人力三级专业英语试卷1

专业英语试卷1

一、英汉互译（每题2分，共30分）

1. Apprenticeship

2. Career support

3. Outsourcing

4. Database

5. Employee empowerment

6. Goals

7. Human resource information system (HRIS)

8. Job rotation

9. Learning organization

10. Psychological contract

11. 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.replacement

B.outplacement

C.release

D.downsizing

2. 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 ranking

B. Written essay

C.The individual ranking

D. Critical incidents

3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.

A. outplacement

B. evaluation

C. recruitment

D.training

4. Organizational and corporate plans indicate the direction in which the organization is going.

A. goals

B.resource

C.result

D.process

5. aims to broaden experience by moving people from job to job or department to department.

A.Job analysis

B. Job rotation

C.Job satisfaction

D.Job involvement

6. .HR planning is .

A. a technique that identifies the critical aspects of a job

B. the process of determining the human resources required by the organization to achieve its strategic goals

C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives

D. the process of determining the primary direction of the firm

7. Career development programs benefit organizations in all of the following ways except .

A.Giving managers more control over their subordinates

B.Giving managers increased skill in managing their own careers

C.Providing greater retention of valued employees

D.Giving an increased understanding of the organization

8. The area from which employers obtain certain types of workers is known as the .

A. labor market

B. region

C. recruiting area

D. supply region

9. A set of standards of acceptable conduct and moral judgment is known as .

A. morales

B. ethics

C. rules

D. legislation

10. Hiring someone outside the company to perform tasks that could be done internally is known as .

A. outplacement

B. contracting

C. outsourcing

D. 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 organization

who can be promoted, trained, 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’ 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 market

B. national labor market

C. internal labor market

D. international labor market

2.According to the passge, management consultancies .

A.are less mobile than people at a junior level

B.should be recruited from external labor market

C.should be promoted from within the organization

D.are not knowledge workers

3. If a firm can predict people requirements fairly accurately, it may not

.

A.develop their own staff

B.formulate training programs

C.promote people from within the organization

D.rely more on recruiting from outside

4. ‘M ake or buy’ policy decision is a part of .

A.human resource planning

B.training and development

C.performance appraisal

D.job analysis

5.The best title of this passage is .

A.The organizational context of human resource planning

B.Aims of human resource planning

C.The labor market context for human resource planning

D.Limitations of human resource planning

（二）

Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:

https://www.360docs.net/doc/2d11658235.html,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 planning

B. personnel statistics

C. exit interviews

D. organizational goals and corporate plans

2. Human resource and succession planning provides information on .

A. the direction in which the organization is going

B. future skill requirements and management training needs

C. deficiencies in training arrangements

D. any gaps between expectations and results or negative trends

3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .

A. marketing plans

B. departmental layout changes

C. data on productivity, quality and performance

D. consultation with senior managers

4.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 needs

B. sources of information of major training priorities

C. sources of information which help to identify training priorities

D. 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 enrichment

1.D

2.B

3.I

4.H

5.A

6.J

7.F

8.C

9.E 10.G

1.B

2.D

3.C.

4.A

5.B.

6.B.

7.A

8.A

9.B 10.C

1.C

2.B

3.D

4.A

5.C

1.D

2.B

3.A

4.B

5.C