2.助理人力资源管理师-三级(上海)-HR专业英语10套试卷
上海人力资源管理师考试专业英语试卷样题-13页精选文档
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor comparison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank arecalled .A. ProtégésB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decision-making skillsD. Cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. Trait methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are knownas .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A. explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees' progressD.relate the training to the employees' goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee's involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial ornon-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans, which are designed to meet these needs.One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals, so that they understand what they are expected to do to support those core values. Knowledge sharing can be included as an element of a competency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as those listed below could be used as a basis for agreeing competency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:. Is eager to share knowledge with colleagues;. Takes positive steps to set up group meetings to exchange relevant information and knowledge;. Builds networks which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.Hansen et al (2019) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their 'contribution to and utilization of the knowledge asset of the firm'. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can't be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isn't an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）"T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training. T-group has three aims:1. To increase sensitivity-the ability to perceive accurately how others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely left to its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving "feedback" or expressing their reaction to one another. Member may not always accept comments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms.1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the trainer should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don't express their reaction to one another.4.According to the passage, which of the following can't change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.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。
上海市人力资源三级考试英语真题套（含答案）
上海市人力资源三级考试英语真题套（含答案）三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC.The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job tojob or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasingAnswer:1.B2.D3.C.4.A5.B.6.B.7.A8.A9.B 10.C四、阅读理解（每题3分，共30分）1. A ‘make’ policy means that organization prefers to promote people from.A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not.A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make o r buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planningAnswer:1.C2.B3.D4.A5.C（二）1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except.A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify trainingprioritiesD. sources of information which provide information about future developments and related training needs. Answer:1.D2.B3.A4.B5.C三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysis/doc/3818928660.htmlanization analysisC.resource analysisD.skills analysis6. 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 .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as ./doc/3818928660.htmlanization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. detailsAnswer:1.C2.D3.C4.B5.B6.C7.C8.D9.C 10.B四、阅读理解（每题3分，共30分）1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popularcomparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systemsAnswer:1.B2.C3.D4.B5.A（二）1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.Answer:1.C2.A3.D4.C5.B三、单项选择（每题2分，共20分）1. 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 .A.similarity errorB. halo effect or errorC.leniency errorD. single criterion2. The performance evaluation approach which compareseach employee with every other employee and rates each as either the superior or the weaker member of the pair is known as .A. the paired comparisonB. the individual rankingC. the group order rankingD.critical incidents3. 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 .