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Khóa luận A study on the translation of english human resource management terms into Vietnamese

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  1. BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC DÂN LẬP HẢI PHÒNG ISO 9001 : 2008 KHÓA LUẬN TỐT NGHIỆP NGÀNH: NGOẠI NGỮ HẢI PHÒNG - 2010
  2. HAIPHONG PRIVATE UNIVESITY FOREIGN LANGUAGES DEPARTMENT GRADUATION PAPER A STUDY ON THE TRANSLATION OF ENGLISH HUMAN RESOURCE MANAGEMENT TERMS INTO VIETNAMESE By: Nguyễn Thanh Hương Class: Na1001 Supervisor: Hoàng Thị Bảy, M.A HAI PHONG - 2010
  3. BỘ GIÁO DỤC VÀ ĐÀO TẠO TRƯỜNG ĐẠI HỌC DÂN LẬP HẢI PHÒNG Nhiệm vụ đề tài tốt nghiệp Sinh viên: Mãsố: Lớp: Ngành: Tên đề tài:
  4. Nhiệm vụ đề tài 1. Nội dung và các yêu cầu cần giải quyết trong nhiệm vụ đề tài tốt nghiệp ( về lý luận, thực tiễn, các số liệu cần tính toán và các bản vẽ). 2. Các số liệu cần thiết để thiết kế, tính toán. 3. Địa điểm thực tập tốt nghiệp. .
  5. CÁN BỘ HƯỚNG DẪN ĐỀ TÀI Người hướng dẫn thứ nhất: Họ và tên: Học hàm, học vị: Cơ quan công tác: Nội dung hướng dẫn: Người hướng dẫn thứ hai: Họ và tên: Học hàm, học vị: Cơ quan công tác: Nội dung hướng dẫn: Đề tài tốt nghiệp được giao ngày 12 tháng 04 năm 2010 Yêu cầu phải hoàn thành xong trước ngày 10 tháng 07 năm 2010 Đã nhận nhiệm vụ ĐTTN Đã giao nhiệm vụ ĐTTN Sinh viên Người hướng dẫn Hải Phòng, ngày tháng năm 2010 HIỆU TRƯỞNG GS.TS.NGƯT Trần Hữu Nghị
  6. PHẦN NHẬN XÉT TÓM TẮT CỦA CÁN BỘ HƯỚNG DẪN 1. Tinh thần thái độ của sinh viên trong quá trình làm đề tài tốt nghiệp: 2. Đánh giá chất lượng của khóa luận (so với nội dung yêu cầu đã đề ra trong nhiệm vụ Đ.T. T.N trên các mặt lý luận, thực tiễn, tính toán số liệu ): 3. Cho điểm của cán bộ hướng dẫn (ghi bằng cả số và chữ): Hải Phòng, ngày tháng năm 2010 Cán bộ hướng dẫn (họ tên và chữ ký)
  7. NHẬN XÉT ĐÁNH GIÁ CỦA NGƯỜI CHẤM PHẢN BIỆN ĐỀ TÀI TỐT NGHIỆP 1. Đánh giá chất lượng đề tài tốt nghiệp về các mặt thu thập và phân tích tài liệu, số liệu ban đầu, giá trị lí luận và thực tiễn của đề tài. 2. Cho điểm của người chấm phản biện : (Điểm ghi bằng số và chữ) Ngày tháng năm 2010 Người chấm phản biện
  8. ACKNOWLEDGEMENTS First of all I would like to thank Board of management of Forein Languages Department of Hai Phong Private University for giving me a great chance to make a study on translation of English Human Resource Management terms into Vietnamese. My thanks also go to all lecturers of Forein Language Department who taught me many valuable lessons in English in general and in translation in particular. I especially would like to express my grateful thanks to my supervisor- Mrs. Hoang Thi Bay who supported me in developing idea for this paper, and made a number of very useful comments.
  9. Abbreviation Adj Adjective EAP English for Academic Purposes EBE English for Business and Economics Eg Example EGBP English for General Business Purpose ELT English Language Teaching EOP English for Occupational Purposes ESBP English for Specific Business Purpose ESP English for Specific Purposes ESS English for Social Studies EST English for Science and Technology N Noun SL Source language ST Source text TG Target language TT Target text
  10. TABLE OF CONTENTS Acknowledgement Abbreviation PART I: INTRODUCTION 1 1. Rationale of study 1 2. Aims and scope of study 2 3. Methods of study 2 4. Design of study 3 PART II. DEVELOPMENT 4 Chapter I. Theoretical background 4 I. Translation theory 4 1. Definitions 4 2. Translation methods 5 2.1. Word-for-word translation 6 2.2. Literal translation 6 2.3. Faithful translation 6 2.4. Semantic translation 6 2.5. Adaption translation 6 2.6. Free translation 7 2.7. Idiomatic translation 7 2.8. Communicative translation 7 II. An overview of term 7 1. Definitions of term 7
  11. 2. Features of term 8 2.1. Accuracy 8 2.2. Systematicality 9 2.3. Internationality 10 III. Translation of English for special purpose (ESP) 11 1. Definitions of ESP 12 2. Types of ESP 12 3. Definitions of technical translation 13 Chapter II. An overview of Human Resource Management and Human Resource Management term 16 I. An overview of Human Resource Management 16 1. The definition of Human Resource Management and Human Resource Management in Vietnam 16 2. The birth and development of HRM 18 3. Sub-areas with typical features of HRM 18 II. Human Resource Management term overview 21 1. Human Resource Management term 21 2. Translation in the area of Human Resource Management 25 Chapter III. An investigation of Human Resource Management terms and their Vietnamese equivalence 26 I. Popular strategies and procedure applied in translation of Human Resource Management terms into Vietnamese 26 1. Strategies applied in the translation of Human Resource Management single terms into Vietnamese 26 2. Strategies applied in the translation of Human Resource Management compound terms into Vietnamese 27
  12. 2.1. Transposition or shift translation 27 2.1.1. Automatic translation 27 2.1.2. Rank-ship translation 28 2.2. Translation by paraphrase using unrelated word 30 2.3. Translation by paraphrase using related word 31 2.4. Use of Sino-Vietnamese words 31 2.5. Expansion translation 33 3. Strategies applied in the translation of Human Resource Management Initialism into Vietnamese 33 II. Problems in translation procedures 35 III. Some suggestion techniques to overcome problems 37 1. To overcome the linguistic problem 37 2. To overcome the cultural problem 38 PART III. CONCLUSION 39 References Glossary
  13. PART I. INTRODUCTION 1. Rationale It was a milestone in my life when I passed the hard entrance exam and became a student of Hai Phong Private University. During my study here, my passionate love for English language grows strongly day by day. In the last three terms, English students including me have been taught translation and I immediately took special pleasure in translating particular from English to Vietnamese. However, there are a wide range of fields need to translate like: politics, economic issues, finance and banking, social development, etc. Truly speaking, when practicing translation at class, we have the feeling that the deeper scopes of life we touch on, the greater challenges we are face with. In fact, the problem may not lie in the language itself but in the background knowledge containing in the Source Language text required to produce a comprehension professional translated version. Thus, in the very first phrase of translation learning, I myself find it extremely hard to deal successfully with terms arising in English version as well as orient the translation field for the future job. Luckily, a chance came to me when I was assigned working in Human Resource department of a company. I approached Human Resource Management naturally and I actually don´t know from when I was “in love” with it. However, Human Resource Management field particularly Human Resource Management terms are quite a new and strange in Vietnam and it confuses not only me but everyone. This motivates me to do something to bring Human Resource Management closer to everyone especially students and anyone who wants to try something new. For this reason, I chose this topic for my graduation paper. Hopefully, my paper 1
  14. may be useful for teachers and students in English Department of Hai Phong Private University particularly who concern Human Resource Management terms. 2. Aims and scope of the study I strive to do my research with the aims of: Giving the general overview of term and method applied in the translation of term. Helping readers have more understanding of Human Resource Management in general and term on Human Resource Management in particular. Analyzing the translation of Human Resource Management terms I hope that my study can provide readers general overview about Human Resource Management terms as well as help them translate it effectively. However, due to my limited knowledge and the rapid development of Human Resource Management, shortcomings and mistakes are unavoidable. Thus, any comment, correction or constructive ideas by my friends, teachers and readers to further complete my research are deeply appreciated. 3. Methods of the study In order to write a good graduation paper, the right track, careful outline as well as effective method of doing a research are very first necessary. Add more, I tried my hard and patient: To ask my teachers and my colleagues for advice 2
