人力资源三级英文单选1-50题英汉版

单项选择题（1-50 英中对照含答案）

1、The process of helping redundant employees to find other work or start new careers is outplacement （B）

帮助失业的员工重新谋职的过程是一个新的职业

A、replacement

B、outplacement

C、release

D、downsizing

替换重新谋职发布精简

2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.

关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上

The group order ranking B、Written essay C、The individual ranking D、Critical incidents

集团排名书面描述法个人排名关键事件评估

3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）

招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主

A、outplacement

B、 evaluation

C、 recruitment

D、training

重新谋职评估人才招聘培训

4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向

A. goals

B. resource

C. result

D. process

目标资源结果方法

5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）

轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。

A. Job analysis

B. Job rotation

C. Job satisfaction

D. Job involvement

工作分析工作轮换工作规范工作认同

6、HR planning is the process of determining the human resources required by the organization to achieve its strategic goals（B）

人力资源规划是确定组织为实现其战略目标所需的人力资源的过程

A. a technique that identifies the critical aspects of a job

一种识别工作关键方面的技术

B.the process of determining the human resources required by the organization to achieve its strategic

goals

确定组织需要的人力资源以实现其战略目标的过程

C.the process of setting major organizational objectives and developing comprehensive plans to

achieve these objectives

制定主要组织目标和制定实现这些目标的全面计划的过程

D. the process of determining the primary direction of the firm

确定公司主要方向的过程

12、Key jobs have all of the following characteristics except they are likely to vary in job content over time （D）

关键工作具有以下所有特性，除了它们可能随着时间而变化的工作内容。

A.they are important to employees and the organization

他们对员工和组织都很重要

B.they vary in terms of job requirements

他们的工作要求各不相同

C.they are used in salary surveys for wage determination

他们被用在工资调查中，以确定工资

D.they are likely to vary in job content over time

随着时间的推移，他们可能会改变工作内容

13、A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as reengineering （C）

一个超越全面质量管理程序的过程，以一种更全面的方法来进行重新设计，这被称为再造工程

A. job redesign 工作再设计

B. process redesign 重新设计

C. reengineering 再造工程

D. rightsizing 调整

（TQM = Total quality management）

14、The job specification describes job requirements relative to skill and physical demands （B）工作规范描述了与技能和体力需求相关的工作要求

A. skill and physical outputs 技能和无力的输出

B. skill and physical demands 技能和体能的要求

C. age and physical demands 年龄和体能的要求

D. experience and physical description 经验和能力的描述

15、When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as organization analysis（B）在确定培训重点应该放在哪里时，对组织的目标、资源和环境的检查称为组织分析

A. task analysis 任务分析

B. organization analysis 组织分析

C. resource analysis 资源分析

D. skills analysis 技能分析

16、The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as the comparison method（c）

工作评估系统将被评估的工作的具体要素与组织内关键工作的相似要素进行比较，称为比较法

A. the point method 分数法

B. job ranking 职位排序法

C. the comparison method 比较法

D. the Hay profile method海氏剖析法

17、The final decision to hire an applicant usually belongs to line management（c）

聘用应聘者的最终决定通常属于直属管理者

A. the HR recruiter 人力资源招聘

B. the HR manager 人力资源经理

C. line management 直线管理

D. co-workers 同事

18、Determining what the content of a training program should be, based on a study of the job duties, is known as task analysis（D ）

根据工作职责的研究确定培训计划的内容，即任务分析

A. organization analysis 组织分析

B. individual analysis 个人分析

C. job analysis 工作分析

D. task analysis 任务分析

19、Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as outplacement assistance（c）有时，组织为被解雇的员工提供服务，帮助他们弥补旧职位和新工作之间的差距。这些服务被称为再就业援助

A. downsizing programs 精简计划

B. “headhunting” assistance programs 猎头援助计划

C. outplacement assistance 就业援助

D. employee assistance programs(EAPs) 员工援助计划

20、Job specifications form the basis for the administration of applicable employment tests. （B）

