人力资源的10套英语的题目
英语人力资源管理50题
英语人力资源管理50题1. In a company, the process of identifying and attracting potential employees is called _____.A. recruitmentB. selectionC. trainingD. development答案：A。
本题考查人力资源管理的基本概念。
选项A“recruitment”意为招聘，指识别和吸引潜在员工的过程，符合题意。
选项B“selection”指选拔，侧重于从候选人中挑选合适的人员。
选项C“training”是培训，针对已入职员工提升技能。
选项D“development”是发展，通常指员工在职业上的长期发展规划。
2. The department responsible for managing employees' performance and providing feedback is _____.A. HRB. FinanceC. MarketingD. Operations答案：A。
在公司中，负责管理员工绩效并提供反馈的部门通常是人力资源部门（HR）。
选项B“Finance”是财务部门，主要处理财务相关事务。
选项C“Marketing”是市场营销部门，专注于市场推广和销售。
选项D“Operations”是运营部门，负责日常业务运营。
3. The term used to describe the knowledge, skills, and abilities that an employee brings to a job is _____.A. job descriptionB. job specificationC. competencyD. Workload答案：C。
“Competency”指的是员工带到工作中的知识、技能和能力。
选项A“job description”是工作描述，详细说明了工作的职责和任务。
人力资源岗位英文面试问题
人力资源岗位英文面试问题Here are some sample English interview questions for a human resources position, written in an informal and conversational tone:1. About Your Experience:Can you share a time when you successfully resolved a conflict between two employees? How did you approach the situation?2. Skills and Abilities:Describe how you stay up-to-date with the latest trends and best practices in HR. What resources do you rely on?3. Teamwork:How do you collaborate with other departments in your organization? Give an example of a project where your HRteam's involvement was crucial.4. Recruitment Strategies:What strategies do you use to attract top talent? How do you ensure a smooth onboarding process for new hires?5. Employee Engagement:What initiatives have you implemented to improve employee engagement and retention? How do you measure the success of these initiatives?6. Diversity and Inclusion:How do you promote diversity and inclusion in your workplace? What challenges have you faced in this area, and how have you addressed them?7. Performance Management:How do you approach performance management? What toolsor systems do you use to track and evaluate employee performance?8. Problem-Solving:Give an example of a complex HR issue you faced and how you went about solving it. What was the outcome?。
助理人力资源管理师-三级(上海)HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizationwill become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organ ization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ po licy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have beenrecruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. internationallabor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. Theseare:Organizational goals and corporate plans which indicate the direction in which the organization is goingand, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developingIT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on onetrait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job contentover time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiper son comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absoluteand relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, o r E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where nextto one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth outof thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee issameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything,they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferredjob assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Eachof these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesignor restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course,an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premiumpay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However,where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation givento other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardlessof performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee maymake his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. criticalincidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 70。
二级人力资源管理师英语二级10套(答案)
专业英语试卷1一、英汉互译1. Behavior modeling 行为模拟2. Employee leasing 员工租借3. Factor comparison system 因素比较法4. Graphic rating-scale method 图式评估法5. Panel interview 小组面试6. Replacement charts 替换表7. Selection 甄选8. Vesting 既得利益9. Team leader training 团队领导培训10. Profit sharing 利润分享11. Psychological support 心理支持12. Skill-based pay 技能工资13. Web-based training 网上培训14. Key jobs 关键工作15. Job enlargement 工作扩大化二、单项选择1. mentors 导师2. change the person, not the behavior 改变人的行为3. cultural trends 文化趋势4. job analysis 工作分析5. designed to help terminated employees find a job elsewhere 旨在帮助终止雇员到别处找工作6. effective delegatory skills 有效的delegatory技能7. behavior method 行为方法8. skill-based pay plans 技能工资方案9. use a classroom-oriented approach so employees learn by lectures 使用方法让员工学习课堂讲座10. They are free of most biases that other rating sources may have他们是自由最偏见，其他来源的评价可能有三、阅读理解1.Performance management for knowledge workers知识型员工绩效管理2.Is reluctant to share knowledge with colleagues不愿与同事分享知识3. At Bain, partners are eager to share knowledge with colleagues. 贝恩的合作伙伴，渴望分享知识与同事。
人力资源三级(助理人力资源管理师)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》（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Answer:1. 学徒制2. 职业支持3. 外包4. 数据库5. 员工授权6. 目标7. 人力资源信息系统8. 工作轮换9. 学习型组织 10. 心理契约 11. Wage and salary survey 12. Task analysis 13. Recruitment14. Performance management 15. Job enrichment二、选词填空（每题2分，共20分）1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives i n order to stimulate .Answer:1.D2.B3.I4.H5.A6.J7.F8.C9.E 10.G三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is.A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing Answer: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）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:1. The internal labor market- the stocks and flows of people within the organization who can bepromoted, trained, or re-deployed to meet future needs.2. The external labor marker- the external local, regional, national and international markets fromwhich different sorts of people can be recruited. There are usually a number of markets, andthe labor supply in these markets may vary considerably. Likely shortages will need to beidentified so that steps can be taken to deal with them, for example by developing a moreattractive ‘employment proposition’.As part of the human resource planning process, an o rganization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into theorganization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not.A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planningAnswer:1.C2.B3.D4.A5.C（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:1. Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.2. Human resource and succession planning which provides information on future skill requirements and management training needs.3. Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.4. Exit interviews which might suggest deficiencies in training arrangements.5. Consultation with senior managers which obtains opinions on training needs from key decision makers.6. Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.7. Departmental layout changes which provide information about future developments and related training needs.8. Management requests for training which set out perceived needs.9. Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.Answer:1.D2.B3.A4.B5.C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Answer:1. 集权化2. 评价中心3. 文化冲击4. 外派雇员5. 计时工资制6. 实习计划7. 工作认同8. 目标管理9. 工资政策线10. 自我评估11. 360-degree feedback 12. Selection 13. Performance appraisal 14. Job specification 15. Indirect costsqualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.Answer:1.H2.A3.D4.C5.F6.B7.J8.G9.E 10.I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 againstsimilar 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）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ p erformance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systemsAnswer:1.B2.C3.D4.B5.A（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards – salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any effort s to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then itclearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis. Answer:1.C2.A3.D4.C5.B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Answer:1. 奖金2. 报酬要素3. 扁平化4. 预测5. 收益分享计划6. 工作分类法7. 最低工资8. 绩效反馈9. 人员配置表10. 工资压缩11. Training 12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizingbe 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. Answer:1.F2.C3.J4.E5.A6.H7.B8.D9.I 10.G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. s tandards 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.B 2.A 3.A 4.A 5.B 6.D 7.D 8.C 9.C 10.C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 commercialknowledge. 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 isto 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 performancerequired.●attitudes –the disposition to behave or to perform in a way that is in accordance with therequirements of the work.●performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes。
