2020年等级考试《三级理论知识》考前练习(第15套)

2020年等级考试《三级理论知识》考前练习(第15套)
2020年等级考试《三级理论知识》考前练习(第15套)

2020年等级考试《三级理论知识》考前练习

考试须知:

1、考试时间:180分钟。

2、请首先按要求在试卷的指定位置填写您的姓名、准考证号和所在单位的名称。

3、请仔细阅读各种题目的回答要求,在规定的位置填写您的答案。

4、不要在试卷上乱写乱画,不要在标封区填写无关的内容。

5、答案与解析在最后。

姓名:___________

考号:___________

一、单选题(共70题)

1.在培训方法中,( )指让受训者在预定时期内变换工作岗位,使其获得不同岗位的工作经验的培训方法。

A.实践法

B.讲授法

C.工作轮换法

D.研讨法

2.下列选项中不属于工作说明书的是( )。

A.岗位工作说明书

B.部门工作说明书

C.公司工作说明书

D.个人工作说明书

3.下列关于泰勒模式的说法,错误的是( )。

A.以目标为中心,结构紧密,具有计划性

B.注重预期效果的评估,忽略非预期目标的评估

C.重视结果评估,忽视过程评估,不能得到及时的反馈

D.层次分明,对培训效果的评估由易到难,循序渐进

4.下列选项中不属于影响企业支付能力的因素是( )。

A.实物劳动生产率

B.销货劳动生产率

C.人工成本比率

D.教育经费

5.内容反应技术又可以称作( )。

A.内容表达

B.释义技术

C.反馈

D.回复

6.“心理咨询师是求助者的榜样,也是求助者人生路上的导师。”这种观点体现了职业理念上的( )的误区。

A.宣扬自己

B.主观、武断

C.好为人师

D.同情、怜悯

7.关于新员工实行安全卫生教育说法错误的是( )。

A.组织入厂教育

B.组织上岗前教育

C.组织车间教育

D.组织班组教育

8.在社会支持量表中,第1~4、8~10条中,每条只选一项,选择第3项则记( )分。

A.1

B.2

C.3

D.4

9.对会谈法的理解正确的是( )。

A.恰当地给予评价可以增加求助者的信任感

B.只有在取得信息时,才可中断求助者的谈话

C.即使听不懂谈话的内容,也要表现出很感兴趣

D.只有持非评判性的态度,才能使对方无所顾忌

10.培训课程的设计策略不包括( )。

A.基于学习风格的课程设计

B.基于资源整合的课程设计

C.基于课程媒体式教学设计

D.对课程设计效果的事先控制

11.( )指的是培训为什么发挥作用及培训实现其目标的程度。

A.培训评估

B.培训有效性

C.培训质量

D.培训评价

12.以下是关于咨询关系不匹配时的处理方法的表述,正确的有( )。

A.不匹配就马上转介

B.应首先尽力地调整匹配程度,无法实现匹配,再转介

C.转介是咨询师无能的表现

D.完全匹配的咨询关系才是完美的咨询关系

13.压缩率等于原产品台份定额减去( ),除以原产品台份定额再乘上百分之百。

A.原有计划的台数总额

B.生产计划台数定额

C.计划产品台份定额

D.计划台数的总额

14.在培训方法中,( )适用于从事具体岗位所应具备的能力、技能和管理实务类的培训。

A.实践法

B.讲授法

C.专题法

D.研讨法

15.有效的信息反馈应具有适应性,这里的适应性包含多种含义,说法不正确的是( )。

A.反馈信息时要因人而异,应适用于被考评者

B.反馈信息应该给员工造成某种心理压力,促进绩效改善

C.有效的信息反馈是为了交流和沟通某种绩效的信息

D.有效的信息反馈应集中于重要的关键事项

