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。
人力资源管理师考试专业英语试卷样题(doc 13页)
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 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 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 (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 commentsabout 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。
人力资源管理师三级(助理人力资源师)考试真题及答案
2021年11月助理人力资源治理师〔国家职业资格三级〕考试卷子-理论试题第一局部职业道德(第1～25题, 共25道题)一、职业道德根底理论与知识局部答题指导:◆该局部均为选择题, 每题均有四个备选项, 其中单项选择题只有一个选项是正确的, 多项选择题有两个或两个以上选项是正确的.◆请依据题意的内容和要求答题, 并在答题卡上将所选答案的相应字母涂黑。
◆错选、少选、多项选择, 则该题均不得分。
(一)单项选择题(第1～8题)l、道德与法律的关系可以形象地比作( )。
(A)阴阳相和(B)鸟之两翼(C)主仆相随(D)众星拱月2.在市场经济条件下, 从业人员处理义利关系的正确态度是( )。
(A)得利弃义(B)先义后利(C)唯利而行(D)重利轻义3.作为职业活动内在的道德准则, “审慎〞要求从业人员要做到( )。
(A)凡事请示之后再做(B)少说多做(C)以最正确手段完成最优绩效(D)预防职场陷阱4.〞敬业〞概念包含的根本内容是〔〕。
(A)恪尽职守、勤奋努力、享受工作、精益求精(B)守土有责、勤奋工作、按劳分配、自享其乐(C)勤奋努力、用心工作、等价交换、劳有所得(D)热爱岗位、敬畏工作、一心一意、不求回报5.在工作过程中, 员工为求速度、不顾质量的做法违背了( )。
(A)老实劳动的要求(B)公平公正的要求(C)特长合作的要求(D)甘于奉献的要求6.倡导从业人员“换位思考〞的道德意义在于( )。
(A)深刻了解, 严加防范(B)知己知彼, 斗而不殆(c)把握情况, 有效利用(D)和谐相处, 互利双赢7、在职业活动中, “诚信〞的特征包含( )。
(A)通识性、智慧性、止损性、资质性(B)目的性、前置性、合作性、功利性(C)通识性、表象性、目的性、习惯性(D)通识性、智慧性、目的性、经验性8、从业人员做到“公平待人〞, 最根本的要求是( )。
(A)无差异地均等 (B)按照相同的程序效劳(C)热情、文明、礼貌 (D)不卑视效劳对象的人格(二)多项选择题(第9～16题)9、坚持集体主义的要求是( )。
上海人力资源管理师HR专业英语10套
上海市职业资格鉴定《企业人力资源管理人员》（人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor parison 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Answer:1. 行为模拟2. 员工租借3. 因素比较法4. 图式评估法5. 小组面试6. 替换表7. 甄选8. 既得利益9. 团队领导培训10. 利润分享11. Psychological support 12. Skill-based pay 13. Web-based training 14. Key jobs 15. Job enlargement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 are called .A. protégésB. teachersC. mentorsD. role modelsD. the HR manager’s preferences2. 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 delegatory 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. pensation programs that pensate employees for the knowledge they possess are known as .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 empl oyees’ 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 haveAnswer:1.C2.B3.D4.A5.B6.B7.C8.A9.B 10.D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 petency 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 petency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting petency 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 works which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intra and/or other means of munication.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 petency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds works which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recordedand disseminated through some means of munication3.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 petency framework.D. Taking positive steps to exchange relevant information and knowledge isn’t an example of positive behavior in meeting petency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management throughthe 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 works which provide for knowledge sharing Answer:1.D2.A3.C4.B5.D（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 accuratelyhow others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceiveaccurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillfulbehavior 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 leftto 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 ments 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, withovertones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self,others, and interactive processes in groups. T-groups havebeen attacked because of the possibility of negative ordetrimental effects. But none of the follow-up studies hasdetected any significant problems. A more valid basis fordoubt is that it has been difficult to prove that they have beencost effective for organizations who have used them onpany 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 be e a major part of pany 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 ments aboutthemselves.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 pany.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 pany.Answer:1.D2.B3.C4.A5.C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。
