助理人力资源管理师-三级（上海）HR专业英语10套试卷
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）
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. 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 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 ‘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.
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
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
C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives
D. the process of determining the primary direction of the firm
7. Career development programs benefit organizations in all of the following ways except ________.
A. Giving managers more control over their subordinates
B. Giving managers increased skill in managing their own careers
C. Providing greater retention of valued employees
D. Giving an increased understanding of the organization
8. The area from which employers obtain certain types of workers is known as the________.
A. labor market
B. region
C. recruiting area
D. supply region
9. A set of standards of acceptable conduct and moral judgment is known as ________.
A. morales
B. ethics
C. rules
D. legislation
10. Hiring someone outside the company to perform tasks that could be done internally is known as ________.
A. outplacement
B. contracting
C. outsourcing
D. 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 proce ss, an organization 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’ policy 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 been recruited.
1. A ‘make’ policy means that organization prefers to promote people from ________.
A. regional labor market
B. national labor market
C. internal labor market
D. international labor market
2. According to the passge, management consultancies ________.
A. are less mobile than people at a junior level
B. should be recruited from external labor market
C. should be promoted from within the organization
D. are not knowledge workers
3. If a firm can predict people requirements fairly accurately, it may not________.
A. develop their own staff
B. formulate training programs
C. promote people from within the organization
D. rely more on recruiting from outside
4. ‘Make or buy’ policy decision is a part of________.
A. human resource planning
B. training and development
C. performance appraisal
D. job analysis
5.The best title of this passage is________.
A. The organizational context of human resource planning
B. Aims of human resource planning
C. The labor market context for human resource planning
D. Limitations of human resource planning
（二）
Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:
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 expectations and 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 developing IT 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 planning
B. personnel statistics
C. exit interviews
D. organizational goals and corporate plans
2. Human resource and succession planning provides information on________.
A. the direction in which the organization is going
B. future skill requirements and management training needs
C. deficiencies in training arrangements
D. any gaps between expectations and results or negative trends
3. The following sources of information which help to identify training priorities are mentioned by Wlaters except________.
A. marketing plans
B. departmental layout changes
C. data on productivity, quality and performance
D. consultation with senior managers
4.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 needs
B. sources of information of major training priorities
C. sources of information which help to identify training priorities
D. 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. Centralization
2. Assessment center
3. Cultural shock
4. Expatriate
5. Hourly work
6. Internship programs
7. Job involvement
8. Management by objectives（MBO）
9. Pay-policy line
10. Self-appraisal
11. 360度反馈
12. 甄选
13. 绩效评价
14. 工作规
15. 间接成本
二、选词填空（每题2分，共20分）
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 one trait influence his or her evaluation of that person on other traits.
8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round
________.
9. A training or a learning specification breaks down the broad duties contained in the ________ into 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 increase
in pay and status is known as a ________ .
A. job enlargement
B. transfer
C. promotion
D. job rotation
2. Key jobs have all of the following characteristics except ________.
A. they are important to employees and the organization
B. they vary in terms of job requirements
C. they are used in salary surveys for wage determination
D. they are likely to vary in job content over time
3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign
is known as ________.
A. job redesign
B. process redesign
C. reengineering
D. rightsizing
4. The job specification describes job requirements relative to ________.
A. skill and physical outputs
B. skill and physical demands
C. age and physical demands
D. experience and physical description
5. 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
B. organization analysis
C. resource analysis
D. skills analysis
6. 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 method
B. job ranking
C. the comparison method
D. the Hay profile method
7. The final decision to hire an applicant usually belongs to ________.
A. the HR recruiter
B. the HR manager
C. line management
D. co-workers
8. Determining what the content of a training program should be, based on a study of the job duties,
is known as ________.
A. organization analysis
B. individual analysis
C. job analysis
D. task analysis
9. 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 programs
B. “headhunting” assistance programs
C. outplacement assistance
D. employee assistance programs(EAPs)
10. Job ________ form the basis for the administration of applicable employment tests.
A. outlines
B. specifications
C. requirements
D. details
四、阅读理解（每题3分，共30分）
（一）
Multiperson 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 absolute and 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, or 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 next to one grade it says “ranked fourth out of twen ty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!
1. Multiperson comparisons is a(an) ________ measuring device.
A. absolute
B. relative
C. accurate
D. false
2. According to the passage, there are three most popular comparisons except ________.
A. group order ranking
B. individual ranking
C. graphic rating scales
D. paired comparisons
3. From this passage, we can infer that ________.
A. recommending students to graduate schools often uses individual ranking
B. the paired comparison approach assumes that the difference between the first and second employee is same
C. group order ranking ensures that each employee is compared against every other
D. each method of multiperson comparisons can be used simultaneously
4. The following statements about individual ranking are false except ________.
A. it rank orders of employees from from the lowest performer up to the highest
B. the result is a clean ordering of employees
C. it assumes that the difference between the first and second employee is different
D. this approach allows for some of the employees who may be closely grouped
5.This article might be extracted from the paper about ________.
A. performance appraisal
B. recruitment and replacement
C. training and development
D. 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, preferred job 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. Each of 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 redesign or 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 premium pay, 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 considered as a ________function in human resource management.
