人力资源三级英文单选1-50题英汉版
人力资源三级考试英语选词填空-附中文
1. 一_ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspects of your management job人力资源管理指的是对组织的人实施的各种操作和政策。
2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。
3. Labor turnover can be costly. __I. Direct cost __ of the recruiting and training replacements should be considered.劳动变更的成本很昂贵。
招聘和培训替代人员的直接成本必须被考虑在内。
4. Business process re-engineering techniques are deployed as instruments for __H. downsizing __ .业务流程再造技术可以被使用来作为规模精简的工具。
5. Evaluations also fulfill the purpose of providing __A.feedback__ to employees on how the organization views their performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6. The __J. output __ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。
2022年助理人力资源管理师三级上海专业英语套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化二、选词填空（每题2分，共20分）1.refers to the practices and policies you need to carry out the peopleor personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively. A. The group order ranking B. Written essay C. The individual ranking D. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the followingways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identifytraining priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities. Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements. Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs. Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device.The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who ea ch got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives outa lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards – salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Tec hniques like job enrichment or any efforts to redesign or restructure work to increasepersonal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资构造14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were thoseofprevious generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as A. similarity error B. halo effect or error C. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mentalability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required.attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be ableto achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should bebased on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine。
上海市人力资源三级考试英语真题套(含答案)
三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasingAnswer:1.B2.D3.C.4.A5.B.6.B.7.A8.A9.B 10.C四、阅读理解（每题3分，共30分）1. A ‘make’ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not.A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make o r buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planningAnswer:1.C2.B3.D4.A5.C（二）1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except.A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs. Answer:1.D2.B3.A4.B5.C三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. detailsAnswer:1.C2.D3.C4.B5.B6.C7.C8.D9.C 10.B四、阅读理解（每题3分，共30分）1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systemsAnswer:1.B2.C3.D4.B5.A（二）1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.Answer:1.C2.A3.D4.C5.B三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as .A.similarity errorB. halo effect or errorC.leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD.critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can inf luence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluationAnswer:1.B2.A3.A4.A5.B6.D7.D8.C9.C 10.C四、阅读理解（每题3分，共30分）（一）1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D2.B3.C4.A5.B（二）1. The word -“a ttrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus.B. The demand and supply forecasts can provide the basis for recruitment, retention.C. The demand and supply forecasts can’t provide the basis for downsizing.D. A spreadsheet can be used for demand and supply forecasting.4. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .A.100B.110C.120D.1305. This passage may be extracted from the paper about .A. human resource planningB. training and developmentC. recruitment and replacementD. international human resource managementAnswer:1.D2.B3.C4.B5.A三、单项选择（每题2分，共20分）1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as .A. delayeringB. downsizingC. right-sizingD. benchmarking2.The changing environments of Human Resource Management include the following except .A. work force diversityB. technological trendsC. globalizationD. great changes in the nature of work force3. The aims of human resource planning in any organization might be the following except .A. Attract and retain the number of people required with the appropriate skills, expertise and competencesB. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategiesC. Neglect the problems of potential surpluses or deficits of peopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to ada pt to an uncertain and changing environment4. Forcasting the supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. recruitment plansC. the effect of changing conditions of workD. sources of supply from external labor markets5. The costs of labor turnover include the following except .A. direct cost of recruiting replacementsB. opportunity cost of time spent by HR and line managers in recruitmentC. loss arising from reduced input from new starters until they are fully trainedD. indirect cost of training replacements in the unnecessary skills6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as .A. individual assessmentB. competency assessmentC. organizational assessmentD. job assessment7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? .A. Hay profile methodB. job rankingC. factor comparison methodD. job classification system8. The purpose of a profit-sharing plan is to .A. allow workers to contribute specific knowledge to improving the organizationB. motivate a total commitment to the organization as a wholeC. enable workers to share in labor cost savingsD. instill commitment to the employees’ immediate work group9. One of the primary benefits of cross-training employees is that .A. cross-training enables individuals to exert more effort on their jobB. cross-training helps employees identify trouble spots that cut across several jobsC. cross-training enables managers to spend less time supervising individual performanceD. cross-training enables managers to save more money in labor costs10. Which of the following is not an approach used by organizations to try to lower labor costs? .A. downsizingB. outsourcingC. productivity enhancementsD. employee developmentAnswer:1.A2.D3.C4.B5.D6.B7.D8.B9.B 10.D四、阅读理解（每题3分，共30分）（一）1. According Rothwell (1995), the gap between human resource planning theory and practice arised from the following except .A. the impact of change and the difficulty of predicting the futureB. the dramatic change of policy priorities and strategies within organizationsC. the distrust displayed by many managers of theory or planningD. the redundance of evidence that human resource planning works2.According to the passage, which of the following statements is true? .A. The definition of human resource planning is not well established.B. Rothwell (1995) suggests there has been no example of success about human resource