人力资源管理师二级英语作文上次考到原题了呵呵

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人力资源二级英文答案

人力资源二级英文答案

三、写作(1)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。

Job Description(参考答案)Position chief accountant Department financial departmentAccountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryWork closely with the companys CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls, external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the companyAdministration department; Marketing department; Manufacturing department; R&D department etc.(2)假设你所在的公司今年从人才市场物色了一位销售经理,经过几轮面试后,公司决定录用,从今年7月1日开始上班,除节假日外每天的工作时间为8:30-17:00,起薪为每月4000元,试用期3个月。

人力资源管理师(二级)英语作文-上次考到原题了-呵呵

人力资源管理师(二级)英语作文-上次考到原题了-呵呵

P51Job DescriptionPosition logistics manager Department logistics departmentAccountable to CEO Salary/pay grade 4[yes ]35 – 40 hrs/wk [ ]20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryDeveloping and improving logistics operation system and procedures; Assisting in other logistics work as required,and ensure that all of the responsibilities pertaining to the logistics department are met.Responsibilities/daily tasksDealing with daily logistics work,including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;Performing daily system record updating and main training for in-time and accurate logistics related data;Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder,Broker, Transportation Company etc。

人力资源管理师二级

人力资源管理师二级

人力资源管理师资格认证专业英语样题一、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。

V esting9. 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 managers who coach, advise,and encourage employees of lesser rank are called _______________。

A。

ProtégésB. 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 etiquetteB。

2024年5月人力资源管理师(二级)考试真题及参考答案

2024年5月人力资源管理师(二级)考试真题及参考答案

2024年5月劳动和社会保障部国家职业资格全国统一鉴定职业:企业人力资源管理师等级:国家职业资格二级卷册一:职业道德理论学问留意事项:1.考生应首先将自己的姓名,准考证号等用钢笔、圆珠笔等写在试卷册和答题卡的相应位置上。

并用铅笔填涂答题卡上的相应位置处.2.考生同时应将本页右上角的科目代码填涂在答题卡右上角的相应位置.3.本试卷册包括职业道德和理论学问两部分:第一部分,1一25小题,为职业道德试题;第二部分,26—125小题,为理论学问试题.4.每小题选出答案后,用铅笔将答题卡上对应题目的答案涂黑.如需改动,用橡皮擦干净后。

再选涂其它答案.全部答案均不得答在试卷上.5.考试结束时,考生务必将本卷册和答题卡一并交给监考人员.6.考生应按要求在答题卡上作答.假如不按标准要求进行填涂,则均属作答无效.地区: ____________________________________________________姓名: ____________________________________________________准考证号; ________________________________________________第一部份职业道德(第1~25题,共25道题)一、职业道德基础理论与学问部分答题指导:该部分均为选择题,每题均有四个备选项,其中单项选择题只有一个选项是正确的,多项选择题有两个或两个以上选项是正确的。

请依据题意的内容和要求答题,并在答题卡上将所选答案的相应字母涂黑。

错选、少选、多选,则该题均不得分。

(一)单项选择题(第1~8题)1.下列关于职业道德的说法中,正确的是(八)。

(八)社会分工和专业化程度的增加,对职业道德提出了更高要求(B)职业道德的稳定性特征,说明职业道德是稳定而不改变的(C)职业选择属于个人权利的范畴,不属于职业道德的范畴(D)职业道德与法律分属不同领域,二者没有关联性2.职业道德的规范功能是指()(八)岗位责任的总体规定效用(B)爱干什么,就干什么(C)规劝作用(D)自律作用3.美国于1978年确立了一部规范政府官员的()(八)《荣誉法典》(B)《不当赠品及不当表示防止法》(C)《从政职业法》(D)《谢尔曼法》4.《公民道德建设实施纲要》所提出的职业道德的“五项要求”是()(八)爱国遵守法律,明礼诚信,团结友善,勤俭自强,敬业奉献(B)爱岗敬业,诚恳守信,办事公道,服务群众,奉献社会(C)遵纪遵守法律,文明礼貌,崇尚科学,艰苦朴实,服务人民(D)酷爱集体,以人为本,守土有责,勤劳英勇,开拓创新5.关于“勤勉”的说法中,正确的是()(八)无论内心是否情愿,只要在行为上努力工作就是勤勉(B)在被迫的状态下工作,也可以称之为勤勉(C)依据劳动契约工作,属于勤勉的范畴(D)勤勉是从业人员自主和自愿的选择6.关于“职业化”的说法中,正确的是()(八)职业化具有确定合理性,但它会束缚人的发展(B)职业化是反对把劳动作为谋生手段的一种劳动观(C)职业化是提高从业人员个人和企业竞争力的必由之路(D)职业化与全球职场语言和文化相抵触7.从业人员应当树立的正确理念是()(八)劳动是一种交易,劳资双方应当遵循等价交换的原则(B)时间就是金钱,员工花了时间,就应当得到金钱回报(C)追踪世界前沿,不断更新观念、学问和技能(D)奉行拿来主义,对外国的东西要全面大胆地吸取8.闻名豫剧表演艺术家常香玉常说“戏比天大”,其意思是()(八)演戏本身就是目的,为了演戏而演戏(B)观众爱看或者不爱看是次要的,完成演出任务是最重要(C)戏剧的表现内容丰富,能够纵贯历史和空间(D)必需细致对待承诺的演出,这是演员的天职(二)多项选择题(第9~16题)9.敬业的含义包括()(八)恪尽职守(B)勤奋努力(C)享受工作(D)精益求精10.践行诚信规范,敬重事实的要求是()(八)坚持原则,不为个人利害关系所左右(B)澄清事实,主持公道(C)主动担当,不自保推责(D)敢于说出一切事实真相11.下列做法中,违反《中华人民共和国反不正值竞争法》规定的是()(八)运用与知名商品近似的名称、包装、装潢(B)抽奖式的有奖销售,最高奖的金额超过5000元(C)季节性降价(D)因转产、歇业降价销售商品12.下面做法中,违反办事公道要求的是()(八)某公司与员工约定不得兼职,员工张某偷偷兼职被公司惩罚(B)某公司遵循男女同等原则,规定男女员工干同样的工作(C)某售票员发觉自己的挚友在排队购票,于是允许其干脆到前员购票(D)某饭店阻挡了一个衣衫褴褛的人的用餐要求13.职业活动中,纪律的主要特征是()(八)社会性(B)强制性(C)普遍适用性(D)变动性14.符合国家《节能源管理暂行条例》要求的是()(八)企业配备能源计量器具,加强能源计量管理(B)为保障冬季供热,自主扩大锅炉(C)土法炼焦(D)企业有关节能操作人员要有安排地接受节能培训15.践行规范“合作”的要求是()。

