績效考核測試

1．單選題1．在員工績效評價實踐中，正常看到是結果法和HTMLCONTROLForms.HTML:Option.1A.行為法HTMLCONTROLForms.HTML:Option.1B.平衡法HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無2．績效考核的方法有HTMLCONTROLForms.HTML:Option.1A.平衡法HTMLCONTROLForms.HTML:Option.1B.行為法HTMLCONTROLForms.HTML:Option.1C.效應法HTMLCONTROLForms.HTML:Option.1D.無3．平衡記分卡的不足之處是HTMLCONTROLForms.HTML:Option.1A.實施難度大HTMLCONTROLForms.HTML:Option.1B.指標體系構建容易HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無4．對員工的行為進行衡量的方法有HTMLCONTROLForms.HTML:Option.1A.關鍵事件法HTMLCONTROLForms.HTML:Option.1B.關鍵考核法HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無5．指標的衡量包括HTMLCONTROLForms.HTML:Option.1A.定量數(shù)據(jù)HTMLCONTROLForms.HTML:Option.1B.效率的高地HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無6．正確完成工作的方式有HTMLCONTROLForms.HTML:Option.1A.一種HTMLCONTROLForms.HTML:Option.1B.兩種HTMLCONTROLForms.HTML:Option.1C.多種HTMLCONTROLForms.HTML:Option.1D.無7．下列說法那種不屬于平衡記分卡的內(nèi)容利潤HTMLCONTROLForms.HTML:Option.1A.利潤HTMLCONTROLForms.HTML:Option.1B.客戶HTMLCONTROLForms.HTML:Option.1C.學習與成長HTMLCONTROLForms.HTML:Option.1D.無8．績效評價的三種方法中，哪種可信度最高HTMLCONTROLForms.HTML:Option.1A.特質法HTMLCONTROLForms.HTML:Option.1B.行為法HTMLCONTROLForms.HTML:Option.1C.結果法HTMLCONTROLForms.HTML:Option.1D.無9．平衡記分卡所指的平衡是一種的平衡HTMLCONTROLForms.HTML:Option.1A.片面HTMLCONTROLForms.HTML:Option.1B.靜態(tài)HTMLCONTROLForms.HTML:Option.1C.戰(zhàn)略HTMLCONTROLForms.HTML:Option.1D.無10．360度績效評估的缺點HTMLCONTROLForms.HTML:Option.1A.定量的考核比重較大，定性的業(yè)績考核較少HTMLCONTROLForms.HTML:Option.1B.考核成本高HTMLCONTROLForms.HTML:Option.1C.從不同考核渠道獲得的反饋信息，時間一致HTMLCONTROLForms.HTML:Option.1D.考核輕松11．績效評價的類型，錯誤的是HTMLCONTROLForms.HTML:Option.1A.首因效果贏HTMLCONTROLForms.HTML:Option.1B.近因效應HTMLCONTROLForms.HTML:Option.1C.暈輪效應HTMLCONTROLForms.HTML:Option.1D.相似效應12．360度績效評估的優(yōu)點是HTMLCONTROLForms.HTML:Option.1A.全面客觀的了解有關自己的優(yōu)缺點的信息HTMLCONTROLForms.HTML:Option.1B.不能得到受評者的認可HTMLCONTROLForms.HTML:Option.1C.導致成本上升HTMLCONTROLForms.HTML:Option.1D.提高團隊凝聚力，加快變革參考答案：A13．嚴格化傾向產(chǎn)生的廕HTMLCONTROLForms.HTML:Option.1A.促使有問題的員工主動辭職HTMLCONTROLForms.HTML:Option.1B.為“公報私仇”提供證據(jù)HTMLCONTROLForms.HTML:Option.1C.評價者對各種評價因素有足夠的了解HTMLCONTROLForms.HTML:Option.1D.增加憑業(yè)績提薪的下屬的數(shù)量14．績效工資的優(yōu)點，不對的是HTMLCONTROLForms.HTML:Option.1A.將個人的收入與可量化的工作績效直接廣告HTMLCONTROLForms.HTML:Option.1B.讓公司不斷改進員工的工作能力，工作方法，降低員工績效HTMLCONTROLForms.HTML:Option.1C.有利于獲取，激勵并保留住績效好的員工HTMLCONTROLForms.HTML:Option.1D.