大家好，感谢邀请，今天来为大家分享一下generalist的意思的问题，以及和generalist在外企的职位的一些困惑，大家要是还不太明白的话，也没有关系，因为接下来将为大家分享，希望可以帮助到大家，解决大家的问题，下面就开始吧！
一、general名词解析是什么意思
1、名词：兼备多种才能的人；通才。
2、形容词：多面手的；适应性强的。
General（形容词）：一般的，普通的；综合的；大体的。
（名词）：一般；将军，上将；常规。
Generally（副词）：通常；普遍地，一般地。
Generalship（名词）：将才；将官的职位；将军任期。
近义词：versatile personall-rounder：多面手。
1、An elementary teacher needs ageneralist's knowledge of many different aspects of teaching.
一个小学教师需要具备教学中各方面的基本知识。
2、I'm going to ask you one follow-up question, too, Sara, as thegeneralist.
莎拉，我还有个大众一点的问题要问一下你。
3、"Grey whales are verygeneralistin what they feed on." said Dr Scheinin.
“灰鲸的食物来源非常多样化。”谢宁博士说。
4、This program is characterized by its unique modular design of bothgeneralistand……
这项计划的特点是其独特的模块化设计既通才和专业课程的内容。
5、There are two approaches to a Wall Street career: The specialist and thegeneralist.
要进入华尔街有两条途径：一是作为专才，一是作为通才。
6、Generalistpollinators have to adapt their preferences depending on who's flowering when.
广生性传粉者要根据不同植物的开花时间调整它们对食物的喜好。
7、Moreover, courts can supply ageneralistperspective that single- mission agencies often lack.
此外,法院还可提供单一职能机关常常缺少的综合观点。
8、And ageneralisthas a wide platform, rich reserve of knowledge and skills in plenty.
而所谓通才是具有广阔的知识平台,丰富的知识储备和多种技能的人才。
9、Ageneralistin all function of financial and accounting management.
10、Both focus and diversity of expertise and flexibility to function in ageneralistcapacity are needed.
这两个重点和灵活性，多样性，专业知识和运作，一通才能力是必要的。
11、To become aspecialist, one may have to narrow his range of knowledge.
要成为一名专家，一个人可能必须缩小他的知识范围。
12、The drawback to beingspecialistsis we often come to know more and more about less and less.
做专家的缺点是我们更多地了解更少的东西。
13、You'd be a juniorspecialist.
14、Statisticsspecialists, when they speak of national averages, often make the same mistake.
统计学专家在谈到全国平均水平时，经常犯同样的错误。
15、Good science journalists arespecialistsin making complex topics accessible to a general audience, while adhering to scientific accuracy.
优秀的科学记者是专家，他们在保持科学准确性的同时，使复杂的话题为一般读者所了解。
二、hrbp和hrg什么意思和区别
1、hrbp又称为人力资源业务合作伙伴。HRBP(HR BUSINESS PARTNER)实际上就是企业派驻到各个业务或事业部的人力资源管理者，主要协助各业务单元高层及经理在员工发展、人才发掘、能力培养等方面的工作。
2、hrg：人事专员，是指执行并完善公司的人事制度与招聘计划，员工培训与发展规划，绩效评估，员工住房公积金、社会保障福利等方面的专业从业人员。
1、hrbp（即人力资源业务合作伙伴）是管理者，hrg（即人事专员）是执行者。
2、hrbp的主要工作内容是负责公司的人力资源管理政策体系、制度规范在各业务单元的推行落实，协助业务单元完善人力资源管理工作，并帮助培养和发展业务单元各级干部的人力资源管理能力。
（1）执行并完善公司的人事制度与计划，培训与发展，绩效评估，员工社会保障福利等方面的管理工作；
（2）组织并协助各部门进行招聘、培训和绩效考核等工作；
（3）执行并完善员工入职、转正、异动、离职等相关政策及流程；
（4）员工人事信息管理与员工档案的维护，核算员工的薪酬福利等事宜；
hrbp是伴随着人力资源部门职能分化和升级而出现的，与hrbp相伴随而生的还有人力资源共享中心（HR shared service center，HRSSC）、人力资源专家（Human Resources Specialist，HRS），
其中，人力资源专家是由公司内部在员工安置、员工发展、薪酬、组织绩效、员工关系和组织关系方面等方面的专家组成，主要针对以上方面提出专业性的建议和设计有效的解决方案，为公司变革服务。
人力资源共享中心则是指在招聘、薪酬福利、差旅费用报销、工资发放等基础工作方面为公司提供全方位统一服务。
HRBP与人力资源共享中心、人力资源专家共同组成了现代人力资源管理的“三驾马车”，其中HRBP是人力资源内部与业务经理沟通的桥梁，他们既熟悉HR各个职能领域，又了解业务需求，既能帮助业务单元更好的维护员工关系，
协助业务经理更好的使用人力资源管理制度和工具管理员工，同时也能利用其自身的HR专业素养来发现业务单元中存在的种种问题，从而提出并整理出发现的问题交付给人力资源专家（或领域专家）来更好的解决问题和设计更加合理的工作流程。
参考资料：人事专员-百度百科人力资源业务合作伙伴-百度百科
三、ecological generalist是什么意思
ecological adj.生态的,生态学的
ECO：代表的是生态的（Ecological），一个简单的三生概念，生活、生产、
海、生态（ Ecological）上海、精品（ Advanced-manufacturing）上海和数
字（ Digital）上海的“引领工程”（HEAD）作为上海中长期规划的主要
包括两方面的含义：一是经济高效（Economical）；二是生态环保(Ecological)，绿厨房理念实现了经济、高效、环保、生态的完整统一。
generalist n.(有多方面知识和经验的)通才,多面手
丰富型（Generalist）--行动能力过度，能/要同时做很多事。特征：多才多艺、冲动、无节制、狂乱。
ecological generalist就是生态全才生态通才的意思,也可以说是专家
四、mpa是什么意思
MPA是公共管理硕士(Master of Public Administration)专业学位的英文简称,是以公共管理学科及其他相关学科为基础的研究生教育项目,其目的是为政府部门及非政府公共机构培养高层次、应用型专门人才。Mpa,也是压强单位，读作兆帕，也就是百万（M）帕斯卡（Pa）。1MPa＝1000000Pa＝1.00牛／平方毫米＝（1／9.8）千克力／平方毫米
五、office disciplinary referrals 是什么意思
1、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.[1] The terms"human resource management" and"human resources"(HR) have largely replaced the term"personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.
