人力資源三級(jí)考試英語選詞填空-附中文

人力資源三級(jí)考試英語選詞填空-附中文人力資源三級(jí)考試英語選詞填空-附中文人力資源三級(jí)考試英語選詞填空-附中文資料僅供參考文件編號(hào)：2022年4月人力資源三級(jí)考試英語選詞填空-附中文版本號(hào)：A修改號(hào)：1頁次：1.0審核：批準(zhǔn):發(fā)布日期：feedback反饋B.benchmarking基準(zhǔn)C.rewards獎(jiǎng)勵(lì)D.HumanresourcemanagementHR管理E.benefit福利F.on-the-job在職G.performance績效H.downsizing裁員Directcost直接成本J.output輸出一_D.Humanresourcemanagement_referstothepracticesandpoliciesyouneedtocarryoutthepeopleorpersonnelaspectsofyourmanagementjob人力資源管理指的是對(duì)組織的人實(shí)施的各種操作和政策。LaborturnoverratesprovideavaluablemeansofB.benchmarkingtheeffectivenessofHRpoliciesandpracticesandorganization.勞動(dòng)變更率提供了一個(gè)有價(jià)值的方法來衡量組織人力資源政策和操作的有效性。Laborturnovercanbecostly.__I.Directcost__oftherecruitingandtrainingreplacementsshouldbeconsidered.勞動(dòng)變更的成本很昂貴。招聘和培訓(xùn)替代人員的直接成本必須被考慮在內(nèi)。Businessprocessre-engineeringtechniquesaredeployedasinstrumentsfor__H.downsizing__.業(yè)務(wù)流程再造技術(shù)可以被使用來作為規(guī)模精簡的工具。Evaluationsalsofulfillthepurposeofproviding__A.feedback__toemployeesonhowtheorganizationviewstheirperformance.績效評(píng)估還是實(shí)現(xiàn)了這樣一個(gè)目的：它告知員工組織是如何看待他們績效的The__J.output__ofthejobanalysisshouldbeatrainingorlearningspecification工作分析的結(jié)果可以使培訓(xùn)或?qū)W習(xí)規(guī)范書。.Coachingisapersonal_F.on-the-job__techniquedesignedtodevelopindividualskills,knowledge,andattitudes.教練式指導(dǎo)是一種在職的技術(shù)，它被用來開發(fā)員工的技能、知識(shí)、和態(tài)度。Extrinsic_C.rewards__includedirectcompensation,indirectcompensation,andnonfinancialrewards.外在報(bào)酬包括直接報(bào)酬、間接報(bào)酬、非財(cái)務(wù)性報(bào)酬Flexiblebenefitsallowemployeestopickandchoosefromamongamenuof_E.benefit_options.靈活的福利計(jì)劃允許員工從一個(gè)福利菜單中作選擇。China’seconomicreformershaveusedmaterialincentivesinordertostimulate__G.performance__中國的經(jīng)濟(jì)改革家曾經(jīng)使用物質(zhì)激勵(lì)來刺激績效。promotion晉升jobanalysis工作分析C.management管理D.Globalization全球化E.jobdescription職位描述F.HumanresourceplanningHR計(jì)劃G.competence能力recruiting招募mediation調(diào)解assessment評(píng)估二Internationalhumanresourcemanagementincludes__H__qualifiedpersonnelforoverseasassignments國際化人力資源管理包括了為跨國任務(wù)招聘合格的人員Rapid__A__throughanextensivestaffrankingsystemisseeninonecompanyasaveryimportantmotivationalmechanism.快速晉升通過廣泛的員工的排名系統(tǒng)是一個(gè)公司作為一種重要的激勵(lì)機(jī)制。__D__referstothetendencyoffirmstoextendtheirsalesormanufacturingtonewmarketsabroad全球化指的是企業(yè)把生產(chǎn)或市場擴(kuò)展到海外市場的趨勢。Developingahigh-trustorganizationmeanscreatingtrustbetween__C__andemployees發(fā)展高信任的組織意味著創(chuàng)造管理層和員工之間的信任_F__determinesthehumanresourcesrequiredbytheorganizationtoachieveitsstrategicgoals.