2023年人力資源管理師二級(jí)

人力資源管理師資格認(rèn)證專業(yè)英語(yǔ)樣題一、英漢互譯（每題2分，共３0分)１.Ｂehaｖiｏrmoｄelinｇ2.Emｐloyeelｅａsiｎｇ3.Fａctorｃｏmｐarisonsｙstem４.Ｇrapｈiｃrating-sｃaｌemethod5.Panｅlinteｒvｉｅw6.Reｐlaｃｅｍentcharts7．Ｓelection8.Ｖestinｇ9.Teamｌeaderｔraｉning1０.Profitsharing11.心理支持12．技能工資１３.網(wǎng)上培訓(xùn)１４.關(guān)鍵工作1５.工作擴(kuò)大化二、單項(xiàng)選擇(每題2分,共2０分)1.Ｅxｅcｕtivesormanａgｅrｓwhoｃoach,ａdvisｅ,andencourａｇeｅmｐlｏyｅe(cuò)ｓｏfｌesseｒrankarecａｌｌed_____＿_(dá)___＿_(dá)___.A．PｒotégéｓB．teaｃherｓC．mｅntｏrｓD．ｒoleｍodels2．Ａsanapｐraiｓｅｒ,yｏushouldｔrytｏdoaｌｌofthefｏｌｌowｉｎｇｅｘcept__________＿_(dá)＿_(dá)_.A.minimizeｃriticｉsmB.chａnｇetｈeperson,notthｅbehaviorC.fｏｃusoｎｓolｖｉｎgproblemsD.besｕｐportｉｖe３.Inｄｉvidualswoｒkinginterｎａｔionａllyneedtｏknｏwａsmｕchaspoｓｓｉbleabｏutａｌlofｔｈefollowiｎｇｈoｓt-cｏｕntｒycharaｃtｅristｉｃsｅxcept_______＿_(dá)＿_(dá)_＿＿_(dá).A.ｓoｃｉalａｎdbｕsineｓsｅtiqｕetteＢ.cultｕraｌvａluｅsａndｐrioritｉeｓC.ｐoｌiｔicalstructuｒｅaｎdcuｒrｅnｔplayｅrｓD.ｃultuｒaltreｎdｓ4.Qｕesｔiｏnsconｔaｉneｄinstrucｔuredjobinteｒviewssｈoｕldbebaｓedon____＿_(dá)__＿_(dá)___＿_(dá).Ａ.jobaｎａlysisB.jobdｅsiｇｎC.ｊobspeｃiａlizａt(yī)ionD.jobutｉlizatiｏn5.Ｏutｐｌａcemｅｎtserｖicesａre．A.useｆuｌmｅtｈodｓｏfattracｔiｎgｉndividualsiｎtoａcａreerB．designedtoｈelｐterminaｔｅdｅｍｐｌｏyeesfindajｏｂeｌsewhｅreC．rarelyｇｉventoexｅｃutivｅｅmplｏyeesD．ｖitａｌpａｒtsofanyｃaｒeermaｎａgeｍｅnｔsystｅm6.Whiｃhoｆｔｈｅfｏllowingiｓnotacｏrｅｓｋilｌtｈaｔｉsｃrｉtｉｃaｌforsuccessabｒoａd?＿_(dá)____＿_(dá)___＿_(dá)_.A．Phyｓicalfiｔnessandmenｔalmａt(yī)ｕriｔｙB.Eｆfｅcｔivedｅlegａt(yī)eskｉｌｌｓC.Pｒｕdｅｎｔdeｃisｉon-ｍakingsｋilｌsD.Culｔuｒalａdaptabiliｔy７.Ifｙourprｉmarｙobjｅctivｅｆorａperforｍanceappraiｓａlｉstogiveｅmployeｅsｄｅvelｏｐｍentalfeeｄｂack,whichoｆthefollowinｇaｐｐｒａisaｌｍeｔhoｄsshoｕｌdｙouusｅ?＿_(dá)__＿_(dá)___＿_(dá)____.Ａ.ＴraitmetｈodＢ.ResultsmetｈodC.BehaviｏｒmｅthoｄD.Attituｄinalｍethod８.Comｐeｎｓatiｏnprｏgramｓthatcomｐenｓateｅmplｏyeesfｏrｔｈekｎｏwｌｅｄｇetｈｅypｏｓsesｓａrｅkｎｏｗnas_＿＿_(dá)_____＿＿_(dá)__.A.sｋill-basｅｄpaｙpｌansB．ｐｅrformaｎce－baｓｅｄpayplaｎsC.merｉｔ-ｂａseｄpａyplaｎsD．ｓeｎioｒitｙ-ｂａｓｅｄpaypｌaｎｓ9.Toimplementasｕccesｓfuｌｐｒograminbasicandremediaｌtraｉnｉnｇ,maｎａgerｓshoｕlddoａlｌｏfthｅfｏlｌoｗiｎgexcepｔ____＿_(dá)___＿＿_(dá)＿_(dá)＿.Ａ.explaintoeｍpｌoyｅe(cuò)swhｙtrainiｎgwillhelptｈｅｍｉnｔheiｒｊｏbsＢ.useａclaｓsroom-ｏrieｎｔedaｐpｒoachsoemｐｌoｙeesleａrnbｙlecturesＣ．ｐrovidｅfeedｂackonemｐloyees’ｐrｏｇｒessD.ｒｅlatethetrainiｎgtotheemployees’gｏaｌs10．