人力资源二级鉴定英语写作6(应对技术发展)

人力资源二级鉴定英语写作6(应对技术发展)

How to deal with technologyTechnology has stepped into practically every aspect of an organization, impacting everything from processes to people. This means that HR department must work with their organizations to understand and anticipate these technological challenges and opportunities-the good, the bad and the unexpectedTechnology has developed so dramatically/greatly. The development impacts/affects every thing in an organization. For HR department, they should also pay more attention to this development and assistant the company to develop/design new management strategies.But smart HR leaders consider how technology trends impact the organization as a whole, rather than just their own department. For example, if an organization pilots a new technology to reach customers in global markets never before explored, the HR leader need to be in tune with the change to identify new requirement for HR as a result. Perhaps this new reach will mean the organization needs to change the competencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hireexpatriates to manage the process in the field.The HR leader should know the technology has impact all the departments of the company. For example, if the company plans to develop a new product, it seems this is the responsibility of development department. But maybe there is no suitable employee in the company to develop this new product. So the HR department should also join this task, they should help development department to recruit suitable and qualified new employees.Only when HR professionals are aware of the impact of trends in areas like technology can they lead the change to explore people management issues to ensure the best possible outcome and enable the HR profession to reach its potential.HR is the most important resource of the company, HR managment is the core of the whole manage strategy. So the HR professionals should have enough sensitivity to the development of the technology, thus they can assistant/help the whole company to handle the management issues and keep up with the development of the technology如何应对技术的发展科技已经步入了组织运作的各个操作层面,并且影响到了业务流程和员工。

上海人力资源二级英语作文十篇及答案

上海人力资源二级英语作文十篇及答案

人力资源管理师英语作文范文(仅供参考)(一)写作(共20分)某公司欲招聘一位会计主管(chiefaccountant),需要人力资源管理部门为其编制一份职位说明书(JobDescription),假如公司总经理要求你来完成这项工作,请你[]35–PositionchiefaccountantDepartmentfinancialdepartmentAccountabletoCFOSalary/paygrade3[yes]35–40hrs/wk[]20–35hrs/wk[]lessthan20hrs/wkJobsummary工作概要Workcloselywiththecompany’sCFO,andensurethatalloftheresponsibilitiespertainingtotheaccountingdepartmentaremet.Developanddirecttheactivitiesoftheprofessionalstaffinvolvedwiththefinancialaspectsofo perations,(财务运营方面)includingforecasting,planning,budgeting,creditandcollections,costaccounting,andfinanc ialcontrolsystems.翻译:开发和直接参与财务运营方面的专业人员活动,包括预测,计划,预算,信用和收款,成本会计,财务控制系统。

Responsibilities/dailytasks职责/日常任务ReporttotheCFOandberesponsiblefor allaccountingfunctions.Administrationdepartment;Marketingdepartment;Manufacturingdepartment;R&Ddepartmenteta:00,起薪为每月4000元,试用期3个月。

人力资源管理师二级考英文小作文

人力资源管理师二级考英文小作文

Employee Self-EvaluationEmployee________Employee No.__________Department_______Position___________Start Date________Appraisal period_________In preparation for your upcoming performance review on ________,consider the following question. Bring this sheet to your appraisal meeting for discussion.List the performance objectives you established at your last appraisal。

