上海人力资源三级-英文单选1-100题英汉版
上海人力资源三级英语试卷汇总
助理人力资源管理师-三级（上海）HR专业英语10套试卷专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1. ________ 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. Business process re-engineering techniques are deployed as instruments for ________.5. Evaluations also fulfill the purpose of providing ________ to employees on how the organization views their performance.6. The ________ of the job analysis should be a training or learning specification.7. Coaching is a personal ________ technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic ________ include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of ________ options.10. China’s economic reformers have used material incentives in order to stimulate ________.三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is________.A. replacementB. outplacementC. releaseD. downsizing2. ________ focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The ________ plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD. training4. Organizational ________ and corporate plans indicate the direction in which the organization is going.A. goalsB. resourceC. resultD. process5. ________ aims to broaden experience by moving people from job to job or department to department.A. Job analysisB. Job rotationC. Job satisfactionD. Job involvement6. HR planning is ________.A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except ________.A. Giving managers more control over their subordinatesB. Giving managers increased skill in managing their own careersC. Providing greater retention of valued employeesD. Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the________.A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as ________.A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as ________.A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market - the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning proce ss, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from ________.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2. According to the passge, management consultancies ________.A. are less mobile than people at a junior levelB. should be recruited from external labor marketC. should be promoted from within the organizationD. are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not________.A. develop their own staffB. formulate training programsC. promote people from within the organizationD. rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of________.A. human resource planningB. training and developmentC. performance appraisalD. job analysis5.The best title of this passage is________.A. The organizational context of human resource planningB. Aims of human resource planningC. The labor market context for human resource planningD. Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, ________is (are) major training priorities.A. human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on________.A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except________.A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except ________.A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating ________.A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes ________ qualified personnel for overseas assignments.2. Rapid ________ through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. ________ refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between ________ and employees.5. ________ determines the human resources required by the organization to achieve its strategic goals.6. The ________ provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the ________ of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round________.9. A training or a learning specification breaks down the broad duties contained in the ________ into the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for ________ or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as a ________ .A. job enlargementB. transferC. promotionD. job rotation2. Key jobs have all of the following characteristics except ________.A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesignis known as ________.A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to ________.A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as ________.A. task analysisB. organization analysisC. resource analysisD. skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as ________.A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to ________.A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties,is known as ________.A. organization analysisB. individual analysisC. job analysisD. task analysis9. 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 ________.A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job ________ form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twen ty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1. Multiperson comparisons is a(an) ________ measuring device.A. absoluteB. relativeC. accurateD. false2. According to the passage, there are three most popular comparisons except ________.A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3. From this passage, we can infer that ________.A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4. The following statements about individual ranking are false except ________.A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about ________.A. performance appraisalB. recruitment and replacementC. training and developmentD. reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often considered as a ________function in human resource management.A. planningB. leadingC. motivatingD. controlling2. Extrinsic rewards include the following except ________.A. job enrichmentB. direct compensationC. indirect compensationD. nonfinancial rewards3.According to the passage, the following statements are false except ________.A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to ________.A. intrinsic rewardsB. direct compensationC. indirect compensationD. nonfinancial rewards5. The author of this passage would most likely agree that ________.A. If indirect compensation is controllable by management, then it can’t be considered as a motivating reward.B. If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C. Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or ________ lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is ________ an integral part of every manager’s job.3. In the area of ________ and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various ________ (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for ________ allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic ________.7. Determining the nature of each employee’s job is ________.8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional ________.9. Labor ________ are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment ________ ,which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as ________.A. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as ________.A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as ________.A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as ________.A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which ________.A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? ________.A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? ________.A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as ________.A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? ________.A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as ________.A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills– what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences–the behaviors’ competences needed to achieve the levels of performance required. attitudes–the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards– what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of ________.A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? ________A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except ________A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that ________.A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is ________.A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition , absenteeism, internal movements and promotions, and changes in hours and other conditions of work.The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 8。
上海市人力资源三级考试英语真题套（含答案）
上海市人力资源三级考试英语真题套（含答案）三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job tojob or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasingAnswer:1.B2.D3.C.4.A5.B.6.B.7.A8.A9.B 10.C四、阅读理解（每题3分，共30分）1. A ‘make’ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not.A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make o r buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planningAnswer:1.C2.B3.D4.A5.C（二）1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except.A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify trainingprioritiesD. sources of information which provide information about future developments and related training needs. Answer:1.D2.B3.A4.B5.C三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysis/doc/3818928660.htmlanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as ./doc/3818928660.htmlanization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. detailsAnswer:1.C2.D3.C4.B5.B6.C7.C8.D9.C 10.B四、阅读理解（每题3分，共30分）1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popularcomparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systemsAnswer:1.B2.C3.D4.B5.A（二）1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.Answer:1.C2.A3.D4.C5.B三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as .A.similarity errorB. halo effect or errorC.leniency errorD. single criterion2. The performance evaluation approach which compareseach employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD.critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can inf luenceperformance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component ofa meaningful gainsharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluationAnswer:1.B2.A3.A4.A5.B6.D7.D8.C9.C 10.C四、阅读理解（每题3分，共30分）（一）1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfullymay include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D2.B3.C4.A5.B（二）1. The word -“a ttrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus.B. The demand and supply forecasts can provide the basis for recruitment, retention.C. The demand and supply forecasts can’t provide the basis for downsizing.D. A spreadsheet can be used for demand and supply forecasting.4. 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 .A.100B.110C.120D.1305. This passage may be extracted from the paper about .A. human resource planningB. training and developmentC. recruitment and replacementD. international human resource managementAnswer:1.D2.B3.C4.B5.A三、单项选择（每题2分，共20分）1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as .A. delayeringB. downsizingC. right-sizingD. benchmarking2.The changing environments of Human Resource Management include the following except .A. work force diversityB. technological trendsC. globalizationD. great changes in the nature of work force3. The aims of human resource planning in any organization might be the following except .A. Attract and retain the number of people required with the appropriate skills, expertise and competencesB. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategiesC. Neglect the problems of potential surpluses or deficits ofpeopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to ada pt to an uncertain and changing environment4. Forcasting the supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. recruitment plansC. the effect of changing conditions of workD. sources of supply from external labor markets5. The costs of labor turnover include the following except .A. direct cost of recruiting replacementsB. opportunity cost of time spent by HR and line managers in recruitmentC. loss arising from reduced input from new starters until they are fully trainedD. indirect cost of training replacements in the unnecessary skills6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as .A. individual assessmentB. competency assessmentC. organizational assessmentD. job assessment7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? .A. Hay profile methodB. job rankingC. factor comparison methodD. job classification system8. The purpose of a profit-sharing plan is to .A. allow workers to contribute specific knowledge to improving the organizationB. motivate a total commitment to the organization as a wholeC. enable workers to share in labor cost savingsD. instill commitment to the employees’ immediate work group9. One of the primary benefits of cross-training employees is that .A. cross-training enables individuals to exert more effort on their jobB. cross-training helps employees identify trouble spots that cut across several jobsC. cross-training enables managers to spend less time supervising individual performanceD. cross-training enables managers to save more money in labor costs10. Which of the following is not an approach used by organizations to try to lower labor costs? .A. downsizingB. outsourcingC. productivity enhancementsD. employee developmentAnswer:1.A2.D3.C4.B5.D6.B7.D8.B9.B 