助理人力资源管理师英语阅读理解

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商务英语阅读期末考试复习资料

《商务英语阅读》期末考试复习资料一、词汇翻译题（课内词汇+课外高频商务词汇）1.entrepreneur 企业家2.specification 规格详述3.human resources 人力资源4.institution 机构5.orientation 方向，导向，新员工入职培训6.decline 消减，衰亡7.bonus 奖金unch 推出，投放市场munity 社区，共同体10.necessities （生活）必需品11.stock 股票12.liquidity 流动性，变现性13.risk 风险14.potential 潜在的15.act of God 不可抗力y off 使……下岗17.listed company 上市公司18.log on 登入、连接（上网）19.absolute interest 绝对产权20.keyboard skills 打字技能21.human resources 人力资源22.account for 解释某事物的原因，占……比例23.executive 高级管理人员，执行总裁24.logo 企业或公司等专用的标记、标识25.administration 管理26.budget 预算27.feasible 可行的28.industry 产业，行业29.ingredient 成分，要素30.securities 证券mission 佣金32.dividend 股息，红利33.mature 到期，成熟34.accounts receivable 应收账款35.job description 岗位描述36.letter of intent 意向书37.living wage 基本生活工资38.bar code 条形码39.acid test 决定性的考验40.executive 高管，主管41.administrative expenses 行政管理费用42.jet lag 飞机时差反应43.customized 用户化的，按客户要求定制的44.keep-fit market 保健市场45.lecture theatre 梯形教室，梯形报告厅46.local adaptation 本土化47.balance sheet 资产负债表48.benefits package 福利套餐,整体福利49.bill of lading 提单、提货单50.access fee 使用费二、单项选择题（课内）1.Factors of production refer to _______.A.natural resources and capitalbor and entrepreneursC.both A and B2.The structure of a large manufacturing company and that of a small service firmshould be __________.A. the sameB. differentC. similar3. Organization charts show employees where they ______.A. start their workB. report to the bossC. fit into the company’s operation4. The basic management skills are ________.A.technical skills, human relations skills and conceptual skillsB.performing skills, marketing skills and planning skillsanizing skills, controlling skills and leading skills5. ________ programs include wages and salaries, incentives, and benefit forworkers.A. CompensationB. MarketingC. Orientation6. The firm’s ________ covers all the products it offers for sale.A. product lineB. product lifeC. product mix7. A nation’s ______ is the difference between the flow of money into and outof the nation.A.balance of tradeB.balance of paymentsC.payment of balance8. China is in the _______ regional economy.A. North AmericaB. EuropeC. Asia/Pacific9. A corporation can also obtain equity financing by selling securities directlyto current stockholders. “Equity” here means ______.A. reasonable qualityB. ordinary stocks and sharesC. principles of equality10.Most short-term financing is unsecured. “unsecured” here means _______.A.no interest chargeB.no collateral is requiredC.no bank loans11.The funds needed to operate an enterprise are referred to as _______.A.capitalB.resourcesbor12. Organization charts show employees where they ______.A. start their workB. report to the bossC. fit into the company’s operation13. The basic management skills are ________.A.technical skills, human relations skills and conceptual skillsB.performing skills, marketing skills and planning skillsanizing skills, controlling skills and leading skills14. ________ programs include wages and salaries, incentives, and benefit forworkers.A. CompensationB. MarketingC. Orientation15. The firm’s ________ covers all the products it offers for sale.A. product lineB. product lifeC. product mix16. _______ may be established based on costs, demands, the competitions’prices,or some combination of these.A. ProductsB. BrandsC. Prices17. A nation’s ______ is the difference between the flow of money into and outof the nation.A.balance of tradeB.balance of paymentsC.payment of balance18. China is in the _______ regional economy.A. North AmericaB. EuropeC. Asia/Pacific19.People can buy stocks from _____.A.securities marketsB. a secure marketC.financial markets20. High-risk investment techniques can provide greater returns, but they entailgreater risk of loss. “Entail” here means _________.A. retailB. investC. involve（答案自己在书上找）三、阅读理解题（课外）Passage 1Global Recession Hits the Developing WorldBoth the World Bank and the International Monetary Fund expect the world economy to shrink this year for the first time since World War Two. As recently as January, the I.M.F. had predicted growth of one-half percent. But this week its chief, Dominique Strauss-Kahn, said the world has entered what he called “a great recession”.A new World Bank report says the recession may hurt the developing world the most. Those countries depend on trade for economic growth. But world trade is expected to fall at the fastest rate in eighty years.East Asia has been hardest hit. In February, exports from China fell twenty-six percent from a year ago.Rich nations are expected to borrow heavily in world credit markets to finance spending at home. But investors are demanding very high returns if they are willing to lend to the developing world at all. Jeff Chelsky, a World Bank senior economist, says investors are avoiding higher risk debt in a flight to quality.The bank estimates that up to three trillion dollars of public and private loans in developing countries must be repaid this year. Some nations have enough foreign currency reserves, but others will struggle to find new financing to pay their existing debts.The World Bank estimates that developing nations will need between two hundred seventy and seven hundred billion dollars in financing. The amount depends on the depth of the recession.The I.M.F. is seeking to expand its lending ability. And World Bank President Robert Zoellick has called on rich nations to put some of their economic recovery spending into a crisis fund to help poor countries.Bank economist Jeff Chelsky says the poorest countries are in the greatest danger. They cannot borrow in credit markets and they depend on exports of commodities like crops or minerals. But falling commodity prices mean they now depend more than ever on foreign aid.Finance ministers and central bankers from major industrial and developing countries meet this weekend outside London to discuss the financial crisis. President Obama wants all countries in the Group of Twenty to coordinate their separate efforts to strengthen their economies.There was some good news this week, including better-than-expected reports on spending by Americans in January and February. And financial stocks rose after Citigroup reported a profit for those two months.And that's the VOA Special English Economics Report, written by Mario Ritter. I'm Steve Ember.1. According to the passage, the world economy will _______ for the first timethis year since the World War Two.A. developB. growC. expandD. become smaller2. _______may be hurt the most by the recession.A. the developing worldB. the developed countriesC. the rich countriesD. Asian countries3. Who are easier to borrow money in the world credit market?A. Rich nationsB. Poor countriesC. the World BankD. the International Monetary Fund4. What does the underlined “flight”mean in the fourth paragraph?A. travelB. flyingC. escapeD. movement through the air5.___________ has called on rich nations to help poor countries.A. President ObamaB. President Robert ZoellickC. Jeff ChelskyD. the International Monetary FundPassage 2A Rough Road for ToyotaToyota became the world's largest automaker in two thousand eight. But after years of building loyalty, the Japanese company may have put its quality brand name at risk, at least temporarily.Toyota is recalling millions of cars and trucks around the world because of cases where vehicles have sped up unexpectedly. Last August, a driver in California was unable to stop. The crash killed him and three of his family members.Toyota says the problem is rare and caused by accelerator pedals becoming stuck open. On January twenty-sixth, the company suspended sales of eight of its top-selling vehicles in the United States, its largest market. Toyota dealers have been receiving parts to make repairs.General Motors and Ford both reported increased sales in January. But Toyota sales in the United States have fallen, and so has its stock price. Toyota says it expects costs and lost sales from its recent safety recalls to total two billion dollars by the end of March.Louis Lataif spent twenty-seven years in the car industry at Ford. Now he is dean of the School of Management at Boston University.LOUIS LATAIF: “It’s Toyota’s biggest such recall. It’s voluntary incidentally, it’s not mandated. So, in that respect, they are doing something fairly bold, namely, taking the hit of shutting production and correcting the vehicles that are in inventory on which they have stopped sales.”A recall late last year involved floor mats that Toyota said could cause the accelerator to get stuck. One of the vehicles in the floor mat recall was the Prius, the world’s top selling hybrid.Now American officials are investigating the brake system on the twenty ten Prius. The Transportation Department says it has received more than one hundred twenty reports, including reports of four crashes.Toyota says it found a software problem that could briefly affect the “feel” of the anti-lock brakes on rough or slippery roads. It says it fixed the brake problem last month.But a growing number of legal cases claim Toyota knew for a long time about the sudden acceleration issue with other vehicles. The problem reportedly has led to more than eight hundred crashes and nineteen deaths in the past ten years. Congress is preparing for hearings.Greg Bonner is a marketing professor at Villanova University. He says to regain trust, Toyota will have to make public everything it knows about the problems and show it accepts responsibility.The recall has also intensified questions about all the computer control systems used in modern cars.6. Toyota may have put its quality brand name at risk because__________.A. vehicles have sped up unexpectedlyB. last August, a driver in California was unable to stop.C. Toyota is recalling millions of cars and trucks around the worldD. All of the above.7. Which of the following ways is not one Toyota solves its problem about accelerator pedals?A. Toyota stopped sales of eight of its top-selling vehicles in the UnitedStatesB. Toyota is recalling millions of cars and trucks around the worldC. Toyota increased salesD. Toyota dealers have been receiving parts to make repairs.8. Whose sales decreased in January?A. General MotorsB. FordC. General Motors and FordD. Toyota9. From what Louis Lataif said about Toyota, we can infer that _________.A. Toyota didn’t solve its problem positively.B. Louis Lataif didn’t think that Toyota solved its problem properly.C. Louis Lataif thought highly of Toyota’s way of solving its problem.D. Toyota couldn’t solve its problem.10. The underlined word in the last paragraph “intensify” means ________.A. increase in degreeB. decrease in degreeC. make the questions more tenseD. become more intensePassage 3Stock Sectors - How to Classify StocksOne of the ways investors classify stocks is by type of business. The idea is to put companies in similar industries together for comparison purposes. Most analysts and financial media call these groupings “sectors” and you will often read or hear about how certain sector stocks are doing.One of the most common classification breaks the market into 11 different sectors. Investors consider two of these sectors “defensive” and the remaining nine “cyclical.” Let’s look at these two categories and see what they mean for the individual investor.DefensiveDefensive stocks include utilities and consumer staples. These companies usually don’t suffer as much in a market downturn because people don’t stop using energy or eating. They provide a balance to portfolios and offer protection in a falling market.However, for all their safety, defensive stocks usually fail to climb with a rising market for the opposite reasons they provide protection in a falling market: people don’t use significantly more energy or eat more food.Defensive stocks do exactly what their name implies, assuming they are well run companies. They give you a cushion for a soft landing in a falling market.Cyclical stocksCyclical stocks, on the other hand, cover everything else and tend to react to a