人力资源三级英文单选1-50题英汉版
⼈⼒资源三级英⽂单选1-50题英汉版单项选择题（1-50 英中对照含答案）1、The process of helping redundant employees to find other work or start new careers is outplacement （B）帮助失业的员⼯重新谋职的过程是⼀个新的职业A、replacementB、outplacementC、releaseD、downsizing替换重新谋职发布精简2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.关键事件将评估者的重点聚焦在那些在有效或⽆效地执⾏⼯作⾏为的区别上The group order ranking B、Written essay C、The individual ranking D、Critical incidents集团排名书⾯描述法个⼈排名关键事件评估3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）招聘计划应该包括吸引优秀候选⼈的计划，确保该组织成为“⾸选雇主A、outplacementB、 evaluationC、 recruitmentD、training重新谋职评估⼈才招聘培训4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织⽬标和公司计划指明了组织前进的⽅向A. goalsB. resourceC. resultD. process⽬标资源结果⽅法5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）轮岗的⽬的是通过将⼈们从⼯作或部门转移到部门来拓宽⼯作经验。
《人力资源管理专业英语》试卷附答案-1
《人力资源管理专业英语》试卷一、Translate the following terms from Chinese into English. （1'×10=10'）1.绩效管理2.职位分析3.劳动力短缺4.内部招聘5.认知能力测试6.交叉培训7.薪资水平8.人力资源规划9.外包10.公平理论二、Translate the following terms from English into Chinese.（1'×10=10'）1.Career planning2.employment relations3.training and development4.Employing temporary workers5.Personnel policies6.Personality inventories7.Employee readiness characteristics8.The comparative approachpensation and benefits10.Human resource management三、Fill in the following blanks with the words or phrases listed below.Change the form where necessary.（2'×15=30'）1.Any declines in the national economy will generate a labor temporarily, especiallyin the heavy industries.2.In human resource recruitment, it is hard for employers to the gender discrimination.3.Some recruiters tend to the negative aspects of the open positions in the company.4.To convince applicants doubtful of the firm’s strength, human resource recruiting team needs toprovide information.5.For an organization that aims at improving its competitiveness, it often some employeesand hires new ones.6.Human resource recruitment does not mean carefully among qualified applicants.7.Warning people about potential risks will hopefully them to likely failures inthe new project.8.Many firms have been using attractive salary packages or stock options toapplicants to enter their companies.9.funds are needed to support the company’s recruitment, particularly the interviewsconducted at several major cities.10.We have to work out a detailed recruitment plan that can all possible problemsarising in the execution process.11.The newly started investment company substantial losses during the stock market crash.12.All staff members are for the employers to renew their contracts with acceptable terms.13.It should be the basic right for employees to their employment relationship withtheir company according to the contracts.14.Recruiters can help from universities or colleges that have free message boards topost their recruiting ads.15.The financial crisis has brought about a world wide in the demand for investment bankers.四、Choose the best answer from the four choices marked A,B,C,D.（2'×10=20'）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the ev aluator’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 theseobjectivesD. 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五、 Reading comprehension.（3'×10=30'）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:1.The internal labor market- the stocks and flows of people within the organization who can bepromoted, trained, or re-deployed to meet future needs.2.The external labor marker- the external local, regional, national and international markets from whichdifferent sorts of people can be recruited. There are usually a number of markets, and the labor supplyin these markets may vary considerably. Likely shortages will need to be identified so that steps canbe taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:anizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.2.Human resource and succession planning which provides information on future skill requirements and management training needs.3.Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.4.Exit interviews which might suggest deficiencies in training arrangements.5.Consultation with senior managers which obtains opinions on training needs from key decision makers.6.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.7.Departmental layout changes which provide information about future developments and related training needs.8.Management requests for training which set out perceived needs.9.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations andresults 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.人力资源管理专业英语试卷答案及评分参考一、Translate the following terms from Chinese into English. （1'×10=10'）1.performance management2.job analysisbor shortage4.internal recruiting5.cognitive ability test6.cross-training7.pay level 8.human resource planning9.outsourcing 10.equity theory二、Translate the following terms from English into Chinese.（1'×10=10'）1.职业生涯规划2.员工关系3.培训与开发4.雇佣临时性员工5.人事政策6.个性清单7.员工准备就绪的特点8.比较法9.薪酬与福利 10.人力资源管理三、Fill in the following blanks with the words or phrases listed below. Change the form where necessary.（2'×15=30'）1.surplus2.redress3.downplay4.credible5.dislocates6.discriminating7.inoculate8.lure9.ample10.circumvent11.incurred 12.appealing 13.terminate 14.solicit15.slump四、Choose the best answer from the four choices marked A,B,C,D.（2'×10=20'）1.B2.D3.C4.A5.B6.B7.A8.A9.B10.C五、Reading comprehension.（3'×10=30'）1.C2.B3.D4.A5.C6.D7.B8.A9.B10.C。
HR专业英语10套(师)
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 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. Compensation programs that compensate 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 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 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 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 fivedimensions.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 sharingAnswer: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 accurately how othersare reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accuratelythe 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 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 aresufficiently 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, withovertones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, andinteractive processes in groups. T-groups have been attacked becauseof the possibility of negative or detrimental effects. But none of thefollow-up studies has detected any significant problems. A more validbasis for doubt is that it has been difficult to prove that they havebeen 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.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.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。
助理人力资源管理方案计划师-三级(上海)HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means th at organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It i s a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who ea ch got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction w ith his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications emplo yees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required.attitudes – the disposition to behave or to perform in a way that is in accordance with the requirements of the work. performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to be have or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards （二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .。
英文版人力资源管理复习题及参考答案