10.D四、阅读理解（每题3分，共30分）（一）1. According Rothwell (1995), the gap between human resource planning theory and practice arised from the following except .A. the impact of change and the difficulty of predicting the futureB. the dramatic change of policy priorities and strategies within organizationsC. the distrust displayed by many managers of theory or planningD. the redundance of evidence that human resource planning works2.According to the passage, which of the following statements is true? .A. The definition of human resource planning is not well established.B. Rothwell (1995) suggests there has been no example of success about human resource planning.C. Human resource planning does not seem to be commonly practiced as a key HR activity.D. The gap between human resource planning theory and practice is very small.3. Reilly (1999) has suggested a number of reasons whyorganizations choose to engage in some forms of human resource planning, but which of the following is not included? .A. planning has a theoritical effect by optimizing the use of resourcesB. planning can be used to identify potential problems and minimize the chances of making a bad decisionC. planning involves understanding the present in order to confront the futureD. planning for organizational reasons4. About the human resource planning process benefits, the author of this passage might disagree that .A. It can challenge assumptions.B. It can minimize the chances of making a bad decision.C. It can liberate thinking.D. It can ensuring that long-term thinking is not driven out by short-term focus.5. From this passage, we can infer that .A. We should forecast future human resource requirements as a basis for planning and action.B. There is no evidence that human resource planning works.C. There is no use for human resource planning.D. There is no organizational reasons for human resource planning.Answer:1.D2.C3.A4.B5.A（二）1. According to the passage,which of the following is not the criteria that management chooses to evaluate employees’ performance? .A. individual task outcomesB. individual behaviorsC. individual skillsD. individual traits2. Criteria of task outcomes which can be used for a plant manager include the following except .A. quantity producedB. dollar increase in salesC. scrap generatedD. cost per unit of production3. Behaviors of salesperson that could be used for performance evaluation purpose might include .A. promptness in submitting his or her monthly reportsB. the leadership style that the manager exhibitsC. number of new accounts establishedD. average number of contact calls made per day4. Traits that could be used for performance evaluation purpose might include the following except .A. having “a good apperance”B. showing “confidence”C. being “intelligent” or “friendly”D. possessing “a wealth of experience”5. The author of this passage might most likely agree that .A. The criteria or criterion that management evaluate employees’ performance will have a m inor influence on what employees do.B. If means count, rather than ends, then managementshould evaluate an employee s task outcomes.C. The contribution of individuals whose work assignments are intrinsically part of a group effort can be easy to identify clearly.D. Individual traits is the weakest set of criteria that can be used for performance evaluation.Answer:1.C2.B3.D4.A5.D三、单项选择（每题2分，共20分）1. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a .A. computer interviewB. panel interviewC. situational interviewD. nondirective interview2. The desired outcomes of training programs are formally stated as .A. training goalsB. learning objectivesC. instructional objectivesD. learning goals3. Career counseling involves talking with employees about all of the following except .A. Their current job activities and performance.B. Their past career decisions.C. Their personal and career interests and goals.D. Their personal skills.4. In most instances, who is in the best position to perform the function of appraising an employee’s performance? .A. someone from the HR departmentB. the employee’s supervisorC. the employeeD. co-workers5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as .A. job determinationB. job diagnosisC. job analysisD. job evaluation6. Profit sharing refers to any procedure by which an employer pays employees .A. an incentive based on their meritB. an incentive based on labor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organization’s financial performance7. All of the following are prevalent reasons for failure among expatriates except .A. a spouse’s inability to adaptB. a manager’s personalityC. inability to cope with larger responsibilitiesD. distaste for travel8. Communication systems should provide accurate information regarding all of the following except .A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities9. Reengineering often requires that managers start from scratch in rethinking all of the following except .A. how work should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete10.The core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people is called .A. skill varietyB. task identityC. task significanceD. autonomyAnswer:1.C2.C3.B4.B5.D6.D7.D8.B9.D 10.C四、阅读理解（每题3分，共30分）（一）1. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic roleB. tactical roleC. objective roleD. no role2. Which of the following measures isn’t the one by which HR can make a major contribution to developing the resource capability of the firm and its strategic capability? .A. by systematically examining the firm’s strategic objectivesB. by ensuring that plans will ensure the available human resources to meet the firm’s strategic objectivesC. by focusing on the acquisition and development of the people required by the organizationD. by focusing on firing and outplacing the redunant employees3. To make a major contribution to developing the resource capability of the firm and its strategic capability, staff of HR need to do the following except .A. ensure that they learn the strategic plans of the businessB. point out to management the advantages and disadvantages of the human resources of the organizationC. be aware of the scope to deal with existing requirements by introducing various forms of flexibilityD. be capable of preparing relevant and practical resourcing plans and strategies for retaining people4. From the passage, we can’t infer that .A. Human resource planning is one of the HR function.B. HR can make a major contribution to developing the resource capability of the firm and therefore its strategic capability without HR planning.C. It is the task of all staff of HR to develop the resource capability of the firm and therefore its strategic capability.D. To develop the resource capability of the firm and therefore its strategic capability, HR must be focus on the acquisition and development of the human capital required by the organization.5. The main topic of this passage is .A. the contribution of HR to human resource planningB. the contribution of human resource planning to HRC. the contribution of HRD. the contribution of human resource planningAnswer:1.A2.D3.C4.B5.A（二）1. What is the main aim of job rotation? .A. acquire basic knowledgeB. broaden experienceC. acquire basic skillsD. move people from job to job2. If employers want to broaden employees’ experience through job rotation, they must .A. plan and controll job rotationB. move people from department to departmentC. move people from job to jobD. plan and controll the recruitment of employees3. If we want to make success in using job rotation, we should。
