人力资源二级英文答案
英语人力资源管理50题
英语人力资源管理50题1. In a company, the process of identifying and attracting potential employees is called _____.A. recruitmentB. selectionC. trainingD. development答案：A。
本题考查人力资源管理的基本概念。
选项A“recruitment”意为招聘，指识别和吸引潜在员工的过程，符合题意。
选项B“selection”指选拔，侧重于从候选人中挑选合适的人员。
选项C“training”是培训，针对已入职员工提升技能。
选项D“development”是发展，通常指员工在职业上的长期发展规划。
2. The department responsible for managing employees' performance and providing feedback is _____.A. HRB. FinanceC. MarketingD. Operations答案：A。
在公司中，负责管理员工绩效并提供反馈的部门通常是人力资源部门（HR）。
选项B“Finance”是财务部门，主要处理财务相关事务。
选项C“Marketing”是市场营销部门，专注于市场推广和销售。
选项D“Operations”是运营部门，负责日常业务运营。
3. The term used to describe the knowledge, skills, and abilities that an employee brings to a job is _____.A. job descriptionB. job specificationC. competencyD. Workload答案：C。
“Competency”指的是员工带到工作中的知识、技能和能力。
选项A“job description”是工作描述，详细说明了工作的职责和任务。
人力二级英语资料
《企业人力资源管理人员》（人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1.Allowance2. Behavior modeling3. Cross-cultural preparation4. Delayering5. Career anchor6. Exit interview7. Merit guideline8. Orientation9. Psychological contract10. Retention plan11. 平等主义12. 知识资产13. 个人主义/集体主义14. 士气15. 重新谋职咨询二、单项选择（每题2分，共20分）1.Which of the following are basic functions all managers should perform exceptA.planningB.staffingC.recruitingD.controlling2.refers to the practices and policies you need to carry out the people or personnel aspects of your managementjob.A.human capitalB.human resource planningC.job analysisD.human resource management3.are authorized to direct the work of subordinates.A.peersB.line managersC.HR managersD.Headquarters4.Which of the following functions are not the HR manager should carries out?A. a line functionB. a coordinative functionC. a controlled functionD.staff(service)functions5.refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.A.globalizationB.international recessionsC.cultural shockD.orientation6.determines the human resources required by the organization to achieve its strategic goals.A.human capitalB.human resource planningC.job analysisD.human resource management7. A method of analyzing turnover which is particularly useful for human resource planners is the .A. half indexB. stability indexC. the labor turnover indexD. survival rate8. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.A. feedbackB.benchmarkingC. performanceD. merit9.The training techniques are classified into three groups according to where they are generally used except:A.On the job techniquesB.Off the job techniquesC. On the job and off the job techniquesD. On the job or off the job techniques10. is the technique of telling or showing a trainee how to do a job and then allowing him or her to get on with it.A. coachingB. job instructionC. assignmentsD. demonstration三、阅读理解（每题3分，共30分）（一）An analysis of the reasons for leaving derived from exit interviews will provide useful information on which to base retention plans. Exit interviews aim to establish why people are leaving, not to persuade them to stay. The reasons for leaving can be classified under the following headings:●More pay;●Better prospects (career move);●More security;●More opportunities to develop skills;●Better working conditions;●Poor relationships with manager/team leader;●Poor relationship with colleagues;●Bullying or harassment;●Personal-pregnancy, illness, moving away from area etc.Exit interviews aim to elicit opinions on any specific reasons for dissatisfaction under any of the above non-personal headings. Some leavers will be forthcoming, others will not. It is up to the interviewer to probe skillfully and sensitively to establish reasons for dissatisfaction or unhappiness so that where those feelings are justified; something can be done about them. Judgment is required to sort out genuine complaints from unjustified or exaggerated ones. An analysis of reasons should take place and trends be noted. General issues can be addressed by reviewing employment and reward policies and practices. Issues affecting particular managers should also be tackled. This may be difficult if it is a behavioral matter, e.g. bullying, but if there is a build-up of information that suggests that this may be the case, the problem cannot be ignored.However, exit interviews alone are not completely reliable, and it is desirable to gain a more comprehensive picture of the views of existing employees through attitude surveys.1.An analysis of the reasons for leaving derived from will provide useful information on which to base retention plans.A. exit interviewsB. job analysisC. job descriptionD. job specification2. The reasons for leaving can be classified under the following headings except:A. More payB. Better career moveC. Better working conditionsD. good relationship with colleagues3.From this passage, we can infer that:A. Exit interviews aim to establish why people are leaving and to persuade them to stay.B. This may be easy if it is a behavioral matter.C. Exit interviews alone are completely reliableD. Exit interviews are very important for most organizations.4.. The best title of this passage is .A the labor turnover indexB. analysis of reasons for turnoverC. the cost of labor turnoverD. exit interviews5.This