人力資源規(guī)劃決定了組織為了達(dá)到戰(zhàn)略目標(biāo)所需要的人力資源The__B__providesinformationonthenatureandfunctionsofthejob工作分析提供了工作本質(zhì)和職能的信息Thehaloeffectorerroristhetendencyforanevaluatortoletthe__J__ofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.暈輪效應(yīng)指得是評(píng)估者過多關(guān)注被評(píng)估這某一方面特征從而影響到對(duì)其他方面特征的評(píng)估Trainingisconcernedwithfittingpeopletotakeoneextraresponsibilities,increasingall-round__G__培訓(xùn)指的是把員工調(diào)整到能承擔(dān)額外的責(zé)任，同時(shí)增加全方位的能力。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe__E__intothedetailedtasksthatmustbecarriedout.培訓(xùn)和學(xué)習(xí)規(guī)范書細(xì)化了包含在工作說明書中的必需完成的（措詞比較簡單）的任務(wù)。Incaseoflabordisputesbetweentheemployerandlaborer,thepartiesconcernedcanapplyfor__I__orarbitration,bringthecasetocourts,orsettlethemthroughconsultation.在雇主和勞動(dòng)者的勞動(dòng)爭議中，涉及到的雙方可以申請(qǐng)調(diào)解，仲裁，或到法庭上打官司，或者通過咨詢來解決。reward獎(jiǎng)勵(lì)B.jobanalysis工作分析C.HumanResourceManagement人力資源管理D.ethics道德E.benefitprogram福利計(jì)劃F.humancapital人力資本G.agency代理H.goals目標(biāo)I.contracts契約J.recruiting招募三Formanagers,thechallengeoffosteringintellectualor_F.humancapital_liesinthefactthatsuchworkersmustbemanageddifferentlythanwerethoseofpreviousgenerations.對(duì)于經(jīng)理們來說，培養(yǎng)知識(shí)型員工和人力資本的挑戰(zhàn)在于現(xiàn)在的工人和上一代大不相同。Insummary,_C.HumanResourceManagement_isanintegralpartofeverymanager’sjob總的來說人力資源管理是每個(gè)管理者工作中的組成部分。Intheareaof__J.recruiting__andhiring,it’sthelinemanager’sresponsibilityotspecifythequalificationsemployeesneedtofillspecificpositions.在做招聘和甄選時(shí)，直線經(jīng)理有責(zé)任給出某個(gè)空缺崗位對(duì)求職者的要求。HRmanageralsoadministersthevarious__E.benefitprogram__(healthandaccidentinsurance,retirementvacation,andsoon)人力資源經(jīng)理還管理大量的福利項(xiàng)目。Performanceevaluationsareusedasthebasisfor__A.reward__allocations.績效評(píng)估還用作薪酬發(fā)放的基礎(chǔ)。Staffmanagersareauthorizedtoassistandadviselinemangersinaccomplishingthesebasic_H.goals__.職能經(jīng)理被授權(quán)來協(xié)助也建議直線經(jīng)理來完成這些基礎(chǔ)的目標(biāo)。determiningthenatureofeachemployee’sjobis_B.jobanalysis__我們是通過工作分析來決定每個(gè)員工的工作本質(zhì)的。Laborersshallfulfilltheirtasksoflabor,improvetheirprofessionalskills,followrulesonlaborsafetyandsanitation,andobservelabordisciplineandprofessional_D.ethics__勞動(dòng)者要完成他們的勞動(dòng)任務(wù)，提升他們的專業(yè)技能，遵守公司的勞動(dòng)衛(wèi)生制度，遵守紀(jì)律，以及職業(yè)道德。Labor__I.contracts__areagreementsreachedbetweenlaborersandtheemployertoestablishlaborrelationshipsandspecifytheright,interestsanobligationsofeachparty.勞動(dòng)合同是由勞動(dòng)者和雇主達(dá)成的共識(shí)，依次來建立勞動(dòng)關(guān)系，指出了每一方的權(quán)利、利益、義務(wù)Inapublicemployment__G.agency__,whichservedworkersseekingemploymentandemployersseekingworkers,employmentinterviewerswereappraisedbythenumberofinterviewstheyconducted.