人力資源三級考試英語選詞填空附中文

A.feedback反饋B.benchmarking基準C.rewards獎勵D.HumanresourcemanagementHR管理E.benefit福利F.on-the-jobG.performanceH.downsizingI.DirectcostJ.output在職績效裁員直接成本輸出D.Humanresourcemanagement_jreferstothepracticesandpoliciesyouneedtocarryoutthepeopleorpersonnelaspectsofyourmanagementjob人力資源管理指的是對組織的人實施的各種操作和政策。LaborturnoverratesprovideavaluablemeansofB.benchmarkingtheeffectivenessofHRpoliciesandpracticesandorganization.勞動變更率提供了一個有價值的方法來衡量組織人力資源政策和操作的有效性。Laborturnovercanbecostly.I.Directcostoftherecruitingandtrainingreplacementsshouldbeconsidered.勞動變更的成本很昂貴。招聘和培訓替代人員的直接成本必須被考慮在內(nèi)。Businessprocessre-engineeringtechniquesaredeployedasinstrumentsforH.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。EvaluationsalsofulfillthepurposeofprovidingA.feedbacktoemployeesonhowtheorganizationviewstheirperformance.績效評估還是實現(xiàn)了這樣一個目的：它告知員工組織是如何看待他們績效的TheJ.output__ofthejobanalysisshouldbeatrainingorlearningspecification工作分析的結(jié)果可以使培訓或?qū)W習規(guī)范書。^CoachingisapersonalF.on-the-jobtechniquedesignedtodevelopindividualskills,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、和態(tài)度。Extrinsic_C.rewards__includedirectcompensation,indirectcompensation,andnonfinancialrewards.外在報酬包括直接報酬、間接報酬、非財務(wù)性報酬Flexiblebenefitsallowemployeestopickandchoosefromamongamenuof_E.benefkoptions.靈活的福利計劃允許員工從一個福利菜單中作選擇。一一China'seconomicreformershaveusedmaterialincentivesinordertostimulateG.performance中國的經(jīng)濟改革家曾經(jīng)使用物質(zhì)激勵來刺激績效。A.promotionB.jobanalysis工作分析C.management管理D.Globalization全球化E.jobdescription職位描述F.HumanresourceplanningHR計劃G.competence能力E.recruiting招募F.mediation調(diào)解G.assessment評估二InternationalhumanresourcemanagementincludesHqualifiedpersonnelforoverseasassignments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RapidAthroughanextensivestaffrankingsystemisseeninonecompanyasaveryimportantmotivationalmechanism.快速晉升通過廣泛的員工的排名系統(tǒng)是一個公司作為一種重要的激勵機制。Dreferstothetendencyoffirmstoextendtheirsalesormanufacturingtonewmarketsabroad全球化指的是企業(yè)把生產(chǎn)或市場擴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Fdeterminesthehumanresourcesrequiredbytheorganizationtoachieveitsstrategicgoals.人力資源規(guī)劃決定了組織為了達到戰(zhàn)略目標所需要的人力資源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)指得是評估者過多關(guān)注被評估這某一方面特征從而影響到對其他方面特征的評估Trainingisconcernedwithfittingpeopletotakeoneextraresponsibilities,increasingall-round__G_培訓指的是把員工調(diào)整到能承擔額外的責任，同時增加全方位的能力。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe__E__intothedetailedtasksthatmustbecarriedout.培訓和學習規(guī)范書細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.在雇主和勞動者的勞動爭議中，涉及到的雙方可以申請調(diào)解，仲裁，或到法庭上打官司，或者通過咨詢來解決。A.reward獎勵B.jobanalysis工作分析C.HumanResourceManagement人力資源管理D.ethics道德E.benefitprogram福利計劃F.humancapital人力資本G.agency代理H.goals目標I.contracts契約J.recruiting扣分三Formanagers,thechallengeoffosteringintellectualorF.humancap^alliesinthefactthatsuchworkersmustbemanageddifferentlythanwerethoseofpreviousgenerations.對于經(jīng)理們來說，培養(yǎng)知識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.HumanResourceManagementisanintegralpartofeverymanagersjob總的來說人力資源管理是每個管理者工作中的組成部分。IntheareaofJ.recruitingandhiring,itsthelinemanagersresponsibilityotspecifythequalificationsemployeesneedtofillspecificpositions.