助理人力资源管理师考试三级试题及参考答案
份助理人力资源管理师考试三级试题及参照答案（一）单项选择题（第1~ 8题）1、对于职业道德，正确的说法是（）。
（A ）职业道德在有些状况下能够借助立法手段来加以贯彻实行（B）职业道德是决定一个从业人员职业生涯的独一因素（C）职业道德不过从业人员任职业活动中应依照的行为准则（D）提高职业道德涵养，靠的是自觉而非组织教育和培训2、我国社会主义职业道德的基本要求是（）（A ）爱国守纪、节俭自强（B）爱祖国、爱人民、爱劳动、爱科学、爱社会主义（C）诚信、敬业、公正、守纪（D）忠诚、谨慎、勤恳3、在社会主义中心价值系统中，时代精神的中心是（）（A ）改革创新（B）敬业爱岗（C）民主科学（D）以人为本4、职业化包含三个层次的内容，此中心是（A ）职业化技术（ B ）职业化语言（C）职业化礼仪（D）职业化涵养5、职业技术的特色（A ）科学性、专业性、人为性、复杂性（B）传承性、差异性层、层次性、功利性（C）时代性、专业性、层次性、综合性（D）基础性、专业性、周密性、综合性6、先人以为，在无人监察时，依旧能严格按道德规范要求做事的涵养境地是（）(A)自律(B) 自察（C）慎独（D）无妄7、对于“团队”的说法中，正确的选项是（）（A ）任何一种组织都是一个“集体（B）不论主旨是什么，只需它是一个团结的队伍他就是团队（C）因为推行扁平化管理，一个好的团队渐渐淡化了组织领导（D）个人追求与组织发展发向高度一致是优异集体的基本特色8、以下属于比尔盖茨对于“十大”优异员工准则的是（）（A ）对自己公司的产品抱有极大的热忱（B）踏扎实实在公司干一辈子（C）员工提出的建议哪怕有一点点启迪，就是对公司最大的贡献（D）敢于表达，说错了话也不重要（二）多项选择题（第9—16）9、优异集体在合作方面的特色是（）。
（A ）成员拥有激烈的团队归属感（B）团队拥有强盛的凝集力(C)成员绝不独自行动（D）团队领袖的言论拥有压倒全部的号召力10、以下对于“公正”的说法你，正确的选项是（（A ）公正是公司发展的主要保证（C）公正一般不可以作为员工薪酬的指标（11、作为职业道德规范的“公正”的特色是(A) 公正标准的时代性（C）公正意识的社会性12、对于“职业纪律”，正确的说法是(）（B ）凡事讲究公正，会，会妨碍员工和睦相处D）能否公正影响到员工职业前程()（ B）公正看法的多元性（D）公正评论的模糊性)（A ）为了实现集体利益，要求每一个员工共同恪守（B）领导拥有特别的地位，其纪律要求高于一般员工（C）任何纪律均存在瑕疵，每一个人要勇于挑战纪律（D）以坦诚的心态接受违纪行为的处分13、对于“节俭资源”，要求从业人员做到（）（A ）建立节俭资源的意识（B）明确节俭资源的责任（C）创新节俭资源的方法(D)节俭缩食降低资源耗费14、任职业活动中，践行“合作规范”的详细要求是（）（ A ）求同存异（B）防而不害（C）公正竞争（D）相互协作依据以下案例，回答第15、 16 题。
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。
上海人力资源管理师三级专业英语
上海人力资源管理师三级专业英语人力资源管理师三级-英语l.Absence 缺席2.Acceptability 可接受性3Achievement tests 成就测试4Action plan行动计划5Adverse impact 负面影响6Allowance津贴，补助7Announcement 公告8Applicant 求职者9Application 申请10Appraisal评价，评估11Appoint 任命12Arbitrary 仲裁13Assessment center 评价中心14Authority 权威15Audiovisual instruction 视听教学16Audit approach 审计法17Balanced scorecard综合评价卡，平衡计分法18Behavior modeling 行为模拟19Behavior-based program 行为改变计划20Benchmarks 基准21Benefits 福利22Bonus 奖金23Business planning 企业规划24Candidate 候选人25Career anchor 职业锚26Career counseling 职业咨询27Career curves 职业曲线28Career development 职业发展29Centralization 集权化30Coach 教练31Cognitive ability 认知能力32Commitment 承诺，义务33Communication skill 沟通技巧34Compensable factors 报酬要素35Compensation 报酬，补偿36Competency assessment 能力评估37Competency model 能力模型38Competitive advantage 竞争优势39Compromise 妥协40Concentration strategy 集中战略41Consultation 商量，请教42Continuous learning 持续学习43Coordination training 合作培训44Core competencies 核心竞争力45Cost structure 成本结构46Critical incident method 关键事件法47Cross-cultural preparation 跨文化准备48Cross-training 交叉培训49Cultural environment 文化环境50Cultural shock 文化冲击51Customer appraisal 顾客评估52Data flow diagram 数据流程图53Decentralization 分散化54Decision making 决策55Deficiency 缺乏56Delayering 扁平化57Demand forecasting 需求预测58Depression 沮丧59Development planning system 开发规划系统60Differential piece rate 差额计件工资61Direct costs 直接成本62Discipline 纪律63Dismiss 解雇64Disparate treatment 差别性对待65Diversity training 多元化培训66Dividends 红利67Discrimination 歧视68Downsizing 精简69Downward move 降级70Efficiency wage theory 效率工资理论71Egalitarian 平等主义72Earnings所得，收入73Efficiency 效率74Employee empowerment 员工授权75Employee leasing 员工租借76Employee survey research 雇员调查与研究77Entrepreneur 企业家78Equal employment opportunity (EEO)公平就业机会79Ethics 道德80Exit interview 离职面谈81Expatriate外派雇员82Expert systems 专家系统83Explicit knowledge 显性知识84External growth strategy 外边成长战略85External labor