保持工資的彈性15．績效工資的缺點HTMLCONTROLForms.HTML:Option.1A.員工之間會封鎖信息，保守經(jīng)驗，爭奪客戶HTMLCONTROLForms.HTML:Option.1B.個人績效提高，組織績效也提高HTMLCONTROLForms.HTML:Option.1C.員工為了追求高績效而損害公司的利益HTMLCONTROLForms.HTML:Option.1D.績效工資的分配上不公平16．績效工資的實施條件，不對的是HTMLCONTROLForms.HTML:Option.1A.工資范圍足夠大，各檔次之間能夠拉開距離HTMLCONTROLForms.HTML:Option.1B.績效考評要客觀，公正，有效HTMLCONTROLForms.HTML:Option.1C.獎勵先進，約束后進HTMLCONTROLForms.HTML:Option.1D.工資體系運作不放在整個企業(yè)的生產(chǎn)和精英運作系統(tǒng)之中17．績效評價誤差的方法錯誤的是HTMLCONTROLForms.HTML:Option.1A.通過溝通計劃來解決考核者的動機問題HTMLCONTROLForms.HTML:Option.1B.通過實施考核者培訓來避免考核誤差的產(chǎn)生HTMLCONTROLForms.HTML:Option.1C.通過多方評價HTMLCONTROLForms.HTML:Option.1D.通過簡歷績效考核申訴機制來避免考核誤差參考答案：A18．職業(yè)發(fā)展，應該怎樣實施HTMLCONTROLForms.HTML:Option.1A.員工自我評估HTMLCONTROLForms.HTML:Option.1B.親人評價HTMLCONTROLForms.HTML:Option.1C.社會評價HTMLCONTROLForms.HTML:Option.1D.上司評價19．員工同時受到職能經(jīng)理和產(chǎn)品經(jīng)理雙重領導的是哪一種組織類型HTMLCONTROLForms.HTML:Option.1A.直線制HTMLCONTROLForms.HTML:Option.1B.直線職能制HTMLCONTROLForms.HTML:Option.1C.模擬分權制HTMLCONTROLForms.HTML:Option.1D.矩陣制20．下列哪項不是矩陣制結構的特征HTMLCONTROLForms.HTML:Option.1A.一個員工兩個領導HTMLCONTROLForms.HTML:Option.1B.兩個層次的協(xié)調(diào)HTMLCONTROLForms.HTML:Option.1C.橫向聯(lián)系靈活多變HTMLCONTROLForms.HTML:Option.1D.擁有一定的經(jīng)營自主權21．不易為生產(chǎn)單位提供明確任務，造成考核上的困難，這是哪一種組織結構的缺點HTMLCONTROLForms.HTML:Option.1A.直線職能制HTMLCONTROLForms.HTML:Option.1B.事業(yè)部制結構HTMLCONTROLForms.HTML:Option.1C.模擬分權制HTMLCONTROLForms.HTML:Option.1D.職能制22．下列哪項不屬于委員會結構的缺點HTMLCONTROLForms.HTML:Option.1A.責任分散HTMLCONTROLForms.HTML:Option.1B.集思廣益HTMLCONTROLForms.HTML:Option.1C.妥協(xié)折中HTMLCONTROLForms.HTML:Option.1D.議而不決23．下列哪項是組織績效的影響因素HTMLCONTROLForms.HTML:Option.1A.客戶對組織的滿意度HTMLCONTROLForms.HTML:Option.1B.組織寬度HTMLCONTROLForms.HTML:Option.1C.組織長度HTMLCONTROLForms.HTML:Option.1D.組織對員工滿意度參考答案：A24．下列不屬于職能制組織結構缺點的是HTMLCONTROLForms.HTML:Option.1A.多頭領導HTMLCONTROLForms.HTML:Option.1B.有功大家搶HTMLCONTROLForms.HTML:Option.1C.多重指揮HTMLCONTROLForms.HTML:Option.1D.權力集中25．下列哪項不屬于高績效組織具有的特征HTMLCONTROLForms.HTML:Option.1A.接近顧客HTMLCONTROLForms.HTML:Option.1B.快速反應HTMLCONTROLForms.HTML:Option.1C.焦點清晰HTMLCONTROLForms.HTML:Option.1D.目標模糊26．下列哪項不屬于變革型領導涉及的維度HTMLCONTROLForms.HTML:Option.1A.領袖魅力HTMLCONTROLForms.HTML:Option.1B.鼓舞動機HTMLCONTROLForms.HTML:Option.1C.嚴厲批評HTMLCONTROLForms.HTML:Option.1D.智力刺激27．下屬部門只接受一個上級的指令，各級主管負責人對所屬單位的一切問題負責，這是哪一種組織結構類型HTMLCONTROLForms.HTML:Option.1A.