Indicate in the table whether you successfully achieved them,and comment on your satisfaction or dissatisfaction with you performance an results.1.Are you performance goals reasonable and appropriate for youposition?2.Consider the strengths that enhance your job performance.3.In what areas can you improve your job performance?4.Do you feel that you need additional training? What training wouldyou find helpful?5.What are your short-term career objectives?How can you achievethem?6.What are your long—term career objectives? How can you achievethem?7.If you could change your job or company policies, what changeswould you suggest?How can we work together to improve the company?8.Are there any other aspects of your job or the company that you wouldlike to discuss?Advantages and disadvantages of 360—degree feedback 360—degree feedback is a relatively new feature of performance management。

二级人力资源考试题

二级人力资源考试题

二级人力资源考试题Human Resource Management Exam QuestionsIntroductionThe field of human resource management (HRM) plays a crucial role in organizations by ensuring the effective utilization of human capital. In this article, we will explore a set of exam questions related to second-level HRM concepts and techniques. Each question is designed to test your knowledge and understanding of various HRM functions and strategies.Question 1: Employee Recruitment and SelectionDescribe the recruitment and selection process in detail and outline its significance in an organization's HRM practices.Answer:The recruitment and selection process is a crucial aspect of HRM as it involves attracting and selecting suitable candidates for job positions within an organization. This process usually consists of the following steps:1. Job Analysis: This involves analyzing the requirements and responsibilities of a job position, including its qualifications, skills, and experience.2. Job Posting: The organization advertises the job opening using various channels such as job boards, online platforms, and internal announcements.3. Application Screening: The HR department screens the received applications to shortlist candidates who meet the basic requirements for the job.4. Interviews: Shortlisted candidates are called in for interviews, which may be conducted in one or multiple stages. Interviews can be structured or unstructured, and may involve panel interviews or one-on-one discussions.5. Assessment and Evaluation: Different assessment methods, such as aptitude tests, simulations, and group exercises, are used to evaluate candidates' competencies and suitability for the job.6. Background Checks and References: The organization may conduct background checks and contact references provided by candidates to verify their qualifications and work experience.7. Selection Decision: Based on the evaluations and assessments, the HR department makes a final selection decision and offers the job to the chosen candidate.The significance of the recruitment and selection process lies in ensuring that the organization attracts the best talent available, leading to improved productivity, higher organizational performance, and a positive work environment.Question 2: Employee Training and DevelopmentExplain the importance of employee training and development programs and discuss various methods used to enhance employees' skills and knowledge.Answer:Employee training and development programs are essential in today's dynamic business environment. They help organizations enhance the skills, knowledge, and capabilities of their workforce. The significance of such programs can be outlined as follows:1. Improved Performance: Training equips employees with the necessary skills and knowledge to perform their job effectively, leading to improved individual and organizational performance.2. Adaptability to Technological Changes: Regular training ensures that employees can adapt to technological advancements and industry changes, staying updated with the latest tools and practices.3. Employee Satisfaction and Retention: Providing opportunities for growth and development increases employee job satisfaction, motivation, and loyalty towards the organization.4. Succession Planning: Training programs identify potential future leaders within the organization and prepare them for leadership roles, ensuring a smooth transition when vacancies arise.Methods used for employee training and development include:1. Classroom Training: Traditional training conducted in a classroom setting where trainers deliver lectures, presentations, and facilitate discussions.2. On-the-Job Training: Employees learn while performing their job under the supervision of experienced colleagues or trainers.3. E-Learning: Utilizing online platforms, courses, and modules to provide self-paced training to employees.4. Coaching and Mentoring: Experienced employees or external coaches guide and mentor individuals to enhance their skills and knowledge.5. Workshops and Seminars: Organizing short-term workshops and seminars with subject matter experts to address specific training needs.6. Job Rotation: Employees are transferred across different roles and departments to gain diverse experience and develop a broad skill set.By implementing a comprehensive training and development program, organizations can foster employee growth, enhance overall capabilities, and gain a competitive edge in the market.Question 3: Performance Management and AppraisalDiscuss the process and significance of performance management and appraisal in organizations.Answer:Performance management and appraisal refers to the process of evaluating employees' performance, providing feedback, and identifying areas for improvement. The process involves the following steps:1. Goal Setting: Managers and employees collaboratively set clear and measurable performance goals aligned with organizational objectives.2. Ongoing Feedback: Regular communication, including informal discussions and feedback sessions, help employees track their progress and make necessary adjustments.3. Performance Review: Periodic performance reviews are conducted, usually annually or semi-annually, to assess employees' accomplishments, strengths, and areas requiring improvement.4. Performance Appraisal: The HR department or managers assess employees' performance against predefined criteria, using methods such as rating scales, behavioral assessments, or ranking systems.5. Performance Feedback: Based on the appraisal, managers provide feedback to employees, discussing their performance, identifying strengths, and offering suggestions for improvement.6. Development Planning: Employees and managers create individual development plans to address skill gaps, enhance strengths, and align with career goals.The significance of performance management and appraisal can be summarized as follows:1. Identification of High Performers: Appraisals help distinguish high-performing employees who can be recognized and rewarded accordingly.2. Employee Motivation: Constructive feedback and recognition foster a positive work culture, motivating employees to perform better.3. Skill Enhancement: Performance appraisals highlight areas for improvement, enabling employees to enhance their skills and capabilities.4. Alignment with Organizational Goals: The process ensures employees' goals are aligned with organizational objectives, contributing to overall success.5. Basis for Compensation and Promotion Decisions: Performance assessments assist in determining pay raises, bonuses, and promotions based on individual achievements.By implementing an effective performance management and appraisal system, organizations can ensure a motivated workforce, enhanced performance, and continuous growth.ConclusionHuman resource management encompasses various functions, from recruitment and selection to training and development, and performance management and appraisal. This article has provided insights into these areas and highlighted their significance in organizational success. By understanding and effectively implementing these HRM concepts and strategies, organizations can maximize their human capital and achieve sustainable growth.。