Whichoｆｔhefｏllowｉnｇisｎottrｕeｏfｓｅｌf－raｔingsofpeｒfｏrmａnce？__＿_(dá)＿_(dá)____＿＿_(dá)＿_(dá)．Ａ.Ｔhｅｙarebenｅficｉａlｗｈenｍａｎａｇerssｅe(cuò)ktoincreａsｅｔｈeemployee’ｓinvｏlｖｅmeｎtiｎｔheｒeviewｐroｃessＢ.Criticsarguethatself－ratｉｎｇsａremoｒeｌeｎiｅｎtＣ．Rｅsｅaｒchｈaｓｓｈowｎthaｔselｆ-raｔingsａreaｓvalｉdａｓ，ｉｆnotｍoｒevａlidｔｈan,tesｔscｏresＤ.Theyarefreeoｆｍoｓｔbiaseｓtｈatoｔheｒratiｎｇsourｃeｓmａｙｈave三、閱讀理解（每題３分,共30分）（一）TheprｏmotiｏnanddeｖelopmenｔofpｅrfoｒmanｃemanagementｐroｃessesbｙHＲcaｎｍakeａnimportanｔcontribuｔiｏntｏknｏwledｇｅmanagemｅｎt,bｙprovidｉngfｏrbehaｖｉorａlexpeｃtaｔｉonswhｉｃhareｒｅｌａt(yī)edtoknｏｗledge-sharｉngtoｂedefiｎed，andensｕriｎgthatａctuａlbｅhａviorsａrerｅviewedａｎd,wheｒeａpｐrｏpriａt(yī)ｅ,rewａrdeｄｂyfinanciaｌoｒｎon－ｆinanｃｉalｍeans.Performａｎｃｅmａｎagemeｎtｒevｉeｗsｃａniｄｅntiｆywｅakｎessesanddevelｏpmｅntneedsｉｎｔhisaspｅct,anｄiniｔiatepeｒsonaldeveｌoｐmｅｎtplans，whicharｅdesignｅdtomeeｔtheｓｅneｅｄs．Oｎestarｔｉnｇpoｉntfortheproｃｅsscｏｕldbｅthecascadｉngofcorporateｃorｅvaluesforknowlｅdgｅ-ｓｈａringｔｏｉndividuａlｓ,ｓotｈａt(yī)theyuｎｄｅrstandwhatｔhｅｙareexpecｔｅｄtodｏtosupportthosｅｃoｒevａｌueｓ．Ｋnowｌeｄgeshariｎgｃanｂｅｉnｃｌudedasanｅlementｏfaｃoｍｐeｔenｃyfｒameｗｏrk，andtｈｅｄeｓｉreｄbehａviorwｏｕｌｄbespeltｏｕｔａndｒeｖiewｅｄ.Ｆｏrexampｌe,ｐosiｔiveindｉcａt(yī)orssuｃhasthｏseｌisteｄbelｏwcouｌdｂeuｓedasａｂａsisｆoragｒeｅingcompｅtencｙrｅqｕiremenｔsaｎdaｓseｓｓingthｅｅxｔｅnｔtowhichtheyareｍet.Thefolｌowiｎgａｒeexamplｅsoｆpｏsiｔｉｖebehaviorｉnmeetｉｎｇcompetencｙeｘpeｃtａt(yī)ionsｆｏrｋｎoｗｌｅdge-shａｒｉng:.Iseagertosharｅknｏwleｄgewithcｏlleagues；．Ｔakｅspoｓitivｅstepｓtoｓeｔuｐｇroupmeetｉngstoｅxchangerelevaｎtiｎfoｒmaｔiｏｎａｎdknowledge；.Builｄｓnetworｋswhｉｃhｐrovidefｏrkｎowledgesｈaring；.Eｎsuｒesasapｐropriatｅthatｋnoｗledgeiscaptured，codified,reｃoｒdedanｄdiｓseminatｅdthrｏughｔhｅintraｎeｔａnｄ／oｒoｔhｅrmeａｎｓoｆcomｍuｎｉcatiｏn．Hａnｓｅnetal（1999）ｍentiｏntｈatatErｎsｔ＆Young，conｓｕｌtantｓarｅe(cuò)valuａt(yī)edａt(yī)pｅrfｏrｍancerevｉeｗｓalongfivedimeｎsｉons，ｏnｅｏfwhiｃｈiｓtｈeｉr‘ｃonｔrｉbｕｔｉontｏanｄuｔｉlｉｚatiｏnoｆthekｎowｌｅdgeassｅtofthefirｍ’．AtBain,ｐartnersarｅe(cuò)valｕatedeachyearｏｎavariｅtyofdｉｍensｉｏnｓ,inｃｌｕdinghowmuchdirecthelｐtheyhaveｇｉvencolleagueｓ．１.Ｔhebestｔiｔlｅｆoｒｔhiｓａrticleis__＿_(dá)_______＿＿＿＿.Ａ.Kｎｏwledge-shaｒingB.PｅrfｏrmａnceｍａnagemｅntreviｅwsC.PｅｒｆormanｃｅmanaｇｅmenｔpｒoｃｅssesＤ．Peｒfoｒmancemａnaｇｅmenｔforｋｎoｗledgｅwoｒkers2．Theｆoｌｌoｗｉｎgareexampleｓofpositivebｅhaｖiｏrinmeｅtingcomｐｅteｎcyexpectaｔiｏnｓｆｏrknowledge-shａｒinｇexcept_____＿_(dá)_＿_(dá)_____.A．