在一個(gè)公共的雇傭代理處，該代理處為工人找工作也為雇主招工人，該代理是根據(jù)面試人員實(shí)施面試的數(shù)量來衡量其績效的。A.competition競爭B.arbitration仲裁externallabormarkets外部勞動(dòng)力市場careers職業(yè)E.outplacement職業(yè)介紹F.jobdescription職位描述G.forecasting預(yù)測H.expatriate離開組織haloeffect暈輪效應(yīng)J.skills技能四Theanalysisofthenumberofpeopleleavingtheorganization(laborturnoverofwastage)providesdataforuseinsupply_G__對(duì)于離開組織人數(shù)的的分析提供了供給預(yù)測的數(shù)據(jù)。demandforecastingistheprocessofestimatingthefuturenumbersofpeoplerequiredandthelikely___J___andcompetencestheywillneed需求預(yù)測估計(jì)了組織未來需要人員的數(shù)量以及相關(guān)的能力The__C__aretheexternallocal,regional,nationalandinternationalmarketsfromwhichdifferentsortsofpeoplecanberecruited外部勞動(dòng)力市場是企業(yè)外部當(dāng)?shù)氐?、區(qū)域性的、國家性的、國際性的勞動(dòng)力市場，從這些市場里組織能雇傭到各種不同類型的人。Fromtappingthegloballaborforcetoformulatingselection,training,andcompensationpoliciesfor_H__employeesmanagingglobalizationwillthusbeamajorHRchallengeinthenextfewyears為全球化的勞動(dòng)力制定甄選、培訓(xùn)和薪酬政策將成為近年來人力資源管理的主要挑戰(zhàn)。Thepressureforimprovedperformancetomeetmoreintenseglobal_A__explainswhymanyorganizationsareseeinghigherstandardsforemployees為了應(yīng)對(duì)更劇烈的全球化競爭而對(duì)更高績效的要求，由此產(chǎn)生的壓力解釋了為何組織正在尋求更高標(biāo)準(zhǔn)的員工。Peoplealsoleaveorganizationsvoluntarilytofurthertheir__D__,getmoremoneyormoveawayfromthedistrict人們還自愿離開組織，以促進(jìn)他們的職業(yè)生涯，獲得更多的錢或遠(yuǎn)離區(qū)Organizationalreleaseactivitiesdelawithredundancy,__E____,dismissal,voluntaryturnoverandretirement.組織人員離開活動(dòng)處理的是冗余、解雇、自愿離職以及退休。Oncealabordisputeoccurs,thepartythathasobjectionstotherulingofthelaborcommitteecanbringthecasetoapeoplescourtB一旦發(fā)生勞動(dòng)爭議，對(duì)于勞動(dòng)委員的裁定有爭議的一方，可以要求由法庭來處理。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe_F__intothedetailedtasksthatmustbecarriedout培訓(xùn)或?qū)W習(xí)規(guī)范分解的廣泛職責(zé)包含在職位描述中的詳細(xì)任務(wù)The_I__isthetendencyforanevaluatortolettheassessmentofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.暈輪效應(yīng)是評(píng)估以讓一個(gè)人的評(píng)價(jià)上的一個(gè)特征影響他或她對(duì)其他性狀的人的評(píng)價(jià)。jobsatisfaction工作滿意度recruiting招募o(jì)rganizationallearning組織學(xué)習(xí)D.paysystems支付系統(tǒng)E.strategicplan戰(zhàn)略機(jī)劃F.wagelevels工資水平G.motivational激勵(lì)機(jī)制H.needs需求I.performance表現(xiàn)J.productive生產(chǎn)五Inthemanagementofinternationaljointventures,Pucik(1988)arguesthatoneofthemainchallengesanywhereisthe__C.organizationallearning_capacityofthepartnerswithinthejointventure.管理對(duì)國際化合資企業(yè)管理過程中，Pucik提出，一個(gè)最大的挑戰(zhàn)就是在組織內(nèi)合作伙伴的組織學(xué)習(xí)能力。