TestSolution

TestSolution
Test Solution测试题答案
Question 2: 5 marks
Please explain the elements of an effective recruitment process for an organisation.
请列出公司有效招聘过程中的条件与元素。

For 5 marks the students need to explain the following Recruitment Process
以下元素，每写一个得一分
Recruiting should always involve analyzing the position to be filled, writing a job description and person specification, and analyzing the organization?s short, medium and long –term needs and goals. The followings are the steps to the recruitment process:
1. Preparing to recruit (job analysis and job requisition)
招聘前准备（工作分析与人手需求）
2. Sources of employees (internal/external）
人才来源（内外部）
3. Consultants (Who will recruit) managers or specialist
顾问（谁去招聘）经理或专员？
4. Legislation aspects
法律方面
5. Advertising
广告宣传
6. Methods of applicants (including resume, online or applications
申请职位的方式（投简历，上网，申请书）
Question 3: 5 marks
Please explain in details what is job analysis?
请详细解释什么是工作分析
For 2 marks: Students need to discuss that Job analysis is the cornerstone of HRM because the information that this collects serves all HRM functions.
学生需要讨论的工作分析是人力资源管理的基石，因为收集的资料是为所有人力资源管理职能服务的。

Job analysis is a systematic process of identifying the component tasks responsibilities and outcomes of job, and the knowledge, competencies, skills and abilities required to adequately perform these duties.
Job analysis is the process for the development of job descriptions and person specifications i.e. that the job describes the job itself and the person specification describes the job holder experience, knowledge and qualification. 工作分析是对工作的描述和规范，即入职的发展过程，比如说工作说明说明了工作本身内容
和工作人员规范及经验，知识和资格。

得2分
For extra 3 marks they can include the steps involve in job analysis:
工作分析中的步骤包括（得3分）：
1. What are the tasks involved? 涉及的任务是什么？
2. When is the job completed? 什么时候是工作完成？
3. Where is the job conducted? 工作在哪里进行？
4. How does the job holder actually perform the job?
正式上岗时如何展开工作？
5. Why is the job necessary? 为什么有这个职位？
6. Work activities – tasks, processes and procedures.
工作活动- 任务，流程和程序。

7. Worker attitudes and behaviours –physical, mental and social job
demands and requirements.
工人的态度和行为 - 身体，精神和社会就业需求和要求。

8. Work performance aspects and outcomes – standards and measures.
工作表现和业绩方面 - 标准和估量。

9. Job conditions – rosters and reward systems and physical environment.
工作条件 - 名册和奖励制度和物质环境
10. Personal requirements – education, skills, competencies, experience
and personal qualities of job holders.
个人必要条件 - 在职者的教育，技术，能力，经验和个人素质。

Question 4: 5 marks
Discuss the benefits and pitfalls of internal recruitment/external recruitment
讨论内部/外部招聘的优缺点。

For 2.5 marks Benefits of internal recruitment: 写出内部招聘的优缺点得2.5分May aid moral 可能有助于道德
Easier to assess applicant?s ability更容易评估申请人的能力
Good performance is rewarded 良好的业绩得到奖励
A succession plan for promotion is developed 继任计划的晋升开发
Necessary only to hire at base level只在聘请基层时必要
Less cost更低的成本
Pitfall of Internal recruitment 内部招聘的缺点
Danger of inbreeding 近亲繁殖的危险
Discontent among those not promoted 没获得升职的人的不满
Strong evaluation program needed 需要强有力的评价方案
Criticism from that outside organisation 公司外部的批评
New blood无新血进入公司
For 2.5 marks Benefits of external recruitment写出外部招聘的优缺点得2.5分
No favourites from inside leading to resentment没有内部竞争者引来的不满
Outsiders bring in fresh ideas to old problems 新人为老问题带来新想法?Forces insiders to compete – remain updated in skills, etc 促使内部的人去竞争，留待技能提升等
Pitfall of external recruitment 外招缺点
May not fit in 可能不合适
Morale of those passed over 不同的工作氛围
More training required 需要更多培训
A longer orientation period necessary 需要更长的入职培训期
Can be very expensive 招聘成本高
Question 5: 5 marks
Please explain the terms job description and person specification and give an example of each for a position you are familiar with.
请解释术语的“工作说明”和“任职资格”，并就每个术语给出一个你所熟悉工作的例子。