  15. To research in reference books, internet 4. Design of the study This Graduation paper is divided into three parts, in which the second is the most important part. Part I is the INTRODUCTION in which reason of the study, aims of the study, scope of the study, and method of the study are presented. The Reason of the study mentions the reason why I choosing this thesis. The Aims of the study lists all the aims that the paper has to achieve. The Methods describe the ways with which the study was carried out. The Scope of the study clarifies the areas and subjects which was studied. The Design gives the outline of the main parts of the graduation paper. Part II is the DEVELOPMENT includes two chapters. Chapter I makes an overview of theoretical background on translation, ESP as well as translation on Human Resource Management. Chapter II present firstly an overall look on Human Resource Management, then the overview of Human Resource Management terms. The last one is the main part of the study which presents the study on translating Human Resource Management term into Vietnamese, analysis of equivalence and some problems in translation process at last. Part III will wrap up the study with CONCLUSION. 3
  16. PART II. DEVELOPMENT Chapter I. Theoretical background I. Translation theory. 1. Definitions: Each country has their own language, their own custom. Thus, translation was born to help everybody all around the world understand each other. However there are so many translation definitions and a great numbers of books and articles have been written about this subject. The following are some typical definitions that are basic theoretical background for this study Translation is the interpreting of the meaning of a text and the subsequent production of an equivalent text, like wise called a "translation" that communicates the same message in another language. The text to be translated is called the "source text", and the language that it is to translate into is called the "target language"; the final product is sometimes called the "target text". _Wikipedia_ Translation is the process of changing something that is written or spoken into another language. _ AdvancedOxford Dictionary_ Translation is the replacement of a text in one language (Source language – SL) by an equivalent text in another language (Target language – TL) 4
  17. _Catford (1988) _ Translation involves the transfer of meaning from a text in one language into a text in another language. _ Bell, 1991:8_ Translation is an act of communication which attempts to relay, across cultural and linguistic boundaries, another act of communication. _ Hatim and Mason, 1997:1_ Translation is to be understood as the process whereby a message expressed in a specific source language is linguistically transformed in order to be understood by readers of the target language. _ Houbert, 1998:1_ 2. Translation methods There has been controversy since at least the first century B.C over whether to translate literally or freely. However, eight methods of translation proposed by Peter Newmark (1995: 45-47) have long known to translators. They are: SL Emphasis TL Emphasis Word-for-word translation Adaption Literal translation Free translation Faithful translation Idiomatic translation Semantic translation Communicative translation 5
  18. Word-for-word translation: this is often demonstrated as interlinear translation, with the TL immediately below the SL words. The SL words order is preserved and the words translated singly by their most common meaning, out of context. Cultural words are translated literally. The main use of word-for-word translation is either to understand the mechanics of the source language or to construe a difficult text as a pre- translation process. Literal translation: The SL grammatical constructions are converted to their nearest TL equivalents but the lexical words are again translated singly, out of context. As a pre-translation process, this indicates the problems to be solved Faithful translation: A faithful translation attempts to reproduce the precise contextual meaning of the original within the constraints of the TL grammatical structures. It “transfer” cultural words and preserves the degree of grammatical and lexical “abnormality” (deviation from SL norms) in the translation. It attempts to be completely faithful to his intentions and the text-realization of the SL writer. Semantic Translation: It differs from faithful translation only in as far as it must take more account of the aesthetic value of the SL text, compromising on meaning where appropriate so that no assonance, word play, or repetition jars in the finished version. Adaption: This is the “freest” form of translation. It is used mainly for plays and poetry; the themes, characters, plots are usually preserved, the SL culture converted to the TL culture and the text rewritten. 6
  19. Free translation: reproduces the matter without the manner, or the content without the form of original. Usually it is a paraphrase much longer than the original, a so-called “intralingual translation”, not translation at all Idiomatic translation: reproduces the “message” of the original but tend to distort nuances of meaning by preferring colloquialism and idioms where there do not exist in the original. Communicative translation: attempts to render the exact contextual meaning of the original in such a way that both content and language are readily acceptable and comprehensible to the readership. II. An overview of term 1. Definitions of term According to Oxford Advanced Learner Dictionary, term is “a word or a phrase used as name of something especially one connected with a particular type of language.” Besides, this dictionary also defines terminology as “a set of technical words or expressions used in a particular subject”. Quite a few senior Vietnamese linguists have also proposed other definitions of term as follow: Terminology is a word or a word group used in science, technology, politics, diplomacy, art, etc, which exactly indicates a concept or a title of a particular (Nguyễn Văn Tú, 1960) 7
  20. Terminology is a part of special words of language. It consists of certain words and phrase that are the exact names of a variety of concepts and subjects, which belong to professional field. (Nguyễn Thiện Giáp, 1986) Terms are words and compound words that are used in specific contexts (en.wikipedia.org) In brief, unlike ordinary words, term or the set of terms are regarded as scientific words and each term are denotes a concept in a particular field such as economic, chemistry, biology, and so on. Ordinary words often convey more than literal meanings and evoke futher images, emotions, and reactions on the part of listener or readers, whereas terms are largely free from such distorting associations. 2. Features of term It is common knowledge that most of the layers of vocabularies have their own features and are used in certain situation by particular group of people. That is also applied in term. According to Đỗ Hữu Châu, there are three main characteristics of term including: Accuracy, Systematicality and Internationality. Accuracy A concept represented a term must be clear and exact. In addition, an accurate term should not make the reader misunderstand the concept it 8
