人力三级专业英语试卷1
(完整版)人力资源三级考试模拟试卷英语选词填空汇总-附译文,推荐文档
1._ D. Human resource management _ refers to the practices and policies you need to carry out the people o rpersonnel aspects of your management job人力资源管理指的是对组织的人实施的各种操作和政策。
bor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies andpractices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。
bor turnover can be costly. I. Direct cost of the recruiting and training replacements should be considered.劳动变更的成本很昂贵。
招聘和培训替代人员的直接成本必须被考虑在内。
4.Business process re-engineering techniques are deployed as instruments for H. downsizing .业务流程再造技术可以被使用来作为规模精简的工具。
A.feedback to employees on how the organization views5.Evaluations also fulfill the purpose of providingtheir performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6.The J. output of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。
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。
2.助理人力资源管理系统师-三级(上海) HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、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 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 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. 间接成本二、选词填空（每题2分，共20分）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 .。
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 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 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 members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don’t express their reaction to one another.4.According to the passage, which of the following can’t change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.四、写作（共20分）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
人力资源三级(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。
人力资源三级练习题
人力资源三级练习题Human Resources Level 3 Practice QuestionsIntroductionHuman Resources is a critical function within organizations that manages the employees and ensures their well-being and development. To gain a deeper understanding of this field, this article will explore three practice questions related to Human Resources at the third level. Each question will be followed by a comprehensive analysis and discussion.Question 1: Outline the various steps involved in the recruitment process.The recruitment process is vital in identifying and selecting suitable candidates for job positions. It involves several steps, which are as follows:1. Job Analysis: This step involves determining the requirements and responsibilities of the vacant positions. It includes analyzing job descriptions, qualifications, skills, and competencies required for the role.2. Sourcing: Once the job requirements are clear, the HR team utilizes various sourcing methods to attract potential candidates. This can involve advertising job vacancies on job portals, social media platforms, collaborating with recruitment agencies, or conducting internal talent searches.3. Screening: In this step, the HR team evaluates the received applications and resumes to shortlist potential candidates. Screening may include reviewing qualifications, years of experience, specific skills, and other relevant criteria.4. Interviewing: Shortlisted candidates are invited for interviews, which can be conducted in different formats such as one-on-one interviews, panel interviews, or group discussions. This step assesses the candidate's suitability, behavioral traits, technical skills, and cultural fit within the organization.5. Selection: After the interviews, the HR team evaluates the candidates and makes the final selection. This involves considering interview performance, reference checks, and other assessment methods.6. Offer and Onboarding: The chosen candidate is offered the position, including details of compensation, benefits, and terms. Upon acceptance, the onboarding process begins, ensuring a smooth transition for the new employee into the organization.Question 2: Discuss the importance of performance appraisals and the key elements to consider in conducting them.Performance appraisals are essential tools in evaluating employee performance and providing feedback for improvement. Key elements to consider in conducting a performance appraisal include:1. Goal Alignment: Performance appraisals should assess employees based on their alignment with predefined goals and objectives. This ensures that individuals' contributions are measured in the context of their assigned tasks.2. Clear Evaluation Criteria: A well-defined set of performance criteria should be established to objectively evaluate employees. These criteria mayinclude quality of work, timeliness, teamwork, communication skills, and efficiency.3. Regular Feedback: Performance appraisals should occur on a regular basis to provide employees with timely feedback. This allows for ongoing improvement and ensures that issues can be addressed promptly.4. Two-Way Communication: It is important to create a comfortable environment during the appraisal process, encouraging open communication between employees and their supervisors. This facilitates a dialogue where both parties can share perspectives and suggestions.5. Professional Development: Performance appraisals should not only focus on evaluating past performance but also identify areas for growth and development. Discussions on how employees can enhance their skills and capabilities contribute to their long-term success within the organization.Question 3: Explain the concept of employee engagement and suggest strategies to enhance it.Employee engagement refers to the emotional commitment and involvement of employees towards their work and the organization. Strategies to enhance employee engagement include:1. Communication