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can inf luenceperformance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component ofa meaningful gainsharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluationAnswer:1.B2.A3.A4.A5.B6.D7.D8.C9.C 10.C四、阅读理解（每题3分，共30分）（一）1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfullymay include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way need n’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D2.B3.C4.A5.B（二）1. The word -“a ttrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD. labor wastage and retirements2. According to the passage, forcasting the future supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. forecast changes to existing resources through external movementsC. the effect of changing conditions of workD. sources of supply from external labor markets3. The author of this passage might disagree that .A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus.B. The demand and supply forecasts can provide the basis for recruitment, retention.C. The demand and supply forecasts can’t provide the basis for downsizing.D. A spreadsheet can be used for demand and supply forecasting.4. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit .A.100B.110C.120D.1305. This passage may be extracted from the paper about .A. human resource planningB. training and developmentC. recruitment and replacementD. international human resource managementAnswer:1.D2.B3.C4.B5.A三、单项选择（每题2分，共20分）1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as .A. delayeringB. downsizingC. right-sizingD. benchmarking2.The changing environments of Human Resource Management include the following except .A. work force diversityB. technological trendsC. globalizationD. great changes in the nature of work force3. The aims of human resource planning in any organization might be the following except .A. Attract and retain the number of people required with the appropriate skills, expertise and competencesB. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategiesC. Neglect the problems of potential surpluses or deficits ofpeopleD. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to ada pt to an uncertain and changing environment4. Forcasting the supply of people should be based on the following except .A. forecast losses to existing resources through attritionB. recruitment plansC. the effect of changing conditions of workD. sources of supply from external labor markets5. The costs of labor turnover include the following except .A. direct cost of recruiting replacementsB. opportunity cost of time spent by HR and line managers in recruitmentC. loss arising from reduced input from new starters until they are fully trainedD. indirect cost of training replacements in the unnecessary skills6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as .A. individual assessmentB. competency assessmentC. organizational assessmentD. job assessment7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? .A. Hay profile methodB. job rankingC. factor comparison methodD. job classification system8. The purpose of a profit-sharing plan is to .A. allow workers to contribute specific knowledge to improving the organizationB. motivate a total commitment to the organization as a wholeC. enable workers to share in labor cost savingsD. instill commitment to the employees’ immediate work group9. One of the primary benefits of cross-training employees is that .A. cross-training enables individuals to exert more effort on their jobB. cross-training helps employees identify trouble spots that cut across several jobsC. cross-training enables managers to spend less time supervising individual performanceD. cross-training enables managers to save more money in labor costs10. Which of the following is not an approach used by organizations to try to lower labor costs? .A. downsizingB. outsourcingC. productivity enhancementsD. employee developmentAnswer:1.A2.D3.C4.B5.D6.B7.D8.B9.B 10.D四、阅读理解（每题3分，共30分）（一）1. According Rothwell (1995), the gap between human resource planning theory and practice arised from the following except .A. the impact of change and the difficulty of predicting the futureB. the dramatic change of policy priorities and strategies within organizationsC. the distrust displayed by many managers of theory or planningD. the redundance of evidence that human resource planning works2.According to the passage, which of the following statements is true? .A. The definition of human resource planning is not well established.B. Rothwell (1995) suggests there has been no example of success about human resource planning.C. Human resource planning does not seem to be commonly practiced as a key HR activity.D. The gap between human resource planning theory and practice is very small.3. Reilly (1999) has suggested a number of reasons whyorganizations choose to engage in some forms of human resource planning, but which of the following is not included? .A. planning has a theoritical effect by optimizing the use of resourcesB. planning can be used to identify potential problems and minimize the chances of making a bad decisionC. planning involves understanding the present in order to confront the futureD. planning for