上海《企业人力资源管理师》2级英语模拟试卷及答案
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。
2022-2023年企业人力资源管理师之二级人力资源管理师过关检测试卷A卷附答案
2022-2023年企业人力资源管理师之二级人力资源管理师过关检测试卷A卷附答案单选题(共20题)1、( )需要企业营造一种比较开放的、有利于员工参与的企业文化。
A.计件薪酬制B.技能薪酬制C.组合薪酬制D.计时薪酬制【答案】 B2、工资集体协商时,协商双方在协商开始前()内,提供与工资集体协商有关的真实情况和资料。
A.5日B.7日C.10日D.15日【答案】 A3、工资指导线上线也称预警线。
是对()的企业提出的警示和提示。
A.生产经营不正常、亏损较大B.工资增长较慢、经济效益较差C.生产经营正常、有经济效益D.工资增长较快、工资水平较高【答案】 D4、()是指劳动法律规范在调整劳动关系过程中所形成的雇员与雇主之间的权利义务关系。
A.事实劳动关系B.劳动法律关系C.劳动关系D.劳务关系【答案】 B5、不属于调解劳动争议的原则的是()。
A.申请自愿B.尊重当事人申请仲裁和诉讼的权力C.申请调解自愿D.申请仲裁自愿【答案】 D6、岗位不同,薪酬结构会有所不同。
( )的浮动薪酬应占较大比重.A.高级管理人员B.普通员工C.专业技术人员D.—般管理人员【答案】 A7、以下关于德尔菲法的表述,不正确的是()。
A.是一种定性预测方法B.可用来预测部门人力资源需求C.适合于对人力需求的长期预测D.可用于人力供给的中期长期预测【答案】 D8、在案例分析法中,解决问题的过程包括以下7个环节,排序正确的是( )。
①找问题;②查原因;③分主次;④提方案;⑤细比较;⑥试运行;⑦做决策A.①②③④⑤⑥⑦B.①③②④⑤⑦⑥C.①②④⑤③⑦⑥D.①③②⑤④⑥⑦9、“客户投诉率”属于()绩效考评指标。
A.行为过程型B.品质特征型C.工作结果型D.工作方式型【答案】 C10、工资集体协商的双方可书面委托本企业外的人士作为本方协商代表,但委托人数不得超过本方代表的()A.1/2B.1/3C.1/4D.1/【答案】 B11、与法律比较,道德()。
上海人力资源管理师考试专业英语试卷样题-13页精选文档
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 managers who coach, advise, and encourage employees of lesser rank arecalled .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. 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 delegate 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 knownas .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 ornon-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.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 spelt 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.Hansen et al (2019) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their 'contribution to and utilization of the knowledge asset of the firm'. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.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. At 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. To increase sensitivity-the ability to perceive accurately how others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely left to its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving "feedback" or expressing their reaction to one another. Member may not always accept comments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms.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。