人力资源 英语作文

人力资源 英语作文

人力资源英语作文英文回答:Human resources is a crucial aspect of any organization, as it plays a pivotal role in attracting, developing, and retaining talented employees. I have had the privilege of working in HR for the past five years, and during this time, I have gained invaluable experience in various aspects of the field. From recruitment and selection to performance management and employee relations, I have a comprehensive understanding of the challenges and opportunities involvedin managing human capital.One of the most important functions of HR is talent acquisition. In today's competitive job market, it is essential to have a robust and effective recruitmentstrategy in place. I have developed and implemented successful recruitment campaigns that have attracted top-tier talent to my organization. Through targeted outreach, networking, and employee referrals, I have been able toidentify and hire exceptional candidates who have made significant contributions to our business.Another key area of HR is performance management. By setting clear goals and expectations, providing regular feedback, and offering opportunities for professional development, I have helped employees reach their full potential. Performance management systems are essential for ensuring that employees are aligned with the strategic objectives of the organization and that their contributions are recognized and rewarded.In addition to recruitment and performance management, HR is also responsible for employee relations. This includes fostering a positive and productive work environment, addressing employee concerns, and resolving conflicts. I have a strong track record of building and maintaining strong relationships with employees, unions, and other stakeholders. Through open communication and collaborative problem-solving, I have helped to create a harmonious and inclusive workplace where employees feel valued and respected.The field of HR is constantly evolving, and it is important to stay abreast of the latest trends and practices. I am an active member of professional organizations and regularly attend conferences and workshops. By staying informed about the latest HR developments, I am able to bring innovative and effective solutions to my organization.I am passionate about the field of HR and believe thatit has the power to transform organizations and individuals. Through my work, I have made a positive impact on the lives of many employees and helped to build a more successful and sustainable organization.中文回答:人力资源是任何组织的关键组成部分,它在吸引、培养和留住优秀人才方面发挥着至关重要的作用。

人力师二级英语阅读—翻译

人力师二级英语阅读—翻译

人力师二级英语阅读—翻译Cause of redundancyRedundancy, like the poor that it helps to create, has always been with us. At one time, however, it was mainly a result of adverse trading conditions, especially during times of recession. This is, of course, still a major cause of redundancy, exacerbated by the pressures of global competition and international recession. But the drive for competitive advantage has forced organization to … take cost out of the business?– euphemism for getting rid of people , employment costs being the ones on which companies focus, as they are usually the largest element in their cost structures. Result has been delayering ( eliminating what are deemed to be unnecessary layers of management and supervision ) and …downsizing? ( another euphemism) or even …right-sizing? ( a yet more egregious euphemism) The introduction of new technology has contributed hugely to reduction in the number of semi-skilled or unskilled people in offices and on the shop floor. But the thrust for productivity ( more from less) and added value ( increasing the income derived from the expenditure on people) has led to more use of such indices as added value per $ of employment costs to measure business performance with regard to the utilization of its …human resources? ( the use of human resources in this connection implies a measure of exploitation). Business process re-engineering techniques are deployed as instruments for downsizing. Benchmarking to establish which organizations are in fact doing more with less ( and if so how they do it ) is another popular way of preparing the case for …downsizing?..Setting higher performance standardThe pressure for improved performance to meet more intense global competition explains why many organizations are seeing higher standards for employees and are not retaining those who do not meet those standards. This may be done through disciplinary procedures, but performance management process are being used to identify under-performers. Properly administered, such processes will emphasize positive improvement and development plans but they will inevitably highlight weaknesses and, if these are not overcome, disciplinary proceedings may be invoked.V oluntary releaseOf course, people also leave organizations voluntarily to further their careers, get more money, move away from the district or because they are fed up with the way they feel they have been treated. They may also take early retirement ( although this is sometimes involuntary) or volunteer for redundancy ( under pressure or because they are being rewarded financially for doing so)..According to the passage, which of the following is a main cause of redundancy?( A)根据文章,下面哪一个是人员冗余的主要原因A. adverse trading conditions负面的贸易条件B. the pressures of global competitionC. international recessionD. the drive for competitive advantage2.Redundancy might force organizations to do the following except(D )人员冗余的状况会导致企业做下面一些事情,除了A. delayeringB. downsizingC. right-sizingD. eliminating what are deemed to be necessary levels of management and supervision削减组织中那些必要的管理和监督层3.The author of this passage might most likely disagree that ( D )文章的作者最不同意下面哪一个观点A. The introduction of new technology has contributed to redundancy.B. Added value per $ of employment costs can be used to measure business performance.C. Business process re-engineering techniques can be used for downsizing.D. Benchmarking can?t be used for downsizing.标杆管理法不能用作规模精简4. From the passage , we can infer that ( A )从文章中,我们能归纳出A. More intense global competition has brought the pressure for improved performance.越来越剧烈的全球化竞争对提升绩效带来了压力B. Those who do not meet higher standards can still retain in the organization.C. Performance management processes that are properly administered will not emphasize the weaknesses.D. People had never left organizations voluntarily.5. The reasons why people leave organizations voluntarily don?t include ( C )人们主动离开组织的原因不包括A. They wish to further their careers.B. They want to get more money.C. They hope to take early retirement.他们想提早退休D. They are fed up with the way they feel they have been treated.冗余的原应冗余,就像它容易带来的绩效低下一样,一直与我们相伴。

