人力资源二级英文答案
英语人力资源管理50题
英语人力资源管理50题1. In a company, the process of identifying and attracting potential employees is called _____.A. recruitmentB. selectionC. trainingD. development答案：A。
本题考查人力资源管理的基本概念。
选项A“recruitment”意为招聘，指识别和吸引潜在员工的过程，符合题意。
选项B“selection”指选拔，侧重于从候选人中挑选合适的人员。
选项C“training”是培训，针对已入职员工提升技能。
选项D“development”是发展，通常指员工在职业上的长期发展规划。
2. The department responsible for managing employees' performance and providing feedback is _____.A. HRB. FinanceC. MarketingD. Operations答案：A。
在公司中，负责管理员工绩效并提供反馈的部门通常是人力资源部门（HR）。
选项B“Finance”是财务部门，主要处理财务相关事务。
选项C“Marketing”是市场营销部门，专注于市场推广和销售。
选项D“Operations”是运营部门，负责日常业务运营。
3. The term used to describe the knowledge, skills, and abilities that an employee brings to a job is _____.A. job descriptionB. job specificationC. competencyD. Workload答案：C。
“Competency”指的是员工带到工作中的知识、技能和能力。
选项A“job description”是工作描述，详细说明了工作的职责和任务。
人力二级英语资料
《企业人力资源管理人员》（人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1.Allowance2. Behavior modeling3. Cross-cultural preparation4. Delayering5. Career anchor6. Exit interview7. Merit guideline8. Orientation9. Psychological contract10. Retention plan11. 平等主义12. 知识资产13. 个人主义/集体主义14. 士气15. 重新谋职咨询二、单项选择（每题2分，共20分）1.Which of the following are basic functions all managers should perform exceptA.planningB.staffingC.recruitingD.controlling2.refers to the practices and policies you need to carry out the people or personnel aspects of your managementjob.A.human capitalB.human resource planningC.job analysisD.human resource management3.are authorized to direct the work of subordinates.A.peersB.line managersC.HR managersD.Headquarters4.Which of the following functions are not the HR manager should carries out?A. a line functionB. a coordinative functionC. a controlled functionD.staff(service)functions5.refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.A.globalizationB.international recessionsC.cultural shockD.orientation6.determines the human resources required by the organization to achieve its strategic goals.A.human capitalB.human resource planningC.job analysisD.human resource management7. A method of analyzing turnover which is particularly useful for human resource planners is the .A. half indexB. stability indexC. the labor turnover indexD. survival rate8. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.A. feedbackB.benchmarkingC. performanceD. merit9.The training techniques are classified into three groups according to where they are generally used except:A.On the job techniquesB.Off the job techniquesC. On the job and off the job techniquesD. On the job or off the job techniques10. is the technique of telling or showing a trainee how to do a job and then allowing him or her to get on with it.A. coachingB. job instructionC. assignmentsD. demonstration三、阅读理解（每题3分，共30分）（一）An analysis of the reasons for leaving derived from exit interviews will provide useful information on which to base retention plans. Exit interviews aim to establish why people are leaving, not to persuade them to stay. The reasons for leaving can be classified under the following headings:●More pay;●Better prospects (career move);●More security;●More opportunities to develop skills;●Better working conditions;●Poor relationships with manager/team leader;●Poor relationship with colleagues;●Bullying or harassment;●Personal-pregnancy, illness, moving away from area etc.Exit interviews aim to elicit opinions on any specific reasons for dissatisfaction under any of the above non-personal headings. Some leavers will be forthcoming, others will not. It is up to the interviewer to probe skillfully and sensitively to establish reasons for dissatisfaction or unhappiness so that where those feelings are justified; something can be done about them. Judgment is required to sort out genuine complaints from unjustified or exaggerated ones. An analysis of reasons should take place and trends be noted. General issues can be addressed by reviewing employment and reward policies and practices. Issues affecting particular managers should also be tackled. This may be difficult if it is a behavioral matter, e.g. bullying, but if there is a build-up of information that suggests that this may be the case, the problem cannot be ignored.However, exit interviews alone are not completely reliable, and it is desirable to gain a more comprehensive picture of the views of existing employees through attitude surveys.1.An analysis of the reasons for leaving derived from will provide useful information on which to base retention plans.A. exit interviewsB. job analysisC. job descriptionD. job specification2. The reasons for leaving can be classified under the following headings except:A. More payB. Better career moveC. Better working conditionsD. good relationship with colleagues3.From this passage, we can infer that:A. Exit interviews aim to establish why people are leaving and to persuade them to stay.B. This may be easy if it is a behavioral matter.C. Exit interviews alone are completely reliableD. Exit interviews are very important for most organizations.4.. The best title of this passage is .A the labor turnover indexB. analysis of reasons for turnoverC. the cost of labor turnoverD. exit interviews5.This article might be extracted from the paper about .A.performance appraisalB.human resource planningC.training and developmentD.reward systems（二）Programmed learning consists of a text that progressively feeds information to trainees. After each piece of information, questions are posed that the trainee should answer correctly before moving on.The basic principles of programmed learning are as follows:1. The subject matter is presented in small units called frames.2. Each frame requires a response from the trainee. Thus he or she is actively involved in the learning process.3. The trainee is told if his or her answer is correct at once. This rapid feedback gives immediate reinforcement to thetrainee or immediately corrects a misunderstanding.4. The units of information are arranged in correct subject matter sequence and pose increasingly difficult questions.This means that the designer has had to analyze the learning steps required with great care.5. Trainees work independently and at their own pace. Thus they work as quickly or as slowly as they like.Programmed instruction is primarily a method of systematic presentation, which relies a great deal on theself-motivation of the trainee. In its usual form it is quite different from discovery learning, which is more concerned with skills than knowledge and allows the trainee greater scope to find out for him- or herself.Programmed texts may result in an over mechanical learning process, and this could hinder retention. But there are considerable advantages in using this method in conjunction with others as a means of ensuring that the trainee is ready, willing, and able to deal with the material confronting him or her and take an active part in learning.1. Programmed learning is the training technique.A.On the job techniquesB.Off the job techniquesC. On the job and off the job techniquesD. On the job or off the job techniques2..According to the passage, the following statements are false except .A After each piece of information, questions are posed that the trainee should not answer correctly before move on.B. Programmed learning is not primarily a method of systematic presentation.C. Programmed learning relies a great deal on the self-motivation of the trainee.D. Programmed learning may result in an over mechanical learning process, and this could help retention.3.This article might be extracted from the book about .A.performance appraisalB.human resource planningC.training and developmentbor relations4.The basic principles of programmed learning are as follows, except:A. each frame requires a response from the trainer.B. the subject matter is presented in small units called frames.C. trainees work independently.D. the units of information are arranged in correct subject matter sequence.5.. This passage is illustrating .A. programmed learningB. case studyC. role playingD. group exercises四、写作（共20分）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
人力资源管理-Unit-英文-习题与标准答案
人力资源管理-Unit-英文-习题与答案————————————————————————————————作者：————————————————————————————————日期：2Chapter 2: Equal Opportunity and the LawMultiple Choice1.Every time you advertise a job opening, interview, test or select a candidate orappraise an employee, you should be aware of:a.equal employment opportunity lawb.anti-discrimination lawc.criminal lawd.both a and be.both a and c(d; moderate)2.The _____ Amendment to the US Constitution states, “no person shall bedeprived of life, liberty, or property, without due process of the law.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(b; moderate)3.The _____ Amendment to the US Constitution makes it illegal for any state to“make or enforce any law which shall abridge the pr ivileges and immunities of citizens of the United States.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)4.Which Amendment to the US Constitution is generally viewed as barringdiscrimination based on sex, national origin, or race?a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)5.In the US, Title VII of the Civil Rights Act prohibits discrimination based onall of the following characteristics except _____.a.raceb.sexual orientationc.colord.religione.national origin(b; moderate)196.In the US, the _____ made it unlawful to discriminate in pay on the basis ofsex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions.a.Title VIIb.Equal Pay Actc.Executive Order (US President)d.Age Discrimination in Employment Acte.13th Amendment to the US Constitution(b; moderate)7.Which of the following factors is not an acceptable basis for different pay forequal work under the US Equal Pay Act?a.genderb.seniority systemc.merit pay systemd.quality of productione.all are unacceptable factors(a; moderate)8.The US EEOC guidelines define sexual harassment as:a.unwelcome sexual advancesb.requests for sexual favorsc.verbal sexual conductd.physical sexual conducte.all the above(e; moderate)9. In the US, when is sexual harassment a violation of sex harassment law?a.when such conduct has the purpose or effect of substantially interferingwith a person’s work performanceb.when such conduct has the purpose or effect of creating an intimidating,hostile, or offensive work environmentc.when a crime of violence is motivated by genderd.both a and be.all of the above(d; moderate)10. In the US, _____ exists when an employer treats an individual differentlybecause that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd. Adverse impacte. Prima facie(a; easy)2011. In the US, _____ refers to the total employment process that results in asignificantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a.disparate treatmentb.disparate impactc.unintentional discriminationd.adverse impacte.prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification(BFOQ) as a defense against charges of discrimination based on _____.a.raceb.sexual orientationc.aged.gendere.all of the above(c; easy)13. In the US, religion may be used as a BFOQ if _____.a. a religious organization requires employees to share its religionb.an employer does not want to honor an employee’s religious holidaysc.hiring a person to teach in a nondenominational schoold.all of the abovee.none of the above(a; moderate)14. Which of the following characteristics could serve as a BFOQ depending onthe nature of the job requirements?a.ageb.genderc.national origind.religione.all of the above(e; easy)15. Organizations can measure diversity by using _____.a.equal employment hiring metricsb.employee attitude surveysc.management and employee evaluationsd.focus groupse.all of the above(e; moderate)16. Diversity management includes the following step(s):a.provide strong leadershipb.assess the situationc.provide diversity trainingd. a and be.a, b and c(e; moderate)2117. In providing strong leadership in diversity management, the CEO of acompany musta.take a personal interestb.become the role modelc.talk to every workerd. a and be.a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the following:a.equal employment hiring and retention metricsb.employee attitude surveyc.employee evaluationd. a and be.a, b and c(e; moderate)19. The objectives of diversity training include the following:a.make employees aware of value differencesb.build self esteem of the different ethnic groupsc.create a friendly atmosphere in the companyd. a and be.a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplaceby laws at