職能制HTMLCONTROLForms.HTML:Option.1B.網(wǎng)絡型結構HTMLCONTROLForms.HTML:Option.1C.直線職能制HTMLCONTROLForms.HTML:Option.1D.直線制參考答案：D28．由員工本人自行進行的一種崗位分析方法是HTMLCONTROLForms.HTML:Option.1A.觀察法HTMLCONTROLForms.HTML:Option.1B.問卷調(diào)查法HTMLCONTROLForms.HTML:Option.1C.工作日志法HTMLCONTROLForms.HTML:Option.1D.無29．勝任特征是誰提出來的HTMLCONTROLForms.HTML:Option.1A.邁克爾·哈默HTMLCONTROLForms.HTML:Option.1B.麥克里蘭HTMLCONTROLForms.HTML:Option.1C.詹姆斯·錢皮HTMLCONTROLForms.HTML:Option.1D.無30．對于崗位分析說明書，其中的誤區(qū)是HTMLCONTROLForms.HTML:Option.1A.只重結果，不重過程HTMLCONTROLForms.HTML:Option.1B.明確崗位職責，提高工作績效HTMLCONTROLForms.HTML:Option.1C.為員工提供職業(yè)生涯設計HTMLCONTROLForms.HTML:Option.1D.無31．崗位分析的直接結果是HTMLCONTROLForms.HTML:Option.1A.崗位編寫書HTMLCONTROLForms.HTML:Option.1B.崗位說明書HTMLCONTROLForms.HTML:Option.1C.工作分析HTMLCONTROLForms.HTML:Option.1D.無32．基于勝任特征的有效測驗，有幾個原則HTMLCONTROLForms.HTML:Option.1A.4個HTMLCONTROLForms.HTML:Option.1B.5個HTMLCONTROLForms.HTML:Option.1C.6個HTMLCONTROLForms.HTML:Option.1D.無參考答案：C33．選區(qū)分析校標樣本應該從哪兩種員工抽取HTMLCONTROLForms.HTML:Option.1A.績效優(yōu)秀和績效普通HTMLCONTROLForms.HTML:Option.1B.沒有績效和績效優(yōu)秀HTMLCONTROLForms.HTML:Option.1C.沒有績效和績效普通HTMLCONTROLForms.HTML:Option.1D.無34．在本書中，崗位分析的主要方法有幾種HTMLCONTROLForms.HTML:Option.1A.5種HTMLCONTROLForms.HTML:Option.1B.6種HTMLCONTROLForms.HTML:Option.1C.7種HTMLCONTROLForms.HTML:Option.1D.無35．工作協(xié)作關系包括哪兩個部分HTMLCONTROLForms.HTML:Option.1A.對內(nèi)和對外HTMLCONTROLForms.HTML:Option.1B.學歷要求和專業(yè)職稱HTMLCONTROLForms.HTML:Option.1C.共醉時間和工作環(huán)境HTMLCONTROLForms.HTML:Option.1D.無36．一般情況下，在完成崗位分析之后需要做的工作是HTMLCONTROLForms.HTML:Option.1A.搜集工作信息和編寫工作說明書HTMLCONTROLForms.HTML:Option.1B.編寫工作說明書和工作規(guī)范HTMLCONTROLForms.HTML:Option.1C.搜集崗位信息和工作信息HTMLCONTROLForms.HTML:Option.1D.無37．行政職業(yè)能力測驗包括五大部分內(nèi)容：HTMLCONTROLForms.HTML:Option.1A.言語理解與表達人物關系判斷推理常識判斷和資料分析HTMLCONTROLForms.HTML:Option.1B.言語理解與表達數(shù)量關系判斷推理常識判斷和資料分析HTMLCONTROLForms.HTML:Option.1C.言語理解與表達數(shù)量關系錯誤推理常識判斷和資料分析HTMLCONTROLForms.HTML:Option.1D.言語理解與表達數(shù)量關系判斷推理科學常識和資料分析38．在工作中施展自己的能力具體來說，要做到以下幾點：HTMLCONTROLForms.HTML:Option.1A.重視創(chuàng)造力的挖掘和培養(yǎng)正確區(qū)分能力與知識HTMLCONTROLForms.HTML:Option.1B.了解自己的能力閾限，做好與工作的匹配HTMLCONTROLForms.HTML:Option.1C.注重能力類型的差異，做到揚長避短：HTMLCONTROLForms.HTML:Option.1D.重視創(chuàng)造力的挖掘和培養(yǎng)正確區(qū)分能力與知識參考答案：A39．智力也叫智能主要包括七個方面的能力，即HTMLCONTROLForms.HTML:Option.1A.觀察力注意力記憶力思維力HTMLCONTROLForms.HTML:Option.1B.