market外部劳动力市场86Face to face discussion 当面讨论87Factor comparison system 因素比较法88Feedback 反馈89Flat hourly rate 小时工资率90Flextime灵活的时间91Flowchart 流程图92Formal education programs 正规教育计划93Frame of reference 参照系94Functional job analysis, FJA 职能工作分析95Gain sharing plans收益分享计划96Globalization 全球化97Goals and timetables 目标和时间表98Group mentoring program 群体指导计划U99 Head hunter 猎头100 Healthy and safety 健康安全101 High-performance work systems 高绩效工作系统102 Hourly work计时工资制103 Human capital 人力资本104 Human resource information system 人力资源信息系统105 Human resource management 人力资源管理106 Human resources planning, HRP 人力资源计划107 Income收入，收益108 Indirect costs 间接成本109 Inflation通货膨胀110 Input 投入111 Insurance 保险112 Intellectual asset 知识资产113 Internal analysis 内部分析114 Internal growth strategy 内部成长战略115 Internal labor force 内部劳动力116 Internet 互联网117 Internship programs 实习计划118 Interview 面试119 Industrialization 产业化120 IT(Information Technology)信息技术121 Invest 投资122 Job analysis 工作分析123 Job classification system 工作分类法124 Job description 工作描述125 Job design工作设计126 Job enlargement 工作扩大化127 Job enrichment 工作丰富化128 Job evaluation 工作评价129 Job ranking system 工作重要性排序法130 Job rotation 工作轮换131 Job satisfaction 工作满意度132 Job specification 工作规范133 Job structure 工作结构134 Labor relations process 劳动关系进程135 Leaderless group discussion 无领导小组讨论法136 Learning organization 学习型组织137 Line manager 直线经理138 Maintenance of membership 会员资格维持139 Management by objectives, MBO 目标管理140 Management forecasts 管理预测141 Management process 管理过程142 Manager appraisal 经理评估143 Managing diversity 管理多元化144 Manpower人力，劳动力145 Markov analysis马克夫分析法146 Material incentive 物质奖励147 Mediation 调解148 Mentor 导师149 Merit guideline 绩效指南150 Minimum wage 最低工资151 Morale 士气152 Motivation to learn 学习的动机153 Needs assessment （培训）需要评价154 Night shift 夜班155 Nonprofit organization 非营利组织156 Occupation 职业157 On-the-job training, OJT 在职培训158 Opportunity to perform 实践的机会159 Organization design and development 组织设计与发展160 Organizational analysis 组织分析161 Organization chart 组织结构图162 Organization code 组织代码163 Orientation 入职培训164 Outplacement counseling 重新谋职咨询165 Outsourcing 夕卜包166 Overpay超额工资167 Panel interview 小组面试168 Pay claim 加薪要求169 Pay grade工资等级170 Pay structure 工资结构171 Pay-for-performance standard 按绩效的报酬标准172 Pay-policy line 工资政策线173 Payroll职工薪水册174 Pension养老金，退休金175 Peer appraisal 同事评估176 Performance appraisal 绩效评价177 Performance feedback 绩效反馈178 Performance management 绩效管理179 Performance planning and evaluation 绩效规划与评价系统180 Post岗位，职位181 Priority 优先182 Person characteristics 个人特征183 Personnel selection 人员甄选184 Piecework计件工资185 Position analysis questionnaire, PAQ 职位分析问卷调查186 Power distance 权力差距187 Predictive validation 预测效度188 Profit sharing 利润分享189 Promotion 晋升190 Psychological contract 心理契约191 Questionnaire 调查问卷192 Rapport和谐，亲善193 Readability 易读性194 Readiness for training 培训准备195 Reasoning ability 推理能力196 Reconciliation 和解197 Recognition 认可，承认198 Recruitment 招募199 Redundancy 冗余200 Reengineering 流程再造201 Reject拒绝，否决202 Reinstatement 复职203 Relational database 关联数据库204 Reliability 信度205 Remuneration 报酬206 Reputation 声誉，名声207 Retention plan (核心人员)保持计划208 Repatriation 归国准备209 Replacement charts 替换表210 Return on investment (ROI)投资回报211 Role analysis technique 角色分析技术212 Role play角色扮演213 Senior management 高级管理层214 Sick leave 病假215 Self-appraisal 自我评估216 Subcontracting 转包合同217 Substantive reason 客观存在因素218 Successor 后任219 Supply forecasting 供给预测220 Talent才能，才干221 Situational interview 情景面试222 Skill inventories 技能量表223 Skill-based pay 技能工资224 Specificity 明确性225 Spot bonus即时奖金226 Staffing tables 人员配置表227 Strategic choice 战略选择228 Strategic congruence 战略一致性229 Strategic human resource management 战略性人力资源管理230 Strategy implementation 战略执行231 Subordinate 下属232 Succession planning可持续发展计划233 Tacit knowledge 隐形知识234 Task analysis 任务分析235 Team building 团队建设236 Termination 终止237 Total quality management (TQM)全面质量管理238 Training administration 培训管理239 Training outcomes 培训结果240 Trend analysis 趋势分析241 Turnover离职，流动242 Utility 效用243 Validity 效度244 Verbal comprehension 语言理解能力245 Vesting既得利益246 Voicing 发言247 Wage and salary survey 薪资调查248 Web-based training 网上培训249 Welfare system 福利体系250 Work permit/ work certificate 就业许可证。