organizational reasons4. About the human resource planning process benefits, the author of this passage might disagree that .A. It can challenge assumptions.B. It can minimize the chances of making a bad decision.C. It can liberate thinking.D. It can ensuring that long-term thinking is not driven out by short-term focus.5. From this passage, we can infer that .A. We should forecast future human resource requirements as a basis for planning and action.B. There is no evidence that human resource planning works.C. There is no use for human resource planning.D. There is no organizational reasons for human resource planning.Answer:1.D2.C3.A4.B5.A（二）1. According to the passage,which of the following is not the criteria that management chooses to evaluate employees’ performance? .A. individual task outcomesB. individual behaviorsC. individual skillsD. individual traits2. Criteria of task outcomes which can be used for a plant manager include the following except .A. quantity producedB. dollar increase in salesC. scrap generatedD. cost per unit of production3. Behaviors of salesperson that could be used for performance evaluation purpose might include .A. promptness in submitting his or her monthly reportsB. the leadership style that the manager exhibitsC. number of new accounts establishedD. average number of contact calls made per day4. Traits that could be used for performance evaluation purpose might include the following except .A. having “a good apperance”B. showing “confidence”C. being “intelligent” or “friendly”D. possessing “a wealth of experience”5. The author of this passage might most likely agree that .A. The criteria or criterion that management evaluate employees’ performance will have a m inor influence on what employees do.B. If means count, rather than ends, then managementshould evaluate an employee s task outcomes.C. The contribution of individuals whose work assignments are intrinsically part of a group effort can be easy to identify clearly.D. Individual traits is the weakest set of criteria that can be used for performance evaluation.Answer:1.C2.B3.D4.A5.D三、单项选择（每题2分，共20分）1. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a .A. computer interviewB. panel interviewC. situational interviewD. nondirective interview2. The desired outcomes of training programs are formally stated as .A. training goalsB. learning objectivesC. instructional objectivesD. learning goals3. Career counseling involves talking with employees about all of the following except .A. Their current job activities and performance.B. Their past career decisions.C. Their personal and career interests and goals.D. Their personal skills.4. In most instances, who is in the best position to perform the function of appraising an employee’s performance? .A. someone from the HR departmentB. the employee’s supervisorC. the employeeD. co-workers5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as .A. job determinationB. job diagnosisC. job analysisD. job evaluation6. Profit sharing refers to any procedure by which an employer pays employees .A. an incentive based on their meritB. an incentive based on labor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organization’s financial performance7. All of the following are prevalent reasons for failure among expatriates except .A. a spouse’s inability to adaptB. a manager’s personalityC. inability to cope with larger responsibilitiesD. distaste for travel8. Communication systems should provide accurate information regarding all of the following except .A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities9. Reengineering often requires that managers start from scratch in rethinking all of the following except .A. how work should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete10.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 .A. skill varietyB. task identityC. task significanceD. autonomyAnswer:1.C2.C3.B4.B5.D6.D7.D8.B9.D 10.C四、阅读理解（每题3分，共30分）（一）1. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic roleB. tactical roleC. objective roleD. no role2. Which of the following measures isn’t the one by which HR can make a major contribution to developing the resource capability of the firm and its strategic capability? .A. by systematically examining the firm’s strategic objectivesB. by ensuring that plans will ensure the available human resources to meet the firm’s strategic objectivesC. by focusing on the acquisition and development of the people required by the organizationD. by focusing on firing and outplacing the redunant employees3. To make a major contribution to developing the resource capability of the firm and its strategic capability, staff of HR need to do the following except .A. ensure that they learn the strategic plans of the businessB. point out to management the advantages and disadvantages