For 5 marks A Job Description is the practical outcome of job analysis and usually consists of written statements detailing the tasks, activities and responsibilities of a job, work outcomes, working conditions and relationships to other jobs. The student also needs to give example of this.
职位描述是工作分析的实际成果，通常以详细书面文件注明
任务，活动和工作职责，工作成果，工作条件和其他工作的关系。

学生还需举例子。

得5分
For 5 marks A Person specification indicates the personal abilities, skills, competencies and knowledge required to perform
the job.
Academic and trades qualifications, work experience and personal qualities are listed usually as “essential” or “desirable”. The students should also give example of this.
任职资格表明执行的工作所需的个人能力，技能和知识。

学术和行业的资格，工作经验和个人素质等在任职资格上
通常为“必要”或“理想”。

学生们也应该给予这样的例子。

Question 6: 5 marks
Explain the Recruitment process in an organisation解释在公司里的招聘流程
For 3 marks the students need to explain the practice or activity with the primary purpose of IDENTIFING & A TTRA CTING potential employees that assist in the achievement of organisational goals.
Prior to recruiting, the practic es and systems which influence employees? Behaviour, A ttitudes and Performance must be clearly defined. The business and the Human Resources department at a STRA TEGIC level by linking recruitment policy to the rest of the organisation.
需要解释在招聘实务与活动中，识别和吸引潜在雇员，并让他们协助实现组织目标。

之前的招募，常规和体制对员工的行为态度和表现有较大的影响，学生必须明确界定这些。

业务和人力资源部门把公司其他部门用统一招聘政策联系起来。

得3分
For extra 2 marks Identifying & attracting potential employees should be linked to the organisational goals and the following should be decided based on the organisational vision and mission
1. preparing to recurit
2. Internal vs. external; Direct applicants and referrals; A dvertisements;
Public employment agencies; Private employment agencies; Universities, TA FE and other educational institutions; E-recruitment
3. legislative
4. advertising etc…(page 18-19)
Question 7: 5 marks
Explain the term …merit selection? and its implication on effective recruitment and selection policy.
解释术语'择优录取'和它在招聘和选拔政策方面的有效应用。

For this question students are required to explain that …meri t selection? is based on the job description and person specification that is clearly describes what the job holder is required to perform at the level that is satisfactory to the role. 需要解释，'择优录取'是基于工作说明和任职资格上的，说明这份工作需要的人须履行工作表现令人满意。

It should be the basis of the selection criteria which list the essential and desirable competencies to perform the job. It should not be based on seniority, i.e. how much the job holder has been in the position or based on subjective assessment based on bias. 它应该是选人的基本准则，它列明了完成这份工作的必要
和理想能力。

它不应以年资为基础，比如在位时长或偏见主观的评估。

3分
(3) marks
For extra (2) marks s
Student could also explain that Merit selection should not disadvantage any minority group such as people with learning disability or physical disability and should not specify age, sex or any physical attributes of the job holder.
也可以解释'择优录取'不应该用在少数群体上，比如有学习障碍或
身体残疾的人，更不应该指定年龄
段，性别或任何物理属性等。

Question 8: 5 marks
Explain the features of writing successful advertisements and explain the A IDA acronym in details 解释成功广告的写作特点和详细解释A IDA。

For 3 marks the students should explain the successful advertisement should be aimed at the well qualified applicants and discourage unqualified people for applying and should promotes the image of the organisation. For extra 2 marks students should discuss the A IDA acronym as a framework for selling all manner of products and services: A ttention, Interest, Desire, A ction (see page 61-62 of the recommended text book).
成功的广告应吸引充分合格的申请人，劝阻不合格的申请人，并应提升公司的形象。

得3分。

剩下的2分的应该讨论A IDA作为一个所有销售的产品和服务方式的框架：注意，兴趣，欲望，行动（推荐手册61-62页）Question 10: 5 marks
How many should be interviewed.
多少应该被面试？
For 2 marks students should state that there is no definite number of applicants to be interviewed. For extra 3 marks the students should explain that this depends on the quality and number of jobs available rather than amount of time. If there are a large number of applicants, it?s a good idea to call applicants and short list.
应当指出，没有一定数量的申请人面试。

对于额外的3分的学生应解释说，面试的数量应基于
工作的质量和数量，而不是时间的数目。

如果有大量的申请人，不妨致电给申请人以减少名单。