16.当求助者大量陈述与咨询完全没有关系的内容时,咨询师妥当的处理方式是( )。

A.在求助者讲话的间隙,进行内容反应并提出新问题,控制谈话的方向和内容

B.一直做一个耐心的倾听者,不做任何处理

C.直接指出求助者的陈述离题太远,打断其谈话

D.顺着求助者的话题继续,相信求助者会自动转换话题

17.要采用技能薪酬体系,企业必须首先建立一套( )评估标准。

A.政治水平

B.道德水平

C.技能水平

D.知识水平

18.特种设备、设施检测、检验人员,救护人员的上岗必须经过( )。

B.通过考核

C.专门培训

D.考试合格

19.企业劳动关系管理决策不包括( )。

A.劳动关系调整

B.战略规划

C.管理控制

D.日常业务管理

20.品质主导型的绩效考评,采用特征性效标,以考评员工的( )为主,着眼于“他这个人怎么样”。

A.潜质

B.现状

C.品质

D.素质

21.下列关于劳动标准的说法,错误的是(??)。

A.劳动标准是对劳动过程、劳动关系以及相关管理活动等方面的重复性事物、概念和行

为作出的统一规定

B.劳动标准的制定主体具有多样性

C.劳动标准的表现形式具有单一性

D.劳动标准的作用方式具有多样性

22.伤情严重或者情况特殊,经设区的市级劳动能力鉴定委员会确认,可以适当延长停工留薪期,但延长不得超过( )。

A.6个月

B.8个月

C.10个月

23.阳性强化法属于( )。

A.精神分析疗法

B.现实疗法

C.完形疗法

D.行为疗法

24.在各类标准分数中,T分数指的是( )的分数。

A.平均数为10,标准差为3

B.平均数为5,标准差为1.5

C.平均数为50,标准差为10

D.平均数为100,标准差为15

25.封闭式询问一般不用( )。

A.有没有

B.是不是

C.对不对

D.为什么

26.完成SDS评定后,首先得到总粗分,然后乘以( )以后,取整数部分就得到标准分。

A.1.25

B.1.50

C.1.75

D.2.25

27.1982年完成的《中国比内测验》的修订者为( )。

A.龚耀先

B.张厚粲

C.陆志韦

28.真诚是指咨询师在咨询过程中( )。

A.以“职业的我”出现

B.没有防御式伪装

C.把自己藏在专业角色的后面

D.按照例行程序公事公办

29.正确的咨询态度包含的五种要素是尊重、热情、真诚、共情和( )。

A.咨询特质

B.积极关注

C.咨询技巧

D.职业理念

30.柯克帕特里克四级评估模式的一级评估是( )。

A.反应评估

B.学习评估

C.行为评估

D.结果评估

31.( )既是一项经济评价指标,同时也是对招聘工作的有效性进行考核的一项指标。

A.招聘收益成本比

B.招聘成本效益比

C.招聘收获成本比

D.招聘选拔成本比

32.我国对特种作业人员进行生产技术和特定的安全卫生技术理论教育和操作培训,经考核合格并获得《( )》方准上岗。

A.特种作业人员许可证

B.特种人员培训操作证

C.特种人员操作证

D.特种作业人员操作证

33.下列各选项不属于人力资源管理费用的是( )。

A.招聘费用

B.劳动争议处理费用

C.培训费用

D.人工费用

34.考评周期除取决于绩效考评的( ),还应服从于企业人力资源与其他相关的管理制度。

A.目的

B.过程

C.结果

D.绩效

35.用人单位未按规定提出工伤认定申请的,工伤职工或者其近亲属、工会组织在事故伤害发生之日或者被诊断、鉴定为职业病之日起( )内,可以直接向用人单位所在地统筹地区社会保险行政部门提出工伤认定申请。