工作规范构成了适用就业测试管理的基础

A. outlines 概要

B. specifications 规范

C. requirements 要求

D. details 详细资料

21、The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as halo effect or error.（B）评估者倾向于让一个个体对某个特性的评估影响他或她对其他特性的评价，这就是所谓的‘晕轮效应’或‘错误’

A.similarity error 相似错误

B. halo effect or error 晕轮效应或错误

C.leniency error 宽容平价误差

D. single criterion 单准则

22、The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as the paired comparison（A）

绩效评估方法是将每个员工与其他员工进行比较，得出较强或较弱的一对，称为成对比较

A. the paired comparison 成对比较

B. the individual ranking 个人排序法

C. the group order ranking 小组顺序排列法

D.critical incidents 关键事件法

23、Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as person analysis（A）

确定任务绩效是否可以接受，并研究将被放置在培训环境中的个人和群体的特征称为任职分析

A. person analysis 任职分析

B. demographic analysis 人口统计分析

C. individual analysis 个人分析

D. group and individual analysis 团体和个人分析

24.、The lines of advancement for an individual within an organization are known as career paths （A）

组织内个人的晋升路线被称为职业发展道路

A. career paths 职业路线

B. job progressions 工作提升

C. career lines 事业线

D. job paths 工作路径

25、Freedom from criterion deficiency of performance appraisals refers to the extent to which standards capture the entire range of an employee’s responsibilities（B）

评判不渎职的标准是指绩效考核在多大程度上涵盖了雇员的全部职责（中文翻译障碍欢迎修改）

A. standards relate to the overall objectives of the organization

标准与组织的总体目标有关

B. standards capture the entire range of an employee’s responsibilities

标准涵盖了员工职责的全部范围

D.individuals tend to maintain a certain level of performance over time

随着时间的推移，个人倾向于保持一定程度的绩效

D. factors outside the employee’s control can influence performance

员工控制之外的因素会影响绩效

26、The Hay profile method uses which three factors for evaluating jobs?knowledge, mental ability, and accountability（D）

海氏剖析法使用哪三个因素来评估工作？知识，能力，和责任

A.knowledge, skill, and responsibility

知识、技能和责任

B.mental ability, skill, and responsibility

心智能力、技能和责任

C.knowledge, mental ability, and responsibility

知识、能力和责任

D.knowledge, mental ability, and accountability

知识、心理能力和责任

27、Which of the following is not an important component of a meaningful gainsharing plan? depending on top management to develop the gainsharing program（D）

下面哪一个不是一个有意义的分享计划的重要组成部分?依靠高层管理来开发收益共享计划

A. establishing fair and precise measurement standards

建立公平准确的计量标准

B. ensuring that bonus payout formulas are easy to calculate

确保奖金计发公式很容易计算

C. ensuring that bonus payouts are large enough to encourage future employee effort

确保奖金数额足够大，足以鼓励未来员工的努力

D. depending on top management to develop the gainsharing program

依靠高层管理来开发收益共享计划

28、Giving employees more control over decisions about who their co-workers will be is known as team selection（C）

让员工对他们的同事的决定有更多的控制权，这就是所谓的团队选择

A.empowered selection 授权的选择

B. collaboration 协作

C. team selection 团队选择

D. group development 集团发展

29、Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? attitude survey （C）

以下那一项是用来引出员工的意见以便做出决定并开始改变？态度调查

A. suggestion system 提案制度

B. downward communication 向下沟通

C. attitude survey 态度调查

D. empowerment 授权

30、Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as behavior evaluation（C）评估员工在培训计划中所学到的转化为员工绩效的程度被称为行为评价

A. results evaluation 结果评估

B. reaction evaluation 反应评估

C. behavior evaluation 行为评估

D. learning evaluation 学习评估

31、Eliminating what are deemed to be unnecessary layers of management and supervision is known as delayering （A）