上海市二级人力资源管理师考试模拟试题及答案(2)
上海市二级人力资源管理师考试模拟试题及答案(2)2016年上海市二级人力资源管理师考试模拟试题及答案二、简答题1[简答题]简述外部聘请师资的优点。
【参考解析】(1)选择范围大,可获取到高质量的培训教师资源。
(2)可带来许多全新的理念。
(3)对学员具有较大的吸引力。
(4)可提高培训档次,引起企业各方面的重视。
(5)容易营造气氛,获得良好的培训效果。
2[综合题]因签订集体合同发生的团体争议的处理方法有哪些?【参考解析】(1)当事人协商。
(2)由劳动争议协调处理机构协调处理。
协调处理的程序是:1)申请和受理。
当事人一方或双方可以向劳动行政部门的劳动争议协调处理机构书面提出协调处理申请;未提出申请的,劳动行政部门认为必要时,自动立案受理。
2)劳动争议协调处理机构在调查了解争议情况的基础上,拟订协调处理方案。
3)协调处理。
劳动争议协调处理机构组织同级工会代表、企业方面代表及其他代表与团体争议当事人各方首席代表共同进行协调。
4)制作《协调处理协议书》。
协调处理结束后,由劳动行政部门制作《协调处理协议书》,双方首席代表和协调处理负责人共同签字,并且成为集体合同的有效组成部分,对集体合同的双方当事人具有约束力。
5)此类争议应自决定受理的15日内结束,争议复杂或其他客观因素影响需要延期的,延期最长不得超过15日。
(3)当事人的和平义务。
1)发生团体劳动争议,当事人应当进行平等协商,以期取得一致意见。
即使不能协商解决,应通过正常程序向劳动行政部门申请协调处理,不得自行采取过激行为。
2)在申请和协调处理期间,也不得采取过激行为,同时企业不得解除职工代表的劳动关系。
3[简答题]简述绩效监控的关键点。
【参考解析】(1)管理者领导风格的选择和绩效辅导水平。
研究表明,管理者的领导风格及其绩效辅导水平与下属工作绩效的关系很大,因此,管理者需要针对不同的下属和权变因素,积极地开展有效的绩效指导。
不会指导下属的管理者不是有效的管理者,不愿指导下属的管理者是最差的管理者。
2023年-2024年企业人力资源管理师之二级人力资源管理师题库综合试卷B卷附答案
2023年-2024年企业人力资源管理师之二级人力资源管理师题库综合试卷B卷附答案单选题(共45题)1、在培训过程中,工作任务表的作用不包括()。
A.提高学习的效果B.关注信息的反馈C.减少培训的成本D.强调课程的重点【答案】 C2、企业薪酬管理的目标不包括()。
A.减少企业人工成本B.肯定员工对企业的贡献C.增强企业产品的竞争力D.谋求员工与企业共同发展【答案】 A3、以下方法中,有效性特别好,开发性比较好,经济性比较差的绩效考评方法是()。
A.行为定位法B.强制分布法C.关键事件法D.目标管理法【答案】 A4、面试考官在面试前,根据简历信息对应聘者做出主观评价,这属于()。
A.第一印象B.对比效应C.晕轮效应D.录用压力【答案】 A5、下列选项中,属于企业部门结构纵向设计的方法是( )A.自上而下法B.自下而上法C.业务流程法D.变量测评法【答案】 D6、若选用集中方式对员工进行素质测评,则测评时间应该选在()。
[2011年5月二级真题]A.星期一B.星期三C.星期五D.周末【答案】 B7、()薪酬策略的特点是员工的薪酬与实际绩效关系不大。
A.高稳定类B.高风险类C.折中类D.高弹性类【答案】 A8、()是指用人单位除了非全日制用工形式外无书面劳动合同或无有效书面劳动合同形成的法律劳动关系。
A.劳动关系B.劳动法律关系C.事实劳动关系D.劳务关系【答案】 C9、企业员工的劳动活动按照工作性质进行区分,不包括()劳动。
A.工艺性B.技术性C.辅助性D.重复性【答案】 D10、()的对象一般具有明显的数量关系,量化后的数据直接提示了测评对象的实际特征。
A.一次量化B.二次量化C.模糊量化D.类别量化【答案】 A11、孔子曾说过,君子“敬于事而慎于言”,其含义是( )。