IsrｅlｕｃｔanttoｓhaｒekｎoｗledgewithcolleａgｕeｓB.Takｅｓｐositivｅｓteｐｓtｏexchangerｅlｅvantinformａt(yī)ionandknｏｗledgeＣ.BuｉｌdsnetworkｓwｈichprｏvｉdｅfｏrkｎoｗlｅｄgｅｓhａｒingD.Ensｕｒesａsaｐproｐｒiateｔhａｔknｏwledgｅｉscapturｅd，ｃｏdｉfied,recordedanddisｓemiｎatedthrougｈsｏｍeｍeａｎsｏｆcommｕnicａt(yī)ｉｏn3.WhiｃhofthefｏllｏwingisnotmeｎtionｅｄbyHａnsenｅtal?______________＿.A.AtBain,ｄｉrｅｃthｅｌｐthaｔparｔnershaveｇivenｃolleａguｅswilｌbｅｅvaluａt(yī)ｅd.Ｂ.AtErnst&Young,ｃoｎsultants’coｎtribｕｔｉｏntoｔheknowledgeaｓsｅtofｔhefirｍｗiｌlｂeeｖａｌuaｔeｄ.C.ＡｔBａin，paｒtnｅｒsareeageｒtosharｅｋnｏwleｄｇewｉthｃolleagues.D．ＡtErnst&Yoｕng，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ollowｉngexcept.Ａ.ｍｉniｍizecｒitiｃｉｓmB．cｈaｎgethｅperｓon,nｏｔｔheｂehaviorC.fｏcusonsolｖingproblemsＤ．besｕppｏｒtive3．Indivｉｄｕalswoｒkingｉnｔｅrｎａt(yī)ionaｌlｙneedtoknowaｓmuchaｓｐoｓsiｂleａbｏutallｏfｔhｅfollｏｗinｇhost-cｏuｎtrycｈaｒacterｉstiｃsexｃepｔ.Ａ.sociaｌandｂusｉnessｅｔiquｅtteB.culturａlvａluｅｓａndprioritiesＣ.politiｃalsｔructｕｒeandcurreｎtplayersD.ｃulturａltrendｓ4.Quesｔioｎｓｃontaiｎedｉnsｔｒuctureｄjｏｂinterviewsshｏｕldbebａseｄon.Ａ.joｂanａlyｓisB.jobdｅsiｇnＣ.jobspｅcｉaliｚatｉonＤ．joｂutilｉzatiｏn5.Outplacｅmｅntsｅrvｉｃesare.Ａ.usefulmeｔhodsｏｆａt(yī)tｒactinginｄｉvidualsｉｎtｏacaｒeｅrB.dｅｓigｎedtohelptｅｒmｉnatedemｐlｏyeeｓfindajoｂeｌｓeｗherｅC.raｒｅlyｇiｖenｔｏexecutivｅｅmｐｌoｙｅe(cuò)sＤ．vitaｌpaｒtｓofanycaｒeerｍaｎａgeｍenｔｓysｔｅm6．Whicｈoftｈefoｌlowｉngisｎotａｃｏｒeｓkillthaｔiscrｉticalｆｏｒｓuccｅｓsabrｏａd?．A．physicａlfiｔnesｓａnｄｍeｎtalmａｔｕritｙＢ.eｆfeｃtiveｄｅｌegatoryskiｌlｓC.ｐrudentdecision－makingskiｌｌsD.ｃultｕraladaptａbility7.Ifｙourｐrimaｒyobjeｃtiｖｅforaperfoｒmanceａｐpｒaisalｉstogiveempｌｏｙeｅｓｄeveｌoｐmentaｌfeｅdbaｃk,wｈiｃhofｔhefｏllowｉnｇａｐprａisａlmethodsshｏulｄｙoｕuse?.A.traitmｅｔhodB.ｒeｓultsmetｈodC.bｅｈaｖioｒmｅｔhｏｄD．a(chǎn)ttitｕｄinａlｍeｔhoｄ8.Compeｎsatioｎproｇramsｔhatcomｐensａt(yī)eｅｍployeeｓｆortheknowledgｅtheyposｓｅssarｅkｎownas.A.skiｌl－baｓeｄpａyplansB.ｐerformance-bａsedpaypｌansC.merit-bａsedpayplａnsD．seｎioriｔｙ-basedpａｙplaｎs９.Toimpｌementａsｕcｃesｓfｕlprograminbaｓｉcanｄremediaｌtrainiｎg,ｍanagｅrsshｏulｄｄoalloftｈefｏllowｉnｇexcｅｐｔ.Ａ.explaｉｎtoｅmployeｅsｗhyｔrainingwillheｌpthemｉnｔheirｊobsＢ.useａcｌaｓsｒｏom-orieｎｔedapｐroachsoeｍplｏｙeeslearnbylecturｅｓC.ｐrovidｅfｅe(cuò)dｂａckoｎempｌｏyｅe(cuò)ｓ’ｐrogressD．relatethetrainingｔｏtheeｍplｏyees’goａｌs1０.Ｗhicｈofｔheｆoｌlowｉｎgisｎoｔｔｒｕeoｆｓelf－ratinｇｓｏfperformａncｅ?.A．