of the human resources of the organizationC. be aware of the scope to deal with existing requirements by introducing various forms of flexibilityD. be capable of preparing relevant and practical resourcing plans and strategies for retaining people4. From the passage, we can’t infer that .A. Human resource planning is one of the HR function.B. HR can make a major contribution to developing the resource capability of the firm and therefore its strategic capability without HR planning.C. It is the task of all staff of HR to develop the resource capability of the firm and therefore its strategic capability.D. To develop the resource capability of the firm and therefore its strategic capability, HR must be focus on the acquisition and development of the human capital required by the organization.5. The main topic of this passage is .A. the contribution of HR to human resource planningB. the contribution of human resource planning to HRC. the contribution of HRD. the contribution of human resource planningAnswer:1.A2.D3.C4.B5.A（二）1. What is the main aim of job rotation? .A. acquire basic knowledgeB. broaden experienceC. acquire basic skillsD. move people from job to job2. If employers want to broaden employees’ experience through job rotation, they must .A. plan and controll job rotationB. move people from department to departmentC. move people from job to jobD. plan and controll the recruitment of employees3. If we want to make success in using job rotation, we should。
人力资源管理师考试专业英语试卷样题(doc 13页)
上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor comparison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank arecalled .A. ProtégésB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decision-making skillsD. Cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. Trait methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are knownas .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A. explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees' progressD.relate the training to the employees' goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee's involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans, which are designed to meet these needs.One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals, so that they understand what they are expected to do to support those core values. Knowledge sharing can be included as an element of a competency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as those listed below could be used as a basis for agreeing competency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:. Is eager to share knowledge with colleagues;. Takes positive steps to set up group meetings to exchange relevant information and knowledge;. Builds networks which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.Hansen et al (1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their 'contribution to and utilization of the knowledge asset of the firm'. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants' contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can't be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isn't an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）"T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training. T-group has three aims:1. To increase sensitivity-the ability to perceive accurately how others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely left to its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving "feedback" or expressing their reaction to one another. Member may not always accept commentsabout themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms.1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the trainer should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don't express their reaction to one another.4.According to the passage, which of the following can't change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.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。
人力资源管理师三级(助理人力资源师)考试真题及答案
2021年11月助理人力资源治理师〔国家职业资格三级〕考试卷子-理论试题第一局部职业道德(第1～25题, 共25道题)一、职业道德根底理论与知识局部答题指导:◆该局部均为选择题, 每题均有四个备选项, 其中单项选择题只有一个选项是正确的, 多项选择题有两个或两个以上选项是正确的.◆请依据题意的内容和要求答题, 并在答题卡上将所选答案的相应字母涂黑。
◆错选、少选、多项选择, 则该题均不得分。
(一)单项选择题(第1～8题)l、道德与法律的关系可以形象地比作( )。
(A)阴阳相和(B)鸟之两翼(C)主仆相随(D)众星拱月2.在市场经济条件下, 从业人员处理义利关系的正确态度是( )。
(A)得利弃义(B)先义后利(C)唯利而行(D)重利轻义3.作为职业活动内在的道德准则, “审慎〞要求从业人员要做到( )。
(A)凡事请示之后再做(B)少说多做(C)以最正确手段完成最优绩效(D)预防职场陷阱4.〞敬业〞概念包含的根本内容是〔〕。
(A)恪尽职守、勤奋努力、享受工作、精益求精(B)守土有责、勤奋工作、按劳分配、自享其乐(C)勤奋努力、用心工作、等价交换、劳有所得(D)热爱岗位、敬畏工作、一心一意、不求回报5.在工作过程中, 员工为求速度、不顾质量的做法违背了( )。
(A)老实劳动的要求(B)公平公正的要求(C)特长合作的要求(D)甘于奉献的要求6.倡导从业人员“换位思考〞的道德意义在于( )。
(A)深刻了解, 严加防范(B)知己知彼, 斗而不殆(c)把握情况, 有效利用(D)和谐相处, 互利双赢7、在职业活动中, “诚信〞的特征包含( )。
(A)通识性、智慧性、止损性、资质性(B)目的性、前置性、合作性、功利性(C)通识性、表象性、目的性、习惯性(D)通识性、智慧性、目的性、经验性8、从业人员做到“公平待人〞, 最根本的要求是( )。
(A)无差异地均等 (B)按照相同的程序效劳(C)热情、文明、礼貌 (D)不卑视效劳对象的人格(二)多项选择题(第9～16题)9、坚持集体主义的要求是( )。