  21. expresses with another. Actually the accuracy of term is well recognized in both form and meaning. With respect to the lexical meaning of words, normal word often bear the characteristic of polysemy or synonym, whereas term must keep away from this. The semantic of ordinary words may change in difference usage and contexts while that of term is fixed in specialized fields it is employed in. As regard the accuracy of term in terms of form, term has no other form or outer cover other than its original one. We can hardly add any factors like prefix, suffix, so on, to a term to refer a plural form or any change in word meanings. However, considering systematicality (that will be discussed in the next part), the form of a term could be changed, but in a special way. In fact, the accuracy of term has, to some extent, changed along period of history. Besides, the accuracy of term does not require on-to-one relationship in translation. This means a term in SL(English) may be equivalent in two or more term in TL (Vietnamese). Thus, it is important for translators to be cautious about accuracy of terms when doing translating or interpreting job. They should closely observe the principle “each term represent one concept and vice versa”. Systematicality As defined as above, term is “a set of technical words or expressions used in a particular subject”. This means term of a specific profession should include term that are closely related to each other and reflect a 9
  22. system of concepts of profession. The relation between them can be based on contrast in meaning “negative and positive”, “male and female”, similarities in meaning, dominant and secondary meaning. A system of terms not only meets general requirements but also satisfy particular ones posed by certain specialized it reflects. As a matter of fact, each field of science has its own system of solid and finite concepts, expressed by its own terms. The semantic value of a term is determined by its relation to others in the same field. Therefore, once isolated, the term may have no or ambiguous meaning. The systematicality also requires a term itself to be systematic in its own meaning. To this end, term usually short in form. For instance, “người lái máy bay” is called “phi công”. In summary, systematicality makes terms the insiders of a particular field and help us understand concept that terms express. Internationality The internationality is recognized in both form and meaning of term. With respect to such characteristics of term in term of meaning, term denotes common scientific concepts shared and equally understood by speakers of different culture. This feature is an important property that helps distinguish term from other layers of vocabulary such as slang, dialect, etc. Terms denote universal concepts of a certain subject to various limits of expression, context, and cultural difference. The internationality is also seen in form of term. For example: 10
  23. Term English German Nhôm Aluminium aluminium Vitamin Vitamin Vitamin Acronyms also contribute to the internationality of term. They are widely used and easy to remember to people in all countries they reach. For instance: HIV stand for human immunodeficiency virus Finally, the internationality could make terms quickly shift into normal words and become non-standardized language. The internationality of terms help promote accelerate the irreversible trend of global integration today in term of languages as well as other field. Term in Human Resource Management bears all the common features of term. It is above- mentioned specific characteristics of term in SL that determine suitable translation methods applied to produce exact Vietnamese terms. III. Translation of English for special purpose (ESP) ESP is the abbreviation for English for Specific Purpose. It is defined in the other ways. Tony Dudley-Evans, co-editor of the ESP Journal gives an extended definition of ESP in terms of 'absolute' and 'variable' characteristics: 11
  24. 1. Definition of ESP (Dudley-Evans & St John , 1998) Absolute Characteristics 1. ESP is defined to meet specific needs of the learners 2. ESP makes use of underlying methodology and activities of the discipline it serves. 3. ESP is centered on the language appropriate to these activities in terms of grammar, lexis, register, study skills, discourse and genre. Variable Characteristics 1. ESP may be related to or designed for specific disciplines ( petroleum engineering, military science ) 2. ESP may use, in specific teaching situations, a different methodology from that of General English 3. ESP is likely to be designed for adult learners in university setting or in a professional work situation. It could, however, be for learners at secondary school level. 4. ESP is generally designed for intermediate or advanced learners. 5. Most ESP courses assume some basic knowledge of the language systems but it can be use with beginner. 2. Types of ESP: David Carter (1983) identifies three types of ESP: • English as a restricted language: Knowing a restricted language would not allow the speaker to communicate effectively in a novel situation outside of a very specific environment (airline stewardess, waiter, air traffic controller etc) 12
  25. • English for Academic (EAP) and Occupational Purpose (EOP). EAP serves an educational purpose (studying literature, science, social studies, math, business, economic etc).Occupational Purposes (EOP) serves a vocational or professional purpose (medical technician, stewardess etc) • English with specific topics Identified by Carter (1983). Carter notes that it is only here where emphasis shifts from purpose to topic. This type of ESP is uniquely concerned with anticipated future English needs of, for example, scientists requiring English for postgraduate reading studies, attending conferences or working in foreign institutions. The second type of ESP identified by Carter (1983) is English for Academic and Occupational Purposes. In the 'Tree of ELT' (Hutchinson & Waters, 1987), ESP is broken down into three branches: a) English for Science and Technology (EST) b) English for Business and Economics (EBE) c) English for Social Studies (ESS) Each of these subject areas is further divided into two branches: + English for Academic Purposes (EAP) + English for Occupational Purposes(EOP). 3. Definitions of technical translation The translation style dealing with terminology in specific fields such as: politics, economic, banking and finance, law etc is called technical 13
  26. translation. According to Peter Newmark (1995) “technical translation is primarily distinguished from other forms of translation by terminology. Its characteristics, grammatical features merge with other varieties of language. Its characteristic format is technical report, but also includes instruction, manuals, notices, publicity, which put more emphasis on forms of address and use of the second person.” He divides technical translation into three levels that he find of great application: Academic, Professional and Popular. Academic: it includes transferred Greek and Latin words associated with academic paper such as scientific writing or university student´s textbook For example: In medicine Pediatrics: khoa nhi Geriatrics: khoa nội tiết Professional: former terms used by experts. However, they may be understandable for others. For examples: In jurisprudence Criminal court: tòa hình sự Civil court: tòa dân sự Popular: Layman vocabulary, which may includes familiar alternative terms. 14
  27. For examples: In construction Tile: ngói, đá lát Mortar and Plaster: hồ, vữa These are general categories in which the translation of terms is often classified. Thus, whether translators would like to take such classification seriously or just take it for reference only, these categories will certainly offer them an easy and systematic assess to new terms in the source language and those in the target language as well. 15