思維力想象力分析判斷能力應變能力HTMLCONTROLForms.HTML:Option.1C.注意力記憶力思維力想象力HTMLCONTROLForms.HTML:Option.1D.觀察力注意力記憶力思維力想象力分析判斷能力應變能力40．環(huán)境因素是指個體成長過程匯總的外部因素，包括當時的文化政治經(jīng)濟背景以及父母家庭朋友和社會群體的互動。HTMLCONTROLForms.HTML:Option.1A.社會HTMLCONTROLForms.HTML:Option.1B.國體HTMLCONTROLForms.HTML:Option.1C.地理HTMLCONTROLForms.HTML:Option.1D.水文41．個體的思想情感及行為的特有整合，其中包含區(qū)別于他人的穩(wěn)定而統(tǒng)一的心理品質是。HTMLCONTROLForms.HTML:Option.1A.性格HTMLCONTROLForms.HTML:Option.1B.氣質HTMLCONTROLForms.HTML:Option.1C.能力HTMLCONTROLForms.HTML:Option.1D.人格42．個體在心理活動的強度速度靈活性和指向性方面的穩(wěn)定的動力特征是。HTMLCONTROLForms.HTML:Option.1A.氣質HTMLCONTROLForms.HTML:Option.1B.性格HTMLCONTROLForms.HTML:Option.1C.人格HTMLCONTROLForms.HTML:Option.1D.能力43．個體自出生至終身的整個生命全程中,人格特征表現(xiàn)隨著年齡和習得經(jīng)驗的增加而逐漸改變的過程稱。HTMLCONTROLForms.HTML:Option.1A.人格結構HTMLCONTROLForms.HTML:Option.1B.人格動力HTMLCONTROLForms.HTML:Option.1C.人格發(fā)展HTMLCONTROLForms.HTML:Option.1D.人格適應44．能力的差異主要表現(xiàn)在以下三個方面類型HTMLCONTROLForms.HTML:Option.1A.差異水平差異表現(xiàn)早晚差異HTMLCONTROLForms.HTML:Option.1B.差異水平早晚差異HTMLCONTROLForms.HTML:Option.1C.差異水平差異表現(xiàn)HTMLCONTROLForms.HTML:Option.1D.差異表現(xiàn)早晚差異45．個體與其生活環(huán)境保持和諧狀態(tài)所表現(xiàn)出來的行為反應稱。HTMLCONTROLForms.HTML:Option.1A.人格結構HTMLCONTROLForms.HTML:Option.1B.人格發(fā)展HTMLCONTROLForms.HTML:Option.1C.人格適應HTMLCONTROLForms.HTML:Option.1D.人格動力46．我們當中隱藏著達·芬奇式的人物，通過訓練，有人能達到像達·芬奇那樣的聰明才智，這是英國學者托尼·巴贊在那本著作中提到的結論HTMLCONTROLForms.HTML:Option.1A.《掌握記憶》HTMLCONTROLForms.HTML:Option.1B.《獲取精神力量的10種方法》HTMLCONTROLForms.HTML:Option.1C.《喚醒創(chuàng)造天才的10種方法》HTMLCONTROLForms.HTML:Option.1D.《大腦第一》47．下列哪項不屬于潛能開發(fā)所包含的要素HTMLCONTROLForms.HTML:Option.1A.高度的自信HTMLCONTROLForms.HTML:Option.1B.堅定的意志HTMLCONTROLForms.HTML:Option.1C.遠大的目標HTMLCONTROLForms.HTML:Option.1D.強烈的愿望48．諾貝爾獲獎者李遠哲博士認為人在其一生中使用的腦細胞數(shù)充其量占總量的百分比是多少HTMLCONTROLForms.HTML:Option.1A.0.03HTMLCONTROLForms.HTML:Option.1B.0.05HTMLCONTROLForms.HTML:Option.1C.0.07HTMLCONTROLForms.HTML:Option.1D.0.149．彼得·圣吉認為在學習型組織的各項修煉中，哪一項是最重要的HTMLCONTROLForms.HTML:Option.1A.倡導自我超越HTMLCONTROLForms.HTML:Option.1B.改善心智模式HTMLCONTROLForms.HTML:Option.1C.開展團隊學習HTMLCONTROLForms.HTML:Option.1D.強化系統(tǒng)思考參考答案：D50．學習要做到學以致用，下列哪項不符合這個要求HTMLCONTROLForms.HTML:Option.1A.將間接經(jīng)驗實用化HTMLCONTROLForms.HTML:Option.1B.保持慣性思維HTMLCONTROLForms.HTML:Option.1C.用心靈去思考HTMLCONTROLForms.HTML:Option.1D.擁有敏銳的眼睛51．《第五項修煉—學習型組織的藝術與實踐》的作者是HTMLCONTROLForms.HTML:Option.1A.