and Recognition: Effective communication channels should be established to foster dialogue and provide timely updates. Recognizing and appreciating employees' efforts and achievements can boost morale and engagement.2. Empowerment and Autonomy: Providing employees with autonomy and decision-making power in their roles can lead to increased jobsatisfaction and engagement. Empowerment allows individuals to take ownership of their work, leading to a sense of pride and engagement.3. Career Development Opportunities: Offering employees opportunities for growth and advancement within the organization demonstrates a commitment to their long-term career progression. This can include mentorship programs, training sessions, or internal job postings.4. Work-Life Balance: Promoting a healthy work-life balance is crucial in reducing burnout and enhancing engagement. Encouraging flexible working hours, providing wellness initiatives, and recognizing the importance of personal commitments all contribute to employee well-being and engagement.5. Performance Recognition: Implementing a performance recognition program, such as employee of the month or quarterly awards, can motivate employees to perform at their best and increase their engagement levels.ConclusionHuman Resources plays a crucial role in managing employees' recruitment, performance evaluation, and engagement within an organization. Effective recruitment processes, performance appraisals, and employee engagement strategies contribute to a healthy and productive work environment. By understanding and implementing these practices, organizations can improve their HR management and ultimately enhance the overall success of their workforce.。
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。
人力资源三级考试模拟试卷英语选词填空汇总-附译文
A. feedback反馈B. benchmarking基准C. rewards奖励D. Human resourcemanagementHR管理E. benefit福利F. on-the-job在职G. performance绩效H. downsizing裁员I.Direct cost直接成本J. output输出1._ D. Human resource management _ refers to the practices and policies you need to carry out the people orpersonnel aspects of your management job人力资源管理指的是对组织的人实施的各种操作和政策。
bor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies andpractices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。
bor turnover can be costly. __I. Direct cost __ of the recruiting and training replacements should be considered.劳动变更的成本很昂贵。
招聘和培训替代人员的直接成本必须被考虑在内。
4.Business process re-engineering techniques are deployed as instruments for __H. downsizing __ .业务流程再造技术可以被使用来作为规模精简的工具。
5.Evaluations also fulfill the purpose of providing __A.feedback__to employees on how the organization viewstheir performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6.The __J. output __ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。
人力资源3级英语阅读理解
3级新阅读理解（一）Many promotable candidates are originally hired through college recruiting. This is therefore an important source of management trainees, as well as of professional and technical employees.There are two main problems with on-campus recruiting. First, it is relatively expensive and time-consuming for the recruiters. Schedules must be set well in advance, company brochures printed, records of interviews kept and much recruiting time spent on campus. Second, recruiters themselves are sometimes ineffective, or worse. Some recruiters are unprepared, show little interesting the candidate, and act superior. Many recruiters also don‟t effectively screen their student candidates. For example, students‟ physical attractiveness often outweighs other more valid traits and skills. Some recruiters also tend to assign females to …female-type‟ jobs and male to …male-type- jobs. Such findings underscore the need to train recruiters before sending them to the campus.You have two goals as a campus recruiter. Your main function is screening, which means determining whether a candidate is worthy of further consideration. Exactly which traits you look for will depend on your specific recruiting needs. Traits to assess include motivation, communication skills, education, appearance, and attitude.While your main function is to find and screen good candidates, your other aim is to attract them to your firm. A sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help you to sell the employer to the interviewee1．College recruiting is an important source of the following people except ( )A.management traineesB.management trainersC.professional employeesD.technical employees2. Which of the following isn‟t the weakness of college recruiting? ( )A. It is relatively expensiveB. It is relatively time-consumingC. It is sometimes ineffectiveD. Its main function is screening3. According to the passage, goals of a campus recruiter include the following except ( )A. screeningB. determining whether a candidate is worthy of father considerationC. Printing company brochuresD. Attracting candidates to your firm4. According to the passage, the author might most likely agree that ( )A. College recruiting can find and screen many good candidatesB. There is no problem with college recruitingC. It is unnecessary to train recruiters before college recruitingD. It isn‟t the goal of a campus recruiter to sell the employer to the interviewee5. This passage mainly discussed ( )A. the problems and goals of college recruitingB. the problems of college recruitingC. the goals of college recruitingD. the methods of college recruiting（二）Militiaperson 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 graduates 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, mangers 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 lowestThe 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 ensured that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Militiaperson 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 each got a …B‟ in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says …ranks 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.itiaperson comparisons is a(an) ( ) measuring deviceA. