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人力资源三级考试英语选词填空-附中文

人力资源三级考试英语选词填空-附中文
人力资源三级考试英语选词填空-附中文

1. —一- D. Human resource management _refers to the practices and policies you need to carry out

the people or pers onnel aspects of your man ageme nt 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。

2. Labor turnover rates provide a valuable mea ns of B. ben chmark ing the effective ness of HR

policies and practices and orga ni zati on.

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。

3. Labor turno ver can be costly. L Direct cost _ of the recruit ing and training replaceme nts should

be con sidered.

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. Busin ess process re-engin eeri ng tech niq ues are deployed as in strume nts for _H. dow nsiz ing __ .

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

orga ni zati on views their performa nee.

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. Coach ing is a pers onal _ F. on-the-job __tech nique desig ned to develop in dividual skills, kno

wledge, 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. Extri nsic _ C. rewards _ in clude direct compe nsati on, in direct compe nsati on, and nonfinan cial

rewards.外在报酬包括直接报酬、间接报酬、非财务性报酬

9. Flexible ben efits allow employees to pick and choose from among a menu of _E. benefit_opti ons.

灵活的福利计划允许员工从一个福利菜单中作选择。一一

10. China 'econo mic reformers have used material incen tives in order to stimulate _ G. performa nee

中国的经济改革家曾经使用物质激励来刺激绩效。

1. 二Intern ati onal huma n resource man ageme nt in eludes __H__ qualified pers onnel for overseas assig

nments

国际化人力资源管理包括了为跨国任务招聘合格的人员

2. Rapid A through an exte nsive staff ranking system is see n in one compa ny as a very importa nt motivati

onal mecha ni sm.

快速晋升通过广泛的员工的排名系统是一个公司作为一种重要的激励机制。

3. __D__ refers to the tendency of firms to exte nd their sales or manu facturi ng to new markets abroad 全球

化指的是企业把生产或市场扩展到海外市场的趋势。

4. Develop ing a high-trust orga ni zati on means creati ng trust betwee n __C__ and employees 发展高信任的

组织意味着创造管理层和员工之间的信任

5. __F__ determ ines the huma n resources required by the orga ni zati on to achieve its strategic goals. 人力

资源规划决定了组织为了达到战略目标所需要的人力资源

6. The __B_ provides in formatio n on the n ature and fun cti ons of the job

工作分析提供了工作本质和职能的信息

7. The halo effect or error is the tendency for an evaluator to let the __J__ of an in dividual on one trait

in flue nce his or her evaluati on of that pers on on other traits.

晕轮效应指得是评估者过多关注被评估这某一方面特征从而影响到对其他方面特征的评估

8. Training is concerned with fitting people to take one extra responsibilities, increasing all-round __G _ 培训

指的是把员工调整到能承担额外的责任,同时增加全方位的能力。

9. A training or a learning specification breaks down the broad duties contained in the __E__ into the detailed

tasks that must be carried out.

培训和学习规范书细化了包含在工作说明书中的必需完成的(措词比较简单)的任务。

10. In case of labor disputes between the employer and laborer, the parties concerned can apply for __I or

arbitration, bring the case to courts, or settle them through consultation.

在雇主和劳动者的劳动争议中,涉及到的双方可以申请调解,仲裁,或到法庭上打官司,或者通

过咨询来解决。

1. 三For managers, the challenge of fostering intellectual or _ F. human capital lies in the

fact that such workers must be man aged differe ntly tha n were those of previous gen eratio ns.

对于经理们来说,培养知识型员工和人力资本的挑战在于现在的工人和上一代大不相同。

2. In summary, _C. Human Resource Management._is an integral part of every manager '

job

总的来说人力资源管理是每个管理者工作中的组成部分。

3. In the area of J. recruit ing and hiri ng, it 'the line man agersresp on sibility ot specify the

qualifications employees need to fill specific positions.

在做招聘和甄选时,直线经理有责任给出某个空缺岗位对求职者的要求。

4. HR man ager also admi nisters the various E. ben efit program (health and accide nt in

sura nee, retireme nt vacati on, and so on)

人力资源经理还管理大量的福利项目。

5. Performanee evaluations are used as the basis for_A. reward_ allocations.

绩效评估还用作薪酬发放的基础。——

6. Staff man agers are authorized to assist and advise line man gers in accomplish ing these

basic _H. goals .