the:a.federal levelb.state levelpany leveld. a and be.all of the above(d; moderate)21. In Australia, employees who have been discriminated against by an employermay complain to the:a.Human Rights and Equal Opportunity Commissionb.Ministry of Laborc.Prime Ministerd.Parliamente.All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following:a.work situationb.non-work situationc.special situationd. a and be.a, b and c(d; easy)2223. In Hong Kong, the Equal Opportunities Commission provides employers witha code of practice on:a.job advertisementsb.job titlespensationd.promotione.all of the above(e; moderate)24. In Indonesia, under the employment law, pregnant women have the followingrights:a.they cannot be dismissedb.they can return to their job after maternity leavec.they can have six months of maternity leaved. a and be.a, b and c(d; moderate)\25. In Japan, the Labor Standards Law prohibits the following:a.discrimination based on nationalityb.discrimination based on creedc.discrimination based on social statusd. a and be.a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encouragesself-regulation on the part of employers in:a.recruitmentb.selectionc.appraisald.traininge.all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommendsthat employers should not discriminate employees based on:a. raceb. religionc. aged. gendere. all of the above(e; easy)2328. In Singapore, the Code of Responsible Employment Practices is recommendedby:a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the following:a.meritb.experiencec.capabilityd. a and be.a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) ofemployment:a.recruitmentb.trainingc.appraisald. a and be.a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits employers fromdiscrimination against workers by:a.genderb.nationalityc.religiond.social statuse.all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it isrecommended that companies with over 300 workers should have a minimum ____ percent of their workers in the above-55 age group.a.Threeb.Fivec.Tend.Fifteene.Twenty(a; moderate)2433. In Malaysia, under the Code of Practice for the Prevention and Handling ofSexual Harassment at the Workplace, the Ministry of Manpower has:a.special division to deal with harassment casesb.the power to jail any person accused of sexual harassmentc.the power to fine any person accused of sexual harassmentd.the power to compensate the victim of sexual harassmente.all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a.sue employers for passing sexist remarksb.sue colleagues for passing sexist remarksc.seek compensation from the governmentd. a and be.none of the above(d; easy)True/ False35.Managers in non-U.S. companies must be aware of equal employmentopportunity laws in the US and in countries where they do business. (T; easy) 36.U.S. citizens working overseas for U.S. companies do not have the same equalemployment opportunity protection as those working within U.S. borders. (F;easy)37.In the U.S., equal employment opportunity laws were only introduced a fewyears ago. (F; easy)38.Managing diversity means maximizing diversity’s potential advantages whileminimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39.Equal employment opportunity practices have become necessary because oflegal requirements. (T; easy)40.Equal employment opportunity practices have become necessary because ofglobalization. (T; moderate)41.Equal employment opportunity practices have become necessary because ofchanges in workforce demographics. (T; moderate)42.In most countries, the workforce consists of people from different ethnic origins.(T; moderate)43.Global companies actively recruit and maintain a diverse workforce to tap thetalents from different ethnic groups (T; moderate)44.Managing diversity implies that companies are exploiting workers fromdifferent ethnic groups (F; difficult)2545.Managing diversity involves only compulsory management action. (F;moderate)46.Managing diversity involves only voluntary management action. (F; moderate)47.Managing diversity involves both compulsory and voluntary management action.(T; moderate)48.Managing diversity involves more than just employing workers of differentethnic origins. (T; difficult)49.In most countries, there are laws to prevent discrimination at the workplace (T;easy)50.Diversity management training should include inter-group conflict managementskills. (T; moderate)51.In diversity management practices, supervisors must be trained to deal withinter-group conflict. (T; moderate)52.Training foreign workers in their own language will help them to be moresensitive to ethnic differences. (T, difficult)53.Teaching foreign workers how to speak English will help them to be moresensitive to other cultures. (T; difficult)54.Having employees from different backgrounds helps the company to understanddifferent customer preferences. (T; moderate)55.Having employees from different ethnic groups helps the company to project amulti-cultural image. (T; moderate)56.It is expensive to maintain a multi-cultural workforce. (F; moderate)57.Workplace diversity makes strategic sense. (T; easy)58.Equal employment opportunity is the same as affirmative action. (F; moderate)59.Equal employment opportunity means giving every person an equal chance toget a job. (T; easy)60.The objective of affirmative action is to eliminate past effects of pastdiscrimination. (T; moderate)61.Affirmative action implies giving privileges to some protected groups. (T;difficult)62.Managing diversity is voluntary. (T; moderate)63.Affirmative action programs are mandatory. (T; moderate)2664.In Australia, there are laws to ensure that only Australians are not discriminatedagainst in the workplace. (F; easy)65.In Australia, employees who have been discriminated against by an employermay complain to the Human Rights and Equal Opportunity Commission. (T;easy)66.In Australia, non-Australian employees are not protected against discrimination.(F; difficult)67.In Hong Kong, advertisements that specify gender or marital status are barred.(T; moderate)68.In Hong Kong, the Sex Discrimination Ordinance deals only with discriminationbased on the grounds of sex. (F; moderate)69.In Hong Kong, the Sex Discrimination Ordinance deals with discriminationbased on the grounds of sex, marital status and pregnancy. (T; moderate)70.In Hong Kong, the Sex Discrimination Ordinance covers only work situations.(F; moderate)71.In Hong Kong, it is illegal to have different titles for men and women doing thesame work. (T; moderate)72.In Hong Kong, the Family Status Ordinance protects persons who areresponsible for taking care of their family members. (T; moderate)73.In Hong Kong, the Equal Employment Commission has to power to investigatenon-compliance with the law. (T; easy)74.In Indonesia, there are no anti-discrimination laws for female employees. (T;easy)75.In Indonesia, as there are no anti-discrimination laws, employers may dismisspregnant workers. (F; moderate)76.In Japan, the Equal Employment Opportunity Law provides equality inopportunities concerning recruitment, payment, promotion and training between male and female workers. (T; easy)77.In Japan, the Labor Standards Law prohibits only discrimination in wages andwork hours. (F; moderate)78.Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79.In Singapore, the Code of Responsible Employment Practices helps employersto promote responsible employment practices. (T; easy)80.In Singapore, the Code of Responsible Employment Practices is issued by thegovernment. (F; moderate)2781.In Singapore, employers may be jailed for not complying with the Code ofResponsible Employment Practices. (F; difficult)82.In Singapore, workers may sue their employers under the Code of ResponsibleEmployment Practices. (F; difficult)83.In South Korea, under the Aged Employment Promotion Act, all companiesmust employ some workers in the above-55 age group. (F; moderate)84.In South Korea, under the Employment Promotion Act for the Handicapped, allcompanies must employ some handicapped workers. (F; moderate)85.In South Korea, the Labor Standard Act prohibits employers fromdiscrimination against workers by gender, nationality, religion or social status.(T; easy)86.In Malaysia, the Code of Practice for the Prevention and Handling of SexualHarassment at the Workplace provides a mechanism for redress. (T; moderate) 87.In Malaysia, the Ministry of Human Resources has a special division to handlesexual harassment cases. (T; moderate)88.In Malaysia, the government encourages trade unions to include sexualharassment clauses in the collective agreements. (T; easy)89.In Thailand, women are protected under the Labor Protection Law. (T;moderate)90.In Thailand, women workers may sue their colleagues for making sexist remarksat the workplace. (T; moderate)91.In order to attract the best candidates, employers should adoptnon-discriminatory HR practices. (T; easy)92.Employers should apply non-discriminatory criteria only for some aspects ofemployment. (F; easy).93.Criteria and terms of employment should be made known to all employees. (T;moderate)94.There are business situations where a person’s race may be a requirement for thejob. (T; difficult)95.There are business situations where a person’s national origin may be arequirement for the job. (T; difficult)28Essay/ Short Answer96.What are the five sets of voluntary organizational activities that support thesuccess of a diversity management program? (moderate)Answer: The activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program.97.Several Asian countries have introduced anti-discrimination laws that make itunlawful to treat a person unfairly because of certain attributes. Give two examples.Answer: In Japan, the Labor Standards Law prohibits discrimination in wages, work hours and other labor conditions because of nationality, creed or social status. In South Korea, its Labor Standard Act prohibits employers from discrimination against workers by gender, nationality, religion, or social status.98.What is the purpose of introducing the Code of Responsible EmploymentPractices in Singapore?Answer: To help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job.99.In some business situations, a person’s race, nationality or religion may be arequirement for a job. Give some examples.Answer: a) When the employee is recruit to deal with clients of a specific language group. b) When the employee has to handle food or products that are not permitted by some religions (e.g. Muslims are not allowed to handle pork;Hindus do not eat beef).29。
【自考】人力资源管理本科真题及课件讲义-2018年10月自考《英语(二)00015》试题和答案
2018年10月高等教育自学考试全国统一命题考试英语(二) 试卷(课程代码00015)本试卷共8页。
满分l00分，考试时间l50分钟。
考生答题注意事项：1.本卷所有试题必须在答题卡上作答。
答在试卷上无效，试卷空白处和背面均可作草稿纸。
2.第一、二部分在“选择题答题区”作答。
必须对应试卷上的题号使用2B铅笔将“答题卡的相应代码涂黑。
3.第三一七部分在“非选择题答题区”作答。
必须注明大、小题号，使用0．5毫米黑色字迹签字笔作答。
4．合理安排答题空间，超出答题区域无效。
第一部分：阅读判断(第l～l0题，每题l分，共10分)下面的短文后列出了10个句子，请根据短文的内容对每个句子作出判断：如果该句提供的是正确信息，选择A；如果该旬提供的是错误信息，选择B；如果该句的信息文中没有提及，选择C。
在答题卡相应位置上将答案选项涂黑。
第二部分：阅渎选择(第11～15题，每题2分，共l0分)阅渎下面短文，请从短文后所给各题的4个选项(A、B、C、D)中选出1个最佳选项，并在答题卡相应位置上将该项涂黑。
第三部分：概括段落大意和补全句子(第16～25题，每题l分，共10分) 阅读下面短文，请完成短文后的2项测试任务：(1)从第l6～20题后所给的6个选项中为第1～5段每段选择1个正确的小标题；(2)从第21～25题后所给的6个选项中选择5个正确选项，分别完成每个句子。
请将正确选项的字母写在答题卡上。
第四部分：填句补文(第26～30题，每题2分，共10分)下面的短文有5处空自，短文后有6个句子，其中5个取自短文，请根据短文内容将其分别放回原有位置，以恢复文章原貌，请将正确选项的字母写在答题卡上。
第五部分：填词补文(第31～40题，每题l.5分，共I5分)下面的短文有l0处空白，短文后列出12个词，其中10个取自短文，请根据短文内容将其分别放回原有位置，以恢复文章原貌，请将正确选项的字母写在答题卡上。
第六部分：完形补文(第41～50题，每题l.5分，共l5分)下面的短文有l0处空白，每处空白后的括号内有一个词，请根据短文内容将其正确的形式填入文中，以恢复文章原貌，并将答案写在答题卡相应的位置上。
人事部二级笔译真题