2014上海市人力资源三级考试英语真题10套(含答案)
2014上海市人力资源三级考试英语真题10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 behavior s 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 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. ‘M ake 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 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 plans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 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. 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 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 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 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 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 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 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 of peopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt 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 why organizations 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 management should 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 man ager’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 do the following things except .A. design a program that sets down what the trainee is expected to learn in each department or jobB. ensure a suitable person available to see that the trainee is given the right experience or opportunity to learnC. make arrangements to check progressD. provide the trainee with no question to answer4. From this passage, we can’t conclude that .A. Job rotation has never incurred any criticism.B. The aim of using the term "planned sequence of experience'' is to emphasize that the experience should be programmed to satisfy a training specification.C. If it is by experience that adults learn, then that experience should be planned.D. A good way of stimulating trainees to find out for themselves is to provide them with a list of questions to answer.5. This passage might be extracted from the paper about .A. HR planning techniquesB. selecting techniquesC. training techniquesD. motivating techniquesAnswer:1.B2.A3.D4.A5.C三、单项选择（每题2分，共20分）1. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization2. A process in which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job is known as a/an .A. Management training seminar.B. Executive development program.C. In-basket exercise.D. Assessment center.3. 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 method4. 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 system5. Transnational teams tend to be .A. focused on projects that span multiple countriesB. comprised of members with generalized skillsC. homogenousD. comprised of members from the same region6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole? .A. profit-sharing plansB. employee stock ownership plansC. hourly based pay systemsD. skill-based pay systems7. The total-quality HR paradigm would likely emphasize all of the following except .A. cross-functional trainingB. team/group-based rewardsC. autocratic leadershipD. customer and peer performance reviews8. A group of employees rotating jobs as they complete the production or service process is called a/an .A. labor bargaining unitB. employee teamC. training-production group。
人力资源师(三级)考试试题及答案完整