人力资源管理师二级

人力资源管理师二级

人力资源管理师资格认证专业英语样题一、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 managers who coach, advise,and encourage employees of lesser rank are called _______________。

A. ProtégésB。

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 etiquetteB. cultural values and prioritiesC。

人力资源管理师二级英语写作10套

人力资源管理师二级英语写作10套

专业英语试卷1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。

Job DescriptionPosition DepartmentAccountable to Salary/pay grade[ ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryResponsibilities/daily tasksQualificationsRelations of the position to others in the companyJob DescriptionPosition chief accountant Department financial department Accountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk Job summaryWork closely with the company’s CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls,external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the company Administration department; Marketing department; Manufacturing department; R&D department etal.专业英语试卷2假设你所在的公司今年从人才市场物色了一位销售经理,经过几轮面试后,公司决定录用,从今年7月1日开始上班,除节假日外每天的工作时间为8:30-17:00,起薪为每月4000元,试用期3个月。

助理人力资源管理师 英语阅读理解【范本模板】

助理人力资源管理师 英语阅读理解【范本模板】

阅读理解(每题3分,共30分)-—第一套(一)Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement。

It does not mean that either party is compelled to agree to a proposal. Nor does it require that either party make any specific concessions。

When is bargaining not in good faith?As interpreted by the NLRB and the courts,a violation of the requirement for good faith bargaining may include the following:1.Surface bargaining.This involves merely going through themotions of bargaining without any real intention of completing a formal agreement。

2.Concession。

Although no one is required to make aconcession, the court's and NLRB's definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining.3.Proposals and demands。

企业人力资源管理师二级全真题(一)范文

企业人力资源管理师二级全真题(一)范文

人力资源管理师(国家二级)模拟题库及参考答案人力资源职业资格考试模拟试卷职业:企业人力资源管理师等级:国家职业资格二级注意事项:1、考生应首先将自己的姓名、准考证号等用钢笔、圆珠笔等写在试卷册和答题卡的相应位置上,并用铅笔填涂答题卡上的相应位置处。

2、考生同时应将本页右上角的科目代码填涂在答题卡右上角的相应位置处。

3、本试卷册为理论知识部分,职业道德部分不包括在内:4、每小题选出答案后,用铅笔将答题卡上对应题目的答案涂黑.如需改动,橡皮擦干净后,再选涂其它答案.所有答案均不得答在试卷上。

5、考试结束时,考生务必将本卷册和答案题卡一并交给监考人员。

6、考生应按要求在答题卡上作答,如果不按标准要求进行填涂,则均属作答无效。

一、单项选择题(1~50题,共50道题,每小题1分,共50分.每小题只有一个最恰当的答案,请在答题卡上将所选答案的相应字母涂黑)1. 对于直线制组织结构,其领导关系按照()系统建立,不设立专门的职能机构。

A、垂直B、水平C、综合D、逆向2. 组织机构的影响因素之一就是沟通,沟通要求保持信息联系的持续性,这要求组织把重点放在()上。

A、领导B、协调C、沟通D、职位3. 企业生产经营活动中的各个组成部分,具有各种功能的单元体之间的搭配、排列和组合的形式,它表现为企业各种组织机构的设置,包括对机构名称、职责范围与人员编制等内容的具体规定,由此可知,()组织机构是组织结构的外在表现。

A、组织结构为企业经营的核心B、组织机构为企业经营的核心C、组织机构决定组织结构D、组织结构决定组织机构4. 组织结构的功能在于分工和协调,是保证战略实施的必要手段。