Ｔheyａrebｅnefｉcｉaｌwｈenmａnagerssｅe(cuò)ktoｉnｃｒeasｅtheemｐｌoyｅｅ’sｉnvolｖementinthｅｒeviｅwproｃｅｓｓB.Crｉtｉcsarｇuethａt(yī)self-ratingsaremoreｌeｎｉenｔC.Rｅseａｒchhasshｏｗnthatｓｅｌｆ－raｔingsareａｓvalidas,ifnotmorevａlｉｄｔhan,tesｔscoreｓD.Thｅyarｅｆrｅe(cuò)ofｍostｂiaｓesthaｔothｅrraｔingsoｕrceｓmayhave1１.Ｐｅｒfｏrｍancｅａｐpｒaｉsａｌmethｏdsｃaｎbebroadｌｙcｌaｓsifｉedasｅither,，ｏrapproａｃhes.A.tｒait,behavｉｏrａl，judgmｅntａlB.tｒait,bｅhaviorａｌ，reｓultsC．ｂehaviorａｌ，ｊｕdgmentaｌ,rｅｓultｓD.behａｖioｒal，judｇmenｔal,aｔtｉtudinal12.Theareafｒomwｈｉcｈemplｏyerｓｏbtａincｅrｔaiｎtypesｏfｗｏrｋersｆｒomwitｈinｔheorｇanizaｔｉonｉｓknｏwnasthe．A.inteｒnalｌaboｒmarｋｅtB.regioｎallabormａrｋetＣ．rｅcruiｔingareaD.externａllaｂormaｒkｅt13.Ｃoａcｈiｎgｉｓatecｈnｉqｕethatcaｎｂeusedtｏdeｖeｌｏｐｉndiｖiduａlｓkｉllｓ,knowledge,andatｔituｄeｓ．A.on-tｈe-jobＢ.off-the-jobＣ．wｅｂ-basｅdtrａiningＤ．clasｓｒoｏmｔｒainiｎg1４.Theprimaryreasonwhyorgａnizatiｏnstｒａiｎnｅwempｌoｙeｅsisto.Ａ．ｉｎcreasethｅirknｏｗledge,skill,andabilityleｖelB．helpｔrａineesachieveｐｅrsｏnａlcａｒｅｅrgoalsC．ｃｏｍpｌywitｈgoveｒnmｅntreguｌatｉonsＤ.iｍproｖetheworkenｖｉronmｅｎt15.TheＨRdepａrtmｅntinanoverseasunｉｔｍusｔbepａrtiｃｕlarlｙreｓponsiveｔｏａlloｆｔhefｏlloｗingｅnvirｏnｍentsexcept.A.ｐoｌiｔicａｌB.cultuｒａlC.teｃhｎoｌogｉcaｌD.legaｌ16.Whiｃｈoftｈeｆｏｌloｗingisｎotａｐrimaryｉmpaｃtthａt(yī)technoloｇyhaｓhaｄonHRM?.A.Ithasａｌｔeredthemeｔｈoｄsｏfcollectｉngｅmplｏymentｉｎformation.B.Ｉthassｐeeduｐthepｒｏcessｉngofｅmｐloymentdata．C.Iｔhaｓｄimｉnｉｓhｅｄtheｒoｌeｏfsuｐeｒvｉsorsｉnｍanagｉngempｌoyees.D.Ithａｓimproveｄthepｒoｃｅsｓｅsofinteｒnaｌanｄexｔeｒｎａlcomｍunicａt(yī)ions.17.Ｗhicｈmanaｇeｍentgrouphaｓpriｍaｒyｒeｓponsiｂilityfortｈedevelopｍentｏfdｉscipｌｉnarypolｉciｅsandｐｒｏcedures？．Ａ.thｅlegaldｅｐartmentB．tｏp-lｅvelｍanagemｅnｔＣ.thｅＨＲｄｅｐaｒｔmｅntD.middlemanａｇement１８.Tocｒeaｔｅamoreｆlexｉbleｐoｏloｆｅｍployeｅs,ｍanagersmightmostlikely．A.reｌｙonjｏb-ｂasｅdpａystructuｒesB．ｒelyonsｋｉll-ｂａsedｐaystructurｅsＣ.ｉmｐｌeｍｅntagainshａｒiｎｇiｎcｅntiveｓysｔｅmD.imｐlemｅｎtanｅmplｏyeestockowneｒｓhｉpplaｎ19.Ｗhｉchofthefoｌlｏｗiｎgdoｅsnotalterthenａt(yī)ureofjｏbsａndｔherequｉreｍｅｎtsoｆｉndiｖｉｄuaｌsneｅdｅdtosuccesｓfullypeｒformthｅsｅjobs?.A.doｗnsizinｇB．a(chǎn)dopｔionoｆｔeamｓC.sｔａblｅｇｒoｗtｈiｎproductdeｍandD.globaｌchanｇｅ20．Wagesurveydａt(yī)awillnoｒmaｌｌyｂｅcｏｌｌｅｃｔedwithtｈeｕseof．A.ｌｏw-ratedｊobsＢ.keｙjobｓC.ｈigh－ｒatｅｄｊobsD.sｔrａt(yī)egｉcjｏbs２1.Whensetｔingperｆormａncemeaｓuresforｉnｃentivesｙｓtｅms,wecａnsaytｈatｔｈｅｂesｔmeasｕresaｒe.A.quaｎｔitaｔｉｖｅ,simｐleｔounｄersｔanｄ,ａnｄsｈｏwaclearｒｅｌatｉonshipbetｗeenｏuｔputandｒewardB．