人力資源管理師英語試題

人力資源管理英語試一、翻譯題1至題每題2分，共30分，將下面的1.human—2.bonus—3.career—4.selection—5.employee——6.team——7.labormarket——8.jobanalysis——9.training——10.contract——

英語譯成漢，漢語譯英語。）4.

積分法——工作結(jié)構(gòu)—外包——紀(jì)律——

15.

就業(yè)許可證—二、選詞填題：（16至25題，題分，共10，請(qǐng)將

框中最恰當(dāng)答案以相的字母填括號(hào)中）A.jobB.jobevaluationC.taskanalysisD.mediatorE.validityF.reliabilityG.creativityH.appraisalaccuracyI.wagesurveyJ.humanresourcesplanning16.Toa’sconsistencyor（）,youcouldadministersametesttothesamepeopleattwodifferentpointsintime,comparingtheirtestscoresattimewiththeirscoresattime1.17.A（）servesprimarilyasafactfinderandtoopenupachannelofcommunicationbetweentheparties.18.Thesimplest（）methodrankseachjobrelativeallotherjobs,usuallybasedonsomeoverallfactorlike“jobdifficulty.”19.Whenjobevaluationand（）dataareusedjointly,theyservetolinkthelikelihoodofbothinternalandexternalequity.20.Interviews,questionnaires,observations,diary/logsthe

mostpopularmethodsforgathering（）data.21.Thetesthas（）totheextentthatthepeoplewithhighertestscoresperformbetteronthejob.22.Ratertrainingpanaceaforreducingratingerrorsorforimproving（）.23.Akeycomponentof（）isforecastingthenumberandtypepeopleneededtomeetorganizationalobjectives.24.Thesecondstepintraining-needsassessmentis（）whichinvolvesreviewingthejobdescriptionandspecification.25.Amodestlevelstressmayevenleadto（）ifacompetitivesituationresultsinnewideasbeinggenerated.二、單項(xiàng)選題：35題，每題3分，共30分，請(qǐng)最恰當(dāng)答案的字母填括號(hào)中）26.Peoplewhocontributethejobanalysisprocessincludefollowing,exceptforthe:（）A.stockholderB.jobanalystC.employeesD.supervisor27.Thesuitabilityofcollegegraduatesfortechnicalandmanagerialpositionsoftendependsontheir:（）A.dentalrecordsB.ethnicbackgroundC.religiousbeliefD.majorfieldofstudy28.Astatementtheknowledge,skills,andabilitiestoperformajobis（）A.jobrequirementB.specificationC.jobpositionD.jobobjective29.Theextenttowhichtwoormoremethodsyieldssimilarresultsorareconsistentreferredtoas:（）A.validityB.reliabilityC.truthD.similarity30.Theselectionprocedureusuallybeginswith:（）

A.employmenttestsB.amedicalexaminationC.asupervisoryinterviewD.completionanapplicationform31.Theprimaryreasonorganizationstrainnewemployeesisto:（）A.increasetheirknowledge,skill,andabilitylevelB.helptraineesachievepersonalcareergoalsC.complywithgovernmentregulationsD.improvetheworkenvironment32.Researchhasshownthatperformanceappraisalareusedwidelyasabasisfor:（）A.transferB.criticismC.assessmentcentersD.compensationdecisions33.Itisrecommendedthatdiagnosisofpooremployeeperformancefocusonallofthefollowingexcept:（）A.skillB.personalityC.effortD.externalconditions34.Jobevaluationsystemsprovideforinternalequityandserveasbasisfor:A.wage-ratedeterminationB.jobanalysisC.trainingplanD.careerplan35.Allofthefollowingarecommoncausesofworkplacestressexcept:（）A.excessivepressuresB.highworkloadsC.disagreementswithmanagersD.empowerment四、閱讀理：（36至題，每題3分，共30，閱下列

文章并回答題，請(qǐng)將確答案以應(yīng)的字母填入號(hào)中。）（一）Thereisnostandardformatyoumustuseinwritingjobdescription,mostdescriptionscontainsectionson:jobidentification,jobsummary,relationships、responsibilitiesduties,authorityofincumbent,standardsofperformance,workingconditions,andjobspecifications.Anexampleofajobdescriptionpresentedinthefollowingfigure.SampleJobDescriptionJobTitle:SupervisorDataProcessingOperationsStatus:ExemptJobCode:012.168Date:June2003Plant/Division:officeWrittenBy:ArthurAllenSection:DataProcessing-SystemsApprovedBy:JuanitaGatesLevel:12Points:736PayRange:$16,760–$20,760TitleofImmediateSupervisor:ManagerofInformationSystemsJobSummary–Directstheoperationofalldataprocessing,datacontrol,anddatapreparationrequirements.JobDuties:1.Followsbroadlybaseddirectives.(a)Operatesindependently.