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except ( )A.group order ranking individual rankingB.graphic rating scales paired comparisons3.From this passage, we can infer that ( )A.recommending students to graduates 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 militiaperson comparisons can be used simultaneously4.The following statements about individual ranking are false except ( )A.it rank orders of employees from the lowest performer up to the highestB.the result is clean ordering of employeesC.it assumes that the difference between the first and second employee is differentD.this approach allows from 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（三）Our knowledge of motivation tells us that people do what they do 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 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 stockoptions. 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 considered as a ( ) function in human resource managementA. 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 rewardsB.overtime and holiday premium pay belongs to indirect compensationC.employees will expect their direct compensation to be comparable to the indirect compensation given toother employees with similar abilities and performanceD.employees will expect their direct compensation generally to align with their assessment of theircontribution to the organization4.Perquisites which the organization provides employees belong to ( )A.intrinsic rewards direct compensationB.indirect compensation 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 rewardB.if indirect compensations are made uniformly available to all employees at a given job level, regardless ofperformance, 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 rewardingD.Each type of rewards can be distributed on an individual or group, not organization wide basis（四）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 stock and flows of people within the organization who can be promoted,trained, or re-deployed to meet future needs2.The external labor market – 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 supply in these markets my vary considerable. 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, and organization may have to formulate …make or buy‟policy decisions. A …make‟ policy means that the organization prefers to recruit people at a junior level of 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 involved. 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 my 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 fairly and accurately predict people requirements may rely more on developing their own staff once they have bend 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 passage, 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.Limitation of human resource planning（五）The managerial grid training as developed by Blake and his colleagues consists of simple diagnostic framework provided to members to aid them in describing one another‟s behaviorThe basic philosophy of grid training is that the task of the individual manager is to achieve production through people. In achieving this task, the manager has to show concern both for productivity and people Black suggests that mangers can be characterized by their location on a two-dimensional grid the managerial grid-one axis of which is labeled concern for production and the other concern for people. Each axis is a scale with nine points and so the location of a manager on the grid can be specified by two coordinates. The three principal managerial styles as described in Blake‟s grid are:1.Improved management-exertion at minimum offer to get done the work required maintaining membershipof the organization2.task management where a person is high in task efficiency but low in human satisfaction3.team management-high task achievement from committed people production is achieved by theintegration of task and human requirements into a unified systema grid seminar is used to teach each participant to see his or her managerial style. Trainees are first familiarized with grid language and theory and then work in groups through a series of exercises and case problems that allow each individual to exhibit management style. This behavior then becomes the object of feedback. Trainees acquire skills in the perception of their own and other people‟s style of behavior, and the aim is to move them toward the 9,9 region of the grid.Grid training consists of a series of seminars intended to develop the application of the message throughout the organization. In this respect, it is a type of organization development …intervention‟ designed to increase organizational effectiveness rather than to concentrate on the improvement of individual interactive skills.The grid has sound theoretical foundations, being based on a number of research studies. It recognizes the importance of developing an appropriate management style to obtain results by the effort an commitment of work groups. It has plenty of fact validity ex-grid trainees usually speak highly of it-but research studies are only partially conclusive on its overall effectiveness.1.The basis philosophy of he managerial grid training is that ( )A.the task of the individual manager is to achieve people through productionB.the task of the individual manager is to achieve