人力资源管理 三级 英语复习资料

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. Bonus 奖金

2. Compensable factors 报酬要素

3. Delayering 扁平化

4. Forecasting 预测

5. Gain sharing plans 收益分享计划

6. Job classification system 工作分类法

7. Minimum wage 最低工资

8. Performance feedback 绩效反馈

9. Staffing tables 人员配置表

10. Wage-rate compression 工资压缩

11.培训Training

12.即时奖金Spot bonus

13.工资结构Pay structure

14.劳动力市场Labor market

15. 精简Downsizing

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.Training12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing

二、选词填空（每题2分，共20分）

fostering intellectual or human

lies in the fact that such Workers must be managed differently than were those of previous generations.

对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。

2. In summary, is Human Resource management an integral part of every manager’s job.

总之，是人力资源管理的一个组成部分，每一个经理的工作。

3. In the area of recruiting and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.

在招聘和招聘方面，这是直线经理的责任，指定员工需要填写具体职位。

4. HR manager also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on).

人力资源经理还负责管理的各种福利计划（健康和意外保险、退休、休假等）

5. Performance evaluations are used as the basis for reward allocations.

绩效评估被用作奖励分配的基础。

6. Staff managers are authorized to assist and advise line managers in accomplishing these basic goals .

管理人员被授权协助和建议线路管理者完成这些基本目标

7. Determining the nature of each employee’s job is job analysis .

确定每个员工的工作性质是工作分析

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 ethics .

劳动者应当完成劳动任务，提高劳动技能，遵守劳动安全卫生规程，遵守劳动纪律和职业道德

9. Labor contracts 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 agency , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.

在一个公共就业机构中，为寻求就业的工人和雇主提供了服务，雇主对他们进行了采访，并对他们进行了采访。

Answer:

1.F

2.C

3.J

4.E

5.A

6.H

7.B

8.D

9.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 halo effect or error .

A.similarity error

B. halo effect or error

C.leniency error

D. single criterion

A相似误差B晕效应或误差

C宽大误差D单准则

一个计算器让一个人评价一特质影响他或她对其他性状的人评价称为晕轮效应或错误倾向

2. 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 the paired comparison.

A. the paired comparison

B. the individual ranking

C. the group order ranking

D.critical incidents

A配对比较B个人排名C组顺序排序D关键事件

绩效评价方法，将每一位员工和每一位员工进行比较，并将其作为一个高级或较弱的成员，被称为配对比较。

3. 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 person analysis .

A. person analysis

B. demographic analysis

C. individual analysis

D. group and individual analysis

A人分析B人口统计分析

C 个体分析D组与个体分析

确定任务性能是否可以接受，并研究将被放置在训练环境中的个人和团体的特性，被称为人分析

4. The lines of advancement for an individual within an organization are known as .

A. career paths

B. job progressions

C. career lines

D. job paths

5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .

A. standards relate to the overall objectives of the organization

B. standards capture the entire range of an employee’s responsibilities

C. individuals tend to maintain a certain level of performance over time

D. factors outside the employee’s control can influence performance

6. The Hay profile method uses which three factors for evaluating jobs? .

A. knowledge, skill, and responsibility

B. mental ability, skill, and responsibility

C. knowledge, mental ability, and responsibility

D. knowledge, mental ability, and accountability

7. Which of the following is not an important component of a meaningful gainsharing plan? .

A. establishing fair and precise measurement standards

B. ensuring that bonus payout formulas are easy to calculate

C. ensuring that bonus payouts are large enough to encourage future employee effort

D. depending on top management to develop the gainsharing program

8. Giving employees more control over decisions about who their co-workers will be is known as .

A. empowered selection

B. collaboration

C. team selection

D. group development

9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .

A. suggestion system

B. downward communication

C. attitude survey

D. empowerment

10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .

A. results evaluation

B. reaction evaluation

C. behavior evaluation

D. learning evaluation

Answer:

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 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 th e

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 structure

B. job evaluation

C. job design

D. job analysis

2. 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. knowledge

B. mental ability

C. competences

D. attitudes

3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except .

A. professional, technical or commercial knowledge

B. knowledge about the commercial, economic, or market environment

C. knowledge about the job description

D. the problems that occur and how they should be dealt with

4. From this passage, we can infer that .

A. In order to perform tasks successfully, individuals need know more than their professional knowledge.

B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.

C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n’t be in accordance with the requirements of the work.

D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.

5. The best title of this passage is .

A. job analysis

B. training or learning specification

C. job description

D. performance standards

Answer:

1.D

2.B

3.C

4.A

5.B

（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

2. Annual wastage rate based on past records 10%

3. Expected losses during the year 7

4. Balance at end-year 63

5. Number required at end-year 75

6. Number to be obtained during year (=5-4) 8

1. The word -“a ttrition” in the first paragraph means .

A. retention rates

B. supply from within the organization

C. supply from outside the organization

D. labor wastage and retirements

2. According to the passage, forcasting the future supply of people should be based on the following except .

A. forecast losses to existing resources through attrition

B. forecast changes to existing resources through external movements

C. the effect of changing conditions of work

D. sources of supply from external labor markets

3. The author of this passage might disagree that .

A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus.

B. The demand and supply forecasts can provide the basis for recruitment, retention.

C. The demand and supply forecasts can’t provide the basis for downsizing.

D. A spreadsheet can be used for demand and supply forecasting.

4. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .

A.100

B.110

C.120

D.130

5. This passage may be extracted from the paper about .

A. human resource planning

B. training and development

C. recruitment and replacement

D. international human resource management

Answer:

1.D

2.B

3.C

4.B

5.A