亞當斯HTMLCONTROLForms.HTML:Option.1B.史密斯HTMLCONTROLForms.HTML:Option.1C.彼得·圣吉HTMLCONTROLForms.HTML:Option.1D.托馬遜52．下列不屬于學習型組織所具備的特征的是HTMLCONTROLForms.HTML:Option.1A.具有共同愿景HTMLCONTROLForms.HTML:Option.1B.強調(diào)合作與團隊精神HTMLCONTROLForms.HTML:Option.1C.強調(diào)管理的個性化HTMLCONTROLForms.HTML:Option.1D.注重眼前利益53．下列哪項不是學習型組織的特點HTMLCONTROLForms.HTML:Option.1A.有機的HTMLCONTROLForms.HTML:Option.1B.高度柔性的HTMLCONTROLForms.HTML:Option.1C.扁平的HTMLCONTROLForms.HTML:Option.1D.僵化的54．下列哪項不是成人學習所具備的特點HTMLCONTROLForms.HTML:Option.1A.學習目的明確，主動性強HTMLCONTROLForms.HTML:Option.1B.記憶力下降，理解力增強HTMLCONTROLForms.HTML:Option.1C.學習中參與意識強烈HTMLCONTROLForms.HTML:Option.1D.理論性強，沒有應用性參考答案：D55．文字表達的潛能通過方法能得到最大發(fā)揮HTMLCONTROLForms.HTML:Option.1A.鍛煉身體HTMLCONTROLForms.HTML:Option.1B.多看書HTMLCONTROLForms.HTML:Option.1C.游歷名山大川HTMLCONTROLForms.HTML:Option.1D.拜訪名師大家參考答案：B56．潛能的分類不包括一下哪個HTMLCONTROLForms.HTML:Option.1A.創(chuàng)造潛能HTMLCONTROLForms.HTML:Option.1B.個人潛能HTMLCONTROLForms.HTML:Option.1C.精神潛能HTMLCONTROLForms.HTML:Option.1D.學習潛能57．終身學習在本書中有幾個特點HTMLCONTROLForms.HTML:Option.1A.3個HTMLCONTROLForms.HTML:Option.1B.4個HTMLCONTROLForms.HTML:Option.1C.5個HTMLCONTROLForms.HTML:Option.1D.6個58．“紙上得來終覺淺，絕知此事要躬行”說的是哪一種觀念HTMLCONTROLForms.HTML:Option.1A.終身學習HTMLCONTROLForms.HTML:Option.1B.主動學習HTMLCONTROLForms.HTML:Option.1C.學以致用HTMLCONTROLForms.HTML:Option.1D.自我更新知識結構59．魯迅說他只是把別人喝咖啡的時間都用在了讀書上，這體現(xiàn)了什么樣的一種觀念HTMLCONTROLForms.HTML:Option.1A.終身學習HTMLCONTROLForms.HTML:Option.1B.主動學習HTMLCONTROLForms.HTML:Option.1C.不斷探索新知識HTMLCONTROLForms.HTML:Option.1D.學以致用60．書面溝通的特點是HTMLCONTROLForms.HTML:Option.1A.持久，有形，可以核實HTMLCONTROLForms.HTML:Option.1B.快速傳遞和快速反饋HTMLCONTROLForms.HTML:Option.1C.體態(tài)語言和語調(diào)HTMLCONTROLForms.HTML:Option.1D.無61．編碼后的信息通過一定的形式、方式結合具體的條件進行信息傳遞指的是HTMLCONTROLForms.HTML:Option.1A.反饋HTMLCONTROLForms.HTML:Option.1B.接受HTMLCONTROLForms.HTML:Option.1C.渠道HTMLCONTROLForms.HTML:Option.1D.無62．沖突產(chǎn)生的原因不包括HTMLCONTROLForms.HTML:Option.1A.良好溝通HTMLCONTROLForms.HTML:Option.1B.任務目標和利益的差異HTMLCONTROLForms.HTML:Option.1C.分工或責任不清晰HTMLCONTROLForms.HTML:Option.1D.無63．耗費時間和缺乏發(fā)聵指的是哪種溝通的缺點HTMLCONTROLForms.HTML:Option.1A.非言語溝通HTMLCONTROLForms.HTML:Option.1B.書面溝通HTMLCONTROLForms.HTML:Option.1C.口頭溝通HTMLCONTROLForms.HTML:Option.1D.無參考答案：B64．對于合作方式，無效的情境是HTMLCONTROLForms.HTML:Option.1A.總是很復雜HTMLCONTROLForms.HTML:Option.1B.問題或任務很簡單HTMLCONTROLForms.HTML:Option.1C.