qｕalitａｔive,fｌeｘiｂle，anｄｃreateｃompetｉｔｉonbeｔwｅe(cuò)nｅmｐloｙeesＣ．thosethaｔalｌoｗeｍployｅrsto“ratchｅｔｕp”standaｒdsandbaserｅwardｓonｑuaｌitativeｓtandardsＤ.tｈoseｔhatreducｅadmiｎｉstrativeｃosｔs,deｔerｍinｅrｅｗａrdｓｂａsedｏｎlｙｏnｑuantiｔy,andｒeｗardonlyexceptioｎalemploｙｅe(cuò)s２2.Tofacilitaｔeａｎｅｇalitaｒianｅnvｉｒｏnmeｎt,whichofthefｏlｌowingHRｐrａcticeｓshｏuldmaｎageｒsiｍｐleｍｅnt?.A.team-basedtｒainingＢ.ＨRIStｅchnologiesC.pｒofitsharinｇD.tｅam-basedselectｉon23.Ifajobanalystdoｕbtstheacｃuｒacyoｆinfoｒｍａｔiｏnｐｒｏvｉｄedbyemployeeｓ，heoｒｓheｓhould.A．ｃhallｅnｇetｈeemploｙeeswithｔｈｅirfａlsestａt(yī)emｅntsB.rｅｐｏrtthemｔotｈeirsuｐerviｓｏrsＣ.turntheｔasｋｏｆｊobanaｌysisｏveｒtosomｅonewithmｏreHRMｅxｐｅｒienceＤ.obｔainadditｉonaliｎfoｒmａｔiｏnfromthemorfｒｏmtheirｓupｅrvisors24.Reasonsfｏrｎｏthｉｒingｆromｗiｔｈiniｎcludｅallofthefolｌｏwｉnｇexcepｔ.A.ｍotivationalconcernｓB.ｌackofｑualifｉedinternaｌcａndiｄatｅｓＣ.aneedfｏｒnｅwideasD.thｅriskｏf“emｐloyｅe(cuò)cloｎing”25.Execuｔｉveｓｏrｍanagｅｒswｈｏcoach，adviｓｅ，andeｎcoｕrａgeｅmploｙeesofleｓsｅrraｎkarecaｌled.A.ｐroｔégésB．ｔeacｈerｓC．meｎtｏrsD.rolｅｍodｅlｓ26.Whichofthefoｌlowｉｎｇiｓanexampleofａｗell-writteｎperfoｒmaｎｃesｔandard?.A．Ｄｅｓｋcleｒksａreexpecｔeｄtｏｃheｃkoutapproxｉmatｅlyfｉfteencｕsｔomeｒsｅverｙhaｌf－h(huán)ourB.CustomersｅｒvｉceｒepresentativeｓｓhoｕlｄbeenergeticaｎdｐlｅasａnｔtｏcｕstｏmerｓC.RｅｓidｅntdormadviｓeｒｓsｈｏuldbeｅasilyaccessｉbｌetostudentsD.Ｐoliceｓhoulｄrespondtoacａｌlwｉtｈinashortperioｄoftime27.Ｉnthedeｖelopmentofaｆactｏrcｏmparｉｓonscａle,keyjoｂsarenormallｙraｎkedagaiｎsｔaｌlｏfｔhefollowｉngfactorseｘcept．A.ｓkiｌｌB．performanceC．mｅnｔaｌeｆfortＤ．rｅspoｎsibilｉty2８.Aｎｉnｃenｔｉveｐlanismorelikeｌｙtosuｃceeｄiｎanorｇaniｚaｔｉｏnｗheｎalｌofｔhefollowｉngareｔrｕeexｃepｔ.A.eｍｐloyｅe(cuò)s’mｏraleiｓhighＢ．eｍｐlｏyｅe(cuò)sbｅlievetheyａrebeｉngtreatｅdｆaiｒlyC.ｔｈｅｒeｉsharmoｎybｅtwｅｅnｅｍployeｅｓａｎdmanageｍentＤ．eｍｐlｏyeesbｅlieveｔhａt(yī)ｉncentｉｖｅpayｍentaｒeｄefｅrred２９．Ｉｆyoｕｗeredｅvelｏpｉｎgaperforｍanceａｐpraisａlsysｔemforindiｖidualｓonｉｎterｎatioｎaｌａssｉgnments,iｔwouldｂebesttobasｅindividuａl’sapｐｒaisalsoｎiｎformationｆrｏm.A.hoｓt-countryevalｕatiｏnsB.home-cｏｕｎtrｙｅvaluationｓC.bothhｏｍe-ａndhost-countryｅvａluationsD.ｐeerｅｖaluations30．Ｈuｍancapitalｏfafirｍｉncｌudethｅfｏlｌowingｅxcept.Ａ.theknowledgeofafｉrm’sｗｏrkｅrsB.skillsofafiｒm’sworkerｓC.theexｐｅrtiseofafirm’ｓｗoｒkeｒｓＤ.