A.谨慎言语,不要因夸口而失信B.言多有失,少说为佳C.想明白了事情的原委,然后再去行动D.明白了事情的原委,然后再去行动【答案】 A12、SWOT分析法中,O表示()A.劣势B.优势C.威胁D.机会【答案】 D13、不属于常见的绩效辅导的方式的是()A.指导型辅导B.指示型辅导C.鼓励型辅导D.方向型辅导【答案】 A14、制定培训总体目标的主要依据不包括()。
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。
二级人力资源管理师英语二级10套(答案)
专业英语试卷1一、英汉互译1. Behavior modeling 行为模拟2. Employee leasing 员工租借3. Factor comparison system 因素比较法4. Graphic rating-scale method 图式评估法5. Panel interview 小组面试6. Replacement charts 替换表7. Selection 甄选8. Vesting 既得利益9. Team leader training 团队领导培训10. Profit sharing 利润分享11. Psychological support 心理支持12. Skill-based pay 技能工资13. Web-based training 网上培训14. Key jobs 关键工作15. Job enlargement 工作扩大化二、单项选择1. mentors 导师2. change the person, not the behavior 改变人的行为3. cultural trends 文化趋势4. job analysis 工作分析5. designed to help terminated employees find a job elsewhere 旨在帮助终止雇员到别处找工作6. effective delegatory skills 有效的delegatory技能7. behavior method 行为方法8. skill-based pay plans 技能工资方案9. use a classroom-oriented approach so employees learn by lectures 使用方法让员工学习课堂讲座10. They are free of most biases that other rating sources may have他们是自由最偏见,其他来源的评价可能有三、阅读理解1.Performance management for knowledge workers知识型员工绩效管理2.Is reluctant to share knowledge with colleagues不愿与同事分享知识3. At Bain, partners are eager to share knowledge with colleagues. 贝恩的合作伙伴,渴望分享知识与同事。
2023年企业人力资源管理师之二级人力资源管理师提升训练试卷A卷附答案
2023年企业人力资源管理师之二级人力资源管理师提升训练试卷A卷附答案单选题(共150题)1、在职培训开发的主要方法不包括()。
A.临时提升B.设立副职C.职务轮换D.替补训练【答案】 D2、管理者与员工之间的定期会面又包括管理者与员工之间一对一的会面和有()参加的员工团队会谈。
A.领导者B.管理者C.组织者D.指挥者【答案】 B3、()是指当对一个人某些特性形成好或坏的印象之后,就倾向于据此推论其他方面的特性。
A.光环效应B.投射效应C.首因效应D.刻板印象4、( )是由于评定人员偏离标准和违反操作程序而带来的测评结果的偏高或偏低。
A.登记误差B.随机误差C.系统误差D.内部误差【答案】 C5、()组织将矩阵组织结构形式与事业部组织结构形式有机地结合在一起。
A.独立型B.模拟分权制C.依托型D.多维立体【答案】 D6、在下述情形中,最容易体现出绩效评估中的晕轮效应的是()。
A.小张拥有硕士学位,其经理对他的工作成果的评价总是高于对学历较低的其他员工的评价B.小王在最近的一次谈判中表现突出,他的主管在业绩评估时给他的各项分数都比较高C.学习成绩优秀的学生,常常被老师视为遵守纪律和品行优良的模范,容易得到“三好学生”之类的荣誉D.新上任的总经理是个老成持重的人,他对工作态度谨慎的下级总是比较欣赏7、培训课程设计的基本要求是()。
A.满足企业与学习者的需求B.体现企业战略要求C.依据现代系统理论的基本原理D.体现成年人的认知规律【答案】 D8、领导者失败的原因往往在于( )。
A.智力不足B.能力不足C.经验不足D.人格特质不适合【答案】 D9、以下关于制度化管理特征的说法,错误的是( )。