article might be extracted from the paper about .A.performance appraisalB.human resource planningC.training and developmentD.reward systems（二）Programmed learning consists of a text that progressively feeds information to trainees. After each piece of information, questions are posed that the trainee should answer correctly before moving on.The basic principles of programmed learning are as follows:1. The subject matter is presented in small units called frames.2. Each frame requires a response from the trainee. Thus he or she is actively involved in the learning process.3. The trainee is told if his or her answer is correct at once. This rapid feedback gives immediate reinforcement to thetrainee or immediately corrects a misunderstanding.4. The units of information are arranged in correct subject matter sequence and pose increasingly difficult questions.This means that the designer has had to analyze the learning steps required with great care.5. Trainees work independently and at their own pace. Thus they work as quickly or as slowly as they like.Programmed instruction is primarily a method of systematic presentation, which relies a great deal on theself-motivation of the trainee. In its usual form it is quite different from discovery learning, which is more concerned with skills than knowledge and allows the trainee greater scope to find out for him- or herself.Programmed texts may result in an over mechanical learning process, and this could hinder retention. But there are considerable advantages in using this method in conjunction with others as a means of ensuring that the trainee is ready, willing, and able to deal with the material confronting him or her and take an active part in learning.1. Programmed learning is the training technique.A.On the job techniquesB.Off the job techniquesC. On the job and off the job techniquesD. On the job or off the job techniques2..According to the passage, the following statements are false except .A After each piece of information, questions are posed that the trainee should not answer correctly before move on.B. Programmed learning is not primarily a method of systematic presentation.C. Programmed learning relies a great deal on the self-motivation of the trainee.D. Programmed learning may result in an over mechanical learning process, and this could help retention.3.This article might be extracted from the book about .A.performance appraisalB.human resource planningC.training and developmentbor relations4.The basic principles of programmed learning are as follows, except:A. each frame requires a response from the trainer.B. the subject matter is presented in small units called frames.C. trainees work independently.D. the units of information are arranged in correct subject matter sequence.5.. This passage is illustrating .A. programmed learningB. case studyC. role playingD. group exercises四、写作（共20分）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
人力资源管理-Unit-英文-习题与标准答案
人力资源管理-Unit-英文-习题与答案————————————————————————————————作者：————————————————————————————————日期：2Chapter 2: Equal Opportunity and the LawMultiple Choice1.Every time you advertise a job opening, interview, test or select a candidate orappraise an employee, you should be aware of:a.equal employment opportunity lawb.anti-discrimination lawc.criminal lawd.both a and be.both a and c(d; moderate)2.The _____ Amendment to the US Constitution states, “no person shall bedeprived of life, liberty, or property, without due process of the law.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(b; moderate)3.The _____ Amendment to the US Constitution makes it illegal for any state to“make or enforce any law which shall abridge the pr ivileges and immunities of citizens of the United States.”a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)4.Which Amendment to the US Constitution is generally viewed as barringdiscrimination based on sex, national origin, or race?a.Firstb.Fifthc.Tenthd.Thirteenthe.Fourteenth(e; moderate)5.In the US, Title VII of the Civil Rights Act prohibits discrimination based onall of the following characteristics except _____.a.raceb.sexual orientationc.colord.religione.national origin(b; moderate)196.In the US, the _____ made it unlawful to discriminate in pay on the basis ofsex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions.a.Title VIIb.Equal Pay Actc.Executive Order (US President)d.Age Discrimination in Employment Acte.13th Amendment to the US Constitution(b; moderate)7.Which of the following factors is not an acceptable basis for different pay forequal work under the US Equal Pay Act?a.genderb.seniority systemc.merit pay systemd.quality of productione.all are unacceptable factors(a; moderate)8.The US EEOC guidelines define sexual harassment as:a.unwelcome sexual advancesb.requests for sexual favorsc.verbal sexual conductd.physical sexual conducte.all the above(e; moderate)9. In the US, when is sexual harassment a violation of sex harassment law?a.when such conduct has the purpose or effect of substantially interferingwith a person’s work performanceb.when such conduct has the purpose or effect of creating an intimidating,hostile, or offensive work environmentc.when