最新三级人力资源管理师《专业技能》真题及答案

最新三级人力资源管理师《专业技能》真题及答案
最新三级人力资源管理师《专业技能》真题及答案

一、简答题

1.简述行为锚定等级评价法的优点和不足。(15分)(教材P249-250)

答:行为锚定等级评价法也称行为定位法、行为决定性等级量表法或行为定位等级法。这法是关键事件法的进一步拓展和应用。其优点和不足如下:(1分)

(一)优点:

(1)对员工绩效的考量更加精确。(2分)

(2)绩效考评标准更加明确。(2分)

(3)具有良好的反馈功能。(2分)

(4)具有良好的连贯性和较高的信度。(2分)

5)考评的维度清晰,各绩效要素的相对独立性强,有利于综合评价判断。(2分)

(二)不足:

(1)设计和实施的费用高。(2分)

(2)费时费力。(2分)

2.简述员工沟通的程序。(15分)(教材P365)

答:员工沟通的方式多种多样,一个完整的员工沟通,总是包括信息的发出者、信息、沟通渠信息的接受者等要素。员工沟通的具体程序如下:(1分)

(1)形成概念,进行信息沟通的第一步是信息发送者想要传输什么信息,即形成,确定概念或思想。(2分)

(2)选择与确定信息传输的语言、方法和时机。根据欲要传输信息的内容,选择与确定信息传输的语言、方法和时机。(2分)

(3)信息传输,通过选择并确定的传输方式、时机实施信息的传输,即发送信息。(2分)

(4)信息接收。信息发出者将信息借助一定的信息传输手段、利用一定的信息传输方式传递给信息接收者。(2分)

(5)信息说明、解释。信息传输过程中形成或建立信息说明或解释机制,使信息接收者正确理解与认识信息的含义。(2分)

(6)信息利用。信息接收者利用信息以实现信息发送者传输信息的目的。(2分)

(7)反馈。根据传输信息的性质,以及信息传输所要实现的目的,信息传输者选择与确定信息反馈形式及反馈渠道。(2分)

二、计算题

某大型企业新成立的生产车间拟推行“五班四运转”的工作轮班制,即以10天为一个循环期,组织A、B、C、D、E五个工作班,实行早班(8:00-16:00)、夜班(0:00-8:00)三班轮流生产(工作班内工人轮流替班,午餐不得超过1小时),以保障生产

设备运行的连续性。同时,每天安排一个班休息,并安排一个副班上白班(6小时),即上8:00-11:00,下午14:00-17:00,负责清洗保养设备、打扫环境卫生等辅助服务

性工作,如下表1所示。

请根据上述条件,回答以下问题:

要求1:设计出10天为一个循环的五班轮休制倒班方案并填入表中(10分)(教材

P128)

要求2:计算实行五班轮休制员工全年制度工作时间并说明其合法性。(10分)

(P128)

(1)答:10天为一个循环周期的“五班轮休制”倒班方案,已经填入表1。其中“早”代

表早班,“中”代表中班,“晚”代表晚班,“副”代表副班,“0”代表轮休。(每一天

的排班正确,得1分)

(2)答:

全年工作日=365-11(法定节假日)=354天(2分)

实行五班轮休制,全年轮班执行周期数=354天÷10天=35.4(次)(2分)

每一个轮班周期,需要工作2早班、2个中班、2个晚班、2个副班。其中早、中、晚班的工作时间为8小时,剔除一个小时的午餐时间,实际工作时间为7小时:副班的工作时

间为6小时。所以,每个轮班周期工作工时=(2×7)+(2×7)+(2×7)+(2×6)=54(工

时)(2分)

全年工作工时=全年轮班执行周期数×每个周期工作工时=35.4×54=1911.6(工时)(2分) 根据劳动法规定,员工年制度工作工时为2000小时,实行“五班轮体制”年制工作工时

为1911.6工时,完全符合法律规定,是合法的。(2分)

三、综合题

1.年初,某行业主管部门对本行业内的50家重点企业的定编定岗定员定额等项基础工作,进行了一次全面调查,结果发现在这50家企业中,大多数依然执行5年前企业自

行制定的劳动定员定额标准,仅有15%的企业对原有定员定额标准做过布局的调整。各

类企业劳动定员定额的水平参差不齐,“一线紧、二线松、三线臃”的问题十分突出。根据本次调查反馈的一键,行业主管部门拟在下半年组织专家队伍,在深入调查研究

的基础上,出台本行业的劳动定员标准(试行方案),并在广发征求意见的基础上,

力争在年底前正式颁布执行。

要求:请结合本案例说明行业劳动定员标准应当包括哪些基本内容?(18分)(P58)答:一般来说,行业定员标准包含以下内容:

(1)企业管理体制以及机构设置的基本要求和规范,按照不同生产能力和生产规模,提出

年实物劳动生产率和全员劳动生产率的原则要求,规定出编制总额以及各类人员员额控

制幅度:(2分)

(2)根据不同生产类型和生产环境、条件,提出不同规模企业各类人员比例控制幅度:(2分)

(3)规定各类人员划分的方法和标准:(2分)

(4)对本标准涉及的新术语给出确切定义:(2分)

(5)企业各工种、岗位的划分,其名称、代号、工作程序、范围、职责和要求:(2分)

(6)各工种、工序的工艺流程及作业要求:(2分)

(7)采用的典型设备与技术条件:(2分)

(8)用人的数量与质量要求:(2分)

(9)人员任职的国家职业资格标准(等级)。(2分)

2.某航空地面服务公司是一家中型企业。根据岗位的工作性质和特点,请公司将工作

岗位划分为管理、技术和技能操作三大类公司人力资源部门规划制度改革要求,拟对

现有各岗位进行一次系统全面的岗位评价,为了切实保证岗位评价的质量,从各个部

门中抽出一些有丰富经验的主管人员,组成岗位评价专家小组。人力资源部在总结同

行业岗位评价经验的基础上,推出了岗位责任、劳动强度、技能要求和工作条件等四

大要素共22项评价指标,并准备与专家小组讨论评价指标的计分标准和方法。请结合

本案例回答一下问题:

岗位评价指标的量化标准应由哪些基础标准组成?(16分)(P325)

答:本案例中,人力资源部己经确定了岗位22项评价指标,接下来需要从该航空地面服

务公司的实际情况出发,制定出岗位评价指标的量化标准。

(一)岗位评价指标的计量标准通常由计分、权重和误差调整等三项基础标准组成。(3分)

(二)在岗位评价中,对评价指标的计分标准的制定,可以采用单一计分和多种综合计分

两类标准。(3分)

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