A.所有权与管理权相结合B.管理者忠于职守而不是某个人C.把责任和权力作为明确规范而制度化D.以文字形式规定岗位特征,提出员工应具备的素质【答案】 A10、被国家纳入认证范围的对象,都实行()认证。
只有经认证合格的才能从事相应的职业活动。
企业人力资源管理师之二级人力资源管理师综合提升测试卷附答案
企业人力资源管理师之二级人力资源管理师综合提升测试卷附答案单选题(共20题)1. 下列不符合人本管理思想的是()。
A.完善人B.开发人C.发展人D.约束人【答案】 D2. 消费者市场是指所有为了( )而购买商品或服务的个人和家庭所构成的市扬。
A.家庭消费B.政府购买C.个人消费D.产业消费【答案】 C3. 原国家劳动和社会保障部公布的《企业年金试行办法》白()起施行。
A.2003年5月1日B.2004年5月1日C.2004年10月1日D.2005年10月1日【答案】 B4. ( )是指岗位测评本身可能达到期望目标的程度,也就是测评结果反映被评价对象的真实程度A.信度B.效度C.准度D.精度【答案】 B5. 多维立体组织结构的主要管理组织机构系统不包括()。
A.地区利润中心B.专业成本中心C.产品利润中心D.地区成本中心【答案】 D6. 处理员工素质测评结果的常用数理统计方法不包括()。
A.集中趋势分析B.综合分析C.离散趋势分析D.相关分析【答案】 B7. ()认为领导者的主要任务是提供必要的支持以帮助下属达到他们的目标,并确保他们的目标与群体和组织的目标相互配合、协调一致。
A.参与模型B.情境领导理论C.路径一目标理论D.费德勒的权变模型【答案】 C8. ()不适合采用无领导小组讨论法进行人员选拔。
A.人力资源主管B.技术研发人员C.销售部门经理D.公关部门经理【答案】 B9. 评价中心方法不包括()。
A.案例分析B.公文筐测试法C.无领导小组讨论D.结构化面试法【答案】 D10. KPI指标法的核心是从众多绩效考评指标体系中()。
A.确立完善考评的标准B.提取重要性和关键性指标C.构建新型的激励机制D.明确企业的战略目标【答案】 B11. 劳动合同双方当事人,对已经订立的合同条款达成修改或补充的法律行为称为()。
A.劳动合同的订立B.劳动合同的变更C.劳动合同的解除D.合同的终止【答案】 B12. 在绩效管理的总结阶段中,对企业各级组织诊断分析的基础和前提是( )。
企业人力资源管理师之二级人力资源管理师训练试卷和答案
企业人力资源管理师之二级人力资源管理师训练试卷和答案单选题(共20题)1. ( )用于测定从事某项特殊工作所具备的某种潜质。
A.人格测试B.能力测试C.兴趣测试D.道德测试【答案】 B2. “在企业人事管理中,物质激励更重要,还是精神激励更重要?”属于()面试题目。
A.排序型B.双向式C.开放式D.两难式【答案】 D3. 如果公司长期拖欠你的工资,你会()。
A.无奈,抱怨B.离开这家公司C.继续找领导索要D.打官司解决【答案】 C4. 员工的薪酬主要根据其近期劳动绩效来决定,薪酬随劳动绩效量的不同而变化。
这种企业薪酬制度类型称为()。
A.能力薪酬制B.组合薪酬制C.工作薪酬制D.绩效薪酬制【答案】 D5. 在培训方法中,( )适用于从事具体岗位所应具备的能力、技能和管理实务类的培训。
A.实践法B.讲授法C.专题法D.研讨法【答案】 A6. ()可以用来测量受训者对培训项目的态度、动机以及行为等方面的特征。
A.情感成果B.认知成果C.技能成果D.绩效成果【答案】 A7. 360度考评方法又称为()。
A.全方位考评方法B.多角度考评方法C.全视角考评方法D.深层次考评方法【答案】 C8. 以下关于人力资源开发的表述,错误的是( )。
A.以立体开发为特征B.以提高效率为核心C.以挖掘潜力为宗旨D.是一个完全独立的理论体系【答案】 D9. 下列描述中,最接近你常态的感觉是()。
A.有朋友,有知己B.有知己,没朋友C.有朋友,没知己D.没朋友,没知己【答案】 C10. 测度和反映人口参与社会劳动程度的指标是()A.劳动力分配率B.劳动力参与率C.劳动力转移率D.劳动力利用率【答案】 B11. ()要求参加者事先准备一些问题,而且要掌握提问和聆听的时机。
A.双向倾听式面谈B.绩效计划面谈C.单向劝导式面谈D.绩效指导面谈【答案】 A12. 人力资源内部供给预测的方法不包括()。
A.人力资源信息库B.马尔科夫模型C.管理人员接替模型D.回归分析法【答案】 D13. 在素质能力测评中,最常使用的差异量数是()。
2023年企业人力资源管理师之二级人力资源管理师模考模拟试题(全优)
2023年企业人力资源管理师之二级人力资源管理师模考模拟试题(全优)单选题(共30题)1、在现代市场经济中,作为市场主体的个人追求的目标是()。