2.助理人力资源管理系统师-三级(上海) HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizationwill become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organ ization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ po licy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have beenrecruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. internationallabor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. Theseare:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developingIT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on onetrait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job contentover time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiper son comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absoluteand relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, o r E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where nextto one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth outof thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee issameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything,they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferredjob assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Eachof these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesignor restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course,an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premiumpay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However,where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation givento other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardlessof performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee maymake his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. criticalincidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 70。
助理人力资源管理师-三级(上海)HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizationwill become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organ ization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ po licy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have beenrecruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. internationallabor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. Theseare:Organizational goals and corporate plans which indicate the direction in which the organization is goingand, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developingIT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on onetrait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job contentover time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiper son comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absoluteand relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, o r E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where nextto one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth outof thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee issameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything,they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferredjob assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Eachof these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesignor restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course,an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premiumpay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However,where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation givento other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardlessof performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee maymake his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. criticalincidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 70。
人力资源三级考试英语选词填空-附中文
1. 一_ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspects of your management job人力资源管理指的是对组织的人实施的各种操作和政策。
2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。
3. Labor turnover can be costly. __I. Direct cost __ of the recruiting and training replacements should be considered.劳动变更的成本很昂贵。
招聘和培训替代人员的直接成本必须被考虑在内。
4. Business process re-engineering techniques are deployed as instruments for __H. downsizing __ .业务流程再造技术可以被使用来作为规模精简的工具。
5. Evaluations also fulfill the purpose of providing __A.feedback__ to employees on how the organization views their performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6. The __J. output __ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。
人力资源三级英文单选1-50题英汉版
单项选择题（1-50 英中对照含答案）1、The process of helping redundant employees to find other work or start new careers is outplacement （B）帮助失业的员工重新谋职的过程是一个新的职业A、replacementB、outplacementC、releaseD、downsizing替换重新谋职发布精简2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上The group order ranking B、Written essay C、The individual ranking D、Critical incidents集团排名书面描述法个人排名关键事件评估3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主A、outplacementB、 evaluationC、 recruitmentD、training重新谋职评估人才招聘培训4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向A. goalsB. resourceC. resultD. process目标资源结果方法5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。
上海人力资源管理师三级英语题目
B.Writtenessay
C。Theindividualranking
D。Criticalincidents
3.Theplanshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomean'employerofchoice’.
2。Theexternallabormarker-theexternallocal,regional，nationalandinternationalmarketsfromwhichdifferentsortsofpeoplecanberecruited.Thereareusuallyanumberofmarkets,andthelaborsupplyinthesemarketsmayvaryconsiderably.Likelyshortageswillneedtobeidentifiedsothatstepscanbetakentodealwiththem,forexamplebydevelopingamoreattractive'employmentproposition’.
D。arenotknowledgeworkers
3.Ifafirmcanpredictpeoplerequirementsfairlyaccurately,itmaynot.