production through peopleC.the task of the individual manager is to achieve production through other peopleD.the task of the individual manager is to achieve production through himself(herself)2.which of the following statements on the managerial grid is false? ( )A.It is a two-dimensional gridB.One axis of it is labeled concern for production and the other concern for peopleC.Each axis is a scale with nine pointsD.The location of a manger on the grid can be specified by two or more coordinates3.From the passage, we can draw conclusions on managerial styles as described in Blake‟s grid except( )A.1,1 indicates where a person is low in both task efficiency and human satisfactionB.1,9 indicates where a person is high in task efficiency but low in human satisfactionC.5,5 where a person is middle in both task efficiency and human satisfactionD.9,1 indicates where a person is high in task efficiency but low in human satisfaction4.About a grid seminar, the author would disagree that ( )A. a grid seminar is used to teach each participant to see his or her managerial styleB.trainees are first familiarized with grid language and theoryC.trainees can‟t perceive their own style of behaviorD.the aim is to move trainees onward the 9,9 region of the grid5.This passage may be extracted from the paper which studied ( )A.trainingB.performance appraisalpensationD.HR planning（六）Walters(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 goingand, therefore, major training priorities2.human resource and succession planning which provides information on future skill requirements andmanagement training needs3.personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressedby training4.exit interviews which might suggest deficiencies in training arrangements5.consultation with senor managers which obtains opinions on training needs from key decision makers6.data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and there fore suggest training needs7.departmental layout changes which provide information about future developments and related trainingneeds8.management requests for training which set out perceived needs9.knowledge of financial plans which determine whether the funds will be available for training, and mayencourage fresh approaches if resources are limitedTwo 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 Walters, ( ) is major training prioritiesA.human resource and succession planningB.personnel statisticsC.exit interviewsanizational 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 byWalters except ( )A.marketing plans.B.Department layout changesC.Data on productivity, quality and performanceD.Consultation with senior mangers4.According to the passage, the following statements are true except ( )A.departmental layout changes provide information about future development and related training needsB.exit interviews highlight HR issues which might be addressed by trainingC.data on productivity quality and performance show where there are any gaps between expectations andresults or negative trendsD.marketing plans indicate where new skills are required to market new products or services5.The main topic about the 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（七）Training or a learning specification is 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 material 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 usedeffectively. 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 level of performance required.●Attitudes – the disposition to behave or to perform in way that is in accordance with the requirements ofthe 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 expect _________.A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that _________A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way 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（八）Supply ForecastingSupply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition ( labor wastage and retirements), 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●Forecast changes to existing resources through internal promotions●The effect of changing conditions or work and absenteeism●Sources of supply from within the organization●Sources of supply from outside the organization in the national and local labor marketsMathematical 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) 121. 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 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. 100B. 110C. 120D. 1305. This passage may be extracted from the paper about__________.A. hunman resource planningB. training and developmentC. recruitment and replacementD. international human resource management（九）The criteria or criterion that management chooses to evaluate, when appraising employee performance, willhave a major influence on what employee do. Two examples illustrate this: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. Consistent with thesis that the evaluating criteria influence behavior, interviewers emphasized that number of interviews conducted rather than the placement of client in jobs.A management consultant specializing in police research noted that, on one community, officers would come on duty for their shift; proceed to getting to back and forth along this highway for their entire shift. Clearly this fast cruising had little to do with good police work but this behavior made considerable more sense once the consultant learned that eh community‟s city council used mileage on police vehicles as an evaluative measure of police effectivenessThese examples demonstrate the importance of criteria in performance evaluation. This of course, begs the question: what should