A.利润最大化B.效率最大化C.效用最大化D.差额最大化【答案】 C2、下列选项中,()属于薪酬体系中的弹性部分。
A.基本工资B.奖金C.福利D.津贴【答案】 B3、工资指导线的()是年度货币工资平均增长目标,是对生产经营正常、有经济效益的企业合理的工资增长水平。
A.上线B.基准线C.下线D.预警线【答案】 B4、()的工资结构比较适用于责、权、利明确的企业。
A.以绩效为导向B.以行为为导向C.以工作为导向D.以技能为导向【答案】 C5、绩效考评的()容易增加工作压力,降低工作满意度,不利于调动业务骨干的积极性、主动性和创造性。
IA.苛严误差B.中间倾向C.宽厚误差D.晕轮误差【答案】 A6、()的工资结构主要根据员工所具备的工作能力与潜力来确定员工工资。
A.以绩效为导向B.以行为为导向C.以工作为导向D.以技能为导向【答案】 D7、关键绩效指标法的核心是()A.考评标准的确立B.新型激励机制的构建C.KPI指标的提取D.企业战略目标的明确【答案】 C8、劳务派遣单位与接受单位双方所确立的权利义务关系,属于()。
A.实际劳动关系B.劳动法律关系C.形式劳动关系D.民事法律关系【答案】 D9、由于某人某方面的品质和特征特别明显,使观察者容易产生错觉,忽略了其他的品质和特征,这属于()A.感情效应B.近因相似效应C.以点概面效应D.对比效应【答案】 C10、在安全生产责任制度中,( )在各自的岗位上承担严格遵守劳动安全技术规程的义务。
A.企业法定代表人B.分管安全卫生的负责人和专职人员C.总工程师D.工人【答案】 D11、薪酬对员工的工作行为和态度产生很强的引导作用,体现薪酬对企业()的功能。
A.增值B.导向C.塑造企业文化D.改善经营绩效【答案】 C12、面试考官在面试前,根据简历信息对应聘者做出主观评价,这属于()。
上海市二级人力资源管理师考试模拟试题及答案
xx年上海市二级人力资源管理师考试模拟试题及答案1、一套完善的评估制度在建立时,应考虑其( ),在评估的过程,那么应重视客观性及公平性,至于评估的反应,那么需迅速、真实。
A、标准化和合理化B、合理性C、标准性D、可行性2、根据企业不同,分阶段引入绩效考核的( )和规那么,使其员工有一个逐步认识、理解的过程。
A、制度B、理论依据C、评价标准D、机制3、工作绩效的影响因素有四个方面,即( )。
A、鼓励、技能、环境、时机B、鼓励、技术、环境、能力C、鼓励、技能、环境、关系D、鼓励、技能、环境、知识4、绩效考核的类型按内容分可以分为品质主导型、( )和效果主导型。
A、态度主导型B、行为主导型C、工作主导型D、一般主导型5、绩效管理必须( )。
A、定期化、制度化B、系统化、标准化C、长期化、标准化D、制度化、标准化6、效果主导型的绩效考评具有( )缺点,因此它不适合于对事务性工作人员进展考评。
A、有短期性和表现性B、系统性、标准性C、长期性、客观性D、长期性、系统性7、与前一期业绩水平进展比拟的业绩改良方法称之为( )。
A、目标比拟法B、水平比拟法C、横向比拟法D、纵向比拟法8、绩效不佳的原因可分为( )。
A、总体原因和个体原因B、总体原因和组织或系统原因C、个体原因和组织或系统原因D、主观原因和客观原因9、绩效面谈的质量和效果主要取决于( )。
A、考评双方的心理状态B、是否成立了员工绩效评审委员会C、考评双方对绩效管理制度的理解D、考评双方的准备情况以及提供数据的详细和准确程度10、工作要项指出“什么”该做,( )指出的是该“如何”做。
这个标准乃是判断绩效的根底,通常在工作标准或专门的考核条例中予以说明。
A、评估考核B、工作分析C、评估面谈D、绩效标准11.目标管理法能使员工个人的( )保持一致。
A、个人目标与组织目标B、努力目标与组织目标C、努力目标与集体目标D、个人目标和集体目标12.选择绩效考评方法要根据企业的( )以及各类岗位和人员的特点。
企业人力资源管理师二级全真题(A)(1).doc
B.可以据此确定员工的任务绩效水平
C.可以对被评价者有更深入、更全面的了解
D.能够增强员工的自我意识,提高自我管理效能
94.为确保考评的公正.公平,绩效评审委员会成员应该不包括()。
A.专家B.高层领导C.一般员工代表D.人力资源部有关人员
95.小张在制定工资项目预算时,发现当年同比物价指数小于最低工资标准增长幅度,而高
104.关于岗位评价,表述错误的是()。
A.岗位评价的结果应该注意对员工保密
B.应让员工参与到岗位评价的工作中来
C.岗位评价的是岗位,而不是岗位中的员工
D.评价的结果应根据企业的发展予以相应修改
105.在获取胜任特征模型的数据时,一般不能采用的方法是()。
A.市场调查法B.问卷调查法
C.团体焦点访谈法D.职业指南法.