A.developtheirownstaff
D.process
5。aimstobroadenexperiencebymovingpeoplefromjobtojobordepartmenttodepartment。
A.Jobanalysis
2.助理人力资源管理师-三级(上海)-HR专业英语10套试卷
2.助理人力资源管理师-三级(上海)-HR专业英语10套试卷上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1.refers to the practices and policies you need towork or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasksthat could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meetfuture needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘brin ging fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are: Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore,major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training. ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs. Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skillsare required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends 3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information aboutfuture developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for orarbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method 7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their oldposition and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with alltheir subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared. Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method toprovide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of t hirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to otheremployees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual orlies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number ofinterviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharingprogram8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these taskssuccessfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with. skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required.attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work. performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. jobdesign D. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be i n accordance with the requirements of the work.D. In order to perform tasks successfully, performancestandards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards （二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism; Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used. The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .A. retention ratesB.。
2.助理人力资源管理系统师-三级(上海) HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizationwill become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organ ization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ po licy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have beenrecruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. internationallabor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. Theseare:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developingIT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on onetrait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job contentover time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiper son comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absoluteand relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, o r E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where nextto one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth outof thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee issameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything,they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferredjob assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Eachof these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesignor restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course,an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premiumpay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However,where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation givento other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardlessof performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee maymake his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. criticalincidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 70。
助理人力资源管理方案计划师-三级(上海)HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means th at organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It i s a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who ea ch got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction w ith his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications emplo yees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required.attitudes – the disposition to behave or to perform in a way that is in accordance with the requirements of the work. performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to be have or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards （二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .。
人力资源管理师考试专业英语试卷样题
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor comparison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技能工资一三. 网上培训14. 关键工作一五. 工作扩大化二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank arecalled .A. ProtégésB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decision-making skillsD. Cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. Trait methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are knownas .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A. explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees' progressD.relate the training to the employees' goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee's involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）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 to 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 as a basis for agreeingcompetency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:. Is eager to share knowledge with colleagues;. Takes positive steps to set up group meetings to exchange relevant information and knowledge;. Builds networks which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.Hansen et al (1999) mention that at Ernst & Young, consultants 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 colleagues.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can't be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isn't an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）"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:1. To increase sensitivity-the ability to perceive accurately how others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute 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 provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving "feedback" or expressing their reaction to one another. Member 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.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.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 of 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.1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the trainer should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don't express their reaction to one another.4.According to the passage, which of the following can't change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.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。
人力资源管理师考试专业英语试题样题