人力资源管理师三级考纲一、职业道德基础理论与知识部分.一单项选择题第1～8题1、道德的说法中,正确的是.A道德内含着一种重要的精神力量B道德是尊长对晚辈、下属进行有效管理的要求C道德不是“我”的要求.而是社会外加于“我”的规范D道德是无助者的呼唤2、与法律比较,道德.A比法律产生得时间晚B比法律的适用范围广C比法律的社会影响力小D比法律模糊3、在中国传统道德中．所谓“礼之用,和为贵”的意思是 .A扎法的运用,要把求得一团和气作为重点B道德的根本目的在于增进团结C讲文明礼貌D以礼特人,促进和谐相处4、企业文化的激励功能表现在.A刺激人们的物质欲望,挖掘员工的潜能B通过引导人们追求个人荣誉,促进企业的发展C通过树立正确的职业理想．激发员工的积极性D满足员工的一切个性化需求,吸引员工为企业发展做贡献5、爱岗敬业,理解正确的是.A爱岗敬业是员工实现职业理想必不可少的素质要求B在就业竞争激烈的条件下,为保住饭碗需要发扬爱岗敬业精神C人们是为着自己而不是为着单位而工作的,爱岗敬业是欺人之谈D无须倡导爱岗敬业精神．干一份工作拿一份报酬就可以了6、英国思想家威廉葛德文说：“个人习惯于说他明明知道的假话,或者掩盖他明明知道的真相,必定处于一种不断堕落的状态之中.”这句话的意思是 .A说假话是人的天性B人说假话时,一般不知道自己是在说假话C人们知道事情的真相,但总想掩盖起来D说假话是一个人道德堕落的开始7、所谓办事公道,意思是.A作风正派,公平正义 B老实厚道,诚恳待人C一视同仁,不留情面 D折中骑墙,平均对待8、节俭,正确的说法是.A节俭既是道德义务,也是法律要求 B节俭是一种精神,在具体事务上可以有所不同C节俭是吝啬的表现 D由于生产发展,节俭在当代中国已经失去了必要性二多项选择题第9～16题9、企业价值观是企业人员共同活动的.A价值取向 B文化定势 C心理趋向 D表层意识10、对从业人员来说,“尊老爱幼”这一民族传统美德包括.A没有必要提倡而且在工作中无法具体体现的 B建立和谐的人际关系．顺利开展职业活动必不可少的因素C我国宪法规定的每个公民应该履行的一项义务 D加强个人修养、促进个人进步的精神力量11、等言语属于职业禁语.A“刚才和你说过了．怎么还问” B“不是告诉你了,怎么还不明白”C“到底要不要,想好了没有” D“不知道”12、和顾客发生争执时,员工不恰当的做法有.A和对方讲道理,注意克制自己 B如果对方先骂自己一自己可以骂对方C蔑视对方,不和对方一般见识 D为了不使矛盾升级,走开1 3、职业责任,说法正确的有.A职业责任是职业的内在规定 B如果公司不能满足员工提出的特遇要求,员工可以不履行责任C职业责任必须是明文规定的内容 D在一般情况下,权力越大,职业责任也越大14、对于顾客投诉,做法正确的有.A扎貌接待 B耐心倾听 C道歉 D查找起因,认真解决问题15、遵纪守法,看法正确的有A只要没有违法犯罪的动机,即使不懂法也能够做到守法B学法的人未必守法,因此．从业人员没有必要学法C只有不断学法、用法,才能提高从业人员遵纪守法的自觉性D合理运用法律武器,有助于从业人员维护自身的合法权益16、等说法,体现了团结互助要求.A一双筷子容易折,十双筷子折就难 B同舟共济,荣辱与共C两肋插刀,在所不辞 D赠人玫瑰,手留余香二、职业道德个人表现部分第17～25题◆选择题,每题均有四个鲁选项,您只能根据自己的实际状况选择其中一个选项作为您的答案.17、如果工作场所内的自然光线充足,你会.A关闭电灯 B多数情况下会关闭电灯C因为没有这方面的规定,关或不关闭电灯就无所谓了 D没有注意过18、单位总是要求员工周末加班,你很不情愿.但单位的事情实在是太多,如果没有人愿意加班,客户要求在限定时间内完成的定货任务就无法完成,你会.A虽然不情愿,但还是接受了 B反映自己的看法,但在没有回应前会遵守规定C直接拒绝 D找理由推脱加班19、如果你的某个同事总是表现出难以接受别人批评的样子,而且他的缺点又根多,你会.A委婉地指出他的缺点,要他以后注意改进 B避免和他接触C绝不会指出他的缺点 D敢于批评他,表选自己的真诚愿望20、你几次向公司领导提出台理化建议,都未被采纳,你会A找机会再次提出自己的建议,直到领导重视起来为止 B把建议写成书面报告,再次向领导推荐C找几个人商量一下,形成一个集体意见,再向上反映 D以后再也不会提出意见或建议了21、公司的某件物品丢失,领导查找几次未有结果.你从各方面获得的线索表明,这件事情很有可能是某某同事千的,你会 .A找某某谈心,让他主动承担责任 B闷在心里,佯装不知C向上司报告自己所了解到的情况 D仔细研究,向公司领导提出加强物品管理的新办法22、在公司里工作,你一般最信得过的人是.A上司 B同学或老乡C自己在公司里结识的几个朋友 D投有值得信任的人23、由于某着名品牌的食品企业弄虚作假,被媒体连续暴光,你会.A不再相信食品是安全的 B吃东西时总是感觉不放心 C不把这当回事儿 D不再吃这家企业的食品24、如果公司长期拖欠你的工资,你会.A无奈、抱怨 B离开这家公司C继续找领导索要 D打官司解决25、如果就你目前的工作状况来看,你最希望解决的问题是.A改变工作条件问题 B公司用人问题C公司的分配机制问题 D自己的学习和培训问题第二部分理论知识26～120题,共100道题,满分为100分一、单项选择题26～85题,每题1分,共60分.每小题只有一个最恰当的答案,请在答题卡上将所选答案的相应字母涂黑26、劳动力供给弹性是变动对工资率变动的反应程度.A劳动力供给增加量B劳动力供给量C劳动力需求增加量D劳动力需求量27、劳动者在就业岗位之间的变换所形成的失业称为.A摩擦性失业B技术性失业C结构性失业D季节性失业28、是指劳动法律规范在调整劳动关系过程中所形成的劳动者与用人单位之间的权利与义务关系.A劳动法律关系B劳动合同关系C劳动行政关系D劳动雇佣关系29、社会保险特征不包括.A自由性 B社会性 C互济性 D补偿性30、差异化战略的制定原则包括效益原则、适当原则和.A领先原则 B有效原则 C经济原则 D持久原则3l、是指企业在一定地区、一定时间内只选择一家中间商经销或代理其产品.A独家性分销 B广泛性分销 C选择性分销 D密集性分销32、关注于人际关系,它使团队成员们紧密结合,使大家能继续相处甚至获得某种乐趣.A团趴沟通职能B团队任务职能C团队维护职能D团队决策职能33、是指领导者尊重和关心下属的看法和情感,更愿意与下属建立相互信任的工作关系.A关怀维度 B认可维度 C结构维度 D尊重维度34、指员工对自己的工作所持有的一般性的满足与否的态度.A工作成就度 B工作绩效 C工作满意度 D工作态度35、是人力资源开发的最高目标.A人的发展 B社会发展 C企业发展 D组织发展36、不属于人力资源创新能力运营体系.A创新能力开发体系B创新能力激励体系C创新能力结构体系D创新能力配置体系37、在管理体制上,现代人力资源管理属于.A主动开发型 B以事为中心 C被动反应型 D以人为中心38、广义人力资源规划是企业所有人力资源计划的总称,是的统一A战略计划与战术计划B战略规划与组织规划C人员计划与组织规划D费用计划与人员计划39、是对企业人力资源开发和利用的大政方针、政策和策略的规定A人力资源培训规划B人力资源费用计划C人力资源战略规划D人力资源制度规划40、是对企业人工成本和人力资源管理费用的整体规划一A人员规划 B制度规划 C费用规划 D战略规划4l、为招聘、选拔、任用合格的员工奠定了基础.A人员需求计划B人员供给计划C工作岗位分析D工作岗位调查42、根据生产总量、工人劳动效率和出勤率来核算定员人数的方法属于 .A按机器设备定员B按比例定员C按劳动效率定员D按岗位定员43、亦称详细定员标准,是以某类岗位、设备、产品或工序为对象制订的标准. A效率定员标准B岗位定员标准C单项定员标准D设备定员标准44、被称为企业的“宪法”.A企业管理制度B企业基本制度C企业薪酬制度D企业培训制度45、不属于行为规范.A品德规范B仪态仪表规范C劳动纪律D员工业务规范46、是企业人力资源管理制度规划的基本原则.A共同发展原则B学习与创新并重C适合企业特点D保持动态性原则47、不是内部招募法的优点.A激励性强 B适应较快 C准确性高 D费闱较高48、布告法经常用于非管理层人员的招聘,特别适合于的招聘.A销售人员 B技术人员 C普通职员 D高层人员49、对于高级人才和尖端人才,比较适合的招聘渠道是.A人才交流中心 B猎头公司 C校园招聘广告 D网络招聘50、面试不能够考核应聘者的.A交流能力 B风度气质 C衣着外貌 D科研能力51、让应聘者自由地发表意见或看法,以获取信息,避免被动.A清单式提问 B开放式提问 C举例式提问 D封闭式提问52、企业招聘大批的初级技术人员,最适合的招聘渠道是.A校园招聘 B猎头公司 C熟人推荐 