  28. Chapter II. An overview of Human Resource Management and Human Resource Management term. I. An overview of Human Resource Management 1. The definition of Human Resource and Human Resource Management in Vietnam What is Human Resource Management? There are so many definitions about Human Resource Management and here is some popular definitions which most of economists and managers use: Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. _Wikipedia_ All methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization. _Storey J (2001)_ Human resource management (HRM) is the understanding and application of the policy and procedures that directly affect the people 16
  29. working within the project team and working group. These policies include recruitment, retention, reward, personal development, training and career development. _Fillipo(2008)_ The management of the workforce of a business to ensure sufficient staff levels with the right skills, properly rewarded and motivated. (www.business2000.ie) Staffing function of the organization. It includes the activities of human resources planning, recruitment, selection, orientation, training, performance appraisal, compensation, and safety. (www.crfonline.org/ ) In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Vietnam has become one of the fastest growing economies in the world. As the other countries, nowadays, term “Human Resource Management” is no longer strange to companies, corporations or joint-ventures. In companies, Human Resource Management department has become important as other department such as marketing or business department and Human Resource Management job is also ranked in top hottest job. Human resources are an organization's greatest assets because without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, 17
  30. and dealing with customers could not be completed. Human resources and the potential they possess are key drivers for an organization’s success. 2. The birth and development of Human Resource Management The history of HRM is said to have started in England in the early 1880s during the craftsmen and apprenticeship era and further developed with the arrival of the industrial revolution in the late 1880s. Some scholars argued that HRM is said to have started from the term “Personnel Management” (PM). Human Resource Management (HRM) is quite a new concept in conceptual chain and common practice related to human management. Actually, during the past 50 years, this term was very popular in American to replace term “Personnel management”. Nowadays, HRM is applied in many countries especially development countries like Australia, Scandinavia countries, and South Africa. Human Resource Management is also assessed as a very importance phase in production process. It is considered as strategic approaching trend between Human Management with business goal achievement. According to Storey J, in “Human Resource Management: a critical text”-2001, “one decade ago, term Human Resource Management is rarely used, at least outside America, but now it has become very popular all over the world.” 3. Sub-areas with typical features Human Resource Management has four sub-areas: Recruitment and selection 18
  31. According to Fillipo “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” Personnel recruitment process involves five elements: a recruitment policy, a recruitment organization, a forecast of manpower, the development of sources of recruitment and different techniques used for utilizing these sources and a method of assessing the recruitment program. Thus broadly the Personnel Recruitment Process can be mapped in a Flowchart as below: Personnel/Human Resource Planning -> Locating needed Personnel -> Selecting Qualified Personnel -> Placing New Employees on the Job Mean while the main objective of a selection procedure is to determine whether an applicant meets the qualification for a specific job, and then to choose the applicant who is most likely to perform well in that job. Selection Process can be pictorially represented in a flowchart as below: Establishing Selection Process -> Identifying & choosing selection criteria -> Gathering information about potential employees -> Evaluating information for assessing applicant -> Making decision to select or reject -> Communicating decision Compensation and Benefits Compensation is payment in the form of hourly wages or annual salaries and benefits is insurance, pensions, vacation, modified workweek, sick 19
  32. days, stock options, etc. An employee's performance can be influenced by compensation and benefits, and vice versa. In the ideal situation, employees feel they are paid what they are worth, are rewarded with sufficient benefits, and receive some intrinsic satisfaction (good work environment, interesting work, etc.). Compensation should be legal and ethical, adequate, motivating, fair and equitable, cost-effective, and able to provide employment security. Labor and employee relations This sub-area focuses on the relation between employee and labor (union) a group of employees which is founded to address and resolve the employment-related issues. Safety and health management Not only must an organization see to it that employees' rights are not violated, but it must also provide a safe and healthy working environment. Mondy and Noe (1996) define safety as "protecting employees from injuries caused by work-related accidents" and health as keeping "employees free from physical or emotional illness". Health problems recognized in the workplace can include the effects of smoking, alcohol and drug/substance abuse, AIDS, stress, and burnout. Through employee assistance programs (EAPs), employees with emotional difficulties are given "the same consideration and assistance" as those employees with physical illnesses. 20
  33. II. Human Resource Management term overview 1. Human Resource Management term As definition below, terms are words or compound words that are used in specific context. In terms of lexical construction, Human Resource Management terms are mainly comprised by: 1. Single terms. 2. Compound terms. 3. Phrases 4. Abbreviation 1. Single terms: Due to limited time and knowledge, I only focus on some popular single terms, most of them are formed by the help of suffixes. Noun –forming suffixes: “ment”, “ion”, “ate”, “al”, “y” English Vietnamese Recruitment Tuyển dụng Retirement Nghỉ hưu Candidate Ứng viên Subordinate Cấp dưới Allowance Trợ cấp Resignation Từ chức Appoitment Bổ nhiệm Dismissal Sa thải Delayering Giảm biên chế 21
  34. Promotion Thăng chức Demotion Giáng chức 2. Compound terms: In Human Resource Management as well as many other fields, most of terms are compound terms which are formed by joining two or more words together. Most of them are compound nouns, compound adjective N+N English Vietnamese Job description Bảng mô tả công việc Candidate file hồ sơ ứng viên Appointment letter Thư bổ nhiệm Labor contract Hợp đồng lao động Behavior interview Phỏng vấn hành vi Premium pay Trợ cấp độc hại Hazard pay Trợ cấp nguy hiểm Piecework payment Lương khoán sản phẩm Time payment Lương trả theo giờ Severances pay Trợ cấp thôi việc Time record Thẻ chấm công Maternity allowance Trợ cấp thai sản Starting salary Lương khởi điểm Salary advance Tạm ứng Job expense Công tác phí Annual leave Nghỉ phép hàng 22
  35. năm Injury/accident leave Nghỉ tai nạn/thương tật Sick leave Nghỉ ốm Maternity leave Nghỉ sinh con Marriage leave Nghỉ cưới compassionate leave Nghỉ tang Corporate culture Văn hóa công ty Second shift Ca 2 Grievance procedure Thủ tục giải quyết khiếu nại Job enlargement Đa dạng hóa công việc Manpower inventory Hồ sơ nhân lực Job rotation Luân phiên công tác Panel interview Phỏng vấn hội đồng Adj/Ạdv+N Initial interview Sơ vấn Annual leave Nghỉ phép thường niên Collective agreement Thỏa ước tập thể Early retirement Nghỉ hưu sớm In-basket training Đào tạo công việc công văn giấy tờ Unpaid leave Nghỉ không lương 23