美国企业管理史学家()通过对美国70家大型公司的研究,得出一个著名的结论:组织结构服从战略。

A、戴明先生B、亚当先生C、钱德勒先生D、泰勒先生5。

人力资源规划,又称为(),他是企业总体规划的重要组成部分,在整个的人力资源管理活动中占有重要的地位。

A、人力资源管理B、人力资源计划C、人力资源战略D、人力资源开发6. 从范围来划分,劳动组织可以划分为( )两个方面。

二级人力资源管理师职业资格证英译模板

二级人力资源管理师职业资格证英译模板

According to the Labor Law of the People’s Republic of China and the national occupational skill standards, the certificate is herewith issued after passing testing and assessment. Photo
The People’s Republic of China
(national emblem)
Occupational Qualification Certificate
Occupational Qualification Certificate
(national emblem)
The Ministry of Human Resources and Social Security, The People’s Republic of Cions
1. This certifies the competency of the holder for a specific occupation, and can be used as major reference for employment. 2. Any change of the certificate content is strictly prohibited. 3. The certificate is valid with the seal of human resources and social security administrative authorities.
Seal of the Ministry of Human Resources and Social Security, The People’s Republic of China

人力资源加班英语作文

人力资源加班英语作文

人力资源加班英语作文英文:As a human resources manager, I often have to deal with the issue of overtime. It's a common occurrence in many companies, and it can be a challenge to manage effectively. There are both legal and ethical considerations to takeinto account when it comes to asking employees to work overtime.Firstly, from a legal perspective, there are regulations in place that govern the maximum number of hours an employee can work in a week. In many countries, this is typically around 40 hours, although it can vary depending on the industry and the specific labor laws in place. As a human resources manager, it's my responsibility to ensure that the company is in compliance with these regulations and that employees are not being overworked.From an ethical standpoint, I also have to consider thewell-being of the employees. Working long hours can lead to burnout and decreased productivity, which ultimately isn't good for the company. It's important to strike a balance between meeting the needs of the business and ensuring that employees are not being pushed to the point of exhaustion.One approach that I often take is to encourage aculture of work-life balance within the company. This means promoting flexible working hours, remote work options, and encouraging employees to take time off when they need it.By fostering a supportive and understanding work environment, I find that employees are more likely to be motivated and productive during their regular working hours, reducing the need for excessive overtime.Another strategy is to offer incentives for employees who do work overtime. This could be in the form ofadditional pay, extra time off, or other perks that recognize and reward their dedication. By doing so, employees feel appreciated and valued for their hard work, and are more likely to be willing to put in the extraeffort when it's truly necessary.Overall, managing overtime in a human resources role requires a delicate balance of legal compliance, ethical considerations, and employee well-being. It's a challenging aspect of the job, but by implementing supportive policies and fostering a positive work culture, it's possible to minimize the negative impact of overtime on both the company and its employees.中文:作为人力资源经理,我经常要处理加班的问题。

假如你是人力资源经理哎my英语作文

假如你是人力资源经理哎my英语作文

假如你是人力资源经理哎my英语作文As a human resources manager, I am responsible for the recruitment, training, and management of employees withinthe organization. It is my duty to ensure that the company has the right people in the right positions to achieve its business objectives. This involves identifying talent, conducting interviews, and making hiring decisions. I also oversee employee development and performance management, as well as handling any disciplinary issues that may arise.作为人力资源经理,我负责组织内员工的招聘、培训和管理工作。

我应确保公司有合适的人员在合适的岗位上,以实现其商业目标。

这涉及到发现人才、进行面试和招聘决策。

我还负责员工的发展和绩效管理,以及处理可能出现的纪律问题。

In addition to these responsibilities, I also play a key role in fostering a positive and productive work environment. This includes developing and implementing HR policies and procedures, as well as promoting employee engagement and well-being. I strive to create a culturethat values diversity, inclusion, and mutual respect, and I work to address any issues related to workplace harassmentor discrimination.除了这些责任外,我还在促进积极和高效的工作环境中扮演着重要的角色。

hr管理师2级考试心得体会!

hr管理师2级考试心得体会!

hr管理师2级考试心得体会!二级的考试已经过去接近一个多月了,一直也没有准备留下什么....个中原因其实很多,私人原因占一定比例,另外就是我觉得其实关于考试的关键,那就是仔细的看书吗?所以对于我来说,还有一些特别的技巧与大家交流分享,所以我也随便说两句,与大家做做交流!一、笔试部分其实案例部分一直有一点心存侥幸的感觉,老实说道,在临备考一晚上我都还在苦恼案例题目究竟必须怎么回去写下,每次自己看看回去题目后,心里想要的答题思路往往与参考答案差距很大,基本的方向可以把握住,但是罚球点却总是云里雾里。

尤其是对于笼统性的提问方式,诸如,“作为xx,你对公司的人力资源工作有什么看法?”总会有一些心虚的感觉。

好在这次考试的案例题目相对不是特别的难。

规划题目我选择的是第二和第三道。

因为这两道题目的问题非常的显著,可以推论出考点在哪里,也就更容易提问。

如果要说心得的话,除了掌握好知识点之外,还有以下几点:1、多看看备考案例作用不用再多说。

一方面可以帮你练习答题思路,熟悉问题类型。

有时甚至还有惊喜!譬如本次考试的第三道规划题目,就是练习册上补充材料里的原题。

如果存有看完这道题目的话,那么在答题时就会心的定许多了。

2、条理清晰,注重逻辑这个也就是备考课上老师经常说道的,提问问题的时候一定必须存有内在逻辑,可以多用一些序号,段落去划分出来自己的观点,这样评卷老师就更容易看见你的罚球点,换句话,也就更容易获得分数。

