人力资源管理师四级专业技能真题及答案 毙考题

人力资源管理师四级专业技能真题及答案 毙考题
人力资源管理师四级专业技能真题及答案 毙考题

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一、简答题

1. 简述采用层次分析法确定绩效考评权重的主要步骤。除该方法外,还有哪些方法可以确定绩效考评权重?(16分)

【解析】本小题主要考查绩效考评的方法,涉及“步骤”类和“方法”类题目,难度相对较大。对于“步骤”类题目,考生除了要记住各项的内容,还要按顺序写出来,这就需要考生在传统死记硬背的基础上注重理解,并引申为对重要知识点的复习和理解。

(1)层次分析法确定绩效考评权重的主要步骤如下:

①建立层次结构模型

在深入分析实际问题的基础上,将有关的各个因素按照不同属性自上而下地分解成若干层次,同一层的诸因素从属于上一层的因素或对上层因素有影响,同时又支配下一层的因素或受到下层因素的作用。

②确立思维判断定量化的标度

在两个因素互相比较时,需要有定量的标度,通过建立科学合理的定量标度,同时确定每一标度所代表的含义,以达到两个因素能够相互比较的目的。

③构造判断矩阵

运用两两比较方法,对各相关元素进行两两比较评分,根据中间层的若干指标,绘制因素比较矩阵。

④计算权向量并做一致性检验

对于上述的因素比较矩阵计算最大特征根及对应特征向量,利用一致性指标、随机一致性指标和一致性比率做一致性检验。若检验通过,特征向量(归一化后)即为权重向量;若不通过,需重新构造成对比较阵,再进行计算。

(2)确定绩效考评权重的方法除了层次分析法以外,还包括以下几种方法:

①专家经验判定法

专家经验判定法是决策者个人根据自己的经验和对各项考评指标重要程度的认识,或者从引导意图出发,对各项考评指标的权重进行分配。有时决策者也会召集一些人讨论一下,听取大家的意见,然后由决策者确定权重的大小。

②排序法

排序法建立在专家判断的基础上,同时又要求专家对各个指标进行排序,区分出各个指标的相对重要程度,然后在此基础上计算权重。

2. 简述采用要素计点法进行岗位评价的主要步骤。(14分)

【解析】本小题主要考查岗位评价法中要素计点法的步骤,也是一道“步骤”类的题目,对考生来说难度较大,需要考生掌握要素计点法的全过程,在复习过程中,考生需要对“程序”、“步骤”、“设计”等类题目进行重点的复习,在理解的基础上加以背诵。

采用要素计点法进行岗位评价的主要步骤包括:

(1)确定岗位系列

确定岗位系列是进行岗位评价的基础,明确进行岗位评价的岗位名称、数量以及层级,以此作为岗位评价的对象。

(2)搜集岗位信息

通过工作分析,制定工作说明书,以及采用调查问卷、观察法等方式对岗位的具体信息进行搜集。

(3)选择评价要素

选择若干关键性的薪酬因素,包括工作责任、任职要求、工作环境等。这些要素对岗位绩效能够产生决定性的作用。

(4)定义评价要素

对于选择的评价要素做出清晰的定义,确保每一个评价要素有明确的含义表达,能够与其他要素相互区别。

(5)确定要素等级

每一个要素需要划分不同的等级,一般情况下,要素等级划分为4个,以保证能够清楚区分职位水平。

(6)确定各要素的权重

由于不同要素在企业中的重要程度不同,因此,根据企业特征,对每一个要素确定所对应的权重。

(7)确定各要素及各要素等级的点值

通过上述工作,具体确定各个要素以及要素等级的点值,经过加权求和,最后得到各个岗位的总点数。

3. 简述用人单位在与员工续订劳动合同时,应关注哪些法律规定。(16分)

【解析】本小题主要考查续订劳动合同的法律规定,属于交叉学科问题,考生在作答过程中要对条款的内容和时间准确记忆,尤其是时间一定不能有偏差。考生需注意,劳动关系类问题每年都会出一道大题,书上的案例题也要认真掌握,不能存在侥幸心理。

用人单位在与员工续订劳动合同时,依据《劳动合同法》的规定,特别需要注意以下几种情形:

(1)劳动者在用人单位连续工作满10年的,续订劳动合同时,除劳动者提出订立固定期限劳动合同外,应当订立无固定期限劳动合同。具体包括以下两种情形:

①连续工作满10年的起始时间,应当自用人单位用工之日起计算,包括《劳动合同法》施行前的工作年限;

②用人单位初次实行劳动合同制度或者国有企业改制重新订立劳动合同时,劳动者在该用人单位连续工作满10年且距法定退休年龄不足10年的。

(2)连续订立二次固定期限劳动合同,且劳动者没有该法第39条和第40条第1项、第2项规定的情形,续订劳动合同的,除劳动者提出订立固定期限劳动合同外,应当订立无固定期限劳动合同。

当用人单位已经与劳动者订立了一次劳动合同,在续订第二次劳动合同时,就必须考虑到第二次合同到期时劳动者所拥有的要求订立无固定期限劳动合同的权利。前述订立劳动合同次数中的“第一次”的起算时间是《劳动合同法》生效以后,即2008年1月1日后。

二、计算题

1. 某公司的制度工作日长度为8小时,4月份该公司对其员工张平进行工作日写实。写实结果如表2所示,该月制度工作日为22天。

请根据表2的统计资料,回答以下问题:

(1)计算该员工4月4日之后4个不同时段的工作日利用率。(12分)

(2)计算该员工4月份的出勤率和工作月利用率。(6分)

【解析】本小题考查的是员工的工作日利用率和出勤率以及工作月利用率,需要考生熟记公式,然后作答,难度相对较大。考生在看书过程中,对书上的公式一定要牢牢掌握,不仅要会背,而且要会用,在做计算题时一定要细心,切不可出现计算失误。

(1)工作日利用率说明在计算期内平均一个员工一个工作日实际从事生产作业活动的程度。

①工作日利用率的计算公式为:

②根据工作日利用率的计算公式,计算该员工4月4日之后4个不同时段的工作日利用率分别为:

5日~9日工作日利用率=6/8=75%。

12日~16日工作日利用率=8=%。

19日~23日工作日利用率=8=%。

26日~30日工作日利用率=8=80%。

(2)国家人力资源和社会保障部门有关文件规定,员工全年月平均工作天数和工作小时数分别调整为天和小时。

①该员工4月份的出勤率

出勤率=实际出勤工时/制度工作工时×100%=[5×(6+++/]×100%≈%。

则该员工4月份的出勤率为%。

②该员工4月份的工作月利用率

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