在做招聘和甄選時，直線經(jīng)理有責任給出某個空缺崗位對求職者的要求。HRmanageralsoadministersthevariousE.beneltprogram(healthandaccidentinsurance,retirementvacation,andsoon)人力資源經(jīng)理還管理大量的福利項目。PerformanceevaluationsareusedasthebasisforA.rewardallocations.績效評估還用作薪酬發(fā)放的基礎(chǔ)。'Staffmanagersareauthorizedtoassistandadviselinemangersinaccomplishingthesebasic旦goals.職能茨理被授依家協(xié)助也建議直線經(jīng)理來完成這些基礎(chǔ)的目標。determiningthenatureofeachemployee>jobis_B.jobanalysis.我們是通過工作分析來決定每個員工的工作本質(zhì)而。一Laborersshallfulf川theirtasksoflabor,improvetheirprofessionalskills,followrulesonlaborsafetyandsanitation,andobservelabordisciplineandprofessionaD.ethics勞動者要完成他們的勞動任務(wù)，提升他們的專業(yè)技能，遵守公司的勞動萬生制度，一遵守紀律，以及職業(yè)道德。Labor_I.contracts,areagreementsreachedbetweenlaborersandtheemployertoestablishlaborrelationshipsandspecifytheright,interestsanobligationsofeachparty.勞動合同是由勞動者和雇主達成的共識，依次來建立勞動關(guān)系，指出了每一方的權(quán)利、利益、義務(wù)InapublicemploymentG.agency,whichservedworkersseekingemploymentandemployersseekingworkers,employmentinterviewerswereappraisedbythenumberofinterviewstheyconducted.在一個公共的雇傭代理處，該代理處為工人找工作也為雇主招工人，該代理是根據(jù)面試人員實施面試的數(shù)量來衡量其績效的。A.competitionB.arbitration仲裁C.externallabormarkets外部勞動力市場D.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I.haloeffect暈輪效應(yīng)J.skills技能1.四Theanalysisofthenumberofpeopleleavingtheorganization(laborturnoverofwastage)providesdataforuseinsupply_G__對于離開組織人數(shù)的的分析提供了供給預(yù)測的數(shù)據(jù)。demandforecastingistheprocessofestimatingthefuturenumbersofpeoplerequiredandthelikelyJandcompetencestheywillneed需求預(yù)測估計了組織未來需要人員的數(shù)量以及相關(guān)的能力TheCaretheexternallocal,regional,nationalandinternationalmarketsfromwhichdifferentsortsofpeoplecanberecruited外部勞動力市場是企業(yè)外部當?shù)氐?、區(qū)域性的、國家性的、國際性的勞動力市場，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為全球化的勞動力制定甄選、培訓和薪酬政策將成為近年來人力資源管理的主要挑戰(zhàn)。ThepressureforimprovedperformancetomeetmoreintenseglobalAexplainswhymanyorganizationsareseeinghigherstandardsforemployees為了應(yīng)對更劇烈的全球化競爭而對更高績效的要求，由此產(chǎn)生的壓力解釋了為何組織正在尋求更高標準的員工。Peoplealsoleaveorganizationsvoluntarilytofurthertheir__D__,getmoremoneyormoveawayfromthedistrict人們還自愿離開組織，以促進他們的職業(yè)生涯，獲得更多的錢或遠離區(qū)Organizationalreleaseactivitiesdelawithredundancy,__E,dismissal,voluntaryturnoverandretirement.組織人員離開活動處理的是冗余、解雇、自愿離職以及退休。Oncealabordisputeoccurs,thepartythathasobjectionstotherulingofthelaborcommitteecanbringthecasetoapeoplescourt_B-一旦發(fā)生勞動爭議，對于勞動委員的裁定有爭議的一方，可以要求由法庭來處理。AtrainingoralearningspecificationbreaksdownthebroaddutiescontainedintheFintothedetailedtasksthatmustbecarriedout培訓或?qū)W習規(guī)范分解的廣泛職責包含在職位描述中的詳細任務(wù)TheI_isthetendencyforanevaluatortolettheassessmentofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.暈輪效應(yīng)是評估以讓一個人的評價上的一個特征影響他或她對其他性狀的人的評價。A.jobsatisfaction工作滿怠度B.recruiting扣分C.organizationallearning組織學習D.paysystems支付系統(tǒng)E.strategicplan戰(zhàn)略機劃F.wagelevels工資水平Gmotivational激勵機制H.needs需求I.performance表現(xiàn)J.productive生產(chǎn)1.五Inthemanagementofinternationaljointventures,Pucik(1988)arguesthatoneofthemainchallengesanywhereistheC.organizationallearningcapacityofthepartnerswithinthejointventure.管理對國際化合資企業(yè)管理過程中，Pucik提出，一個最大的挑戰(zhàn)就是在組織內(nèi)合作伙伴的組織學習能力。