另外因为评判题目是以得分而不是扣分来做标准,所以写出的点越多,得分的可能性也就越大。

3、提问问题必须存有针对性一定要有判断性的语句。

对或者错!或者做的好或者不好!仅仅几个字,却可以拿到相应的分数。

对于题目中出现的问题,也要有评价或者针对的改进方案提出。

也会更容易得到分数。

4、掌控不好时间本人险些在这个问题上掉阴沟。

因为没有准备手表,再加上前面的题目回答起来比较顺手,所以洋洋洒洒写了很多,没有注意时间。

所以当老师告知还有5分钟交卷的时候,我最后的两道案例题目基本上还没有动笔。

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P51Job DescriptionPosition logistics manager Department logistics departmentAccountable to CEO Salary/pay grade 4[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryDeveloping and improving logistics operation system and procedures; Assisting in other logistics work as required, and ensure that all of the responsibilities pertaining to the logistics department are met.Responsibilities/daily tasksDealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;Performing daily system record updating and main training for in-time and accurate logistics related data;Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;QualificationsCollege degree or above in job-related majors;Minimum 1 to 2 years experience in related field in Wai Gao Qiao Free Trade Zone, manufacturing environment preferred; basic knowledge of import/export Process;Very good oral and written language skills in English and Chinese;Proficiency with computer, familiar with MS Windows and Office, ERP/MRP system experience is preferred;Good communication skill, high degree of responsibility sense, personal integrity and honesty. Relations of the position to others in the companyAdministration department; Marketing department; Manufacturing department; Purchasing department etc.P85Letter Confirming EmploymentDear Mr. Zhang:I am pleased that you have accepted the position of logistics manager at our company, starting on May22nd .You shall perform the following duties and have the following responsibilities:Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;Performing daily system record updating and main training for in-time and accurate logistics related data;Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 9:00 to 17:00, Monday through Friday, with a 1 hour lunch break and 15 minutes coffee breaks.Your starting salary/wage is RMB 8000/month. You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.Your supervisor is Frank Ma. Please see him on your first day and he will help you get settled.I look forward to working with you. If you have any questions, please do not hesitate to contact me.Yours truly,Nancy HuangManager of HR DepartmentEmployee Termination LetterDear Joe:It is with sincere regret that I must inform you that your employment at Unocal Company will be terminated as of May 22nd, 2004.As you know, the Downsizing Task Force delivered their report to the general manager in late May, 2004. Among the task force recommendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject tothe task force recommendations.I would like to make it absolutely clear that in no way does your termination reflect that the company is in any way unhappy with your work performance over the past 16 months. In fact, you have been highly regarded as one of our most productive contract staff. Unfortunately, you and the other non-permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.In an effort to try to reduce the impact of this termination, the company has worked out a severance arrangement that will give you one week's pay for each month you worked beyond 12 months. In your case this will amount to 8 weeks of severance pay. In addition, your medical coverage will remain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package.Joe, given your qualifications and proven abilities, I am confident that you will be able to find another position in the relatively near future. If you would like, I would be pleased to write a recommendation letter for you, to help with your job search.Yours truly,Nancy HuangManager of HR DepartmentRecruitment ADWieland Metals Shanghai Limited is a wholly foreign owned member of the globally operating Wieland Group with Headquarters in Germany, more than 6000 employees world-wide and production facilities in Europe, USA, South Africa, Singapore and China.Our business operation in Asia focus on production and distribution of high-performance products of copper and copper alloys for the semi-conductor, telecommunications and electronic industries.At our plant in Shanghai we are processing hundreds of tons of material every month and are constantly expanding our Asian business operations, particularly in China. To support the growth of our operations we are looking for young talents who are eager to take on great opportunities and challenges in a young, international team!Logistics Manager (one person)Responsibilities:Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;Performing daily system record updating and main training for in-time and accurate logistics related data;Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;Qualifications:College degree or above in job-related majors;Minimum 1 to 2 years experience in related field in Wai Gao Qiao Free Trade Zone, manufacturing environment preferred; basic knowledge of import/export Process;Very good oral and written language skills in English and Chinese;Proficiency with computer, familiar with MS Windows and Office, ERP/MRP system experience is preferred;Good communication skill, high degree of responsibility sense, personal integrity and honesty.If you are a person taking in initiatives, if your are highly self-motivated and responsible, willing to contribute to a strong team and to learn new things, then you are our candidate and should send your application to: Jeanne.hu@ by e-mail.P87Secrecy and Noncompetition CovenantThe undersigned Employee hereby promises the Employer:1. To keep the Employer’s business secrets, including but not limited to customer, supplier, logistical, financial, research, and development information, confidential and not to disclose the Employer’s business secrets to any third party during and after the term of the Employee’s employment;2.That, on the termination of the Employee’s employment with the Employer for any reason,the Employee will not operate a securities business or in any way aid and assist any other person to operate such a business in Hong Kong for a period of 1 year from the date of termination of the Employee’s employment;3. That, on the termination of the Employee’s employment with the Employer for anyreason, the Employee will not solicit any customer of the Employer that was a customer of the Employer during the