A. planning
B. leading
C. motivating
D. controlling
2. Extrinsic rewards include the following except ________.
A. job enrichment
B. direct compensation
C. indirect compensation
D. nonfinancial rewards
3.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 rewards
B. direct compensation
C. indirect compensation
D. nonfinancial rewards
5. 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.
专业英语试卷3
一、英汉互译（每题2分，共30分）
1. Bonus
2. Compensable factors
3. Delayering
4. Forecasting
5. Gain sharing plans
6. Job classification system
7. Minimum wage
8. Performance feedback
9. Staffing tables
10. Wage-rate compression
11. 培训
12. 即时奖金
13. 工资结构
14. 劳动力市场
15. 精简
二、选词填空（每题2分，共20分）
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 as ________.
A. similarity error
B. halo effect or error
C. leniency error
D. single criterion
2. 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 comparison
B. the individual ranking
C. the group order ranking
D. critical incidents
3. 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 analysis
B. demographic analysis
C. individual analysis
D. group and individual analysis
4. The lines of advancement for an individual within an organization are known as ________.
A. career paths
B. job progressions
C. career lines
D. job paths
5. Freedom from criterion deficiency of performance appraisals refers to the extent to which ________.
A. standards relate to the overall objectives of the organization
B. standards capture the entire range of an employee’s responsibilities
C. individuals tend to maintain a certain level of performance over time
D. factors outside the employee’s control can influence performance
6. The Hay profile method uses which three factors for evaluating jobs? ________.
A. knowledge, skill, and responsibility
B. mental ability, skill, and responsibility
C. knowledge, mental ability, and responsibility
D. knowledge, mental ability, and accountability
7. Which of the following is not an important component of a meaningful gain sharing plan? ________.
A. establishing fair and precise measurement standards
B. ensuring that bonus payout formulas are easy to calculate
C. ensuring that bonus payouts are large enough to encourage future employee effort
D. depending on top management to develop the gain sharing program
8. Giving employees more control over decisions about who their co-workers will be is known as ________.
A. empowered selection
B. collaboration
C. team selection
D. group development
9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? ________.
A. suggestion system
B. downward communication
C. attitude survey
D. empowerment
10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as ________.
A. results evaluation
B. reaction evaluation
C. behavior evaluation
D. 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 structure
B. job evaluation
C. job design
D. job analysis
2. 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. knowledge
B. mental ability
C. competences
D. attitudes
3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except ________
A. professional, technical or commercial knowledge
B. knowledge about the commercial, economic, or market environment
C. knowledge about the job description
D. the problems that occur and how they should be dealt with
4. 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 analysis
B. training or learning specification
C. job description
D. 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
2. Annual wastage rate based on past records 10%
3. Expected losses during the year 7
4. Balance at end-year 63
5. Number required at end-year 75
6. Number to be obtained during year (=5-4) 8
1. The word --“attrition” in the first paragraph means ________.
A. retention rates
B. supply from within the organization
C. supply from outside the organization
D. labor wastage and retirements
2. According to the passage, forcasting the future supply of people should be based on the following except ________.
A. forecast losses to existing resources through attrition
B. forecast changes to existing resources through external movements
C. the effect of changing conditions of work
D. sources of supply from external labor markets
3. 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.100
B.110
C.120
D.130
5. This passage may be extracted from the paper about ________.
A. human resource planning
B. training and development
C. recruitment and replacement
D. international human resource management
专业英语试卷4
一、英汉互译（每题2分，共30分）
1. Work permit
2. Strategic congruence
3. Return on investment (ROI)
4. Personnel selection
5. Peer appraisal
6. Mediation
7. Job satisfaction
8. Downward move
9. Database
10. Critical incident method
11. 行动计划
12. 职业
13. 员工授权
14. 人力资源信息系统
15. 关键工作
二、选词填空（每题2分，共20分）
1. The analysis of the number of people leaving the organization (labor turnover of wastage) provides data for use in supply ________.
2. Demand forecasting is the process of estimating the future numbers of people required and the likely ________and competences they will need.
3. The ________are the external local, regional, national and international markets from which different sorts of people can be recruited.
4. From tapping the global labor force to formulating selection, training, and compensation policies for ________employees managing globalization will thus be a major HR challenge in the next few years.
5. The pressure for improved performance to meet more intense global ________ explains why many organizations are seeing higher standards for employees.
6. People also leave organizations voluntarily to further their ________, get more money or move away from the district.
7. Organizational release activities deal with redundancy, ________, dismissal, voluntary turnover and retirement.
8. Once a labor dispute occurs, the party that has objections to the ruling of the labor ________committee can bring the case to a peoples court.
9. A training or a learning specification breaks down the broad duties contained in the ________into the detailed tasks that must be carried out.