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1.Behavior modeling2.Employee leasing3.Factor comparison system4.Graphic rating-scale method5.Panel interview6.Replacement charts7.Selection8.Vesting9.Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1.Executives or memagers who coach, advise, and encourage employees of lesser rank are called _________________________ .A.Prot e g e sB・ teachersC・ mentorsD・ role models2・ As an appraiser, you should try to do all of the following except .A・ minimize criticismB・ change the person, not the behaviorC・ focus on solving problemsD・ be supportive3・ Individuals working internationally need to know as much as possible about all of the following host-country characteristics except ____________________________ .A・ social and business etiquettecultural values and prioritiesC・ political strueture and current playersD. cultural trends4. Questions contained in structured job interviews should be based onA. job analysisB・ job designC・ job specializationD・ job utilization5・ Outplacement services are ____________________ .A・useful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC・rarely given to executive employeesD.vital parts of any career management system6.Which of the following is not a core skill that is critical for success abroad? ___________________ .A・ Physical fitness and mental maturityEffective delegate skillsC・ Prudent decision-making skillsD. Cuitural adaptability7.If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A・ Trait methodResults methodC・ Behavior methodD・ Attitudinal method8・ Compensation programs that compensate employees for the knowledge they possess are known as _____________________ .A・ skill-based pay plansperformance-based pay plansC・ merit-based pay plansD. seniority-based pay plans9・ To implement a successful program in basic and remedial training, managers should do all of the following except _______________________ .A・ explain to employees why training will help them in their jobsB・ use a c1assroom-oriented approach so employees learn by lecturesC・provide feedback on employees* progressD.relate the training to the employees* goals10.Which of the following is not true of self-ratings of performance? .A・ They are beneficial when managers seek to increase the employee1s involvement in the review processCritics argue that self-ratings are more lenientC・ Research has shown that self-ratings are as valid as, if not more valid than, test scoresD・ They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can makeem important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-shating to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-f ina ncial means. Per forma nee man agement reviews can ide ntify 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 to support those core values・ Knowledge sharing can be included as an element of a competency framework, and the desired behavior would be speIt out and reviewed・For example, positive indicators such as those listed below could be used as a basis for agreeing competency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing：•Is eager to share knowledge with colleagues；・Takes positive steps to set up group meetings to exchange relevant information and knowledge；・Builds networks which provide for knowledge sharing；•Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication・Ikmsen et al (1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dime nsions, one of which is their ' cont rib ution to and utilization of the kno wledge asset of the firm'. At Bain, par tn ers are evaluated each year on a variety of dimensions, ineluding how much direct help they have given colleagues.1.The best titie for thisarticle isA. Knowledge-sharingPerformance management reviewsC.Performance management processesD.Performance management for knowledge workers2.The following are examples of positive behavior in meeting competency expectat ions for knowledge-sharing except ______________________A・ Is reluctant to share knowledge with colleaguesTakes positive steps to exchange relevant information and knowledge C・ Builds networks which provide for knowledge sharingD・ Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3・Which of the following is not mentioned by Hansen etal? ___________________ .A・ At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of thefirm will be evaluated.C・ At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions・4・ The author of this passage would most likely agreethat ___________________ .A・ Performance management processes by HR can make littie contribution to knowledge management・The cascading of corporate core values for knowledge-sharing to individuals could be one star ting point for the performance man ageme nt process.C・ Knowledge-sharing can't be included as an element of a competency framework.D ・ Taking positive steps to exchange relevant information and knowledge isn't an example of positive behavior in meeting competency expectations for knowledge-sharing.5・ According to the passage, performance management processes by HR can make an impor tant con trib ution to knowledge manageme nt through the following measures exceptbehavioral expectations which are related toactual behaviors are reviewed actual behaviors are rewardedby financial or non-financial meansD ・ by bu 订ding networks which provide for knowledge sharing（二）n T-group n stands for "training group,Hwhich 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 ：1. To increase sensitivity-the ability to perceive accurately how others are reacting to one 1s behavior.2・ To increase diagnostic ability-the ability to perceive accurately the state of relationships between others. A. by providing forknowledge-sharing to be definedby ensuring that C. by ensuring that。
助理人力资源管理师-三级 HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .2. focus the evaluator’s attention on those behaviors that are key in making the difference between e xecuting a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitment4. Organizational and corporate plansindicate the direction in which the organization is going.A. goals5. aims to broaden experience by moving people from job to job or department to department.analysis B. Job rotation satisfaction involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .managers more control over their subordinates managers increased skill in managing their own careersgreater retention of valued employees an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practi ce, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefer s to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor marketto the passge, management consultancies .less mobile than people at a junior level be recruited from external labor marketbe promoted from within the organization not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .their own staff training programspeople from within the organization more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .resource planning and development appraisal analysisbest title of this passage is .organizational context of human resource planning of human resource planninglabor market context for human resource planning of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managersto the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aenlargement rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .analysis analysis analysis analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as . analysis analysis analysis analysis9. 