(b)InformsManagerofInformationSystemsofactivesthroughweekly,monthly,and/orquarterlyschedules.2.Selects,trains,anddevelopssubordinatepersonnel.(a)Developsspiritofcooperationandunderstandingamongworkgroupmembers.(b)Directstraininginvolvingteaching,demonstrating,and/oradvisingusersinproductiveworkmethodsandeffectivecommunicationswithdataprocessing.3.Readsandanalyzeswidevarietyofinstructionalandtraininginformation.4.Plans,directs,controlsawidevarietyofoperationalassignments5tosubordinates;workscloselywithothermanagers,specialists,andtechniciansInformationSystemsaswellwithmanagersinotherdepartments.(a)Receives,interprets,develops,anddistributesdirectivesrangingfromtheverysimpletothehighlycomplexandtechnologicalinnature.(b)Establishesandimplementsannualbudgetfordepartment.5.Interactsandcommunicateswithpeoplerepresentingawidevarietyofunitsandorganizations.(a)Communicatesbothpersonallyimpersonally,throughoralwrittendirectivesandmemoranda,withallinvolvedparties.(b)Attendslocalmeetingsofprofessionalorganizationsinthefieldofdataprocessing.36.Accordingthepassage,theimmediatesupervisor’stitleisalsoshownin（）sectionisinformationregardingthejob’ssalaryand/orpayscale.A.jobsummaryidentification

B.jobC.jobrelationships

D.jobtitle37.Itwouldappearfromthepassage（）permitseasyreferencingofalljobssincerepresentsimportantcharacteristicsthejob.A.jobcodeB.jobstatusC.ummary38.AccordingtheSampleJobDescriptioninthepassage,whenasupervisorofdataprocessingoperationsisatwork,heshe（Adoesn’ttoreporttoimmediatesupervisorB.needstoattendbusinessmeetingsatleastaweekC.doesn’tneedtoexplaindirectivestohisorhersubordinatesD.needstoothershowcommunicatedataprocessing39.Inthefigureduty“readsanalyzeswidevarietyofinstructionalandtraininginformation”canbefurtherdefinedfollows,notincluding（）.

A.ensuresworkgroupmembersreceivespecializedtrainingasnecessaryintheproperfunctioningorexecutionproceduresmethodsB.applieslatestconceptsandideastochangingorganizationalrequirementsC.assistsindevelopingand/orupdatingmanuals,procedures,specifications,etc.,relativetoorganizationalrequirementsandneedsD.assistsinthepreparationofspecificationsandrelatedevaluationssupportingsoftwarehardware40.Theauthorofpassagewouldlikelyagreethat（）.A.ajobdescriptionshouldportraytheworkofthepositionsowellthatthedutiesareclearwithreferencetootherjobdescriptionsB.ajobdescriptionshouldhavefixedformatfordefiningpositionC.forwritingupjobdescriptions,shouldselectthemostspecificWordstothekindofworkandthedegreeofcomplexityD.longstatementsusuallybestaccomplishthepurposearewritingupjobdescriptions（二）Whenappraisalsfail,dosoforreasonsthatparallelthesethreesteps–definingthejob,appraisingperformance,andprovidingfeedback.Someappraisalsfailbecausesubordinatesarenottoldaheadoftimeexactlywhatisexpectedofthemintermsofgoodperformance.Othersfailbecauseofproblemswiththeformsorprocedurestoactuallyappraisetheperformance;alenientsupervisormightrateallsubordinates“high”,forinstance,althoughmanyareactuallyunsatisfactory.Stillotherproblemsariseduringtheinterview-feedbacksession,whichincludearguingandpoorcommunications.Theseandotherproblemsaresummarizedthefollowingfigure.CommonPerformanceEvaluationProblemsProblemscanoccuratanystageintheevaluationprocess.Somethepitfallsavoidinperformanceappraisalsare:（1）Lackofstandards.Withoutstandards,therecanbenoobjectiveevaluationofresults,onlyasubjectiveguessorfeelingaboutperformance.（2）Irrelevantorsubjectivestandards.Standardsshouldbeestablishedbyanalyzingjoboutputtoensurethatstandardsarejobrelated.（3）Unrealisticstandards.Standardsaregoalswithmotivatingpotential.Thosethatarereasonablechallenginghavethemostpotentialtomotivate.（4）Poormeasuresperformance.Objectivityandcomparisonrequirethatprogresstowardstandardsoraccomplishmentofstandardsmeasurable.Exampleofmeasurablestandardsincludequantifiablemeasuressuch10rejectsper1,000unitssalesper100calls,aswellasqualitativemeasures,suchasprojectscompletedornotcompleted.

（5）Ratererrors.Ratererrorsincluderaterbiasorprejudice,haloeffect,constanterror,centraltendency,fearofconfrontation.（6）Poorfeedbackemployee.Standardsand/orratingsbecommunicatedtheemployeeorderfortheperformanceevaluationtobeeffective.（7）Negativecommunications.Theevaluationprocessishinderedcommunicationofnegativeattitudes,suchasinflexibility,defensiveness,andanon-developmentalapproach.（8）Failuretoapplyevaluationdata.Failuretouseevaluationspersonneldecisionmakingandpersonneldevelopmentnegatestheprimarypurposeofperformanceevaluations.Theuseandweightingofmultiplecriteriaasthefrequencyofevaluationalsopresentproblems.41.Inwritingaboutthesubject,theauthorthispassageapparently（）.A.gloatsovertheerrorssomesupervisorsB.slylyintroducesthefactthatthereisnecessitytoperformanceC.wantsshareopinionsonhowtoappraiseperformanceeffectivelyD.remainscautiouslyoptimisticaboutperformanceappraisals42.Accordingthispassage,wemayconcludethattoresultinsuccessofperformanceappraisals（）.A.supervisorstheirsubordinatesshouldagreedutiesandjobstandardsoftheemployeesB.plansaremadeforanydevelopmentthatrequiredwhendefiningthejobC.asupervisormightratesubordinates“fairD.supervisorshavetomakedecisionwhethernottheyshouldtheirsubordinatesknowthestandardsofsomeappraisals43.Theauthorofthispassagewouldprobablyagreewithwhichofthefollowing（）A.Thetraitsanddegreesofmeritmustbeopentointerpretationinorderav