人事部二级笔译2009年5月真题（实务）E-C TranslationCompulsory Translation There was, last week, a glimmer of hope in the world food crisis. Expecting a bumper harvest, Ukraine relaxed restrictions on exports. Overnight, global wheat prices fell by 10 percent.By contrast, traders in Bangkok quote rice prices around $1,000 a ton, up from $460 two months ago.Such is the volatility of today‟s markets. We do not know how high food prices might go, nor how far they could fall. But one thing is certain: We have gone from an era of plenty to one of scarcity. Experts agree that food prices are not likely to return to the levels the world had grown accustomed to any time soon.Imagine the situation of those living on less than $1 a day - Imagine the situation of those living on less than $1 a day - the “bottom billion,” the poorest of the the “bottom billion,” the poorest of the w orld‟s poor. Most live in Africa, and many might typically spend two -thirds of their income on food. In Liberia last week, I heard how people have stopped purchasing imported rice by the bag. Instead, they increasingly buy it by the cup, because that‟s all Instead, they increasingly buy it by the cup, because that‟s all they can afford. they can afford.Traveling though West Africa, I found good reason for optimism. In Burkina Faso, I saw a government working to import drought resistant seeds and better manage scarce water supplies, helped by nations like Brazil. In Ivory Coast, we saw a women‟s cooperative running a chicken farm set up with UN funds. The project generated income - and food - for villagers in ways that can easily be replicated.Elsewhere, I saw yet another women‟s group slowly expanding their local agricultural production Elsewhere, I saw yet another women‟s group slowly expanding their local agricultural production, , with UN help. Soon they will replace World Food Program rice with their own home-grown produce, sufficient to cover the needs of their school feeding program.These are home-grown, grass-roots solutions for grass-roots problems - precisely the kind of solutions that Africa needs.Topic 1For a decade, metallurgists studying the hulk of the Titanic have argued that the storied ocean liner went down quickly after hitting an iceberg because the ship's builder used substandard rivets that popped their heads and let tons of icy seawater rush in. More than 1,500 people died.Now a team of scientists has moved into deeper waters, uncovering evidence in the builder ‟s own archives of a deadly mix of great ambition and use of low-quality iron that doomed the ship, which sank 96 years ago Tuesday.The scientists found that the ship's builder, Harland and Wolff, in Belfast, struggled for years to obtain adequate supplies of rivets and riveters to build the world's three biggest ships at once: the Titanic and two sisters, Olympic and Britannic.Each required three million rivets, and shortages peaked during Titanic ‟s construction."The board was in crisis mode," said Jennifer Hooper McCarty, a member of the team that studied the company the company‟‟s archive and other evidence. "It was constant stress. Every meeting it was, …There There‟‟s problems with the rivets, and we need to hire more people problems with the rivets, and we need to hire more people‟‟." The team collected other clues from 48 Titanic rivets, using modern tests, computer simulations, comparisons to century-old metals and careful documentation of what engineers and shipbuildersof the era considered state of the art. The scientists say the troubles began when the colossal plans forced Harland and Wolff to reach beyond its usual suppliers of rivet iron and include smaller forges, as disclosed in company and British government papers. Small forges tended to have less skill and experience.Adding to the threat, the company, in buying iron for Titanic ‟s rivets, ordered No. 3 bar, known as "best," not No. 4, known as "best-best," the scientists found. They also discovered that shipbuilders of the day typically used No. 4 iron for anchors, chains and rivets.So the liner, whose name was meant to be synonymous with opulence, in at least one instance relied on cheap materials.The scientists argue that better rivets would have probably kept the Titanic afloat long enough for rescuers to have arrived before the icy plunge, saving hundreds of lives.C-E Translation Compulsory Translation“中国制造”模式遭遇发展瓶颈，这种模式必须要改进和提高。
上海人力资源二级英语作文十篇及答案
人力资源管理师英语作文范文（仅供参考）（一）写作（共20分）某公司欲招聘一位会计主管（chiefaccountant），需要人力资源管理部门为其编制一份职位说明书（JobDescription），假如公司总经理要求你来完成这项工作，请你[]35–PositionchiefaccountantDepartmentfinancialdepartmentAccountabletoCFOSalary/paygrade3[yes]35–40hrs/wk[]20–35hrs/wk[]lessthan20hrs/wkJobsummary工作概要Workcloselywiththecompany’sCFO,andensurethatalloftheresponsibilitiespertainingtotheaccountingdepartmentaremet.Developanddirecttheactivitiesoftheprofessionalstaffinvolvedwiththefinancialaspectsofo perations,（财务运营方面）includingforecasting,planning,budgeting,creditandcollections,costaccounting,andfinanc ialcontrolsystems.翻译：开发和直接参与财务运营方面的专业人员活动，包括预测，计划，预算，信用和收款，成本会计，财务控制系统。
Responsibilities/dailytasks职责/日常任务ReporttotheCFOandberesponsiblefor allaccountingfunctions.Administrationdepartment;Marketingdepartment;Manufacturingdepartment;R&Ddepartmenteta：00，起薪为每月4000元，试用期3个月。
二级人力资源管理师英语二级10套(答案)
专业英语试卷1一、英汉互译1. Behavior modeling 行为模拟2. Employee leasing 员工租借3. Factor comparison system 因素比较法4. Graphic rating-scale method 图式评估法5. Panel interview 小组面试6. Replacement charts 替换表7. Selection 甄选8. Vesting 既得利益9. Team leader training 团队领导培训10. Profit sharing 利润分享11. Psychological support 心理支持12. Skill-based pay 技能工资13. Web-based training 网上培训14. Key jobs 关键工作15. Job enlargement 工作扩大化二、单项选择1. mentors 导师2. change the person, not the behavior 改变人的行为3. cultural trends 文化趋势4. job analysis 工作分析5. designed to help terminated employees find a job elsewhere 旨在帮助终止雇员到别处找工作6. effective delegatory skills 有效的delegatory技能7. behavior method 行为方法8. skill-based pay plans 技能工资方案9. use a classroom-oriented approach so employees learn by lectures 使用方法让员工学习课堂讲座10. They are free of most biases that other rating sources may have他们是自由最偏见，其他来源的评价可能有三、阅读理解1.Performance management for knowledge workers知识型员工绩效管理2.Is reluctant to share knowledge with colleagues不愿与同事分享知识3. At Bain, partners are eager to share knowledge with colleagues. 贝恩的合作伙伴，渴望分享知识与同事。
二级人力资源考试题
二级人力资源考试题Human Resource Management Exam QuestionsIntroductionThe field of human resource management (HRM) plays a crucial role in organizations by ensuring the effective utilization of human capital. In this article, we will explore a set of exam questions related to second-level HRM concepts and techniques. Each question is designed to test your knowledge and understanding of various HRM functions and strategies.Question 1: Employee Recruitment and SelectionDescribe the recruitment and selection process in detail and outline its significance in an organization's HRM practices.Answer:The recruitment and selection process is a crucial aspect of HRM as it involves attracting and selecting suitable candidates for job positions within an organization. This process usually consists of the following steps:1. Job Analysis: This involves analyzing the requirements and responsibilities of a job position, including its qualifications, skills, and experience.2. Job Posting: The organization advertises the job opening using various channels such as job boards, online platforms, and internal announcements.3. Application Screening: The HR department screens the received applications to shortlist candidates who meet the basic requirements for the job.4. Interviews: Shortlisted candidates are called in for interviews, which may be conducted in one or multiple stages. Interviews can be structured or unstructured, and may involve panel interviews or one-on-one discussions.5. Assessment and Evaluation: Different assessment methods, such as aptitude tests, simulations, and group exercises, are used to evaluate candidates' competencies and suitability for the job.6. Background Checks and References: The organization may conduct background checks and contact references provided by candidates to verify their qualifications and work experience.7. Selection Decision: Based on the evaluations and assessments, the HR department makes a final selection decision and offers the job to the chosen candidate.The significance of the recruitment and selection process lies in ensuring that the organization attracts the best talent available, leading to improved productivity, higher organizational performance, and a positive work environment.Question 2: Employee Training and DevelopmentExplain the importance of employee training and development programs and discuss various methods used to enhance employees' skills and knowledge.Answer:Employee training and development programs are essential in today's dynamic business environment. They help organizations enhance the skills, knowledge, and capabilities of their workforce. The significance of such programs can be outlined as follows:1. Improved Performance: Training equips employees with the necessary skills and knowledge to perform their job effectively, leading to improved individual and organizational performance.2. Adaptability to Technological Changes: Regular training ensures that employees can adapt to technological advancements and industry changes, staying updated with the latest tools and practices.3. Employee Satisfaction and Retention: Providing opportunities for growth and development increases employee job satisfaction, motivation, and loyalty towards the organization.4. Succession Planning: Training programs identify potential future leaders within the organization and prepare them for leadership roles, ensuring a smooth transition when vacancies arise.Methods used for employee training and development include:1. Classroom Training: Traditional training conducted in a classroom setting where trainers deliver lectures, presentations, and facilitate discussions.2. On-the-Job Training: Employees learn while performing their job under the supervision of experienced colleagues or trainers.3. E-Learning: Utilizing online platforms, courses, and modules to provide self-paced training to employees.4. Coaching and Mentoring: Experienced employees or external coaches guide and mentor individuals to enhance their skills and knowledge.5. Workshops and Seminars: Organizing short-term workshops and seminars with subject matter experts to address specific training needs.6. Job Rotation: Employees are transferred across different roles and departments to gain diverse experience and develop a broad skill set.By implementing a comprehensive training and development program, organizations can foster employee growth, enhance overall capabilities, and gain a competitive edge in the market.Question 3: Performance Management and AppraisalDiscuss the process and significance of performance management and appraisal in organizations.Answer:Performance management and appraisal refers to the process of evaluating employees' performance, providing feedback, and identifying areas for improvement. The process involves the following steps:1. Goal Setting: Managers and employees collaboratively set clear and measurable performance goals aligned with organizational objectives.2. Ongoing Feedback: Regular communication, including informal discussions and feedback sessions, help employees track their progress and make necessary adjustments.3. Performance Review: Periodic performance reviews are conducted, usually annually or semi-annually, to assess employees' accomplishments, strengths, and areas requiring improvement.4. Performance Appraisal: The HR department or managers assess employees' performance against predefined criteria, using methods such as rating scales, behavioral assessments, or ranking systems.5. Performance Feedback: Based on the appraisal, managers provide feedback to employees, discussing their performance, identifying strengths, and offering suggestions for improvement.6. Development Planning: Employees and managers create individual development plans to address skill gaps, enhance strengths, and align with career goals.The significance of performance management and appraisal can be summarized as follows:1. Identification of High Performers: Appraisals help distinguish high-performing employees who can be recognized and rewarded accordingly.2. Employee Motivation: Constructive feedback and recognition foster a positive work culture, motivating employees to perform better.3. Skill Enhancement: Performance appraisals highlight areas for improvement, enabling employees to enhance their skills and capabilities.4. Alignment with Organizational Goals: The process ensures employees' goals are aligned with organizational objectives, contributing to overall success.5. Basis for Compensation and Promotion Decisions: Performance assessments assist in determining pay raises, bonuses, and promotions based on individual achievements.By implementing an effective performance management and appraisal system, organizations can ensure a motivated workforce, enhanced performance, and continuous growth.ConclusionHuman resource management encompasses various functions, from recruitment and selection to training and development, and performance management and appraisal. This article has provided insights into these areas and highlighted their significance in organizational success. By understanding and effectively implementing these HRM concepts and strategies, organizations can maximize their human capital and achieve sustainable growth.。
人事部翻译资格证书(CAT人事部英语二级《笔译实务》试题.