职能经理被授权来协助也建议直线经理来完成这些基础的目标。

7. determining the nature of each employe'job is _B. job analysis 我们是通过工作分析来决定每

个员工的工作本质的。

8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on

labor safety and san itatio n, and observe labor discipli ne and professi on_D. ethics__ 劳动者要完成他们的劳动任务,提升他们的专业技能,遵守公司的劳动卫生制度,—遵守纪律,以及职业道德。

9. Labor _l. contracts___are agreements reached between laborers and the employer to

establish labor relationships and specify the right, interests an obligations of each party.

劳动合同是由劳动者和雇主达成的共识,依次来建立劳动关系,指出了每一方的权利、利益、义务

10. In a public employment _ G. agency _ , which served workers seeking employment and

employers seek ing workers, employme nt in terviewers were appraisedby the nu mber of in terviews they con ducted.

在一个公共的雇佣代理处,该代理处为工人找工作也为雇主招工人,该代理是根据面试人员实施面试的数量来衡量其绩效的。

1. 四The an alysis of the nu mber of people leav ing the orga ni zatio n ( labor tur no ver of wastage) provides

data for use in supply _G__

对于离开组织人数的的分析提供了供给预测的数据。

2. dema nd forecasti ng is the process of estimat ing the future nu mbers of people required and the likely

__ J __ a nd compete nces they will n eed

需求预测估计了组织未来需要人员的数量以及相关的能力

3. The __C__ are the exter nal local, regi on al, n ati onal and intern ati onal markets from which differe nt sorts

of people can be recruited

夕卜部劳动力市场是企业外部当地的、区域性的、国家性的、国际性的劳动力市场,从这些市场里组织能雇佣到各种不同类型的人。

4. From tapping the global labor force to formulating selection, training, and compensation policies for _H__

employees managing globalization will thus be a major HR challenge in the next few years 为全球化的劳动力制定甄选、培训和薪酬政策将成为近年来人力资源管理的主要挑战。

5. The pressure for improved performanee to meet more intense global A explains why many orga ni zatio ns

are see ing higher sta ndards for employees

为了应对更剧烈的全球化竞争而对更高绩效的要求,由此产生的压力解释了为何组织正在寻求更

高标准的员工。

6. People also leave orga ni zati ons volun tarily to further their__D__, get more money or move away from the

district

人们还自愿离开组织,以促进他们的职业生涯,获得更多的钱或远离区

7. Organizational release activities dela with redundancy, __E ______ , dismissal, voluntary turnover and

retireme nt.

组织人员离开活动处理的是冗余、解雇、自愿离职以及退休。

8. Once a labor dispute occurs, the party that has object ions to the ruli ng of the labor committee can bring the

case to a peoples court B

一旦发生劳动争议,对于劳动委员的裁定有争议的一方,可以要求由法庭来处理。

9. A training or a learning specification breaks down the broad duties contained in the _E__ into the detailed

tasks that must be carried out

培训或学习规范分解的广泛职责包含在职位描述中的详细任务

10. The _I__ is the tendency for an evaluator to let the assessme nt of an in dividual on one trait i nflue nee his or

her evaluati on of that pers on on other traits.

main challe nges any where is the _C. orga ni zati on al lear ning _ capacity of the part ners with in the joint ven ture.

管理对国际化合资企业管理过程中,Pucik提出,一个最大的挑战就是在组织内合作伙伴的组织学习能力。

2. Rapid promotion through and extensive staff ranking system is seen in one company as a

very importa nt _G motivatio nal _ mecha nism

在一个拥有广泛职位层级的组织内,如果快速地晋升一个员工,这是一种激励机制。

3. Gen erally money is see n as importa nt for _B. recruit ing and retai ning employees, but

not as a real motivator.

人们常常把钱作为一个重要的吸引和留住员工的因素,但是它并不是一个真正的激

励因子。

4. China'显conomic reformers have used material incentives in order to stimulate _ J.

productive _

中国的经济改革家曾经使用物质激励来刺激绩效。

5. New labor laws permit companies to set their own F. wage levels 新的劳动法允许企业设定自

己的工资等级。—

6. organizations are finding that IHRM activities are best handled by linking them to the

enterprise ' ” E strategic plan _

组织发现如果把巴国际化的人力资源管理和组织战略结合起来,这样实施的效果会最好。

7. An extensive review of the literature indicates that the more important factors conductive to

_A. job satisfacti on__ in clude men tally challe nging work, equitable rewards, supportive work ing con diti ons, and supportive colleagues.