variety of market conditions that can send them up or down, however when one sector is going up another may be going down.Here is a list of the nine sectors considered cyclical:∙Basic Materials∙Capital Goods∙Communications∙Consumer Cyclical∙Energy∙Financial∙Health Care∙Technology∙TransportationMost of these sectors are self-explanatory. They all involve businesses you can readily identify. Investors call them cyclical because they tend to move up and down in relation to businesses cycles or other influences.Basic materials, for example, include those items used in making other goods – lumber, for instance. When the housing market is active, the stock of lumber companies will tend to rise. However, high interest rates might put a damper on home building and reduce the demand for lumber.How to UseStocks sectors are helpful sorting and comparison tools. Don’t get hung up on using just one organization’s set of sectors, though. uses slightly different sectors in its tools, which let you compare stocks within a sector.This is extremely helpful, since one of the ways to use sector information is to compare how your stock or a stock you may want to buy, is doing relative to other companies in the same sector.If all the other stocks are up 11% and your stock is down 8%, you need to find out why. Likewise, if the numbers are reversed, you need to know why your stock is doing so much better than others in the same sector –maybe its business model has changed and it shouldn’t be in that sector any longer.ConclusionYou never want to be making investment decisions in a vacuum. Using sector information, you can see how a stock is doing relative to its peers and that will help you understand whether you have a potential winner or loser.11. According to this passage, an investor should buy _____________in a falling market.A. cyclical stocksB. defensive stocksC. technology stocksD. transportation stocks12. According to this passage, an investor should buy _____________in a rising market.A. cyclical stocksB. defensive stocksC. stocks of utilitiesD. stocks of consumer staples13. ______________sectors belong to cyclical stocks.A. 11B.2C.9D.314. Utilities and consumer staples belong to _______________.A. cyclical stocksB. defensive stocksC. technology stocksD. transportation stocks15. ___________tend to move up and down in relation to businesses cycles or other influences.A. cyclical stocksB. defensive stocksC. stocks of utilitiesD. stocks of consumer staplesPassage 1America's biggest carmaker accepted fifty billion dollars in federal aid from the Obama and Bush administrations. People joked that GM meant "Government Motors." Now, General Motors could be on the road to recovery.The company recorded over two and a half billion dollars in profit in the first half of the year. The government still owns sixty-one percent of GM as a result of the bailout. Canada is also a shareholder. But now GM plans to sell stock to the public again.GM spent just forty days in bankruptcy. It sought protection from its creditors in June of last year. GM restructured. It discontinued some vehicles and closed dealerships and factories.In April, GM repaid almost seven billion dollars in government loans. Many of its creditors are waiting to see how much they get.GM plans an IPO, an initial public offering of stock, later this year. The company could raise as much as fifteen billion dollars.Chief executive Edward Whitacre is leaving September first. He wants the government to sell all of its shares in the company during the IPO. Many experts believe the Treasury will act slowly over time after the public offering is completed.If the stock price rises, the government could profit from the rescue. But the IPO is risky for the company. The offering will test the willingness of investors to take an equity share in the “new GM”.Buying equity is not like buying bonds. Bonds represent a loan. Equity represents ownership. Investors willing to buy equity shares in a company expect one thing -- growth.GM believes it can make that happen, in part with a new electric-and-gas hybrid.COMMERCIA L: “Chevy Volt, a car that can go up to forty miles before it uses any gas at all. That's an American revolution.”The Volt is expected to start arriving in showrooms later this year.GM is also looking overseas. The world's fastest growing car markets are in developing nations. GM is now selling more cars in China than in the United States. GM still leads the American market, though Toyota is now the biggest car company in the world.There are signs that America's big three may have put the worst of their recent troubles behind them.Chrysler also went through bankruptcy and says its sales are up. Italy's Fiat holds a twenty percent share.Ford Motor Company avoided bankruptcy and refused government help. Ford reported close to five billion dollars in profit for the first six months of the year.1. America’s biggest carmaker is _________________.A. ToyotaB. ChryslerC. GMD. Ford Motor Company2. GM stands for __________.A. Government MotorsB. General MotorsC. Both A and BD. Neither A Nor B3. People joked that GM meant “Government Motors” because _____________.A. The government still owns sixty-one percent of GM as a result of the bailout.B. They accepted fifty billion dollars in federal aid from the Obama and Bushadministrations.C. Both A and BD. Neither A Nor B4. Now, General Motors could be on the road to recovery. It plans ___________.A. to restructure.B. an IPO, an initial public offering of stock, later this yearC. to seek protection from its creditors.D. to discontinue some vehicles and closed dealerships and factories.5. According to the passage, what is not true about Chevy Volt?A. GM believes it will bring profit growth.B. It is a new electric-and-gas hybrid.C. It is a car that can go up to forty miles before it uses any gas at all.D. It has been produced.Passage 2The digital revolution, as exemplified by the Internet and electronic commerce, has shaken marketing practices to their core. In a recen t paper, Wharton’s Jerry Wind, director of the SEI Center for Advanced Studies in Management, and co-authorVijay Mahajan, a marketing professor at the College of Business Administration of the University of Texas at Austin, examine the impact of digital marketing on concepts like pricing, when customers can propose their own prices (), or buyers and sellers can haggle independently in auctions ().The paper provides an overview of some of the emerging realities and new rules of marketing in a digital world, and outlines what the new discipline of marketing may look like in the early part of the new century.To begin with, say the authors, the rapid-fire growth of the Internet is helping to drive changes. “It is not just our comp uters that are being reprogrammed; it is customers themselves,” says Wind. “These emerging cyber consumers are like an alien race that has landed in the midst of our markets. They have different expectations and different relationships with companies from which they purchase products and services.”For one thing, cyber consumers expect to be able to customize everything —from the products and services they buy and the information they seek, to the price they are willing to pay. And with digital technology opening new channels for gaining information, they are more knowledgeable and demanding than previous consumers. Digital customers can also sort products based on any desired attribute, price, nutritional value, or functionality, and they can easily obtain third-party endorsements and evaluations, tapping the experience of other users. “Companies that cannot meet their demands and expectations will be at a loss,” says Wind.Questions:6. The passage was most likely to be quoted from______.A.an overview of a paperB.an introduction to a bookC. a book on digital revolutionD. a paper discussing digital revolution7. The paper mentioned in this paper was written by______.A.Jerry WindB.Vijay MahajanC.Jerry Wind and Vijay MahajanD.an anonymous8. From the third paragraph, we can infer that______.A.the customers are also reprogrammed by computersB.e-business companies need be more knowledgeable about cyber consumersC.cyber consumers are a group of strange peopleD.cyber consumers came from outer space9. Compared with traditional customers, the emerging cyber consumers______.A.are more difficult to satisfyB.have less knowledge about businessC.have more problems with pricesD.are less willing to buy products and services10. What is mainly discussed in the passage? ______A.digital revolutionB.digital marketingC.cyber consumersD.the impact of digital marketing on concepts like pricingPassage 3Greece, economically, is in the black. With very little to export other than such farm products as tobacco, cotton and fruit, the country earns enough from ‘invisible earnings’ to pay for its needed, growing imports. From the sending out of things the Greeks, earn only $285 million; from tourism, shipping and the remittances of Greeks abroad, the country takes in an additional #375 million and this washes out the almost $400 million by which imports exceed exports.It has a balanced budget. Although more than one drachma out of four goes for defense, the government ended a recent year with a slight surplus -- $66 million. Greece has a decent reserve of almost a third of a billion dollars in gold and foreign exchange. It has a government not dependent on coalescing incompatible parties toobtain parliamentary majorities.In thus summarizing a few happy highlights, I don’t mean to minimize the vast extent of Greece’s problems. It is the poorest country by a wide margin in Free Europe, and poverty is widespread. At best an annual income of $60 to $70 is the lot of many a peasant, and substantial unemployment plagues the countryside, cities, and towns of Greece. There are few natural resources on which to build any substantial industrial base. Some years ago I wrote here:“Greek statesmanship will have to create an atmosphere in which home and foreign savings will willingly seek investment opportunities in the back ward economy of Greece. So far, most American and other foreign attempt have bogged down in the Greek government’s red tape and shrewdness about small points.”Great strides have been made. As far back as 1956, expanding tourism seemed a logical way to bring needed foreign currencies and additional jobs to Greece. At that time I talked with the Hilton Hotel people, who had been examining hotel possibilities, and to the Greek government division responsible for this area of the economy. They were hopelessly deadlocked in almost total differences of opinion and outlook.Today most of the incredibly varied, beautiful, historical sights of Greece have new, if in many cases modest, tourist facilities. Tourism itself has jumped from approximately $31 million to over $90 million. There is both a magnificent new Hilton Hotel in Athens and a completely modernized, greatly expanded Grande Bretagne, as well as other first-rate new hotels. And the advent of jets has made Athens as accessible as Paris or Rome –without the sky-high prices of traffic-choked streets of either.Questions:11. The title below that best expresses the ideas of this passage is_________.A. Greek income and expendituresB. The improving economic situation in GreeceC. The value of tourismD. Military expenditures12. Many peasants earn less than _________.A. $60 a weekB. $2 a weekC. $1 a dayD. $10 a month13. The Greek Government spends __________.A. more than 25%of its budget on military termsB. More than its collectsC. A third of a billion dollars in goldD. Less than 25% of its budget on military terms14. According to the passage, Greece has _________.A. a dictatorshipB. a monarchyC. a single majority partyD. too much red tape15. Greece imports annually goods and materials __________.A. totaling almost $700 millionB. that balance exportsC. that are paid by touristsD. costing $66 million四、篇章翻译题（课外）Passage A纳斯达克开设北京代表处随着各方吸引迅速增长的中国公司赴海外上市的争夺战愈演愈烈，纳斯达克(Nasdaq)昨日成为最新一个在北京开设代表处的全球证交所。