A.劳动报酬B.劳动纪律
C.试用期限D.劳动合同终止的条件
64.狭义的人力资源规划实质上是()。
A.企业人力资源开发规划B.企业人力资源制度改革规划
C.企业组织变革与组织发展规划D.企业各类人员需求的补充规划
65.关于定员定额,表述正确的是()。
A.定员就是企业用人质量的界限
B.定额就是组织生产、指导分配的基本依据
C.第三方招用未与原用人单位解除劳动合同的劳动者,对原用人单位造成损失的,除该劳动者承担直接赔偿责任外,试用人单位应承担连带赔偿责任
D.由用人单位提出,协议解除劳动合同的经济补偿金,应按照劳动者在本单位的工作年限,工作时间每满1年发给相当1个月的工资作为经济补偿金,最多不超过24个月
63.在劳动合同条款中属于约定条款的是()。
C.结构化面试D.行为描述面试
74.人才测评中心了解人际关系能力最有效的方法是()。
2024年企业人力资源管理师之二级人力资源管理师真题精选附答案
2024年企业人力资源管理师之二级人力资源管理师真题精选附答案单选题(共150题)1、在投入期不适宜采取的营销策略是( )。
A.快速掠取策略B.缓慢渗透策略C.快速渗透策略D.公益宣传策略【答案】 D2、你工作中出了一点差错,一个平时爱打小报告的同事,跑到上司那里告了你一状,你觉得上司对你的态度发生了很大改变,你会()。
A.主动找上司进行解释B.找打小报告的同事说理C.找平时被打小报告的同事,一起研究对付办法D.反思自己的不足,尽量注意今后不被别人抓住“小辫子”【答案】 D3、领导情境理论中关于选择领导方式的权变因素主要包括两个方面的内容:一是心理成熟度,二是( )。
A.工作成熟度B.心理承受度C.精神成熟度D.精神承受度【答案】 A4、对劳动力市场工资指导价位相关信息的采集方法,错误的说法是()。
A.两次调查时间间隔为两年B.按国家劳动行政和统计主管部门的要求进行统计调查C.调查范围包括市行改区域内的各行业所有城镇企业D.调查内容为上一年度企业中有关职业在岗职工全年收入及有关情况【答案】 A5、工资协议签订后()日内,由企业将工资协议一式三份及说明,报送当地(县级以上)劳动保障行政部门审查。
A.5B.10C.15D.20【答案】 B6、在员工素质测评中,( )是对素质行为特征或表现的范围、强度和频率的规定。
A.标记B.标度C.标准D.标志【答案】 B7、企业人员需求预测方法中,()不属于量化分析方法。
A.德尔菲法B.趋势外推法C.生产模型法D.人员比率法【答案】 A8、平时和朋友们在一起聊天时,你的状况是()。
A.谈完想说的事就想离开B.漫无边际,总是说个没完没了C.扯来扯去总离不开工作D.总是能够找到有意思的话题【答案】 A9、 360度考评的缺点不包括( )A.相对而言成本较高B.信息一致性差C.定性评价比重较大D.结果有效性差【答案】 D10、下列人员需求预测方法中,不属于量化分析方法的是()。
人力资源二级英语 写作题库(有参考答案)
专业英语写作模拟题1、某外资公司计划近期内在公司内部推行全方位的绩效评估体系,包括上司评估(supervisor evaluation)、同事评估(peer evaluation)和员工自我评估(employee self-evaluation)。
假设公司人力资源总监要求你来设计制作一份员工自我评估(employee self-evaluation)的样本,请你用英文完成这项工作。
2、360度反馈(360-degree feedback)是近年来出现的一种绩效管理的新方法。
它是一种系统地收集来自于多种渠道的反馈某人绩效的数据和信息的绩效评估方法,绩效反馈的来源包括上司、同事、外部顾客、内部顾客和自己。
作为公司的人力资源管理负责人,应当熟悉这种新方法,并能够在工作实践中灵活运用。
请结合你在工作中对这种绩效评估方法的运用,用英文写一篇100字左右的讨论360度反馈的优点和缺点的文章,题目为“Advantages and disadvantages of 360-degree feedback”。
3、某外资公司是一家专门从事财务软件开发的公司,为了保护公司的商业秘密(business secrets)不被公司员工泄露,公司打算与每一位员工签订一份保密协议(Secrecy and Noncompetition Covenant),规定员工必须保守公司的商业秘密,在任职期间以及离职后,均不能向任何第三方泄露;离职后3年内,不得自己经营或帮助别人经营相同或类似业务;以及公司认为必要且正当的其他条款。
公司请你为其用英文拟订一份保密协议。
4、由于近年来的持续经济衰退,Addison Systems 公司打算在年底进行一次裁员,辞退的对象主要是公司去年招聘的临时工(temporary workers),Thomas就是即将被辞退的临时工。
根据当初公司与Thomas签订的服务协议,如果公司辞退员工的话,公司须按照每服务满两个月支付员工一个星期薪水的补偿金,Thomas已在公司工作满12个月,将得到一笔相当于6个星期薪水的补偿。
企业人力资源管理师之二级人力资源管理师真题练习试卷A卷附答案
2023年企业人力资源管理师之二级人力资源管理师真题练习试卷A卷附答案单选题(共100题)1、.( )是指员工对自己的工作所抱有的一般性的满足与否的态度。
A.工作成就B.工作绩效C.工作满意度D.工作态度【答案】 C2、在面试过程中,()属于面试考官的不恰当行为。
A.向应聘者澄清一些疑问B.就某一问题充分发表自己意见C.向应聘者提问的时间不宜过长D.向应聘者提供企业和岗位的信息【答案】 B3、关于人力资源预测方法的论述,不正确的是()。
A.趋势外推法最为简单,其自变量只有一个B.经济计量模型法不需要考虑自变量之间的影响C.马尔可夫法可以进行企业人力资源供给的预测D.马尔可夫法可以进行企业人力资源需求的预测【答案】 B4、局部改变某个科室的职能属于企业组织结构变革的()变革方式。
A.改良式B.渐进式C.计划式D.爆破式【答案】 A5、()是以成果为中心设计的部门结构模式。
A.直线职能制B.网络型组织C.多维立体组织D.事业部制【答案】 D6、成熟期企业不适宜采取的营销策略是()。
A.市场改良B.市场营销组合改良C.产品改良D.增强销售渠道功效【答案】 D7、劳动争议仲裁实行一个裁级()裁决制度。
A.两次B.多次C.一次D.无限【答案】 C8、人力资源需求预测的原理不包括()。
