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 analysis B。

job evaluation C.task analysis
D.mediator E。

validity F.reliability
G.creativity H.appraisal accuracy I。

wage survey
J.human resources planning
16.To estimate a test’s consistency or（），you could administer the
same 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 channel of 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 to
link the likelihood of both internal and external equity。

20.Interviews， questionnaires, observations, and diary/logs are the
most popular methods for gathering ( ） data。

21.The test has （）to the extent that the people with higher test
scores perform better on the job.
22。

Rater training is no panacea for reducing rating errors or for improving （）.
23.A key component of（）is forecasting the number and type of people
needed to meet organizational objectives。

24.The second step in training—needs assessment is( ） which involves
reviewing the job description and specification.
25.A modest level of stress may even lead to more（)if a competitive
situation 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 the following, except for the:（）
A。

stockholder B. job analyst C。

employees D。

supervisor 27。

The suitability of college graduates for technical and managerial positions often depends on their：（）
A。

dental records B. ethnic background
C。

religious belief D. major field of study
28.A statement of the knowledge， skills， and abilities required to
perform a job is a：（)
A. job requirement
B. job specification
C。

job position D。

job objective
29.The extent to which two or more methods yields similar results or
are consistent is referred to as：（）
A. validity
B. reliability C。

truth D. similarity
30。

The selection procedure usually begins with: （)
A. employment tests
B. a medical examination
C. a supervisory interview D。

completion of an application form 31。

The primary reason organizations train new employees is to: （）
A. increase their knowledge, skill， and ability level
B. help trainees achieve personal career goals
C。

comply with government regulations
D. improve the work environment
32.Research has shown that performance appraisal are used most widely
as a basis for： ( ）
A. transfer
B. criticism
C。

assessment centers D。

compensation decisions
33。

It is recommended that a diagnosis of poor employee performance focus on all of the following except: （）
A。

skill B。

personality C。

effort D。

external conditions 34.Job evaluation systems provide for internal equity and serve as th
basis for:
A。

wage—rate determination B. job analysis
C. training plan
D. career plan
35。

All of the following are common causes of workplace stress except: （）
A. excessive job pressures
B. high workloads
C. disagreements with managers
D. 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。

）
（一）
There is no standard format you must use in writing a job description, but most descriptions contain sections on： job identification, job summary, relationships、responsibilities、and duties, authority of incumbent， standards of performance，working conditions， and job specifications. An example of a job description is presented in the following figure.
Sample Job Description
Job Title： Supervisor of Data Processing Operations
Status: Exempt Job Code: 012.168
Date: June 3， 2003 Plant/Division： Olympia,
Inc.–Main office
Written By： Arthur Allen Section： Data Processing—Systems Approved By: Juanita Gates Level： 12 Points： 736
Pay Range: $16，760 –＄20，760
Title of Immediate Supervisor: Manager of Information Systems
Job Summary –Directs the operation of all data processing， data control, and data preparation requirements.
Job Duties:
1。

Follows broadly based directives.
(a）Operates independently。

(b）Informs Manager of Information Systems of actives through weekly，monthly, and / or quarterly schedules。

2. Selects, trains， and develops subordinate personnel.
（a）Develops spirit of cooperation and understanding among work group members。

（b） Directs training involving teaching, demonstrating， and/or advising users in productive work methods and effective communications with
data processing.
3. Reads and analyzes a wide variety of instructional and training
information.
4。

Plans ， directs, and controls a wide variety of operational assignments by 5 to 7 subordinates； works closely with other managers，
specialists, and technicians in Information Systems as well as with
managers in other departments。

（a)Receives, interprets, develops， and distributes directives ranging from the very simple to the highly complex and technological in nature. (b）Establishes and implements annual budget for department。

5. Interacts and communicates with people representing a wide variety
of units and organizations.
(a)Communicates both personally and impersonally, through oral or
written directives and memoranda, with all involved parties.
(b)Attends local meetings of professional organizations in the field
of data processing。

36.According to the passage, the immediate supervisor’s title is also
shown in the（）section as is information regarding the job’s
salary and / or pay scale。

A。

job
summary
B.job identification
C。

job relationships D.job title
37.It would appear from the passage that（）permits easy referencing
ofall jobs since it represents important characteristics of the job.
A.job code
B.job status
C.pay range D 。

job summary
38.According to the Sample Job Description in the passage, when a
supervisor of data processing operations is at work, he or she （).
Adoesn’t need to report to the immediate supervisor
B。

needs to attend business meetings at least once a week
C.doesn't need to explain directives to his or her subordinates
D。

needs to show others how to communicate with data processing
39。

In the figure the duty “reads and analyzes a wide variety of instructional and training information ” can be further defined as
follows, not including( ）。