Rapidpromotionthroughandextensivestaffrankingsystemisseeninonecompanyasaveryimportant__G.motivational__mechanism在一個(gè)擁有廣泛職位層級(jí)的組織內(nèi)，如果快速地晉升一個(gè)員工，這是一種激勵(lì)機(jī)制。Generallymoneyisseenasimportantfor_B.recruiting__andretainingemployees,butnotasarealmotivator.人們常常把錢作為一個(gè)重要的吸引和留住員工的因素，但是它并不是一個(gè)真正的激勵(lì)因子。China’seconomicreformershaveusedmaterialincentivesinordertostimulate_J.productive__中國的經(jīng)濟(jì)改革家曾經(jīng)使用物質(zhì)激勵(lì)來刺激績效。Newlaborlawspermitcompaniestosettheirown__F.wagelevels__新的勞動(dòng)法允許企業(yè)設(shè)定自己的工資等級(jí)。organizationsarefindingthatIHRMactivitiesarebesthandledbylinkingthemtotheenterprise’s__E.strategicplan__組織發(fā)現(xiàn)如果把國際化的人力資源管理和組織戰(zhàn)略結(jié)合起來，這樣實(shí)施的效果會(huì)最好。Anextensivereviewoftheliteratureindicatesthatthemoreimportantfactorsconductiveto__A.jobsatisfaction__includementallychallengingwork,equitablerewards,supportiveworkingconditions,andsupportivecolleagues.對(duì)于文獻(xiàn)的大量研究表明，能夠?qū)е鹿ぷ鳚M意的因素包括了：在思維上有挑戰(zhàn)性的工作，公平的報(bào)酬，支持性的工作環(huán)境，支持的同事。Employeeswant__D.paysystems__andpromotionpoliciesthattheyperceiveasbeingjust,unambiguous,andinlinewiththeirexpectations.員工希望組織的薪酬體系和晉升體系是公正的、不模糊的、和自己的期望所一致的。Theearlyviewsonthesatisfaction-performancerelationshipcanbeessentiallysummarizedinthestatement“ahappyworkerisa__J.productive__worker.”早期對(duì)于員工滿意度與績效關(guān)系可以被綜合為“一個(gè)快樂工人多產(chǎn)的工人”Givingallemployeesthesamebenefitsassumesallemployeeshavethesame__H.needs__給所有的員工同樣的福利假設(shè)所有的員工有同樣的需求。assessment評(píng)估B.benefits福利C.jobanalysis工作分析D.Dcriticalincident關(guān)鍵事件E.humancapital人力資本F.recruitment招聘G.selection選擇H.on-the-job在職I.forecasts預(yù)測J.costs成本The__C__providesinformationonthenatureandfunctionsofthejob提供了工作的性質(zhì)和功能的信息HRisfocusingontheacquisitionanddevelopmentofthe__E__requiredbytheorganization人力資源關(guān)注于獲得和開發(fā)組織所需要的人力資本Thedownsizingplanshouldbebasedonthetimingofreductionsandof__I__theextenttowhichthesecanbeachievedbynaturalwastageorvoluntaryredundancy組織規(guī)模精簡可以給予人力資源自然減員Rapidturnovercanresultsimplyfrompoor_G_orpromotiondecisions過高的人員流失可能來自于不合理的招聘或晉升。Aflexibilityplancancontainproposalstoreduceovertime_J__throughtheuseofflexiblehours靈活的計(jì)劃包含了相關(guān)的建議，通過使用靈活的時(shí)間安排來減少員工的加班成本Job-sharingisanarrangementwherebytwoemployeessharetheworkofonefull-timeposition,dividingpayand__B__betweenthemaccordingtothetimeeachworks工作分享使得兩個(gè)員工共享一粉全職工作，同時(shí)根據(jù)各自工作時(shí)間分享薪酬和福利The_F__planshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomean‘employerofchoice’.