A.函数性原理B.相关性原理C.惯性原理D.相似性原理【答案】 A9、对员工的学习能力进行测评,最简单有效地方式是()。
A.面试B.情景测验C.智力测验D.心理测验【答案】 D10、劳动法律关系的主要形态不是( )。
A.劳动行政法律关系B.劳动合同关系C.劳动服务法律关系D.劳动监督关系【答案】 D11、()以员工的工作业绩为基础支付薪酬。
A.薪点薪酬制B.绩效薪酬制C.技术薪酬制D.岗位薪酬制【答案】 B12、无领导小组讨论是指由一定数量的一组被评人在规定时间内就给定的问题进行讨论,无领导小组讨论的人数一般是()人。
A.4~6B.6~10C.6~9D.8~10【答案】 C13、劳务派遣单位与用工单位双方所确立的权利义务关系,属于()。
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上海市职业资格鉴定《企业人力资源管理人员》(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. 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Answer:1. 行为模拟2. 员工租借3. 因素比较法4. 图式评估法5. 小组面试6. 替换表7. 甄选8. 既得利益9. 团队领导培训10. 利润分享11. Psychological support 12. Skill-based pay 13. Web-based training 14. Key jobs 15. Job enlargement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 th e 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 haveAnswer:1.C2.B3.D4.A5.B6.B7.C8.A9.B 10.D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.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 spelt 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.Hansen et al(1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their ‘contribution to and utilization of the knowledge asset of the firm’. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.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, recordedand 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. At 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 throughthe 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 Answer:1.D2.A3.C4.B5.D(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. To increase sensitivity-the ability to perceive accuratelyhow others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceiveaccurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillfulbehavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely leftto its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving “feedback” or expressing their reaction to one another. Member may not always accept comments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, withovertones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self,others, and interactive processes in groups. T-groups havebeen attacked because of the possibility of negative ordetrimental effects. But none of the follow-up studies hasdetected any significant problems. A more valid basis fordoubt is that it has been difficult to prove that they have beencost effective for organizations who have used them oncompany or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms.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 aboutthemselves.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.Answer:1.D2.B3.C4.A5.C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。