Review Exercises1.True/False Questions.(10×1.5=15 points)2.Multiple Choice Questions (10×1.5=15 points)3.Essay Questions (3×10=30 points)4.Case Analysis (2×20=20 points)Essay Questions:1. Describe the roles played by line managers and human resource professionals with respect to HRM. P7-8(1) HR professionals typically assume the four areas of responsibility:❖Establish HRM procedures❖Develop/choose HRM methods❖Monitor/evaluate HR practices❖Advise/assist managers on HRM-related matters(2) Line managers dir ect employees’day-to-day tasks.From an HRM perspective, line managers are the main people responsible for:❖Implementing HRM practices❖Providing HR professionals with needed input2. What are the 16 HRM practices that enhance a firm’s competitive advantage suggested by Professor Jeffrey Pfeffer ? P12❖Employment security Selectivity in recruiting❖High wage Incentive pay❖Employee ownership Information sharing❖Participation and empowerment Teams and job redesign❖Training and development Cross-utilization and cross-training❖Symbolic egalitarianism Wage compression❖Promotion from within Long-term perspective❖Measurement of practices Overarching philosophy3. Discuss how job analysis lays the foundation for HRM practices that lead to competitive advantage.P45-46(1)Laying the foundation for recruitment and selection practice(2)Laying the foundation for Training and development programs(3)Laying the foundation for performance appraisal forms(4)Laying the foundation for compensation decisions……..4. Understand how a firm’s human resource management practices can help it gain a competitive advantage. P11 P12-175.Explain why and how HRP activities are conducted?P39 第3题(1)WhyThe aim of HRP is to ensure that people are available with the appropriate characteristics and skills when and where the organization needs them.(2) How: HRM consists of the following activities❖Demand forecasting❖Supply forecasting❖An HR plan is derived by combining the results of supply and demand forecasts made for each organizational job group.6. Why is the internal supply of labor not static? How can organizations keep track of their internal supply of labor?7. Explain how realistic job previews (RJPs) operate. Why do they appear to be an effective recruitment technique?(1) How to use（operate）RJPs P79❖Include descriptive information（starting salaries，average length of time to promotion，hours of work）and judgmental information（aspects that satisfy and dissatisfy employees）❖Avoid giving candidates all possible information❖The relative emphasis you give to positive and negative information should reflect the actual balance of positive-negative factors found in the environment.（2）RJPs improve retention rates P65-668. What are the pros and cons of recruiting applicants internally and externally?内部招聘的优点1）选任时间较为充裕，了解全面，能做到用其所长，避其所短。
大学人力资源管理专业英语复习题
一、选择：（10小题，每小题1分）1、A_____is a citizen of one country,working in a second country,and employ by an organization headquartered in a third country.A. Third-country nationalB. Host-country nationalC. Parent-country nationalsD. Repatriate2、A_____is an employee working for a firm in an operation who is a citizen of the country where the operation is located,but the headquarter for the firm is in another country.A.Third-country nationalB. Host-country nationalC. Parent-country nationalsD. Repatriate3、_____refers to the policies and practices related to managing people in an internationally oriented organization.A. Global human resource managementB. Cultural managementC. Global organizations’staffingpensation management4、Which of the following belongs to retirement security benefits?A. Severance payB. Time-off benefitsC. Unemployment compensationD. Pension plans5、Which of the following doesn’t belong to executives?The_____.A. CEOB. PresidentC. Senior vice-presidentD. Mid-manager6、A pay_____is a collection of date on compensation rates for working performing similar jobs in other organizations.A.SystemB. SurveyC. GradeD. Range7、Which of the following is an inappropriate rater of an employee’s performance?A.his/her supervisorB. His/her peerC.his/her customerD. his friend8、Dd9、Which of the following activities belong to compensation and benefits practices?A.TrainingB. SelectionC.recruitmentD. Job evaluation10、Which of the following activities does not belong to staffing practices?A.SelectionB. RecruitmentC. Employee developmentD. Job description11、Compensation and benefits practices include all but____.pensation planB. BenefitsC. Retirement planD. Termination12、HRM has three major roles in organizations.They are administrative role,operational role and____.A.Staffing roleB.strategic roleC. Diversity managementD. Conflict management13、The job characteristics model developed by Hackman and Oldham identifies five important design characteristics of jobs,of which____affect the meaningfulness of work.A.task identity, variety, and autonomyB.Variety, task identity, and feedbackC.Task identity, task significance, autonomyD.Variety, task identity, and task significance14、Action decisions in surplus conditions include all but____.A.Attrition and hiring freezeB. Early retirement buyoutsC. LayoffsD. Recalling employee15、Action decisions with shortage of employee include all but____.A.Work overtimeB. Recalling previous employeesC. RecruitmentD. Hiring freeze16、____are the external supply pool from which employers attract employees.A. Labor distributionB. Labor demandC. Labor LawD. Labor markets17、Which of the following is the disadvantage of internal recruiting?A.InbreedingB. Increasing moraleC.Lower costD.better assessment of abilities18、Which of the following is the disadvantage of external recruiting?A.Increasing moraleB.InbreedingC. Longer adjustment or orientation timeD. Bringing in new blood19、Which of the following does not belong to internal recruiting methods?A.College and university recruitingB. Job posting systemC. Current employee referralsanizational databases20、Which of the following belong to external recruiting methods?A. Employment agenciesB. Current employee referralsC. Promotions from withinD. Transfers21、Which of the following is not the advantage of Internet recruiting?A. Time consumingB. Costing savingC. An expanded pool of applicantsD. No geographic constrains22、Which of the following belong to personality tests?A. The Big Five personality traitsB. Physical ability testsC. Cognitive ability testsD.Psychomotor tests23、Behavioral interview and situational interview belong to____which use a set of standardized questions asked of all applicants.A. Structured interviewsB. Unstructured interviewsC. Stress interviewsD. Nondirective interview24、In interviewing,the interview should avoid to ask such questions as____.A. Those that are not job relatedB. Those about the applicant’s work experienceC. Those about the applicant’s educationD. Those about his interest25、In the interview,the interviewer should try to avoid____.A.Snap judgments,negative emphasis,halo effect,and stereotypingB.Snap judgments,negative emphasis halo effect,and structured interviewC.Snap judgment,halo effect,and unstructured interviewD.Halo effect structured interview and less structured interview26、The strategic training process include four phases:____.A.Design-assessment-delivery-evaluationB.Assessment-design-delivery-evaluationC.Delivery-delivery-assessment-evaluationD.Evaluation-assessment-design-delivery27、There are different individual learning styles,which include____.A.Visual leaning ,auditory learning,and distant learningB.Auditory learning,tactile learning,and transferring learningC.Tactile learning,visual learning,and transferring leaningD.Auditory learning, visual learning,and tactile learning28、The broadest labor market component is the ____made up of all individuals who are available for selection.A. Labor force populationB. Labor marketC. Applicant populationD. Individuals selected29、The____is a subset of the labor force population that is available for selection using a particular recruiting approach.A. Applicant populationB. Applicant poolC. Individuals selectedD. Labor force population30、The ____consists of all persons who are actually evaluated for selection.A. Applicant poolB. Applicant populationC. Labor force populationD. Labor markets31、____is a type of structured interview that is composed of questions about how applicants might handle specific job situations.A. Situational interviewB. Behavior interviewC. Stress interviewD. Structured interview32、In the ____interview,applicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past.A. behavioralB. situationalC. stressD. less structured33、____interview is a special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds.A. StressB. BehavioralC. SituationalD. Structured二、填空:1、Broadbanding is the practice using fewer pay grades with much broader ranges than in traditional compensation systems.2、Benchmark jobs are jobs found in many other organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs.3、The Point method is the most widely used job evaluation method,is more sophisticated than the ranking and classification methods.4、Human capital is the total value of human resource to the organization,sometimes also referred to an intellectual capital.It is composed of the people in the organization and their5、Job description are the documents that14、Performance appraisal is the process of evaluation how well employees perform their jobs when compared to a set of standards and then communicating that information to those employees.15、Procedural justice is the perceived fairness of the process and procedures used to make decisions about employees,including their pay.16、Of the Big Five personality traits,conscientiousness has been found to be related to job success across most organizations and occupations.17、Work sample tests require an applicant to perform a simulated job task that is part of the target job.18、Psychomotor tests measure a person’s dexterity,hand-eye coordination,arm-hand steadiness,and other factors.19、Physical ability test measure individual’s abilities such as strength,endurance,and muscular movement.20、Cognitive ability tests measure an individual’s thinking,memory,reasoning,and verbal and mathematical abilities.21、Many interviewers make a decision on the job suitability of applicants within the first two to four minutes of the interview and spend the rest of the interview looking for evidence to support it.This is called snap judgments.22、In a selection interview,a single negative characteristics may bar an individual from being accepted.This is called negative emphasis.23、On-the-job training is the most common type of training at all levels in an organization.The employee is placed into the real work situation and shown the job and the tricks of the trade by an experienced employee or the supervisor.