management evaluate? The three most popular sets of criteria are individual task outcomes, behaviors, and traits.Individual task outcomesIf ends count, rather than means, then management should evaluate an employee‟s task outcome. Using task outcomes, a plant manager could be judged on criteria such as quantity produced, scrap generated, and cost per unit of production. Similarly, a salesperson could be assessed on overall sales volume in his or her territory, dollar increase in sales, and number of new accounts established.Behaviors.In many cases, it‟s difficult to identify specific outcomes that can be directly attributable to an employee‟s actions. This is particularly true of personnel in staff positions and individuals whose work assignments are intrinsically part of a group effort. In the latter case, the group‟s performance may be readily evaluated, but eh contribution of each group member may be difficult or impossible to identify clearly. In such instance, it is not unusual for management to evaluate the employee‟s behavior. Using the previous example, behaviors of a plant manager that could be used for performance evaluation purpose might include promptness in submitting his or her monthly reports or the leadership style that the manger exhibits. Pertinent salesperson behaviors could be average number of contract calls made per day or sick days used per year.TraitsThe weakest set of criteria, yet one that is still widely used by organizations is individual trait. We say they are weaker than either task outcomes or behaviors because they are farthest removed from the actual performance of the job itself. Traits such as having … a good attitude‟, showing …confidence‟, being …intelligent‟or …friendly‟,‟ looking busy‟, or possessing … a wealth of experience‟ may or may not be highly correlated with positive task outcomes, but only the naïve would ignore the reality that such traits are frequently used in organizations as criteria for assessing an employee‟s level of performance.1. According to the passage, which of the following is not the criteria that management chooses to evaluate employees‟ performance?_________.A. individual task outcomesB. individual behaviorsC. individual skillsD. individual traits2. Criteria of task outcomes which can be used for a plant manager include the following except______.A. quantity producedB. dollar increase in salesC. scrap generatedD. cost per unit of production3. Behaviors of salesperson that could for performance evaluation purpose might include________.A. promptness in submitting his or her monthly reportsB. the leadership style that the manager exhibitsC. number of new accounts establishedD. average number of contact calls made per day4. Traits that could be used for performance evaluation purpose might include the following except________.A. having “a good apperance”B. showing “confidence”C. being “intelligent” or “friendly”D. possessing “a wealth of experience5. The author of this passage might most likely agree that________.A. The criteria or criterion that management evaluate employees‟ performance will hava a minor influence on what employees do.。
英语三级考试试题
英语三级考试试题Part I: Reading Comprehension (阅读理解)Directions: In this part, you are going to read certain materials and answer some questions. English materials will be provided, and all the questions and answers will also be in English.Passage 1According to the passage, what are the main causes of air pollution in big cities?A. Industrial emissions and traffic congestionB. Rapid urbanization and population growthC. Agricultural activities and construction workD. Deforestation and waste incinerationPassage 2What is the main idea of the passage?A. The benefits of regular exercise for physical healthB. The importance of a balanced diet for mental well-beingC. The connection between sleep quality and cognitive functionD. The impact of stress management on overall wellnessPassage 3Which option best describes the author's opinion on renewable energy?A. It is costly and inefficient compared to traditional sources.B. It is the most sustainable solution for future energy needs.C. It lacks government support and investment opportunities.D. It has limited potential to replace fossil fuels entirely.Part II: Listening Comprehension (听力理解)Directions: In this part, you are going to listen to some recordings and answer questions based on what you hear. Make sure you listen carefully and pay attention to key details.Recording 1What is the speaker's main reason for wanting to travel to Japan?A. To experience the country's rich history and cultureB. To study abroad at a prestigious universityC. To attend a traditional Japanese tea ceremonyD. To explore the natural beauty of Mount FujiRecording 2What does the speaker suggest as a solution to the current traffic congestion problem?A. Implementing stricter traffic laws and regulationsB. Building additional highways and express lanesC. Promoting public transportation and carpoolingD. Encouraging more people to walk or ride bicyclesRecording 3What is the speaker's overall opinion on the new company policy?A. It will improve employee morale and productivityB. It lacks consideration for work-life balanceC. It is likely to result in increased turnover ratesD. It reflects the company's commitment to sustainabilityPart III: Writing (写作)Directions: In this part, you are required to write an essay on the given topic. Your response should be clear, well-organized, and demonstrate your ability to express ideas effectively in written English.Topic: The Impact of Social Media on SocietyIn recent years, social media platforms have become increasingly influential in shaping modern culture and communication. Discuss the positive and negative effects of social media on society as a whole. Provide examples to support your arguments and suggest ways to mitigate the negative impacts while maximizing the benefits of social media for individuals and communities.Remember to use appropriate vocabulary and sentence structures to convey your ideas effectively. Your essay should be logically structured and free of grammatical errors. Aim for clarity and coherence in your writing to present a compelling argument on the topic.Good luck!。