10. The is 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.
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. delayering
B. downsizing
C. right-sizing
D. benchmarking
2. The changing environments of Human Resource Management include the following except ________.
A. work force diversity
B. technological trends
C. globalization
D. great changes in the nature of work force
3. 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 competences
B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies
C. Neglect the problems of potential surpluses or deficits of people
D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment
4. Forecasting the supply of people should be based on the following except ________.
A. forecast losses to existing resources through attrition
B. recruitment plans
C. the effect of changing conditions of work
D. sources of supply from external labor markets
5. The costs of labor turnover include the following except ________.
A. direct cost of recruiting replacements
B. opportunity cost of time spent by HR and line managers in recruitment
C. loss arising from reduced input from new starters until they are fully trained
D. indirect cost of training replacements in the unnecessary skills
6. 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 assessment
B. competency assessment
C. organizational assessment
D. job assessment
7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? ________
A. Hay profile method
B. job ranking
C. factor comparison method
D. job classification system
8. The purpose of a profit-sharing plan is to ________.
A. allow workers to contribute specific knowledge to improving the organization
B. motivate a total commitment to the organization as a whole
C. enable workers to share in labor cost savings
D. instill commitment to the employees’ immediate work group
9. One of the primary benefits of cross-training employees is that ________.
A. cross-training enables individuals to exert more effort on their job
B. cross-training helps employees identify trouble spots that cut across several jobs
C. cross-training enables managers to spend less time supervising individual performance
D. cross-training enables managers to save more money in labor costs
10. Which of the following is not an approach used by organizations to try to lower labor costs? ________.
A. downsizing
B. outsourcing
C. productivity enhancements
D. employee development
四、阅读理解（每题3分，共30分）
（一）
Although the notion of human resource planning is well established in the HRM vocabulary, it does not seem to be commonly practiced as a key HR activity. As Rothwell (1995) suggests, ‘apart from isolated examples, there has been little research evidence of increased use or of it s success’. She explains the gap between theory and practice as arising from:
The impact of change and the difficulty of predicting the future –‘the need for planning may be in inverse proportion to its feasibility’;
The ‘shifting kaleidoscope’ of policy priorities and strategies within organizations;
The distrust displayed by many managers of theory or planning –they often prefer pragmatic adaptation to conceptualization;
The lack of evidence that human resource planning works.
Be that as it may, it is difficult to reject out of hand the belief that some attempt should be made broadly to forecast future human resource requirements as a basis for planning and action. On the basis of research conducted by the Institute for Employment Studies, Reilly (1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning. These fall into the following three groups.
1. Planning for substantive reasons, that is, to have a practical effect by optimizing the use of resources and /or making them more flexible, acquiring and nurturing skills that take time to develop, identifying potential problems and minimizing the chances of making a bad decision.
2. Planning because of the process benefits, which involves understanding the present in order to confront the future, challenging assumptions and liberating thinking, making explicit decisions which can later be challenged, standing back and providing an overview, and ensuring that long-term thinking is not driven out by short-term focus.
3. Planning for organizational reasons, which involves communicating plans so as to obtain support / adherence to them, linking HR plans to business plans so as to influence them, regaining corporate control over operating units, and coordinating and integrating organizational decision-making and actions.
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 future
B. the dramatic change of policy priorities and strategies within organizations
C. the distrust displayed by many managers of theory or planning
D. the redundance of evidence that human resource planning works
2. 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 why organizations 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 resources
B. planning can be used to identify potential problems and minimize the chances of making a bad decision
C. planning involves understanding the present in order to confront the future
D. planning for organizational reasons
4. 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.
（二）
The criteria or criterion that management chooses to evaluate, when appraising employee performance, will have a major influence on what employees do. The three most popular sets of criteria are individual task outcomes, behaviors, and traits.
If ends count, rather than means, then management should evaluate an employee s task outcomes. Using task outcomes, a plant manager could be judged on criteria such as quantity produced, scrap generated, and cost per unit of production. Similarly, a salesperson could be assessed on overall sales volume in his or her territory, dollar increase in sales, and number of new accounts established.
In many cases, it’s difficult to identify specific outcomes that can be directly attributable to an employee’s actions. This is particularly true of personnel in staff positions and individuals whose work assignments are intrinsically part of a group effort. In the latter case, the group’s performance may be readily evaluated, but the contribution of each group member may be difficult or impossible to identify clearly. In such instances, it is not unusual for management to evaluate the employee’s behavior. Using the previous examples, behaviors of a plant manager that could be used for performance evaluation purpose might include promptness in submitting his or her monthly reports or the leadership style that the manager exhibits. Pertinent salesperson behaviors could be average number of contact calls made per day or sick days used per year.
The weakest set of criteria, yet one that is still widely used by organizations, is individual traits. We say they are weaker than either task outcomes or behaviors because they are farthest removed from the actual performance of the job itself. Traits such as having “a good attitude,” showing “confidence,” being “intelligent” or “friendly”, “looking busy”, or possessing “a wealth of experience” may or may not be highly correlated with positive task outcomes, but only the naive would ignore the reality that such traits are frequently used in organizations as criteria for assessing an employee’s level of performance.
1. According to the passage,which of the following is not the criteria that management chooses to evaluate employees’ performance? ________.
A. individual task outcomes
B. individual behaviors
C. individual skills
D. individual traits
2. Criteria of task outcomes which can be used for a plant manager include the following except ________.
A. quantity produced
B. dollar increase in sales
C. scrap generated
D. cost per unit of production
2010年5月企业人力资源管理师（三级）理论试题 第一部分职业道德(第1～25题，共25道题) 一、职业道德基础理论与知识部分 答题指导： ◆该部分均为选择题，每题均有四个备选项，其中单项选择题只有——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。 ◆请根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、多选，则该题均不得分。 (一)单项选择题(第1～8题) 1、根据《公民道德建设实施纲要》，从业人员应该遵循“五项要求”是（）。 (A)爱国守法、明礼诚信、公道正派、服务群众、勇于奉献 (B)爱岗敬业、诚实守信、办事公德、服务群众、奉献社会 (C)爱岗敬业、诚实守信、办事公道、遵纪守法、奉献社会 (D)创新进取、遵纪守法、办事公道、服务群众、与时俱进 2、职业活动内在的道德准则是（）。 (A)民主、审慎、法制(B)忠诚、谨慎、人本 (C)忠诚、秩序、勤勉(D)忠诚、审慎、勤勉 3、日本拉链大王吉田忠雄说：“不为别人的利益着想，就不会有自己的繁荣。”从职业道德的角度看，这句话的真正意思是（）。 (A)别人要求怎么做，自己就要怎么做(B)知己知彼，百战不殆 (C)企业经营要善于说“对不起”(D)诚信是企业立足社会的道德资本 4、从业人员执行操作规程的步骤和要求是（）。 (A)牢记操作规程、演练操作规程、坚持操作规程 (B)背诵操作规程、了解操作规程、坚持操作规程 (C)牢记操作规程、改进操作规程、坚持操作规程 (D)牢记操作规程、演练操作规程、创新操作规程 5、日本丰田汽车公司长期奉行“少花钱多办事”的经营理念，节约成为丰田公司的文化、时尚和习惯。但近一个时期以来，丰田汽车公司却连续陷入了“召回门”泥潭，据分析，问题的产生或多或少与“节约”有关，这说明（）。 (A)“少花钱”是不能够做到或者做好“多办事”的 (B)产品缺陷来源于把“节约”作为经营理念的战略 (C)“节约”就是赚小便宜吃大亏 (D)把握节约有度的本质十分重要 6、职业道德规范——“合作”的特征是（）。
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3 一、英汉互译（每题2分，共30分） 1. Bonus 奖金 2. Compensable factors 报酬要素 3. Delayering 扁平化 4. Forecasting 预测 5. Gain sharing plans 收益分享计划 6. Job classification system 工作分类法 7. Minimum wage 最低工资 8. Performance feedback 绩效反馈 9. Staffing tables 人员配置表 10. Wage-rate compression 工资压缩 11.培训Training 12.即时奖金Spot bonus 13.工资结构Pay structure 14.劳动力市场Labor market 15. 精简Downsizing Answer: 1.奖金 2. 报酬要素 3.扁平化 4.预测 5.收益分享计划 6.工作分类法
7.最低工资8.绩效反馈9.人员配置表10.工资压缩11.Training12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing 二、选词填空（每题2分，共20分） fostering intellectual or human lies in the fact that such Workers must be managed differently than were those of previous generations. 对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。 2. In summary, is Human Resource management an integral part of every manager’s job. 总之，是人力资源管理的一个组成部分，每一个经理的工作。 3. In the area of recruiting and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions. 在招聘和招聘方面，这是直线经理的责任，指定员工需要填写具体职位。 4. HR manager also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on). 人力资源经理还负责管理的各种福利计划（健康和意外保险、退休、休假等） 5. Performance evaluations are used as the basis for reward allocations. 绩效评估被用作奖励分配的基础。
2010年5月23日企业人力资源管理师（三级）真题及答案 2010年5月助理人力资源管理师（国家职业资格三级）考试试卷-理论试题 2010年5月人力资源和社会保障部 国家职业资格全国统一鉴定 职业：企业人力资源管理师 等级：国家职业资格三级 卷册一：职业道德 理论知识 注意事项： 1、考生应首先将自己的姓名、准考证号等用钢笔、圆珠笔等写在试卷侧和答题卡的相应位置上，并用铅笔填涂答题卡上的相应位置处。 2、考生同时应将本页右上角的科目代码填涂在答题卡右上角的相应位置处。 3、本试卷侧包括职业道德和理论知识两部分：第一部分，1~25小题，为职业道德试题。第二部分，26~125小题，为理论知识题。 4、每小题选出答案后，用铅笔将答题卡上对应题目的答案涂黑。如需改动，用橡皮擦干净后，再选涂其他答案，所有答案均不得答在试卷上。 5、考试结束时，考生务必将本卷侧和答题卡一并交给监考人员。 6、考生应按要求在答题卡上作答。如果不按标准要求进行填涂，则均属作答无效。地区： 姓名：准考证号：人力资源和社会保障部职业技能鉴定中心监制 第一部分职业道德(第1～25题，共25道题) 一、职业道德基础理论与知识部分 答题指导： ◆该部分均为选择题，每题均有四个备选项，其中单项选择题只有——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。 ◆请根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、多选，则该题均不得分。 (一)单项选择题(第1～8题) 1、根据《公民道德建设实施纲要》，从业人员应该遵循“五项要求”是（）。 (A)爱国守法、明礼诚信、公道正派、服务群众、勇于奉献 (B)爱岗敬业、诚实守信、办事公德、服务群众、奉献社会 (C)爱岗敬业、诚实守信、办事公道、遵纪守法、奉献社会 (D)创新进取、遵纪守法、办事公道、服务群众、与时俱进 2、职业活动内在的道德准则是（）。 (A)民主、审慎、法制 (B)忠诚、谨慎、人本 (C)忠减、秩序、勤勉 (D)忠诚、审慎、勤勉 3、日本拉链大王吉田忠雄说：“不为别人的利益着想，就不会有自己的繁荣。”从职业道德的角度看，这句话的真正意思是（）。 (A)别人要求怎么做，自己就要怎么做 (B)知己知彼，百战不殆 (C)企业经营要善于说“对不起” (D)诚信是企业立足社会的道德资本
助理人力资源管理师-三级（上海）HR专业英语10套试卷 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） 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.