大学英语三级A级-阅读理解(十六)_真题-无答案

大学英语三级A级-阅读理解(十六)(总分100,考试时间90分钟)Task 4 匹配Directions: After reading the following material, you are required to find the items equivalent to (与……相同) those given in Chinese in the lower part on **puter screen. Then you should type the corresponding letters brackets.A—Top manager B—Top executive C—General managerD—Managing director E—Office administrator F—PresidentG—Marketing executive H—Director I—Middle managerJ—Line manager K—Chief accountant L—ForemanM—project manager N—Honorary advisor O一Chief cashierP一0ffice chief Q—Executive secretary1. ______常务董事______办公室主任2. ______营销主管______中层主管3. ______第一线管理人员______领班4. ______项目经理______名誉顾问5. ______总出纳______行政秘书A—Reading, reference and copying B—Staff onlyC—Closed shelves for undergraduates D—Information retrieval roomE—Inter-library loan F—Display & reading room for new booksG—Multi-media reading room H—Reference department officeI—Novelty research J—Lecture hallK—Reading room for reference books L—Return depositM—Reading room for Chinese social books N—Title catalogueO—Circulation for foreign books P—Card catalogueQ—Periodicals and magazines6. ______员工专用______多媒体阅览室7. ______参考书阅览室______中文社科图书阅览室8. ______报告厅______书名目录9. ______卡片目录______新书展阅室10. ______期刊阅览______馆际互借A—Portable MP3 Digital Audio PlayerB—Built-in ______ in Smart Media Card Slot for Additional MemoryC—Super Compact Slim Design D—Built-in ______ in 32 MB Flash Memory E—Dot-Matrix LCD Display Song Title F—Mini USB PC InterfaceG—Digital Preset EQS H—Requires 1 AA BatteryI—Digital music content J—High speed music transferK—Application software L—USB terminalM—Install the software on PC N—Digital voice recording function11. ______便携式MP3数字放音机______超小型设计12. ______嵌入式32兆闪烁存储______微型USB PC机接口13. ______数字预设均衡器______需要一节五号电池14. ______数码音乐的内容______高速音乐转换15. ______USB终端______将软件装入电脑A—Business circle B—Business conditionsC—Business hours D—Ceiling PriceE—Closing hours F—Competitive strengthG—Contact point H—Flat marketI—Floor price J—Increase in ValueK—Market opportunities L—Market prospectsM—Market and promotion service N—Perishable and seasonable goodsO—Price flare-up P—Cost priceQ—Gross weight R—TrademarkS—End product T—Domestic products16. ______工商企业界______行情17. ______最高价______联系地点18. ______萧条市场______增值19. ______营销与促销活动______易腐与季节性商品20. ______价格暴涨______成本价A—Advertisement on—line B—Bookstore on-lineC—Broad band service D—Cable televisionE—E-banking F—E-zineG—Eyeball economy H—HackerI—Information superhighway J—Log inK—Network cant L—NewbieM—Offline N—AT&TO—Chief executive officer P—Desktop operating system VQ—Home page R—**puterS—Data processing T—Spam21. ______在线广告______网上书店22. ______电子杂志______眼球经济23. ______黑客______登录24. ______网络黑话______脱机25. ______美国电报电话公司______垃圾邮件A—Business management B—Marketing managementC—International business law D—Management information systemsE—Financial management F—The global environment and international businessG—Managerial economics and decision models H—Operations managementI—Human resources management J—Managerial accountingK—Economic law L—Currency banking science M—Practical international trade N—Equipment management O—Western economics26. ______企业管理______营销管理27. ______国际商法______管理信息系统28. ______财务管理______跨国企业与全球环境29. ______管理经济学与决策模式______人力资源管理30. ______经济法______设备管理A—Advanced mathematics B—Experiment in college physics C—Fundamentals of laws D—Theory of circuitryE—Circuit measurement technology F—Optimum controlG—Signal & linear systems H—Electrical engineering practice I—Experiment in electronic circuitry J—Principles of **putersK—Motor elements and power supply L—Auto-measurement techniques M—Automatic control systems N—**puter control technology O—Basis of software techniques P—Principles of mechanicsQ—Digital Image processing31. ______自动控制系统______法律基础32. ______数字图像处理______电路测量技术33. ______软件技术基础______信号与线性系统34. ______自动检测技术______大学物理实验35. ______电工实习______微机控制技术A——Supply agreement B——Trade agreementC—Long—term contract D—Sales contractE—Cash price F—Contract lawG—Fixed price H—Late paymentI—Paying bank J—Port of arrivalK—Prompt shipment L—Cash against deliveryM—Letter of credit N—Advice of deliveryO一Advice note P—Notice of claimQ—Port of delivery36. ______现金价格______销售合同37. ______到达港______供货合同38. ______逾期付款______索赔通知39. ______贸易协定______信用证40. ______固定价格______即期装运A—Assembly line B—PackerC—Forklift D—Explosive materialsE—Fire extinguisher F—Loading dockG—Machine operator H—Electrical hazardI—Conveyor belt J—Safety bootsK—Shipping clerk L—Time cardM—Warehouse N—Hard hatO—Earplug P—Hand truckQ—Safety earmuffs41. ______易爆材料______安全耳罩42. ______二时卡______安全靴43. ______装配线______灭火器44. ______安全帽______手推车45. ______机器操作员______输送带A—Air traffic control system B—Armed police C—Crime prevention D—Entry requirementE—International criminal police organization F—Level of securityG—Picket line H—Police stationI—Patrolling vehicle J—Safety precaution measure K—Safety control device L—**mand centerM—Security service N—Security control center O—Security personnel P—Valid documentsQ—Security monitoring and control46. ______空中交通管制系统______安全预防措施47. ______巡逻车______武装警察48. ______国际刑警组织______有效证件49. ______入境要求______安保人员50. ______安全保障级别______安全监控A—Parcel carrier B—Annual revenueC—Package **pany D—**mitment to qualityE—Weight of the shipment F—Pick-up and deliveryG—Urgent delivery H—Full electronic trackingI—Export documentation J—Scheduled deliveryK—Automatic confirmation of delivery L—Global networkM—Door-to-door delivery N—Zone number of the destination O—Approximate value of the shipment P—Additional chargeQ—Express plus package51. ______定时送货______紧急投递52. ______全程电子跟踪______货物大约价值53. ______包裹承运商______自动送货确认54. ______质量承诺______允许出口的文件55. ______附加费______上门送货服务A—Stock exchange B—Buying and selling stockC—Stock market D—Current prices of stockE—Stock list F—Capital stockG—Money paid for shares H—Common stockI—Preference share J—Watered stockK—Stock transfer L—**panyM—Share capital N—**panyO—Public bonds P—Government bondsQ—Buying long R—StockholderS—Stockbroker T—Selling short56. ______证券市场______证券交易所57. ______证券行市______普通股58. ______股份转让______政府债券59. ______股份资本______优先股60. ______有限公司______掺水股票A—Dispute settlement body B—Balance of International payments C—World trade organization D—Risk managementE—Investment in non—productive project F—Grant the national treatment G—Appeal body H—Common agriculture policy I—Customs values J—Export performanceK—Food security L—Free-riderM—Grey area measures N—Import licensingO—Market access P—Market boardsQ—Presence of national person R—North american free trade area S—International settlement T—Peace clauseU—Least-developed countries V—Most-favored-nation treatment61. ______上诉机构______最惠国待遇62. ______和平条款______进口许可63. ______市场准人______非生产性项目投资64. ______食品安全保障______共同农业政策65. ______风险管理______争端解决机构A—Abbreviated dialing code B—Off-peak hoursC—Charging period D—Access codeE—Identity number F—Video conferenceG—Operational status H—Information subscription serviceI—Network user address J—Audio signalK—Local user terminal L—File managementM—Response signal N—Operating instructionsO—Change of the battery unit P—Function indicatorQ—Entry rejected R—External control66. ______计费时间______非高峰时期67. ______网络用户地址______标识码68. ______本地用户终端______音频信号69. ______文件管理______操作指令70. ______外部控制______功能指示。

国开管理英语3和4阅读理解翻译

管理英语3Passage 1Managing Oneself自我管理We live in an age full of opportunities: If you are smart enough, and have got ambition and keep pushing forward, you can rise to the top of your chosen profession, no matter where you started out.我们生活在一个充满机遇的时代：无论你从哪里开始，如果你既聪明过人，又有远大抱负，并且勇往直前，那么你就可以在自己所选的职业领域中出类拔萃。

But with opportunity comes responsibility. Companies today aren't managing their employees' careers. Professional workers must be their own chief executive officers (CEO). It' s up to you to strive for your place, to keep yourself engaged and productive during a working life that may last around 50 years. To do those things well, you' 11 need to have a deep understanding of yourself — not only what your strengths and weaknesses are, but also how you learn, how you work with others, what your values are, and where you can make the greatest contribution, because only when you operate from strength can you achieve true excellence.但是，随着机遇而来的便是责任。

【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。

人力资源专员的英语

人力资源专员的英语一、单词1. human resources- 释义：人力资源，指一个组织所拥有的能够被企业所用，且对价值创造起贡献作用的教育、能力、技能、经验、体力等的总称。

- 用法：常作名词短语使用，在句中可作主语、宾语等。

例如：The development of human resources is crucial for apany's long - term growth.（人力资源的开发对公司的长期发展至关重要。

）2. specialist- 释义：专家；专科医生。

在这里指专门从事人力资源工作的专员。

- 用法：可数名词。

可以说“a human resources specialist”（一名人力资源专员）。

例如：The human resources specialist is in charge of recruitment.（人力资源专员负责招聘工作。

）3. recruitment- 释义：招聘；招募。

- 用法：名词。

例如：The recruitment process needs to be more efficient.（招聘流程需要更高效。

）4. training- 释义：培训；训练。

- 用法：名词或动名词。

例如：The human resources specialist is responsible for staff training.（人力资源专员负责员工培训。

）或者They are training new employees.（他们正在培训新员工。

）5. selection- 释义：选择；挑选；选拔。

- 用法：名词。

例如：The selection of candidates is a very important part of the human resources work.（候选人的选拔是人力资源工作非常重要的一部分。