planning.C. Human resource planning does not seem to be commonly practiced as a key HR activity.D. The gap between human resource planning theory and practice is very small.3. Reilly (1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning, but which of the following is not included? .A. planning has a theoritical effect by optimizing the use of resourcesB. planning can be used to identify potential problems and minimize the chances of making a bad decisionC. planning involves understanding the present in order to confront the futureD. planning for organizational reasons4. About the human resource planning process benefits, the author of this passage might disagree that .A. It can challenge assumptions.B. It can minimize the chances of making a bad decision.C. It can liberate thinking.D. It can ensuring that long-term thinking is not driven out by short-term focus.5. From this passage, we can infer that .A. We should forecast future human resource requirements as a basis for planning and action.B. There is no evidence that human resource planning works.C. There is no use for human resource planning.D. There is no organizational reasons for human resource planning.Answer:1.D2.C3.A4.B5.A（二）1. According to the passage,which of the following is not the criteria that management chooses to evaluate employees’ performance? .A. individual task outcomesB. individual behaviorsC. individual skillsD. individual traits2. Criteria of task outcomes which can be used for a plant manager include the following except .A. quantity producedB. dollar increase in salesC. scrap generatedD. cost per unit of production3. Behaviors of salesperson that could be used for performance evaluation purpose might include .A. promptness in submitting his or her monthly reportsB. the leadership style that the manager exhibitsC. number of new accounts establishedD. average number of contact calls made per day4. Traits that could be used for performance evaluation purpose might include the following except .A. having “a good apperance”B. showing “confidence”C. being “intelligent” or “friendly”D. possessing “a wealth of experience”5. The author of this passage might most likely agree that .A. The criteria or criterion that management evaluate employees’ performance will have a m inor influence on what employees do.B. If means count, rather than ends, then management should evaluate an employee s task outcomes.C. The contribution of individuals whose work assignments are intrinsically part of a group effort can be easy to identify clearly.D. Individual traits is the weakest set of criteria that can be used for performance evaluation.Answer:1.C2.B3.D4.A5.D三、单项选择（每题2分，共20分）1. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a .A. computer interviewB. panel interviewC. situational interviewD. nondirective interview2. The desired outcomes of training programs are formally stated as .A. training goalsB. learning objectivesC. instructional objectivesD. learning goals3. Career counseling involves talking with employees about all of the following except .A. Their current job activities and performance.B. Their past career decisions.C. Their personal and career interests and goals.D. Their personal skills.4. In most instances, who is in the best position to perform the function of appraising an employee’s performance? .A. someone from the HR departmentB. the employee’s supervisorC. the employeeD. co-workers5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as .A. job determinationB. job diagnosisC. job analysisD. job evaluation6. Profit sharing refers to any procedure by which an employer pays employees .A. an incentive based on their meritB. an incentive based on labor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organization’s financial performance7. All of the following are prevalent reasons for failure among expatriates except .A. a spouse’s inability to adaptB. a manager’s personalityC. inability to cope with larger responsibilitiesD. distaste for travel8. Communication systems should provide accurate information regarding all of the following except .A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities9. Reengineering often requires that managers start from scratch in rethinking all of the following except .A. how work should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete10.The core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people is called .A. skill varietyB. task identityC. task significanceD. autonomyAnswer:1.C2.C3.B4.B5.D6.D7.D8.B9.D 10.C四、阅读理解（每题3分，共30分）（一）1. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic roleB. tactical roleC. objective roleD. no role2. Which of the following measures isn’t the one by which HR can make a major contribution to developing the resource capability of the firm and its strategic capability? .A. by systematically examining the firm’s strategic objectivesB. by ensuring that plans will ensure the available human resources to meet the firm’s strategic objectivesC. by focusing on the acquisition and development of the people required by the organizationD. by focusing on firing and outplacing the redunant employees3. To make a major contribution to developing the resource capability of the firm and its strategic capability, staff of HR need to do the following except .A. ensure that they learn the strategic plans of the businessB. point out to management the advantages and disadvantages of the human resources of the organizationC. be aware of the scope to deal with existing requirements by introducing various forms of flexibilityD. be capable of preparing relevant and practical resourcing plans and strategies for retaining people4. From the passage, we can’t infer that .A. Human resource planning is one of the HR function.B. HR can make a major contribution to developing the resource capability of the firm and therefore its strategic capability without HR planning.C. It is the task of all staff of HR to develop the resource capability of the firm and therefore its strategic capability.D. To develop the resource capability of the firm and therefore its strategic capability, HR must be focus on the acquisition and development of the human capital required by the organization.5. The main topic of this passage is .A. the contribution of HR to human resource planningB. the contribution of human resource planning to HRC. the contribution of HRD. the contribution of human resource planningAnswer:1.A2.D3.C4.B5.A（二）1. What is the main aim of job rotation? .A. acquire basic knowledgeB. broaden experienceC. acquire basic skillsD. move people from job to job2. If employers want to broaden employees’ experience through job rotation, they must .A. plan and controll job rotationB. move people from department to departmentC. move people from job to jobD. plan and controll the recruitment of employees3. If we want to make success in using job rotation, we should do the following things except .A. design a program that sets down what the trainee is expected to learn in each department or jobB. ensure a suitable person available to see that the trainee is given the right experience or opportunity to learnC. make arrangements to check progressD. provide the trainee with no question to answer4. From this passage, we can’t conclude that .A. Job rotation has never incurred any criticism.B. The aim of using the term "planned sequence of experience'' is to emphasize that the experience should be programmed to satisfy a training specification.C. If it is by experience that adults learn, then that experience should be planned.D. A good way of stimulating trainees to find out for themselves is to provide them with a list of questions to answer.5. This passage might be extracted from the paper about .A. HR planning techniquesB. selecting techniquesC. training techniquesD. motivating techniquesAnswer:1.B2.A3.D4.A5.C。