時間允許徹底解決問題HTMLCONTROLForms.HTML:Option.1D.無65．遷就策略又稱為克制策略或HTMLCONTROLForms.HTML:Option.1A.回避策略HTMLCONTROLForms.HTML:Option.1B.迎合策略HTMLCONTROLForms.HTML:Option.1C.妥協(xié)策略HTMLCONTROLForms.HTML:Option.1D.無參考答案：B66．屈從對方意愿，壓制或犧牲自己的利益及醫(yī)院的沖突處理策略是HTMLCONTROLForms.HTML:Option.1A.合作策略HTMLCONTROLForms.HTML:Option.1B.遷就策略HTMLCONTROLForms.HTML:Option.1C.回避策略HTMLCONTROLForms.HTML:Option.1D.無67．對于沖突處理的基本策略，高度合作且武斷的情況下，盡可能滿足各方利益的沖突處理策略模式是HTMLCONTROLForms.HTML:Option.1A.合作策略HTMLCONTROLForms.HTML:Option.1B.遷就策略HTMLCONTROLForms.HTML:Option.1C.回避策略HTMLCONTROLForms.HTML:Option.1D.無68．在本書中，沖突處理的基本策略有幾種HTMLCONTROLForms.HTML:Option.1A.5種HTMLCONTROLForms.HTML:Option.1B.6種HTMLCONTROLForms.HTML:Option.1C.7種HTMLCONTROLForms.HTML:Option.1D.無69．對于沖突的消極作用說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.沖突可能分散資源HTMLCONTROLForms.HTML:Option.1B.沖突不會對群體效率產(chǎn)生影響HTMLCONTROLForms.HTML:Option.1C.沖突有損員工的心理健康HTMLCONTROLForms.HTML:Option.1D.無參考答案：B70．對于團隊的類型，分類錯誤的是HTMLCONTROLForms.HTML:Option.1A.問題解決性團隊HTMLCONTROLForms.HTML:Option.1B.虛擬團隊HTMLCONTROLForms.HTML:Option.1C.娛樂團隊HTMLCONTROLForms.HTML:Option.1D.無2．判斷題1．勝任特征模型的建構是基于勝任特征的人力資源管理和開發(fā)的邏輯起點和基石HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯2．能否顯著地區(qū)分工作業(yè)績，是判斷一項勝任特征的唯一標準HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯參考答案：對3．崗位說明書需要寫員工的基本信息HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯4．崗位分析又成為工作分析或職務分析HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯5．行為觀察法是要求管理者對員工在評價期內(nèi)的行為進行評價HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯參考答案：對6．造成不良后果的原因是被評價者本人所能控制的HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯7．行為觀察評價法也稱為觀察量表法HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯8．結果發(fā)的類型包括間接指標法HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯9．員工的自我評價不能做為績效信息的來源HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯10．員工的同事往往是一個很好的績效信息來源HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯11．客戶也是一個非常重要的績效信息來源HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯12．360度績效評估中，反饋給受評者的信息，不容易得到受評者的認可HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯參考答案：錯13．角色是構成組織結構的基本單元。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯14．組織中各個子系統(tǒng)的結構間聯(lián)系是不穩(wěn)定的，可以隨意變動。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯參考答案：錯15．組織中的構成角色的行為是絕對固定的。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML: