人力资源管理英语试题

1、.wd.wd.wd.人力资源管理师英语试题一、翻译题1至15题，每题2分，共30分，请将下面的 英语译成汉语，汉语译成英语。：1. human resource planning2. bonus3. career4. selection.5. employee6. team7. labor market8. job analysis9. training10. contract11. 积分法12. 工作构造13. 外包14. 纪律15. 就业许可证二、选词填空题：16至25题，每题1分，共10分，请将 框中最恰当的答案以相应的字母填入括号中A.job analysis B.job evalua

2、tion C.task analysisD.mediator E.validity F.reliabilityG.creativity H.appraisal accuracy I. wage surveyJ.human resources planning16.To estimate a tests consistency or ,you could administer the same test to the same people at two different points in time, comparing their test scores at time 2 with th

3、eir scores at time 1. 17.A serves primarily as a fact finder and to open up a channel of communication between the parties.18.The simplest method ranks each job relative to all other jobs, usually based on some overall factor like “job difficulty.19.When job evaluation and data are used jointly, the

4、y serve to link the likelihood of both internal and external equity. 20.Interviews, questionnaires, observations, and diary/logs are the most popular methods for gathering data.21.The test has to the extent that the people with higher test scores perform better on the job.22.Rater training is no pan

5、acea for reducing rating errors or for improving .23.A key component of is forecasting the number and type of people needed to meet organizational objectives.24.The second step in training-needs assessment is which involves reviewing the job description and specification.25.A modest level of stress

6、may even lead to more if a competitive situation results in new ideas being generated.二、单项选择题：26至35题，每题3分，共30分，请将最恰当答案前的字母填入括号中26.People who contribute to the job analysis process include the following, except for the: A. stockholder B. job analyst C. employees D. supervisor27.The suitability of col

7、lege graduates for technical and managerial positions often depends on their: A. dental records B. ethnic background C. religious belief D. major field of study28.A statement of the knowledge, skills, and abilities required to perform a job is a: A. job requirement B. job specification C. job positi

8、on D. job objective29.The extent to which two or more methods yields similar results or are consistent is referred to as: A. validity B. reliability C. truth D. similarity30.The selection procedure usually begins with: A. employment tests B. a medical examination C. a supervisory interview D. comple

9、tion of an application form31.The primary reason organizations train new employees is to: A. increase their knowledge, skill, and ability level B. help trainees achieve personal career goals C. comply with government regulations D. improve the work environment32.Research has shown that performance a

10、ppraisal are used most widely as a basis for: A. transfer B. criticism C. assessment centers D. compensation decisions33.It is recommended that a diagnosis of poor employee performance focus on all of the following except: A. skill B. personality C. effort D. external conditions34.Job evaluation sys

11、tems provide for internal equity and serve as th basis for: A. wage-rate determination B. job analysis C. training plan D. career plan35.All of the following are common causes of workplace stress except: A. excessive job pressures B. high workloads C. disagreements with managersD. empowerment四、阅读理解：

12、36至45题，每题3分，共30分，阅读以下 文章并答复以下问题，请将正确答案以相应的字母填入括号中。一There is no standard format you must use in writing a job description, but most descriptions contain sections on: job identification, job summary, relationships、responsibilities、and duties, authority of incumbent, standards of performance, working c

13、onditions, and job specifications.An example of a job description is presented in the following figure. Sample Job DescriptionJob Title: Supervisor of Data Processing OperationsStatus: Exempt Job Code: 012.168Date: June 3, 2003 Plant/Division: Olympia, Inc.Main officeWritten By: Arthur Allen Section

14、: Data Processing-SystemsApproved By: Juanita Gates Level: 12 Points: 736Pay Range: $16,760 $20,760Title of Immediate Supervisor: Manager of Information SystemsJob Summary Directs the operation of all data processing, data control, and data preparation requirements.Job Duties: 1. Follows broadly bas

15、ed directives.(a)Operates independently.(b)Informs Manager of Information Systems of actives through weekly, monthly, and / or quarterly schedules.2. Selects, trains, and develops subordinate personnel.(a)Develops spirit of cooperation and understanding among work group members.(b) Directs training

16、involving teaching, demonstrating, and/or advising users in productive work methods and effective communications with data processing.3. Reads and analyzes a wide variety of instructional and training information.4. Plans , directs, and controls a wide variety of operational assignments by 5 to 7 su