2、But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms,[4] although these normally refer to the relationship between management and workers and the behavior of workers in companies.
3、The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.
4、HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organisations.[5]
5、Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall(1987) define personnel management as being:
6、“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled"(p. 49).
7、While Miller(1987) suggests that HRM relates to:
8、".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"(p. 352).
9、The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is"fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company(Miller, 1989).
10、The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management.
11、One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:[6]
12、However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.[7]
13、Postmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in'Human Resource Management: Rhetorics and Realities' possess the debate of whether HRM is a modernist project or a postmodern discourse(Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel(man as machine) towards a postmodernist view of HRM(man as individuals). Critiques include the notion that because'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it i.e. Fordism/ Taylorism, McDonaldisation(Modernism).
14、Critical Theory also questions whether HRM is the pursuit of"attitudinal shaping"(Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment- as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic(discursive) move away than a real attempt to recognise the Human in Human Resource Management.
15、Critical Theory, in particular postmodernism(poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management'Gurus', consultants,'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the relationship.
16、Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments.
17、Recruitment(sometimes separated into attraction and selection)
18、Compensation in wage or salary
19、Travel management(sometimes assigned to accounting rather than HRM)
20、Payroll(sometimes assigned to accounting rather than HRM)
21、Employee benefits administration
22、The sort of careers available in HRM are varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EOE(Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators.
23、Professional organizations in HRM include the Society for Human Resource Management, the Chartered Institute of Personnel and Development(CIPD), the International Public Management Association for HR(IPMA-HR) and the International Personnel Management Association of Canada(IPMA-Canada).Management Association of Nepal [MAN]
24、人力资源管理，是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。
25、人力资源管理工作包括：工作分析；制定人力需求计划以及人员招募；培训及开发；薪酬及福利管理、绩效评估；劳动关系管理等。
26、人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，个中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集资讯渠道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。
27、在现实世界不同的国家人力资源的发展情况以及历史都不同。一般说来，人力资源的学术界发展经历了：人事管理（Personnel Management），人力资源管理（Human Resource Management）到现在新近兴起的人力资本管理（Human Capital Management）。其只要不同即在于公司和企业对待职员的理念的变化和发展。
28、在人事管理阶段，人事经理们的工作是管理职工福利，以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出，而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。
29、在人力资源管理阶段，企业员工被看成企业的可以增值的资产而被发展以期充分利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和招聘，员工培训等等活动来提高企业员工的效率，从而增加企业的管理和运营更加有效。当一个公司实行人力资源管理战略的时候，人力资源部门将被纳入公司战略计划的一个重要组成部分。公司的未来发展，市场拓展，新产品研发等等都要牵扯到人力资源部门的支持，协调与合作。人力资源被作为提高公司竞争力的战略手段而被重视。除此之外，人力资源管理就是协助公司去激励员工，透过一些物质上的满足和一些财务奖励，从而增加员工的对公司归属感、增加员工士气和减低对工作的不满等¨。有高昂的士气会使工作更加有效率和使工作更加顺利，最终公司和员工也各有得益。
30、在人力资本管理阶段，人力部门的基本职责仍与人力资源管理时期相似，但是企业员工不再被看作有发展潜力的资产，而是公司可以利用的资本。人力资源部门的各项活动被量化与公司的利润率挂钩，并且这也是衡量职工和各部门是否有效工作的主要手段。
31、人力资源管理的主要职能包括：人员招募；培训及开发；薪酬及福利管理。
32、人员招募又称为人员招聘。主要是基于组织（公司，政府，非盈利组织等）的近期及远期的业务需要，来制定人员需求的计划，并通过各种招聘手段来完成组织的人员需求。
33、人员招募主要涉及人员规划，简历收集，选聘，录用及员工入职培训。
34、培训及开发主要是通过一些培训及开发的技术及手段，提高员工的技能，以适应公司所处经营环境中的技术及知识的变化。
35、培训在岗培训轮岗员工继续教育计划辅导，训导
文章分享结束，generalist的意思和generalist在外企的职位的答案你都知道了吗？欢迎再次光临本站哦！