ｔｈｅｂｅhavioｒofafｉrm’ｓworkers3１.Ingｅneraｌ，inrecｅntyearｓｔheｒｏｌeofｐeoｐlｅｉnaｄeｔerminingａｆiｒm’scompetitiveadvantagehas.Ａ.decreａsedｉnimporｔａnceinmａnｕfacｔurｉｎgfirmｓｂutinｃｒeasｅdｉｎservicｅfirmsB.incｒｅａsｅdiniｍportanceｉnseｒvicｅfirmsｂuｔｄecreasedinmａnｕfacturｉngfirmｓC.increaｓeｄiｎiｍporｔanceiｎboｔhｓerｖicｅandmａnuｆacｔuriｎgfirmsD．deｃrｅａsediｎimportａnｃeｉnboｔhseｒviceaｎｄmanｕfacturｉngfirms32.Oｂjectivesaｃｃompｌisｈeｄｔｈroｕghjobanａlｙsisiｎｃludｅaｌlofthｅfollowingexcｅpｔ.A.estａblisｈｉngｔheｊoｂ－relaｔeｄnesｓｏｆseｌｅctｉonｒequiremeｎｔsB.dｅteｒminingthereｌaｔivewoｒthofajｏbC．elｉmiｎatｉngdiscreｐａｎｃiesｂetｗeeｎｉｎｔernａlｗagｅratesandｍａrketrａｔesD.proｖｉngｃriｔeｒiaforevalｕatingthepeｒformanceofanemplｏyee33.３６0-ｄegreeｆeｅdbａckmightｂeuｓedforthｅfolｌowｉngexcept.A.peｒｓonａldevｅlopｍeｎtＢ.apｐraisａlC.pａyD．recruiｔｍｅｎｔ3４.Ｅmｐloyｅe(cuò)swｈoarecｏａched,aｄvｉsｅd,aｎdencouraｇedｂyemployersofgreａｔerraｎkareｋｎownａs.A.fast-trackersB．organizatioｎａlstuｄｅntｓＣ.mentorsD.proteges３5.Ｗhiｃhｏfｔhｅfoｌloｗingisｎ’taformofperfｏrmancｅ-basedcoｍpeｎsａｔｉon？.A.ｐiece-ratｅB.prｏfｉt-sｈａriｎgＣ.mｉnimumwａgeD．lｕｍp－ｓｕmbonuses３6．Adｖａnｔageoｆemｐlｏyeｅstoｃkoｗnershipplａｎs(ＥSOPｓ)inｃluｄｅallofthefolloｗiｎｇexcｅpt．A．emplｏyｅrsarｅａbｌetoprovideｒetｉremenｔbeneｆitsｔoemployeeｓａｔarelaｔｉveｌyｌowcostB．ｔｈeempｌｏyeeｓ’peｎsｉoｎsａreｌeｓsvｕlnerabｌeduetoｄiversifiｃatiｏｎＣ．ＥSOPｓｃａnincreａseeｍployees’prideoｆowｎｅrshipＤ.ESOPｓcanproviｄeaninceｎtiveｆｏreｍployeｅs’toｉncreasｅpｒoductiｖity37.Lee,anewｓｕperｖisor,ｗａntstocorrectlydocumeｎtthｅpoｏrpeｒfｏｒmａｎceｏfａnemplｏyｅe(cuò).Whiｃhoftｈeｆolloｗingwｏｕldhｅnｏｔhavetodo?.A.pｅrｆoｒmaｃｕrｒｅntｐeｒfｏｒmanｃeappraisaｌoｆthｅｅmployeｅB.nｏｔethｅｄaｔe,timｅ,anｄlｏcatioｎofthemisconductC．recordthｅcoｎsequenｃesｏfｔheｅmｐloｙee’saｃｔiononthｅwｏrkunitD.lｉstthｅnegａt(yī)ivebｅhavioｒeｘhｉｂｉteｄbythｅe(cuò)mplｏｙee38.Aｌｌofｔhefollｏwinｇｂｅnefitsarerealizedbyaligniｎgｅｍployｅe(cuò)ｒeｗardswiｔｈｐｅrfｏｒmａnｃeeｘｃeｐｔ.A.ｅmploｙeeｓｗｉllsharetｈegａinｓｔｈaｔrｅｓulｔｆromanyｐerｆｏrｍanceimｐrｏvｅｍｅntB.emplｏyｅｅsｗilｌpｕrsｕeouｔcｏｍeｓtｈatbeneficialtoｔhｅｍsｅｌｖesＣ.ｅｍpｌｏyｅe(cuò)swilｌpercｅiｖeaｇreaｔerdegreｅｏｆfairnessD.eｍpｌoyeesmaygooutofｔhｅirｗａyｔｏhelptheorgａnizaｔｉon39．Sｔaｆfiｎgｔｈｅorｇanizaｔioｎ，ｄesigninｇjｏbsandteａｍs,deｖｅｌopｉngskillｆulemployｅe(cuò)s,ｉdｅｎtiｆyｉngaｐprｏachesfｏrｉmprｏｖｉngemplｏｙeeｐerｆoｒmanｃｅ,ａｎdｏtｈeｒ“HRＭ”isｓuesareduｔiestｙpicallyreserｖeｄfoｒ.A．ＨRmanagersＢ.ｌｉｎemanaｇｅrsC．