Rapidpromotionthroughandextensivestaffrankingsystemisseeninonecompanyasaveryimportant_Gmotivational_mechanism在一個擁有廣詢位層級的組織17如果快速地晉升一個員工，這是一種激勵機制。GenerallymoneyisseenasimportantforB.recruitingandretainingemployees,butnotasarealmotivator.人們常常把錢作為一個重要的吸引和留住員工的因素，但是它并不是一個真正的激勵因子。China'economicreformershaveusedmaterialincentivesinordertostimulate_J.productive.孑國的經(jīng)濟改吊家曾經(jīng)使用物質(zhì)激勵來刺激績效。NewlaborlawspermitcompaniestosettheirownF.wagelevels新的勞動法允許企業(yè)設(shè)定自己的工資等級。organizationsarefindingthatIHRMactivitiesarebesthandledbylinkingthemtotheenterprise'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，這樣實施的效果會最好。Anextensivereviewoftheliteratureindicatesthatthemoreimportantfactorsconductiveto__A.jobsatisfaction——includementallychallengingwork,equitablerewards,supportiveworkingconditions,andsupportivecolleagues.對于文獻的大量研究表明，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，公平的報酬，支持性的工作環(huán)境，支持的同事。EmployeeswantD.paysystemsandpromotionpoliciesthattheyperceiveasbeingjust,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“ahappyworkerproductiveworker.”早期對于員工滿意度與績效關(guān)系可以被綜合為?個快樂工人多產(chǎn)的工人”GivingallemployeesthesamebenefitsassumesallemployeeshavethesameH.needs京所有的員一樣的福利假設(shè)所有的員工有同樣的需求。A.assessment評估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TheCprovidesinformationonthenatureandfunctionsofthejob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ThedownsizingplanshouldbebasedonthetimingofreductionsandofItheextenttowhichthesecanbeachievedbynaturalwastageorvoluntaryredundancy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。AflexibilityplancancontainproposalstoreduceovertimeJ__throughtheuseofflexiblehours靈活的計劃包含了相關(guān)的建議，通過使用靈活的時間安排來減少員工的加班成本Job-sharingisanarrangementwherebytwoemployeessharetheworkofonefull-timeposition,dividingpayand_B_betweenthemaccordingtothetimeeachworks工作分享使得兩個員工共享一粉全職工作，同時根據(jù)各自工作時間分享薪酬和福利The_F_planshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomeanemployerofchoice'.招聘計劃因該包括通過把組織變成“雇主選擇”而吸引優(yōu)秀候選人的計劃Behaviorallyanchoredratingscalescombinemajorelementsfromthe_D_andgraphicratingscaleapproaches行為錨定評級量表法整合了關(guān)鍵事件發(fā)和圖示評級量表法的主要元素。360-degreefeedbackisalsoreferredtoasmulti-sourceA_ormulti-raterfeedback360反饋法還被稱為多來源評價或多評估者反饋Coachingisapersonal_H_techniquedesignedtodevelopindividualskills,knowledge,andattitudes教練是一個個人在職狀態(tài)，技術(shù)設(shè)計開發(fā)員工的技能，知識，態(tài)度A.careers職業(yè)B.arbitrationC.paylevels薪酬水平D.apprenticeship學徒H.employmentagencies就業(yè)機構(gòu)I.alternative替代J.benefitpackage福利包H.recruiting扣分I.contract合同J.training培訓1六ThequalityofafirmsH.recru幣ngprocesshadabigimpactonwhatcandidatesthoughtofthefirm一個企業(yè)的招聘質(zhì)量會對候選人如何看到該企業(yè)帶來很大影響。PrivateE.employmentagenciesareimportantsourcesofclerical,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,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20yearsofserviceanbidonjobsatlowerstressandlowerC.paylevelsiftheydesireso在施樂，工會工人年齡超過55工齡超過15年以及年齡超過50工齡超過20年，可以申請較低壓力、較低報酬的工作。4、PeoplealsoleaveorganizationsvoluntarilytofurthertheirA.careers,getmoremoneyormoveawayfromthedistrict人們主動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。5、OutplacementisabouthelpingredundantemployeestofindF.alternativework再就業(yè)服務(wù)是幫助冗余的員工找到其他的工作。——6、Threetypeofthird-partyinterventionsareusedtoovercomeandimpasse:mediation,fact-finding,andB.arbitration.