人力资源管理师三级考纲 一、职业道德基础理论与知识部分。 (一)单项选择题(第1～8题) 1、关于道德的说法中，正确的是( )。 (A)道德内含着一种重要的精神力量(B)道德是尊长对晚辈、下属进行有效管理的要求 (C)道德不是“我”的要求。而是社会外加于“我”的规范(D)道德是无助者的呼唤 2、与法律比较，道德( )。 (A)比法律产生得时间晚(B)比法律的适用范围广 (C)比法律的社会影响力小(D)比法律模糊 3、在中国传统道德中．所谓“礼之用，和为贵”的意思是( )。 (A)扎法的运用，要把求得一团和气作为重点(B)道德的根本目的在于增进团结 (C)讲文明礼貌(D)以礼特人，促进和谐相处 4、企业文化的激励功能表现在( )。 (A)刺激人们的物质欲望，挖掘员工的潜能(B)通过引导人们追求个人荣誉，促进企业的发展(C)通过树立正确的职业理想．激发员工的积极性(D)满足员工的一切个性化需求，吸引员工为企业发展做贡献 5、关于爱岗敬业，理解正确的是( )。 (A)爱岗敬业是员工实现职业理想必不可少的素质要求 (B)在就业竞争激烈的条件下，为保住饭碗需要发扬爱岗敬业精神 (C)人们是为着自己而不是为着单位而工作的，爱岗敬业是欺人之谈 (D)无须倡导爱岗敬业精神．干一份工作拿一份报酬就可以了 6、英国思想家威廉?葛德文说：“个人习惯于说他明明知道的假话，或者掩盖他明明知道的真相，必定处于一种不断堕 落的状态之中。”这句话的意思是( )。 (A)说假话是人的天性(B)人说假话时，一般不知道自己是在说假话 (C)人们知道事情的真相，但总想掩盖起来(D)说假话是一个人道德堕落的开始 7、所谓办事公道，意思是( )。 (A)作风正派，公平正义(B)老实厚道，诚恳待人 (C)一视同仁，不留情面(D)折中骑墙，平均对待 8、关于节俭，正确的说法是( )。 (A)节俭既是道德义务，也是法律要求(B)节俭是一种精神，在具体事务上可以有所不同(C)节俭是吝啬的表现(D)由于生产发展，节俭在当代中国已经失去了必要性 (二)多项选择题(第9～16题) 9、企业价值观是企业人员共同活动的( )。 (A)价值取向(B)文化定势(C)心理趋向(D)表层意识 10、对从业人员来说，“尊老爱幼”这一民族传统美德包括( )。 (A)没有必要提倡而且在工作中无法具体体现的(B)建立和谐的人际关系．顺利开展职业活动必不可少的因素
2009年5月人力资源三级考试试题 第一部分职业道德 (第1—25题,共25道题) 一、职业首先基础理论与知识部分 (一)单项选择题(第1—8题) 1、《公民道德建设实施纲要》提出的从业人员都应该遵循的基本要求就是( )。 (A)有岗敬业、诚实守信、办事公道、服务群众、奉献社会 (B)敬业奉献、诚实守信、崇尚科学、开拓创新、服务人民 (C)热爱祖国、热爱人民、热爱劳动、热爱科学、热爱集体 (D)以人为本、全面协调、持续发展、岗位成才、服务社会 2、职业活动内在的道德准则就是()。 (A)守法、自律、严谨 (B)忠诚、审慎、勤勉 (C)科学、民主、自由 (D)自由、平等、博爱 3、下列关于创新的说法中,正确的就是()。 (A)创新需要勇气,要敢于冒天下之大不韪 (B)创新非人人可为,只有高级专业技术人才才能做到创新 (C)创新就是对前人的继承与发展,既要崇拜前人又要不断否定前人 (D)创新需要发散性思维,敢于标新立异 4、下列关于“慎独”的理解中,正确的就是()。 (A)克制自己不要沉湎于某一事物之中,以免玩物丧志 (B)越就是无人监督,越要严格要求自己 (C)要时刻保持谦虚谨慎的作风 (D)保持自己的独立人格 5、IBM公司招聘员工时,最为瞧重的职业道德素质就是()。 (A)公道意识 (B)敬业精神 (C)合作精神 (D)服务意识 6、我国社会主义道德的核心就是()。 (A)集体主义 (B)为人民服务 (C)爱岗敬业 (D)开拓创新 7、诚信的基本特征就是()。 (A)通识性、智慧性、止损性、资质性(B)双向性、对等性、资质性、惩罚性 (C)社会性、共识性,双向性、对等性(D)单向性、前置性、智慧性、要约性 8、从业人员践人“公道”规范的基本要求就是()。 (A)平等待人、公私分明、坚持原则、追求真理 (B)团结同志、防微杜渐、以人为本、共同进步 (C)坚持原则、不近人情、无私无畏、敢于牺牲 (D)崇尚科学、坚持真理、童叟无欺、人人平等 (二)多项选择题(第9—16题) 9、下列关于职业化的说法中,正确的就是()。 (A)职业化就是提高个人与组织竞争力的必由之路 (B)职业化就是全球职场的通用语言与职场文化
A.feedback 反馈B. benchmarking 基准 C. rewards 奖励 D. Human resource management HR管理 E. benefit 福利 F. on-the-job 在职G. performance 绩效 H. downsizing 裁员 I.Direct cost 直接成本 J. output 输出 1._ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspects of your management job 人力资源管理指的是对组织的人实施的各种操作和政策。 https://www.doczj.com/doc/0d2275479.html,bor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization. 劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。 https://www.doczj.com/doc/0d2275479.html,bor turnover can be costly. __I. Direct cost __ of the recruiting and training replacements should be considered. 劳动变更的成本很昂贵。招聘和培训替代人员的直接成本必须被考虑在内。 4.Business process re-engineering techniques are deployed as instruments for __H. downsizing __ . 业务流程再造技术可以被使用来作为规模精简的工具。 