人力三级英语阅读理解 英汉互译含答案
一The labor market context for human resource planningThe context for obtaining the people required will be the labor markets in which the organization is operating which are:本文讲的是将来企业为了得到运营所需要的人的主要途径将会是劳动力市场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.1.内部劳动力市场--组织内的人可以提升，企业内部人力资源的的储备和流动，可以被提升的、培训或者调配岗位为了未来的发展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’.2.外部劳动力市场--外部的地方、区域、国家和国际市场中不同类型可以招募的人。
人力资源管理三级英语复习资料
市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷3一、英汉互译（每题2分，共30分）1.Bonus奖金2. pensable factors报酬要素3. Delayering扁平化4. Forecasting预测5. Gain sharing plans收益分享计划6. Job classification system工作分类法7. Minimum wage最低工资8. Performance feedback绩效反馈9. Staffing tables人员配置表10. Wage-rate pression工资压缩11. 培训Training12. 即时奖金Spot bonus13. 工资结构Pay structure14. 劳动力市场Labor market15. 精简DownsizingAnswer:1. 奖金2. 报酬要素3. 扁平化4. 预测5. 收益分享计划6. 工作分类法7. 最低工资8. 绩效反馈9. 人员配置表10. 工资压缩11. Training 12. Spot bonus 13. Pay structure14. Labor market 15. Downsizing二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or human capital lies in the fact that such Workers must bemanaged differently than werethose of previous generations.对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。
2. In summary, is Human Resource management an integral part of every manager’s job.总之，是人力资源管理的一个组成部分，每一个经理的工作。
上海市人力资源三级考试英语单项选择汇总-附中文
上海市人力资源三级考试英语单项选择汇总-附中文1.The placement of an employee in another job at a higher level in the organizationwith an increase in pay and status is known as CA.job enlargementB.transferC.promotionD.job rotation把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升2.Key jobs have all of the following characteristics except DA.they are important ot employees and the organizationB.they vary in terms of job requirementsC.they are used in salary surveys for wage determinationD.they are likely to vary in job content over time关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变3. A process that goes beyond TQM programs to a more comprehensive approach toprocess redesign is known as CA.job redesignB.process redesignC.reengineeringD.rightsizing某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造4.The job specification describes job requirements relative to BA.skill and physical outputsB.skill and physical demandsC.age and physical demandsD.experience and physical description工作规范描述了相关于技能和身体方面的要求5.When determining where training emphasis should be placed, an examination ofthe goals, resources, and environment of the organization is known as BA.task analysisanization analysisC.resource analysisD.skills analysis当我们决定要把培训重点放在哪里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析6.The job evaluation system in which specific elements of the jobs to be evaluatedare compared against similar elements of key jobs within the organization isknown as CA.the point methodB.job rankingC.the comparison methodD.the Hay profile method有一种工作评估体系，在该体系中，我们把某个岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。
企业人力资源管理师专业英语10套(三级)
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS) 8. Job rotation9. Learning organization10. Psychological contract11.薪资调查12.任务分析13.招募14.绩效管理15. 工作丰富化Answer:1.学徒制2. 职业支持3.外包4.数据库5.员工授权6.目标7.人力资源信息系统8.工作轮换9.学习型组织10.心理契约11. Wage and salary survey 12. Task analysis13. Recruitment14. Performance management15. Job enrichment二、选词填空（每题2分，共20分）1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8.Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9.Flexible benefits allow employees to pick and choose from among a menu of options.10. China‘s e conomic reformers have used material incentives in order to stimulate .Answer:1.D 2.B 3.I 4.H 5.A 6.J 7.F 8.C 9.E 10.G三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator‘s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‗employer of choice‘.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasingAnswer:1.B 2.D 3.C. 4.A 5.B. 6.B. 7.A 8.A 9.B 10.C四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:1.The internal labor market- the stocks and flows of people within the organization who can bepromoted, trained, or re-deployed to meet future needs.2.The external labor marker- the external local, regional, national and international markets from whichdifferent sorts of people can be recruited. There are usually a number of markets, and the labor supplyin these markets may vary considerably. Likely shortages will need to be identified so that steps canbe taken to deal with them, for example by developing a more attractive ‗employment proposition‘.As part of the human resource planning process, an organization ma y have to formulate ‗make or buy‘ policy decisions. A ‗make‘ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‗buy‘ policy means that more reliance will be placed on recruiting from outside- ‗bringing fresh blood into the organization‘. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‗make‘ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‗Make or buy‘ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning Answer:1.C 2.B 3.D 4.A 5.C（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:anizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.2.Human resource and succession planning which provides information on future skill requirements and management training needs.3.Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.4.Exit interviews which might suggest deficiencies in training arrangements.5.Consultation with senior managers which obtains opinions on training needs from key decision makers.6.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.7.Departmental layout changes which provide information about future developments and related training needs.8.Management requests for training which set out perceived needs.9.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs. Answer:1.D 2.B 3.A 4.B 5.C上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line 10. Self-appraisal11. 360度反馈12.甄选13.绩效评价14.工作规范15. 间接成本Answer:1.集权化2. 评价中心3.文化冲击4.外派雇员5.计时工资制6.实习计划7.工作认同8.目标管理9.工资政策线10.自我评估11. 360-degree feedback 12. Selection 13. Performance appraisal 14. Job specification 15. Indirect costs1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.Answer:1.H 2.A 3.D 4.C 5.F 6.B 7.J 8.G 9.E 10.I三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. ―headhunting‖ assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. detailsAnswer:1.C 2.D 3.C 4.B 5.B 6.C 7.C 8.D 9.C 10.B四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual‘s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students‘ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a ―B‖ in their different financial accounting courses and draw considerably different conclusions about each where next to one grad e it says ―ranked fourth out of twenty-six‖, while the other says ― ranked seventeenth out of thirty‖. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems Answer:1.B 2.C 3.D 4.B 5.A（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker‘s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can ‘t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.Answer:1.C 2.A 3.D 4.C 5.B上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression 11. 培训 12. 即时奖金 13. 工资结构 14. 劳动力市场 15. 精简Answer:1. 奖金 2. 报酬要素3. 扁平化 4. 预测5. 收益分享计划 6. 工作分类法 7. 最低工资 8. 绩效反馈 9. 人员配置表 10. 工资压缩 11. Training 12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager‘s job.3. In the area of and hiring, it‘s the line manager‘s respon sibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee‘s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.Answer:1.F 2.C 3.J 4.E 5.A 6.H 7.B 8.D 9.I 10.G三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as .A. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as.A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee‘s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee‘s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluationAnswer:1.B 2.A 3.A 4.A 5.B 6.D 7.D 8.C 9.C 10.C四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:●knowledge–what the individual needs to know. It may be professional, technical or commercialknowledge. Or it may be about the commercial, economic, or market environment; the machines to beoperated; the materials or equipment to be used or the procedures to be followed; or the customers,clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior.Or it may refer to the problems that occur and how they should be dealt with.●skills –what the individual needs to be able to do if results are to be achieved and knowledge is to beused effectively. Skills are built progressively by repeated training or other experience. They may bemanual, intellectual or mental, perceptual or social.●Competences –the behaviors‘ competences needed to achieve the levels of performance required.●attitudes – the disposition to behave or to perform in a way that is in accordance with the requirementsof the work.●performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn‘t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n‘t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D 2.B 3.C 4.A 5.B（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:∙An analysis of existing human resources in terms of numbers in each occupation, skills and potentials;∙Forecast losses to existing resources through attrition (the analysis of labor wastage is an importantaspect of human resource planning, because it provides the basis for plans to improve retention rates);∙Forecast changes to existing resources through internal promotions;∙The effect of changing conditions of work and absenteeism;∙Sources of supply from within the organization;∙Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -―a ttrition‖ in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movements。
人力三级英语阅读理解(英汉互译含答案)
“C制定”政策意味着组织更喜欢从内部劳动力市场提拔员工 区域劳动力市场 A. regional labor market 国家劳动力市场 B. national labor market
A
人力资源规划 A. human resource planning 培训和发展 B. training and development 绩效考核 C. performance appraisal 工作分析 D. job analysis
5.The best title of this passage is : 这篇文章的最佳标题是人力资源规划的劳动力市场环境
2．Wlaters (1983) identifies nine sources
Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are: 1. Organizational goals and corporate plans which
作为人力资源规划过程的一部分，一个组织可能是“制造或购买的决策。“制造”的政策意味 着组织更倾向于招募人处于初级阶段或实习，主要依靠内部晋升和培训计划，以满足未来 的需求。“购买”政策意味着更多的依赖从外部招聘——“为公司带来新鲜血液”。在实践 中，组织倾向于将两个选择不同程度的混合在一起，取决于企业所处的环境和人们的意 愿。一个在动荡的环境中运营的高度创业的公司，或者刚刚起步的公司，可能几乎完全依 赖于外部招聘。在与知识性员工打交道时，可能有一些选择，他们往往更容易移动，而战 略外包可能需要认识到外部招聘将是主要的供给来源。管理咨询顾问通常都属于这一类， 能够适当准确地预测人们需求的公司，一旦录用，就更依赖于开发自己的员工。
助理人力资源管理师三级(上海)HR专业英语套试卷.doc
上海市职业资格鉴定《企业人力资源经管人员》（助理人力资源经管师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效经管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 employeeson how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in orde r to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in mak ing the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizat ion will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5.aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promoti on from within and training programs to meet future needs. A ‘buy’ policy means that mor e reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate planswhich indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Jobform the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its st udents’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satis faction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers,employmentinterviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as.A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can i nfluence performance6. The Hay profile method uses which three factors for evaluating jobs?.A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan?.A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change?.A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment。
上海人力资源管理师三级英语
一、英汉互译（每题2分，共30分）1. Apprenticeship：学徒2。
Career support：职业支持3。
Outsourcing:外包4。
Database：数据库5. Employee empowerment:员工授权6. Goals：目标7。
Human resource information system （HRIS）：人力资源信息系统8。
Job rotation：岗位轮换9. Learning organization：学习性组织10. Psychological contract:心理契约11. 薪资调查：Salary survey12。
任务分析：Task analysis13. 招募：Recruit14。
绩效管理：Performance management15. 工作丰富化：job enrichment二、选词填空(每题2分，共20分)A.feedback B。
benchmarking C。
rewards D。
Human resource management E。
benefitF.on—the-jobG. performance H。
downsizing I。
Direct cost J。
output1。
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。
2.助理人力资源管理系统师三级(上海)hr专业英语10套试卷
attractive
‘ employment proposition
’．
As part of the human resource planning process, an organization may have to formulate
‘ make or bu
A ‘ make’ policy meanastthorganization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion
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
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
C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives
助理人力资源管理师-三级 HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitment4. Organizational and corporate plans indicate the direction in which the organization is going.A. goals5. aims to broaden experience by moving people from job to job or department to department. analysis B. Job rotation satisfaction involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except . managers more control over their subordinates managers increased skill in managing their own careersgreater retention of valued employees an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resou rce planning process, an organization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ policy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor marketto the passge, management consultancies .less mobile than people at a junior level be recruited from external labor market be promoted from within the organization not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .their own staff training programspeople from within the organization more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .resource planning and development appraisal analysisbest title of this passage is .organizational context of human resource planning of human resource planninglabor market context for human resource planning of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers. Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managersto 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.main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual onone trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aenlargement rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in jobcontent over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .analysis analysis analysis analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .analysis analysis analysis analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multipe rson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and theindividual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out o f twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. falseto the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisonsthis passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneouslyfollowing statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely groupedarticle might be extracted from the paper about .appraisal and replacement and development systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards – salary increases, employee benefits, preferred job assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Te chniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.are often cnsidered as a function in human resource management.2. Extrinsic rewards include the following except .enrichment compensation compensation rewardsto the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.which the organization provides employees belong to .rewards compensation compensation rewards5. The author of this passage would most likely agree that .indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简that such Workers2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, i t’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group andindividual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfullyA. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .。
上海市人力资源三级考试英语真题套含答案
三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasingAnswer:1.B2.D3.C.4.A5.B.6.B.7.A8.A9.B 10.C四、阅读理解（每题3分，共30分）1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘M ake or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planningAnswer:1.C2.B3.D4.A5.C（二）1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except.A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.Answer:1.D2.B3.A4.B5.C三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based ona study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. Sometimes organizations provide services to terminated employees thathelp them bridge the gap between their old position and a new job. These services are known as .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. detailsAnswer:1.C2.D3.C4.B5.B6.C7.C8.D9.C 10.B四、阅读理解（每题3分，共30分）1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systemsAnswer:1.B2.C3.D4.B5.A（二）1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align withtheir assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.Answer:1.C2.A3.D4.C5.B三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as .A.similarity errorB. halo effect or errorC.leniency errorD. single criterion2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD.critical incidents3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluationAnswer:1.B2.A3.A4.A5.B6.D7.D8.C9.C 10.C四、阅读理解（每题3分，共30分）（一）1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D2.B3.C4.A5.B（二）1. The word -“a ttrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus.B. The demand and supply forecasts can provide the basis for recruitment, retention.C. The demand and supply forecasts can’t provide the basis for downsizing.D. A spreadsheet can be used for demand and supply forecasting.4. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .A.100B.110C.120D.1305. This passage may be extracted from the paper about .A. human resource planningB. training and developmentC. recruitment and replacementD. international human resource managementAnswer:1.D2.B3.C4.B5.A三、单项选择（每题2分，共20分）1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as .A. delayeringB. downsizingC. right-sizingD. benchmarking2.The changing environments of Human Resource Management include the following except .A. work force diversityB. technological trendsC. globalizationD. great changes in the nature of work force3. The aims of human resource planning in any organization might be the following except .A. Attract and retain the number of people required with the appropriate skills, expertise and competencesB. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategiesC. Neglect the problems of potential surpluses or deficits of peopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment 4. Forcasting the supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. recruitment plansC. the effect of changing conditions of workD. sources of supply from external labor markets5. The costs of labor turnover include the following except .A. direct cost of recruiting replacementsB. opportunity cost of time spent by HR and line managers in recruitmentC. loss arising from reduced input from new starters until they are fully trainedD. indirect cost of training replacements in the unnecessary skills6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as .A. individual assessmentB. competency assessmentC. organizational assessmentD. job assessment7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? .A. Hay profile methodB. job rankingC. factor comparison methodD. job classification system8. The purpose of a profit-sharing plan is to .A. allow workers to contribute specific knowledge to improving the organizationB. motivate a total commitment to the organization as a wholeC. enable workers to share in labor cost savingsD. instill commitment to the employees’ immediate work group9. One of the primary benefits of cross-training employees is that .A. cross-training enables individuals to exert more effort on their jobB. cross-training helps employees identify trouble spots that cut across several jobsC. cross-training enables managers to spend less time supervising individual performanceD. cross-training enables managers to save more money in labor costs10. Which of the following is not an approach used by organizations to tryto lower labor costs? .A. downsizingB. outsourcingC. productivity enhancementsD. employee developmentAnswer:1.A2.D3.C4.B5.D6.B7.D8.B9.B 10.D四、阅读理解（每题3分，共30分）（一）1. According Rothwell (1995), the gap between human resource planning theory and practice arised from the following except .A. the impact of change and the difficulty of predicting the futureB. the dramatic change of policy priorities and strategies within organizationsC. the distrust displayed by many managers of theory or