助理人力資源管理師三級(上海)HR專業(yè)英語套試卷

1、【精品文檔】如有侵權(quán)，請聯(lián)系網(wǎng)站刪除，僅供學(xué)習(xí)與交流助理人力資源管理師三級(上海)HR專業(yè)英語套試卷.精品文檔.上海市職業(yè)資格鑒定企業(yè)人力資源經(jīng)管人員（助理人力資源經(jīng)管師）專業(yè)英語試卷1一、英漢互譯（每題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

2、contract11. 薪資調(diào)查12. 任務(wù)分析13. 招募14. 績效經(jīng)管15. 工作豐富化二、選詞填空（每題2分，共20分）A.feedback B.benchmarking C.rewards D.Human resource management E.benefit F.on-the-job G. performance H.downsizing I. Direct cost J. output 1. refers to the practices and policies you need to carry out the people or personnel aspects of

3、 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 instrum

4、ents 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.

5、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. Chinas economic reformers have used material incentives in order to stimulate .三、單項選擇（每題2分，共20分）1. The process of helping re

6、dundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluators 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. T

7、he individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an employer of choice.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the o

8、rganization 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 pro

9、cess 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 developm

10、ent 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

11、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

12、tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、閱讀理解（每題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

13、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

14、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 bu

15、y 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 bl

16、ood 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 probab

17、ly rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choicethey 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 th

18、is 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.

19、 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 fair

20、ly 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.T

21、he 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 trai

22、ning 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

23、 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 pr

24、oductivity, 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 trainin

25、g 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 sys

26、tems, 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

27、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 expectation

28、s 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 p

29、assage, 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

30、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

31、 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.專業(yè)英語試卷2一、英漢互譯（每題2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expat

32、riate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反饋12. 甄選13. 績效評價14. 工作規(guī)范15. 間接成本二、選詞填空（每題2分，共20分）A. promotion B. job analysis C management D. Globalization E. job description F. Human resource planning G. competen

33、ce H. recruiting I. mediation J. assessment 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 exte

34、nd 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.

35、 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 specifi

36、cation 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、單項選擇（每題2分，共20分）1.

37、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 organization

38、B. 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. reeng

39、ineeringD. 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,

40、 resources, and environment of the organization is known as .A.task analysisB.organization 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 know

41、n 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

42、of the job duties, is known as .A.organization 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. “

43、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、閱讀理解（每題3分，共30分）（一）Multiperson comparisons evaluate one individuals perform

44、ance 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

45、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 dea

46、l 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 s

47、ubordinates, 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 t

48、he 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 su

49、perior 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 relat

50、ive 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

51、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 c

52、omparisons 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 s

53、tudents 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 s

54、imultaneously4.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

55、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.

56、 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 d

57、irect 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 workers 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 compensatio