  36. V+N Pay day Ngày phát lương Review mission Đoàn thẩm định, kiểm tra Pay rate Mức lương Pay grade Ngạch/hạng lương 3. Phrases: Most of them are noun phrases, used usually in titles of section in guidelines or documents. English Vietnamese Tight labor market Thị trường lao động đóng băng Child care allowance Trợ cấp chăm sóc trẻ em Death in service compensation Bồi thường tử tuất 4. Abbreviation: MBO (Management by objectives), CEO (Chief executive officer), PA (Personal assistant) It should be noted that the set of terms on Human Resource Management in this Graduation Paper are selected from the Human Resource Management glossary A to Z by Adlan. Besides, some terms are collected on Internet, reference books, Human Resource Management of corporations and then edited by Human Resource Manager in Human Resource Management forums. 24
  37. 2. Translation in the area of Human Resource Management Just appearing in Vietnam recently, Human Resource Management has proven its heat and become one of ten hottest jobs at the moment. However, most of Human Resource Management documents are from foreign, so it is unavoidable to translate and update terms of this field. Just translating and updating is difficult, now we have to apply it in a very new field, it is much more difficult. It not only requires the translation skill but also knowledge of that field from translators. Comparison between English and Vietnamese version of Human Resource Management documents has revealed that literal translation is favored other than communicative translation to render SL terms to TL ones. It is also found that non-equivalence terms are dealt with by many methods and each method will be analyzed quite profoundly as follow. 25
  38. Chapter III. An investigation of Human Resource Management terms and their Vietnamese equivalence I. Popular strategies and procedures applied in translation of Human Resource Management terms into Vietnamese 1. Strategies applied in translation of Human Resource Management single terms into Vietnamese It is easy to recognize that Literal translation dominates the translation of Human Resource Management single terms. A literal translation is a translation that follows closely the form of the source language, also known as word-by-word translation or close translation. According to Peter Newmark, literal translation ranges to one word to one word, through group to group, collocation to collocation, clause to clause, sentence to sentence, and that it ensures an one-on-one relationship between originals and translated version. English Vietnamese Allowance Trợ cấp Appointment Bổ nhiệm Candidate Ứng viên Delayering Giảm biên chế Dismissal Sa thải Promotion Thăng chức Recruitment Tuyển dụng Retirement Nghỉ hưu Training Đào tạo 26
  39. Tendency Xu hướng Transfer Thuyên chuyển Demotion Giáng chức Peer Đồng nghiệp Overtime Thêm giờ Benefits Phúc lợi All single terms translated by this method are intelligible and according to the relevant background knowledge. 2. Strategies applied in translation of Human Resource Management compound terms into Vietnamese 2.1. Shift or transposition translation Transposition or shift translation as Catford calls it, reflects the grammatical change that occurs in translation from SL to TL. According to Newmark (1988), transposition consists of four types of grammatical changes. However, in the area of Human Resource Management field, we just consider two types which will be analyzed as follow. 2.1.1. Automatic translation The first one concerns word order name “automatic translation”, for instance: the compound “Maternity allowance” is translated in Vietnamese as “Phụ cấp thai sản”. Obviously, the order of two nouns has changed when it was translated into Vietnamese. The other term “unpaid leave” in Vietnamese mean “Nghỉ không lương”. There are also changed in position of words, the adj “unpaid” stand before 27
  40. noun “leave” in English, but in Vietnamese “unpaid” comes after the noun. It is easy to recognize that so many translators rely on these strategies to bring about the most satisfactory equivalences. Here are some examples applied this method: English Vietnamese Maternity allowance Trợ cấp thai sản Unpaid leave Nghỉ không lương Aministrative assistant Trợ lí hành chính Behavior interview Phỏng vấn hành vi Pay range Bậc lương Starting salary Lương khởi điểm Maternity leave Nghỉ sinh con Oral reminder Nhắc nhở miệng Job rotation Luân phiên công tác Job analysis Phân tích công việc 2.2.2. Rank-ship translation The second case of transposition usually included grammatical change but add or plus word comparing with the SL. For examples: term “job description” in English and “bảng mô tả công việc” in Vietnamese. It is not difficult to recognize that when translate this term into Vietnamese, beside the grammatical change from noun “Description”in SL to verb “Mô tả” in TL, word “bảng” was add, and the term must be translated as” mô tả công việc” with no word “bảng” as follow. 28
  41. Or the other examples: term “Office management” means “Quản trị hành chính văn phòng” in Vietnamese. We can see clearly, there are no word “hành chính” was shown in term “Office management”, but when apply it in Human Resource Management, translators used transposition translation add more word in TL to make the meaning clear. In short, transposition concerns the changes of grammatical categories in translation. This procedure is the most frequent device used by translators, since it offers a variety of possibilities that help avoiding the problem of untranslatability, particularly in translation of Human Resource Management terms. English Vietnamese Benchmark job Công việc chuẩn để tính lương Job environment Môi trường làm việc Job desciption Bảng mô tả công việc Job pricing Ấn định mức trả lương Job specification Bảng mô tả chi tiết công việc Office management Quản trị hành chính văn phòng Immidiate supevisor Cấp quản đốc trực tiếp Incentive compensation Lương bổng đãi ngộ kích thích lao động sản xuất Written reminder Nhắc nhở bằng văn bản 29
  42. 2.2. Translation by paraphrase using unrelated words If the concept expressed by the source item is not lexicalized at all in the target language, the paraphrase can be used in some context. Instead of related word, the paraphrase may be based on modifying a subordinate or simply unpacking the meaning of source item, particularly if the item in the questions is semantically complex. For example, in SL “Wildcat strike” we cant translate “wildcat” as “mèo hoang”, but in Human Resource Management field, this term means “an authorized strike occurring during the term of the contract”, and in Vietnamese it means “cuộc đình công mang tính tự phát”. Obviously, if translators translate in the normal way, it is very difficult to unpack the meaning of the true meaning which is appropriate with the specific field. By paraphrase using unrelated word, there is an important advantage that it achieves a high level of precision in specifying propositional meaning. English Vietnamese Wildcat strike Cuộc đình công mang tính tự phát In-basket training Đào tạo xử lí công văn giấy tờ Blue collar worker Lao động chân tay Content validity giá trị thích nghi Predictive validation Sự công nhận có tính dự báo White collar worker Nhân viên văn phòng Vestibule training Đào tạo xa nơi làm việc 30
  43. 2.3. Translation by paraphrase using related word If the concept expressed by the source item is lexicalized in the TL but in a different form, this method is very useful. In SL “Initial interview” is known as “Sơ vấn” in Vietnamese. Word “initial” mean the first time or “ban đầu”, so as usual, if we translate word by word “Initial interview” can be translated as “phỏng vấn ban đầu”. Hence, to make the meaning more suitable with the SL, we used “sơ vấn” as a way to avoid boredom in translation process. English Vietnamese Initial interview Sơ vấn Background investigation Sưu tra lí lịch Seniority Thâm niên Collective barganing Thương nghị tập thể Non-financial compensation Lương bổng đãi ngộ phi tài chính Employment agency Cơ quan nhân dụng Final approval Phê duyệt Contract termination Thanh lí hợp đồng 2.4. Use of Sino-Vietnamese words The exploitation of Sino-Vietnamese in translation of Human Resource Management term is easily realized. For illustration, name of this field “Human Resource Management” usually does not have its meaning in Vietnamese as “Quản lí nguồn con người” but “ Quản trị tài nguyên nhân 31