5.Evaluations also fulfill the purpose of providing __A.feedback__to employees on how the organization views their performance. 绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的 6.The __J. output __ of the job analysis should be a training or learning specification 工作分析的结果可以使培训或学习规范书。. 7.Coaching is a personal _ F. on-the-job __technique designed to develop individual skills, knowledge, and attitudes. 教练式指导是一种在职的技术，它被用来开发员工的技能、知识、和态度。 8.Extrinsic _ C. rewards __ include direct compensation, indirect compensation, and nonfinancial rewards. 外在报 酬包括直接报酬、间接报酬、非财务性报酬 9.Flexible benefits allow employees to pick and choose from among a menu of _E. benefit_ options. 灵活的福利计划允许员工从一个福利菜单中作选择。 10.China’s economic reformers have used material incentives in order to stimulate __ G. performance __ 中国的经济改革家曾经使用物质激励来刺激绩效。 建议收藏下载本文，以便随时学习！
2007年11 月劳动和社会保障部国家职业资格全国统一鉴定 职业：企业人力资源管理人员 等级：国家职业资格三级 卷册一：职业道德 理论知识 注意事项:1、考生应首先将自已的姓名、准考证号等用钢笔、圆珠笔等写在试卷册和答题卡的相应位置上，并用铅笔填涂答题卡上的相应位置处。 2 、考生同时应将本页右上角的科目代码填涂在答题卡右上角的相应位置处． 3 、本试卷册包括职业道德和理论知识两部分：第一部分，1一25 小题，为职业道德试题； 第二部分，51 一125 小题，为理论知识试题。 4 、每小题选出答案后，用铅笔将答题卡上对应题目的答案涂黑。如需改动、用橡皮擦干净后，再选涂其它答案。所有答案均不得答在试卷上。 5 、考试结束时，考生务必将本卷册和答题卡一并交给监考人员。 6 、考生应按要求在答题卡上作答．如果不按标准要求进行填涂，则均属作答无效． 第一部分职业道德(1—25题，共25道题) 一、职业道德基础理论与知识部分(第1～16题) 答题指导： ◆该部分均为选择题，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。 ◆请根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、多选，则该题均不得分。 (一)单项选择题(第 1～8 题) 1、关于道德的说法中，正确的是( )。 (A)道德是一种社会规范性力量 (B)道德是领导意志的集中体现 (C)个体的道德表现差异很大．判定一个人的道德优劣是不可能的 (D)普遍良好的道德．仅仅是人的善良愿望而已 2、与法律相比．道德( )。 (A)产生得时问晚 (B)比法律的适用范围广 (C)内容上显得十分笼统 (D)评价标准难以确定 3、关于企业形象，正确的说法是( )。 (A)文明礼貌是企业形象的核心与关键 (B)企业形象的本质是企业的环境卫生和企业员工的服饰状况 (C)企业形象是社会公众和企业员工对企业的整体印象和评价 (D)通过持久、大规模的媒体宣传，就能树立起企业形象 4、在企业文化中，居于核心地位的是( )。 (A)企业礼俗 (B)企业价值观 (C)企业作风 (D)规章制度 5、海尔总裁张瑞敏曾经说过这样的话，企业要靠无形资产来盘活有形资产,只有先盘活人,才能盘活资产,对这句话．准确的理解是( )。 (A)企业存在着无形资产和有形资产两种形式 (B)人是有形资产，人作为资产通过劳动产生价值 (C)人是企业发展的决定性因素 (D)企业的无形资产是一种神秘的物质 6、员工处理与领导的关系时．正确的做法是( )。 (A)即使知道领导的决策是错误的．也要不折不扣地执行 (B)对于领导含糊交办的任务．要含糊执行
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） 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, know ledge, 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 u sed 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.replacement B.outplacement C.release D.downsizing
2009年5月三级人力资源管理师 考试真题 第一部分职业道德（第1-25题，共25道题） 一、职业道德基础理论与知识部分 （一）单项选择题（第1-8 题） 1、<<公民道德建设实施纲要>>提出的从业人员都应该遵循的基本要求是（）。（A）爱岗敬业、诚实守信、办事公道、服务群众、奉献社会 （B）敬业奉献、诚实守信、崇尚科学、开拓创新、服务人民 （C）热爱祖国、热爱人民、热爱劳动、热爱科学、热爱集体 （D）以人为本、全面协调、持续发展、岗位成才、服务社会 2、职业活动内在道德准则是（）。（A）守法、自律、严谨（B）忠诚、审慎、勤勉（C）科学、民主、自由（D）自由、平等、博爱 3、下列关于创新的说法中,正确的是（）。 （A）创新需要勇气，要敢于冒天下之大不韪 （B）创新非人人可为，只有高级专业技术人才才能做到创新 （C）创新是对前人的继承和发展，既要崇拜前人又要不断否定前人 （D）创新需要发散思维，敢于标新立异 4、下列关于“慎独”的理解中，正确的是（）。 （A）克制自己不要沉湎于一事物之中，以免玩物丧志（B）越是无人监督，越要严格要求自己 （C）要时刻保持谦虚谨慎的作风（D）保持自己的独立人格 5、IBM公司招聘员工时，最为重要的职业道德素质是（）。 （A）公道意识（B）敬业精神（C）合作精神（D）服务意识6、我国社会主义道德的核心是（）。（A）集体主义（B）为人民服务（C）爱岗敬业（D）开拓创新 7、诚信的基本特征是（）。 （A）通识性、智慧性、止损性、资质性（B）双向性、对等性、资质性、惩罚性（C）社会性、共识性、双向性、对等性（D）单向性、前置性、智慧性、要约性 8、从业人员践行“公道”规范的基本要求是（）。 （A）平等待人、公私分明、坚持原则、追求真理（B）团结同志、防微杜渐、以人为本、共同进步 （C）坚持原则、不近人情、无私无畏、敢于牺牲（D）崇尚科学、坚持真理、童叟无欺、人人平等 （二）多项选择题（第9—16题） 9、下列关于职业化的说法中，正确的是（）。 （A）职业化是提高个人和组织竞争力的必由之路（B）职业化是全球职场的通用语言和职场文化 （C）职业化是新型劳动的核心内容（D）职业化要求依靠直觉和灵活应变来适应职场变化 10、提高职业技能要端正态度是( )。（A）踏实肯干（B）默默无闻（C）实事求是（D）谦虚谨慎 11、“终身学习”理念提出的主要依据是（）。 （A）低学历人员需要长时间学习才能弥补所欠缺知识 （B）由于科技快速发展和知识爆炸，所以要通过学习才能适应时代发展的要求 （C）因为还没有达到成功人士的地步，所以要通过学习来实现目标 （D）学习是增强从业人员职场竞争力和企业市场竞争力的动力和源泉 12、“敬业”的基本要求包括（）。（A）回报（B）主动（C）务实（D）持久 13、从业人员践行职业纪律的要求包括（）。 （A）学习岗位规则（B）执行操作规程
Because of the progress of technology, human resource managers are better also to service the needs of their colleagues and their employer. As Human Resource Manager, the challenges posed to them in the age of advancing technology are great and each manager must utilize the resources available to them in order to perform their functions effectively. HR personnel must constantly keep up to date with change and therefore must experience on going training to keep abreast with development. A wonderful resource is internet and here at this venue, managers are able to obtain current information on technological changes through web-based training. In today’s society, everything now is computer based. Standard systems have been developed to record and store information. Programs have been designed to analyze inputted information thereby giving the HR professional a wide variety of information. Information is easy to store and easily accesses. Emailing is now a necessity. Instantaneous communication is possible not only with words but with sound and picture. It is easy to interface with employees, colleagues, and business partners and associates. It is apparent that technology will continue to grow at a rapid pace. It is the responsibility of the Human Resource Personnel to be aware of these changes and their implication for their department. Training and computer learning are essential if the HR Manager hopes to continue as a professional and contributing worker. ●According to the passage, who do not the human resource managers service to ______? A.the co-workers B.the customers C.the line manager D.the senior management ●What is not the element of the instantaneous communication? ______ A.Photo B.Music C.Text D.Smell ●According to the passage, the author might most likely disagree that ____. A.Managers can obtain current information on technological changes trough web-based training. B.Programs have been designed to analyze inputted information. C.Email is difficult to interface with employees, colleagues, and business partners and associates. D.Training and computer learning are essential if the HR Manager hopes to continues as a professional and contributing worker.