人事部翻译资格证书（CATTI）2004年5月英语二级《笔译实务》试题及参考答案Section 1: English-Chinese Translation（英译汉）（60 point）This section consists of two parts: Part A "Compulsory Translation" and Part B "Optional Translations" which comprises "Topic 1" and "Topic 2". Translate the passage in Part A and your choice from passage in Part B into Chinese. Write "Compulsory Translation" above your translation of Part A and write "Topic 1" or "Topic 2" above your translation of the passage from Part B. The time for this section is 100 minutes.Part A Compulsory Translation （必译题）（30 points）The first outline of The Ascent of Man was written in July 1969and the last foot of film was shot in December 1972. An undertaking as large as this, though wonderfully exhilarating, is not entered lightly. It demands an unflagging intellectual and physical vigour, a total immersion, which I had to be sure that I could sustain with pleasure; for instance, I had to put off researches that I had already begun; and I ought to explain what moved me to do so.There has been a deep change in the temper of science in the last20 years: the focus of attention has shifted from the physical to the life sciences. As a result, science is drawn more and more to the study of individuality. But the interested spectator is hardly aware yet how far-reaching the effect is in changing the image of man that science moulds. As a mathematician trained in physics, I too would have been unaware, had not a series of lucky chances taken me into the life sciences in middle age. I owe a debt for the good fortune that carried me into two seminal fields of science in one lifetime; and though I do not know to whom the debt is due, I conceived The Ascent of Man in gratitude to repay it.The invitation to me from the British Broadcasting Corporation was to present the development of science in a series of television programmes to match those of Lord Clark on Civilisation. Television is an admirable medium- for exposition in several ways: powerful and immediate to the eye, able to take the spectator bodily into the places and processes that are described, and conversational enough to make him conscious that what he witnesses are not events but the actions of people. The last of these merits is to my mind the most cogent, and it weighed most with me in agreeing to cast a personal biography of ideas in the form of television essays. The point is that knowledge in general and science in particular does not consist of abstract but of man-made ideas, all the way from its beginnings to its modern and idiosyncratic models. Therefore the underlying concepts that unlock nature must be shown to arise early and in the simplest cultures of man from his basic and specific faculties. And the development of science which joins them in more and more complex conjunctions must be seen to be equally human: discoveries are made by men, not merely by minds, so that they are alive and charged with individuality. If television is not used to make these thoughts concrete, it is wasted.Part B Optional Translations （二选一题）（30 points）Topic 1 （选题一）It's not that we are afraid of seeing him stumble, of scribbling a mustache over his career. Sure, the nice part of us wants Mike to know we appreciate him, that he still reigns, at least in our memory. The truth, though, is that we don't want him to come back because even for Michael Jordan, this would be an act of hubris so monumental as to make his trademark confidence twistinto conceit. We don't want him back on the court because no one likes a show-off. The stumbling? That will be fun.But we are nice people, we Americans, with 225 years of optimism at our backs. Days ago when M.J. said he had made a decision about returning to the NBA in September, we got excited. He had said the day before, "I look forward to playing, and hopefully I can get to that point where I can make that decision. It's O.K., to have some doubt, and it's O.K. to have some nervousness." A Time/CNN poll last week has Americans, 2 to 1, saying they would like him on the court ASAP. And only 21 percent thought that if he came back and just completely bombed, it would damage his legend. In fact only 28 percent think athletes should retire at their peak.Sources close to him tell Time that when Jordan first talked about a comeback with the Washington Wizards, the team Jordan co-owns and would play for, some of his trusted advisers privately tried to discourage him. "But they say if they try to stop him, it will only firm up his resolve," says an NBA source.The problem with Jordan's return is not only that he can't possibly live up to the storybook ending he gave up in 1998 - earning his sixth ring with a last-second championship-winning shot. The problem is that the motives for coming back - needing the attention, needing to play even when his 38-year-old body does not - violate the very myth of Jordan, the myth of absolute control. Babe Ruth, the 20th century's first star, was a gust of fat bravado and drunken talent, while Jordan ended the century by proving the elegance of resolve; Babe's pointing to the bleachers replaced by the charm of a backpedaling shoulder shrug. Jordan symbolized success by not sullying his brand with his politics, his opinion or superstar personality. To be a Jordan fan was to be a fan of classiness and confidence.To come back when he knows that playing for Wizards won't get him anywhere near the second round of the play-offs, when he knows that he won't be the league scoring leader, that's a loss of control.Jordan does not care what we think. Friends say that he takes articles that tell him not to come back and tacks them all on his refrigerator as inspiration. So why bother writing something telling him not to come back? He is still Michael Jordan.Topic 2 （选题二）Even after I was too grown-up to play that game and too grown-up to tell my mother that I loved her, I still believed I was the best daughter. Didn't I run all the way up to the terrace to check on the drying mango pickles whenever she asked?As I entered my teens, it seemed that I was becoming an even better, more loving daughter. Didn't I drop whatever I was doing each afternoon to go to the corner grocery to pick up any spices my mother had run out of?My mother, on the other hand, seemed more and more unloving to me. Some days she positively resembled a witch as she threatened to pack me off to my second uncle's home in provincial Barddhaman - a fate worse than death to a cool Calcutta girl like me - if my grades didn't improve. Other days she would sit me down and tell me about "Girls Who Brought Shame to Their Families". There were apparently, a million ways in which one could do this, and my mother was determined that I should be cautioned against every one of them. On principle, she disapproved of everything I wanted to do, from going to study in America to perming my hair, and her favorite phrase was "over my dead body." It was clear that I loved her far more than she loved me - that is, if she loved me at all.After I finished graduate school in America and got married, my relationship with my mother improved a great deal. Though occasionally dubious about my choice of a writing career, overall she thought I'd shaped up nicely. I thought the same about her. We established a rhythm: She'd write from India and give me all the gossip and send care packages with my favorite kind of mango pickle; I'd call her from the United States and tell her all the things I'd been up to and send care packages with instant vanilla pudding, for which she'd developed a great fondness. We loved each other equally - or so I believed until my first son, Anand, was born.My son's birth shook up my neat, organized, in-control adult existence in ways I hadn't imagined. I went through six weeks of being shrouded in an exhausted fog of postpartum depression. As my husband and I walked our wailing baby up and down through the night, and I seriously contemplated going AWOL, I wondered if I was cut out to be a mother at all. And mother love - what was that all about?Then one morning, as I was changing yet another diaper, Anand grinned up at me with his toothless gums. Hmm, I thought. This little brown scrawny thing is kind of cute after all. Things progressed rapidly from there. Before I knew it, I'd moved the extra bed into the baby's room and was spending many nights on it, bonding with my son.Section 2: Chinese- English Translation（汉译英）（40 point）This section consists of two parts: Part A "Compulsory Translation" and Part B "Optional Translations" which comprises "Topic 1" and "Topic 2".Translation the passage in Part A and your choice from passage in Part B into English. Write "Compulsory Translation" above your translation of Part A and write "Topic 1" or "Topic 2" above your translation of the passage from Part B. The time for this section is 80 minutes.Part A Compulsory Translation （必译题）（30 points）奥林匹克运动的生命力和非凡魅力在于在奥林匹克运动中居核心地位的奥林匹克精神。
人力资源管理双语课后习题及翻译
习题及答案Chapter 01 Human Resource Management: Gaining a Competitive Advantage Answer KeyTrue / False Questions1. (p. 5) Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.FALSE2. (p. 5) The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation.FALSE3. (p. 6) The three product lines of HR include a) administrative services and transactions, B) financial services, and c) strategic partners.FALSE4. (p. 9) The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing. TRUE5. (p. 9) Advances in technology have allowed HR services to be offered more on a self-service basis than in the past.TRUE6. (p. 9) HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently.FALSE7. (p. 11) Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition.TRUE8. (p. 14) Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds.TRUE9. (p. 19) Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors.TRUE10. (p. 22) A learning organization places the highest emphasis on completion of formal employment training.FALSE11. (p. 22) The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions.TRUE12. (p. 25) The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking.FALSE13. (p. 27) To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.TRUE14. (p. 27) The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy.FALSE15. (p. 30) Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits.FALSE16. (p. 31) ISO 9000 certification is an integral component of W. Edwards Deming's quality control process.FALSE17. (p. 34) The skills and motivation of a company's internal labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.TRUE18. (p. 37) Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees.FALSE19. (p. 39) Cultural diversity can provide a company competitive advantage regarding problem-solving. TRUE20. (p. 42) The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance.TRUE21. (p. 43) Every business must be prepared to deal with the global economy.TRUE22. (p. 48) One of the disadvantages of technology is that it does not allow older workers to postpone retirement.FALSE23. (p. 51) E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits.FALSE24. (p. 54) An HR dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system.TRUE25. (p. 58) Compensating human resources involves measuring employees' performance.FALSEMultiple Choice Questions26. (p. 4) _____ refers to a company's ability to maintain and gain market share in its industry.A. OutsourcingB. CompetitivenessC. Self-serviceD. Empowerment27. (p. 4) _____ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance.A. Total quality managementB. Financial managementC. Human resource managementD. Production and operations management28. (p. 5) Strategic HR management includes all but one of the following. Name the exception.A. Financial planningB. Training and developmentC. Performance managementD. Recruiting talent29. (p. 6) Which of the following is NOT a responsibility of HR departments?A. RecruitingB. BenefitsC. Community relationsD. Production and operations30. (p. 6) Which of the following is NOT a product line of human resources?A. Administrative services and transactionsB. Strategic partnerC. Human capital partnerD. Business partner services31. (p. 8) Which of the following best describes a cultural steward?A. Shapes the organization.B. Delivers results with integrity.C. Facilitates change.D. Recognizes business trends and their impact on the business.32. (p. 8) A strategic architect is one who:A. facilitates change.B. recognizes business trends and their impact on the business.C. implements workplace policies conducive to work environment.D. develops talent and designs reward systems.33. (p. 9) Giving employees online access to information about HR issues such as training, benefits, and compensation is known as:A. outsourcing.B. continuous learning.C. self-service.D. strategic planning.34. (p. 9) The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as:A. e-commerce.B. empowering.C. outsourcing.D. benchmarking.35. (p. 10) Traditionally, the HRM department was primarily a(n):A. proactive agency.B. finance expert.C. employer advocate.D. administrative expert.36. (p. 11) Which of the following statements about evidence-based HR is FALSE?A. It helps show that the money invested in HR programs is justified and that HR is contributing to the company's goals and objectives.B. It emphasizes that HR is being transformed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage.C. It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and showing their relationship with HR practices.D. It refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders.37. (p. 12-13) Which one of the following statements about the HR profession is FALSE?A. A college degree is required of HR specialists, but not of generalists.B. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.C. Professional certification in HRM is less common than membership in professional associations.D. The primary professional organization for HRM is the Society for Human Resource Management.38. (p. 13) All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:A. the global challenge.B. the challenge of sustainability.C. the political challenge.D. the technology challenge.39. (p. 14) _____ refers to the ability of a company to survive and succeed in a dynamic competitive environment.A. OutsourcingB. EmpowermentC. SustainabilityD. Resource management40. (p. 14) Sustainability includes all of the following EXCEPT:A. expanding into foreign markets.B. the ability to deal with economic and social changes.C. engaging in responsible and ethical business practices.D. providing high-quality products and services.41. (p. 19) Which of the following statements about intangible assets is FALSE?A. They include human capital.B. They are less valuable than physical assets.C. They are equally or even more valuable than financial assets.D. They are difficult to duplicate or imitate.42. (p. 20) Tacit knowledge is an example of _____ capital.A. socialB. customerC. humanD. intellectual43. (p. 21) Which of the following is NOT true of knowledge workers?A. They often contribute specialized knowledge that their managers may not have, such as information about customers.B. They have many job opportunities.C. They are in high demand because companies need their skills.D. They contribute to the company through manual labor and intellectual labor.44. (p. 21) Empowering is defined as:A. the movement of women and minorities into managerial positions.B. giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.C. leading employees by the strength of one's charisma.D. the act of continually learning and improving one's skills and abilities.45. (p. 22) A(n) _____ contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.A. employerB. employeeC. psychologicalD. job46. (p. 25) All of the following are examples of alternative work arrangements EXCEPT:A. independent contractors.B. current labor force.C. on-call workers.D. temporary workers.47. (p. 27) The balanced scorecard:A. is similar to most measures of company performance.B. uses indicators important to the company's strategy.C. is a standardized instrument of company performance.D. should not be applied to HR practices.48. (p. 27) The balanced scorecard presents a view of company performance from the perspective of:A. its customers only.B. its employees only.C. its employees and customers only.D. its employees, customers, and shareholders.49. (p. 28) According to the financial perspective of the balanced scorecard, which of the following questions should be answered?A. How do customers see us?B. Can we continue to improve and create value?C. What must we excel at?D. How do we look to shareholders?50. (p. 28) Increasingly, companies are trying to meet shareholder and general public demands that they be more socially, ethically, and environmentally responsible. Thus, companies are recognizing the importance of:A. a balanced scorecard approach to business.B. diversity.C. total quality management.D. social responsibility.51. (p. 30) TQM focuses on:A. designing processes to meet the needs of external customers only.B. reducing variability in the product or service.C. preventing errors rather than correcting errors.D. tying pay to employees' total output less rejects52. (p. 31) "How senior executives create and sustain corporate citizenship, customer focus, clear values, and expectations, and promote quality and performance excellence" is the definition for which Malcolm Baldrige National Quality Award criterion?A. Strategic planningB. Workforce focusC. Customer and market focusD. LeadershipMalcolm Baldrige National Quality Award is an award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.53. (p. 33) Which one of the following is NOT true of the Six Sigma process?A. The objective of the process is to create a total business focus on serving the customer.B. Training is an important component of the process.C. The process is one of seven categories evaluated within the Malcolm Baldrige Quality Award.D. The process involves measuring, analyzing, improving, and controlling processes once they have been brought within six quality standards.54. (p. 33) Which of following holds TRUE for lean thinking?A. It is a way to do more with less effort, time, equipment, and space.B. It is a way to compete for quality awards and certification.C. It includes offering no-frills goods and services to customers.D. It is working for zero inventories.55. (p. 34) The skills and motivation of a company's _____ labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.A. projectedB. secondaryC. externalD. internal56. (p. 34-37) Which of the following statements about the composition of the U.S. labor force in the next decade is TRUE?A. Labor force growth is greater than at any other time in U.S. history.B. The largest proportion of the labor force is expected to be in the 16-to-24-year age group.C. There will be fewer white males than minorities or women in the labor force.D. The number of "baby boom" workers will increase faster than any other age group.57. (p. 35) Which of the following statements about older workers is FALSE?A. Worker performance and learning are adversely affected by aging.B. The aging labor force means companies are likely to employ a growing share of older workers.C. An emerging trend is for qualified older workers to ask to work part-time or for only a few months at a time as a means to transition to retirement.D. Older employees are willing and able to learn new technology.58. (p. 37) Baby boomers:A. like the latest technology, are ambitious and goal-oriented, and seek meaningful work.B. want to be noticed, respected, and involved.C. tend to be uncomfortable challenging the status quo and authority.D. value unexpected rewards for work accomplishments, opportunities to learn new things, praise, recognition, and time with the manager.59. (p. 38) Regardless of their background, most employees' value:A. the ability to challenge the status quo.B. simplistic tasks requiring few skills.C. managerial positions.D. work that leads to self-fulfillment.60. (p. 38-39) To successfully manage a diverse workforce, managers need to develop all of the following skills EXCEPT:A. providing performance feedback that is based on values rather than objective outcomes.B. communicating effectively with employees from a wide variety of cultural backgrounds.C. coaching employees of different ages, educational backgrounds, ethnicity, physical ability, and race.D. recognizing and responding to generational issues.61. (p. 39) Managing cultural diversity involves:A. enforcing EEO rules.B. creating separate career tracks for employees with families.C. establishing a strong affirmative action policy.D. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.62. (p. 39) How diversity issues are managed in companies has implications for all the following EXCEPT:A. knowing how to learn.B. creativity.C. retaining good employees.D. problem solving.63. (p. 39) Managing cultural diversity can provide a competitive advantage by:A. decreasing the number of available women and minorities in the company's labor pool.B. helping women and minorities understand they must conform to organizational norms and expectations.C. helping companies produce better decisions by including all employees' perspectives and analysis.D. identifying product markets on which the company should focus64. (p. 39) In managing cultural diversity, which of the following would improve the level of creativity thereby providing competitive advantage to an organization?A. Diversity of perspectives and less emphasis on conformity to norms of the past.B. Those with the best reputations for managing diversity will win the competition for the best personnel.C. An implication of the multicultural model for managing diversity is that the system will become less determinate, less standardized, and therefore more fluid.D. Heterogeneity in decisions and problem-solving groups potentially produces better decisions.65. (p. 39) Which of the following cultural diversity arguments states that companies with the best reputations for managing diversity will win the competition for the best personnel?A. System flexibility argumentB. Marketing argumentC. Employee attraction and retention argumentD. Problem-solving argument66. (p. 39) Diversity is important for tapping all of the following skills of employees EXCEPT:A. cultural skills.B. communication skills.C. creativity.D. homogeneous thinking.67. (p. 40) What areas of the legal environment have influenced HRM practices over the past 25 years?A. Equal employment opportunity, safety and health, pay and benefits, privacy, and job security.B. Executive compensation, pay and benefits, workers' compensation, safety and health, and job security.C. Product liability, workers' compensation, equal employment opportunity, safety and health, and labor relations.D. Equal employment opportunity, patent infringement, workers' compensation, safety and health, and job security.68. (p. 40-41) There will likely be continued discussion, debate, and possible legislation in all but one of the following areas in companies. Name the exception.A. Genetic testingB. Glass ceilingC. Employment-at-willD. Design of physical work environment69. (p. 41) Litigation involving job security will have a major influence on human resource management practices because:A. work rules, recruitment practices, and performance evaluation systems might falsely communicate lifetime employment agreements that the company does not intend to honor during layoffs.B. adjustments of test scores to meet affirmative action requirements are now illegal.C. employees now bear the burden of proof in discrimination cases.D. compensation awards for discrimination claims have increased.70. (p. 41) Which of the following is one of the four ethical principles of a successful company?A. Managers assume all responsibility for the actions of the company.B. It has a strong profit orientation.C. Customer, client, and vendor relationships emphasize mutual benefits.D. It does not produce products that can be used for violent purposes.71. (p. 42) Which legislation act sets new strict rules for business especially as regards accounting practices?A. Human Rights Act of 1994B. Reverse Discrimination Act of 1990C. Sarbanes-Oxley Act of 2002D. Corruption and Practices Act of 200072. (p. 43) Which of the following is NOT a standard that human resource managers must satisfy for practices to be ethical?A. Managers must treat employees as family.B. Human resource practices must result in the greatest good for the largest number of people.C. Employment practices must respect basic human rights of privacy, due process, and free speech.D. Managers must treat employees and customers equitably and fairly.73. (p. 45) Exporting jobs from developed to less developed countries is known as:A. insourcing.B. offshoring.C. importing.D. onshoring.74. (p. 47) Exporting jobs to rural parts of the United States is referred to as:A. insourcing.B. offshoring.C. importing.D. onshoring75. (p. 48) Which of the following statements about technology is FALSE?A. The Internet allows employees to locate and gather resources, including software, reports, photos, and videos.B. Technology does not allow older workers to postpone retirement.C. The Internet gives employees instant access to experts whom they can communicate with.D. Technology has made equipment easier to operate, helping companies cope with skill shortages.76. (p. 49) Which of the following is NOT typically true of work teams?A. They are used to increase employee responsibility and control.B. They use cross-training to give employees knowledge on a wide range of skills.C. They frequently select new team members and plan work schedules.D. They assume all of the activities reserved for managers such as controlling, planning, and coordinating activities.77. (p. 49) Which of the following is NOT recommended for supporting work teams?A. Reducing flexibility and interaction between employees to maintain high productivity.B. Giving employees formal performance feedback.C. Linking compensation and rewards with performance.D. Allowing employees to participate in planning changes in equipment, layout, and work methods.78. (p. 49) All of the following statements about cross training are true EXCEPT:A. it provides teams' maximum flexibility.B. it helps in measuring employees' performance.C. it trains employees in a wide range of skills.D. employees can fill any of the roles needed to be performed on the team.79. (p. 50) Company X has offices around the globe. Its teams are separated by time, geographic distance, culture and/or organizational boundaries, and almost rely exclusively on technology for interaction between team members. Its teams are:A. virtual teams.B. geographically-concentrated teams.C. lean teams.D. teleworker teams.80. (p. 50-51) Adaptive organizational structures emphasize:A. efficiency, decision making by managers, and the flow of information from top to bottom of the organization.B. a core set of values, and elimination of boundaries between managers, employees, and organizational functions.C. clear boundaries between managers, employees, customers, vendors, and the functional areas, and a constant state of learning.D. internal linking, external linking, diversification, and a core set of values.81. (p. 51) Which of the following is FALSE about high-involvement, adaptive organizational structures?A. Employees are in a constant state of learning and performance improvement.B. Employees are free to move wherever they are needed in a company.C. Line employees are trained to specialize in one job in order to maximize efficiency.D. Previously established boundaries between managers, employees, customers, and vendors are abandoned.82. (p. 51) Employees in geographically dispersed locations can work together in virtual teams using video, e-mail, and the Internet. This e-HRM implication refers to which aspect of HR?A. RecruitingB. Analysis and design of workC. SelectionD. Compensation and benefits83. (p. 52) From the manager's perspective, an HRIS can be used to perform primarily all but one of the following. Name the exception.A. Support strategic decision makingB. Avoid litigationC. Evaluate programs and policiesD. Motivate employees84. (p. 54) A(n) _____ is a series of indicators or metrics that managers and employees have access to on the company intranet or human resource information system.A. HR dashboardB. balanced scorecardC. web portalD. Intranet85. (p. 54) All of the following HR practices support high-performance work systems EXCEPT:A. employees participate in selection process.B. jobs are designed to use a variety of skills.C. employee rewards are related to company performance.D. individuals tend to work separately.86. (p. 56) Which one of the following is NOT associated with managing the human resource environment?A. Linking HRM practices to the company's business objectives.B. Identifying human resource requirements through human resource planning, recruitment, and selection.C. Ensuring that HRM practices comply with federal, state, and local laws.D. Designing work that motivates and satisfies the employee as well as maximizes customer service, quality, and productivity.87. (p. 56) Economic value is traditionally associated with all of the following EXCEPT:A. equipment.B. technology.C. facilities.D. HRM practices.88. (p. 57) A company's human resource acquisition requirements are influenced by all of the following EXCEPT:A. terminations.B. customer demands for products and services.C. motivation and satisfaction of employees.D. promotions.89. (p. 58) Managing the assessment and development of human resources involves all of the following EXCEPT:A. measuring employees' performance.B. creating an employment relationship and work environment that benefits both the company and the employee.C. recruiting employees and placing them in jobs that best use their skills.D. identifying employees' work interests, goals, and values, and other career issues.90. (p. 58) Besides interesting work, _____ are the most important incentives that companies can offer to its employees.A. training for future work rolesB. beneficial work environmentsC. support for nonwork activitiesD. pay and benefitsEssay Questions91. (p. 8) Name and discuss the competencies that HR professionals need.定义并讨论人力资源专业人员需要的能力1. Credible activist: delivers results with integrity, shares information, builds trusting relationships, and influences others, providing candid observation, taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helps employees navigate the culture.3. Talent manager/organizational designer: develops talent, designs reward systems, and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business, evidence-based HR, and develops people strategies that contribute to the business strategy.5. Business ally: understands how the business makes money and the language of the business.6. Operational executor: implements workplace policies, advances HR technology, and administers day-to-day work of managing people.92. (p. 9-10) How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed?近年来，HRM的角色发生了怎样的变化?讨论三个改变人力资源管理功能的趋势。