a crime of violence is motivated by genderd.both a and be.all of the above(d; moderate)10. In the US, _____ exists when an employer treats an individual differentlybecause that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd. Adverse impacte. Prima facie(a; easy)2011. In the US, _____ refers to the total employment process that results in asignificantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a.disparate treatmentb.disparate impactc.unintentional discriminationd.adverse impacte.prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification(BFOQ) as a defense against charges of discrimination based on _____.a.raceb.sexual orientationc.aged.gendere.all of the above(c; easy)13. In the US, religion may be used as a BFOQ if _____.a. a religious organization requires employees to share its religionb.an employer does not want to honor an employee’s religious holidaysc.hiring a person to teach in a nondenominational schoold.all of the abovee.none of the above(a; moderate)14. Which of the following characteristics could serve as a BFOQ depending onthe nature of the job requirements?a.ageb.genderc.national origind.religione.all of the above(e; easy)15. Organizations can measure diversity by using _____.a.equal employment hiring metricsb.employee attitude surveysc.management and employee evaluationsd.focus groupse.all of the above(e; moderate)16. Diversity management includes the following step(s):a.provide strong leadershipb.assess the situationc.provide diversity trainingd. a and be.a, b and c(e; moderate)2117. In providing strong leadership in diversity management, the CEO of acompany musta.take a personal interestb.become the role modelc.talk to every workerd. a and be.a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the following:a.equal employment hiring and retention metricsb.employee attitude surveyc.employee evaluationd. a and be.a, b and c(e; moderate)19. The objectives of diversity training include the following:a.make employees aware of value differencesb.build self esteem of the different ethnic groupsc.create a friendly atmosphere in the companyd. a and be.a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplaceby laws at the:a.federal levelb.state levelpany leveld. a and be.all of the above(d; moderate)21. In Australia, employees who have been discriminated against by an employermay complain to the:a.Human Rights and Equal Opportunity Commissionb.Ministry of Laborc.Prime Ministerd.Parliamente.All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following:a.work situationb.non-work situationc.special situationd. a and be.a, b and c(d; easy)2223. In Hong Kong, the Equal Opportunities Commission provides employers witha code of practice on:a.job advertisementsb.job titlespensationd.promotione.all of the above(e; moderate)24. In Indonesia, under the employment law, pregnant women have the followingrights:a.they cannot be dismissedb.they can return to their job after maternity leavec.they can have six months of maternity leaved. a and be.a, b and c(d; moderate)\25. In Japan, the Labor Standards Law prohibits the following:a.discrimination based on nationalityb.discrimination based on creedc.discrimination based on social statusd. a and be.a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encouragesself-regulation on the part of employers in:a.recruitmentb.selectionc.appraisald.traininge.all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommendsthat employers should not discriminate employees based on:a. raceb. religionc. aged. gendere. all of the above(e; easy)2328. In Singapore, the Code of Responsible Employment Practices is recommendedby:a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the following:a.meritb.experiencec.capabilityd. a and be.a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) ofemployment:a.recruitmentb.trainingc.appraisald. a and be.a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits employers fromdiscrimination against workers by:a.genderb.nationalityc.religiond.social statuse.all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it isrecommended that companies with over 300 workers should have a minimum ____ percent of their workers in the above-55 age group.a.Threeb.Fivec.Tend.Fifteene.Twenty(a; moderate)2433. In Malaysia, under the Code of Practice for the Prevention and Handling ofSexual Harassment at the Workplace, the Ministry of Manpower has:a.special division to deal with harassment casesb.the power to jail any person accused of sexual harassmentc.the power to fine any person accused of sexual harassmentd.the power to compensate the victim of sexual harassmente.all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a.sue employers for passing sexist remarksb.sue colleagues for passing sexist remarksc.seek compensation from the governmentd. a and be.none of the above(d; easy)True/ False35.Managers in non-U.S. companies must be aware of equal employmentopportunity laws in the US and in countries where they do business. (T; easy) 36.U.S. citizens working overseas for U.S. companies do not have the same equalemployment opportunity protection as those working within U.S. borders. (F;easy)37.In the U.S., equal employment opportunity laws were only introduced a fewyears ago. (F; easy)38.Managing diversity means maximizing diversity’s potential advantages whileminimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39.Equal employment opportunity practices have become necessary because oflegal requirements. (T; easy)40.Equal employment opportunity practices have become necessary because ofglobalization. (T; moderate)41.Equal employment opportunity practices have become necessary because ofchanges in workforce demographics. (T; moderate)42.In most countries, the workforce consists of people from different ethnic origins.