A.6个月

B.1年

C.18个月

D.20个月

36.工资、福利、保险等费用属于( )。

A.人力资源管理费用

B.人工成本

C.人员成本

D.人力资源费用

37.( )是指组织如何根据竞争对手或劳动力市场的薪酬水平给自身的薪酬水平定位,

从而与之相抗衡。

A.薪酬体系

B.薪酬结构

C.薪酬政策

D.薪酬水平

38.在情境模拟测试方法中,(??)的每个应试者都留下一沓笔记、备忘录、信件等,作为其工作成效的最好记录。

A.决策模拟竞赛法

B.即席发言法

C.无领导小组讨论

D.公文筐测试

39.( )是将考评期内员工的实际业绩与上一期的工作业绩进行比较,衡量和比较其进步或差距的方法。

A.目标比较法

B.横向比较法

C.水平比较法

D.纵向比较法

40.以下关于行为主导型的绩效考评的说法错误的是( )。

A.操作性较强

B.适合对管理性工作岗位的考评

C.重在工作过程

D.适合生产性、操作性工作岗位的考评

41.某儿童很少做家务,某日突然做了家务,妈妈为了让他保持这个良好行为,宣布撤销以前对他懒惰的惩罚:“每天抄写50个英语单词。”这是( )。

A.正强化

B.负强化

C.正惩罚

D.负惩罚

42.( )不属于目标型调查法。

A.选择法

B.序数表示法

C.正误法

D.描述调查

43.( )是合理配置人员的前提。

A.正确地识别员工

B.员工的考评

C.员工的招募

D.员工的选拔

44.在无领导小组讨论法中,一般由( )人组成讨论小组。

A.3~5

B.4~5

C.4~6

D.4~7

45.美国心理学家斯坦伯格认为,智力结构由( )组成。

A.成分

B.因素

C.符号

D.信息

46.按照中国常模标准,可将MMPI正常与异常的划界分确定为T分等于( )分。

A.60

B.65

C.70

D.75

47.培训成本包括直接培训成本和( )。

A.间接培训成本

B.出差培训成本

C.外派培训成本

D.教师讲授课费成本

48.我国修订的联合型瑞文测验是( )的合并本。

A.标准型与彩色型

B.标准型与高级型

C.彩色型与高级型

D.城市版与农村版

49.为了保证绩效申诉切实有效,企业一般可为员工提供( )申诉机会。

A.一次

B.两次

C.三次

D.多次

50.对求助者个人成长史资料的整理不包括( )。

A.就业有没有挫折

B.情绪体验的描述

C.朋友的状况如何

D.最喜欢读的书籍

51.劳动环境是指劳动的卫生状况,下列选项中不属于劳动环境要素的是( )。

A.粉尘危害程度

B.高温危害程度

C.劳动姿势

D.噪声危害程度

52.下列陈述中关于放权的好处提法错误的是( )。

A.增强了下属的参与意识和工作的责任感

B.减轻了上级主管的工作负担和压力,使其有更多的精力去抓大事

C.加强了主管负责记录员工的工作成果

D.员工有了一定的支配权,明显减弱了不必要的自我保护的戒备心理

53.调解委员会接到调解申请后,对属于劳动争议受理范围且双方当事人同意调解的,应当在( )工作日内受理。

A.3个

B.5个

C.7个

D.10个

54.MMPI的施测形式之一“卡片式”适合于( )施测。

A.团体

B.个别

C.团体和个别

D.面对面

55.摄人性谈话时,确定谈话的内容和范围时,正确的做法是( )。

A.根据临床诊断的结果分析进行谈话

B.对求助者的许多内容分别进行谈话

C.依上级咨询师诊断的结果进行谈话

D.依咨询师主动提出的内容进行谈话

56.参加招聘会需要与协作方沟通联系,其中这些协作方不包括( )。

A.招聘会的组织者

B.招聘会信息发布的媒体

C.负责后勤事务的单位

D.学校的负责部门

57.WAIS-RC的言语部分共计包括( )个分测验。

A.4

B.5

C.6