上海人力资源管理师HR专业英语10套
上海市职业资格鉴定《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. Behavior modeling2. Employee leasing3. Factor parison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化Answer:1. 行为模拟2. 员工租借3. 因素比较法4. 图式评估法5. 小组面试6. 替换表7. 甄选8. 既得利益9. 团队领导培训10. 利润分享11. Psychological support 12. Skill-based pay 13. Web-based training 14. Key jobs 15. Job enlargement二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .A. protégésB. teachersC. mentorsD. role modelsD. the HR manager’s preferences2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. physical fitness and mental maturityB. effective delegatory skillsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. trait methodB. results methodC. behavior methodD. attitudinal method8. pensation programs that pensate employees for the knowledge they possess are known as .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A.explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees’ progressD.relate the training to the empl oyees’ goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee’s involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may haveAnswer:1.C2.B3.D4.A5.B6.B7.C8.A9.B 10.D三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals, so that they understand what they are expected to do to support those core values. Knowledge-sharing can be included as an element of a petency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as those listed below could be used as a basis for agreeing petency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting petency expectations for knowledge-sharing:. Is eager to share knowledge with colleagues;. Takes positive steps to set up group meetings to exchange relevant information and knowledge;. Builds works which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intra and/or other means of munication.Hansen et al(1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their ‘contribution to and utilization of the knowledge asset of the firm’. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting petency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds works which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recordedand disseminated through some means of munication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants’ contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can’t be included as an element of a petency framework.D. Taking positive steps to exchange relevant information and knowledge isn’t an example of positive behavior in meeting petency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management throughthe following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building works which provide for knowledge sharing Answer:1.D2.A3.C4.B5.D（二）"T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training. T-group has three aims:1. To increase sensitivity-the ability to perceive accuratelyhow others are reacting to one's behavior.2. To increase diagnostic ability-the ability to perceiveaccurately the state of relationships between others.3. To increase action skill-the ability to carry out the skillfulbehavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely leftto its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving “feedback” or expressing their reaction to one another. Member may not always accept ments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, withovertones of increased capacity for collaboration.3. Improved understanding and diagnostic awareness of self,others, and interactive processes in groups. T-groups havebeen attacked because of the possibility of negative ordetrimental effects. But none of the follow-up studies hasdetected any significant problems. A more valid basis fordoubt is that it has been difficult to prove that they have beencost effective for organizations who have used them onpany or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to be e a major part of pany training programs, but the group dynamics approach has valid uses in the modified forms.1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept ments aboutthemselves.C. In a T-group, the trainer should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don’t express their reaction to one another.4.According to the passage, which of the following can’t change the attendance of trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programs by pany.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for pany.Answer:1.D2.B3.C4.A5.C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。
助理人力资源管理师考试三级试题及参考答案
份助理人力资源管理师考试三级试题及参照答案（一）单项选择题（第1~ 8题）1、对于职业道德，正确的说法是（）。