(T; moderate)43.Global companies actively recruit and maintain a diverse workforce to tap thetalents from different ethnic groups (T; moderate)44.Managing diversity implies that companies are exploiting workers fromdifferent ethnic groups (F; difficult)2545.Managing diversity involves only compulsory management action. (F;moderate)46.Managing diversity involves only voluntary management action. (F; moderate)47.Managing diversity involves both compulsory and voluntary management action.(T; moderate)48.Managing diversity involves more than just employing workers of differentethnic origins. (T; difficult)49.In most countries, there are laws to prevent discrimination at the workplace (T;easy)50.Diversity management training should include inter-group conflict managementskills. (T; moderate)51.In diversity management practices, supervisors must be trained to deal withinter-group conflict. (T; moderate)52.Training foreign workers in their own language will help them to be moresensitive to ethnic differences. (T, difficult)53.Teaching foreign workers how to speak English will help them to be moresensitive to other cultures. (T; difficult)54.Having employees from different backgrounds helps the company to understanddifferent customer preferences. (T; moderate)55.Having employees from different ethnic groups helps the company to project amulti-cultural image. (T; moderate)56.It is expensive to maintain a multi-cultural workforce. (F; moderate)57.Workplace diversity makes strategic sense. (T; easy)58.Equal employment opportunity is the same as affirmative action. (F; moderate)59.Equal employment opportunity means giving every person an equal chance toget a job. (T; easy)60.The objective of affirmative action is to eliminate past effects of pastdiscrimination. (T; moderate)61.Affirmative action implies giving privileges to some protected groups. (T;difficult)62.Managing diversity is voluntary. (T; moderate)63.Affirmative action programs are mandatory. (T; moderate)2664.In Australia, there are laws to ensure that only Australians are not discriminatedagainst in the workplace. (F; easy)65.In Australia, employees who have been discriminated against by an employermay complain to the Human Rights and Equal Opportunity Commission. (T;easy)66.In Australia, non-Australian employees are not protected against discrimination.(F; difficult)67.In Hong Kong, advertisements that specify gender or marital status are barred.(T; moderate)68.In Hong Kong, the Sex Discrimination Ordinance deals only with discriminationbased on the grounds of sex. (F; moderate)69.In Hong Kong, the Sex Discrimination Ordinance deals with discriminationbased on the grounds of sex, marital status and pregnancy. (T; moderate)70.In Hong Kong, the Sex Discrimination Ordinance covers only work situations.(F; moderate)71.In Hong Kong, it is illegal to have different titles for men and women doing thesame work. (T; moderate)72.In Hong Kong, the Family Status Ordinance protects persons who areresponsible for taking care of their family members. (T; moderate)73.In Hong Kong, the Equal Employment Commission has to power to investigatenon-compliance with the law. (T; easy)74.In Indonesia, there are no anti-discrimination laws for female employees. (T;easy)75.In Indonesia, as there are no anti-discrimination laws, employers may dismisspregnant workers. (F; moderate)76.In Japan, the Equal Employment Opportunity Law provides equality inopportunities concerning recruitment, payment, promotion and training between male and female workers. (T; easy)77.In Japan, the Labor Standards Law prohibits only discrimination in wages andwork hours. (F; moderate)78.Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79.In Singapore, the Code of Responsible Employment Practices helps employersto promote responsible employment practices. (T; easy)80.In Singapore, the Code of Responsible Employment Practices is issued by thegovernment. (F; moderate)2781.In Singapore, employers may be jailed for not complying with the Code ofResponsible Employment Practices. (F; difficult)82.In Singapore, workers may sue their employers under the Code of ResponsibleEmployment Practices. (F; difficult)83.In South Korea, under the Aged Employment Promotion Act, all companiesmust employ some workers in the above-55 age group. (F; moderate)84.In South Korea, under the Employment Promotion Act for the Handicapped, allcompanies must employ some handicapped workers. (F; moderate)85.In South Korea, the Labor Standard Act prohibits employers fromdiscrimination against workers by gender, nationality, religion or social status.