D.7

58.健康心理咨询的主要对象不包括( )。

A.心理健康人群

B.一般心理问题

C.严重心理问题

D.部分神经症性问题

59.最低工资标准每( )年至少调整一次。

A.1

B.2

C.3

D.4

60.按照损伤程度可以分为轻伤事故、重伤事故和死亡事故。其中重伤事故是休息( )天以上的失能伤害。

A.85

B.95

C.105

D.125

61.由企业一方将签字的集体合同文本及说明材料一式三份,在集体合同签订后的( )日内报送县级以上政府劳动行政部门审查。

A.7

B.8

C.9

D.10

62.对所有岗位的评价只需参照级别的定义套入合适的级别里的工作岗位评价方法是( )。

A.排列法

B.分值法

C.分类法

D.评分法

63.岗位薪酬体系以( )为核心要素,对事不对人。

A.岗位

B.工作量

C.能力

D.岗位评价

64.“无条件地接纳”求助者,并不意味着( )。

A.接纳求助者全部的优点和缺点

B.对求助者的恶习无动于衷

C.充分尊重求助者的价值观

D.接受求助者的光明面和消极面

65.应用行为塑造技术时,应该对求助者使用( )刺激物。

A.最强有力的

B.适中的

C.最弱的

D.毫无危险的

66.( )是一种有助于提高管理效率的组织结构形式,在现代企业中适用范围比较广泛。

A.直线职能制

B.事业部制

C.矩阵制

D.直线制

67.劳动者在休息日工作而又不能安排其补休的,按照不低于劳动合同规定的劳动者本人日或小时工资标准的( )支付劳动报酬。

A.100%

B.150%

C.200%

D.300%

68.培训考核有两种方式,包括( )和培训结束后的工作评价。

A.培训中阶段考核

B.培训不定时考核

C.培训中期考核

D.培训结束时的考核

69.个人成长史资料的整理包括( )。

A.对成长中事件的评价

B.家族中其他成员的状况

C.朋友的身体状况如何

D.最喜欢的人的状况如何

70.以下是求助者与咨询师商定的一些咨询目标,( )的目标符合“积极”的特征。

A.我希望丈夫回家早一点,这样我们夫妻之间才能很好地沟通

B.我不想每天都这样焦虑,这样我才能提高工作效率

C.我不愿意再与孩子冷战下去,否则我担心孩子的心理健康

D.我要每天多鼓励和表扬孩子,这样可能改善亲子关系

单选题答案:

1:C2:D3:D4:D5:B6:C7:B 8:C9:D10:C11:B12:B13:C14:A 15:B16:A17:C18:C19:A20:A21:C 22:D23:D24:C25:D26:A27:D28:B 29:B30:A31:A32:D33:D34:A35:B 36:B37:D38:D39:C40:D41:B42:D 43:A44:C45:A46:A47:A48:A49:B 50:B51:C52:C53:A54:B55:B56:B 57:C58:A59:B60:C61:D62:C63:A 64:B65:A66:A67:C68:D69:A70:D

单选题相关解析:

1:工作轮换法是指让受训者在预定时期内变换工作岗位,使其获得不同岗位的工作经验的培训方法。

2:由于工作说明书所说明的对象不同,可以具体区分为以下三类。

(1)岗位工作说明书,即以岗位为对象所编写的工作说明书。

(2)部门工作说明书,即以某一部门或单位为对象编写的工作说明书。

(3)公司工作说明书,即以公司为对象编写的工作说明书。

3:泰勒模式的特点是以目标为中心,结构紧密,具有计划性。它从目标出发指导实施,以目标为依据,找出实际活动与目标的偏离,根据反馈信息修改目标,比较简单易行。其缺点:(1)没有对目标本身进行评估。(2)注重预期效果的评估,忽略非预期目标的评估。(3)重视结果评估,忽视过程评估,不能得到及时的反馈。(4)目标的制定大多是教育者的意见,较少注意学生的意见。