（A ）职业道德在有些状况下能够借助立法手段来加以贯彻实行（B）职业道德是决定一个从业人员职业生涯的独一因素（C）职业道德不过从业人员任职业活动中应依照的行为准则（D）提高职业道德涵养，靠的是自觉而非组织教育和培训2、我国社会主义职业道德的基本要求是（）（A ）爱国守纪、节俭自强（B）爱祖国、爱人民、爱劳动、爱科学、爱社会主义（C）诚信、敬业、公正、守纪（D）忠诚、谨慎、勤恳3、在社会主义中心价值系统中，时代精神的中心是（）（A ）改革创新（B）敬业爱岗（C）民主科学（D）以人为本4、职业化包含三个层次的内容，此中心是（A ）职业化技术（ B ）职业化语言（C）职业化礼仪（D）职业化涵养5、职业技术的特色（A ）科学性、专业性、人为性、复杂性（B）传承性、差异性层、层次性、功利性（C）时代性、专业性、层次性、综合性（D）基础性、专业性、周密性、综合性6、先人以为，在无人监察时，依旧能严格按道德规范要求做事的涵养境地是（）(A)自律(B) 自察（C）慎独（D）无妄7、对于“团队”的说法中，正确的选项是（）（A ）任何一种组织都是一个“集体（B）不论主旨是什么，只需它是一个团结的队伍他就是团队（C）因为推行扁平化管理，一个好的团队渐渐淡化了组织领导（D）个人追求与组织发展发向高度一致是优异集体的基本特色8、以下属于比尔盖茨对于“十大”优异员工准则的是（）（A ）对自己公司的产品抱有极大的热忱（B）踏扎实实在公司干一辈子（C）员工提出的建议哪怕有一点点启迪，就是对公司最大的贡献（D）敢于表达，说错了话也不重要（二）多项选择题（第9—16）9、优异集体在合作方面的特色是（）。
（A ）成员拥有激烈的团队归属感（B）团队拥有强盛的凝集力(C)成员绝不独自行动（D）团队领袖的言论拥有压倒全部的号召力10、以下对于“公正”的说法你，正确的选项是（（A ）公正是公司发展的主要保证（C）公正一般不可以作为员工薪酬的指标（11、作为职业道德规范的“公正”的特色是(A) 公正标准的时代性（C）公正意识的社会性12、对于“职业纪律”，正确的说法是(）（B ）凡事讲究公正，会，会妨碍员工和睦相处D）能否公正影响到员工职业前程()（ B）公正看法的多元性（D）公正评论的模糊性)（A ）为了实现集体利益，要求每一个员工共同恪守（B）领导拥有特别的地位，其纪律要求高于一般员工（C）任何纪律均存在瑕疵，每一个人要勇于挑战纪律（D）以坦诚的心态接受违纪行为的处分13、对于“节俭资源”，要求从业人员做到（）（A ）建立节俭资源的意识（B）明确节俭资源的责任（C）创新节俭资源的方法(D)节俭缩食降低资源耗费14、任职业活动中，践行“合作规范”的详细要求是（）（ A ）求同存异（B）防而不害（C）公正竞争（D）相互协作依据以下案例，回答第15、 16 题。
2.助理人力资源管理系统师-三级(上海) HR专业英语10套试卷
上海市职业资格鉴定《企业人力资源管理人员》（助理人力资源管理师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效管理15. 工作丰富化1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China’s economic reformers have used material incentives in order to stimulate .三、单项选择（每题2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that a re key in making the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizationwill become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organ ization may have to formulate ‘make or buy’ policy decisions. A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ‘buy’ po licy means that more reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have beenrecruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. internationallabor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. Theseare:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectationsand results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developingIT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on onetrait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasingall-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increasein pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job contentover time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. 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 .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiper son comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absoluteand relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students’ performance. The A, B, C, D, o r E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where nextto one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth outof thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee issameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything,they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferredjob assignments – are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Eachof these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satisfaction with his or her job. Techniques like job enrichment or any efforts to redesignor restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course,an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premiumpay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However,where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation givento other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardlessof performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee maymake his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. 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 asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. 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 .A. the paired comparisonB. the individual rankingC. the group order rankingD. criticalincidents3. 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 .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gain sharing plan? .A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gain sharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge–what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems that occur and how they should be dealt with.skills –what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or social.Competences –the behaviors’ competences needed to achieve the levels of performance required. attitudes –the disposition to behave or to perform in a way that is in accordance with the requirements of the work.performance standards – what the fully competent individual has to be able to achieve.1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. Acc ording to this passage, which of the following isn’t the characteristic or attribute that the individual should have in order to perform the task successfully?A. knowledgeB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following exceptA. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, skills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way needn’t be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be based on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standards（二）Supply forecasting measures the number of people likely to be available from within and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:An analysis of existing human resources in terms of numbers in each occupation, skills and potentials; Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates); Forecast changes to existing resources through internal promotions;The effect of changing conditions of work and absenteeism;Sources of supply from within the organization;Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in the preparation of supply forecasts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention and, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets out and calculates the number required as in the following example:1. Number currently employed 70。
上海人力资源管理师三级专业英语
上海人力资源管理师三级专业英语人力资源管理师三级-英语l.Absence 缺席2.Acceptability 可接受性3Achievement tests 成就测试4Action plan行动计划5Adverse impact 负面影响6Allowance津贴，补助7Announcement 公告8Applicant 求职者9Application 申请10Appraisal评价，评估11Appoint 任命12Arbitrary 仲裁13Assessment center 评价中心14Authority 权威15Audiovisual instruction 视听教学16Audit approach 审计法17Balanced scorecard综合评价卡，平衡计分法18Behavior modeling 行为模拟19Behavior-based program 行为改变计划20Benchmarks 基准21Benefits 福利22Bonus 奖金23Business planning 企业规划24Candidate 候选人25Career anchor 职业锚26Career counseling 职业咨询27Career curves 职业曲线28Career development 职业发展29Centralization 集权化30Coach 教练31Cognitive ability 认知能力32Commitment 承诺，义务33Communication skill 沟通技巧34Compensable factors 报酬要素35Compensation 报酬，补偿36Competency assessment 能力评估37Competency model 能力模型38Competitive advantage 竞争优势39Compromise 妥协40Concentration strategy 集中战略41Consultation 商量，请教42Continuous learning 持续学习43Coordination training 合作培训44Core competencies 核心竞争力45Cost structure 成本结构46Critical incident method 关键事件法47Cross-cultural preparation 跨文化准备48Cross-training 交叉培训49Cultural environment 文化环境50Cultural shock 文化冲击51Customer appraisal 顾客评估52Data flow diagram 数据流程图53Decentralization 分散化54Decision making 决策55Deficiency 缺乏56Delayering 扁平化57Demand forecasting 需求预测58Depression 沮丧59Development planning system 开发规划系统60Differential piece rate 差额计件工资61Direct costs 直接成本62Discipline 纪律63Dismiss 解雇64Disparate treatment 差别性对待65Diversity training 多元化培训66Dividends 红利67Discrimination 歧视68Downsizing 精简69Downward move 降级70Efficiency wage theory 效率工资理论71Egalitarian 平等主义72Earnings所得，收入73Efficiency 效率74Employee empowerment 员工授权75Employee leasing 员工租借76Employee survey research 雇员调查与研究77Entrepreneur 企业家78Equal employment opportunity (EEO)公平就业机会79Ethics 道德80Exit interview 离职面谈81Expatriate外派雇员82Expert systems 专家系统83Explicit knowledge 显性知识84External growth strategy 外边成长战略85External labor market外部劳动力市场86Face to face discussion 当面讨论87Factor comparison system 因素比较法88Feedback 反馈89Flat hourly rate 小时工资率90Flextime灵活的时间91Flowchart 流程图92Formal education programs 正规教育计划93Frame of reference 参照系94Functional job analysis, FJA 职能工作分析95Gain sharing plans收益分享计划96Globalization 全球化97Goals and timetables 目标和时间表98Group mentoring program 群体指导计划U99 Head hunter 猎头100 Healthy and safety 健康安全101 High-performance work systems 高绩效工作系统102 Hourly work计时工资制103 Human capital 人力资本104 Human resource information system 人力资源信息系统105 Human resource management 人力资源管理106 Human resources planning, HRP 人力资源计划107 Income收入，收益108 Indirect costs 间接成本109 Inflation通货膨胀110 Input 投入111 Insurance 保险112 Intellectual asset 知识资产113 Internal analysis 内部分析114 Internal growth strategy 内部成长战略115 Internal labor force 内部劳动力116 Internet 互联网117 Internship programs 实习计划118 Interview 面试119 Industrialization 产业化120 IT(Information Technology)信息技术121 Invest 投资122 Job analysis 工作分析123 Job classification system 工作分类法124 Job description 工作描述125 Job design工作设计126 Job enlargement 工作扩大化127 Job enrichment 工作丰富化128 Job evaluation 工作评价129 Job ranking system 工作重要性排序法130 Job rotation 工作轮换131 Job satisfaction 工作满意度132 Job specification 工作规范133 Job structure 工作结构134 Labor relations process 劳动关系进程135 Leaderless group discussion 无领导小组讨论法136 Learning organization 学习型组织137 Line manager 直线经理138 Maintenance of membership 会员资格维持139 Management by objectives, MBO 目标管理140 Management forecasts 管理预测141 Management process 管理过程142 Manager appraisal 经理评估143 Managing diversity 管理多元化144 Manpower人力，劳动力145 Markov analysis马克夫分析法146 Material incentive 物质奖励147 Mediation 调解148 Mentor 导师149 Merit guideline 绩效指南150 Minimum wage 最低工资151 Morale 士气152 Motivation to learn 学习的动机153 Needs assessment （培训）需要评价154 Night shift 夜班155 Nonprofit organization 非营利组织156 Occupation 职业157 On-the-job training, OJT 在职培训158 Opportunity to perform 实践的机会159 Organization design and development 组织设计与发展160 