人力资源英文听力第二次作业答案
听力（2）第二次作业答案Part I. Listening ComprehensionPart A. Short Conversations1. W: I ' d like toe xchange this green sheett hat I bought last weekend for a yellow one.M: Let ' s see now. A yellow one is only $20.90 and a green one was $25.00.Q: Approximately, how much money did the man owe the woman?2. W: My God! What a heavy rain! And there ' s no sign of its stopping.M: But a heavy rain like this never lasts long in Shanghai.Q: What does the man think of the rain?3. W: I have to take exams every day next week. What about you?M: I am having one on Monday, another on Tuesday and two on Friday, none on Wednesday and Thursday. I ' m thankful for that.Q: On which days of next week will the man have only one examination?4. W: Hi, Joe. Haven' t seen youo rf ages. How are your classes?M: Oh, all right I guess, except for geography.Q: What does the man think of the geography class?5. W: Reception. How can I help you?M: I 'd like to arrange a wa-ukpe call for tomorrow morning at 7 o ' clock, please.Q: Where does this conversation most probably take place?6. M: Let ' s go to the concert after dinner.W: Well, I ' ll keep you company if yo uwant to, but I have to do some reading for tomorrow ' s lecture.Q: What can we learn from the conversation?7. W: I don ' t think Jack particularly likes his nephew, does he?M: There ' ve been some misunderstandings between them for years.Q: What is being discussed?8. M: Do you think we should put in an advertisement in the paper for the lost car?W: By all means.Q: What does the woman say about placing an advertisement in the newspaper?9. W: Anne was very nice, wasn ' t she? She had a wonderful sense of humor, and shealways made me laugh.M: Yes, she wasn ' t very good academically but she had a lomt omfo cno sense.Q: What can you learn from the conversation?10. M: Mr. Black is fluent in Spanish and now he ' s beginning to study Arabic.W: He also knows a few words in Japanese and Chinese.Q: Which language does Mr. Black speak well?Part B PassagesQuestions 11-13Requesting someone ' s business card is a straightforward process. You need only say, “ Do youWhen have a business card? ” or “ May I have your business card? ”want to present your own card, you can say, “ Here' s my card. Ptole caaslle feel freeme if you have any other questions. “ Ify ou wish to offer your card to a long -timeassociate, you can say, “Did I ever give you my card? ” or “I 've been meaning toyou my card. ”It 'nso t polite to directly refuse a request from someone for yourbusiness card. Instead, you can say, “ Sorry, but I 'm afraid I 'm all out at the momor “I neglected to bring them with me. ” Giving someone your card, of course, doesnot obligate you to continue contact, nor does accepting someone else 's card. Whe you do receive a card, say “ Thank you. ” and examine it briefly before putting it away.You can use a business card that you received to refresh your memory about someone' s name and title before your next meeting. You can also record notes about the meeting on the back of the card, or place it in your card file.11. Which of the following is an impolite behavior according to the passage?12. What should you do when accepting a business card?13. What 's the function of a business card according to the passage?Questions14-16If you are someone who tends to focus on the negative, thinking positively may be a new skill for you. One way to keep a positive attitude about yourself is by writing down and saying several sentences. The sentences should be strong, supportive statements about yourself such as “Ia m a confident and capable person who can” It 's hard to feel defeated when-t ayloku irs speolfsitive. Another technique for handle challenges.reducing stress is positive images. When confronted with a problem, try to imagine the outcome that you want. This technique is used by sport professionals with tremendous success. You too can champion your cause by mentally picturing positive results. Sometimes people are faced with unfortunate circumstances that can not be changed. In these instances, it may help to think about some of the assets and resources that you have that can support you and help you cope such as family, friends, skill, education, money and good health.14. How can you imagine positively?15. How should you face the unchangeable misfortune?16. What is mainly discussed in the passage? Questions17-20A fellow had just been hired as the new CEO of a large high-tech corporation. The CEO who was stepping down met with him privately and presented him with three numbered envelopes. “ Openth ese if you run up against a problem you don't think you can solve, ” he said. Well, things went along pretty smoothly, but six monthslater, sales took a decline and he was really under the pressure. He remembered the envelopes. He went to his drawer and took out the first envelope. The message read, “ Blame your former CEO. ” The new CEO called a press conference and laid all the faults on the previous CEO. Satisfied with his comments, the press responded positively, sales began to pick up and the problem was soon behind him. About a year later, the company was again experiencing serious product problems. Having learned from his previous experience, the CEO quickly opened the second envelope. The message read, “ Reorganize T”he. n he did, and the company quickly reorganized. After several months, the company once again fell on difficult times. The CEO went to his office, closed the door and opened the third envelope. The message said, “ Prepare three envelopes ”.17. From whom did the new CEO get three envelopes?18. In the first half year, how did the business go?19. What was the message in the first envelope?20. What did the last envelope mean?听力部分：1-10: CAADB ABADA11-20: DBDDB CACBD笔试部分：21-30: ADBCD BADBC31-45: DACDA BDDAABBDAA。
人力资源管理专业英语第二版参考答案.doc
人力资源管理专业英语（第二版）参考答案Unit 1Key to the exercisesII. Read the following terms and match each with its proper definition.1. o)2. d)3. e)4. b)5. f)6.g)7. l)8. m)9. n) 10. c) 11. h) 12. a)13. i) 14. j) 15. k)III. Fill in the blanks with appropriate phrases from the list below.1.arose from2. are concerned about3. As a result of4. refersto1.as a means to 6. collaborate with 7. were deprived of 8. willtranslate9.was charged with 10. are predisposed to 11. be weeded out 12.associated withIV. Determine whether the following statements are True or False.1. F2. F3. F4. T5. T6. T7. F8. T9. T 10 FV. Translate the following sentences into English with the phrases given.1.General Electric has recently developed some internal training initiatives, whichother companies have difficulty matching.puter industry rose to power in the United States since the early 1980s.3.As the competition intensifies worldwide, human resource management isgrowing in importance to the average Chinese enterprises.4.HR functions today have gone well beyond the activities of the old-time personneldepartments5.The government solicited all parties concerned to propose solutions to theproblem of noise pollution.6.China’s economic mechanism is still in transition from planned economy tomarket economy.7.To be maximally effective, the Company is going to spend $3,500,000 onemployee training.8.High technology has had a far-reaching impact on the economic development ofall countries in the world over the past two decades.9.At the Annual General Meeting, the president called on the workers to voice theirconcerns about the prospects of the company.10.It seems that the soaring tuition didn’t constrain young people from rushing tostudy abroad.VI. Translate the following passage into Chinese.公司也提供康复和健身计划帮助员工减缓压力并增进健康。
人力资源管理-Unit-英文-习题与标准答案
人力资源管理-Unit-英文-习题与答案————————————————————————————————作者：————————————————————————————————日期：2Chapter 2: Equal Opportunity and the LawMultiple Choice1.Every time you advertise a job opening, interview, test or select a candidate orappraise an employee, you should be aware of:a.equal employment opportunity lawb.anti-discrimination lawc.criminal lawd.both a and be.both a and c(d; moderate)2.The _____ Amendment to the US Constitution states, “no person shall bedeprived of life, liberty, or property, without due process of the law.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(b; moderate)3.The _____ Amendment to the US Constitution makes it illegal for any state to“make or enforce any law which shall abridge the pr ivileges and immunities of citizens of the United States.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)4.Which Amendment to the US Constitution is generally viewed as barringdiscrimination based on sex, national origin, or race?a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)5.In the US, Title VII of the Civil Rights Act prohibits discrimination based onall of the following characteristics except _____.a.raceb.sexual orientationc.colord.religione.national origin(b; moderate)196.In the US, the _____ made it unlawful to discriminate in pay on the basis ofsex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions.a.Title VIIb.Equal Pay Actc.Executive Order (US President)d.Age Discrimination in Employment Acte.13th Amendment to the US Constitution(b; moderate)7.Which of the following factors is not an acceptable basis for different pay forequal work under the US Equal Pay Act?a.genderb.seniority systemc.merit pay systemd.quality of productione.all are unacceptable factors(a; moderate)8.The US EEOC guidelines define sexual harassment as:a.unwelcome sexual advancesb.requests for sexual favorsc.verbal sexual conductd.physical sexual conducte.all the above(e; moderate)9. In the US, when is sexual harassment a violation of sex harassment law?a.when such conduct has the purpose or effect of substantially interferingwith a person’s work performanceb.when such conduct has the purpose or effect of creating an intimidating,hostile, or offensive work environmentc.when a crime of violence is motivated by genderd.both a and be.all of the above(d; moderate)10. In the US, _____ exists when an employer treats an individual differentlybecause that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd. Adverse impacte. Prima facie(a; easy)2011. In the US, _____ refers to the total employment process that results in asignificantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a.disparate treatmentb.disparate impactc.unintentional discriminationd.adverse impacte.prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification(BFOQ) as a defense against charges of discrimination based on _____.a.raceb.sexual orientationc.aged.gendere.all of the above(c; easy)13. In the US, religion may be used as a BFOQ if _____.a. a religious organization requires employees to share its religionb.an employer does not want to honor an employee’s religious holidaysc.hiring a person to teach in a nondenominational schoold.all of the abovee.none of the above(a; moderate)14. Which of the following characteristics could serve as a BFOQ depending onthe nature of the job requirements?a.ageb.genderc.national origind.religione.all of the above(e; easy)15. Organizations can measure diversity by using _____.a.equal employment hiring metricsb.employee attitude surveysc.management and employee evaluationsd.focus groupse.all of the above(e; moderate)16. Diversity management includes the following step(s):a.provide strong leadershipb.assess the situationc.provide diversity trainingd. a and be.a, b and c(e; moderate)2117. In providing strong leadership in diversity management, the CEO of acompany musta.take a personal interestb.become the role modelc.talk to every workerd. a and be.a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the following:a.equal employment hiring and retention metricsb.employee attitude surveyc.employee evaluationd. a and be.a, b and c(e; moderate)19. The objectives of diversity training include the following:a.make employees aware of value differencesb.build self esteem of the different ethnic groupsc.create a friendly atmosphere in the companyd. a and be.a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplaceby laws at the:a.federal levelb.state levelpany leveld. a and be.all of the above(d; moderate)21. In Australia, employees who have been discriminated against by an employermay complain to the:a.Human Rights and Equal Opportunity Commissionb.Ministry of Laborc.Prime Ministerd.Parliamente.All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following:a.work situationb.non-work situationc.special situationd. a and be.a, b and c(d; easy)2223. In