4:本题考查的是影响企业支付能力的因素。

5:为增强员工的安全卫生意识,提高员工安全卫生操作水平,贯彻企业劳动安全卫生教育制度,必须结合实际情况,组织实施安全卫生教育、培训和考核。岗位安全卫生教育的内容为安全卫生知识教育和遵守劳动安全卫生规范教育。

新员工实行三级安全卫生教育:

1.组织入厂教育。

2.组织车间教育。

3.组织班组教育。

6:培训课程的设计策略包括:

(一)基于学习风格的课程设计

(二)基于资源整合的课程设计

(三)对课程设计效果的事先控制

7:培训有效性指的是培训为什么发挥作用及培训实现其目标的程度。

8:在收集资料的基础上,确定修改定额的控制数即调整幅度。有些企业下达的定额修改指标是综合压缩率。压缩率是指对工时定额水平的调整幅度,计算公式为:

压缩率=(原产品台份定额

计划产品台份定额)

/

原产品台份定额

X

100%

故选C。

9:实践法适用于从事具体岗位所应具备的能力、技能和管理实务类培训。通常采用工作指导法、工作轮换法、特别任务法和个别指导法。

10:有效的信息反馈应具有适应性。这里所说的适应性有多种含义:

一是反馈信息时要因人而异,应适用于被考评者,不同的人有不同的特点和不同的需要,只有采用不同的反馈方式方法,才能体现信息反馈的初衷。如果仅仅从考评者的角度出发,而不考虑被评估者的实际情况,则是事倍功半,起不到信息反馈的作用。信息反馈的目的是为了给下属提供必要的引导和帮助,绝不是给其造成某种心理压力或情感伤害。

二是有效的信息反馈是为了交流和沟通某种绩效的信息,而不是给下属提出某种指令和要求。

三是有效的信息反馈应集中于重要的关键的事项。

四是有效的信

11:技能薪酬体系以员工所掌握的与职位相关的知识和技术的深度与广度的不同为依据来确定薪酬等级和薪酬水平。要采用技能薪酬体系,企业必须首先建立一套技能水平评估标准。员工薪酬随着技能等级的变化而变化。

12:特种作业资格是指特种作业人员在独立上岗之前.必须进行安全技术培训,并经过安全技术理论考试和实际操作技能考核,考核成绩合格者由安全生产综合管理部门和有关部门发给《特种作业人员操作证》。它是国家职业资格证书的一种。

1.对特种作业人员进行生产技术和特定的安全卫生技术理论教育和操作培训,经考核合格

并获得《特种作业人员操作证》方准上岗。

2.组织生产管理人员,特种设备、设施检测、检验人员,救护人员的专门培训。

13:企业劳动关系管理决策可以分为战略规划、管理控制、日常业务管理三种。战略规划确定企业劳动关系管理所要达到的目标和实施的方针;管理控制是劳动关系管理人员根据既定的目标和方针,通过有效地工作,实现管理目标的过程;日常业务管理是执行劳动关系管理具体业务的过程。

14:品质主导型的绩效考评,采用特征性效标,以考评员工的潜质为主,着眼于“他这个人怎么样”,重点是考量该员工是一个具有何种潜质(如心理品质、能力素质)的人。

15:理解劳动标准,要注意以下几个方面:

第一,劳动标准是对劳动过程、劳动关系以及相关管理活动等方面的重复性事物、概念和行为作出的统一规定。

第二,劳动标准的制定主体具有多样性。

第三,劳动标准的制定以劳动领域的科学技术、社会科学的发展及其实践经验为基础。

第四,劳动标准的表现形式具有多样性。

第五,劳动标准的作用方式具有多样性,且强制性与非强制性并存。

第六,劳动标准具有不同的效力等级和效力范围。

16:职工因工作遭受事故伤害或者患职业病需要暂停工作接受工伤医疗的期间为停工留薪期,停工留薪期一般不超过12个月。伤情严重或者情况特殊,经设区的市级劳动能力鉴定委员会确认,可以适当延长,但延长不得超过12个月。工伤职工评定伤残等级后,停发原待遇,按照下述的有关规定享受伤残待遇。工伤职工在停工留薪期满后仍需治疗的,继续享受工伤医疗待遇。