减少那些不必要的管理和监督层称为扁平化（简化管理结构）

A. delayering 扁平化

B. downsizing 精简

C. right-sizing 裁员

D. benchmarking 标杆管理

32、The changing environments of Human Resource Management include the following except great changes in the nature of work force（D）

人力资源管理的变化环境除了劳动力性质的巨大变化外，还包括以下几个方面

A. work force diversity 劳动力多元化

B. technological trends 技术发展趋势

C. globalization 全球化

D. great changes in the nature of work force 劳动力的性质发生巨大的变化

33、The aims of human resource planning in any organization might be the following except Neglect the problems of potential surpluses or deficits of people （C）

在任何组织中，人力资源规划的目的可能是除了忽视人们的潜在盈余或赤字问题

A.Attract and retain the number of people required with the appropriate skills, expertise and

competences

吸引和留住需要适当技能、专业知识和能力的人员

B.Reduce dependence on external recruitment when key skills are in short supply by formulating

retention, as well as employee development, strategies

当关键技能缺乏时，减少对外部招聘的依赖，通过制定保留，以及员工的发展，策略C.Neglect the problems of potential surpluses or deficits of people

忽视潜在的盈余或赤字问题

D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment

培养一支训练有素、灵活灵活的员工队伍，从而有助于组织适应不确定和变化的环境的能力

34、Forcasting the supply of people should be based on the following except recruitment plans （B）

人们预测供给应该依据除了招聘计划外的以下几点

A.forecast losses to existing resources through attrition

通过消耗来预测现有的资源损失

B. recruitment plans 招聘计划

C. the effect of changing conditions of work

对工作条件变化的影响预测损失

D.sources of supply from external labor markets

从外部劳动力市场的供给来源

35、The costs of labor turnover include the following except indirect cost of training replacements in the unnecessary skills （D）

劳动力周转率包括除了在不必要的技能上进行替代培训的间接成本外的几个方面

A.direct cost of recruiting replacements

招聘替换的直接成本

B.opportunity cost of time spent by HR and line managers in recruitment

人力资源部门和直线经理在招聘中所花费的时间成本

C.loss arising from reduced input from new starters until they are fully trained

在培训成熟前的新手差异成本

D. indirect cost of training replacements in the unnecessary skills

在不必要的技能上进行替代培训的间接成本

36、Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as competency assessment （B）

有效的评估员工所需技能和知识，特别是针对决策和知识密集型的工作，这被称为能力评估

A. individual assessment 个人评估

B. competency assessment 能力评估

C. organizational assessment 组织评估

D. job assessment 工作评估

37、Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades?job classification system（D）

当按一系列预先确定的工资等级分类工作时，使用哪一种工作评价体系？职位分类系统

A. Hay profile method海氏剖析法

B. job ranking 排序法

C. factor comparison method 因素比较法

D. job classification system 工作分类法

38、The purpose of a profit-sharing plan is to motivate a total commitment to the organization as a whole （B）

利润分享计划的目的是：对整个组织的激励

A.allow workers to contribute specific knowledge to improving the organization

允许员工为改进组织贡献专业知识

B.motivate a total commitment to the organization as a whole

激励整个组织

C.enable workers to share in labor cost savings

让工人分担劳动力成本

D.instill commitment to the employees’ immediate work group

对员工即时小组的承诺

39、One of the primary benefits of cross-training employees is that cross-training helps employees identify trouble spots that cut across several jobs （B）

交叉培训员工的主要好处之一是交叉培训能帮助员工识别多个岗位上的问题

A.cross-training enables individuals to exert more effort on their job

交叉培训能使员工在工作上更加努力

B.cross-training helps employees identify trouble spots that cut across several jobs

交叉培训可以帮助员工识别多个岗位上的问题

C.cross-training enables managers to spend less time supervising individual performance