A.ensures that work group members receive specialized training as
necessary in the proper functioning or execution of procedures and
methods
B.applies latest concepts and ideas to changing organizational
requirements
C。

assists in developing and / or updating manuals, procedures, specifications, etc.， relative to organizational requirements and
needs
D。

assists in the preparation of specifications and related
evaluations of supporting software and hardware
40.The author of the passage would most likely agree that （).
A。

a job description should portray the work of the position so well that the duties are clear with reference to other job descriptions
B.a job description should have fixed format for defining a position
C。

for writing up job descriptions, we should select the most specific Words to show the kind of work and the degree of complexity
D.long statements usually best accomplish the purpose when we are
writing up job descriptions
（二）
When appraisals fail， they do so for reasons that parallel these three steps –defining the job, appraising performance, and providing feedback。

Some appraisals fail because subordinates are not told ahead of time exactly what is expected of them in terms of good performance. Others fail because of problems with the forms or procedures used to actually appraise the performance; a lenient supervisor might rate all subordinates “high”， for instance， although many are actually unsatisfactory。

Still other problems arise during the interview—feedback session，which include arguing and poor communications. These and other problems are summarized in the following figure. Common Performance Evaluation Problems
Problems can occur at any stage in the evaluation process. Some of the pitfalls to avoid in performance appraisals are：
(1)Lack of standards. Without standards， there can be no objective
evaluation of results, only a subjective guess or feeling about
performance。

（2）Irrelevant or subjective standards。

Standards should be established by analyzing the job output to ensure that standards are job
related。

(3）Unrealistic standards. Standards are goals with motivating
potential。

Those that are reasonable but challenging have the
most potential to motivate.
（4）Poor measures of performance。

Objectivity and comparison require that progress toward standards or accomplishment of standards be
measurable。

Example of measurable standards include quantifiable
measures such as 10 rejects per 1,000 units or 10 sales per 100
calls， as well as qualitative measures， such as projects completed
or not completed.
（5）Rater errors. Rater errors include rater bias or prejudice， halo effect， constant error, central tendency， and fear of confrontation。

（6)Poor feedback to employee. Standards and/or ratings must be
communicated to the employee in order for the performance
evaluation to be effective.
（7)Negative communications。

The evaluation process is hindered by communication of negative attitudes, such as inflexibility,
defensiveness, and a non—developmental approach。

（8)Failure to apply evaluation data. Failure to use evaluations in personnel decision making and personnel development negates the
primary purpose of performance evaluations。

The use and weighting
of multiple criteria as well as the frequency of evaluation also
present problems。

41。

In writing about the subject, the author of this passage apparently ( ）.
A. gloats over the errors of some supervisors
B. slyly introduces the fact that there is no necessity to appraise
performance
C. wants to share his opinions on how to appraise performance
effectively
D。

remains cautiously optimistic about performance appraisals
42。

According to this passage， we may conclude that to result in the success of performance appraisals( ）.
A. supervisors and their subordinates should agree on duties and job
standards of the employees
B. plans are made for any development that is required when defining
the job
C。

a supervisor might rate all subordinates “fair”
D. supervisors have to make decision whether or not they should let
their subordinates know the standards of some appraisals
43.The author of this passage would probably agree with which of the
following ？（）
A. The traits and degrees of merit must be open to interpretation
in order to avoid unclear standards in performance appraisals B。

Different supervisors wou ld probably define “quality of work ”
differently
C. The best way to avoid unclear standards in performance appraisals
is to rank employees instead of using a graphic rating scale D。

We don't need to develop and include descriptive phrases to define each trait.
44.By “ halo effect ” the author means（）.
A. the tendency to allow individual differences to affect the
appraisal rates employees receive
B。

the problem that occurs when a supervisor has a tendency to rate all subordinates either high or low
C. the tendency to rate all employees average
D. the influence of a rater’s general impression on ratings of
specific rate qualities
45。

In this passage ， the author implies all the following aspects which would probably present problems on performance appraisal except that （）。

A。

some supervisors tend to rate all their subordinates consistently high
B. some supervisors tend to rate all their subordinates consistently
low
C。

an employee’s previous performance can also affect how his or her current performance is perceived
D。

a job description often isn’t sufficient to clarify what the supervisors want their subordinates to do.。