17:柯氏四级评估模式将评估活动分为四个级别,对培训效果进行评估。柯克帕特里克从评估的深度和难度角度将培训效果分为四个递进的层次:反应层面、学习层面、行为层面、结果层面

18:招聘收益成本比,它既是一项经济评价指标,同时也是对招聘工作的有效性进行考核的一项指标。招聘收益与招聘成本的比值越大,说明招聘工作越有效。

招聘收益成本比=所有新员工为组织创造的总价值/招聘总成本

19:对特种作业人员进行生产技术和特定的安全卫生技术理论教育和操作培训,经考核合格并获得《特种作业人员操作证》方准上岗。

20:人力资源管理费用主要包括招聘费用、培训费用、劳动争议处理费用。

21:考评周期除取决于绩效考评的目的,还应服从于企业人力资源与其他相关的管理制度。一般情况下,考评时间要与考评目的、企业管理制度相协调,以定期提薪和奖金分配为目的的绩效考评总是定期进行的,而且与企业的薪酬奖励制度的要求相适应相配套。

22:用人单位未按规定提出工伤认定申请的,工伤职工或者其近亲属、工会组织在事故伤害发生之日或者被诊断、鉴定为职业病之日起1年内,可以直接向用人单位所在地统筹地区社会保险行政部门提出工伤认定申请。

23:人工成本是指企业在一个生产经营周期(一般为一年)内,支付给员工的全部费用,主要包括以下三个方面的内容。1.工资项目。2.保险福利项目。3.其他项目。

24:薪酬水平是指组织如何根据竞争对手或劳动力市场的薪酬水平给自身的薪酬水平定位,从而与之相抗衡。

25:向被测者介绍有关的背景材料,然后告诉被测者,他现在就是这个岗位上的任职者,负责全权处理文件篓里的所有公文材料。要使被测者认识到,他现在不是在做戏,也不是代人理职。他现在是名副其实的当权者,要根据自己的经验、知识和性格在给定的时间内解决问题。他不能说自己将如何去做,而应是真刀真枪地处理每一件事。由此,每个被测者都留下一沓笔记、备忘录、信件等,这是每个被测者工作成效的最好记录。

26:水平比较法是将考评期内员工的实际业绩与上一期(或去年同期)的工作业绩进行比较,衡量和比较其进步或差距的方法。

27:本题考查的是行为主导型的绩效考评的相关知识。

行为主导型的绩效考评,采用行为性效标,以考评员工的工作行为为主,着眼于“干什么”“如何去干”,重点考量员工的工作方式和工作行为。由于行为主导型的考评重在工作过程而非工作结果,考评的标准较容易确定,操作性较强。行为主导型适合于对管理性、事务性工作进行考评,特别是对人际接触和交往频繁的工作岗位尤其重要。

28:目标型调查法的一般形式是提出问题,并且设定问题的若干个答案,由被调查对象答题,这种方法的具体方式有很多,包括选择法、正误法、序数表示法等。

29:人的素质往往表现为矛盾的特征,或者呈现非常复杂的双向性,优点和缺点共生,失误往往掩盖着成功的因素,这为我们发现人才、识别人才、任用人才、用其所长,增加了许多困难。因此,正确地识别员工是合理配置人员的前提。

30:无领导小组讨论法是对一组人同时进行测试的方法,它将讨论小组(一般由4~6人组成)引入一间只有一桌数椅的空房间中,不指定谁来充当主持讨论的组长,也不布置议题与议程,只是发给一个简短案例,即介绍一种管理情境,其中隐含着一个或数个待决策和处

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