  44. sự” or “maternity allowance” is never translated as “trợ cấp sinh đẻ” but always “trợ cấp thai sản”. Actually, the use of this method is very closely to method “translation by using related word”, because most of words translators use Sino- Vietnamese words to apply in that method due to its fetures: Normally pure Vietnamese are less formal than Sino-Vietnamese ones. Meanwhile Human Resource Management is highly of informality. Sino- Vietnamese are usually short, condense very appropriate with using in written documents. English Sino-Vietnamese Pure Vietnamses Maternity Trợ cấp thai sản Trợ cấp sinh đẻ allowance Leave annual Nghỉ phép thường Nghỉ phép hàng niên năm Background Sưu tra lí lịch Xem và kiểm tra lí investigation lịch Recruitment Quy trình tuyển Quy trình thuê process dụng mướn Male/Female Ứng viên nam/nữ Người dự thi candidate trai/gái Former employee Cựu nhân viên Nhân viên cũ 32
  45. 2.5. Expansion translation This procedure is used to translate compound words by adding more words in the TL in order to re-express an idea or to reinforce the sense of the SL because its correspondence in the TL cannot be expressed as concisely. SL “Essay method” is an example. Normally, in word-for-word translation, it can be translated as “Phương pháp bài luận”. However, in Human Resource Management field, translators added more word to make the meaning of this term clearer and it is translated as “Phương pháp đánh giá bằng văn bản tường thuật”. Some examples below to illustrate English Vietnamese Essay method Phương pháp đánh giá bằng văn bản tường thuật Bottom-up approach Phương pháp đánh giá từ cấp dưới đến cấp trên The weighted application Phương pháp tính trọng số Tax return Bản khai thu nhập cá nhân dùng để tính tiền thuế phải đóng 3. Strategies applied in translation of Human Resource Management Initialsms into Vietnamese Translation using a loan word plus explanation 33
  46. This strategy is very useful when translator deals with concepts or ideas that are new to Vietnamese audience, culture-specific items, etc. In Human Resource Management field, translators use this method to deal with word having no equivalence in TL (Vietnamese), especially organization, agreement or law names. Following the loan word with explanation is very useful when the word is repeated several times. Once explained, the loan word then can be used on its own, the readers can understand it and is not distracted by further lengthy explanations. There are two kinds of abbreviation, these are acronyms and initialisms. Acronym is a word formed from the initial parts (letters or syllables or arbitrary parts) of a name. But in Human Resource Management documents, most abbreviations are initialisms, so this part only focuses on initialisms. Initialism is a group of initial letters used as an abbreviation for a name or expression, each letter being pronounced separately. For example: English Vietnamese Annual General Đại hội thường AGM(Annual Meeting niên General meeting Curriculum Vitae Sơ yếu lí lịch CV(Curriculum Vitae) Employee Assistant Chương trình hỗ EAPs(Employee 34
  47. Programs trợ nhân viên Assistant Programs) Employee Stock Kế hoạch cho ESPO(Employee Ownership Plan nhân viên sở hữu cổ Stock Ownership phần Plan) Human Resource Hệ thống thông HRSI(Human Information System tin nhân sự Resource Information System= Human Resource Quản trị tài HRM(Human Management nguyên nhân sự Resource Management) Management by Quản trị bằng MBO(Management Objectives các mục tiêu by Objectives) Nongovernment Tổ chức phi NGO(Nongovernm organization chính phủ ent organization) Personal Assistant Trợ lí PA(Personal Assistant) Quality Assurance Bảo đảm chất QA(Quality lượng Assurance) Qualification Pay Trả lương theo QP(Qualification sản phẩm pay) II. Problem in translation procedure Translation is a very complicated process. Some people say, it is easy to learn English but it is difficult to master it. Almost all English-Vietnamese translators are native Vietnamese or overseas Vietnamese, therefore it is 35
  48. difficult for them to have an expert-like English vocabulary as well as grammatical structures. Many theories present a variety of perspectives on translation problems including linguistic and cultural problems. Also, it is two popular problems in Human Resource Management translation process. Firstly, Linguistic problem or incompetence language occurs when there is no lexical or syntactical replacement in target language for the source language items. In Human Resource Management, sometimes, particularly to inexperienced translators, for some reasons, fail to recognize the necessity to find the equivalence of the same formality level. For instance, in a formal document like Human Procedure term “final approval” cannot be translated as “chấp thuận cuối cùng” or “Đồng ý cuối cùng” but it must be “Phê duyệt”. Obviously, the way chosen the precise and proper word to make the whole text a mixture of styles and this, to readers of the target language is very difficult. It requires not only the translation skill but also knowledge about that field. Besides, cultural difference is another problem. Translators are supposed to be the messengers whose task is to convey a message from one language to another. Sometimes, translators have to face what she/he does not know, or may be inadequate familiar with, the culture of the target language. In Human Resource Management, actually, this problem is not as popular as the first one and mainly in translating proverb. For example, “in-basket training”, instead of translating as “huấn luyện khay giấy tờ đến”- a very un-Vietnamese way, it must be translated as “đào tạo xử lí công văn giấy tờ”, a much more understandable way. 36
  49. III. Some suggestion technicques to ovecome the problems As mentioned above, we got two main problems in translation process. Here are some suggestion techniques to deal with two problems above. 1. To overcome the linguistic problem At the level of word, problems can be solved if translators work hard to cumulate both English and Vietnamese vocabulary to a level that they are capable of chosing the right word in any case to produce a natural translation. It is crucial for translators to fully understand all the denotation and connotation of the word so that they can avoid making any loss of connotational meaning. To do that, they also need flexibility in the use of words and do not translate mechanically basing on English-Vietnamese dictionary. Besides, updating words is a way to avoid cofusion to translators. Because, the words keep updating everyday, particularly words in major field. Finally, having knowledge about that field you will translate is also a way to minimize the problems. A translator who does not know what is Human Resource can not translate Human Resource Management terms which require certain knowledge. 37
  50. 2. To overcome the cultural problem To avoid unnaturalness over issues of cultural, translators should keep in mind that sometimes an effort to translate correctly is not as valuable as a suitable substitution. In many case, especial when translating an idiom, or fixed expression, things unfamiliar with Vietnamese culture have been replaced with ones that are closely to Vietnamese daily life. For instance, “Blue collar worker” and “White collar worker”are color idioms of English, but we cannot translate as “Công nhân cổ áo xanh” and “Công nhân cổ áo trắng” because it does not suit with Vietnamese culture. It musb be translated as “Lao động chân tay” and “Nhân viên văn phòng”. 38