D档案筛选53、在情景模拟测试方法中,经多年实践不断充实完善,并被证明是一种很有效的管理人员测评方法. A决策模拟竞赛法B即席发言法C无领导小组讨论D公文筐测试54、是指将同一组应聘者进行的同一测试分为若干部分加以考察,各部分所得结果之间的一致性.A内在一致性系数B稳定系数C外在一致性系数D等值系数55、不是效度的基本类型.A内容技度 B预测效度 C同侧效度 D结果效度56、是以工作说明书、工作规范等作为员工任职要求的依据,将其和员工平时工作中的表现进行对比寻找差距的方法.A面谈法 B工作任务分析法 C观察法 D重点团队分析法57、旨在对员工培训需求提供一个连续的反馈. A全面任务分析模型B循环评估模型C绩效差距分析模型D阶段评估模型58、对培训师进行培训的主要内容不包括 .A教学工具的使用培训B授课技巧培训C教学风度的展现培训D教学内容培训59、培训课程实施的前期准备工作不包括 .A培训后勤准备B准备相关资料C确认培训时间D学员自我介绍60、是用来决策公司为培训计划所支付的费用. A技能成果 B绩效成果 C情感成果 D认知成果61、直接传授型培训法的具体方式不包括A研讨法 B案例分析法 C讲授法 D专题讲座法62、特别任务法常用于.A技能培训 B知识培训 C管理培训 D态度培训63、是培训管理的首要制度.A培训奖惩制度B培训激励制度C培训服务制度D培训考核制度64、场地拓展训练的特点不包括A有限的空间,无限的可能B锻炼无形的思维C无限的空间.无限的可能D简便,容易实施65、绩效管理系统设计包括绩效管理程序的设计与.A绩效管理目标的设计B绩效管理制度的设计C绩效管理方法的设计D绩效管理内容的设计66、有利于改进员工行为和表现,尤其适用于那些参与意识不强的下属. A双向倾听式面谈B绩效指导面谈C单向劝导式面谈D绩效计划面诫通过对比考评期内员工的实际工作表现与绩效计划的目标,来寻找工柞绩效的差距和不足.A横向比较法 B目标比较法 C纵向比较法 D水平比较法68、较注重工作业绩,特别是员工或团队的产出和贡献.A效果主导型考评方法B行为主导型考评方法C价值主导型考评方法D品质主导型考评方法69、加权选择量表法用一系列的形容或描述性的语句,说明员工的各种.A工作能力 B工作态度 C工作行为 D工作潜力70、是在本期绩效管理活动完成之后的面谈.A绩效考评面谈B绩效总结面谈C绩效计划面谈D绩效指导面谈7l、泛指员工获得的一切形式的报酬.A薪酬 B给付 C收入 D分配72、外部薪酬包括直接薪酬和间接薪酬,间接薪酬又称 .A福利 B工资 C薪资 D薪金73、影响员工个人薪酬水平的因素不包括.A劳动绩效 B工会的力量 C工作条件 D员工的技能74、安排劳动者延长工作时间的,支付不低于工资的报酬.A150％ B200％ C300％ D400％75、岗位评价结果的形式多种多样,但最值得关注的是 .B岗位等级的高低C岗位与绩效的对应关系D岗位与职务的相关度76、成本相对较低的岗位评价方法是.A排列法 B关键事件法 C分类法 D因素比较法77、延长工作时间是指超过长度的工作时间.A定额工时 B实作工时 C实耗工时 D标准工时78、是劳动者与劳动力使用者之间因就业或雇用而产生的关系, A法律关系 B权利义务 C劳动关系 D法律规范79、雇员是基于,为获取工资而有义务处于从属地位、为雇主提供劳动的人. A法律关系 B劳动合同 C劳动关系 D法律规范80、A劳动合同关系B劳动契约关系C劳动法律关系D劳动合作关系81、是指不以当事人的主观意志为转移,能够引起一定劳动法律后果的客观现象.A劳动法律关系B劳动法律事实C劳动法律事件D劳动法律行为82、劳动关系是基于在法律面前人人平等、契约自由等原则为基础构建的.A利益激励型 B利益约束型 C利益协调型 D利益平衡型83、集体台同是用人单位与本单位职工根据法律的规定,就劳动报酬、工作时问、休息休假等事项,通过集体协商签订的.A文本协议 B口头协议 C阿络协议 D书面协议84、的基本特点是体现国家意志.A劳动法律关系 B劳动关系 C劳动法律法规 D劳动合同85、是劳动关系双方就企业生产经营与职工利益的事务进行商讨沟通,相互理解和合作,并达成一定协议的活动.A集体协商制度 B集体协商 C劳动争议处理 D平等协商二、多项选择题86～125题,每小题1分,共40分,每题有多个答案正确,请在答题卡上将所选答案的相应字母涂黑.错选、少选、多选,均不得分86、均衡国民收入等于.A消费与储蓄 B总需求 C投赍与储蓄 D总供给 E消费与投资87、人口年龄结构对劳动力供给的影响主要表现在.A就业人口总量C劳动年龄人口占人口总体比重D劳动年龄组外部年龄构成E劳动年龄人口占失业人口比重88、劳动法基本原则的特点是.A是指导性的法律规范 B高度的权威性 C反映劳动法律部门的特点D高度的稳定性E反映调整的劳动关系的特殊性89、根据解释主题的不同,正式解释分为.A立法解释 B司法解释 C行政解释 D任意解释 E合同解释90、产品改良包括.A品质改良 B特色市场改良 C特色改良 D附加产品改良 E式样改良91、企业促销策略包括92、心理测验按测验目的可分为.A描述性测验 B诊断性测验 C综合性测验 D个体性测验 E预测性测验93、人力资本投资支出包括.A实际支出 B心理损失 C直接支出 D间接支出 E时间支出94、从规划的期限上看,人力资源规划可分为.A长期规划 B人力资源费用规划 C中期计划D企业组织变革规划E短期计划95、人力资源费用规划的内容包括.A人力资源费用的预算 B人力资源费用的审核 C人力资源费用的核算D人力资源费用的控制E人力资源费用的结算.A时间规则 B行为规则 C组织规则 D费用规则 E协作规则97、为了使岗位工作丰富化,应该考虑的因素有.A任务整体性 B任务多样化 C任务的意义 D赋予自主权 E沟通与反馈98、按照管理体制分类方法,劳动定员标准可分为.A国家劳动定员标准 B按效率定员的标准 C行业劳动定员标准D企业劳动定员标准E地方劳动定员标准99、依据制度涉及的层扶和约束范围的不同,企业制度规范的类型包括 .A企业基本制度 B技术规范 C企业管理制度D行为规范E企业业务规范100、外部招募的不足主要体现在A进入角色慢 B筛选的难度大且时间长 C招募成本高D影响内部员工的积极性E决策风险大101、网络招聘的优点包括.A成本较低 B选择余地大,涉及范围广 C方便快捷D不受地点和时间的限制E成功率高102、下列对笔试法的描述正确的是.A成绩评定比较主观B可以对大规模的应聘者同时进行筛选,花较少的时间达到较高的效率C由于考试题目较多,可以增加对知识、技能和能力的考察信度与效度D不能全面考察应聘者的态度、品德、管理能力、口头表达能力和操作能力E笔试往往作为应聘者的初次竞争,成绩台格者才能继续参加面试或下轮的竞争103、在面试过程中,应聘者通常希望A创造融洽的会谈气氛 B充分了解自己所羌心的问题 C被理解、尊重,被公平对待D决定是否愿意到该单位工作E有足够时间向考官展示自己的能力104、面试问题的提问方式包括.A开放式提问 B举例式提问 C封闭式提问 D重复式提问 E假设式提问105、工柞轮班制的主要组织形式有.A混合制 B三班制 C四班制 D交叉制 E两班制106、培训需求分析就是采用科学的方法,弄清.A培训什么 B培训方法 C为什么要培训 D培训方式 E谁最需要培训107、根据培训对象的不同．培训需求分析可分为.A业务部门培训需求分析 B新员工的培训需求分析 C管理部门培训需求分析D在职员工培训需求分析108、观察法比较适台于收集的培训需求信息.A技术工作人员 B生产作业人员 C管理工作人员D销售工作人员E服务工作人员109、如果选择问卷调查法收集培训需求信息,在设计问卷时应注意.A语言简洁 B问卷问题清楚明了 C多采用主观问题方式D问卷填写者须署名E问题后应留填写意见的足够空间110、培训效果信息的种类包括方面的信息.A培训时间选定 B受训群体选 C培训场地选定 D培训形式选择 E培训教师选定111、态度型培训法主耍针对行为调整和心理训练,具体方法包括.A角色扮演法 B拓展训练 C管理者训练 D模拟训练 E敏感性训练组成一A考核 B指导 C激励 D奖励 E控制113、在绩效管理的准备阶段,绩效管理人员应完成的工作有.A考评方法的选择 B考评要素的确定 C绩效管理对象的确定D标准体系的确定E对实施步骤提出具体要求114、遵守等原则,可以保障激励策略的有效性.A预告性 B及时性 C同一性 D明确性 E开发性115、对企业的绩效管理系统进行总体评价,应从等内容入手.A总体的功能分析 B总体的方法分析 C总体的结构分析 D总体的信息分析 E总体的流程分析116、企业员工薪酬管理的基本目标包括.A确立薪酬激励机制 B保证内部公平 C吸引井留住优秀人才D保证外部公平E合理控制企业人工成本117、岗位评价与薪酬的比例关系如下图所示．