(T; easy)86.In Malaysia, the Code of Practice for the Prevention and Handling of SexualHarassment at the Workplace provides a mechanism for redress. (T; moderate) 87.In Malaysia, the Ministry of Human Resources has a special division to handlesexual harassment cases. (T; moderate)88.In Malaysia, the government encourages trade unions to include sexualharassment clauses in the collective agreements. (T; easy)89.In Thailand, women are protected under the Labor Protection Law. (T;moderate)90.In Thailand, women workers may sue their colleagues for making sexist remarksat the workplace. (T; moderate)91.In order to attract the best candidates, employers should adoptnon-discriminatory HR practices. (T; easy)92.Employers should apply non-discriminatory criteria only for some aspects ofemployment. (F; easy).93.Criteria and terms of employment should be made known to all employees. (T;moderate)94.There are business situations where a person’s race may be a requirement for thejob. (T; difficult)95.There are business situations where a person’s national origin may be arequirement for the job. (T; difficult)28Essay/ Short Answer96.What are the five sets of voluntary organizational activities that support thesuccess of a diversity management program? (moderate)Answer: The activities are to provide strong leadership, assess the situation, provide diversity training and education, change culture and management systems, and evaluate the diversity management program.97.Several Asian countries have introduced anti-discrimination laws that make itunlawful to treat a person unfairly because of certain attributes. Give two examples.Answer: In Japan, the Labor Standards Law prohibits discrimination in wages, work hours and other labor conditions because of nationality, creed or social status. In South Korea, its Labor Standard Act prohibits employers from discrimination against workers by gender, nationality, religion, or social status.98.What is the purpose of introducing the Code of Responsible EmploymentPractices in Singapore?Answer: To help employers promote responsible employment practices regardless of race, religion, age, gender, marital status, disability or factors which are not relevant to the job.99.In some business situations, a person’s race, nationality or religion may be arequirement for a job. Give some examples.Answer: a) When the employee is recruit to deal with clients of a specific language group. b) When the employee has to handle food or products that are not permitted by some religions (e.g. Muslims are not allowed to handle pork;Hindus do not eat beef).29。
【自考】人力资源管理本科真题及课件讲义-2018年10月自考《英语(二)00015》试题和答案
2018年10月高等教育自学考试全国统一命题考试英语(二) 试卷(课程代码00015)本试卷共8页。
满分l00分，考试时间l50分钟。
考生答题注意事项：1.本卷所有试题必须在答题卡上作答。
答在试卷上无效，试卷空白处和背面均可作草稿纸。
2.第一、二部分在“选择题答题区”作答。
必须对应试卷上的题号使用2B铅笔将“答题卡的相应代码涂黑。
3.第三一七部分在“非选择题答题区”作答。
必须注明大、小题号，使用0．5毫米黑色字迹签字笔作答。
4．合理安排答题空间，超出答题区域无效。
第一部分：阅读判断(第l～l0题，每题l分，共10分)下面的短文后列出了10个句子，请根据短文的内容对每个句子作出判断：如果该句提供的是正确信息，选择A；如果该旬提供的是错误信息，选择B；如果该句的信息文中没有提及，选择C。
在答题卡相应位置上将答案选项涂黑。
第二部分：阅渎选择(第11～15题，每题2分，共l0分)阅渎下面短文，请从短文后所给各题的4个选项(A、B、C、D)中选出1个最佳选项，并在答题卡相应位置上将该项涂黑。
第三部分：概括段落大意和补全句子(第16～25题，每题l分，共10分) 阅读下面短文，请完成短文后的2项测试任务：(1)从第l6～20题后所给的6个选项中为第1～5段每段选择1个正确的小标题；(2)从第21～25题后所给的6个选项中选择5个正确选项，分别完成每个句子。
请将正确选项的字母写在答题卡上。
第四部分：填句补文(第26～30题，每题2分，共10分)下面的短文有5处空自，短文后有6个句子，其中5个取自短文，请根据短文内容将其分别放回原有位置，以恢复文章原貌，请将正确选项的字母写在答题卡上。
第五部分：填词补文(第31～40题，每题l.5分，共I5分)下面的短文有l0处空白，短文后列出12个词，其中10个取自短文，请根据短文内容将其分别放回原有位置，以恢复文章原貌，请将正确选项的字母写在答题卡上。
第六部分：完形补文(第41～50题，每题l.5分，共l5分)下面的短文有l0处空白，每处空白后的括号内有一个词，请根据短文内容将其正确的形式填入文中，以恢复文章原貌，并将答案写在答题卡相应的位置上。
人事部二级笔译真题
人事部二级笔译2009年5月真题（实务）E-C TranslationCompulsory Translation There was, last week, a glimmer of hope in the world food crisis. Expecting a bumper harvest, Ukraine relaxed restrictions on exports. Overnight, global wheat prices fell by 10 percent.By contrast, traders in Bangkok quote rice prices around $1,000 a ton, up from $460 two months ago.Such is the volatility of today‟s markets. We do not know how high food prices might go, nor how far they could fall. But one thing is certain: We have gone from an era of plenty to one of scarcity. Experts agree that food prices are not likely to return to the levels the world had grown accustomed to any time soon.Imagine the situation of those living on less than $1 a day - Imagine the situation of those living on less than $1 a day - the “bottom billion,” the poorest of the the “bottom billion,” the poorest of the w orld‟s poor. Most live in Africa, and many might typically spend two -thirds of their income on food. In Liberia last week, I heard how people have stopped purchasing imported rice by the bag. Instead, they increasingly buy it by the cup, because that‟s all Instead, they increasingly buy it by the cup, because that‟s all they can afford. they can afford.Traveling though West Africa, I found good reason for optimism. In Burkina Faso, I saw a government working to import drought resistant seeds and better manage scarce water supplies, helped by nations like Brazil. In Ivory Coast, we saw a women‟s cooperative running a chicken farm set up with UN funds. The project generated income - and food - for villagers in ways that can easily be