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 .A. downsizing programsB. “headhunting” assista nce programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one gr ade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. falseto the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisonsthis passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneouslyfollowing statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely groupedarticle might be extracted from the paper about .appraisal and replacement and development systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s sat isfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.are often cnsidered as a function in human resource management.2. Extrinsic rewards include the following except .enrichment compensation compensation rewardsto the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.which the organization provides employees belong to .rewards compensation compensation rewards5. The author of this passage would most likely agree that .indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify t he qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s respons ibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required.attitudes – the disposition to behave or to perform in a way that is in accordance with the requirements of the work. performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards （二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .。
上海市人力资源三级考试英语单项选择汇总-附中文
上海市人力资源三级考试英语单项选择汇总-附中文1.The placement of an employee in another job at a higher level in the organizationwith an increase in pay and status is known as CA.job enlargementB.transferC.promotionD.job rotation把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升2.Key jobs have all of the following characteristics except DA.they are important ot employees and the organizationB.they vary in terms of job requirementsC.they are used in salary surveys for wage determinationD.they are likely to vary in job content over time关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变3. A process that goes beyond TQM programs to a more comprehensive approach toprocess redesign is known as CA.job redesignB.process redesignC.reengineeringD.rightsizing某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造4.The job specification describes job requirements relative to BA.skill and physical outputsB.skill and physical demandsC.age and physical demandsD.experience and physical description工作规范描述了相关于技能和身体方面的要求5.When determining where training emphasis should be placed, an examination ofthe goals, resources, and environment of the organization is known as BA.task analysisanization analysisC.resource analysisD.skills analysis当我们决定要把培训重点放在哪里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析6.The job evaluation system in which specific elements of the jobs to be evaluatedare compared against similar elements of key jobs within the organization isknown as CA.the point methodB.job rankingC.the comparison methodD.the Hay profile method有一种工作评估体系，在该体系中，我们把某个岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。
助理人力资源管理师-三级 HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitment4. Organizational and corporate plans indicate the direction in which the organization is going.A. goals5. aims to broaden experience by moving people from job to job or department to department. analysis B. Job rotation satisfaction involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except . managers more control over their subordinates managers increased skill in managing their own careersgreater retention of valued employees an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resou rce planning process, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor marketto the passge, management consultancies .less mobile than people at a junior level be recruited from external labor market be promoted from within the organization not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .their own staff training programspeople from within the organization more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .resource planning and development appraisal analysisbest title of this passage is .organizational context of human resource planning of human resource planninglabor market context for human resource planning of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers. Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managersto the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual onone trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aenlargement rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in jobcontent over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .analysis analysis analysis analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .analysis analysis analysis analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multipe rson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and theindividual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out o f twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. falseto the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisonsthis passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneouslyfollowing statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely groupedarticle might be extracted from the paper about .appraisal and replacement and development systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards – salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Te chniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.are often cnsidered as a function in human resource management.2. Extrinsic rewards include the following except .enrichment compensation compensation rewardsto the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.which the organization provides employees belong to .rewards compensation compensation rewards5. The author of this passage would most likely agree that .indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简that such Workers2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, i t’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group andindividual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfullyA. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .。
上海人力资源管理师考试专业英语试卷样题-13页精选文档
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor comparison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank arecalled .A. ProtégésB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decision-making skillsD. Cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. Trait methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are knownas .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A. explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees' progressD.relate the training to the employees' goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee's involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）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 ornon-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 to 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 as a basis for agreeing competency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:. Is eager to share knowledge with colleagues;. Takes positive steps to set up group meetings to exchange relevant information and knowledge;. Builds networks which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.Hansen et al (2019) mention that at Ernst & Young, consultants 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 colleagues.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can't be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isn't an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）"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:1. To increase sensitivity-the ability to perceive accurately how others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute 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 provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving "feedback" or expressing their reaction to one another. Member 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.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.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 of 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.1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the trainer should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don't express their reaction to one another.4.According to the passage, which of the following can't change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.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。
上海人力资源三级英文单选1-100题英汉版
单项选择题（1-100 英中对照含答案）1、The process of helping redundant employees to find other work or start new careers is outplacement （B）帮助失业的员工重新谋职的过程是一个新的职业A、replacementB、outplacementC、releaseD、downsizing替换重新谋职发布精简2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上The group order ranking B、Written essay C、The individual ranking D、Critical incidents集团排名书面描述法个人排名关键事件评估3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主A、outplacementB、 evaluationC、 recruitmentD、training重新谋职评估人才招聘培训4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向A. goalsB. resourceC. resultD. process目标资源结果方法5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。
助理人力资源管理师三级(上海)HR专业英语套试卷.doc
上海市职业资格鉴定《企业人力资源经管人员》（助理人力资源经管师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效经管15. 工作丰富化二、选词填空（每题2分，共20分）1. 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. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employeeson how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in orde r to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in mak ing the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizat ion will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5.aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promoti on from within and training programs to meet future needs. A ‘buy’ policy means that mor e reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate planswhich indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Jobform the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its st udents’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satis faction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers,employmentinterviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as.A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can i nfluence performance6. The Hay profile method uses which three factors for evaluating jobs?.A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan?.A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change?.A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment。
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单项选择题（1-100 英中对照含答案）1、The process of helping redundant employees to find other work or start new careers is outplacement （B）帮助失业的员工重新谋职的过程是一个新的职业、replacement B、outplacement C、release D、downsizing 替换A重新谋职发布精简2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上The group order ranking B、Written essay C、The individual ranking D、Critical incidents集团排名书面描述法个人排名关键事件评估3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主、outplacement B、 evaluation C、 recruitment D、trainingA重新谋职评估人才招聘培训4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向A. goalsB. resourceC. resultD. process目标资源结果方法5. Job rotation aims to broaden experience by moving people from job to job or department to（B）department.轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。
A. Job analysisB. Job rotationC. Job satisfactionD. Job involvement工作分析工作轮换工作规范工作认同6、HR planning is the process of determining the human resources required by the organization to（B）achieve its strategic goals人力资源规划是确定组织为实现其战略目标所需的人力资源的过程A. a technique that identifies the critical aspects of a job一种识别工作关键方面的技术B.the process of determining the human resources required by the organization to achieve its strategicgoals确定组织需要的人力资源以实现其战略目标的过程C.the process of setting major organizational objectives and developing comprehensive plans toachieve these objectives制定主要组织目标和制定实现这些目标的全面计划的过程D.the process of determining the primary direction of the firm确定公司主要方向的过程7、Career development programs benefit organizations in all of the following ways except Giving managers more control over their subordinates （A）职业发展计划除了使管理者对下属更有控制力外，还有以下几种方式使组织受益A.Giving managers more control over their subordinates给管理者对下属更多的控制B.Giving managers increased skill in managing their own careers给予经理更多的管理自己职业的技能C.Providing greater retention of valued employees提供更大的保留有价值的员工D.Giving an increased understanding of the organization增加对组织的理解8. The area from which employers obtain certain types of workers is known as the labor market. （A）雇主获得某些类型工人的地区被称为劳动力市场劳动力市场bor market地区B.region招聘区域C.recruiting area补给区D.supply region9. A set of standards of acceptable conduct and moral judgment is known as ethics （Ｂ）一套可接受的行为和道德判断标准被称为道德标准A.morales 莫拉莱斯（morale 英语为士气法语为道德词义）道德B.ethics规则C.rules立法D.legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as outsourcing. (C )雇佣公司以外的人来执行内部任务，这就是外包重新谋职A.outplacement承包的B.contracting外包C.outsourcing租借员工D.employee leasing11、The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a promotion （c）雇员在组织中随着职位层次的提高工资和地位也被增加被称为晋升扩大就业A、j ob enlargement转让B、t ransfer晋升C、p romotion工作轮换D、j ob rotation12、 Key jobs have all of the following characteristics except they are likely to vary in job content over time （D）关键岗位具有以下所有特性，除了它们的内容随时间而变化会改变。
A.they are important to employees and the organization他们对员工和组织都很重要B.they vary in terms of job requirements他们的工作要求各不相同C.they are used in salary surveys for wage determination他们被用在工资调查中，以确定工资D.they are likely to vary in job content over time随着时间的推移，他们可能会改变工作内容13、A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as reengineering （C）某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：再造工程工作再设计A.job redesign重新设计B.process redesign再造工程C.reengineering调整D.rightsizing（TQM = Total quality management）14、The job specification describes job requirements relative to skill and physical demands （B）工作规范描述了与技能和身体方面的需要技能和无力的输出A.skill and physical outputs技能和身体方面的需要 C. age and physicalB.skill and physical demands年龄和体能的要求demands经验和能力的描述D. experience and physical description15、When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as organization analysis（B）当我们决定要把培训重点放在那里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析任务分析A.task analysis组织分析 C. resource analysis 资源分析anization analysis技能分析D. skills analysis16、 The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as the comparison method（c）有一种评估体系，在该体系中，我们把某岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。