人力资源管理师考试专业英语试题样题
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1.Behavior modeling2.Employee leasing3.Factor comparison system4.Graphic rating-scale method5.Panel interview6.Replacement charts7.Selection8.Vesting9.Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1.Executives or memagers who coach, advise, and encourage employees of lesser rank are called _________________________ .A.Prot e g e sB・ teachersC・ mentorsD・ role models2・ As an appraiser, you should try to do all of the following except .A・ minimize criticismB・ change the person, not the behaviorC・ focus on solving problemsD・ be supportive3・ Individuals working internationally need to know as much as possible about all of the following host-country characteristics except ____________________________ .A・ social and business etiquettecultural values and prioritiesC・ political strueture and current playersD. cultural trends4. Questions contained in structured job interviews should be based onA. job analysisB・ job designC・ job specializationD・ job utilization5・ Outplacement services are ____________________ .A・useful 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 maturityEffective delegate skillsC・ Prudent decision-making skillsD. Cuitural 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 methodResults methodC・ Behavior methodD・ Attitudinal method8・ Compensation programs that compensate employees for the knowledge they possess are known as _____________________ .A・ skill-based pay plansperformance-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 jobsB・ use a c1assroom-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 employee1s involvement in the review processCritics 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 makeem important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-shating to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-f ina ncial means. Per forma nee man agement reviews can ide ntify 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 speIt 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・Ikmsen et al (1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dime nsions, one of which is their ' cont rib ution to and utilization of the kno wledge asset of the firm'. At Bain, par tn ers are evaluated each year on a variety of dimensions, ineluding how much direct help they have given colleagues.1.The best titie for thisarticle isA. Knowledge-sharingPerformance management reviewsC.Performance management processesD.Performance management for knowledge workers2.The following are examples of positive behavior in meeting competency expectat ions for knowledge-sharing except ______________________A・ Is reluctant to share knowledge with colleaguesTakes positive steps to exchange relevant information and knowledge C・ 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 etal? ___________________ .A・ At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of thefirm 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 agreethat ___________________ .A・ Performance management processes by HR can make littie contribution to knowledge management・The cascading of corporate core values for knowledge-sharing to individuals could be one star ting point for the performance man ageme nt 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 impor tant con trib ution to knowledge manageme nt through the following measures exceptbehavioral expectations which are related toactual behaviors are reviewed actual behaviors are rewardedby financial or non-financial meansD ・ by bu 订ding networks which provide for knowledge sharing（二）n T-group n stands for "training group,Hwhich is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training ・ T-group has three aims ：1. To increase sensitivity-the ability to perceive accurately how others are reacting to one 1s behavior.2・ To increase diagnostic ability-the ability to perceive accurately the state of relationships between others. A. by providing forknowledge-sharing to be definedby ensuring that C. by ensuring that。
英语三级考试试题及答案
英语三级考试试题及答案Passage 1Questions 1-5 refer to the following news report.The famous actor, Robert Cartwright, has announced his retirement from the film industry. Cartwright, known for his incredible talent and versatile performances, has been an icon in Hollywood for over three decades. He starred in numerous critically acclaimed films, including "The Piano" and "The Great Escape". Cartwright's decision to retire has left his fans shocked and saddened.During his retirement announcement, Cartwright expressed his desire to shift his focus to philanthropy work. He plans to establish a foundation that supports underprivileged children's education and healthcare. Cartwright believes that his success in the film industry has given him the platform to make a positive impact on society, and he wants to utilize his influence for the betterment of those in need.1. Who has announced his retirement from the film industry?2. How long has Robert Cartwright been an icon in Hollywood?3. What are some of the critically acclaimed films Robert Cartwright starred in?4. How did