三、判断：1.A multinational corporation may evolve into a global organization as operations in various countries become more integrated.√2.A global organization may evolve into a multinational corporation as operations in various countries become more foreign.×3.Few HR professionals question that there are important cultural differences between nations that might influence the effectiveness of GHRM.×4.One widely used way to classify and compare cultures was developed by Geert Hofstede,who classified cultural differences in at least five dimensions.√5.An employee stock ownership plan is designed to give employee stock ownership in the organization for which they work.√6.Employee stock options give employees a fixed number of shares of company stock.×mon organizational incentive systems include profit sharing,stock option,and piece-rate system.×8.The drawbacks of team-based incentive include too much focus on what is best individually and may block or inhibit performance of other individuals with whom the employee is competing.×9.The major advantages of the factor -comparison method are its difficulty and complexity,and it is time-consuming to establish anddevelop.×10.The point method of job evaluation requires evaluations to qualify the value of the elements of a job.×11.Job evaluation is designed to ensure the internal equity of the pay system,whereas pay survey is designed to ensure the external competitiveness of the pay system.√12.A pay structure include pay grades and minimum-to-maximum pay ranges.√13.Accurate job descriptions and job specification s are only used in job evaluation,not in pay survey.×14.In compensation,procedural justice can be described as the procedural fairness in the process of determining base pay for jobs,allocating pay increases.and measuring performance.√15.Intrinsic rewards include psychological and social effects of compensation,including monetary rewards.×16.Extrinsic rewards are tangible,including monetary and non-monetary forms.√17.Tangible compensation includes direct and indirect compensations.The most common forms of indirect compensation are base pay and benefits.×18.In performance appraisal interview,it is necessary that both parties agree in all areas.×19.To tie performance to salary or promotion issues is appropriate in performance appraisal interview.×20.Management by objectives(MBO) specifies the performance goals that an individual and her or his manager agree to try attain within an appropriate length of time.√21.22.Human relations training is the training which focuses on the development of the human relations skills a person needs to work well with others.√23.A multinational corporation is one in which an organization has operating units only located in its own country.×24.The orientation and training that expatriates and their families receive before departure do not affect the success of the overseas assignment at all.√25.Job enlargement is increasing the depth of a job by adding responsibilities for planning,organizing,controlling,or evaluating the job.×26.Forced distribution is to rate employees on the basis of some organizationally determined,preexisting distribution of categories.√27.Task identity,feedback and task significance of a job can affect the psychological state of the job incumbent by letting him/her experience responsibility.×28.Skill variety ,task identify and task significance of a job can make the job holder experience meaningfulness of his job.√29.Job fair,professional websites,and employer websites are all E-recruiting methods.×30.Individual incentives reward all members equally on the basis of group output,cost savings,or quality improvement.×31.Job enlargement is not an approach for design,but for job analysis.×32.Many interviewers make a decision on the job suitability of applicants within the first two to four minutes of the interview and spend the rest of the interview looking for evidence to support it.This is called halo effect.×pensation system in organizations must not be linked to organizational objectives and strategy.×34.Extrinsic rewards include praise for completing a project or meeting performance objectives.×35.External recruitment may cause possible morale problems of internal candidates.√36.The job characteristics model identifies six important design characteristics of jobs.×37.Off-site development techniques give individuals opportunities to get away from the job and concentrate solely on what is to be learned.√38.A multinational corporation is one i n which an organization hasoperating units located in foreign countries.√39.Evaluation of training can be done at four levels;reaction,learning,behavior,and results.√40.Internal recruiting many cause “political”infighting for promotion.√41.External recruiting can bring new “blood”and new perspective for the organization.√42.External recruiting may cause the problems of inbreeding.×43.Shorter“adjustment”or orientation time for employees recruited from internal sources.√44.Job-site development techniques give individuals opportunities to get away from the job andconcentrate solely on what is to be learned.×45.Re-recruiting former employees is an internal recruiting method.√46.Promotion and transfers belong to external recruiting method.×47.College and university recruiting is an internal recruiting source.×48.Newspapers,magazines,television,radio and employment agencies are all media source.×49.Executive search firms tend to concentrate their efforts on higher-level managerial positions.√50.Employment agencies primarily deal with higher-level managerial positions.×51.By using internet recruiting,employers may get more unqualifiedapplicants because of broader exposure.√52.An employee stock option is designed to give employees stock ownership in the organization for which they work.×53.The process of shifting an employee from job to job is job rotation.√54.Repatriation occurs when an employee has completed his/her foreign assignments.√55.In expatriation,an organization prepares and sends global employees to their foreign assignments.√四、配对：Advantage 优势Application form 申请表Applicant pool 申请人/团体Applicant population 申请人口（人数）Applicant tracking system 申请人管理系统（申请人跟踪系统）Attrition 人员损耗减缩人员Autonomy自主Background investigation 背景调查Base pay system 基本工资制度Base pay 基本工资Benchmark 基准Benefits 福利Big Five personality traits 五大人格特质Career placement office 就业指导中心Cognitive ability test 认知能力测试Collectivism 集体主义Commitment 承诺Compensation plan 薪酬方案Current employee referral 当前员工推荐Delphi technique 德尔菲法Demographics 人口统计Demotion 降级Disadvantage 劣势Distance learning 远程学习Diversity 多样性Downsize 裁员Early retirement buyout 提早退休买断Economic factor 经济因素Employee referrals 员工推荐Employee stock option 员工股票购买权Environment scanning 环境扫描E-recruiting 电子招聘Executive perquisites 行政特权Executive search firm 猎头公司Expatriation 移居外国External hire 外部雇佣External supply 外部供给Inbreeding 近亲繁殖Individualism 个人主义Intellectual capital 智慧资本Internal assessment 内部评价Internal supply 内部供给Interview 面试Job analysis 工作分析Job board 工作台Job Characteristics Model 工作特性Job description 工作描述Job design 工作设计Job enlargement 工作扩大化Job enrichment 工作丰富化Job evaluation 工作评价Job placement 工作配置Job rotation 工作轮换Job opening 工作空缺Job specification 工作范围Job transfer 工作转移Knowledge worker 知识工作者Judgment method 判断方法KSAs 知识，技能，才能Labor force population 劳动力人口Labor market 劳动力市场Layoff 失业Organizational capabilities inventory 组织能力库存Organizational restructuring 组织结构调整Orientation 定位Outplacement services 职业服务Parent-country national 外派人员Pay survey 薪酬调查Pension plan 养老计划Performance management 绩效管理Performance standard 绩效标准Personality test 人格测试Person-job fit 个人工作匹配Physical ability test 体能测试Physical resource 物力资源Pre-employment screening 录用前的筛选Power distance 权利差距Professional website专业网站Profit sharing 利润分享Promote 被提升者Psychomotor test 精神运动测试Questionnaire 调查法Ranking 地位等级Realistic job preview 现实工作预览Recognition 识别，承认Recruitment招聘Realistic job preview 实际岗位演习Repatriation 认识识别承认酬劳Recruitment 招聘Repariation 归国Retirement plan 养老金计划Selection 选择Sales commission销售佣金Team orientation 团队导向Technological change 科学技术进步Telecommuting 远程办公Termination 终结终止Tine-off benefits 时间效益Training needs assessment 培训需要评估360°feedback 360度反馈Turnover 人员流失Work force availability 劳动力可用性Work-life balance工作生活平衡Work sample test 工作样本测试。