）6. performance- 释义：表现；绩效；性能。

【英语】英语阅读理解译文

【关键字】英语1墨尔本，拥有超过350万人口，是澳大利亚的第二大城市。

它是干净的，安全的，具有活力和激情，以及知名的国际上的大学和其他教育机构。

全市有精心策划的绿树成荫的宽阔的街道和许多美丽的公园和花园。

它有道路，公共汽车，火车和有轨电车（电车）的一个良好的交通系统。

拉筹伯大学（拉特罗布大学）校区是由电车，快车，以及公共汽车和火车连接连接到中央商务区。

墨尔本是一个文化丰富的城市，并且是家庭对来自欧洲，美洲，非洲和亚洲各地的人大型社区。

这个城市是著名的餐馆，剧院，音乐，歌剧，芭蕾，艺术，文化，和商店，以及活泼动感的夜生活。

墨尔本人都热衷体育，城市承载许多著名的国际体育赛事。

墨尔本附近有美丽的海岸线具有优良的海滩，国家公园，森林，酒厂（葡萄酒厂），冬季雪原和避暑胜地。

气候温和舒适，与夏季温暖，冬季凉爽。

在夏季，白天最高气温在26 ℃至236 ℃，冬季从12℃到18 ℃。

在墨尔本的天气可以是可变的每一天。

2002年，墨尔本被评为世界上最好的经济学人信息部住在城市。

2白宫是世界上访问量最大的住处。

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·一个家庭地址，白天和晚上的电话号码为组指定（指派的）领导者。