Cartwright's fans react to his retirement announcement?5. What does Robert Cartwright plan to focus on during his retirement?Answers:1. Robert Cartwright.2. Robert Cartwright has been an icon in Hollywood for over three decades.3. Some of the critically acclaimed films Robert Cartwright starred in include "The Piano" and "The Great Escape".4. Cartwright's fans were shocked and saddened by his retirement announcement.5. Robert Cartwright plans to focus on philanthropy work, specifically establishing a foundation to support underprivileged children's education and healthcare.Passage 2Questions 6-10 refer to the following conversation.M: Excuse me, how can I get to the nearest subway station from here?W: Walk straight for two blocks, then turn left. It should be right there on the corner.M: Thank you. Is it the Red Line or the Blue Line?W: The nearest station is on the Blue Line.M: Great, thank you so much for your help!W: You're welcome. Have a pleasant journey!6. What does the man want to know?7. How far is the nearest subway station from here?8. Which direction should the man turn after walking straight for two blocks?9. Which subway line is the nearest station on?10. How does the woman respond to the man's gratitude?Answers:6. The man wants to know how to get to the nearest subway station.7. The nearest subway station is two blocks away.8. The man should turn left after walking straight for two blocks.9. The nearest station is on the Blue Line.10. The woman responds by saying "You're welcome" and wishing the man a pleasant journey.Please note that the format used above is an example and may not adhere to the strict format requirements of an actual English proficiency exam.。
2024英语三级考试真题及答案
2024英语三级考试真题及答案English:One possible question that could appear on the 2024 English three-level exam is a reading comprehension passage followed by a set of questions. For example, the passage may discuss the impact of technology on modern society, exploring both the benefits and drawbacks of advancements in communication and automation. The questions that follow may ask test-takers to identify the main idea of the passage, analyze how specific examples support the author's argument, and draw conclusions about the overall message conveyed. To answer these questions successfully, candidates must demonstrate not only a strong command of English vocabulary and grammar but also the ability to critically analyze and interpret written texts.中文翻译:2024年英语三级考试可能出现的一道题目是阅读理解文章后面跟着一系列问题。
例如，文章可能讨论技术对现代社会的影响，探讨通信和自动化进步的利与弊。
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Training12. 即时奖金Spot bonus13. 工资结构Pay structure14. 劳动力市场Labor market15. 精简DownsizingAnswer: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. Downsizing二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or human capital 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。
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. 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、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 executinga 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三、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 be promoted, t rained, or re-deployed to meet future needs.2. 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’ polic y decisions. A ‘make’ policy means that organizati on 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 mea ns 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 co nditions, or one which has just started up, will probably rely almost entirely on external recruitment. When d ealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourci ng 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 accurate ly may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people fromA. 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 notA.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: 1. Organizational goals and corporate plans which indicate the direction in which the organization is going a nd, therefore, major training priorities.2. Human resource and succession planning which provides information on future skill requirements and man agement 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 nee ds.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 e ncourage 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 se rvices, use different selling techniques or operate in new territories.1.According to Walters, 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 e xcept .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 exceptA. 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 r esults 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. 。
- 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)。
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, know ledge, 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 u sed 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 maki ng 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 organizationwho can be promoted, trained, or re-deployed to meet future needs.2.The external labor marker- the external local, regional, national and internationalmarkets from which different sorts of people can be recruited. There are usually anumber 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 withthem, 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. ‘M ake or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource 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 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.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 enrichment1.D2.B3.I4.H5.A6.J7.F8.C9.E 10.G1.B2.D3.C.4.A5.B.6.B.7.A8.A9.B 10.C1.C2.B3.D4.A5.C1.D2.B3.A4.B5.C。