replicated.Elsewhere, I saw yet another women‟s group slowly expanding their local agricultural production Elsewhere, I saw yet another women‟s group slowly expanding their local agricultural production, , with UN help. Soon they will replace World Food Program rice with their own home-grown produce, sufficient to cover the needs of their school feeding program.These are home-grown, grass-roots solutions for grass-roots problems - precisely the kind of solutions that Africa needs.Topic 1For a decade, metallurgists studying the hulk of the Titanic have argued that the storied ocean liner went down quickly after hitting an iceberg because the ship's builder used substandard rivets that popped their heads and let tons of icy seawater rush in. More than 1,500 people died.Now a team of scientists has moved into deeper waters, uncovering evidence in the builder ‟s own archives of a deadly mix of great ambition and use of low-quality iron that doomed the ship, which sank 96 years ago Tuesday.The scientists found that the ship's builder, Harland and Wolff, in Belfast, struggled for years to obtain adequate supplies of rivets and riveters to build the world's three biggest ships at once: the Titanic and two sisters, Olympic and Britannic.Each required three million rivets, and shortages peaked during Titanic ‟s construction."The board was in crisis mode," said Jennifer Hooper McCarty, a member of the team that studied the company the company‟‟s archive and other evidence. "It was constant stress. Every meeting it was, …There There‟‟s problems with the rivets, and we need to hire more people problems with the rivets, and we need to hire more people‟‟." The team collected other clues from 48 Titanic rivets, using modern tests, computer simulations, comparisons to century-old metals and careful documentation of what engineers and shipbuildersof the era considered state of the art. The scientists say the troubles began when the colossal plans forced Harland and Wolff to reach beyond its usual suppliers of rivet iron and include smaller forges, as disclosed in company and British government papers. Small forges tended to have less skill and experience.Adding to the threat, the company, in buying iron for Titanic ‟s rivets, ordered No. 3 bar, known as "best," not No. 4, known as "best-best," the scientists found. They also discovered that shipbuilders of the day typically used No. 4 iron for anchors, chains and rivets.So the liner, whose name was meant to be synonymous with opulence, in at least one instance relied on cheap materials.The scientists argue that better rivets would have probably kept the Titanic afloat long enough for rescuers to have arrived before the icy plunge, saving hundreds of lives.C-E Translation Compulsory Translation“中国制造”模式遭遇发展瓶颈，这种模式必须要改进和提高。
上海人力资源二级英语作文十篇及答案
人力资源管理师英语作文范文（仅供参考）（一）写作（共20分）某公司欲招聘一位会计主管（chiefaccountant），需要人力资源管理部门为其编制一份职位说明书（JobDescription），假如公司总经理要求你来完成这项工作，请你[]35–PositionchiefaccountantDepartmentfinancialdepartmentAccountabletoCFOSalary/paygrade3[yes]35–40hrs/wk[]20–35hrs/wk[]lessthan20hrs/wkJobsummary工作概要Workcloselywiththecompany’sCFO,andensurethatalloftheresponsibilitiespertainingtotheaccountingdepartmentaremet.Developanddirecttheactivitiesoftheprofessionalstaffinvolvedwiththefinancialaspectsofo perations,（财务运营方面）includingforecasting,planning,budgeting,creditandcollections,costaccounting,andfinanc ialcontrolsystems.翻译：开发和直接参与财务运营方面的专业人员活动，包括预测，计划，预算，信用和收款，成本会计，财务控制系统。
Responsibilities/dailytasks职责/日常任务ReporttotheCFOandberesponsiblefor allaccountingfunctions.Administrationdepartment;Marketingdepartment;Manufacturingdepartment;R&Ddepartmenteta：00，起薪为每月4000元，试用期3个月。
二级人力资源管理师英语二级10套(答案)
专业英语试卷1一、英汉互译1. Behavior modeling 行为模拟2. Employee leasing 员工租借3. Factor comparison system 因素比较法4. Graphic rating-scale method 图式评估法5. Panel interview 小组面试6. Replacement charts 替换表7. Selection 甄选8. Vesting 既得利益9. Team leader training 团队领导培训10. Profit sharing 利润分享11. Psychological support 心理支持12. Skill-based pay 技能工资13. Web-based training 网上培训14. Key jobs 关键工作15. Job enlargement 工作扩大化二、单项选择1. mentors 导师2. change the person, not the behavior 改变人的行为3. cultural trends 文化趋势4. job analysis 工作分析5. designed to help terminated employees find a job elsewhere 旨在帮助终止雇员到别处找工作6. effective delegatory skills 有效的delegatory技能7. behavior method 行为方法8. skill-based pay plans 技能工资方案9. use a classroom-oriented approach so employees learn by lectures 使用方法让员工学习课堂讲座10. They are free of most biases that other rating sources may have他们是自由最偏见，其他来源的评价可能有三、阅读理解1.Performance management for knowledge workers知识型员工绩效管理2.Is reluctant to share knowledge with colleagues不愿与同事分享知识3. At Bain, partners are eager to share knowledge with colleagues. 贝恩的合作伙伴，渴望分享知识与同事。
二级人力资源考试题