其中曲线A与曲线B的关系为岗位评价分点数AA比B的岗位之间薪酬差距大 BB的激励作用小 CA比B的岗位之间薪酬差距小DB的激励作用小E无法确定118、确定工作岗位评价要素和指标的基本原则包括.A少而精原则 B细致性原则 C可比性原则 D精确性原则 E综合性原则119、确定和调整最低工资标准应考虑的因素包括.A员工的个人意愿 B社会平均工资水平 C员工家属的意愿 D劳动就业实际情况 E 管理人员的意愿120、以下劳动法律关系说法正确的是.A劳动法律关系不是强制性法律 B劳动法律关系是单务关系 C劳动法律关系具有国家强制性D劳动法律关系是双务关系E劳动法律关系的内容是权利和义务121、劳动法律事实可以分为.A劳动法律关系 B劳动合同 C劳动法律行为 D劳动关系 E劳动法律事件122、雇员参与民主管理的形式包括.A职工大会 B岗位参与 C质量小组 D政策参与 E合理化建议123、劳动争议处理制度中的调解是劳动关系当事人的一种自我管理形式,其基本特点包括.A群众性 B自治性 C国家性 D强制性 E非强制性124、订立集体合同应当遵循的原则包括.A不得采取过激行为 B诚实守信、公平合作 C兼顾双方合法权益D相互尊重、平等协商E遵守法律、法规和田家有关规定125、限制延长工作时间的措施包括.A条件限制 B缩短工作时间 C时间限制D延长工作时间支付劳动报酬标准 E人员限制卷册二：技能操作一、简答题本题共2题,第1小题12分,第2小题13分,共25分1、请问绩效管理中有哪些矛盾冲突应如何化解这些矛盾冲突12分P193答：I绩效管理中存在的矛盾冲突：由于考评者与被考评者双方在绩效目标上的不同追求,可能产生三种矛盾：①员工自我矛盾. 2分②主管自我矛盾 2分③组织目标矛盾. 2分2化解绩效管理中存在的矛盾冲突的措施：①在绩效面谈中,做到以行为为导向．以事实为依据,以制度为准绳,以诱导为手段,本着实事求是、以理服人的态度,克服轻视F属锋错误观念,与F属进行沟通交流. 2分②在绩效考评中,将过去的、当前的以及今后可能的目标适当区分开.将近期绩效考评的目标与远期开发目标严格区分开,采用且体问题凡体分析解决的策略. 2分③简化科序.适当下放权限,鼓励下属参与. 2分2、简述影响企业员工薪酬水平的主要原因.13分P211答：1影响员工个人薪酬水平的因素：①劳动绩效.1分②工作条件.1分③年龄与工龄. 1分④职务或岗位. 1分⑤综合素质与技能. 1分2影响企业整体薪酬水平的因素：①工会的力量 1分②行业工资水平. 1分③地区工资水平.1分④产品的需求弹性. 1分⑤企业的薪酬策略. 1分⑥企业工资支付能力. 1分⑦生活费用与物价水平. 1分⑧劳动力市场供求状况.1分二、计算题本题1题,共20分.先根据题意进行计算,然后进行必要分析,只有计算结果没有计算过程不得分某车间产品装配组有王成、赵云、江平、(LI)鹏四位员工,现有A、B、C、D四项任务,在现有生产技术组织条件下,每位员工完成每项工作所需要的工时如表1所示.表1 每位员工完成四项工作任务的工时统计表单位：工时请运用匈牙利法求出员工与任务的配置情况,以保证完成任务的总时间最短,并求出完成任务的最短时间.答：1建立矩阵；2进行约减以下为参考答案如有其他解法也可,但最终答案应与第3步以后的答案相同,才能给分4分；3画盖O线；4求最优解.。
上海人力资源管理师三级英语
一、英汉互译（每题2分，共30分）1. Apprenticeship：学徒2。
Career support：职业支持3。
Outsourcing:外包4。
Database：数据库5. Employee empowerment:员工授权6. Goals：目标7。
Human resource information system （HRIS）：人力资源信息系统8。
Job rotation：岗位轮换9. Learning organization：学习性组织10. Psychological contract:心理契约11. 薪资调查：Salary survey12。
任务分析：Task analysis13. 招募：Recruit14。
绩效管理：Performance management15. 工作丰富化：job enrichment二、选词填空(每题2分，共20分)A.feedback B。
benchmarking C。
rewards D。
Human resource management E。
benefitF.on—the-jobG. performance H。
downsizing I。
Direct cost J。
output1。
refers to the practices and policies you need to carry out the people or personnel aspects of your management job。
2。
Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly。
of recruiting and training replacements should be considered.4。
(人力资源管理)人力资源管理师考试专业英语试卷样题
（人力资源管理）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.技能薪水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 methodpensation 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 forknowledge-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 (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 forknowledge-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'sbehavior.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 largelyleft 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 companyor 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.A ccording to the passage, which of the following can't change the attendance of trainees at anexternal 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 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 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. ‘M ake 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 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 training prioritiesD. 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 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 ona study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees thathelp 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 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 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 withtheir 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 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 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 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 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 of peopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment 4. 