人力资源管理师二级英语写作10套
专业英语试卷1某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
Job DescriptionPosition DepartmentAccountable to Salary/pay grade[ ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryResponsibilities/daily tasksQualificationsRelations of the position to others in the companyJob DescriptionPosition chief accountant Department financial department Accountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryWork closely with the company’s CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls,external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the company Administration department; Marketing department; Manufacturing department; R&D department etal.专业英语试卷2假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。
人力资源管理师英语试题
人力资源管理师英语试题一、翻译题（1至15题，每题2分，共30分，请将下面的英语译成汉语，汉语译成英语。
）：1. human resource planning——2. bonus——3. career——4. selection——.5. employee——6. team——7. labor market——8. job analysis——9. training——10. contract——11. 积分法——12. 工作结构——13. 外包——14. 纪律——15. 就业许可证——二、选词填空题：（16至25题，每题1分，共10分，请将框中最恰当的答案以相应的字母填入括号中）A.job analysisB.job evaluationC.task analysisD.mediatorE.validityF.reliabili tyG.creativity H.appraisal accuracy I. wage surveyJ.human resources planning16.To estimate a test’s consistency or（）,you could administer thesame test to the same people at two different points in time,comparing their test scores at time 2 with their scores at time 1.17.A （）serves primarily as a fact finder and to open up a channelof communication between the parties.18.The simplest （） method ranks each job relative to all other jobs,usually based on some overall factor like “job difficulty.”19.When job evaluation and （）data are used jointly, they serve tolink the likelihood of both internal and external equity.20.Interviews, questionnaires, observations, and diary/logs are themost popular methods for gathering （） data.21.The test has （）to the extent that the people with higher testscores perform better on the job.22.Rater training is no panacea for reducing rating errors or forimproving （）.23.A key component of（）is forecasting the number and type of peopleneeded to meet organizational objectives.24.The second step in training-needs assessment is（） which involvesreviewing the job description and specification.25.A modest level of stress may even lead to more（）if a competitivesituation results in new ideas being generated.二、单项选择题：（26至35题，每题3分，共30分，请将最恰当答案前的字母填入括号中）26.People who contribute to the job analysis process include thefollowing, except for the:（）A. stockholderB. job analystC. employeesD. supervisor27.The suitability of college graduates for technical and managerialpositions often depends on their: （）A. dental recordsB. ethnic backgroundC. religious beliefD. major field of study28.A statement of the knowledge, skills, and abilities required toperform a job is a: （）A. job requirementB. job specificationC. job positionD. job objective29.The extent to which two or more methods yields similar results orare consistent is referred to as: （）A. validityB. reliabilityC. truthD. similarity30.The selection procedure usually begins with: （）A. employment testsB. a medical examinationC. a supervisory interviewD. completion of an application form31.The primary reason organizations train new employees is to: （）A. increase their knowledge, skill, and ability levelB. help trainees achieve personal career goalsC. comply with government regulationsD. improve the work environment32.Research has shown that performance appraisal are used most widelyas a basis for: （）A. transferB. criticismC. assessment centersD. compensation decisions33.It is recommended that a diagnosis of poor employee performance focuson all of the following except: （）A. skillB. personalityC. effortD. external conditions34.Job evaluation systems provide for internal equity and serve as thbasis for:A. wage-rate determinationB. job analysisC. training planD. career plan35.All of the following are common causes of workplace stress except: （）A. excessive job pressuresB. high workloadsC. disagreements with managersD. empowerment四、阅读理解：（36至45题，每题3分，共30分，阅读下列文章并回答问题，请将正确答案以相应的字母填入括号中。
人力资源管理师专业英语试题
专业英语试卷ONLY FOR STUDENTS LEARNING一、英汉互译（每题2分，共30分）1. 1. Apprenticeship Apprenticeship 2. 2. Career Career Career support support 3. 3. Outsourcing Outsourcing 4. 4. Database Database 5. 5. Employee Employee Employee empowerment empowerment 6. 6. Goals Goals 7. 7. Human Human Human resource resource resource information information information system system system (HRIS) (HRIS) 8. 8. Job Job Job rotation rotation 9. 9. Learning Learning Learning organization organization 10. 10. Psychological Psychological Psychological contract contract 11. 11. 薪资调查薪资调查12. 12. 任务分析任务分析13. 13. 招募招募14. 14. 绩效管理绩效管理15. 15. 工作丰富化工作丰富化二、单项选择（每题2分，共20分）1. 1. The The The process process process of of of helping helping helping redundant redundant redundant employees employees employees to to to find find find other other other work work work or or or start start start new new new careers careers careers is is is . . A.replacement B.outplacement C.release D.downsizing 2. 2. focus focus focus the the the evaluator’s evaluator’s evaluator’s attention attention attention on on on those those those behaviors behaviors behaviors that that that are are are key key key in in in making making making the the the difference difference difference between between between executing executing a a job job job effectively effectively effectively or or or ineffectively. ineffectively. A. A. The The The group group group order order order ranking ranking B. B. Written Written Written essay essay C. C. The The The individual individual individual ranking ranking D. D. Critical Critical Critical incidents incidents 3. 3. The The The plan plan plan should should should include include include plans plans plans for for for attracting attracting attracting good good good candidates candidates candidates by by by ensuring ensuring ensuring that that that the the the organization organization organization will will will become become an an ‘employer ‘employer ‘employer of of of choice’.choice’.A. A. outplacement outplacement B. B. evaluation evaluation C. C. recruitment recruitment D.training 4. 4. Organizational Organizational Organizational and and and corporate corporate corporate plans plans plans indicate indicate indicate the the the direction direction direction in in in which which which the the the organization organization organization is is is going. going. A. A. goals goals B.resource C.result D.process 5. 5. aims aims aims to to to broaden broaden broaden experience experience experience by by by moving moving moving people people people from from from job job job to to to job job job or or or department department department to to to department. department. A.Job Job analysis analysis B. B. Job Job Job rotation rotation C.Job C.Job satisfaction satisfaction D.Job D.Job involvement involvement 6. 6. .HR .HR .HR planning planning planning is is is . . A. A. a a a technique technique technique that that that identifies identifies identifies the the the critical critical critical aspects aspects aspects of of of a a a job job B. B. the the the process process process of of of determining determining determining the the the human human human resources resources resources required required required by by by the the the organization organization organization to to to achieve achieve achieve its its its strategic strategic strategic goals goals C. C. the the the process process process of of of setting setting setting major major major organizational organizational organizational objectives objectives objectives and and and developing developing developing comprehensive comprehensive comprehensive plans plans plans to to to achieve achieve achieve these these objectives D. D. the the the process process process of of of determining determining determining the the the primary primary primary direction direction direction of of of the the the firm firm 7. 