Hong Kong, the Equal Opportunities Commission provides employers witha code of practice on:a.job advertisementsb.job titlespensationd.promotione.all of the above(e; moderate)24. In Indonesia, under the employment law, pregnant women have the followingrights:a.they cannot be dismissedb.they can return to their job after maternity leavec.they can have six months of maternity leaved. a and be.a, b and c(d; moderate)\25. In Japan, the Labor Standards Law prohibits the following:a.discrimination based on nationalityb.discrimination based on creedc.discrimination based on social statusd. a and be.a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encouragesself-regulation on the part of employers in:a.recruitmentb.selectionc.appraisald.traininge.all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommendsthat employers should not discriminate employees based on:a. raceb. religionc. aged. gendere. all of the above(e; easy)2328. In Singapore, the Code of Responsible Employment Practices is recommendedby:a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the following:a.meritb.experiencec.capabilityd. a and be.a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) ofemployment:a.recruitmentb.trainingc.appraisald. a and be.a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits employers fromdiscrimination against workers by:a.genderb.nationalityc.religiond.social statuse.all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it isrecommended that companies with over 300 workers should have a minimum ____ percent of their workers in the above-55 age group.a.Threeb.Fivec.Tend.Fifteene.Twenty(a; moderate)2433. In Malaysia, under the Code of Practice for the Prevention and Handling ofSexual Harassment at the Workplace, the Ministry of Manpower has:a.special division to deal with harassment casesb.the power to jail any person accused of sexual harassmentc.the power to fine any person accused of sexual harassmentd.the power to compensate the victim of sexual harassmente.all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a.sue employers for passing sexist remarksb.sue colleagues for passing sexist remarksc.seek compensation from the governmentd. a and be.none of the above(d; easy)True/ False35.Managers in non-U.S. companies must be aware of equal employmentopportunity laws in the US and in countries where they do business. (T; easy) 36.U.S. citizens working overseas for U.S. companies do not have the same equalemployment opportunity protection as those working within U.S. borders. (F;easy)37.In the U.S., equal employment opportunity laws were only introduced a fewyears ago. (F; easy)38.Managing diversity means maximizing diversity’s potential advantages whileminimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39.Equal employment opportunity practices have become necessary because oflegal requirements. (T; easy)40.Equal employment opportunity practices have become necessary because ofglobalization. (T; moderate)41.Equal employment opportunity practices have become necessary because ofchanges in workforce demographics. (T; moderate)42.In most countries, the workforce consists of people from different ethnic origins.(T; moderate)43.Global companies actively recruit and maintain a diverse workforce to tap thetalents from different ethnic groups (T; moderate)44.Managing diversity implies that companies are exploiting workers fromdifferent ethnic groups (F; difficult)2545.Managing diversity involves only compulsory management action. (F;moderate)46.Managing diversity involves only voluntary management action. (F; moderate)47.Managing diversity involves both compulsory and voluntary management action.(T; moderate)48.Managing diversity involves more than just employing workers of differentethnic origins. (T; difficult)49.In most countries, there are laws to prevent discrimination at the workplace (T;easy)50.Diversity management training should include inter-group conflict managementskills. (T; moderate)51.In diversity management practices, supervisors must be trained to deal withinter-group conflict. (T; moderate)52.Training foreign workers in their own language will help them to be moresensitive to ethnic differences. (T, difficult)53.Teaching foreign workers how to speak English will help them to be moresensitive to other cultures. (T; difficult)54.Having employees from different backgrounds helps the company to understanddifferent customer preferences. (T; moderate)55.Having employees from different ethnic groups helps the company to project amulti-cultural image. (T; moderate)56.It is expensive to maintain a multi-cultural workforce. (F; moderate)57.Workplace diversity makes strategic sense. (T; easy)58.Equal employment opportunity is the same as affirmative action. (F; moderate)59.Equal employment opportunity means giving every person an equal chance toget a job. (T; easy)60.The objective of affirmative action is to eliminate past effects of pastdiscrimination. (T; moderate)61.Affirmative action implies giving privileges to some protected groups. (T;difficult)62.Managing diversity is voluntary. (T; moderate)63.Affirmative action programs are mandatory. (T; moderate)2664.In Australia, there are laws to ensure that only Australians are not discriminatedagainst in the workplace. (F; easy)65.In Australia, employees who have been discriminated against by an employermay complain to the Human Rights and Equal Opportunity Commission. (T;easy)66.In Australia, non-Australian employees are not protected against discrimination.(F; difficult)67.In Hong Kong, advertisements that specify gender or marital status are barred.(T; moderate)68.In Hong Kong, the Sex Discrimination Ordinance deals only with discriminationbased on the grounds of sex. (F; moderate)69.In Hong Kong, the Sex Discrimination Ordinance deals with discriminationbased on the grounds of sex, marital status and pregnancy. (T; moderate)70.In Hong Kong, the Sex Discrimination Ordinance covers only work situations.(F; moderate)71.In Hong Kong, it is illegal to have different titles for men and women doing thesame work. (T; moderate)72.In Hong Kong, the Family Status Ordinance protects persons who areresponsible for taking care of their family members. (T; moderate)73.In Hong Kong, the Equal Employment Commission has to power to investigatenon-compliance with the law. (T; easy)74.In Indonesia, there are no anti-discrimination laws for female employees. (T;easy)75.In Indonesia, as there are no anti-discrimination laws, employers may dismisspregnant workers. (F; moderate)76.In Japan, the Equal Employment Opportunity Law provides equality inopportunities concerning recruitment, payment, promotion and training between male and female workers. (T; easy)77.In Japan, the Labor Standards Law prohibits only discrimination in wages andwork hours. (F; moderate)78.Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79.In Singapore, the Code of Responsible Employment Practices helps employersto promote responsible employment practices. (T; easy)80.In Singapore, the Code of Responsible Employment Practices is issued by thegovernment. (F; moderate)2781.In Singapore, employers may be jailed for not complying with the Code ofResponsible Employment Practices. (F; difficult)82.In Singapore, workers may sue their employers under the Code of ResponsibleEmployment Practices. (F; difficult)83.In South Korea, under the Aged Employment Promotion Act, all companiesmust employ some workers in the above-55 age group. (F; moderate)84.In South Korea, under the Employment Promotion Act for the Handicapped, allcompanies must employ some handicapped workers. (F; moderate)85.In South Korea, the Labor Standard Act prohibits employers fromdiscrimination against workers by gender, nationality, religion or social status.(T; easy)86.In Malaysia, the Code of Practice for the Prevention and Handling of SexualHarassment at the Workplace provides a mechanism for redress. (T; moderate) 87.In Malaysia, the Ministry of Human Resources has a special division to handlesexual harassment cases. (T; moderate)88.In Malaysia, the government encourages trade unions to include sexualharassment clauses in the collective agreements. (T; easy)89.In Thailand, women are protected under the Labor Protection Law. (T;moderate)90.In Thailand, women workers may sue their colleagues for making sexist remarksat the workplace. (T; moderate)91.In order to attract the best candidates, employers should adoptnon-discriminatory HR practices. (T; easy)92.Employers should apply non-discriminatory criteria only for some aspects ofemployment. (F; easy).93.Criteria and terms of employment should be made known to all employees. (T;moderate)94.There are business situations where a person’s race may be a requirement for thejob. (T; difficult)95.There are business situations where a person’s national origin may be arequirement for the job. (T; difficult)28Essay/ Short Answer96.What are the five sets of voluntary organizational activities that support thesuccess of a diversity management program? (moderate)Answer: The activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program.97.Several Asian countries have introduced anti-discrimination laws that make itunlawful to treat a person unfairly because of certain attributes. Give two examples.Answer: In Japan, the Labor Standards Law prohibits discrimination in wages, work hours and other labor conditions because of nationality, creed or social status. In South Korea, its Labor Standard Act prohibits employers from discrimination against workers by gender, nationality, religion, or social status.98.What is the purpose of introducing the Code of Responsible EmploymentPractices in Singapore?Answer: To help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job.99.In some business situations, a person’s race, nationality or religion may be arequirement for a job. Give some examples.Answer: a) When the employee is recruit to deal with clients of a specific language group. b) When the employee has to handle food or products that are not permitted by some religions (e.g. Muslims are not allowed to handle pork;Hindus do not eat beef).29。
2023年二级人力基础知识历年真题参考答案
护理质控讨论会议记录总结范文英文回答：Quality Control Discussion Meeting Summary.Date: Insert date.Time: Insert time.Location: Insert location.Attendees: Insert list of attendees.Agenda:Review of Quality Control (QC) Data.Discussion of Quality Improvement (QI) Initiatives. Action Plan.Review of QC Data.The team reviewed the QC data for the past month.The data showed that the overall QC pass rate was 95%.There were a few areas that needed improvement, including:Documentation errors.Missed nursing interventions.Medication errors.Discussion of QI Initiatives.The team discussed several QI initiatives to address the areas that needed improvement.The initiatives included:Developing new documentation templates.Implementing a new nursing intervention checklist.Providing additional training on medication administration.Action Plan.The team developed an action plan to implement the QI initiatives.The action plan included:Assigning responsibilities for each initiative.Setting timelines for completion.Tracking progress and evaluating outcomes.Next Steps.The team will meet again in one month to review progress and make any necessary adjustments to the action plan.中文回答：护理质控讨论会议记录总结。
人力资源管理师二级英语写作10套
专业英语试卷1某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
Job DescriptionPosition DepartmentAccountable to Salary/pay grade[ ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryResponsibilities/daily tasksQualificationsRelations of the position to others in the companyJob DescriptionPosition chief accountant Department financial department Accountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryWork closely with the company’s CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls,external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the company Administration department; Marketing department; Manufacturing department; R&D department etal.专业英语试卷2假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。
上海人力资源二级英语单选题(只有标准答案)
单项选择题汇总1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .C. mentors2. As an appraiser（评价者）, you should try to do all of the following except .B. change the person, not the behavior3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .D. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysis5. Outplacement services are .B.designed to help terminated employees find a job elsewhere6. Which of the following is not a core skill that is critical for success abroad .B. effective delegatory（授权的） skills7. If your primary objective for a performance appraisal is to give employees developmental feedback, which ofthe following appraisal methods should you use .C. behavior method8. Compensation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the followingexcept .e a classroom-oriented approach so employees learn by lectures10. Which of the following is not true of self-ratings of performance .D. They are free of most biases that other rating sources may have1. Performance appraisal methods can be broadly（大体上） classified as either , , or approaches.B. trait, behavioral, results2.The area from which employers obtain certain types of workers from within the organization is known asthe .A. internal labor market3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes.A. on-the-job4. The primary reason why organizations train new employees is to .A.increase their knowledge, skill, and ability level5. The HR department in an overseas unit must be particularly responsive to all of the following environments except .C. technological6. Which of the following is not a primary impact that technology has had on HRM .C. It has diminished the role of supervisors in managing employees.7. Which management group has primary responsibility for the development of disciplinary policies and procedures .C. the HR department8. To create a more flexible pool of employees, managers might most likely .B. rely on skill-based pay structures9. Which of the following does not alter the nature of jobs and the requirements of individuals needed to successfully perform these jobs .C. stable growth in product demand10. Wage survey data will normally be collected with the use of .B. key jobs1. When setting performance measures for incentive systems, we can say that the best measures are .A. quantitative, simple to understand, and show a clear relationship between output and reward2. To facilitate an egalitarian environment, which of the following HR practices should managers implement .C. profit sharing3. If a job analyst doubt the accuracy of information provided by employees, he or she should .D. obtain additional information from them or from their supervisors4. Reasons for not hiring from within include all of the following except .A. motivational concerns6. Which of the following is an example of a well-written performance standard .A. Desk clerks are expected to check out approximately fifteen customers every half-hour7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except .B. performance8. An incentive plan is more likely to succeed in an organization when all of the following are true except .D. employees believe that incentive payment are deferred9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from .C. both home- and host-country evaluations10. Human capital of a firm include the following except .D. the behavior of a firm’s workers1. In general, in recent years the role of people in a determining a firm’s competitive advantage has .C. increased in importance in both service and manufacturing firms2. Objectives accomplished through job analysis include all of the following except .C. eliminating discrepancies between internal wage rates and market rates3. 