一、英汉互译（每题2分，共30分） 1.Apprenticeship：学徒 2.Career support：职业支持 3.Outsourcing：外包 4.Database：数据库 5.Employee empowerment：员工授权 6.Goals：目标 7.Human resource information system(HRIS)：人力资源信息系统 8.Job rotation：岗位轮换 9.Learning organization：学习性组织 10.Psychological contract：心理契约 11.薪资调查：Salary survey 12.任务分析：Task analysis 13.招募：Recruit 14.绩效管理：Performance management 15.工作丰富化：job enrichment 二、选词填空（每题2分，共20分） A.feedback B.benchmarking C.rewards D.Human resource management E.benefit F.on-the-job G.performance H.downsizing I.Direct cost J.output 1.refers to the practices and policies you need to carry out the people or personnel aspects of your management job. https://www.doczj.com/doc/0d2275479.html,bor turnover rates provide a valuable means of the effectiveness of HR policies and practices i n organizations. https://www.doczj.com/doc/0d2275479.html,bor turnovercan 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 the ir 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.replacement C.release B.outplacement D.downsizing 2.focus the evaluator's attention on those behaviors that are key in making the difference between e xecuting a job 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 wil l become an'employer of choice'.
1.简述工业工程的目标。 2.简述企业内部招募的特点。 3.简述工作岗位评价的主要步骤。 综合题 4.请你为某企业制作一份绩效管理系统评估调查问卷。 5.某塑料厂有职工一千多人，职工代表大会近40人，近期正忙于起草待签订的集体合同。工人们看过环境保护部门的检测报告，报告指明厂里的生产条件不合格，对员工身体有危害。但厂领导允诺，今年厂里有困难，暂时没有闲散奖金改善，明年签集体合同时再涉及工作条件的内容。之后职工代表大会与厂方协商一致，决定先签署集体合同。没想到，过了一星期，上面通知集体合同未通过，必须修改，主要原因就是生产劳动条件部分未达标。 (1)简述集体合同的签订程序。 (2)集体合同的签订需经过哪些部门审查才能生效? 6.下图是多家企业专业技术人员、办公室职员和中层管理人员的招聘渠道情况。请根据下图回答下列问题： (1)简述材料中所提到的四种招聘渠道。 (2)简述选择招聘渠道的主要步骤。
1.假设在一次招聘中分别测定众多求职者，并把他们安排到多种不同性质的岗位上去。下表为多位应聘者的综合测试得分。 如果假设岗位1、岗位2、岗位3、岗位4、岗位5所需的最低测试分数分别为3.5、2.5、2.5、3.0、3.5，要从这10个人中选出5人来担当不同的岗位，请计算： (1)以人员为标准进行配置，则录用人员的平均分数是多少? (2)以岗位为标准进行配置，则录用人员的平均分数是多少? (3)以双向选择为标准进行配置，则录用人员的平均分数是多少? 2.组织设计的要求与原则是什么? 3.某公司毛利金额为3500万元，销售人工成本为600万元，公司中某销售人员月工资为800元，每年薪给13个月，该推销员年度目标销售毛利是多少? 综合题 4.李平是某公司生产部门主管，该部门有30多名员工，其中既有生产人员又有管理人员。该部门采用的考评方法是排队法，每年对员工考评一次。具体做法是：根据员工的实际表现给其打分，每个员工最高分为100分，上级打分占40%，同事打分占60%。请回答下列问题： (1)简述排列法的特点。 (2)排列法和选择排列法的区别? 5.XX公司是一家小型公司。创业初期，将低成本、提高销售额成为公司的总目标。由于业务繁忙，公司没有时间制定一套正式的完整的绩效考评评价制度，只是由以前公司老总王某兼任人力资源总监，采取了一些补救措施。如：他会不定期的对工作业务好的员工提出表扬，并予以物质奖励;也对态度不积极的员工提出批评;一旦员工的销售业绩连续下滑，他会找员工谈心，找缺陷，补不足，鼓励员工积极进取。 现在公司规模大了，这几年发展非常迅速，已经由最初的十几个人发展到现在的上百人。随着规模不断扩大，管理人员和销售人员的增加，问题也出现了。员工的流失率一直居高不下，员工的士气也不高。王某不得不考虑，是否该建立绩效考评的正式制度，以及如何对管理人
单项选择题（1-50 英中对照含答案） 1、The process of helping redundant employees to find other work or start new careers is outplacement （B） 帮助失业的员工重新谋职的过程是一个新的职业 A、replacement B、outplacement C、release D、downsizing 替换重新谋职发布精简 2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively. 关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上 The group order ranking B、Written essay C、The individual ranking D、Critical incidents 集团排名书面描述法个人排名关键事件评估 3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C） 招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主 A、outplacement B、 evaluation C、 recruitment D、training 重新谋职评估人才招聘培训 4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向 A. goals B. resource C. result D. process 目标资源结果方法 5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B） 轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。 A. Job analysis B. Job rotation C. Job satisfaction D. Job involvement 工作分析工作轮换工作规范工作认同 6、HR planning is the process of determining the human resources required by the organization to achieve its strategic goals（B） 人力资源规划是确定组织为实现其战略目标所需的人力资源的过程 A. a technique that identifies the critical aspects of a job 一种识别工作关键方面的技术 B.the process of determining the human resources required by the organization to achieve its strategic goals 确定组织需要的人力资源以实现其战略目标的过程 C.the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives 制定主要组织目标和制定实现这些目标的全面计划的过程 D. the process of determining the primary direction of the firm 确定公司主要方向的过程