7. Career Career Career development development development programs programs programs benefit benefit benefit organizations organizations organizations in in in all all all of of of the the the following following following ways ways ways except except except . . A.Giving A.Giving managers managers managers more more more control control control over over over their their their subordinates subordinates B.Giving B.Giving managers managers managers increased increased increased skill skill skill in in in managing managing managing their their their own own own careers careers C.Providing C.Providing greater greater greater retention retention retention of of of valued valued valued employees employees D.Giving D.Giving an an an increased increased increased understanding understanding understanding of of of the the the organization organization 8. 8. The The The area area area from from from which which which employers employers employers obtain obtain obtain certain certain certain types types types of of of workers workers workers is is is known known known as as as the the the . . A. A. labor labor labor market market B. B. region region C. C. recruiting recruiting recruiting area area D. D. supply supply supply region region 9. 9. A A A set set set of of of standards standards standards of of of acceptable acceptable acceptable conduct conduct conduct and and and moral moral moral judgment judgment judgment is is is known known known as as as . . A. A. morales morales B. B. ethics ethics C. C. rules rules D. D. legislation legislation 10. 10. Hiring Hiring Hiring someone someone someone outside outside outside the the the company company company to to to perform perform perform tasks tasks tasks that that that could could could be be be done done done internally internally internally is is is known known known as as as . . A. A. outplacement outplacement B. B. contracting contracting C. C. outsourcing outsourcing D. D. employee employee employee leasing leasing 三、阅读理解（每题3分，共30分）分）（一）（一）The The context context context for for for obtaining obtaining obtaining the the the people people people required required required will will will be be be the the the labor labor labor markets markets markets in in in which which which the the the organization organization organization is is is operatin operatin g g which which which are: are: 1. 1. The The The internal internal internal labor labor labor market- market- market- the the the stocks stocks stocks and and and flows flows flows of of of people people people within within within the the the organization organization organization who who who can can can be be be promoted, promoted, promoted, t t rained, rained, or or or re-deployed re-deployed re-deployed to to to meet meet meet future future future needs. needs. 2. 2. The The The external external external labor labor labor marker- marker- marker- the the the external external external local, local, local, regional, regional, regional, national national national and and and international international international markets markets markets from from from which which which diffe different rent sorts sorts sorts of of of people people people can can can be be be recruited. recruited. recruited. There There There are are are usually usually usually a a a number number number of of of markets, markets, markets, and and and the the the labor labor labor supply supply supply in in in these these markets markets may may may vary vary vary considerably. considerably. considerably. Likely Likely Likely shortages shortages shortages will will will need need need to to to be be be identified identified identified so so so that that that steps steps steps can can can be be be taken taken taken to to to deal deal with with them, them, them, for for for example example example by by by developing developing developing a a a more more more attractive attractive attractive ‘employment ‘employment ‘employment proposition’.proposition’. As As part part part of of of the the the human human human resource resource resource planning planning planning process, process, process, an an an organization organization organization may may may have have have to to to formulate formulate formulate ‘make ‘make ‘make or or or buy’ buy’ buy’ polic polic y y decisions. decisions. decisions. A A A ‘make’ ‘make’ ‘make’ policy policy policy means means means that that that organizati organizati organization on on prefers prefers prefers to to to recruit recruit recruit people people people at at at a a a junior junior junior level level level or or or as as as trainee,trainee, and and rely rely rely mainly mainly mainly on on on promotion promotion promotion from from from within within within and and and training training training programs programs programs to to to meet meet meet future future future needs. needs. needs. A A A ‘buy’ ‘buy’ ‘buy’ policy policy policy mea mea ns ns that that that more more more reliance reliance reliance will will will be be be placed placed placed on on on recruiting recruiting recruiting from from from outside- outside- outside- ‘bringing ‘bringing ‘bringing fresh fresh fresh blood blood blood into into the the organization’. organization’. In In practice, practice, practice, organizations organizations organizations tend tend tend to to to mix mix mix the the the two two two choices choices choices together together together to to to varying varying varying degrees, degrees, degrees, depending depending depending on on on the the the situation situation of of the the the firm firm firm and and and the the the type type type of of of people people people involves. involves. involves. A A A highly highly highly entrepreneurial entrepreneurial entrepreneurial company company company operating operating operating in in in the the the turbulent turbulent turbulent co co nditions, nditions, or or or one one one which which which has has has just just just started started started up, up, up, will will will probably probably probably rely rely rely almost almost almost entirely entirely entirely on on on external external external recruitment. recruitment. recruitment. When When When d d ealing ealing with with with knowledge knowledge knowledge workers, workers, workers, there there there may may may be be be little little little choice choice choice——they they tend tend tend to to to be be be much much much more more more mobile, mobile, mobile, and and and resourci resourci ng ng strategy strategy strategy may may may have have have to to to recognize recognize recognize that that that external external external recruitment recruitment recruitment will will will be be be the the the main main main source source source of of of supply. supply. supply. Management Management consultancies consultancies typically typically typically fall fall fall into into into this this this category. category. category. Firms Firms Firms which which which can can can predict predict predict people people people requirements requirements requirements fairly fairly fairly and and and accurate accurate ly ly may may may rely rely rely more more more on on on developing developing developing their their their own own own staff staff staff once once once they they they have have have been been been recruited. recruited. 1. 1. A A A ‘make’ ‘make’ ‘make’ policy policy policy means means means that that that organization organization organization prefers prefers prefers to to to promote promote promote people people people from from A. A. regional regional regional labor labor labor market market B. B. national national national labor labor labor market market C. C. internal internal internal labor labor labor market market D. D. international international international labor labor labor market market 2.According 2.According to to to the the the passge, passge, passge, management management management consultancies consultancies consultancies . . A.are A.are less less less mobile mobile mobile than than than people people people at at at a a a junior junior junior level level B.should B.should be be be recruited recruited recruited from from from external external external labor labor labor market market C.should C.should be be be promoted promoted promoted from from from within within within the the the organization organization D.are D.are not not not knowledge knowledge knowledge workers workers 3. 3. If If If a a a firm firm firm can can can predict predict predict people people people requirements requirements requirements fairly fairly fairly accurately, accurately, accurately, it it it may may may not not A.develop A.develop their their their own own own staff staff B.formulate B.formulate training training training programs programs C.promote C.promote people people people from from from within within within the the the organization organization D.rely D.rely more more more on on on recruiting recruiting recruiting from from from outside outside 4. 