招聘計(jì)劃因該包括通過把組織變成“雇主選擇”而吸引優(yōu)秀候選人的計(jì)劃Behaviorallyanchoredratingscalescombinemajorelementsfromthe__D__andgraphicratingscaleapproaches行為錨定評(píng)級(jí)量表法整合了關(guān)鍵事件發(fā)和圖示評(píng)級(jí)量表法的主要元素。360-degreefeedbackisalsoreferredtoasmulti-source__A__ormulti-raterfeedback360反饋法還被稱為多來源評(píng)價(jià)或多評(píng)估者反饋Coachingisapersonal__H__techniquedesignedtodevelopindividualskills,knowledge,andattitudes教練是一個(gè)個(gè)人在職狀態(tài)，技術(shù)設(shè)計(jì)開發(fā)員工的技能，知識(shí)，態(tài)度careers職業(yè)B.arbitration仲裁C.paylevels薪酬水平D.apprenticeship學(xué)徒employmentagencies就業(yè)機(jī)構(gòu)alternative替代benefitpackage福利包H.recruiting招募contract合同J.training培訓(xùn)六Thequalityofafirm’s__H.recruiting__processhadabigimpactonwhatcandidatesthoughtofthefirm一個(gè)企業(yè)的招聘質(zhì)量會(huì)對(duì)候選人如何看到該企業(yè)帶來很大影響。Private_E.employmentagencies_areimportantsourcesofclerical,white-collar,andmanagerialpersonnel.私人雇傭代理是文秘、白領(lǐng)和管理人員的重要來源。AtXerox,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20yearsofserviceanbidonjobsatlowerstressandlower__C.paylevels__iftheydesireso在施樂，工會(huì)工人年齡超過55工齡超過15年以及年齡超過50工齡超過20年，可以申請(qǐng)較低壓力、較低報(bào)酬的工作。Peoplealsoleaveorganizationsvoluntarilytofurthertheir__A.careers__,getmoremoneyormoveawayfromthedistrict人們主動(dòng)離開組織為了拓寬職業(yè)生涯，獲得更多的錢，或搬到其他地方。Outplacementisabouthelpingredundantemployeestofind__F.alternative__work再就業(yè)服務(wù)是幫助冗余的員工找到其他的工作。Threetypeofthird-partyinterventionsareusedtoovercomeandimpasse:mediation,fact-finding,and__B.arbitration__.有三種第三方干涉的方式來解決僵局：調(diào)解、事實(shí)尋求、仲裁。ApproximatelyhalfoftheGermanyouthbetweentheagesof15-18areenrolledinprograms.大約有一半年齡在15-18歲的德國年輕人注冊(cè)接受實(shí)習(xí)計(jì)劃。D.apprenticeshipTermsofemploymenttendtobeverytechnicalandaregovernedbya_I.contract_thatspellsoutexactlywhateachsidewilldofortheother.雇傭關(guān)系被合同所規(guī)范，合同清楚地說明了到底雙方要為對(duì)方做什么事。Salaryand__G.benefitpackage__tendtobesecret,sonooneknowswhatanyoneelsoisreceiving.報(bào)酬和福利包是保密的，所以沒人知道別人得到了什么。10、Everyyearthecompanyselectsdozensofjuniormanagersandyoungemployeestoattenduniversitiesinordertoundertake__J.training__programs,evendegreecourses.每年公司從底層管理者或年輕的員工中選取一些人參與到高校接受培訓(xùn)甚至修得學(xué)位。skills工作技能B.jobdescription工作描述C.interaction合作D.management管理E.roleplaying角色扮演H.workforce工作力discipline訓(xùn)練H.rewards獎(jiǎng)勵(lì)I(lǐng).task任務(wù)J.training培訓(xùn)七Developingahigh-trustorganizationmeanscreatingtrustbetween__D__andemployees.打造有高度信任度組織意味著在管理層和員工之間建立信任度。retainingknowledgeworkersismatterofprovidingasupportiveworkplaceenvironmentandmotivatingthemthroughbothtangibleandintangible__H__.保留住知識(shí)性員工要為他們提供支持性的工作環(huán)境，以及通過有形或無形的報(bào)酬來激勵(lì)他們。Increased__F_diversitywillplacetremendousdemandsontheHRmanagementfunction.