有三種第三方干加勺方式來解決而：調(diào)解、事實尋求、仲裁。7、ApproximatelyhalfoftheGermanyouthbetweentheagesof15-18areenrolledinprograms.大約有一半年齡在15-18歲的彳惠國年輕人注冊接受實習計劃。D.apprenticeship8、Termsofemploymenttendtobeverytechnicalandaregovernedbya_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方做什么事。9、Salaryand__Gbenefitpackage__tendtobesecret,sonooneknowswhatanyoneelsoisreceiving.報酬和福利包是保密的，所以沒人知道別人得到了什么。10、EveryyearthecompanyselectsdozensofjuniormanagersandyoungemployeestoattenduniversitiesinordertoundertakeJ.trainingprograms,evendegreecourses.每年公司從底層管理者或年汨員工中選欣二些人參與到高校接受培訓甚至修得學位。A.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K.discipline訓練H.rewards獎勵I(lǐng).task任務(wù)J.training培訓I1.七Developingahigh-trustorganizationmeanscreatingtrustbetween__D__andemployees.retainingknowledgeworkersismatterofprovidingasupportiveworkplaceenvironmentandmotivatingthemthroughbothtangibleandintangible__H__.保留住知識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酬來激勵他們。IncreasedFdiversitywillplacetremendousdemandsontheHRmanagementfunction.越來越多的勞動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任。Supervisorsshouldmakesureemployeesareguaranteedfairtreatmentasitrelatesto__G__dismissalandjobsecurity主管因該確保員工被給與了公正的對待因為這個與紀律、解雇、工作安全有關(guān)。Itisimportanttoevaluate__J__inordertoassessitseffectivenessinproducingthelearningoutcomes對于培訓的評估很重要，因為組織必須評價培訓的有效性一次來獲得學習效果。JobrotationcanbeaninefficientandfrustratingmethodofacquiringadditionalknowledgeandAunlessitiscarefullyplannedandcontrolled.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的方法，除非組織好好計劃與控制In__E__theparticipantsactoutasituationbyassumingtherolesofthecharactersinvolved.在角色扮演中，參與者扮演了一個場景，場景中會假設(shè)很多角色。ThebasisphilosophyofmanagerialgridtrainingisthattheIoftheindividualmanageristoachieveproductionthroughpeople.管理網(wǎng)格培訓法的基本原理是個體經(jīng)理的任務(wù)是通過員工來達成產(chǎn)量。InteractiveskillstrainingisdefinedbyRackhamas:"Anyformoftrainingwhichaimstoincreasetheeffectivenessofanindividual'sCwithothers.”Rackham把溝通技能定義為“任何能增加員工溝通有效性的培訓。A.profit-sharing利潤分享B.goals目標C.jobsatisfaction工作滿息D.off-the-job脫產(chǎn)E.skillsanalysis技巧F.benefitprogram福利計劃G.interviews面試H.outcomes結(jié)果I.feedback反饋J.mediation調(diào)解八JobinstructiontechniquesshouldbebasedonEandlearningtheory工作指導(dǎo)技術(shù)應(yīng)該給予技能分析和學習理論。Desirecanbecreatedbyamplifyingthejob'sinterestfactorsplusextrasuchasC,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,andGshouldbeaprovenpartoftheemployer'sselectionprocess測評、應(yīng)聘申請表、以及面試都是雇主甄選合適的方法。With__J__aneutralthirdpartytriestoassisttheprincipalsinreachingagreement在調(diào)角而「個中立的第三方盡量協(xié)助當事人達成共識。Organizationalrewardsshouldbelinkedtoeachindividualemployee'sB組織報酬應(yīng)該和員工績效聯(lián)系起來。Theflexiblebenefitcanturnthetraditionalhomogeneous__F_intoamotivator靈活的福利計劃能把傳統(tǒng)的均一的福利體系變成一種激勵因素。Piece-rate,wageincentiveplans,A_,andlump-sumbonusesareallformsofperformance-basedcompensation計件制、工資激勵計劃、利潤分享、總獎金這些都是以績效為基礎(chǔ)的薪酬方式。Evaluationisthecomparisonofobjectiveswith__H一toanswerthequestionofhowfarthetraininghasachieveditspurpose評估就是把目標和結(jié)果進行比較一次來回答培訓多大程度上達成了目標。Casestudyisan_D_trainingtechnique案例研究是一種非在職培訓技術(shù)。Coachingshouldprovidemotivation,structure,andeffective__I__,ifthecoacherissk