planningD. the redundance of evidence that human resource planning works2.According to the passage, which of the following statements is true? .A. The definition of human resource planning is not well established.B. Rothwell (1995) suggests there has been no example of success about human resource planning.C. Human resource planning does not seem to be commonly practiced as a key HR activity.D. The gap between human resource planning theory and practice is very small.3. Reilly (1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning, but which of the following is not included? .A. planning has a theoritical effect by optimizing the use of resourcesB. planning can be used to identify potential problems and minimize the chances of making a bad decisionC. planning involves understanding the present in order to confront the futureD. planning for organizational reasons4. About the human resource planning process benefits, the author of this passage might disagree that .A. It can challenge assumptions.B. It can minimize the chances of making a bad decision.C. It can liberate thinking.D. It can ensuring that long-term thinking is not driven out by short-term focus.5. From this passage, we can infer that .A. We should forecast future human resource requirements as a basis for planning and action.B. There is no evidence that human resource planning works.C. There is no use for human resource planning.D. There is no organizational reasons for human resource planning. Answer:1.D2.C3.A4.B5.A（二）1. According to the passage,which of the following is not the criteria that management chooses to evaluate employees’ performance? .A. individual task outcomesB. individual behaviorsC. individual skillsD. individual traits2. Criteria of task outcomes which can be used for a plant manager include the following except .A. quantity producedB. dollar increase in salesC. scrap generatedD. cost per unit of production3. Behaviors of salesperson that could be used for performance evaluation purpose might include .A. promptness in submitting his or her monthly reportsB. the leadership style that the manager exhibitsC. number of new accounts establishedD. average number of contact calls made per day4. Traits that could be used for performance evaluation purpose might include the following except .A. having “a good apperance”B. showing “confidence”C. being “intelligent” or “friendly”D. possessing “a wealth of experience”5. The author of this passage might most likely agree that .A. The criteria or criterion that management evaluate employees’ performance will have a minor influence on what employees do.B. If means count, rather than ends, then management should evaluate an employee?s task outcomes.C. The contribution of individuals whose work assignments are intrinsically part of a group effort can be easy to identify clearly.D. Individual traits is the weakest set of criteria that can be used for performance evaluation.Answer:1.C2.B3.D4.A5.D三、单项选择（每题2分，共20分）1. An interview in which an applicant is given a hypothetical incident andis asked how he or she would respond to it is a .A. computer interviewB. panel interviewC. situational interviewD. nondirective interview2. The desired outcomes of training programs are formally stated as .A. training goalsB. learning objectivesC. instructional objectivesD. learning goals3. Career counseling involves talking with employees about all of the following except .A. Their current job activities and performance.B. Their past career decisions.C. Their personal and career interests and goals.D. Their personal skills.4. In most instances, who is in the best position to perform the function of appraising an employee’s perf ormance? .A. someone from the HR departmentB. the employee’s supervisorC. the employeeD. co-workers5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as .A. job determinationB. job diagnosisC. job analysisD. job evaluation6. Profit sharing refers to any procedure by which an employer pays employees .A. an incentive based on their meritB. an incentive based on labor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organization’s financial performance7. All of the following are prevalent reasons for failure among expatriates except .A. a spouse’s inability to ad aptB. a manager’s personalityC. inability to cope with larger responsibilitiesD. distaste for travel8. Communication systems should provide accurate information regarding all of the following except .A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities9. Reengineering often requires that managers start from scratch in rethinking all of the following except .A. how work should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete10.The core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people is called .A. skill varietyB. task identityC. task significanceD. autonomyAnswer:1.C2.C3.B4.B5.D6.D7.D8.B9.D 10.C四、阅读理解（每题3分，共30分）（一）1. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic roleB. tactical roleC. objective roleD. no role2. Which of the following measures isn’t the one by which HR can make a major contribution to developing the resource capability of the firm and its strategic capability? .A. by systematically examining the firm’s strategic objectivesB. by ensuring that plans will ensure the available human resources to meet the firm’s strategic objectivesC. by focusing on the acquisition and development of the people required by the organizationD. by focusing on firing and outplacing the redunant employees3. To make a major contribution to developing the resource capability of the firm and its strategic capability, staff of HR need to do the following except .A. ensure that they learn the strategic plans of the businessB. point out to management the advantages and disadvantages of the human resources of the organizationC. be aware of the scope to deal with existing requirements by introducing various forms of flexibilityD. be capable of preparing relevant and practical resourcing plans and strategies for retaining people4. From the passage, we can’t infer that .A. Human resource planning is one of the HR function.B. HR can make a major contribution to developing the resource capability of the firm and therefore its strategic capability without HR planning.C. It is the task of all staff of HR to develop the resource capability of the firm and therefore its strategic capability.D. To develop the resource capability of the firm and therefore its strategic capability, HR must be focus on the acquisition and development of the human capital required by the organization.5. The main topic of this passage is .A. the contribution of HR to human resource planningB. the contribution of human resource planning to HRC. the contribution of HRD. the contribution of human resource planningAnswer:1.A2.D3.C4.B5.A（二）1. What is the main aim of job rotation? .A. acquire basic knowledgeB. broaden experienceC. acquire basic skillsD. move people from job to job2. If employers want to broaden employees’experience through job rotation, they must .A. plan and controll job rotationB. move people from department to departmentC. move people from job to jobD. plan and controll the recruitment of employees3. If we want to make success in using job rotation, we should do thefollowing things except .A. design a program that sets down what the trainee is expected to learn in each department or jobB. ensure a suitable person available to see that the trainee is given the right experience or opportunity to learnC. make arrangements to check progressD. provide the trainee with no question to answer4. From this passage, we can’t conclude that .A. Job rotation has never incurred any criticism.B. The aim of using the term "planned sequence of experience'' is to emphasize that the experience should be programmed to satisfy a training specification.C. If it is by experience that adults learn, then that experience should be planned.D. A good way of stimulating trainees to find out for themselves is to provide them with a list of questions to answer.5. This passage might be extracted from the paper about .。