人力资源英语阅读理解全文

一1.The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals, so that they understand what they are expected to do support those core values. Knowledge-sharing can be included as an element of a competency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as those listed below could be used ad a basis for agreeing competency requirements assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:●Being eager to share knowledge with colleagues;●Taking positive steps to set up group meeting to exchange relevant information andknowledge;●Building networks which provide for knowledge sharing;●Ensuring as appropriate that knowledge is captured, codified, recorded anddisseminated through the intranet and/ or other means of communication.Hansen et al (1999) mentioned that “at Ernst & Yong, consult ants are evaluated at performance reviews along five dimensions, one of which is their ‘contribution to and utilization of the knowledge asset of the firm’. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given to colleagues.”2."T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training. T-group has three aims:●To increase sensitivity-the ability to perceive accurately how others are reactingto one’s behavior.●To increase diagnostic ability-the ability to perceive accurately the state ofrelationships between others.●To increase action skill-the ability to carry out skillful behavior required by thesituation.In a T-group, the trainer will explain the aims of the program and may encourage discussion contributing his or her own reactions. But he or she does not take a strong lead and the group is largely left to its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer, which providesa climate where the group members are sufficiently trusting of one another to discusstheir own behavior, They do this by giving “feedback” or expressing their reaction to one another. Members may not always accept comments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability and action skill.The design of a T-group “laboratory” may include short inputs from trainers to clarify problems of group behavior, intergroup exercise to extend T-group learning to problems of representation, negotiation, conflict management and application group where members get together to decide how they can best transfer what they have learned from their actual job behavior. Much opportunity will be given to members to test out and develop their own behavioral (interactive) skills-seeking or giving information, enlisting support, persuading and commanding.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:●Increased openness, receptivity and tolerance of differences.●Improved understanding and diagnostic awareness of self, others, andinteractive processes in groups.●Increased operational skill in interpersonal relations, with overtones ofincreased capacity for collaboration.T-group have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems.This criticism could be leveled at any other form of group training or, indeed, most off-the –job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms described below.二1.Demand forecasting is the process of estimating the future numbers of people required and the likely skills and competences they will need. The ideal basis of the forecast is an annual budget and longer-term business plan, translated into activity levels for each function and department or decisions on ‘downsizing’, in a manufacturing company the sales budget is translated into a manufacturing plan giving the numbers and types of products to be made in each period. From this information the number of hours to be worked by each skill category to make the quota for each period can be computed.Details are required of any plans or projects which would result in demands for additional employees or different skills: for example, setting up a new regional organization, creating a new sales department, carrying out a major project, or developing new products or services. So far as possible, plans should also be reviewed which may result in rationalization and, possibly, downsizing as a result of a cost-reduction derivation, a business process re-engineering exercise, new technology leading to increased productivity, or a merger or acquisition.1)Managerial or expert judgment. This is the most typical method of forecasting, andmay be linked to some forms of scenario planning. It simply requires managers or specialists to sit down, think about future workloads, and decide how many people are needed. This can be no more than guesswork unless there is reliable evidence available for forecast increases in activity levels or new demands for skill.2)Ratio-trend analysis. This is carried out by studying past ratios between, say, thenumber of direct (production) workers and indirect (support) workers in a manufacturing plant, and forecasting future ratios, having made some allowance for changes in organization or methods. Activity-level forecasts are then used to determine, in this example, direct labor requirements, and the forecast ratio of indirect to direct would be used to calculate the number of indirect workers needed.3)Work study techniques. Work study techniques can be used when it is possible toapply work measurement to calculate how long operations should take and the number of people required. Work study techniques for direct workers can be combined ratio-trend analysis to calculate the number of indirect workers needed.4)Forecasting skill and competence requirementForecasting skill requirement is largely a matter of managerial judgment. This judgment should, however, be exercised on the basis of a careful analysis of the impact of projected product-market developments and the introduction of new technology.2.Flexible benefits allow employees to pick and choose from among a menu of benefit options. The idea is to allow each employee to choose a benefit package that is individually tailored tohis or her own needs and situation. They replace the traditional “one-benefit-plan-fits-all” programs that have dominated organizations for fifty years.The average organization provides fringe benefits worth approximately forty percent of an employee’s salary. But traditional benefit programs were designed for the typical employee of the 1950s-a male with a wife and two children at home. Less than ten percent of employees now fit this stereotype. Twenty-five percent o f today’s employees are single and third are part of two-income families without any children. As such, these traditional programs don’t tend to meet the needs of today’s more diverse workforce. Flexible benefits, however, do meet these diverse needs. An organization sets up a flexible spending account for each employee, usually based on some percentage of his or her salary, and then a price tag is put on each benefit. Options might include inexpensive medical plans with high deduction; expensive medical plans with low or no deduction; hearing, dental and eye coverage; vacation options; extended disability; a variety of savings and pension plane; life insurance; college tuition reimbursement plans; and extended vacation time. Employees then select benefit options until they have spent the dollar amount in their account.三1.The steps in doing a job analysis are as follows:Step 1： Identifying the use to which the information will be put, since this will determine the type of data you collect and the technique you use to collect them. Same data collection techniques-like interviewing the employee and asking what the job entails and what his or her responsibilities are – are good for writing job descriptions and selecting employees for the job. Other job analysis techniques (like the position analysis questionnaire) do not provide qualitative information for job descriptions, bus rather numerical ratings for each job; these can be used to compare jobs to one another for compensations purposes.Step2: Review relevant background information such as organization charts, process charts, and job descriptions. Organization charts show how the job in question relates to other jobs and where it fits in the overall organization. The organization chart should identify title of each position and, by means of its interconnecting line s, show that reports to whom and with whom the job incumbent is expected to communicate. A process chart provides a more detailed understanding of the work flow than is obtainable from the organization chart alone. In its simplest form, a process chart shows the flow of inputs to and outputs from the job under study. Finally, the existing job description, if there is one, can provide a good starting point for building the revised job description.Step 3: Select representative positions to be analyzed. This is done when many similar jobs are to be analyzed, and it is too time-consuming to analyze, say the jobs of all assemble workers.Step 4: Next actually analyze the job by collecting data on job activities, required employee behaviors, working conditions, and human requirements and abilities needed to perform the job. For this, you would use one or more of the job analysis techniques explained in the remainder of this chapter.Step 5: Review the information with job incumbents. The job analysis information should be verified with the worker performing the job and with his or her immediate supervisor. This will help to confirm that the information is factually correct and complete. This “review”step can help gain the employee’s acceptance of the job analysis data and conclusions by giving that person a chance to review and modify your description of his or her job activities.Step 6: Develop a job description and job specification. A job description and a job specification are usually two concrete products of the job analysis. The job description (to repeat) is a written statement that describes the activities and responsibilities of the job, as well as important features of the job such as working conditions and safety hazards. The job specification summarizes the personal qualities, traits, and background required for getting the job done; it may be either a separate document or on the same document as the job description.2.What kind of practices would characterize an organization that understood the value of career development? The following summarizes a few of the more effective practices.There is an increasing body of evidence indicating that employees who receive especially challenging job assignments early in their careers do better on later jobs. More specifically, the degree of stimulation and challenge in a person’s initial job assignment tends to be significantly related to later career success and retention in the organization. Initial challenges, particularly if they are successfully met, stimulate a person to perform well in subsequent years.To provide information to all employees about job openings, job opportunities should be posted. Job postings list key job specification data-abilities, experience, and seniority requirements to qualify for vacancies-and are typically communicated through bulletin board displays or organizational publications.One of the most logical parts of career development is career counseling. An effective program will cover the following issues with employees:1)The employee’s career goals, aspirations, and expectations for five years orlonger.2)Opportunities available within the organization and the degree to which theemployee’s aspirations are realistic and match the opportunities available.3)Identification of what the employee would have to do in the way of furtherself-development to qualify for new opportunities.4)Identification of the actual next steps in the form of plans for new developmentactivities or new job assignments that would prepare the employee for furthercareer growth.Organizations can offer group workshops to facilitate career development. By bringing together groups of employees with their supervisors and managers, problems and misperceptions can be identified and, it is hoped, resolved. These workshops can be general, or they can be designed to deal with problems common to certain groups of employees-new members, minorities, older workers, and so forth.Periodic job changes can prevent obsolescence and stimulate career growth. The changes can be lateral transfers, vertical promotions or temporary assignments. The important element in periodic job changes is that they give the employee a variety of experience that offer diversity and new challenges.四1.To develop and implement 360-degree feedback the following steps need to be taken: 1)Define objectives- It is important to define exactly what 360-degree feedback isexpected to achieve. It will be necessary to spell out the extent to which it is concerned with personal development, appraisal or pay.2)Decide on recipients - Who is to be at the receiving end of feedback. This may be anindication of who will eventually be covered after a pilot scheme.3)Decide on who will give the feedback – The individu al’s manager, direct reports, teammembers, other colleagues, internal and external customers will give the feedback. A decision will also have to be made on whether HR staff or outside consultants should take part in helping managers to make use of the feedback. A further decision will need to be made on whether or not the feedback should be anonymous ( it usually is).4)Decide on the areas of work and behavior– In what area will the feedback be given-thismay be in line with an existing competency model or it may take the form of a list of headings for development. Clearly, the model should fit the culture, values and type of work carried out in the organization.5)Decide on the method of collecting the data–The questionnaire could be designedin-house or a consultant’s or software provider’s question-naire could be adopted, with the possible option of amending it later to produce better fit.6)Decide on data analysis and presentation–Again, the decision is on developing thesoftware in-house or using a package. Most organizations installing 360-degree feedback to, in fact, purchase a package from a consultancy or software house. But the aim should be to keep it as simple as possible.7)Plan initial implementation program – It is desirable to pilot the process, preferably at toplevel or with all the managers in function or department. The scheme will need to be launched with communications to those involved about the purpose of 360-degrdd feedback, how it will work and the part they will play. The aim is to spell out the benefits and, as far as possible, allay any fears. Training in giving and receiving feedback will also be necessary.8)Analyze outcome of pilot scheme– The reactions of those taking part in a pilot schemeshould be analyzed and necessary changes should be made to the process, the communication package and the training.9)Plan and implement full program – This should include briefing, communicating, trainingand support from HR and, possibly, the external consultants.10)Monitor and evaluate– Maintain a particularly close watch on the initial implementation offeedback, but monitoring should continue. This is a process that can cause anxiety and stress, or produce little practical gain in terms of development and improved performance for a lot of effort.2.The motivation of Chinese workers can be understood in terms of Katz and Kahn’s(1978), Chield’s, Jackson and Bak’s categorization, as follows:1) Katz and Kahn’s rule enforcementRules and role prescriptions may be regarded as a form of role protection in the Chinese context, with job descriptions carrying little motivational content in terms of tasks or objectives to be achieved, but acting as an insurance against being asked to take on additional and unknown duties and against being overworked and avoiding the risk of punishment. These is therefore a need structure work tightly around well defined parameters which are documented, communicated and accepted by employees and supervisors, with an emphasis on role protection as well as task performance.2) Katz and Kahn’s external rewardsMaterial incentives have been used by China’s economic reformers in order to stimulate performance and money is used in China as a motivator, as individual bonuses have existed in China since 1978 and performance-related bonus incentives schemes since 1983. However, there a need to minimize competition and foster harmony in the workplace: a reflecting of a collectivism nature. Limited pay differentials are often based on length of service. State-owned enter-prise employe es’ wage structures are extremely complex and based on a whole number of different subsidies, bonuses and allowances. Employees may be reluctant to leave this type of system for a less socially supportive one as there is an expectation that the enterprise will take care of employees through housing and other social benefits, which must have a strong loyalty effect. Systems of pay in joint ventures should therefore retain a strong element of reward for loyalty and seniority, as well as “belongingness” elemen ts such as housing allowances.3) Katz and Kahn’s internalized motivationA major source of internalized motivation in China has been political indoctrination and campaign, including “emulation campaigns” involving “labor heroes” in an attempt to appeal to high performers who might otherwise feel inhibited to perform in an exemplary manner in an egalitarian culture. In a related way Japanese companies in China send their best workers to Japan in order to learn from example and from being exposed to a foreign culture and encourage a willingness to change. Building a sense of belongingness and loyalty in Chinese workers creates a good opportunity to develop internalized motivation from developing corporate identity through a strong organizational culture. Foreign companies may have kudos for Chinese workers, and this could encourage long-term loyalty, as effective supervision involving doing by example. New patterns of behavior (including creativity and innovation) could be encouraged by emulation, both in the workplace and on training courses in China and, where appropriate (particularly for managerial and supervisory staff who can act as role models) abroad. A focus should therefore be placed on building corporate identity through effective induction and subsequent training program in order to promote the way we do things around here, as well as developing supervisors who can act as role models in developing and changing work-related behavior towards that supported by the corporate culture.4) Child’s intrinsic job motivationIn a study by Child (1994) employees were found to be satisfied with the intrinsic job content and challenge, and with opportunities to enjoy social relationships in the workplace,yet there was dissatisfaction with prospects for advancement and promotion. There may therefore be considerable motivational potential in creating opportunities for employees to advance. This could well be in the formulation of a career path for those who have successfully taken on board those work behaviors which are seen as appropriate to the organizational culture, and who themselves can act as role models I supervisory and management positions.Jackson and Bak (1998) then investigated what Chinese joint ventures and foreign-invested enterprises actually do to motivate their employees through a study of 13 different enterprises in Beijing. Their findings were as follows.五1.Piece-rate, wage incentive plans, profit-sharing, and lump-sum bonuses are all forms of performance-based compensation. What differentiates these forms of pay from more traditional plans is that instead of paying a person for time on the job, their pay is adjusted to reflect some performance measure. That might be individual productivity, work group or departmental productivity, unit profitability, or the overall organization’s profit performance. Two of the more widely used of the performance-based compensation plans are piece-rate wages for production workers and annual performance bonuses based on corporate profits for senior executives.In piece-rate pay plans, workers are paid a fixed sum for each unit of production completed. When an employee gets no base salary and is paid only on what he or she produces, this is a pure piece-rate plan. People who work ball parks selling peanuts and soda pop frequently are paid this way. They might get to keep twenty-five cents for every bag of peanuts they sell. If they sell 200 bags during a game, they make $50. if they sell only forty bags, their take is a mere $10. The harder they work and the more peanuts they sell, the more they earn. Many organizations use a modified piece-rate plan, where employees earn a base hourly wage plus a piece-rate differential. So a legal typist might e paid $6 an hour plus twenty cents per page. Such modified pla ns provide a floor under an employee’s earnings, while still offering a productivity incentive.For years, senior corporate executives have received regular increases in their pay, regardless of their company’s success or failure. More top executives than ever are now finding their compensation linked directly to corporate performance. When things go well for a firm, it is assumed that management had a large part in that outcome, so they should share in the good times. For examples, Charles Lazarus, chairma n of Toys “R” Us Inc., earns a base salary of $315,000 a year. Because his contract provides him an annual performance bonus of one percent of all pretax profits over $321 million-a full twenty percent jump from 1988-Lazarus pocketed over $3 million in performance pay. Of course, in a bad year, executives may get no bonus at all.2.Coaching is a personal on-the-job technique designed to develop individual skills, knowledge, and attitudes. The term is usually reserved for management or supervisory training where informal but planned encounters take place between managers and subordinates.The agenda for such meeting may be based on a performance review system, which includes some elements of management or objectives or target setting. This would identify strengths to be developed or weaknesses in performance to be overcome, and the counseling sessions that should be part of the performance review process would indicate career development needs and the additional knowledge or skills that can be acquired on the job.Coaching is even more effective if it can take place informally as part of the normal process of management. This type of coaching, as suggested by Hawdon Hague, consists of:●Making a subordinate aware of how he or she is managing by, for example, askingquestions on how well he or she has thought through what is being done.●Controlled delegation.●Using whatever situations arise as teaching opportunities.●Spending time in looking at higher level problems as well as discussing theimmediate job.Coaching may be informal, but it has to be planned. It is not simply going from time to time to see what a subordinate is doing and advising how to do it better. Neither is it occasionally telling a subordinate where he or she has gone wrong and throwing in a lecture for good measure. So far as possible, coaching should take place within the framework of a general plan of the areas and direction in which the subordinate should be developed.Coaching should provide motivational, structural and effective feedback, if the coacher is skilled, dedicated and able to develop mutual confidence. Its success depends on a clear definition of work and training objectives, and this can be a time-consuming process; ultimately, success depends on managers and supervisors recognizing that it is one of their key responsibilities and they should be encouraged and trained to do it.六1.Outplacement is about helping redundant employees to find alternative work. It involves assisting individuals to cope with the trauma of redundancy through counseling, helping them to redefine their career and employment objectives and providing them with knowledgeable but sensitive guidance on how to attain those objectives.1）Job shopsHelp may be provided by the organization basis, but in larger-scale redundancies “job shops” can be set up. With job shops, further help may be given by matching people to suitable jobs, arranging interviews, training in CV preparation and interview techniques. Job shops are sometimes staffed by members of the personnel function (the writer successfully organized one in an aerospace firm some years ago). Alternatively, the organization may ask a firm of outplacement consultants to set up and run the job shop and provide any other counseling or training services that may be required.2) Outplacement consultancy servicesAs described by Eggert (1991), the outplacement process usually takes place along the following lines:●Initial counseling-gaining biographical data and discussing immediate issues ofconcern;●Achievement list-clients write up all the achievements they can think of to do withtheir career;●Skills inventory-clients develop from the achievement list a personal portfolio ofsaleable skills;●Personal statement-clients develop a personal statement in 20 to 30 words aboutwhat is being presented to the job market;●Three jobs- identification of three possible types of job that can be searched for;●Psychological assessment-development of a personality profile with a psychologist;●Development and agreement of a CV (see below);●Identify job market opportunities;●Practice interview;●Plan job search campaign.3) CVsCVs provide the basic information for job searching, and an outplacement consultant will guide individuals on how to write their CVs. The traditional CV uses what Eggert (1991) called the “tombstone” approach, because it reads like an obituary. It sets out personal detail,。