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 tryto 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 why organizations 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 minor influence on what employees do.B. If means count, rather than ends, then management should 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 andis 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 perf ormance? .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 ad aptB. 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 do thefollowing things except .A. design a program that sets down what the trainee is expected to learn in each department or jobB. ensure a suitable person available to see that the trainee is given the right experience or opportunity to learnC. make arrangements to check progressD. provide the trainee with no question to answer4. From this passage, we can’t conclude that .A. Job rotation has never incurred any criticism.B. The aim of using the term "planned sequence of experience'' is to emphasize that the experience should be programmed to satisfy a training specification.C. If it is by experience that adults learn, then that experience should be planned.D. A good way of stimulating trainees to find out for themselves is to provide them with a list of questions to answer.5. This passage might be extracted from the paper about .。
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C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives
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.
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. Apprenticeship 2. Career support 3. Outsourcing 4. Database 5. Employee empowerment 6. Goals 7. Human resource information system (HRIS) 8. Job rotation 9. Learning organization 10. Psychological contract 11. 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）
A.feedback
B.benchmarking
C.rewards D.Human resource management
G. performance H.downsizing I. Direct cost J. output
E.benefit
F.on-the-job
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
C.Job satisfaction
D.Job involvement
6. .HR planning is
.
A. a technique that identifies the critical aspects of a job
B. the process of determining the human resources required by the organization to achieve its strategic goals
.
A.replacement
B.outplacement
C.release
D.downsizing
2.
focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job
8. Extrinsic
include direct compensation, indirect compensation, and nonfinancial rewards.
9. Flexible benefits allow employees to pick and choose from among a menu of
effectively or ineffectively.
A. The group order ranking B. Written essay
C. The individual ranking
D. Critical incidents
3. The
plan should include plans for attracting good candidates by ensuring that the organization will become an
the effectiveness of HR policies and practices in organizations.
3. Labor turnover can be costly.
of recruiting and training replacements should be considered.
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
‘employer of choice’.
A. outplacement
B. evaluation
C. recruitment
D.training
4. Organizational
and corporate plans indicate the direction in which the organization is going.
4. Business process re-engineering techniques are deployed as ins. Evaluations also fulfill the purpose of providing
to employees on how the organization views their performance.
1
A. goals
B.resource
C.result
D.process
5.
aims to broaden experience by moving people from job to job or department to department.
A.Job analysis
B. Job rotation