4. ‘Make ‘Make ‘Make or or or buy’ buy’ buy’ policy policy policy decision decision decision is is is a a a part part part of of of ..A.human A.human resource resource resource planning planning B.training B.training and and and development development C.performance C.performance appraisal appraisal D.job D.job analysis analysis 5.The 5.The best best best title title title of of of this this this passage passage passage is is is . . A.The A.The organizational organizational organizational context context context of of of human human human resource resource resource planning planning B.Aims B.Aims of of of human human human resource resource resource planning planning C.The C.The labor labor labor market market market context context context for for for human human human resource resource resource planning planning D.Limitations D.Limitations of of of human human human resource resource resource planning planning （二）（二）Wlaters Wlaters (1983) (1983) (1983) identifies identifies identifies nine nine nine sources sources sources of of of information information information which which which help help help to to to identify identify identify training training training priorities. priorities. priorities. These These These are: are: 1. 1. Organizational Organizational Organizational goals goals goals and and and corporate corporate corporate plans plans plans which which which indicate indicate indicate the the the direction direction direction in in in which which which the the the organization organization organization is is is going going going a a nd, nd, therefore, therefore, therefore, major major major training training training priorities. priorities. 2. 2. Human Human Human resource resource resource and and and succession succession succession planning planning planning which which which provides provides provides information information information on on on future future future skill skill skill requirements requirements requirements and and and man man agement agement training training training needs. needs. 3. 3. Personnel Personnel Personnel statistics statistics statistics on, on, on, for for for example, example, example, labor labor labor turnover, turnover, turnover, which which which highlight highlight highlight HR HR HR issues issues issues which which which might might might be be be addressed addressed by by training. training. 4. 4. Exit Exit Exit interviews interviews interviews which which which might might might suggest suggest suggest deficiencies deficiencies deficiencies in in in training training training arrangements. arrangements. 5. 5. Consultation Consultation Consultation with with with senior senior senior managers managers managers which which which obtains obtains obtains opinions opinions opinions on on on training training training needs needs needs from from from key key key decision decision decision makers. makers. 6. 6. Data Data Data on on on productivity, productivity, productivity, quality quality quality and and and performance performance performance which which which show show show where where where there there there are are are any any any gaps gaps gaps between between between expectations expectations and and results results results or or or negative negative negative trends, trends, trends, and and and therefore therefore therefore suggest suggest suggest training training training needs. needs. 7. 7. Departmental Departmental Departmental layout layout layout changes changes changes which which which provide provide provide information information information about about about future future future developments developments developments and and and related related related training training training nee nee ds. 8. 8. Management Management Management requests requests requests for for for training training training which which which set set set out out out perceived perceived perceived needs. needs. 9. 9. Knowledge Knowledge Knowledge of of of financial financial financial plans plans plans which which which determine determine determine whether whether whether the the the funds funds funds will will will be be be available available available for for for training, training, training, and and and may may may e e ncourage ncourage fresh fresh fresh approaches approaches approaches if if if resources resources resources are are are limited. limited. Two Two other other other sources sources sources not not not directly directly directly mentioned mentioned mentioned by by by Walters Walters Walters are are are plans plans plans for for for introducing introducing introducing new new new technology technology technology or or or developing developing IT IT systems, systems, systems, and and and marketing marketing marketing plans plans plans which which which indicate indicate indicate where where where new new new skills skills skills are are are required required required to to to market market market new new new products products products or or or se se rvices, rvices, use use use different different different selling selling selling techniques techniques techniques or or or operate operate operate in in in new new new territories. territories. 1.According 1.According to to to Walters, Walters, Walters, is is is (are) (are) (are) major major major training training training priorities. priorities. A. A. human human human resource resource resource and and and succession succession succession planning planning B. B. personnel personnel personnel statistics statistics C. C. exit exit exit interviews interviews D. D. organizational organizational organizational goals goals goals and and and corporate corporate corporate plans plans 2. 2. Human Human Human resource resource resource and and and succession succession succession planning planning planning provides provides provides information information information on on on . . A. A. the the the direction direction direction in in in which which which the the the organization organization organization is is is going going B. B. future future future skill skill skill requirements requirements requirements and and and management management management training training training needs needs C. C. deficiencies deficiencies deficiencies in in in training training training arrangements arrangements D. D. any any any gaps gaps gaps between between between expectations expectations expectations and and and results results results or or or negative negative negative trends trends 3. 3. The The The following following following sources sources sources of of of information information information which which which help help help to to to identify identify identify training training training priorities priorities priorities are are are mentioned mentioned mentioned by by by Wlaters Wlaters Wlaters e e xcept xcept . . A. A. marketing marketing marketing plans plans B. B. departmental departmental departmental layout layout layout changes changes C. C. data data data on on on productivity, productivity, productivity, quality quality quality and and and performance performance D. D. consultation consultation consultation with with with senior senior senior managers managers 4.According 4.According to to to the the the passage, passage, passage, the the the following following following statements statements statements are are are true true true except except A. A. Departmental Departmental Departmental layout layout layout changes changes changes provide provide provide information information information about about about future future future developments developments developments and and and related related related training training training needs. needs. B. B. Exit Exit Exit interviews interviews interviews highlight highlight highlight HR HR HR issues issues issues which which which might might might be be be addressed addressed addressed by by by training. training. C. C. Data Data Data on on on productivity, productivity, productivity, quality quality quality and and and performance performance performance show show show where where where there there there are are are any any any gaps gaps gaps between between between expectations expectations expectations and and and r r esults esults or or or negative negative negative trends. trends. D. D. Marketing Marketing Marketing plans plans plans indicate indicate indicate where where where new new new skills skills skills are are are required required required to to to market market market new new new products products products or or or services. services. 5.The 5.The main main main topic topic topic about about about this this this passage passage passage is is is illustrating illustrating illustrating . . A. A. sources sources sources of of of information information information which which which provide provide provide information information information on on on management management management training training training needs needs B. B. sources sources sources of of of information information information of of of major major major training training training priorities priorities C. C. sources sources sources of of of information information information which which which help help help to to to identify identify identify training training training priorities priorities D. D. sources sources sources of of of information information information which which which provide provide provide information information information about about about future future future developments developments developments and and and related related related training training training needs. needs. 。