越來越多的勞動(dòng)力的多元化給人例資源管理帶來了更大的要求。Writing__D__andjobspecificationbasedoninputfromdepartmentsupervisoristheresponsibilityofHRdepartment.根據(jù)部門經(jīng)理給出的信息來撰寫工作描述和工作規(guī)范是人力資源部的責(zé)任。Supervisorsshouldmakesureemployeesareguaranteedfairtreatmentasitrelatesto__G__dismissalandjobsecurity主管因該確保員工被給與了公正的對(duì)待因?yàn)檫@個(gè)與紀(jì)律、解雇、工作安全有關(guān)。Itisimportanttoevaluate__J__inordertoassessitseffectivenessinproducingthelearningoutcomes對(duì)于培訓(xùn)的評(píng)估很重要，因?yàn)榻M織必須評(píng)價(jià)培訓(xùn)的有效性一次來獲得學(xué)習(xí)效果。Jobrotationcanbeaninefficientandfrustratingmethodofacquiringadditionalknowledgeand__A__unlessitiscarefullyplannedandcontrolled.工作輪換可能成為一種無效的、令人困惑的讓員工獲得額外知識(shí)的方法，除非組織好好計(jì)劃與控制In__E__theparticipantsactoutasituationbyassumingtherolesofthecharactersinvolved.在角色扮演中，參與者扮演了一個(gè)場景，場景中會(huì)假設(shè)很多角色。Thebasisphilosophyofmanagerialgridtrainingisthatthe__I__oftheindividualmanageristoachieveproductionthroughpeople.管理網(wǎng)格培訓(xùn)法的基本原理是個(gè)體經(jīng)理的任務(wù)是通過員工來達(dá)成產(chǎn)量。InteractiveskillstrainingisdefinedbyRackhamas:＂Anyformoftrainingwhichaimstoincreasetheeffectivenessofanindividual’s__C__withothers.”Rackham把溝通技能定義為“任何能增加員工溝通有效性的培訓(xùn)?！眕rofit-sharing利潤分享B.goals目標(biāo)C.jobsatisfaction工作滿意D.off-the-job脫產(chǎn)E.skillsanalysis技巧F.benefitprogram福利計(jì)劃G.interviews面試H.outcomes結(jié)果I.feedback反饋J.mediation調(diào)解八Jobinstructiontechniquesshouldbebasedon__E__andlearningtheory工作指導(dǎo)技術(shù)應(yīng)該給予技能分析和學(xué)習(xí)理論。Desirecanbecreatedbyamplifyingthejob’sinterestfactorsplusextrasuchas__C__,careerdevelopment,travel,orsimilaradvantages渴望可以打造通過放大工作的利益因素加上額外的因素，比如，工作滿意度、職業(yè)發(fā)展、旅行、或類似優(yōu)勢Test,applicationblanks,and__G__shouldbeaprovenpartoftheemployer’sselectionprocess測評(píng)、應(yīng)聘申請(qǐng)表、以及面試都是雇主甄選合適的方法。With__J__aneutralthirdpartytriestoassisttheprincipalsinreachingagreement在調(diào)解中，一個(gè)中立的第三方盡量協(xié)助當(dāng)事人達(dá)成共識(shí)。Organizationalrewardsshouldbelinkedtoeachindividualemployee’s__B__組織報(bào)酬應(yīng)該和員工績效聯(lián)系起來。Theflexiblebenefitcanturnthetraditionalhomogeneous__F__intoamotivator靈活的福利計(jì)劃能把傳統(tǒng)的均一的福利體系變成一種激勵(lì)因素。Piece-rate,wageincentiveplans,__A__,andlump-sumbonusesareallformsofperformance-basedcompensation計(jì)件制、工資激勵(lì)計(jì)劃、利潤分享、總獎(jiǎng)金這些都是以績效為基礎(chǔ)的薪酬方式。Evaluationisthecomparisonofobjectiveswith__H__toanswerthequestionofhowfarthetraininghasachieveditspurpose評(píng)估就是把目標(biāo)和結(jié)果進(jìn)行比較一次來回答培訓(xùn)多大程度上達(dá)成了目標(biāo)。Casestudyisan_D_trainingtechnique案例研究是一種非在職培訓(xùn)技術(shù)。Coachingshouldprovidemotivation,structur