  51. PART III. CONCLUSION At last, after a process of hard working, I completed my study which I have chosen before. According to Bathrode “translation is not an academic exercise. It is a serious matter of producing an acceptable text of a high standart”. Hence, translating process as not as easy as sipping champage on a yatch at all. It requires you a lot of effort and practice everyday. In order to get good results in translation in general and in translation of Human Resource Management terms in particular, you have to consider the following: Reading comprehension ability Good command of languages( both mother tounge and forein language) Flexibility in transforming the SL in the TL This study aims at analyzing the way as well as procedure to translate Human Resource Management terms from English into Vietnamese. To achieve this goal, the study has been carried out through many stages. First, it gives an overview about translation theory in general and translation in Human Resource Management term in particular. Then it reviews and analyzes basically the strategies which have been used in translating Human Resource Management terms. However, due to limited time and knowledge, I cannot cover everything in frame of this graduation paper. Besides, mistakes and shortcomings are unavoidable. Hence, I do expect to receive comments and feedback of teachers and students to make my study much better. Hopefully, my 39
  52. research may be really useful for those who concern and love Human Resource Management in general and Human Resource Management terms in particular. Once again, I would like to express my sincere thanks to all who are always beside and encourage me to achieve a vivid future. 40
  53. Reference 1. Adnan, 2006. HR glossary from A to Z 2. Bui Tien Bao, & Dang Xuan Thu (1999), Interpreting – translation course book. Hanoi: Education Publishing House 3. Cabre, T.M, 1990. Terminology: theory, methods and application 4. Catford, J.C. (1965). A linguistic theory of translation. London: Oxford University Press. 5. Chukovskii, K. (1984). The art of translation. London: Oxford University 6. Edward peppit, (2008). Phương pháp quản lí nhân sự trong công ty. Nhà xuất bản Hải Phòng 7. Newmark P.P, Approaches to translation 8. Ninda, E.A (1984). On translation. Beijing: Translation Publishing Corp. 9. Nguyễn Hữu Thân, (2008). Quản trị nhân sự. Nhà xuất bản lao động xã hội 10. Toury, G. (1982). Translation across cultures. New Delhi: Bahri Publications. 11. 12. 13. 14. 15. 16. 17. 41
  54. 18. 0-books_on_translation_theory-.html?&print=1 19. ansu/11957.saga 20. Purposes-ESP 21. 22. 42
  55. Appendix Glossary A A system of shered values/ Hệ thống giá trị/ý nghĩa được chia Meaning sẻ Ability Khả năng Adjusting pay rates Điều chỉnh mức lương Administrator carde/High rank cadre Cán bộ quản trị cấp cao Aggrieved employee Nhân viên bị ngược đãi Aiming Khả năng nhắm đúng vị trí Allowances Trợ cấp Annual leave Nghỉ phép thường niên Application Form Mẫu đơn xin viêc Apprenticeship training Đào tạo học nghề Assessment of employee potential Đánh giá tiềm năng nhân viên Aternation Ranking method Phương pháp xếp hạng luân phiên Average Trung bình Award/reward/gratification/bo mus Thưởng, tiền thưởng B Behavior modeling Mô hình ứng xử 43
  56. Behavioral norms Các chuẩn mực hành vi Benchmark job Công việc chuẩn để tính lương Benefits Phúc lợi Blank(WAB) Khoảng trống trong mẫu đơn Board interview/Panel interview PV hội đồng Phương pháp từ cấp dưới lên cấp Bottom-up approach trên Breakdowns Bế tắc Buisiness games Trò chơi kinh doanh Bureacratic Quan liêu, bàn giấy C Career employee Nhân viên chính ngạch/Biên chế Career planning and Kế hoạch và phát triển nghề development nghiệp(Thăng tiến nghề nghiệp) Điển quản trị/Nghiên cứu tình Case study huống Catorory A/Class A Hạng A Cognitive ability test Trắc nghiệm khả năng nhận thức Cognitive dissonance Cảm ứng lạc điệu Collective agreement Thỏa ước tập thể Collective bargaining Thương nghị tập thể Combination of methods Tổng hợp các phương pháp Comfortabe working conditions Điều kiện làm việc thoải mái Compensation Lương bổng Compensation equity Bình đẳng về lương bổng và đãi 44
  57. ngộ Conferrence Hội nghị Conflict Mâu thuẩn Conflict tolerance Dung hòa mâu thuẩn Congenial co-workers Đồng nghiệp ăn ý Contractual employee Nhân viên hợp đồng Controlling Kiểm tra Corporate culture Bầu văn hóa công ty Corporate philosophy Triết lý công ty Correlation analysis Phân tích tương quan Cost of living Chi phí sinh hoạt Cyclical variation Biến thiên theo chu kỳ D Daily worker Nhân viên công nhật Death in service compensation Chế độ tử tuất Demotion Giáng chức Derective interview Phỏng vấn hướng dẫn Desterminants Các yếu tố quyết định Disciplinary action Thi hành kỷ luật Discipline Kỷ luật Discriplinary action process Tiến trình thi hành kỷ luật Duty Nhiệm vụ E Early retirement Về hưu sớm Educatiol assistance Trợ cấp giáo dục Employee behavior Hành vi của nhân viên Employee leasing Thuê mướn Nhân viên 45
  58. Employee manual Cẩm nang nhân viên Nhân viên ghi chép trong nhật ký Employee recording công tác Employee referrals Nhờ nhân viên giới thiệu Employee relation services Dịch vụ tương quan nhân sự Employee relations/Internal employee relation Tương quan nhân sự Employee service Dịch vụ công nhân viên Employee stock owndership plan (ESOP) Kế hoạch cho NV sở hữu cổ phần Employment Tuyển dụng Employment egency Cơ quan nhân dụng Employment interview/ In- depth interview Phỏng vấn sâu Entrepreneurial Năng động, sáng tạo Entry- level proferssinals Chuyên viên ở mức khởi điểm Envalution and follow-up Đánh giá và theo dõi Phương pháp đánh giá bằng văn Essay method bản tường thuật Evalution of application/ Review of application Xét đơn xin việc External environment Môi trường bên ngoài Extremen behavior Hành vi theo thái cực F Family benefits Trợ cấp gia đình Finalcial compensation Lương bổng đãi ngộ về tài chính Finalcial managerment Quản trị Tài chính 46
  59. Finger dexterity Sự khéo léo của ngón tay Giờ làm việc uyển chuyển, linh Flextime động Nhân viên trôi nổi, ko thường Floater employee xuyên Forecasting/Poresee or Forecast Dự báo Formal system Hệ thống chính thức Former employees Cựu nhân viên G Trả lương cơ bản cộng với tiền Gantt task anh Bonus payment thưởng General environment Môi trường tổng quát General knowledge tests Trắc nghiệm kiến thức tổng quát Going rate/wege/ Prevailing rate Mức lương hiện hành trong XH Good Giỏi Phương pháp mức thang điểm vẽ Graphic rating scales method bằng đồ thị Grievance procedure Thủ tục giải quyết khiếu nại Gross salary Lương gộp (Chưa trừ thuế) Group appraisal Đánh giá nhóm Group emphasis Chú trọng vào nhóm Group incentive plan/Group incetive payment Trả lương theo nhóm Group interview Phỏng vấn nhóm/ Group life insuarance BH nhân thọ theo nhóm 47
  60. H Hazard pay Tiền trợ cấp nguy hiểm Heath and safety Y tế và An toàn lao động Nấc thang thứ bậc/nhu cầu của Hierarchy of human needs con người Holiday leave Nghỉ lễ (có lương) Human resource department Bộ phận NS/Phòng NS Human resource development Phát triển Tài nguyên nhân sự Quản trị Tài nguyên NS/ Quản trị Human resource managerment NS Human resource planning Kế hoạch Tài nguyên NS/QTNS I Quản trực tiếp (Cấp quản đốc trực Immediate supevisior tiếp) Đào tạo bàn giấy/ Đào tạo xử lý In- basket training công văn giấy tờ Lương bổng đãi ngộ kích thích Incentive compensation LĐXS Incentive payment Trả lương kích thích lao động Individual incentive payment Trả lương theo cá nhân Informal group Nhóm không chính thức Input Đầu vào/nhập lượng Insurance plans Kế hoạch bảo hiểm Integrated human resource Quản trị Tài nguyên nhân sự tổng managerment thể Interlligence tests Trắc nghiện trí thông minh Internal employee relations Tương quan nhân sự nội bộ 48
  61. Internal environment Môi trường bên trong Internal equity Bình đẳng nội bộ Internship Sinh viên thực tập Intership Thực tập sinh Interview Phỏng vấn J Job Công việc Job analysis Phân tích công việc Job behaviors Các hành vi đối với công việc Job bidding Thông báo thủ tục đăng ký Job description Bảng mô tả công việc Job enlargement Đa dạng hóa công việc Job enrichment Phong phú hóa công việc Job environment Khung cảnh công việc Job envolvement Tích cực với công việc Job expenses Công tác phí Trắc nghiệm khả năng nghề Job knownledge test nghiệp hay kiến thức chuyên môn Job peformance Sự hoàn thành công tác Job posting Niêm yết chổ làm còn trống Job pricing Ấn định mức trả lương Job rotation Luân phiên công tác Job satisfaction Thỏa mãn với công việc Job sharing Chia sẻ công việc Bảng mô tả tiêu chuẩn chi tiết Job specification công việc Job title Chức danh công việc 49