HRandlinemanaｇerｓD.tｏpｅxecutives４０.JobａｎalysｉsiｓｃalledtｈeｃornerstｏneofHRMbｅcausｅ.Ａ.thｅiｎformatｉonｏｂtaｉneｄｉspｒoａｃtiveB.itiｓthefirstjoｂgiventｏnｅwHRＭｅmployｅe(cuò)sC.ｔheinformａt(yī)ioniｔcollectsseｒvｅsomanｙHRMｆunctｉonsD．iｔiｓｒequirｅdbyｌaｗ41.Durｉngtheseｌectｉonprｏcedｕre，aｎａppｌicanｔmayｂereｊeｃted.A．a(chǎn)fterthｅpｒｅliminarｙiｎｔeｒｖiewB.afteｒcompletingｔheapｐliｃationblanｋC.ａfterｓelectionteｓｔｒesulｔｓareｒecｅｉｖedＤ．a(chǎn)tanｙstｅpinthｅprocedurｅ4２.Whichtypｅofｔｒａiniｎgallowｓstｕdｅｎｔstoｇetｒeaｌ－ｗorldexperiｅnceiｎoｒｇanizationsｗhilｅstillreceivingcｏlｌegｅｃreｄit?．Ａ.veｓtｉbｕletrainingＢ．a(chǎn)pｐrenｔiｃeshｉptraiｎｉngC.internｓhipsD.colleｇetrａiniｎg4３．Selｆ－aｐprａisalｓａｒebestｆoｒ.A.admｉnistrａｔivｅpuｒpｏsｅsB.ｄeｖelopmeｎtaｌｐurposeｓC.ｐrｏmoｔｉonaｌｐuｒｐoｓesＤ.ｒeguｌatorypurposes４４.Anempｌoyｅrｗｉshｉnｇtｏsｅtupthｅjoｂｃlaｓsｉfiｃationsystemoｆｊoｂｅｖaluatiｏnｗoulｄhaｖeto．A.establishapｏintpｌaｎｔoevaluaｔeaｌljｏbｓB.ｒankjoｂsａｃｃordiｎｇtothebeliefsofcｏmmitteeｍeｍｂeｒｓC．descriｂejobｇｒadesｗiｔhincｒeasinｇamountofrｅｓｐonｓｉbｉlｉty,skill，knowｌedge,ｏｒａｂilitｙD．ｅvaluatｅjoｂswiththeuseofaｊobevaluａｔｉoｎscale45.Wheｎaｃｏmbinａt(yī)iｏnsalaryandcoｍmissiｏnｐlanisuｓeｄｔocompenｓａt(yī)esaleｓemplｏyeeｓ,ｔhepeｒｃentageｏfcａsｈcompｅnsatioｎpaidiｎcoｍｍissｉoniscalｌed.A．a(chǎn)ｂonusB.aluｍp-ｓumboｎｕｓC．ａnincenｔiveD.ｌｅvｅrａge46.Toenhancｅthｅdegreeofrarenesｓｉｎeｍplｏyeeskillandaｂilｉtｉｅs，orgaｎｉzationsshouｌddevｅlｏpcoｍpeteｎciesintheｉremｐloyeesthat.A．canbｅtｒａnsferredtootｈeroｒｇanizationsB.caｎbeduplｉcaｔｅdC.pｒoｖｉｄｅｇeneｒicｓkillsｔhaｔａrｅwｉdeｌyvａluedD.arenoｔeｑuallyａｖailａbleｉnthelabｏｒmａrkｅt47．Ｓometiｍesorgａｎizatｉonsprovideｓerviｃesｔoｔeｒminatedemployｅe(cuò)ｓtｈathelptheｍbrｉdgethegapbetｗeｅnｔheiroｌdpoｓｉｔionandanewｊob．Theseservicｅsａｒeｋｎoｗnas.Ａ.dｏｗnsｉzingpｒｏgramsB.“ｈeadhuｎting”assisｔanｃｅpｒogｒａｍsC．oｕtplaｃemenｔassiｓtanceD．empｌoｙｅe(cuò)assisｔａnceprogramｓ(EAPs)４8．Orgａnｉｚationslikeｔohiｒｅoldeｒworｋｅrｓbecａuse．Ａ．theｙhaveｐｒoveｎempｌoｙｍeｎtexｐｅrｉencｅB.ｔｈｅyｌearnfasterC.ｔheyhaｖebeｔtersafｅtyrｅｃordsD．ｔheydoｎotrequiremeｄicalｂenefits4９.Wheｎdeterｍiningwherｅtrainingeｍphaｓisshouldbeplａｃed,anexaｍiｎaｔioｎoｆｔhegｏaｌｓ，ｒeｓourcｅs,anｄenvｉronmeｎtｏｆthｅｏrganizaｔiｏnisknｏｗnas.A．ｔａsｋanalysisB.orｇanizatｉonanalysisC.ｒｅsoｕrceanａlyｓisD.skilｌsanalｙsis50.Ｗhileacareｅrdｅｖeｌoｐmｅnｔｐrogrａmrequiresspeciａlｐｒocｅsｓesandtechｎiqｕeｓ,aｂasiｃrequｉremeｎtis.Ａ.ｔａskaｎaｌysisB.rolｅmoｄeliｎgC.manａgementsuppｏrｔD.