二级人力资源考试题Human Resource Management Exam QuestionsIntroductionThe field of human resource management (HRM) plays a crucial role in organizations by ensuring the effective utilization of human capital. In this article, we will explore a set of exam questions related to second-level HRM concepts and techniques. Each question is designed to test your knowledge and understanding of various HRM functions and strategies.Question 1: Employee Recruitment and SelectionDescribe the recruitment and selection process in detail and outline its significance in an organization's HRM practices.Answer:The recruitment and selection process is a crucial aspect of HRM as it involves attracting and selecting suitable candidates for job positions within an organization. This process usually consists of the following steps:1. Job Analysis: This involves analyzing the requirements and responsibilities of a job position, including its qualifications, skills, and experience.2. Job Posting: The organization advertises the job opening using various channels such as job boards, online platforms, and internal announcements.3. Application Screening: The HR department screens the received applications to shortlist candidates who meet the basic requirements for the job.4. Interviews: Shortlisted candidates are called in for interviews, which may be conducted in one or multiple stages. Interviews can be structured or unstructured, and may involve panel interviews or one-on-one discussions.5. Assessment and Evaluation: Different assessment methods, such as aptitude tests, simulations, and group exercises, are used to evaluate candidates' competencies and suitability for the job.6. Background Checks and References: The organization may conduct background checks and contact references provided by candidates to verify their qualifications and work experience.7. Selection Decision: Based on the evaluations and assessments, the HR department makes a final selection decision and offers the job to the chosen candidate.The significance of the recruitment and selection process lies in ensuring that the organization attracts the best talent available, leading to improved productivity, higher organizational performance, and a positive work environment.Question 2: Employee Training and DevelopmentExplain the importance of employee training and development programs and discuss various methods used to enhance employees' skills and knowledge.Answer:Employee training and development programs are essential in today's dynamic business environment. They help organizations enhance the skills, knowledge, and capabilities of their workforce. The significance of such programs can be outlined as follows:1. Improved Performance: Training equips employees with the necessary skills and knowledge to perform their job effectively, leading to improved individual and organizational performance.2. Adaptability to Technological Changes: Regular training ensures that employees can adapt to technological advancements and industry changes, staying updated with the latest tools and practices.3. Employee Satisfaction and Retention: Providing opportunities for growth and development increases employee job satisfaction, motivation, and loyalty towards the organization.4. Succession Planning: Training programs identify potential future leaders within the organization and prepare them for leadership roles, ensuring a smooth transition when vacancies arise.Methods used for employee training and development include:1. Classroom Training: Traditional training conducted in a classroom setting where trainers deliver lectures, presentations, and facilitate discussions.2. On-the-Job Training: Employees learn while performing their job under the supervision of experienced colleagues or trainers.3. E-Learning: Utilizing online platforms, courses, and modules to provide self-paced training to employees.4. Coaching and Mentoring: Experienced employees or external coaches guide and mentor individuals to enhance their skills and knowledge.5. Workshops and Seminars: Organizing short-term workshops and seminars with subject matter experts to address specific training needs.6. Job Rotation: Employees are transferred across different roles and departments to gain diverse experience and develop a broad skill set.By implementing a comprehensive training and development program, organizations can foster employee growth, enhance overall capabilities, and gain a competitive edge in the market.Question 3: Performance Management and AppraisalDiscuss the process and significance of performance management and appraisal in organizations.Answer:Performance management and appraisal refers to the process of evaluating employees' performance, providing feedback, and identifying areas for improvement. The process involves the following steps:1. Goal Setting: Managers and employees collaboratively set clear and measurable performance goals aligned with organizational objectives.2. Ongoing Feedback: Regular communication, including informal discussions and feedback sessions, help employees track their progress and make necessary adjustments.3. Performance Review: Periodic performance reviews are conducted, usually annually or semi-annually, to assess employees' accomplishments, strengths, and areas requiring improvement.4. Performance Appraisal: The HR department or managers assess employees' performance against predefined criteria, using methods such as rating scales, behavioral assessments, or ranking systems.5. Performance Feedback: Based on the appraisal, managers provide feedback to employees, discussing their performance, identifying strengths, and offering suggestions for