Organizational analysis 组织分析161 Organization chart 组织结构图162 Organization code 组织代码163 Orientation 入职培训164 Outplacement counseling 重新谋职咨询165 Outsourcing 夕卜包166 Overpay超额工资167 Panel interview 小组面试168 Pay claim 加薪要求169 Pay grade工资等级170 Pay structure 工资结构171 Pay-for-performance standard 按绩效的报酬标准172 Pay-policy line 工资政策线173 Payroll职工薪水册174 Pension养老金，退休金175 Peer appraisal 同事评估176 Performance appraisal 绩效评价177 Performance feedback 绩效反馈178 Performance management 绩效管理179 Performance planning and evaluation 绩效规划与评价系统180 Post岗位，职位181 Priority 优先182 Person characteristics 个人特征183 Personnel selection 人员甄选184 Piecework计件工资185 Position analysis questionnaire, PAQ 职位分析问卷调查186 Power distance 权力差距187 Predictive validation 预测效度188 Profit sharing 利润分享189 Promotion 晋升190 Psychological contract 心理契约191 Questionnaire 调查问卷192 Rapport和谐，亲善193 Readability 易读性194 Readiness for training 培训准备195 Reasoning ability 推理能力196 Reconciliation 和解197 Recognition 认可，承认198 Recruitment 招募199 Redundancy 冗余200 Reengineering 流程再造201 Reject拒绝，否决202 Reinstatement 复职203 Relational database 关联数据库204 Reliability 信度205 Remuneration 报酬206 Reputation 声誉，名声207 Retention plan (核心人员)保持计划208 Repatriation 归国准备209 Replacement charts 替换表210 Return on investment (ROI)投资回报211 Role analysis technique 角色分析技术212 Role play角色扮演213 Senior management 高级管理层214 Sick leave 病假215 Self-appraisal 自我评估216 Subcontracting 转包合同217 Substantive reason 客观存在因素218 Successor 后任219 Supply forecasting 供给预测220 Talent才能，才干221 Situational interview 情景面试222 Skill inventories 技能量表223 Skill-based pay 技能工资224 Specificity 明确性225 Spot bonus即时奖金226 Staffing tables 人员配置表227 Strategic choice 战略选择228 Strategic congruence 战略一致性229 Strategic human resource management 战略性人力资源管理230 Strategy implementation 战略执行231 Subordinate 下属232 Succession planning可持续发展计划233 Tacit knowledge 隐形知识234 Task analysis 任务分析235 Team building 团队建设236 Termination 终止237 Total quality management (TQM)全面质量管理238 Training administration 培训管理239 Training outcomes 培训结果240 Trend analysis 趋势分析241 Turnover离职，流动242 Utility 效用243 Validity 效度244 Verbal comprehension 语言理解能力245 Vesting既得利益246 Voicing 发言247 Wage and salary survey 薪资调查248 Web-based training 网上培训249 Welfare system 福利体系250 Work permit/ work certificate 就业许可证。
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C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives
6. The
of the job analysis should be a training or learning specification.
7. Coaching is a personal
technique designed to develop individual skills, knowledge, and attitudes.
上海市职业资格鉴定
《企业人力资源管理人员》（助理人力资源管理师）
专业英语试卷 1
一、英汉互译（每题 2 分，共 30 分）
1. Apprenticeship 2. Career support 3. Outsourcing 4. Database 5. Employee empowerment 6. Goals 7. Human resource information system (HRIS) 8. Job rotation 9. Learning organization 10. Psychological contract 11. 薪资调查 12. 任务分析 13. 招募 14. 绩效管理 15. 工作丰富化
二、选词填空（每题 2 分，共 20 分）
A.feedback
B.benchmarking
C.rewards D.Human resource management
G. performance H.downsizing I. Direct cost J. output
E.benefit
F.on-the-job
1.
refers to the practices and policies you need to carry out the people or personnel aspects of your management job.
2. Labor turnover rates provide a valuable means of
C.Job satisfaction
D.Job involvement
6. .HR planning is
.
A. a technique that identifies the critical aspects of a job
B. the process of determining the human resources required by the organization to achieve its strategic goals
.
A.replacement
B.outplacement
C.release
D.downsizing
2.
focus the evaluator’s attention on those behaviors that are key in making the difference between executing a job
8. Extrinsic
include direct compensation, indirect compensation, and nonfinancial rewards.
9. Flexible benefits allow employees to pick and choose from among a menu of
effectively or ineffectively.
A. The group order ranking B. Written essay
C. The individual ranking
D. Critical incidents
3. The
plan should include plans for attracting good candidates by ensuring that the organization will become an
the effectiveness of HR policies and practices in organizations.
3. Labor turnover can be costly.
of recruiting and training replacements should be considered.
options.
10. China’s economic reformers have used material incentives in order to stimulate
.
三、单项选择（每题 2 分，共 20 分）
1. The process of helping redundant employees to find other work or start new careers is
‘employer of choice’.
A. outplacement
B. evaluation
C. recruitment
D.training
4. Organizational
and corporate plans indicate the direction in which the organization is going.
4. Business process re-engineering techniques are deployed as ins. Evaluations also fulfill the purpose of providing
to employees on how the organization views their performance.
1
A. goals
B.resource
C.result
D.process
5.
aims to broaden experience by moving people from job to job or department to department.
A.Job analysis
B. Job rotation