ａpｒoｍｏtiｏnpｏｌｉcy1.Theｗortｈandcoｍpenｓationofajｏbshoulddｅpendonalｌoftheｆollｏｗinｇeｘcept.Ａ.tｈeｃondiｔiｏnsaｎdhazardsuｎdｅrwhｉchtheworkｉｓpｅrｆｏrmedB.ｔheskｉlｌaｎdefforttｈejobrｅｑuiresC.ｔheamouｎtｏfresponsｉbiliｔyｉｎvoｌｖｅdＤ.tｈｅgenderoｆｔheｅmｐloyees2.Ｒegaｒｄleｓsofｔheselｅctiｏｎmethodsused，itisesｓｅｎtialthａt(yī)tｈeselectionproceｄurebe.Ａ．lｅnｇthyaｎdｔhorｏughB.ｑuiｃkaｎdｅfｆicｉenｔC.relｉableandvａlｉdD．ａposｉtiveexperieｎcｅforapplicanｔｓ3.Asuｐervisｏrwhoprｏviｄesaｃｏntinuingfloｗｏｆiｎsｔruｃtions,cｏｍmｅｎts,andsuggestionsｔotｈeｓubordｉnateｉsengagｉngｉｎｗhaｔtｙpeoｆｏｎ-thｅ-jobｔraｉning?.A.casｅstｕｄyB.coachinｇC.ｉndｉvidualdevelopmentD.rｏleｍｏdeliｎg4.Ｐerfｏrmａｎceappraisalsｙsteｍｓsｏmetimesyiｅｌｄdisaｐpｏintｉｎgresultsforalloｆthefolloｗingrｅasonsexｃｅｐt．A.ｌacｋoftop-ｍanagementsupportB.rａt(yī)eｂiａｓC.useoｆtｈeａｐpｒａｉsaｌprogramfｏrconfｌictiｎgｐurposｅsD．useofapｐraｉｓalsystｅmsinvalｉdaｔinｇｊobanａlysiｓ5.Ａｎｅmpｌoyerｗishinｇtｏraiseｔｈe“realwａges”ｏfeｍpｌoyeeswoｕｌdhavetｏ．A．ｇrａntｗaｇｅiｎcｒeasesｌargerthａnthecostoflivingＢ.rｅe(cuò)valｕatejｏbｓiｎordeｒtoupgraｄｅthｅｉrｗoｒｔhＣ.payeｍploｙeesonapay-for-perｆormａncestａndaｒdＤ.granｔacroｓs－the－bｏarｄｗagｅincreaｓes6.Ｄiｓadvantagｅsofprofitshａrinｇinclｕdｅallofthefｏllowingexcｅpt.Ａ．bｅcausepａymeｎｔsaremadeoｎlyoncｅayｅar,theymaylｏsetheirｍotivatiｏnａlvalueＢ．pｌansmaynotpaｙofｆｆoｒｓｅveraｌｙeａｒsiｎａrowC.efｆｅctivｅprｏfitshaｒingplａnsrｅｑuireasecｏndHＲprｏgｒａmD.eｍployeemｏraleｃoｕlddrｏpduｒingtｉmｅpｅｒiｏdsａftｅrnobｏｎushasｂeeｎgiｖｅn７．Aｌloftｈeｆolｌowingasattribuｔeｓofsuｃcesｓfuｌglobａｌmaｎageｒｓhasbｅe(cuò)niｄｅntｉfieｄexcept.A.aｂiliｔytoｓｅizesｔrateｇicopｐortunｉtiesB.seｎsiｔｉviｔｙtoisｓuｅsofdiverｓityC.interpｅrｓonalｃoｍｐeｔｅncyD.capａbiｌiｔytomaｎageａhighlycｅｎtｒａｌizｅdorganizａt(yī)ion8.Toaｔtainaｓustａinabｌecompeｔitivｅadvantageｔhrｏuｇhpeoｐle,orｇaｎｉｚatioｎｓshoｕlddeｖeloｐcoｍpetｅncieｓintheiremployeｅsthat.A.aｒeｔｒaｎsｆｅｒａbｌeｔoｏtherorｇaｎｉzationsB．canbｅｄuｐliｃａt(yī)edC．ｐｒｏvidｅgｅｎｅriｃｓkiｌlｓthatarewideｌyvalｕedD.ａrｅdesigｎｅdａroundｕｎｉqｕeteamｐrocｅsｓes9．Whｉchoｆthｅｆoｌlowｉngisnotanoutcomeofloｗｓａｌａｒybｕdget?．A.ｉncｒeaseｄturnｏｖerB．increasedemployeeoutputC.thｅcreationｏfatwo-tierｗaｇesysｔemD.diminｉshedemployeｅouｔｐut１0．Benｅｆitｓｏforientaｔionｐrogramsfrequentｌｙreｐortedbyeｍployersinｃludeａllofｔhefｏｌｌowｉｎｇｅｘcｅpｔ.A．ｈiｇherturnｏｖeｒＢ.faciliｔatｉｏnｏfleａrｎingＣ．improvｅdｅmｐloyeeｍｏraleD．iｎcreaseｄprｏduｃtiviｔy1１.Inｏrｄertopｌayａmorｅａｃtivｅroleininfluｅ