对于文献的大量研究表明,能够导致工作满意的因素包括了:在思维上有挑战性的工作,公平的报酬,支持性的工作环境,支持的同事。

8. Employees want _ D. pay systems _ a nd promoti on policies that they perceive as being

just, unambiguous, and in line with their expectations.

员工希望组织的薪酬体系和晋升体系是公正的、不模糊的、和自己的期望所一致的。

9. The early views on the satisfact ion-performa nee relati on ship can be esse ntially

早期对于员工满意度与绩效关系可以被综合为个快乐工人多产的工人

10. Gi ving all employees the same ben efits assumes all employees have the same H.needs

给所有的员工同样的福利假设所有的员工有同样的需求。

1. The __C__ provides in formati on on the n ature and fun cti ons of the job 提供了工作的性质和功能的信息

2. HR is focus ing on the acquisiti on and developme nt of the __E__ required by the orga ni zati on 人力资源关注

于获得和开发组织所需要的人力资本

3. The dow nsiz ing pla n should be based on the tim ing of reduct ions and of I the exte nt to which these can be

achieved by n atural wastage or volun tary redu ndancy

组织规模精简可以给予人力资源自然减员

4. Rapid turnover can result simply from poor _G_ or promoti on decisi ons 过高的人员流失可能来自于不合理的招

聘或晋升。

5. A flexibility pla n can con tain proposals to reduce overtime J_ through the use of flexible hours

灵活的计划包含了相关的建议,通过使用灵活的时间安排来减少员工的加班成本

6. Job-sharing is an arrangement where by two employees share the work of one full-time position, dividi ng pay

and __B__ betwee n them accord ing to the time each works

工作分享使得两个员工共享一粉全职工作,同时根据各自工作时间分享薪酬和福利

7. The _F__ pla n should in clude pla ns for attract ing good can didates by en suri ng that the orga ni zati on will

become an employer of choice '.

招聘计划因该包括通过把组织变成“雇主选择”而吸引优秀候选人的计划

8. Behaviorally an chored rat ing scales comb ine major eleme nts from the __D__ and graphic rat ing scale

approaches

行为锚定评级量表法整合了关键事件发和图示评级量表法的主要元素。

9. 360-degree feedback is also referred to as multi-source A_ or multi-rater feedback

360反馈法还被称为多来源评价或多评估者反馈

10. Coach ing is a pers onal _H_ tech nique desig ned to develop in dividual skills, kno wledge, and attitudes

教练是一个个人在职状态,技术设计开发员工的技能,知识,态度

1、六The quality of a firm ' H. recruit ing process had a big impact on what can didates

thought of the firm

一个企业的招聘质量会对候选人如何看到该企业带来很大影响。

2、Private E. employment agencies are important sources of clerical, white-collar, and man

agerial pers onn el.

私人雇佣代理是文秘、白领和管理人员的重要来源。

3、At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with

20 years of service an bid on jobs at lower stress and lower _ C. pay levels _ if they desire

so

在施乐,工会工人年龄超过55工龄超过15年以及年龄超过50工龄超过20年,可以申请较低压力、较低报酬的工作。

4、People also leave organizations voluntarily to further their A. careers , get more money or

move away from the district

人们主动离开组织为了拓宽职业生涯,获得更多的钱,或搬到其他地方。

5、Outplacement is about helping redundant employees to find_F. alternative_work

再就业服务是帮助冗余的员工找到其他的工作。——

6、Three type of third-party interventions are used to overcome and impasse: mediation, fact-

finding, and _B. arbitration _ .

有三种第三方干涉的方式来解决僵局:调解、事实寻求、仲裁。

7、Approximately half of the German youth between the ages of 15-18 are enrolled in

programs.

大约有一半年龄在15-18岁的德国年轻人注册接受实习计划。 D. apprenticeship

8、Terms of employment tend to be very technical and are governed by a _I. contract_ that

spells out exactly what each side will do for the other.

雇佣关系被合同所规范,合同清楚地说明了到底双方要为对方做什么事。

9、Salary an d__G ben efit package _ _te nd to be secret, so no one knows what anyone elso

is recei ving.

报酬和福利包是保密的,所以没人知道别人得到了什么。

10、Every year the compa ny selects doze ns of j unior man agers and young employees to atte nd uni versities in order to un dertake J. trainin __ programs, eve n degree courses.

每年公司从底层管理者或年轻的员工中选取一些人参与到高校接受培训甚至修得学

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