商务英语阅读自考

第二单元人力资源管理
• 一、学习目的与要求 • 通过本单元学习，掌握商务英语阅读中的快速阅读技巧，了解人力资源管理概况。
二、考核知识点与考核目标
• • • • • • • （一）课内训练（重点）识记：1. China’s Problem of Labor 中国人力资源问题名词解释： Confucian heritage 孔子遗训 Micro-managing 微观管理 Job rotation 轮岗
（三）课外练习（一般）
• • • • • • • • • • • • • 理解：1.Carlyle Group’s Asian Invasion 加雷集团的亚洲扩张名词解释： Venture-capital 风险资本 Carlyle Group 凯雷投资集团 Citigroup 花旗集团、 2. Why the Dollar Is Blooming Again 为什么美元再次复兴？名词解释： Greenback 美元（俚语） Lehman Brothers Inc 雷曼兄弟公司 European Central Bank 欧洲中央银行 Federal Reserve Bank 美国联邦储备银行
•
பைடு நூலகம்
Federal Reserve Chairman Alan Greenspan argues that their widespread use spreads risk among different market players, including nonfinancial companies, making the financial system a lot safer. All the same, Greenspan reminds banks that they need to keep pace with changes in the market and ―readjust accordingly‖. 美联储主席艾伦· 格林斯潘解释说，它们（衍生工具）的广泛使用分散了隐蔽在市场上不同公司的风险，包括非金融公司的风险，使得金融系统安全了许多。同时，格林斯潘提醒银行要跟上市场的千变万化，及时作出 “相应的再调整”。

《商务英语阅读》第17单元译文

第17单元全球性企业的人力资源管理塔默·卡瓦斯基尔，加里·奈特，约翰·雷森伯格人力资源在国际商务中的战略作用没有员工及其掌握的知识和经验，企业的竞争力怎能持续下去？想象一下吧，尤其是那些知识密集型部门，如管理咨询业、银行业、广告业、工程和建筑设计领域。

可想而知，如果没有创造性的员工、设计师、问题解决者及其他知识工作者，麦肯锡（McKinsey）、萨奇广告（Saatchi & Saatchi）、皮克斯（Pixar）、古驰（Gucci）等许许多多公司将很难生存下去。

如今，企业常常将员工称作“人才”、“人力资本”或“无形资产”，这些称谓昭示着：员工代表着一项投资，而非一项成本。

对于全球性运营的企业来说，招募、管理和留住人力资源尤其富于挑战性。

在员工管理上，世界各地存在着各具特色的文化、法律框架。

因此，管理层需要攻克在雇佣、管理员工的过程中遇到的一个又一个挑战。

国际人力资源管理（international human resource management，IHRM）可以定义为：国际运营机构供职人员的规划、挑选、培训、雇佣和评价。

国际人力资源经理通过雇佣、培训与评价员工，通过提供国际人力资源管理的指导方针，承担生产线经理的咨询人或辅助者的角色。

员工的三个类别在多国设有运营机构的企业，国际人力资源经理在三个不同层次中运作。

1．宗主国员工（host-country nationals，HCNs）。

这些员工是跨国公司子公司或联营公司所在国的公民。

通常，宗主国国民构成企业在海外招募员工的最大比例。

在企业从事制造、装配、基础服务、文案工作以及其他非管理职能的劳动力，主要由宗主国国民组成。

2．母国员工（parent-country nationals，PCNs）。

母国员工也被称作本国员工，他们是跨国公司总部所在国的公民。

3．第三国员工（third-country nationals，TCNs）。

历年英语二真题阅读翻译(01-06)

2001年真题第一篇美国银行体系的稳定性是通过监督、调节、审查、存款保险以及向陷入困境的银行贷款等手段维持的。

50多年来，这些防范措施防止了银行系统的恐慌。

不过，现在出现了一些谨慎的呼吁。

芝加哥的大陆伊利诺斯银行与信托公司1984年的倒闭没有破坏美国的银行体系，但是它肯定造成了一些恐慌。

20世纪70年代晚期，大陆银行发展迅速，成为美国中西部地区银行系统的佼佼者。

不过，该银行的部分发展策略具有冒险性,它在能源领域发放了许多贷款，其中包括它从俄克拉荷马市的PSB借贷的10亿美元。

为了获得发放这些贷款所需的资金，大陆银行主要依赖从其他银行的短期借贷以及大量的30天存单，用银行系统的行话来说就是“游资”。

至少一名大陆银行的官员觉察到了危险的迹象，并且向其上级递交了一份警示备忘录，但是，这份备忘录没有引起重视。

虽然通货监理部门按照惯例审查大陆银行，但是它没有意识到该行的问题将有多么严重。

1982年7月，PSB被管理部门关闭。

当能源价格开始下滑时，大陆银行从小银行借来发放出去的10亿美元贷款中的大部分成为呆账。

借贷给像克莱斯勒汽车、国际收割机以及布兰尼弗这类陷入困境的公司的贷款也似乎出了问题。

看到这些问题，“游资”持有者开始从大陆银行撤资。

到1984年春季，大陆银行开始出现挤兑现象。

到5月，银行不得不向联邦政府借贷35亿美元来弥补流失的资金。

但是，这还不够。

为了阻止大陆银行的资金外流，FDIC 同意不仅为最初所定的100,000美元的储户担保，而且为所有储户担保。

不过，挤兑现象仍在继续。

联邦管理部门竭尽全力，希望找到一家可靠的银行收购大陆银行，这是拯救濒临倒闭银行的惯用手法，但是，大陆银行太大了，任何一家银行都购买不起。

到7月，私人银行拯救大陆银行的所有希望都破灭了。

管理部门面临一个艰难的抉择：是让大陆银行倒闭，还是由它们自己接管。

‘让该行倒闭似乎太冒险。

据估计，如果大陆银行倒闭的话，100多家在大陆银行投入了足够资金的其他银行就会陷入危险之中，因此，在7月底一个下雨的星期三，FDIC以45亿美元的代价把大陆伊利诺斯银行收归国有。

助理人力资源管理师英语阅读理解

或者你才在上一个洞吞了柏忌，下一个洞你就为抓了老鹰而兴奋不已。

阅读理解（每题3分，共30分）--第一套（一）Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It does not mean that either party is compelled to agree to a proposal. Nor does it require that either party make any specific concessions.When is bargaining not in good faith?As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following:1.Surface bargaining.This involves merely going through themotions of bargaining without any real intention of completing a formal agreement.2.Concession. Although no one is required to make a concession,the court’s and NLRB’s definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining.3.Proposals and demands. The NLRB considers the 只有凭借毅力，坚持到底，才有可能成为最后的赢家。

英语阅读理解海量练习50篇翻译与生词解析

Unit 1Text 1词汇过关beverage n. 饮料*entrench v. 确立，使处于牢固地位expertise n. 专门技能impressive a. 给人深刻印象的*patriarch n. 家长，族长pension n. 退休金，养老金recruitment n. 招聘，招募strategist n. 战略家，善于策划的人*toxicologist n. 毒理学家，毒物学家workforce n. 劳动力，全体从业人员全文翻译2007 年，一个法国食品公司想要收购印度的一个家族制企业。

因为该企业的创始人已经72岁高龄，所以法国公司打算派出一个资历相当的人与之谈判。

但是，由于公司崇尚年轻的企业文化，即大多数人在45 岁左右的时候就会被挤掉，因此最终无人可派。

最后，通过一家在巴黎的专门雇用退休人员的职业中介机构Experconnect，公司找到了一位58岁的、曾经担任过一家欧洲生活消费品公司主管的人，把他派到孟买去谈判。

法国在老年劳动力的安置方面做得比较糟糕。

大多数发达国家的退休年龄都是65岁，可是法国的退休年龄为60岁。

2005 年，相比英国56.8%以及德国44.9%的就业率，法国55~64岁的人群的就业率只有37.8%。

这主要是因为20 世纪80 年代失业率较高，政府鼓励提前退休。

Experconnect 的创始人卡罗琳·杨说这种政策使老龄工人生产力低下这一观念变得根深蒂固。

现在,公司担心失去他们最有经验的工人，特别是“婴儿潮”时期出生的一代人即将退休。

Areva 是一个核电集团，最近推出了一个解决对老龄工人需求的方案，并计划通过Experconnect 每年起用约100名退休人员。

由于几十年来核动力的研究一直不受欢迎，Areva公司停止了对工程师的培训。

因此，该公司的很多专业技能都掌握在老员工手中。

现在，该公司加强了对这些老员工的关注。

该公司的人力资源战略师吉恩·卡辛格纳说：“我们必须要引入思想观念上的革新。

英语阅读：女性最喜欢从事的几大职业

美联英语提供：英语阅读：女性最喜欢从事的几大职业小编给你一个美联英语官方试听课申请链接：/?tid=16-73374-0Though professional women have certainly made strides sincethe Don Draper–era male domination of the workplace, femalesstill earn just 81 percent of men. This figure from a 2010 U.S.Bureau of Labor Statistics survey, shows that women need towork harder to pull even with males. Thus, it's crucial thatwomen entering the work force—or who seek greater jobsatisfaction—choose career paths carefully. Here's a list of thetop industries for women now.自唐·德雷柏时代以来-男性主宰工作力的时代，职业女性虽取得了明显的进步，但其收入仍然只是男性的81%。

这个来自2010年美国劳工统计局的数据表明，女性还需加倍努力才能赶上男性的步伐。

所以，对那些进入职场或想寻觅更好工作的女性来说，千万得谨慎择业。

让我们来看看最受女性欢迎的职业有哪些。

According to the U.S. Department of Labor, women will make significant strides in the work forceby 2014; the agency's recent report stated: “The male labor force is projected to grow by 9.1percent from 2004 to 2014, compared with 10.9 percent for women.” One industry that is alreadyheavily dominated by women is health care. The percentage of women in this field is 78 percent;womens' average annual earnings are $32,149; and the job growth projected by 2014 is 27.3percent.根据美国劳工部表示，到2014年女性会在职场上取得长足进步;该部门近来的报告称：“从2004年-2014年，男性劳动力会增加9.1%，而女性会增加10.9%.”卫生保健领域已成为以女性为主导力量的产业。

国家开放大学《管理英语4》

适用：【笔试+机考+一网一】【课程号：04020】总题量（430）：写作题(12) 交际用语(106) 词汇与语法(210) 阅读理解（单选）(23) 阅读理解（判断）(23) 翻译题(30) 阅读填空题(13) 听力理解(13)写作题(12)1、Complete the apology letter with the giv...2、Complete the Promotion Project with the ...3、Suppose you are to make a choice between...4、Write a composition on My Dream Job. You...5、Write a composition with at least 100 wo...6、Write about an event based on the follow...7、Write an essay with at least 100 words o...8、Write at least 100 words about an event ...9、Write at least 100 words about as event ...10、Write at least 100（120）words about an eve...11、根据所给信息求，完成工作计划。