人力资源三级 英语1
Unit 1 Knowledge Management Performance managementThe promotion and development of performance management proceeded 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 competence requirements and assessing the extent to which they are met. Thefollowing 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 toexchange relevant information and knowledge;●Builds net works which provide for knowledge sharing;●Ensures as appropriate that knowledge is capturedcodified, recorded and disseminated through the intranetand/or other means of communication.Hansen etal (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.。
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单项选择题（1-50 英中对照含答案）1、The process of helping redundant employees to find other work or start new careers is outplacement （B）帮助失业的员工重新谋职的过程是一个新的职业A、replacementB、outplacementC、releaseD、downsizing替换重新谋职发布精简2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上The group order ranking B、Written essay C、The individual ranking D、Critical incidents集团排名书面描述法个人排名关键事件评估3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主A、outplacementB、 evaluationC、 recruitmentD、training重新谋职评估人才招聘培训4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向A. goalsB. resourceC. resultD. process目标资源结果方法5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。
A. Job analysisB. Job rotationC. Job satisfactionD. Job involvement工作分析工作轮换工作规范工作认同6、HR planning is the process of determining the human resources required by the organization to achieve its strategic goals（B）人力资源规划是确定组织为实现其战略目标所需的人力资源的过程A. a technique that identifies the critical aspects of a job一种识别工作关键方面的技术B.the process of determining the human resources required by the organization to achieve its strategicgoals确定组织需要的人力资源以实现其战略目标的过程C.the process of setting major organizational objectives and developing comprehensive plans toachieve these objectives制定主要组织目标和制定实现这些目标的全面计划的过程D. the process of determining the primary direction of the firm确定公司主要方向的过程12、Key jobs have all of the following characteristics except they are likely to vary in job content over time （D）关键工作具有以下所有特性，除了它们可能随着时间而变化的工作内容。
A.they are important to employees and the organization他们对员工和组织都很重要B.they vary in terms of job requirements他们的工作要求各不相同C.they are used in salary surveys for wage determination他们被用在工资调查中，以确定工资D.they are likely to vary in job content over time随着时间的推移，他们可能会改变工作内容13、A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as reengineering （C）一个超越全面质量管理程序的过程，以一种更全面的方法来进行重新设计，这被称为再造工程A. job redesign 工作再设计B. process redesign 重新设计C. reengineering 再造工程D. rightsizing 调整（TQM = Total quality management）14、The job specification describes job requirements relative to skill and physical demands （B）工作规范描述了与技能和体力需求相关的工作要求A. skill and physical outputs 技能和无力的输出B. skill and physical demands 技能和体能的要求C. age and physical demands 年龄和体能的要求D. experience and physical description 经验和能力的描述15、When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as organization analysis（B）在确定培训重点应该放在哪里时，对组织的目标、资源和环境的检查称为组织分析A. task analysis 任务分析B. organization analysis 组织分析C. resource analysis 资源分析D. skills analysis 技能分析16、The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as the comparison method（c）工作评估系统将被评估的工作的具体要素与组织内关键工作的相似要素进行比较，称为比较法A. the point method 分数法B. job ranking 职位排序法C. the comparison method 比较法D. the Hay profile method海氏剖析法17、The final decision to hire an applicant usually belongs to line management（c）聘用应聘者的最终决定通常属于直属管理者A. the HR recruiter 人力资源招聘B. the HR manager 人力资源经理C. line management 直线管理D. co-workers 同事18、Determining what the content of a training program should be, based on a study of the job duties, is known as task analysis（D ）根据工作职责的研究确定培训计划的内容，即任务分析A. organization analysis 组织分析B. individual analysis 个人分析C. job analysis 工作分析D. task analysis 任务分析19、Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as outplacement assistance（c）有时，组织为被解雇的员工提供服务，帮助他们弥补旧职位和新工作之间的差距。
这些服务被称为再就业援助A. downsizing programs 精简计划B. “headhunting” assistance programs 猎头援助计划C. outplacement assistance 就业援助D. employee assistance programs(EAPs) 员工援助计划20、Job specifications form the basis for the administration of applicable employment tests. （B）工作规范构成了适用就业测试管理的基础A. outlines 概要B. specifications 规范C. requirements 要求D. details 详细资料21、The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as halo effect or error.（B）评估者倾向于让一个个体对某个特性的评估影响他或她对其他特性的评价，这就是所谓的‘晕轮效应’或‘错误’A.similarity error 相似错误B. halo effect or error 晕轮效应或错误C.leniency error 宽容平价误差D. single criterion 单准则22、The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as the paired comparison（A）绩效评估方法是将每个员工与其他员工进行比较，得出较强或较弱的一对，称为成对比较A. the paired comparison 成对比较B. the individual ranking 个人排序法C. the group order ranking 小组顺序排列法D.critical incidents 关键事件法23、Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as person analysis（A）确定任务绩效是否可以接受，并研究将被放置在培训环境中的个人和群体的特征称为任职分析A. person analysis 任职分析B. demographic analysis 人口统计分析C. individual analysis 个人分析D. group and individual analysis 团体和个人分析24.、The lines of advancement for an individual within an organization are known as career paths （A）组织内个人的晋升路线被称为职业发展道路A. career paths 职业路线B. job progressions 工作提升C. career lines 事业线D. job paths 工作路径25、Freedom from criterion deficiency of performance appraisals refers to the extent to which standards capture the entire range of an employee’s responsibilities（B）评判不渎职的标准是指绩效考核在多大程度上涵盖了雇员的全部职责（中文翻译障碍欢迎修改）A. standards relate to the overall objectives of the organization标准与组织的总体目标有关B. standards capture the entire range of an employee’s responsibilities标准涵盖了员工职责的全部范围D.individuals tend to maintain a certain level of performance over time随着时间的推移，个人倾向于保持一定程度的绩效D. factors outside the employee’s control can influence performance员工控制之外的因素会影响绩效26、The Hay profile method uses which three factors for evaluating jobs?knowledge, mental ability, and accountability（D）海氏剖析法使用哪三个因素来评估工作？知识，能力，和责任A.knowledge, skill, and responsibility知识、技能和责任B.mental ability, skill, and responsibility心智能力、技能和责任C.knowledge, mental ability, and responsibility知识、能力和责任D.knowledge, mental ability, and accountability知识、心理能力和责任27、Which of the following is not an important component of a meaningful gainsharing plan? depending on top management to develop the gainsharing program（D）下面哪一个不是一个有意义的分享计划的重要组成部分?依靠高层管理来开发收益共享计划A. establishing fair and precise measurement standards建立公平准确的计量标准B. ensuring that bonus payout formulas are easy to calculate确保奖金计发公式很容易计算C. ensuring that bonus payouts are large enough to encourage future employee effort确保奖金数额足够大，足以鼓励未来员工的努力D. depending on top management to develop the gainsharing program依靠高层管理来开发收益共享计划28、Giving employees more control over decisions about who their co-workers will be is known as team selection（C）让员工对他们的同事的决定有更多的控制权，这就是所谓的团队选择A.empowered selection 授权的选择B. collaboration 协作C. team selection 团队选择D. group development 集团发展29、Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? attitude survey （C）以下那一项是用来引出员工的意见以便做出决定并开始改变？态度调查A. suggestion system 提案制度B. downward communication 向下沟通C. attitude survey 态度调查D. empowerment 授权30、Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as behavior evaluation（C）评估员工在培训计划中所学到的转化为员工绩效的程度被称为行为评价A. results evaluation 结果评估B. reaction evaluation 反应评估C. behavior evaluation 行为评估D. learning evaluation 学习评估31、Eliminating what are deemed to be unnecessary layers of management and supervision is known as delayering （A）减少那些不必要的管理和监督层称为扁平化（简化管理结构）A. delayering 扁平化B. downsizing 精简C. right-sizing 裁员D. benchmarking 标杆管理32、The changing environments of Human Resource Management include the following except great changes in the nature of work force（D）人力资源管理的变化环境除了劳动力性质的巨大变化外，还包括以下几个方面A. work force diversity 劳动力多元化B. technological trends 技术发展趋势C. globalization 全球化D. great changes in the nature of work force 劳动力的性质发生巨大的变化33、The aims of human resource planning in any organization might be the following except Neglect the problems of potential surpluses or deficits of people （C）在任何组织中，人力资源规划的目的可能是除了忽视人们的潜在盈余或赤字问题A.Attract and retain the number of people required with the appropriate skills, expertise andcompetences吸引和留住需要适当技能、专业知识和能力的人员B.Reduce dependence on external recruitment when key skills are in short supply by formulatingretention, as well as employee development, strategies当关键技能缺乏时，减少对外部招聘的依赖，通过制定保留，以及员工的发展，策略C.Neglect the problems of potential surpluses or deficits of people忽视潜在的盈余或赤字问题D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment培养一支训练有素、灵活灵活的员工队伍，从而有助于组织适应不确定和变化的环境的能力34、Forcasting the supply of people should be based on the following except recruitment plans （B）人们预测供给应该依据除了招聘计划外的以下几点A.forecast losses to existing resources through attrition通过消耗来预测现有的资源损失B. recruitment plans 招聘计划C. the effect of changing conditions of work对工作条件变化的影响预测损失D.sources of supply from external labor markets从外部劳动力市场的供给来源35、The costs of labor turnover include the following except indirect cost of training replacements in the unnecessary skills （D）劳动力周转率包括除了在不必要的技能上进行替代培训的间接成本外的几个方面A.direct cost of recruiting replacements招聘替换的直接成本B.opportunity cost of time spent by HR and line managers in recruitment人力资源部门和直线经理在招聘中所花费的时间成本C.loss arising from reduced input from new starters until they are fully trained在培训成熟前的新手差异成本D. indirect cost of training replacements in the unnecessary skills在不必要的技能上进行替代培训的间接成本36、Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as competency assessment （B）有效的评估员工所需技能和知识，特别是针对决策和知识密集型的工作，这被称为能力评估A. individual assessment 个人评估B. competency assessment 能力评估C. organizational assessment 组织评估D. job assessment 工作评估37、Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades?job classification system（D）当按一系列预先确定的工资等级分类工作时，使用哪一种工作评价体系？职位分类系统A. Hay profile method海氏剖析法B. job ranking 排序法C. factor comparison method 因素比较法D. job classification system 工作分类法38、The purpose of a profit-sharing plan is to motivate a total commitment to the organization as a whole （B）利润分享计划的目的是：对整个组织的激励A.allow workers to contribute specific knowledge to improving the organization允许员工为改进组织贡献专业知识B.motivate a total commitment to the organization as a whole激励整个组织C.enable workers to share in labor cost savings让工人分担劳动力成本D.instill commitment to the employees’ immediate work group对员工即时小组的承诺39、One of the primary benefits of cross-training employees is that cross-training helps employees identify trouble spots that cut across several jobs （B）交叉培训员工的主要好处之一是交叉培训能帮助员工识别多个岗位上的问题A.cross-training enables individuals to exert more effort on their job交叉培训能使员工在工作上更加努力B.cross-training helps employees identify trouble spots that cut across several jobs交叉培训可以帮助员工识别多个岗位上的问题C.cross-training enables managers to spend less time supervising individual performance交叉培训能让经理们花更少的时间来监督个人的表现D.cross-training enables managers to save more money in labor costs交叉培训使管理者能够节省更多的劳动力成本40、Which of the following is not an approach used by organizations to try to lower labor costs? employee development（D）下列哪一项不是组织用来降低劳动力成本的方法？A. downsizing 精简B. outsourcing 外包C. productivity enhancements 增强生产力D. employee development 员工发展41、An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a situational interview（C）在面试中，应聘者被告知一个假设的事件，并被问及他或她将如何应对这一事件，这是一个情景面试A. computer interview 电脑面试B. panel interview 小组面试C. situational interview 情景面试D. nondirective interview 非定向面试42、The desired outcomes of training programs are formally stated as instructional objectives（C）培训计划的预期结果正式列为教学目标A. training goals 培养目标B. learning objectives 学习目标C. instructional objectives 教学目标D. learning goals 学习目的43、Career counseling involves talking with employees about all of the following except Their past career decisions（B）职业咨询包括与员工谈论以下所有事情，除了他们过往的职业生涯A.Their current job activities and performance.他们目前的工作和表现B.Their past career decisions.他们过去的职业生涯C.Their personal and career interests and goals.他们个人的职业兴趣和目标D.Their personal skills.他们的个人能力44、In most instances, who is in the best position to perform the function of appraising an employee’s performance? the employee’s supervisor（B）在大多数情况下，谁最能胜任评估员工绩效的职能？员工的主管A. someone from the HR department 人事部人B. the employee’s supervisor 员工的主管C. the employee 员工D. co-workers 同事45、The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as job evaluation（D）确定工作的相对价值以确定不同工作的报酬率的过程称为工作评价A. job determination 工作的决心B. job diagnosis 工作的诊断C. job analysis 工作分析D. job evaluation 工作评价46、Profit sharing refers to any procedure by which an employer pays employees current or deferred sums based on the organization’s financial performance（D）利润分享是指雇主根据公司的财务状况向员工支付当前或延期支付的费用A.an incentive based on their merit一种基于他们优点的激励B.an incentive based on labor cost savings一种节约劳动力成本的措施C. a bonus based on the overall productivity of their particular work group基于他们特定工作小组的整体生产力的奖金D. current or deferred sums based on the organization’s financial performance基于公司财务业绩向员工支付当前或延期支付的费用47、All of the following are prevalent reasons for failure among expatriates except distaste for travel（D）除了讨厌旅行以外，以下是外籍人士失败的普遍原因A. a spouse’s inability to adapt 配偶无法适应B. a manager’s personality 一个管理者的性格C. inability to cope with larger responsibilities 无法承担更大的责任D. distaste for travel 讨厌旅行48、Communication systems should provide accurate information regarding all of the following except employee background and personal data（B）除了员工背景和个人资料外，通信系统应提供下列所有信息A. business plans and goals 商业计划和目标B. employee background and personal data 员工背景和个人资料C. unit and corporate operating results 单位和公司经营业绩D. incipient problems and opportunities 初期的问题和机会49、Reengineering often requires that managers start from scratch in rethinking all of the following except how organizations should compete（D）业务流程再设计要求管理人员从头开始重新考虑以下所有事项，除了组织应该如何竞争。