英语人力资源术语30题
英语人力资源术语30题1. In a job interview, the employer asked, "What skills do you have that are ____ to this position?"A. relevantB. irreverentC. irrelevantD. reverent答案：A。
本题考查relevant 的用法，relevant 表示“相关的”，符合句子语境，指与职位相关的技能。
选项B“irreverent”意思是“不敬的”；选项C“irrelevant”意思是“不相关的”，与句意不符；选项D“reverent”意思是“恭敬的”，均不符合句子意思。
2. The recruitment process usually includes ____ candidates' resumes.A. reviewingB. reviewing ofC. to reviewD. reviewed答案：A。
include 后面接动词的-ing 形式，reviewing 表示“审查，查看”。
选项B“reviewing of”用法错误；选项C“to review”是动词不定式；选项D“reviewed”是过去式或过去分词，均不符合include 的用法。
3. During the interview, the interviewer asked, "Can you give an example of how you ____ a team project successfully?"A. managedB. manageC. have managedD. will manage答案：A。
根据语境，这里是询问过去的经历，要用一般过去时，managed 表示“管理，处理”。
选项B“manage”是一般现在时；选项C“have managed”是现在完成时；选项D“will manage”是一般将来时，均不符合句子的时态要求。
卓顶精文-最新人力资源10套英语题.doc
上海市职业资格鉴定《企业人力资源管理人员》2级专业英语复习试卷1一、英汉互译（每题2分，共30分）见单词表二、单项选择（每题2分，共20分）1.EPecutivesoYmanageYswhocoach,advise,andencouYageemploPeesoflesseYYankaYecalled .A.pYotégésB.teacheYsC.mentoYsD.YolemodelsD.theHYmanageY’spYefeYences2.AsanappYaiseY,PoushouldtYPtodoallofthefollowingePcept .A.minimizecYiticismB.changethepeYson,notthebehavioYC.focusonsolvingpYoblemsD.besuppoYtive3.IndividualswoYkinginteYnationallPneedtoknowasmuchaspossibleaboutallofthefollo winghost-countYPchaYacteYisticsePcept .A.socialandbusinessetiquetteB.cultuYalvaluesandpYioYitiesC.politicalstYuctuYeandcuYYentplaPeYsD.cultuYaltYends4.QuestionscontainedinstYuctuYedjobinteYviewsshouldbebasedon .A.jobanalPsisB.jobdesignC.jobspecializationD.jobutilization5.OutplacementseYvicesaYe .efulmethodsofattYactingindividualsintoacaYeeYB.designedtohelpteYminatedemploPeesfindajobelsewheYeC.YaYelPgiventoePecutiveemploPeesD.vitalpaYtsofanPcaYeeYmanagementsPstem6.WhichofthefollowingisnotacoYeskillthatiscYiticalfoYsuccessabYoad? .A.phPsicalfitnessandmentalmatuYitPB.effectivedelegatoYPskillsC.pYudentdecision-makingskillsD.cultuYaladaptabilitP7.IfPouYpYimaYPobjectivefoYapeYfoYmanceappYaisalistogiveemploPeesdevelopmentalf eedback,whichofthefollowingappYaisalmethodsshouldPouuse? .A.tYaitmethodB.YesultsmethodC.behavioYmethodD.attitudinalmethodpensationpYogYamsthatcompensateemploPeesfoYtheknowledgethePpossessaYeknown as .A.skill-basedpaPplansB.peYfoYmance-basedpaPplansC.meYit-basedpaPplansD.senioYitP-basedpaPplans9.ToimplementasuccessfulpYogYaminbasicandYemedialtYaining,manageYsshoulddoallof thefollowingePcept .A.ePplaintoemploPeeswhPtYainingwillhelpthemintheiYjobseaclassYoom-oYientedappYoachsoemploPeesleaYnbPlectuYesC.pYovidefeedbackonemploPees’pYogYessD.YelatethetYainingtotheemploPees’goals10.WhichofthefollowingisnottYueofself-YatingsofpeYfoYmance? .A.ThePaYebeneficialwhenmanageYsseektoincYeasetheemploPee’sinvolvementintheYevie wpYocessB.CYiticsaYguethatself-YatingsaYemoYelenientC.YeseaYchhasshownthatself-YatingsaYeasvalidas,ifnotmoYevalidthan,testscoYesD.ThePaYefYeeofmostbiasesthatotheYYatingsouYcesmaPhave三、阅读理解（每题3分，共30分）（一）ThepYomotionanddevelopmentofpeYfoYmancemanagementpYocessesbPHYcanmakeanimpoY tantcontYibutiontoknowledgemanagement,bPpYovidingfoYbehavioYalePpectationswhich aYeYelatedtoknowledge-shaYingtobedefined,andensuYingthatactualbehavioYsaYeYevie wedand,wheYeappYopYiate,YewaYdedbPfinancialoYnon-financialmeans.PeYfoYmancemana gementYeviewscanidentifPweaknessesanddevelopmentneedsinthisaspect,andinitiatepe YsonaldevelopmentplanswhichaYedesignedtomeettheseneeds.……1.ThebesttitlefoYthisaYticleis .A.Knowledge-shaYingB.PeYfoYmancemanagementYeviewsC.PeYfoYmancemanagementpYocessesD.PeYfoYmancemanagementfoYknowledgewoYkeYs2.ThefollowingaYeePamplesofpositivebehavioYinmeetingcompetencPePpectationsfoYkn owledge-shaYingePcept .A.IsYeluctanttoshaYeknowledgewithcolleaguesB.TakespositivestepstoePchangeYelevantinfoYmationandknowledgeC.BuildsnetwoYkswhichpYovidefoYknowledgeshaYingD.EnsuYesasappYopYiatethatknowledgeiscaptuYed,codified,YecoYdedanddisseminatedt hYoughsomemeansofcommunication3.WhichofthefollowingisnotmentionedbPHansenetal? .A.AtBain,diYecthelpthatpaYtneYshavegivencolleagueswillbeevaluated.B.AtEYnst&Poung,consultants’contYibutiontotheknowledgeassetofthefiYmwillbeevalu ated.C.AtBain,paYtneYsaYeeageYtoshaYeknowledgewithcolleagues.D.AtEYnst&Poung,consultantsaYeevaluatedatpeYfoYmanceYeviewsalongfivedimensions.4.TheauthoYofthispassagewouldmostlikelPagYeethat .A.PeYfoYmancemanagementpYocessesbPHYcanmakelittlecontYibutiontoknowledgemanagem ent.B.ThecascadingofcoYpoYatecoYevaluesfoYknowledge-shaYingtoindividualscouldbeones taYtingpointfoYthepeYfoYmancemanagementpYocess.C.Knowledge-shaYingcan’tbeincludedasanelementofacompetencPfYamewoYk.D.TakingpositivestepstoePchangeYelevantinfoYmationandknowledgeisn’tanePampleofp ositivebehavioYinmeetingcompetencPePpectationsfoYknowledge-shaYing.5.AccoYdingtothepassage,peYfoYmancemanagementpYocessesbPHYcanmakeanimpoYtantcon tYibutiontoknowledgemanagementthYoughthefollowingmeasuYesePcept .A.bPpYovidingfoYbehavioYalePpectationswhichaYeYelatedtoknowledge-shaYingtobedefinedB.bPensuYingthatactualbehavioYsaYeYeviewedC.bPensuYingthatactualbehavioYsaYeYewaYdedbPfinancialoYnon-financialmeansD.bPbuildingnetwoYkswhichpYovidefoYknowledgeshaYing（二）"T-gYoup"standsfoY"tYaininggYoup,"whichisnotaveYPhelpfuldescYiption.Iti salsoYefeYYedtoassensitivitPtYaining,gYoupdPnamics,andgYoupYelationstYaini ng.T-gYouphasthYeeaims:……1.ThisaYticlemightmostlikelPbeePtYactedfYomthepapeYabout .A.humanYesouYceplanningB.peYfoYmanceevaluationC.inteYnationalhumanYesouYcemanagementD.tYaininganddevelopment2."T-gYoup"isYefeYYedtoasthefollowingePcept .A.sensitivitPtYaining,B.on-the-jobtYainingC.gYoupdPnamicsD.gYoupYelationstYaining3.TheauthoYofthispassagewouldmostlikelPagYeethat .A.InaT-gYoup,thetYaineYwilltakeastYonglead.B.InaT-gYoup,membeYsmaPalwaPsacceptcommentsaboutthemselves.C.InaT-gYoup,thetYaineYshouldpYovideaclimatewheYethegYoupmembeYsaYesuffici entlPtYustingofoneanotheYtodiscusstheiYownbehavioYs.D.InaT-gYoup,membeYsdon’tePpYesstheiYYeactiontooneanotheY.4.AccoYdingtothepassage,whichofthefollowingcan’tchangetheattendanceoftYain eesatanePteYnalT-gYouplaboYatoYP? .A.pooYeffectivenessofthetYainingdesignB.impYovedundeYstandinganddiagnosticawaYenessofselfandotheYsC.incYeasedopenness,YeceptivitP,andtoleYanceofdiffeYencesD.incYeasedopeYationalskillininteYpeYsonalYelations5.FYomthispassage,wecaninfeYthat .A.T-gYouplaboYatoYiesaYelikelPbeusedasamajoYpaYtoftYainingpYogYamsbPcompan P.B.TheYeisnocYiticismonT-gYouplaboYatoYies.C.IfT-gYouplaboYatoYiesaYemodifiedwell,ithasalsovaliduses.D.T-gYouplaboYatoYieshavenousefoYcompanP.四、写作（共20分）某公司欲招聘一位会计主管（chiefaccountant），需要人力资源管理部门为其编制一份职位说明书（JobDescYiption），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10套英语题
上海市职业资格鉴定《企业人力资源管理人员》2级专业英语试卷1一、英汉互译（每题2分，共30分）见单词表二、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 employeesdevelopmental 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 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 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.……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. A t 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. 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 membersare 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 attendanceof 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 programsby 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。
- 1、下载文档前请自行甄别文档内容的完整性，平台不提供额外的编辑、内容补充、找答案等附加服务。
- 2、"仅部分预览"的文档,不可在线预览部分如存在完整性等问题,可反馈申请退款(可完整预览的文档不适用该条件!)。
- 3、如文档侵犯您的权益，请联系客服反馈,我们会尽快为您处理(人工客服工作时间：9:00-18:30)。
上海市职业资格鉴定《企业人力资源管理人员》2级专业英语试卷1一、英汉互译（每题2分，共30分）见单词表二、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 ofthe 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 employeesdevelopmental 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 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 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.……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 makean 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. 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。