17、bordinates; works closely with other managers, specialists, and technicians in Information Systems as well as with managers in other departments.(a)Receives, interprets, develops, and distributes directives ranging from the very simple to the highly complex and technological in nature.(b)Establishes

18、 and implements annual budget for department.5. Interacts and communicates with people representing a wide variety of units and organizations.(a)Communicates both personally and impersonally, through oral or written directives and memoranda, with all involved parties.(b)Attends local meetings of pro

19、fessional organizations in the field of data processing. 36.According to the passage, the immediate supervisors title is also shown in the section as is information regarding the jobs salary and / or pay scale. A.job summary B.job identification C.job relationships D.job title37.It would appear from

20、 the passage that permits easy referencing ofall jobs since it represents important characteristics of the job. A.job code B.job status C.pay range D .job summary38.According to the Sample Job Description in the passage, when a supervisor of data processing operations is at work, he or she . Adoesnt

21、 need to report to the immediate supervisor B.needs to attend business meetings at least once a week C.doesnt need to explain directives to his or her subordinates D.needs to show others how to communicate with data processing39.In the figure the duty “reads and analyzes a wide variety of instructio

22、nal and training information can be further defined as follows, not including . A.ensures that work group members receive specialized training as necessary in the proper functioning or execution of procedures and methods B.applies latest concepts and ideas to changing organizational requirements C.a

23、ssists in developing and / or updating manuals, procedures, specifications, etc., relative to organizational requirements and needs D.assists in the preparation of specifications and related evaluations of supporting software and hardware40.The author of the passage would most likely agree that . A.

24、a job description should portray the work of the position so well that the duties are clear with reference to other job descriptions B.a job description should have fixed format for defining a position C.for writing up job descriptions, we should select the most specific Words to show the kind of wo

25、rk and the degree of complexity D.long statements usually best accomplish the purpose when we are writing up job descriptions 二 When appraisals fail, they do so for reasons that parallel these three steps defining the job, appraising performance, and providing feedback.Some appraisals fail because s

26、ubordinates are not told ahead of time exactly what is expected of them in terms of good performance.Others fail because of problems with the forms or procedures used to actually appraise the performance; a lenient supervisor might rate all subordinates “high, for instance, although many are actuall

27、y unsatisfactory.Still other problems arise during the interview-feedback session, which include arguing and poor communications.These and other problems are summarized in the following figure.Common Performance Evaluation Problems Problems can occur at any stage in the evaluation process.Some of th

28、e pitfalls to avoid in performance appraisals are:1Lack of standards.Without standards, there can be no objective evaluation of results, only a subjective guess or feeling about performance.2Irrelevant or subjective standards.Standards should be established by analyzing the job output to ensure that

29、 standards are jobrelated.3Unrealistic standards.Standards are goals with motivating potential.Those that are reasonable but challenging have themostpotential to motivate.4Poor measures of performance.Objectivity and comparison require that progress toward standards or accomplishment of standards be

30、 measurable.Example of measurable standards include quantifiable measures such as 10 rejects per 1,000 units or 10 sales per 100 calls, as well as qualitative measures, such as projects completed or not completed. 5Rater errors.Rater errors include rater bias or prejudice, halo effect, constant erro

31、r, central tendency, and fear of confrontation.6Poor feedback to employee.Standards and/or ratings must be communicated to the employee in order for the performance evaluation to be effective.7Negative communications.The evaluation process is hindered by communication of negative attitudes, such as

32、inflexibility, defensiveness, and a non-developmental approach.8Failure to apply evaluation data.Failure to use evaluations in personnel decision making and personnel development negates the primary purpose of performance evaluations.The use and weighting of multiple criteria as well as the frequenc

33、y of evaluation also present problems.41.In writing about the subject, the author of this passage apparently . A. gloats over the errors of some supervisors B. slyly introduces the fact that there is no necessity to appraise performance C. wants to share his opinions on how to appraise performance e

34、ffectively D. remains cautiously optimistic about performance appraisals42.According to this passage, we may conclude that to result in the success of performance appraisals . A. supervisors and their subordinates should agree on duties and job standards of the employees B. plans are made for any de

35、velopment that is required when defining the job C. a supervisor might rate all subordinates “fair D. supervisors have to make decision whether or not they should let their subordinates know the standards of some appraisals43.The author of this passage would probably agree with which of the following ? A. The traits and degrees of merit must be open to interpretation in order to avoid unclear standards