course of the Employee’s employment with the Employer, whether or not still a customer of the Employer and whether or not knowledge of the customer is considered confidential information, or in any way aid and assist any other person to solicit any such customer for a period of 3 years from the date of termination of the Employee’s employment.If any part of these promises is void for any reason, the undersigned accepts that it may be severed without affecting the validity or enforceability of the balance of the promises.Given under seal on May 22.Signed, sealed, and delivered in the presence of:Nancy Huang Joe Zhang(Signature of Witness) (Signature of Employee) for the Employee.P201Part-time ContractThis is a contract between Wieland Metals Shanghai Limited and their appointed representative and:Name: Joe ZhangPosition: trainerTerms and Conditions1.Employment periodThis contract is from 01 September 2003 to 30 June 2004.2. Paymenta. Hourly RateYou will be paid fortnightly at the rate of RMB 50 per lesson. Each lesson is of 45 minutes duration and it is expected that you will spend at least 15 minutes on meaningful preparation for that lesson.Wages are paid on the 2nd Monday following the week(s) worked.The teacher must pay income tax in accordance with the laws of the Government of China.3. Dutiesa. Provide English language trainingb. Prepare and mark examinations and tests. Record student marks.c. At all times the teacher is expected to dress and behave in a professional manner. There can be no relationship with a student that cannot be seen as one of a professional nature.d. The teacher is directly responsible to the Director of Studies Smart(China) (DOS).f. The teacher is expected at all times to obey the laws and regulations of the People’s Republic of China.Name of teacher: _______ Joe Zhang _________Signature of teacher: ___________ Joe Zhang__Signature of DOS: _Mike Ma________________Date: _____ September 1____________________P 116Employee Self-EvaluationEmployee Employee No.Department PositionStart date Appraisal periodList the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them, and comment on your satisfaction or dissatisfaction with your performance and results.1. Are your performance goals reasonable and appropriate for your position?2. Consider the strengths that enhance your job performance.3. In what areas can you improve your job performance?4. Do you feel that you need additional training? What training would you find helpful?5. What are your short-term career objectives? How can you achieve them?6. What are your long-term career objectives? How can you achieve them?7. If you could change your job or company policies, what changes would you suggest? How can we work togetherto improve the company?8. Are there any other aspects of your job or the company that you would like to discuss?Job Description QuestionnaireInstructions: The following information will be used in designing a job description format. For many questions, you might want to leave a full page for an answer.1.What is the job title? ___________________________________________2.In what department is the job located? ___________________________________________3.What is the title of the supervisor or manager to whom the jobholder must report?___________________________________________________________________________4.Does the jobholder supervise other employees? If so, give their job titles and a brief description of theirresponsibilities.Position Supervised Responsibilities_____________________________ ____________________________5.What essential function duties does the jobholder perform regularly? List them in order of importance.Duty Percentage of Time Devoted to This Duty1._________________________ __________2._________________________ __________6.What are the working conditions? List such items as noise, heat, outside work, and exposure to bad weather.7.How much authority does the jobholder have in such matters as training or guiding other people?8.How much education, experience, and skill are required for satisfactory job performance?9.At what stage is the jobholder’s work reviewed by the supervisor?10.What machines or equipment is the jobholder responsible for operating?11.If the jobholder makes a serious mistake or error in performing required duties, what would be the cost tomanagement?How to deal with technologyTechnology has seeped into practically every aspect of an organization, impacting everything from processes to people. This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities--the good, the bad and the unexpected.But smart HR leaders consider how technology trends impact the organization as a whole, rather than just their own departments. For example, if an organization pilots a new technology to reach customers in global markets never before explored, the HR leader needs to be in tune with the change to identify new requirements for HR as a result. Perhaps this new reach will mean that the organization needs to change the competencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hire expatriates to manage the process in the field.Only when HR professionals are aware of the impact of trends in areas like technology can they lead the charge to explore people management issues to ensure the best possible outcome and enable the HR profession to reach its potential.Advantages and disadvantages of 360-degree feedback 360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback:1.Individuals get a broader perspective of how they are perceived by others than previously possible.2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.3.Encouraging more open feedback-new insights.4.Provided a clearer picture to senior management of individual’s real worth.5.Open up feedback and gives people a more rounded view of performance than they had previously.6.Identifying key development areas for the individual, a department and the organization as a whole.7.A rounded view of an individual’s/team’s/the organization’s performance and what its strengths and weaknesses are.8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.9.It is starting to improve the climate/morale, as measured through our employee opinion survey.But there may be some problem. These include:1.People not giving frank or honest feedback;2.People being put under stress in receiving or giving feedback;ck of action following feedback;4.Over-reliance on technology;5.Too much bureaucracy.。

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