...12、了解会议日程的主要内容，根据所给信息制定会...1、Complete the apology letter with the given Chinese.Objective Priority ActionSt epsResponsible Person(w h o)Due date (when)StatusReduce office supply costs by10%by the end of the 4th quarter. 1 C Jack BrownSeptember15Completed2 D Mike JonesSeptember15Completed3 B Mike Jones October 1 Completed4 A Jack/Mike October30 Completed5 H JackNovember15In Process6 E JackNovember15In Process7 F JackDecember15In Process8 GJack/MikeMikeJanuary 15Notstarted范文参考：Dear Mrs. Smith,I am writing to apologize for (为……道歉) passing notes in class.I realize that you were discussing important concepts that are going to help us write our upcominganalysis essays and do well on the final, and I should have been paying closer attention (密切关注) From now on (从现在开始), I’ll limit my classroom communication to helpful comments thatare related to（有关）the subject matter and wait to discuss personal things until after class.I also wanted to thank you for giving me a warning instead of _(代替) detention because my coachwould have benched me if I had been late to practice. I promise you (承诺) you won’t have to makethat decision again.Sincerely/Sincerely yours谨上),KellyTammen2、Complete the Promotion Project with the given Chinese.Promotion mix EmailDirectMailWorkshop Sales forceGoals To __________________（六个月增加10%的销售）Target marketBusinesses that __________________（需求人力资源管理软件处理人力管理职能）Lunch date__________________（2015年1月）Key messages toget leads torespond to youroffer/call toactionPresent software's uniquefeatures that address users'needs.__________________（邀请销售领军人物参加免费的研讨会）Activities/TimingJan 15,send 500emails to alist ofcompany'stargetmarketFeb 15,send directmail to 50qualifyingsalesleads, andregister 20to attendfreeworkshopMar 15 3hours ofworkshopfor 20prospects__________________（三月到五月，向有意向的客户直接销售）Lunch dateEmail Response Rate: 10% of 500 emails (50 sales leads)Direct Mail Response Rate: 20 prospects out of 50 sales leadsNumber of new clients:10 out of 20 prospectsSales: Increase sales by 10%参考答案：To increase sales by 10% at the end of six monthsBusinesses that require HR software solution to manage HR functionsJanuary 2015Invite sales lead to attend a free workshop.Mar to May, direct selling to prospects【译文】参考答案：在六个月后将销售额提高10%需要人力资源软件解决方案来管理人力资源功能的企业2015年1月邀请销售主管参加免费工作坊。

管理英语试题及答案

管理英语试题及答案一、选择题（每题2分，共10分）1. The company has recently undergone a significant ________ in its management structure.A. innovationB. renovationC. transformationD. alteration答案：C2. Effective communication is essential for the success of any ________ project.A. collaborativeB. individualC. independentD. isolated答案：A3. The manager emphasized the importance of ________ in achieving the company's goals.A. cooperationB. competitionC. conflictD. isolation答案：A4. The new policy aims to improve ________ and reduce costs.A. efficiencyB. productivityC. profitabilityD. effectiveness答案：B5. The team leader needs to delegate tasks to ensure ________ and balance workload.A. equityB. equalityC. fairnessD. justice答案：C二、填空题（每题1分，共10分）6. The company is focusing on ________ to improve its market position.[答案]：innovation7. The project was delayed due to a lack of ________ among team members.[答案]：communication8. The CEO announced a new ________ strategy to increase shareholder value.[答案]：growth9. The HR department is responsible for ________ and employee relations.[答案]：recruitment10. The company's ________ plan includes measures to reduce environmental impact.[答案]：sustainability三、阅读理解（每题2分，共20分）阅读以下段落，回答问题。

上海人力资源管理师三级英语

一、英汉互译（每题2分，共30分）1. Apprenticeship：学徒2。

Career support：职业支持3。

Outsourcing:外包4。

Database：数据库5. Employee empowerment:员工授权6. Goals：目标7。

Human resource information system （HRIS）：人力资源信息系统8。

Job rotation：岗位轮换9. Learning organization：学习性组织10. Psychological contract:心理契约11. 薪资调查：Salary survey12。

任务分析：Task analysis13. 招募：Recruit14。

绩效管理：Performance management15. 工作丰富化：job enrichment二、选词填空(每题2分，共20分)A.feedback B。

benchmarking C。

rewards D。

Human resource management E。

benefitF.on—the-jobG. performance H。

downsizing I。

Direct cost J。

output1。

refers to the practices and policies you need to carry out the people or personnel aspects of your management job。

2。

Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly。

of recruiting and training replacements should be considered.4。

管理英语4边学边练习题

管理英语4边学边练习题# 管理英语：边学边练习题## 一、词汇练习### 1. 单词填空请在下列句子中填入合适的管理英语词汇。

- 我们的团队通过 collaboration 完成了项目。

- 项目经理需要具备良好的 communication skills。

- 为了提高效率，我们引入了新的 management techniques。

- 公司正在寻找具有 leadership qualities 的人才。

### 2. 词汇匹配将下列管理术语与其定义匹配。

- Strategic PlanningA. 一种用于分析市场和竞争对手的方法- SWOT AnalysisB. 制定长期目标和行动计划的过程- Market ResearchC. 识别组织的优势、劣势、机会和威胁的过程- Operational EfficiencyD. 组织的日常运作效率## 二、阅读理解阅读以下短文，并回答问题。

Managing a Diverse TeamIn today's globalized business environment, managing a diverse team is more important than ever. A diverse team brings a variety of perspectives, experiences, and ideas, which can lead to more innovative solutions. However, it also presents unique challenges. Effective communication is crucial, as misunderstandings can arise due to cultural differences. Managers must be aware of these differences and adapt their leadership style accordingly. Training programs can help team members understand and appreciate the diversity within the team, fostering a more inclusive and productive work environment.Questions:1. Why is managing a diverse team important?2. What are some of the challenges associated with managing a diverse team?3. How can training programs contribute to managing a diverse team?## 三、写作练习### 1. 写一篇短文以“Effective Communication in a Multicultural Workplace”为题，写一篇不少于200字的短文。

助理人力资源管理师英语阅读理解

阅读理解（每题3分，共30分）-—第一套（一）Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement。

It does not mean that either party is compelled to agree to a proposal。

Nor does it require that either party make any specific concessions。

When is bargaining not in good faith?As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following：1.Surface bargaining。

This involves merely going through themotions of bargaining without any real intention of completing a formal agreement.2.Concession。

Although no one is required to make aconcession，the court’s and NLRB’s definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining.3.Proposals and demands. The NLRB considers theadvancement of proposals as a positive factor in determining overall good faith。

专升本人力资源管理考试科目

专升本人力资源管理考试科目专升本人力资源管理专业的考试科目一般包括公共课和专业课两部分：一、公共课1. 英语- 词汇：- 学习方法：制定单词背诵计划，每天背诵30 - 50个单词，可以利用单词卡片，一面写单词，一面写释义和例句，随时进行复习。

- 语法：- 学习方法：结合例句学习语法规则，例如学习定语从句时，通过分析句子“The book which/that I bought yesterday is very interesting.”来理解关系代词which和that的用法。

- 阅读理解：- 学习方法：在阅读时，先快速浏览文章标题、首尾段和每段首句，了解文章大意，然后带着问题仔细阅读文章，注意理解文章中的关键词和长难句。

- 写作：- 学习方法：多进行写作练习，每周写一篇作文，可以是议论文、书信等不同体裁。

学习不同类型作文的模板，例如议论文的“提出问题 - 分析问题 - 解决问题”结构。

2. 计算机文化基础（部分地区考）- 计算机基础知识：- 学习方法：制作思维导图，梳理计算机基础知识的框架，例如将计算机硬件部分分为中央处理器、存储器、输入输出设备等板块进行学习。

- 操作系统：- 学习方法：在计算机上实际操作，熟悉操作系统的各种功能，例如通过创建文件夹、设置文件属性等操作加深对文件管理的理解。

- Office办公软件：- 学习方法：进行实际案例操作，如用Word制作简历、用Excel进行数据统计分析、用PowerPoint制作演示文稿等。

二、专业课1. 人力资源管理概论- 基本概念：- 学习方法：背诵重要概念，例如人力资源管理的六大模块（人力资源规划、招聘与配置、培训与开发、绩效管理、薪酬福利管理、劳动关系管理）的定义，并通过案例分析加深对概念的理解，如分析某企业的招聘流程来理解招聘与配置模块。