360-degree feedback might be used for the following except .D. recruitment4. Employees who are coached, advised, and encouraged by employers of greater rank are known as .D. protégés5. Which of the following isn’t a form of performance-based compensation .C. minimum wage6. Advantage of employee stock ownership plans (ESOPs)include all of the following except .B. the employees’ pensions are less vulnerable（易受批评） due to diversification7. Lee, a new supervisor, wants to correctly document（记录，证明） the poor performance of an employee. Which of the following would he not have to do .A. perform a current performance appraisal of the employee8. All of the following benefits are realized by aligning（支持、校正） employee rewards with performance except .B. employees will pursue outcomes that beneficial to themselves9. Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving employee performance, and other “HRM” issues are duties typically reserved for .C. HR and line managers10. Job analysis is called the cornerstone of HRM because .C. the information it collects serve so many HRM functions1. During the selection procedure, an applicant may be rejected .D. at any step in the procedure2. Which type of training allows students to get real-world experience in organizations while still receiving college credit .C. internships3. Self- appraisals are best for .B. developmental purposes4. An employer wishing to set up the job classification system of job evaluation would have to .C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability5. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called .C. an incentive6. To enhance the degree（程度） of rareness in employee skill and abilities, organizations should develop competencies in their employees that .D. are not equally available in the labor market7. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .C. outplacement assistance8. Organizations like to hire older workers because .A. they have proven employment experience9. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .B. organization analysis10. While a career development program requires special processes and techniques, a basic requirement is .C. management support1. The worth and compensation of a job should depend on all of the following except .D. the gender of the employees2. Regardless of the selection methods used, it is essential that the selection procedure be .C. reliable and valid3. A supervisor who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training .B. coaching4. Performance appraisal systems sometimes yield disappointing results for all of the following reasons except .D. use of appraisal systems in validating job analysis5. An employer wishing to raise the “real wages” of em ployees would have to .A. grant wage increases larger than the cost of living6. Disadvantages of profit sharing include all of the following except .C. effective profit sharing plans require a second HR program7. All of the following as attributes of successful global managers has been identified except .D. capability to manage a highly centralized organization8. To attain a sustainable competitive advantage through people, organizations should develop competencies in their employees that .D. are designed around unique team processes9. Which of the following is not an outcome of low salary budget .B. increased employee output10. Benefits of orientation programs frequently reported by employers include all of the following except .A. higher turnover（营业额）1. In order to play a more active role in influencing change within organizations, HR department must do all of the following except .C. view themselves as primarily performing a service function2. Job requirements are .A. the different duties, tasks, and responsibilities that make up a job3. The technique of training managers that emphasizes the need to involve supervisory trainees in handling real-life employee problems and to receive immediate feedback on their own performance is .D. behavior modeling4. All of the following are basic skills needed for successful career management except .D.putting responsibility for your career in the hands of your supervisor5. The term pay-for-performance can encompass all of the following except .B. base salary6. Disorientation（迷失） that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as .B. culture shock7. Smaller organizations can achieve a system approach to organizational design that maximizes employee performance and well-being by combining all of the following except .C. organizational strategy8. Which of the following an appropriate strategy to create a training environment conducive to learning .A. using negative reinforcement（负强化）9. An organization wishing to establish greater job-staffing flexibility would likely use which pay system .B. skill-based pay10. If labor costs represent 50% of an or ganization’s sales dollars and the organization pays a bonus to employees whenever labor costs drop below this percentage, which type of incentive plan is it using .A. team bonuses1. The benefits of providing job applicants with a balanced, honest, and realistic portrayal（描述） of a job position include all of the following except .D. enhanced expectations and aspirations2. The interview method that best reduces the possibility of discrimination is the .D. structured interview3. Which of the following is not a fundamental issue related to training design .D. trainee ethnic characteristics4. Compensation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plans5. .In order for a merit pay plan（记功支付计划） to work effectively, all of the following should occur except .D. a supervisor’s subjective evaluation must be used in computing the raise6. Which of the following is not one of the ways in which international HRM differs from domestic HRM .A. international HRM must be concerned with obeying local laws and regulations7. All of the following benefits are realized by redesigning work around key business processes except .B. it standardizes employees’ skills8. “Tell me about the last time you disciplined an employee” is an example of a .A. behavioral description interview question9. The piecework system is more likely to succeed when all of the following are true except .B. the quality of the product is critical（决定性的）10. Which management group has primary responsibility for the development of disciplinary policies and procedures .C. the HR department1. Which of the following organizations is pursuing a transnational strategy .B. a brewery trying to achieve scale economies while simultaneously customizing its taste and marketing efforts for local markets2. Recent technological advancements have led to all of the following except .A. an increased number of unskilled jobs3. If 200 resumes were obtained from an employment agency（职业介绍所）, 40 of the applicants submitting those resumes were qualified, 20 of the applicants submitting those resumes were invited for an on-site interview, and 10 were offered employment, what is the cumulative yield-ratio .D. 40 percent＝（40/200+20/40+10/20）/3=40%4. Which of the following is not a benefit of orientation programs .C. more comprehensive task analysis5. When setting performance measures for incentive systems, we can say that the best measures are .A. quantitative, simple to understand, and show a clear relationship between output and reward6. To facilitate an egalitarian environment, which of the following HR practices should managers implement .C. profit sharing7. If a job analyst doubt the accuracy of information provided by employees, he or she should .D. obtain additional information from them or from their supervisors8. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from .C. both home- and host-country evaluations9. In general, in recent years the role of people in a determining a firm’s competitive advantage has .C. increased in importance in both service and manufacturing firms10. To obtain employee input regarding benefits packages, employers often use .D. opinion surveys1. Which of the following methods focuses the evaluator’s attention on those behaviors tha t are key in making the difference between executing a job effectively or ineffectively .D. Critical incidents2. Recruiting from within means that organization prefers to recruit people from .C. internal labor market3. Human resource and succession planning provides information on .B. future skill requirements and management training needs4. Multiperson comparisons evaluate one individual’s performance against one or more others. There are three most popular comparisons except .C. graphic rating scales5. Extrinsic rewards include the following except .A.job enrichment6. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .B.110 =350-0.8*300=1107. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic role8. What is the main aim of job rotation .B. broaden experience9. The aim of the labor turnover index is to .A. measure labor turnover10. The basis philosophy of the managerial grid training is that .B. the task of the individual manager is to achieve production through people。
人力资源管理专业英语答案
人力资源管理专业英语答案一、简介人力资源管理专业英语是指在人力资源管理领域中使用英语进行沟通和交流的能力。
随着全球化的发展和国际交流的增加，掌握人力资源管理专业英语对从事人力资源管理工作的人员来说非常重要。
本文将为大家提供人力资源管理专业英语的答案，帮助大家更好地理解和运用这一领域的英语知识。
二、根据题型分类答案1. 选择题选项已尽量排除干扰项，以最符合题意的选项为准。
例题：What is the definition of human resource management? A. The process of acquiring, training, and retaining employees B. The process of marketing and selling products and services C. The process of managing financial resources D. The process of managing physical resources答案：A. The process of acquiring, training, and retaining employees2. 填空题填空要求准确完整地填写空缺处。
例题：____________ refers to the process of attracting, selecting, and hiring employees.答案：Recruitment3. 判断题题干中的表述已经简化，以简单直接的方式回答。
例题：Performance management is the process of evaluating and rewarding employees based on their performance.答案：正确4. 解释题根据题目中要求，简洁、准确地解释概念或名词。
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三、写作（1）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
Job Description（参考答案）Position chief accountant Department financial departmentAccountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryWork closely with the companys CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls, external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the companyAdministration department; Marketing department; Manufacturing department; R&D department etc.（2）假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。
现在需要你为这位销售经理拟定一份录用通知书（Letter Confirming Employment），请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。
(凡涉及到人名，均用XXX表示，请勿用真实姓名。
)Letter Confirming EmploymentDear XXX:I am pleased that you have accepted the position of sales manager at our company, starting on July 1 . You shall perform the following duties and have the following responsibilities:Participate in formulating marketing strategy;Formulate annual sales plan;Ensure that the goals of sales will be fulfilled;Supervise and evaluate subordinates;Direct and controll the sales expenditure;Deal with some special sales;Deal with the complaints of customers.Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 8:30 to 17:00 . Your starting salary/wage is RMB 4000/month . You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.Your supervisor is XXX . Please see him/her on your first day and he/she will help you get settled.I look forward to working with you. If you have any questions, please do not hesitate to contact me.Yours truly(Name) XXX(Title) XXX（3）上海China-mc管理咨询公司是全国十大管理咨询公司之一，专注于组织智慧技术（organization wisdom technology(OWT)）和组织绩效方面的咨询服务，已有8年以上的咨询经验，并为10多家上市公司提供过咨询服务。
公司的业务范围包括战略咨询、公司文化建设、知识管理、学习型组织创建、人力资源管理和IT管理咨询等。
由于公司业务的发展需要，现需要从人才市场招聘一位管理咨询总监（Chief management consultant）。
假设公司老总让你制作一份招聘广告，请你用英文完成这份招聘广告，内容须包括公司介绍、工作职责和应聘要求。
Shanghai China-mc consulting management Co,.Ltd is an top-ten management consulting company of china , specializing in organization wisdom technology(OWT) and organization performance .We have over 8 years consulting experience and serve for more than tens of listing companies!Our services include strategy consulting; company culture building; Knowledge management, Learning Organization building, Human resource management, marketing and IT Management basing on OWT.For more information, Please see our websit: We are looking for talents for China-mc Management Consulting .With these opportunities we are offering you an exciting career!Chief management consultant (one people)Responsibilities:Taking charge for the whole work of company consulting service;Developing company new service;Developing and Training the new consultant;Project management, delivery and team managementDetailed analysis of requirement.Requirement:· No less than 2-year experience of consulting within famous consulting firms, ( international consulting firms such as BCG and Mackenzie prefer);· No less five-years working experience;· MBA or similar educational background;· Have a good management capability· Excellent interpersonal and ommunication kills· Outgoing and self-motivated· Familiar with Powerpoint;· Persuasive.Email your CV including recent photo to ******************..（4）某外资公司是一家专门从事财务软件开发的公司，为了保护公司的商业秘密（business secrets）不被公司员工泄露，公司打算与每一位员工签订一份保密协议（Secrecy and Noncompetition Covenant），规定员工必须保守公司的商业秘密，在任职期间以及离职后，均不能向任何第三方泄露；离职后3年内，不得自己经营或帮助别人经营相同或类似业务；以及公司认为必要且正当的其他条款。