improvement.6. Development Planning: Employees and managers create individual development plans to address skill gaps, enhance strengths, and align with career goals.The significance of performance management and appraisal can be summarized as follows:1. Identification of High Performers: Appraisals help distinguish high-performing employees who can be recognized and rewarded accordingly.2. Employee Motivation: Constructive feedback and recognition foster a positive work culture, motivating employees to perform better.3. Skill Enhancement: Performance appraisals highlight areas for improvement, enabling employees to enhance their skills and capabilities.4. Alignment with Organizational Goals: The process ensures employees' goals are aligned with organizational objectives, contributing to overall success.5. Basis for Compensation and Promotion Decisions: Performance assessments assist in determining pay raises, bonuses, and promotions based on individual achievements.By implementing an effective performance management and appraisal system, organizations can ensure a motivated workforce, enhanced performance, and continuous growth.ConclusionHuman resource management encompasses various functions, from recruitment and selection to training and development, and performance management and appraisal. This article has provided insights into these areas and highlighted their significance in organizational success. By understanding and effectively implementing these HRM concepts and strategies, organizations can maximize their human capital and achieve sustainable growth.。
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三、写作（1）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
Job Description（参考答案）Position chief accountant Department financial departmentAccountable to CFO Salary/pay grade 3[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wkJob summaryWork closely with the companys CFO, and ensure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible for all accounting functions.Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls, external financial reporting.Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the companyAdministration department; Marketing department; Manufacturing department; R&D department etc.（2）假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。
现在需要你为这位销售经理拟定一份录用通知书（Letter Confirming Employment），请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。
(凡涉及到人名，均用XXX表示，请勿用真实姓名。
)Letter Confirming EmploymentDear XXX:I am pleased that you have accepted the position of sales manager at our company, starting on July 1 . You shall perform the following duties and have the following responsibilities:Participate in formulating marketing strategy;Formulate annual sales plan;Ensure that the goals of sales will be fulfilled;Supervise and evaluate subordinates;Direct and controll the sales expenditure;Deal with some special sales;Deal with the complaints of customers.Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 8:30 to 17:00 . Your starting salary/wage is RMB 4000/month . You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.Your supervisor is XXX . Please see him/her on your first day and he/she will help you get settled.I look forward to working with you. If you have any questions, please do not hesitate to contact me.Yours truly(Name) XXX(Title) XXX（3）上海China-mc管理咨询公司是全国十大管理咨询公司之一，专注于组织智慧技术（organization wisdom technology(OWT)）和组织绩效方面的咨询服务，已有8年以上的咨询经验，并为10多家上市公司提供过咨询服务。
公司的业务范围包括战略咨询、公司文化建设、知识管理、学习型组织创建、人力资源管理和IT管理咨询等。
由于公司业务的发展需要，现需要从人才市场招聘一位管理咨询总监（Chief management consultant）。
假设公司老总让你制作一份招聘广告，请你用英文完成这份招聘广告，内容须包括公司介绍、工作职责和应聘要求。
Shanghai China-mc consulting management Co,.Ltd is an top-ten management consulting company of china , specializing in organization wisdom technology(OWT) and organization performance .We have over 8 years consulting experience and serve for more than tens of listing companies!Our services include strategy consulting; company culture building; Knowledge management, Learning Organization building, Human resource management, marketing and IT Management basing on OWT.For more information, Please see our websit: We are looking for talents for China-mc Management Consulting .With these opportunities we are offering you an exciting career!Chief management consultant (one people)Responsibilities:Taking charge for the whole work of company consulting service;Developing company new service;Developing and Training the new consultant;Project management, delivery and team managementDetailed analysis of requirement.Requirement:· No less than 2-year experience of consulting within famous consulting firms, ( international consulting firms such as BCG and Mackenzie prefer);· No less five-years working experience;· MBA or similar educational background;· Have a good management capability· Excellent interpersonal and ommunication kills· Outgoing and self-motivated· Familiar with Powerpoint;· Persuasive.Email your CV including recent photo to ******************..（4）某外资公司是一家专门从事财务软件开发的公司，为了保护公司的商业秘密（business secrets）不被公司员工泄露，公司打算与每一位员工签订一份保密协议（Secrecy and Noncompetition Covenant），规定员工必须保守公司的商业秘密，在任职期间以及离职后，均不能向任何第三方泄露；离职后3年内，不得自己经营或帮助别人经营相同或类似业务；以及公司认为必要且正当的其他条款。