- 人力资源战略：- 学习方法：研究实际企业的案例，分析企业是如何根据自身发展战略制定人力资源战略的，如华为公司的人力资源战略对其全球业务发展的支持。

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阅读理解（每题 3 分，共30 分）--第一套Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It does not mean that either party is compelled to agree to a proposal. Nor does it require that either party make any specific concessions.When is bargaining not in good faith As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following: Surface bargaining. This involves merely going through the motions of bargaining without any real intention of completing a formal agreement. Concession.Although no one is required to make a concession, the court 's and NLRB ' s definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining.Proposals and demands. The NLRB considers the advancement of proposals as a positive factor in determining overall good faith.Dilatory tactics. The law requires that the parties meet and “ conferat reasonable times and intervals O”bv.iously, refusal to meet at all with the union does not satisfy the positive duty imposed on the employer.Impos ing con diti ons. Attempts to impose con diti ons that are so on erous or un reas on able as to in dicate bad faith will be scruti ni zed by the board. Unilateral changes inconditions. This is viewed as a strong indication that the employer is not barga ining with the required intent of reach ing an agreeme nt.Bypassing the representative. An employer violates its duty to bargain whe n it refuses to n egotiate with the union represe ntative. The duty of management to bargain in good faith invoIves, at a minimum, recog niti on that this statutory represe ntative is the one with whom the employer must deal in con duct ing barga ining n egotiati ons. Commissi on of un fair labor practices duri ng n egotiati ons. Such practices may reflect poorly upon the good faith of the guilty party.Providing information. Information must be supplied to the union, upon request, to enable it to understand and intelligently discuss the issues raised in barga ining. Bargaining items. Refusal to bargain on a mandatory item (one must barga in over these) or in siste nee on a permissive item (one may barga in over these) is usually viewed as bad faith barga inin g..1. Bargaining in good faithdoes not mean that ______A. both parties com muni cate and n egotiateB. proposals are in line with coun terproposalsC. both parties make great effort to reach an agreeme ntD. either party must agree to a proposal2. Accord ing to the in terpreti on of the NLRB and the courts, barga iningmay be in good faith whe n ______ .A. Both parties have no real intention of completing a formal agreement.B. Both parties are willing to compromise.C. Employers refuse to meet with the union.D. Both parties attempt to impose un reas on able con diti ons.3. Which of the following isn' a positive factor in determining overallgood faith _____ LA. a willi ngn ess to compromiseB. the adva nceme nt of proposalsC. un ilateral cha nges in con diti onsD. providing information4. From this passage, we can con clude that _____A. It isn' man datory to meet and “ con ferat reas on able times and intervals for both parties .B. Employers can refuse to negotiate with the union representative in order to barga in in good faith.C. Commissi on of un fair labor practices duri ng n egotiati ons may reflect little good faith of the guilty party.D. Insistence on a permissive item can bring bargaining in good faith.5. The best title for the passage might be _____A. what is and when is not bargaining in good faithB. what is bargaining in good faithC. when is not bargaining in good faithD. how to bargain in good faithAnswer:Fewer 18- to 25-year-olds are entering the work force; this has caused many employers to look into “ harnessingAmerica 'grsay power ”I.s it practical in terms of productivity to keep older workers on The answer seems unequivocably to be “ yes-r”ela.tAedgechanges in physical ability,cognitive performance, and personality have little effect on worker ' s output except in the most physically demanding tasks. Similarly , creative and intellectual achievements do not decline with age and absenteeism drops as age increases. Older workers also usually display more company loyalty than youthful workers, tend to be more satisfied with their jobs and supervision, and can be trained or retrained as effectively as anyone.Recruiting and attracting older workers generally requires a comprehensive HR retiree effort before the recruiting begins. The aim is to make the company an attractive place in which the older worker can work. Specifically: Examine your personnel policies. Check to make sure policies and procedures do not discourage recruitment of seniors or encourage valuable older people to leave.Develop flexible work opti ons. These in clude part-time,shorter-tha n-30-hour workweeks, con sult ing or seas onal work, reduced hours with reduced pay, and flextime.Create or redesig n suitable jobs. At Xerox, unioni zed hourly workers over 55 with 15 years of service and those over 50 with 20 years of service can bid on jobs at lowerstress and lower pay levels if they so desire.Offer or redesign suitable jobs. Allowing employees to pick and choose among ben efit opti ons can be attractive to older as well as youn ger employees.As one expert puts it, to recruit older workers, the message must be tailored to their way of thinking. Appealing to job qualities they value will attract atte ntio n. These in clude flexible hours, flexible ben efits, aut onomy, opport unity to meet new frien ds, and work ing with people their own age. You might also stress that you value their maturity and experie nee.1. Which of the age-related changes will affect worker ' s output except in the most physically dema nding tasks ____________A. physical abilityB. cog nitive performa neeC. pers on alityD. compa ny loyalty2. Harn ess ing America ' s gray powsarns th”t ____ .A. keep ing older workers onB. recruit ing 18- to 25-year-oldsC. attracting minoritiesD. en couragi ng wome n to en ter the work force3. In order to make the company an attractive place in which the olderworker can work, HR staff should do the followi ng except _____ .A. examine the personnel policiesB. develop flexible work opti onsC. reward at lower pay levelsD. offer or redesign suitable jobs4. Accord ing to the passage, which of the followi ng isn 'a flexible workoption _____ .A. shorter-tha n-30-hour workweeksB. full-timeC. seas onal workD. reduced hours with reduced pay5. From this passage, we can infer that _____A. In America, there is no deficit of work force.B. Absenteeism is positively related to ages.C. Flexible work options can be attractive to older workers.D. To recruit older workers, the message needn't be in accordance with their way of thinking.Answer:阅读理解（每题 3 分，共30 分）--第二套Japanese management gives a great deal of attention to orientation and training, which is particularly true in the case of regular employees. Pre-employment education generally starts immediately after the person is chosen. The purpose of the program is to (a) familiarize the student with the company; (b) monitor the person 's activities; (c) makethe student comfortable with the company; (d) answer questions the person might have; and (e) provide the new hirers with any basic skills training the company feels they require.The appraisal and compensation system is long-term in orientation and is based on rewarding people for doing a good job over an extended period of time. In the United States employees commonly receive an annual appraisal that indicates whether or not they are doing a good job and, if not, provides feedback related to improving performance or seeking employment elsewhere. In Japan the initial appraisal is typically given at the end of a 7-10 year period. At this point the person learns whether or not he or she is going to be promoted up the ranks of management or not. Those who fail this first major evaluation know that their chances of making the top management ranks are virtually nil.Compensation in Japan used to be based heavily on seniority, but today merit is becoming more important. In many industries the annual raise is in the 2-4 percent range and often is based heavily on merit factors such as attitude, ability, andcooperativeness. Another feature that distinguishes the Japanese system form many others is the semiannual bonus or wage allowa nee. This bonus is separate from the annual wage in crease and, usually without excepti on, is paid every year regardless of the state of the economy. The bonus is typically equivale nt to 5-6 mon ths 'alary and is paid in midsummer and at the end of the year. Other forms of compensation include housing allowances, daily living support for tran sportati on, meals, uni forms, health care, and cultural and recreati onal ben efits.1. The purposes of pre-employment education in Japan don'include ______A. familiarizing the student with the companyB. monitor the person ' s activitiesC. make the stude nt comfortable with the compa nyD. provide the new hirers with any kno wledge and skills2. The appraisal and compe nsati on system in Japa n is based on __A. reward ing people for doing a good job over an exte nded period of timeB. reward ing people for doing a good job over a yearC. rewardi ng people for doing any job over a long timeD. reward ing people for doing any job over a year3. In Japa n the in itial appraisal is typically give n at the end of a __year period.A. 5-10B. 7-104. About compensation in Japan, the author would disagreethat ______ .A. Compensation in Japan are based heavily on merit today.B. Merit factors include attitude, ability, and cooperativeness.C. The main feature that distinguishes the Japanese system form many others is the semiannual bonus or wage allowanee.D. The semia nnual bonus equals to 56 mon ths ' salary5. From this passage, we canconclude that ______A. In Japan, working for a long time in a company is beneficial to employees.B. The orientation of appraisal and compensation system in Japan is different from the one in the United States.C. In the Un ited States, employees who commo nly receive an annual appraisal can'tk now whether or not they are doing a good job.D. Employees in Japa n may get hous ing allowa nces, daily liv ing support for tran sportatio n, meals, uni forms, health care, and cultural and recreational benefits. Answer:Recruiting is important, because the more applicants you have the more selective you can be in your hiring. If only two candidates apply for two openings, you may have little choice but to hire them. But if 10 or 20 applicants appear, then you can employ techniques like interviews and tests to screen out all but the best.Some employers use a recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of new employees. In figure 1, thecompany knows 50 new entry-level accountants must be hired next year. Fromexperience, the firm also knows that the ratio of offers made to actual new hires is 2 to 1; about half the people to whom offers are made accept. Similarly, the firm knows that the ratio of candidates interviewed to offers made is 3 to 2, while the ratio of candidates invited for interviews to candidates actually interviewed has been 4 to 3. Finally, the firm knows that the ratio of new leads generated to candidates actually invited hasbeen 6 to 1; in other words, of six leads that come in from the firm 'asdvertising college recruiting, and other recruiting efforts, one applicant in six typically is invited to come for an interview. Given these ratios, the firm knows itmust gen erate 1200 leads to be able to in vite 200 viable can didates to its offices for in terviews. The firm will the n get to in terview about 150 of those invited, and fromthese it will make 100 offers. Of those 100 offers, half (or 50 new CPAs) will be hired.New hirersFigure 1Recruit ing YieldPyramidThe quality of a firm ' recruiti ng process had a big impact on what can didates thought of the firm. For example, whe n asked after the in itial job in terview why they thought a particular compa ny might be a good fit, all 41 mentioned the nature of the job; however, 12 also mentioned the impressio n made by the recruiters themselves and 9 said the comme nts of friends and acquaintances affected their impressions. Unfortunately, the reverse was also true. Whe n asked why they judged some firms as bad fits, 39 mentioned the nature of the job, but 23 said they ' been turned off by recruiters. For example, some were dressed sloppily; others were “ barelyliterate some were rude; and some made ofen sively sexist comme nts.1. A recruit ing yield pyramid might in elude the follow ing except ___ .A. Offers madeB. Can didates rewardedC. Can didates in terviewedD. Leads gen erated2. According to the recruiting yield pyramid, if the ratio of new leadsgen erated to can didates actually in vited is 5 to 1, the ratio of can didates in vited for in terviews to can didates actually in terviewed is 2 to 1, and the firm want to in terview about 100 of those in vited, the n the firm must gen erate leads.A. 200B. 500C. 1000D. 12003. According to the recruiting yield pyramid, if the ratio of offers made toactual new hires is 3 to 2, the ratio of can didates in terviewed to offers made is 5 to 3, and the firm had in terviewed 500, the n it can hireA. 50B. 100C. 150D. 2004. From the passage, we can infer that ____ .A. If only two can didates apply for two ope nin gs, you can employ tech niq ues like in terviews and tests.B. The quality of a firm ' recruit ing process can in flue nee what can didates thought of the firm.C. The more applicants you have, the worse your recruitment might become.D. A recruiting yield pyramid can 'be used to calculate the number of applica nts they must gen erate to hire the required nu mber of new employees.5. The best title for this passage might be _____A. in troducti on of recruit ingB. recruit ing yield pyramidC. the quality of recruit ing processD. significance of recruitingAn swer:。

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