ provide valuable feedback on employee satisfaction and company culture.
40. High __________ is linked to better job performance and lower turnover.
41. __________ helps HR make data-driven decisions to optimize workforce management.
42. __________ help measure how invested employees are in their work.
43. Effective __________ ensures that employee concerns are addressed promptly and fairly.
44. A strong __________ aligns HR activities with the company’s overall business goals.
45. Competitive __________ and __________ packages are key to attracting and retaining talent.
46. __________ allows employees to gain experience in different areas of the company.
47. The __________ works closely with management to align HR with business objectives.
48. Regular feedback is essential for improving __________.
49. A successful __________ focuses on attracting highly skilled candidates.
50. __________ helps identify areas where employees need additional training or development.
51. High __________ can be costly for a company and affect its productivity.
52. __________ activities improve collaboration and communication within teams.
53. __________ is used by companies to manage the hiring process more efficiently.
54. Regular __________ is crucial for maintaining a skilled and competent workforce.
55. __________ solutions automate administrative tasks and improve HR efficiency.
56. __________ help measure how satisfied employees are with their roles and the company.
57. Accurate __________ tracking is essential for payroll and compliance purposes.
58. Ensuring __________ protects employees from potential hazards in the workplace.
59. Adhering to __________ is a fundamental responsibility of HR departments.
60. High levels of __________ are essential for achieving organizational goals.
61. The __________ streamlines HR processes and improves data management.
62. HR serves as an advocate for __________ within the company.
63. Effective __________ ensures that staffing levels meet business needs.
64. Strong __________ helps attract top talent and improve company reputation.
65. __________ can reduce costs and improve the quality of HR services.
66. Effective __________ is key to helping employees adapt to organizational changes.
67. Understanding __________ helps improve workplace dynamics and employee relations.
68. __________ groups similar roles together for better management and compensation.
69. Regular __________ helps employees improve their performance and job satisfaction.
70. __________ programs help employees acquire new skills and advance in their careers.
71. A clear __________ ensures consistency and fairness for all employees working remotely.
72. The __________ handles a variety of HR functions and provides support across the organization.
73. The __________ focuses on specific HR areas such as recruitment or employee relations.
74. The annual __________ assesses each employee’s performance and sets goals for the future.
75. __________ helps individuals improve their performance and achieve professional goals.
76. The __________ ensures that new hires complete all necessary onboarding steps.
77. Effective __________ strategies focus on developing and retaining top talent within the company.
78. __________ aligns HR activities with the company’s long-term business objectives.
79. __________ allows the company to adapt to changing business needs and market conditions.
80. The __________ includes recruitment, onboarding, development, and offboarding processes.
81. A well-designed __________ strategy helps the company attract and retain top talent.
82. A competitive __________ includes health insurance, retirement plans, and other employee perks.
83. __________ helps employees understand their career advancement opportunities within the company.
84. High __________ is closely linked to job satisfaction and employee engagement.
85. Ensuring __________ is essential for maintaining compliance with legal standards and company policies.
86. Effective __________ is important for global teams working together across cultures.
87. Strong __________ help prevent disputes and maintain positive relations between employees and management.
88. Clear and accurate __________ helps attract the right candidates for open positions.
89. Effective __________ keeps employees informed and engaged with company goals.
90. __________ can motivate employees to achieve higher levels of performance and productivity.
91. Promoting __________ is essential for fostering innovation and creativity in the workplace.
92. Protecting __________ is a key responsibility of HR and is essential for a fair work environment.
93. Ensuring __________ helps align all departments and teams with the company’s overall goals.
94. The __________ provides a formal way for employees to voice their concerns and seek resolution.
95. Accurate __________ is essential for ensuring that employees are paid correctly and on time.
96. __________ services can help employees address both personal and professional challenges.
97. __________ involves adding more meaningful tasks to an employee’s role to increase job satisfaction.
98. __________ encourages employees to take initiative and make decisions within their roles.
99. __________ uses data to improve decision-making and optimize HR practices within the company.
100. A strong __________ ensures a steady flow of qualified candidates for future roles in the company.

Đáp án

1. Recruitment
2. Employee engagement
3. Onboarding
4. Performance appraisal
5. Talent acquisition
6. Compensation
7. Benefits administration
8. Human capital
9. Workforce planning
10. Job analysis
11. Job description
12. Employee retention
13. Succession planning
14. Organizational culture
15. Employee relations
16. Diversity and inclusion
17. Employee handbook
18. Training and development
19. HR policies
20. Employee satisfaction
21. Payroll management
22. Labor law compliance
23. HR metrics
24. Workforce diversity
25. Employee wellness
26. Exit interview
27. Performance management
28. Employee recognition
29. HR audit
30. Job evaluation
31. Salary benchmarking
32. Equal employment opportunity (EEO)
33. Employee benefits
34. Industrial relations
35. Conflict resolution
36. Leadership development
37. Organizational development
38. Career development
39. Employee surveys
40. Job satisfaction
41. Workforce analytics
42. Employee engagement surveys
43. Grievance handling
44. HR strategy
45. Compensation and benefits
46. Job rotation
47. HR business partner
48. Employee performance
49. Recruitment strategy
50. Skills assessment
51. Employee turnover
52. Team building
53. Recruitment process outsourcing (RPO)
54. Employee training
55. HR technology
56. Job satisfaction surveys
57. Time and attendance
58. Workplace safety
59. Legal compliance
60. Employee motivation
61. HRIS (Human Resource Information System)
62. Employee advocacy
63. Workforce management
64. Employee branding
65. HR outsourcing
66. Change management
67. Organizational behavior
68. Job classification
69. Employee feedback
70. Learning and development (L&D)
71. Remote work policy
72. HR generalist
73. HR specialist
74. Performance review
75. Employee coaching
76. Employee onboarding checklist
77. Talent management
78. Strategic HR
79. Workforce flexibility
80. Employee lifecycle
81. Compensation strategy
82. Benefits package
83. Career pathing
84. Employee productivity
85. HR compliance
86. Cross-cultural management
87. Labor relations
88. Job posting
89. HR communication
90. Employee incentives
91. Workplace diversity
92. Employee rights
93. Organizational alignment
94. Employee grievance procedure
95. Payroll processing
96. Employee counseling
97. Job enrichment
98. Employee empowerment
99. HR analytics
100. Talent pipeline