  62. Key job Công việc chủ yếu K Knowledge Kiến thức L Labor agreement Thỏa ước lao động Labor relations Tương quan lao động Tạm cho nghỉ việc vì không có Layoff việc làm Leading Lãnh đạo Leave/Leave of absence Nghỉ phép Lethargic Thụ động Line management Quản trị trực tuyến M Macroen environment Môi trường vĩ mô Managerment By Ojectives(MBO) Quản trị bằng các mục tiêu Manegerial judgerment Phán đoán của cấp quản trị Manpower inventory Hồ sơ nhân lực Manpower replacement chart Sơ đồ sắp xếp lại nhân lực Manualdexterity Sự khéo léo của tay Marketing managerment Quản trị Marketing Maternity leave Nghỉ sanh (Có lương) Medical benefits Trợ cấp Y tế Mega- environment Môi trường vĩ mô Tính đồng nhất giữa các thành Member identity viên Microen environment Môi trường vi mô 50
  63. Miniaturization Sự thu nhỏ Mixed interview Phỏng vấn tổng hợp Moving expenses Chi phí đi lại N Phương pháp đánh giá qua mẫu Narrative form rating method biểu tường thuật Phiếu kiểm tra phát tài liệu cho New employee checklist nhân viên mới Night work Làm việc ban đêm Non-Finalcial compensation Lương bổng đãi ngộ phi tài chính Các chuẩn mực/Khuôn mẫu làm Norms chuẩn O Off the job trainning Đào tạo ngoài nơi làm việc Official Chính quy, bài bản, nghi thức Omnipotent view Quan điểm vạn năng On the job trainning Đào tạo tại chổ One-on-one interview Phỏng vấn cá nhân Open culture Bầu không khí văn hóa mở Open systems forcus Chú trọng đến các hệ thống mở Operational planning Hoạch định tác vụ Operational/task-environment Môi trường tác vụ/công việc Oral reminder Nhắc nhở miệng Organizational behavior/Behaviour Hành vi trong tổ chức Organizational commitment Gắn bó với tổ chức Organizing Tổ chức 51
  64. Orientation Hội nhập vào môi trường làm việc Orientation kit or packet Bộ tài liệu Hội nhập môi trường Sắp xếp cho một nhân viên làm Outplacement việc ở một nới khác Output Đầu ra/ xuất lượng Outstanding Xuất sắc Overcoming Breakdowns Vượt khỏi bế tắc Overtime Giờ phụ trội P Paid absences Vắng mặt vẫn được trả tiền Paid leave Nghỉ phép có lương Paired comparisons method Phương pháp so sánh từng cặp Pay Trả lương Những người/hãng có mức lương Pay followers thấp Pay grades Ngạch/hạng lương Pay lader/Pay scale Thang lương Pay leaders Đứng đầu về trả lương cao Pay ranges Bậc lương Pay rate Mức Lương Pay roll/Pay sheet Bảng lương Pay-day Ngày phát lương Trả lương trong thời gian không Payment for time not workerd làm việc Peers Đồng nghiệp Penalty Hình phạt People Forcus Chú trọng đến con người 52
  65. Perception Nhận thức Performance Hoàn thành công việc Đánh giá thành tíc công tác/hoàn Performance appraisal thành công tác Dữ kiện đánh giá thành tích công Performance appraisal data tác Performance expectation kỳ vọng hoàn thành công việc Trắc nghiệm cá tính hay nhân Personality tests cách Person-hours/man-hours Giờ công lao động của một người Personnel managerment Quản trị nhân viên Physical exemination Khám sức khỏe Physiognomy Khoa tướng học Picework payment Trả lương khoán sản phẩm Planning Hoạch định Poor/Unsatisfactory Kém Preliminary interview/Initianscreening interview Phỏng vấn sơ bộ Premium pay Tiền trợ cấp độc hại Present employees Nhân viên hiện hành Pressure group Các nhóm gây áp lực Principle "Equal pay, equal Nguyên tắc công bằng lương work" bổng(Theo năng lực) Proactive Chủ động Problem solving interiew Phỏng vấn giải quyết vấn đề Production/Services Quản trị sản xuất dịch vụ 53
  66. managerment Profit sharing Chia lời Promotion Thăng chức Psychological tests Trắc nghiệm tâm lý Punishment Phạt Q Quantitative techniques Kỹ thuật định lượng Questionaire Bảng câu hỏi R Random variation Biến thiên ngẫu nhiên Ranking method Phương pháp xếp hạng Ratifying the agreement Phê chuẩn thỏa ước Rating scales method Phương pháp mức thang điểm Recruitment Tuyển mộ Reference and background check/Background investigation Sưu tra lý lịch Regression analysic Phân tích hồi quy Tái Hội nhập vào môi trường làm Reorientation việc Research and development Nghiên cứu và phát triển Resignaton Xin thôi việc Responsibility Trách nhiệm Résumé/Curriculum vitae(C.V) Sơ yếu lý lịch Retirement plans Kế hoạch về hưu Reward Criteria Các tiêu chuẩn tưởng thưởng Risk tolerance Chấp nhận rủi ro Role paying Đóng kịch/nhập vai 54
  67. S Nhu cầu an toàn/bảo vệ Salary advances Lương tạm ứng Salary and eages administration Quản trị lương bổng Scanlon plan Kế hoạch scanlon Seasonal variation Biến thiên theo mùa Second shift/swing shift Ca 2 Seft-actualization needs Nhu cẩu thể hiện bản thân Selection test Trắc nghiệm tuyển chọn Selecttion process Tiến trình tuyển chọn Self appraisal Tự đánh giá Self- employed workers Công nhân làm nghề tự do Seniority Thâm niên Services and benefits Dịch vụ và phúc lợi Trợ cấp do trường hợp bất khả Severence pay kháng(Giảm bien chế, cưới, tang) Nghỉ phép ốm đau vẫn được trả Sick leaves lương Phương pháp sử dụng dụng cụ mô Simolators phỏng Simulation Mô phỏng Skills Kỹ năng/tay nghề Social assistance Trợ cấp XH Social needs Nhu cầu XH Social security An sinh XH Sound policies Chính sách hợp lý Specific environment Môi trường đặc thù 55
  68. Kế hoạch trả lương theo giờ ấn Standard hour plan định Starting salary Lương khởi điểm Trả lương thưởng cổ phần với giá Stock option hạ Kế hoạch trả lương thuần túy theo Straight piecework plan sản phẩm Strategic planning Hoạch định chiến lược Structured/Diredtive/Patterned interview Phỏng vấn theo mẫu Subcontracting Hợp đồng gia công Subordinates Cấp dưới Surplus of workers Thặng dư nhân viên T Taboo Điều cấm kỵ Tiền thực tế mang về nhà (Lương Take home pay sau thuế) Task Công tác cụ thể Làm việc ở nhà truyền qua Telecommuting computer Tell-and-listen interview Phỏng vấn nói và nghe Tell-and-sell interview Phỏng vấn nói và thuyết phục Temporary employees Nhân viên tạm Tendency Xu hướng Termination Hết hạn hợp đồng Termination of nonmanegerial/Nonprofessional Cho nhân viên nghỉ việc 56
  69. employees The appraisal interview Phỏng vấn đánh giá Phương pháp ghi chép các vụ việc The critical incident method quan trọng The long- run trend Xu hướng lâu dài The organization's culture Bầu không khí văn hóa tổ chức The recruitment process Tiến trình tuyển mộ The resource dependence model Mô hình dựa vào tài nguyên The shared aspect of culture Khía cạnh văn hóa được chia sẻ The third shift/ Graveyard shift Làm việc ca 3 The Unstructured/ Nonderective/Unpatterned interview Phỏng vấn ko theo mẫu Time payment Trả lương theo thời gian Trainning Đào tạo Transfer Thuyên chuyển Travel benefits Trợ cấp đi đường Trend analysis Phân tích xu hướng U Unemployed Người thất nghiệp Unemployment benefits Trợ cấp thất nghiệp Sự hội nhập/Phối hợp giữa các Unit intergration đơn vị Không- Chính quy, bài bản, nghi Unofficial thức V 57
  70. Vestibule training Đào tạo xa nơi làm việc Violation of company rules Vi phạm điều lệ của Cty Violation of health and safety Vi phạm tiêu chuẩn ý tế và an standards toàn lao động Violation of law Vi phạm luật Vision/Vision driven Định hướng viễn cảnh/Tầm nhìn Vocational interest tests Trắc nghiệm sở thích nghề nghiệp Voluntary resignation Xin thôi việc tự nguyện Vonluntary applicant/ unsolicited applicant Ứng viên nộp đơn tự do W Wage Lương công nhật Warning Cảnh báo Work environment Môi trường làm việc Trắc nghiệm chuyên môn hay trắc Work sample tests nghiệm mẫu cụ thể Work simplication program Chương trình đơn giản hóa CV Đền bù ốm đau bệnh tật hoặc tai Worker's compensation nạn lao động Workhourse Giờ làm việc Tốc độ cử động của cổ tay và Wrist-finger speed ngón tay Written reminder Nhắc nhở bằng văn bản Wrongful behavior Hành vi sai trái 58