交叉培训能让经理们花更少的时间来监督个人的表现

D.cross-training enables managers to save more money in labor costs

交叉培训使管理者能够节省更多的劳动力成本

40、Which of the following is not an approach used by organizations to try to lower labor costs? employee development（D）

下列哪一项不是组织用来降低劳动力成本的方法？

A. downsizing 精简

B. outsourcing 外包

C. productivity enhancements 增强生产力

D. employee development 员工发展

41、An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a situational interview（C）

在面试中，应聘者被告知一个假设的事件，并被问及他或她将如何应对这一事件，这是一个情景面试

A. computer interview 电脑面试

B. panel interview 小组面试

C. situational interview 情景面试

D. nondirective interview 非定向面试

42、The desired outcomes of training programs are formally stated as instructional objectives（C）

培训计划的预期结果正式列为教学目标

A. training goals 培养目标

B. learning objectives 学习目标

C. instructional objectives 教学目标

D. learning goals 学习目的

43、Career counseling involves talking with employees about all of the following except Their past career decisions（B）

职业咨询包括与员工谈论以下所有事情，除了他们过往的职业生涯

A.Their current job activities and performance.

他们目前的工作和表现

B.Their past career decisions.

他们过去的职业生涯

C.Their personal and career interests and goals.

他们个人的职业兴趣和目标

D.Their personal skills.

他们的个人能力

44、In most instances, who is in the best position to perform the function of appraising an employee’s performance? the employee’s supervisor（B）

在大多数情况下，谁最能胜任评估员工绩效的职能？员工的主管

A. someone from the HR department 人事部人

B. the employee’s supervisor 员工的主管

C. the employee 员工

D. co-workers 同事

45、The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as job evaluation（D）

确定工作的相对价值以确定不同工作的报酬率的过程称为工作评价

A. job determination 工作的决心

B. job diagnosis 工作的诊断

C. job analysis 工作分析

D. job evaluation 工作评价

46、Profit sharing refers to any procedure by which an employer pays employees current or deferred sums based on the organization’s financial performance（D）

利润分享是指雇主根据公司的财务状况向员工支付当前或延期支付的费用

A.an incentive based on their merit

一种基于他们优点的激励

B.an incentive based on labor cost savings

一种节约劳动力成本的措施

C. a bonus based on the overall productivity of their particular work group

基于他们特定工作小组的整体生产力的奖金

D. current or deferred sums based on the organization’s financial performance

基于公司财务业绩向员工支付当前或延期支付的费用

47、All of the following are prevalent reasons for failure among expatriates except distaste for travel（D）

除了讨厌旅行以外，以下是外籍人士失败的普遍原因

A. a spouse’s inability to adapt 配偶无法适应

B. a manager’s personality 一个管理者的性格

C. inability to cope with larger responsibilities 无法承担更大的责任

D. distaste for travel 讨厌旅行

48、Communication systems should provide accurate information regarding all of the following except employee background and personal data（B）

除了员工背景和个人资料外，通信系统应提供下列所有信息

A. business plans and goals 商业计划和目标

B. employee background and personal data 员工背景和个人资料

C. unit and corporate operating results 单位和公司经营业绩

D. incipient problems and opportunities 初期的问题和机会

49、Reengineering often requires that managers start from scratch in rethinking all of the following except how organizations should compete（D）

业务流程再设计要求管理人员从头开始重新考虑以下所有事项，除了组织应该如何竞争。

A. how work should be done 应该如何工作

B. how technology and people should interact

人们和技术该如何相互作用

C．how the entire organization should be structured

如何整合组织结构

D. how organizations should compete

组织如何竞争

50、The core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people is called task significance（C）

描述工作对他人的生活或工作有重大影响的程度的核心工作维度称为任务重要性

A. skill variety 技能多样性

B. task identity 任务完整性

C. task significance 任务重要性

D. autonomy 自治