上海市人力资源三级考试英语真题10套(含答案)

三、单项选择（每题2分，共20分）Theprocessofhelpingledundantemployeestofindotherworkorstartnewcareersis.ieplacementoutplacementreleasedownsizingfocustheevaluator'sattentiononthosebehaviorsthatarekeyinmakingthedifferencebetweenexecutmgajobeffectivelyoiineffectively.ThegroupoideixaiikingWiittenessayC・TheindividuallaiikingD.CiiticalincidentsTheIanshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomean'employerofchoice\outplacementevaluationlecmitmenttrainingOrganizationalandcoipoiateplansindicatetheduectionmwhichtheoigamzationisgoing・goalsresourceC.resultD.piocessaimstobroadenexperiencebymovingpeoplefiomjobtojobordepartmenttodepartment.JobanalysisB・JobiotationJobsatisfactionJobinvolvement.HRplanningisLatecluuquethatidentifiestheciiticalaspectsofajobtheprocessofdeternunmgthehumanresouiceslequiiedbytheoigamzationtoaclueveitsstrategicgoalstheprocessofsettingmajoroiganizationalobjectivesanddevelopingcompiehensiveplanstoachievetheseobjectivestheprocessofdeteniiuiuigtheprunaiyduectionofthefirmCaieeidevelopmentpiogiamsbenefitorganizationsinallofthefollowingwaysexceptLGivingmanageismorecontrolovertheirsuboidmatesGivingmanageisincreasedskillinmanagingtheirowncareersPiovidmggreaterletentionofvaluedemployeesGivinganincreasedunderstandingoftheoigamzation&TheareafiomwhichemployersobtauicertaintypesofwoikersisknownastheL1abormaiketlegionrecniitingareasupplyregionAsetofstandardsofacceptableconductandmoraljudgmentisknownasLmoialesethicsruleslegislationHinngsomeoneoutsidethecompanytopeiformtasksthatcouldbedoneinteniallyisknownasLoiitpbcementcontractingoiitsoiucmgemployeeleasmgAnswer:B2.D3C4・A5・B・6B7.A8.A9.B10.C阅读理解（每题3分，共30分）A'make'policymeansthatorganizationpreferstopromotepeoplefiomregionallabormarketnationallabormaiketmternallabormaiketuiternationallabormaiketAccordingtothepassge,managementconsultanciesLarelessmobilethanpeopleatajuniorlevelshouldberecnutedfiomexternallabormaiketshouldbepromotedfiomwithintheoigamzationarenotknowledgewoikeisIfafilmcanpredictpeoplelequuementsfaulyaccurately,itmaynotdevelopthenownstaffformulatetiainingpiogiamspiomotepeoplefromwithintheorganizationrelymoreoniecnutingfiomoutside'Makeorbuy，policydecisionisapartofLhumanresourceplammigtiaininganddevelopmentpeifbnnanceappraisaljobanalysisThebesttitleofthispassageis.TlieoigaiuzationalcontextofhumanresouiceplaimingAmisofhumanresouiceplaimingThelabormarketcontextforhumanlesourceplamiuigLmutatioiisofhumanresourceplanningAnswer:C2.B3.D4.A5.C(二)1.AccordingtoWlaters,is(are)majortiamingpnoiities.humanresourceandsuccessionplamuiigpersoimelstatisticsexitinterviewsoigaiuzationalgoalsandcoiporateplansHumanresourceandsuccessionplamuiigprovidesmfomiationon・thediiectionmwhichtheoigamzationisgoingfiituieskilllequuementsandmanagementtrainingneedsdeficienciesmtiaininganangementsanygapsbetweenexpectationsandresultsornegativetrendsThefollowmgsourcesofinformationwhichhelptoidentifytiaiimigpnoiitiesarementionedbyWlatersexcept.maiketingplansdepaitmentallayoutchangesdataonpioductivity,qualityandpeifoimanceconsultationwithseniormanagersAccordingtothepassage,thefollowingstatementsaietineexceptDepaitmentallayoutchangesprovidemfonnationaboutfiituiedevelopmentsandrelatedtiauiuigneeds・ExitinteiviewshigliliglitHRissueswhichmightbeaddressedbytraining・Dataonproductivity,qualityandpeiioimanceshowwherethereareanygapsbetweenexpectationsandresultsornegativetrends・Maiketingplansmdicatewherenewskillsaierequiiedtomaiketnewproducts01services・ThemaintopicaboutthispassageislllustratuigLsourcesofliifbnnationwhichprovidemfonnationonmanagementtramingneedssourcesofliifbnnationofmajortrammgpnontiessourcesofinformationwhichhelptoidentifytrainingpnoiitiessourcesofliifbnnationwhichprovidemfonnationaboutfimuedevelopmentsandrelatedtrainingneeds・Answer:D2.B3.A4.B5.C三、单项选择（每题2分，共20分）TheplacementofanemployeeinanotherjobatahigherlevelintheorganizationwithanincieasempayandstatusisknownasaLjobenlargementtransferpiomotionjoblotationKeyjobshaveallofthefollowingcliaracteiisticsexceptLtheyareimportanttoemployeesandtheorganizationtheyvaiyintermsofjobrequirementstheyareusedinsalaiysuiveysforwagedeterminationtheyarelikelytovaiyinjobcontentovertimeAprocessthatgoesbeyondTQMprogramstoamorecomprehensiveapproachtoprocessredesignisknownas.jobredesignprocessredesignfeengmeeiingnghtsizmgThejobspecificationdescribesjobrequuementsrelativetoLskillandphysicaloutputsskillandphysicaldemandsageandphysicaldemandsexpenenceandphysicaldescriptionWhendetenniningwheretraiimigemphasisshouldbeplaced,anexaniuiationofthegoals,lesources,andenviioiuiientoftheoiganizationisknownasLtaskanalysisJoigamzationanalysisresourceanalysisskillsanalysisJThejobevaluationsystemmwhichspecificelementsofthejobstobeevaluatedarecompaiedagainstsinulaielementsofkeyjobswithintheorgamzationisknownasLthepouitmethodjoblaiikingthecomparisonmethodtheHayprofilemethodThefinaldecisiontohueanapplicantusuallybelongstoLtheHRreciiuteitheHRmanagerlinemanagementco-woikeisDetenniningwhatthecontentofatraiimigpiogiamshouldbe,basedonastudyofthejobduties,isknownas.oigamzationanalysisindividualanalysisjobanalysistaskanalysisJSometimesoigaiuzationsprovidesendeestotennmatedemployeesthathelpthembiidgethegapbetweentheiroldpositionandanewjob.TheseseivicesareknownasLdownsizingpiogiams“headhunting”assistancepTogramsoutplacementassistanceemployeeassistancepiograms(EAPs)Jobfoimthebasisfortheadmuustrationofapplicableemploymenttests.outlinesspecificationsrequirementsdetailsAnswer:C2.D3.C4.B5.B6.C7.C8.D9.C10.B阅读理解（每题3分，共30分）1.Multipersoncompaiisonsisa(an)measuimgdevice・absoluterelativeaccuiatefalseAccordingtothepassage,therearetlueemostpopularcompaiisonsexceptLgrouporderlaiikingmdividualraiikinggraplucratmgscalespairedcomparisonsFromthispassage,wecanmferthat.reconuiienduigstudentstograduateschoolsoftenusesmdividualrankingthepairedcompaiisonapproachassumesthatthedifferencebetweenthefirstandsecondemployeeissamegrouporderraiikmgensuresthateachemployeeiscomparedagainsteveiyothereachmethodofmultipersoncomparisonscanbeusedsimultaneouslyThefollowingstatementsaboutindividualrankingarefalseexceptLitrankordersofemployeesfiomfiomthelowestpeiioniiefuptothehighesttheresultisacleanordenngofemployeesitassumesthatthedifferencebetweenthefiistandsecondemployeeisdifferentthisapproachallowsfoisomeoftheemployeeswhomaybecloselygroupedThisarticlemightbeextractedfiomthepaperabout.peifoimanceappraisaliecimtmentandleplacementtraininganddevelopmentrewardsystemsJAnswer:B2.C3.D4.B5.A(二)1.Rewardsareoftencnsideiedasafiinctioninhumanresourcemanagement.plamungleadingmotivatingcontrollingExtiinsiclewaidsincludethefollowingexcept.jobemiclmientdirectcompensationinduectcompensationnonfinanciallewaids3.Accordingtothepassage,thefollowingstatementsarefalseexcept.Nonfinanciallewaidsbelongtointruisicrewards.Oveilnneandholidaypremiumpaybelongstomdiiectcompensation・Employeeswillexpectthendirectcompensationtobecompaiabletothemduectcompensationgiventootheremployeeswithsimilarabilitiesandpeifonnance.Employeeswillexpecttheirdirectcompensationgeneiallytoalignwiththenassessmentoftheircontiibutiontotheorganization・PerquisiteswhichtheoiganizationprovidesemployeesbelongtoLintruisicrewardsdirectcompensationinduectcompensationnonfinanciallewaidsTheauthorofthispassagewouldmostlikelyagreethatLIfmduectcompensationiscontrollablebymanagement.thenitcan?tbeconsideredasamotivatingreward.Ifmduectcompensationsaremadeuniformlyavailabletoallemployeesatagivenjoblevel,regardlessofperformance,theywilllosethen*motivatingfxinction・Tecluuqueslikejobemiclunentornonfiiiancialrewardstoincreasepersonalworthtotheemployeemaymakehisorherworkmoremtimsicallyrewarding・Eachtypeoflewaidscanbedistributedonanmdividualorgroup,notoiganizationwidebasis.Answer:C2.A3.D4.C5.B三、单项选择（每题2分，共20分）ThetendencvforanevaluatortolettheassessmentofanindividualononetraitinfluencehisoxherevaluationofJthatpersononotheitraitsisknownas.similarityenorhaloeffectorerror1emencyenorsingleciitenonThepeiibnnanceevaluationapproachwhichcompareseachemployeewitheveryotheremployeeandrateseachaseitherthesupeiiorortheweakermemberofthepairisknownas・thepairedcompaiisontheindividualraiikuigthegroupordeixaiikingcnticalincidentsDetemmuiigwhetheroinottaskpeifoimanceisacceptableandstudyingthecharacteiisticsofmdividualsandgroupsthatwillbeplaceduithetrainingenviiomnentareknownasLpersonanalysisdemogiaplucanalysismdividualanalysisJgroupandindividualanalysisThelinesofadvancementforanindividualwithinanorgamzationaxeknownas・caieeipathsjobprogiessioiiscaieeilinesjobpathsFreedomfiomciiteriondeficiencyofpeiformanceappraisalslefeistotheextenttowhich・standardsrelatetotheoverallobjectivesoftheoiganizationstandardscaptiuetheentirerangeofanemployee'sresponsibilitiesmdividualstendtomaintainaceitamlevelofpeifoimanceovertimefactorsoutsidetheemployeecontrolcaninfluencepeiformanceTheHayprofilemethoduseswhichtlueefactorsfoievaluatingjobs?・knowledge,skill,andresponsibilitymentalability,skill,andresponsibilityC・knowledge,mentalability,andresponsibilityD.knowledge,mentalability,andaccountabilityWhichofthefollowingisnotanimportantcomponentofameaningfillgainsharmgplan?・establislungfairandprecisemeasurementstandardsensuringthatbonuspayoutformulasareeasytocalculateensuimgthatbonuspayoutsarelargeenoughtoencouragefiituieemployeeeffortdependingontopmanagementtodevelopthegainsharingpiogiam&Givingemployeesmorecontroloverdecisionsaboutwhotheirco-woikerswillbeisknownas・empoweredselectioncollaboiationteamselectiongroupdevelopmentWinchofthefollowingisatecluuqueusedtoelicitemployeeviewsinoldertomakedecisionsandinitiatechange?.suggestionsystemdownwardconunumcationattitudesurveyempowermentAssessingthedegreetowhichwhatemployeeslearnedduringthetianiuigpiogiamistranslatedmtoeiiliancedemployeepeiformanceisknownas.resultsevaluationreactionevaluationbehaviorevaluationlearningevaluationAnswer:B2.A3.A4.A5.B6.D7.D&C9.C10.C阅读理解（每题3分，共30分）（一）AtraiimigoraleaniingspecificationisaproductofLjobstmctuiejobevaluationjobdesignjobanalysisAccordingtothispassage,wluchofthefollowingisn'tthechaiacteiisticoiattributethattheindividualshouldhaveinoideitopeifoimthetasksuccessfully?.knowledgementalabilityJcompetencesattitudesAccordingtotluspassage,theknowledgethattheindividualshouldhaveinoideitopeifoimthetasksuccessfullymayincludethefollowingexceptLpiofessional,teclnucalorconunercialknowledgeknowledgeaboutthecommeicial,economic,ormaiketenvuoiunentknowledgeaboutthejobdesciiptiontheproblemsthatoccurandhowtheyshouldbedealtwithFromthispassage,wecanuiferthatLInordertoperformtaskssuccessfully,mdividualsneedknowmorethanthenprofessionalknowledge・Inordertoperformtaskssuccesshilly,skillsthattheindividualshouldhavearebuiltonlybyrepeatedtiauuiig・hiordertopeifoimtaskssuccessfully、thedispositiontobehaveortopeifoimmawayneedn^tbemaccordancewiththerequirementsofthework・Inordertoperfomitaskssuccessfully,peifoimancestandaidsshouldbebasedonwhattheaveragemdividualliastobeabletoaclueve・ThebesttitleofthispassageisLjobanalysistiainingorlearningspecificationjobdescriptionpeifoimancestandaidsAnswer:l.D2.B3.C4.A5.B（二）Theword-uattrition^inthefirstparagiaphmeans.retentionratessupplyfiomwithmtheoigaiuzationsupplyfiomoutsidetheorganization1aborwastageandretirementsAccoidingtothepassage,forcastingthefiituiesupplyofpeopleshouldbebasedonthefbllowmgexcept.forecastlossestoexistingxesouicestluougliattiitionforecastchangestoexistingxesouicestluoughexternalmovementstheeffectofcliangmgconditionsofworksourcesofsupplyfiomexternallabormaiketsTheauthorofthispassagemightdisagreethatLThedemandandsupplyforecastscanbeanalyzedtodetennmewhetherthereareanydeficitsorsurplus.Thedemandandsupplyforecastscanprovidethebasisforiecnutment,fetention.Thedemandandsupplyforecastscan^tprovidethebasisfordownsizmg.Aspreadsheetcanbeusedfoxdemandandsupplyforecasting.hiacompany,ifpeoplecunentlyemployedaie300,annualwastagerateis20%、andnumberrequHedatend-vearTOC\o"1-5"\h\zis350、thenthecompanyshouldlecmit.100110120130TluspassagemaybeextractedfiomthepaperaboutLhumanresourceplaimingtiaininganddevelopmentlecmitmentandreplacementmternationalhumanresourcemanagementAnswer:D2.B3.C4.B5.A三、单项选择（每题2分，共20分）Eluninatingwhataredeemedtobeunnecessarylayersofmanagementandsupervisionisknownas.delayeringdownsizinglight-sizingbenchmarkingThechangingenvironmentsofHumanResourceManagementincludethefollowingexcept.workforcediversitvJteclmologicaltrendsglobalizationgreatchangesinthenatureofworkforceTheaimsofhumaniesouiceplamiinginanyorgamzationnuglitbethefollowmgexcept.Attractandretamthenumberofpeoplelequuedwiththeappiopnateskills,expertiseandcompetencesReducedependenceonexternalfecmitmentwhenkeyskillsareinshortsupplybyfonnulatingretention,aswellasemployeedevelopment,strategiesNeglecttheproblemsofpotentialsuiplusesordeficitsofpeopleDevelopawell-trainedandflexibleworkforce,thuscontributingtotheorganization^abilitytoadapttoanuncertauiandchangmgenvnoimientFoicastingthesupplyofpeopleshouldbebasedonthefollowingexceptLforecastlossestoexistingxesouicestluougliattiitionfecmitmentplanstheeffectofcliangmgconditionsofworksourcesofsupplyfiomexternallabormarketsThecostsoflaborturnoverincludethefollowingexceptLdirectcostoflecnutingreplacementsopportunitycostoftimespentbyHRandlinemanagersmlecmitmentlossansmgfromreducedmputfiomnewstarteisuntiltheyarehillytramedindirectcostoftrainingreplacementsintheuimecessaiyskillsAssessingthesetsofskillsandknowledgeemployeesneedtobesuccessful、paiticulailyfordecision-orientedandknowledge-intensivejobs,isknownasLuidividualassessmentcompetencyassessmentoiganizationalassessmentjobassessmentWluchsystemofjobevaluationisbemgusedwhenjobsareclassifiedaccordingtoaseriesofpredeteniiuiedwagegrades?LHayprofilemethodjobrankingfactorcompansonmethodjobclassificationsystem&Thepuiposeofapiofit-shanngplanistoLallowworkerstocontributespecificknowledgetolmpiovingtheorgamzationmotivateatotalconunitmenttotheoiganizationasawholeenableworkerstoshareinlaborcostsavmgsinstillcommitmenttotheemployees?immediateworkgroupOneofthepiiinaiybenefitsofcross-traiimigemployeesisthatLcioss-tiainingenablesmdividualstoexertmoreeffoilontheirjobcross-tiaininghelpsemployeesidentifytroublespotsthatcutacrossseveraljobscioss-tiainingenablesmanagerstospendlesstimesupervisingindividualpeifonnancecioss-tiainingenablesmanagerstosavemoremoneyinlaborcostsWhichofthefollowingisnotanappioacliusedbyoigamzationstotiytolowerlaborcosts?.downsizingoiitsoiiTcingpioductivityeiiliancementsemployeedevelopmentAnswer:A2.D3.C4.B5.D6.B7.D&B9.B10.D阅读理解（每题3分，共30分）(一)AccordingRothwell(1995),thegapbetweenhumanresourceplaimingtheoiyandpracticeansedfiomthefollowmgexcept.theimpactofchangeandthedifficultyofpredictingthefiiturethedramaticchangeofpolicypiiontiesandstrategieswithmorganizationsthedistmstdisplayedbymanymanagersoftheoiyorplamuiigtheredundanceofevidencethathumanresouiceplaimingworksAccordingtothepassage,whichofthefollowingstatementsistine?LThedefinitionofhumanresourceplaimingisnotwellestablished・Rothwell(1995)suggeststherehasbeennoexampleofsuccessabouthumanresouiceplaiming.HumanlesouiceplamimgdoesnotseemtobeconunonlypracticedasakeyHRactivity.Thegapbetweenhumanxesouiceplamimgtheoiyandpracticeisverysmall.Reilly(1999)hassuggestedanumberofreasonswhyorganizationschoosetoengageinsomeformsofhumanresourceplanning、butwhichofthefollowingisnotincluded?・plamiuighasatheoiiticaleffectbyoptunizingtheuseofresouicesplamuiigcanbeusedtoidentifypotentialpioblemsandmininuzethechancesofmakingabaddecisionplamimginvolvesundeistandingthepresentinordertoconfiontthefiitureplamiuigforoiganizationalreasonsAboutthehumanxesouiceplamuiigprocessbenefits,theauthorofthispassagemightdisagreethatLItcanchallengeassumptions.Itcanminimizethechancesofmakuigabaddecision・Itcanliberatetliuiking・Itcanensunngthatlong-termthinkingisnotdrivenoutbyshort-termfocus.Fromthispassage,wecanuiferthatLWeshouldforecastfiituiehumanresourcelequirementsasabasisforplamuiigandaction.Thereisnoevidencethathumanresourceplaimingworks・Thereisnouseforhumanresourceplamimg.Thereisnoorganizationalreasonsforhumanresourceplanning.Answer:l.D2.C3.A4.B5.A(二)Accordingtothepassage,whichofthefollowingisnottheciiteiiathatmanagementchoosestoevaluateemployees5perfonnance?LmdividualtaskoutcomesmdividualbehaviorsmdividualskillsmdividualtraitsCiiteiiaoftaskoutcomeswhichcanbeusedforaplantmanagerincludethefollowmgexcept.quantityproduceddollarmcreasemsalesscrapgeneratedcostperunitofpioductionBehaviorsofsalespersonthatcouldbeusedfoipeiibnnanceevaluationpuiposemightinclude.piomptnessmsubnuttmglusorhermonthlyreportstheleaderslupstylethatthemanagerexhibitsnumbeiofnewaccountsestablishedaveragenunibei'ofcontactcallsmadeperdayTraitsthatcouldbeusedforpeifonnanceevaluationpuiposemightincludethefollowingexceptLhaving“agoodapperance^showing“confidence"being“intelligent”or“ftiendly”possessing“awealthofexperience^Theauthorofthispassagemightmostlikelyagreethat.Theciiteiiaorcfitenonthatmanagementevaluateemployees5peifonnancewillhaveammorinfluenceonwhatemployeesdo.Ifmeanscount,ratherthanends,thenmanagementshouldevaluateanemployee'staskoutcomes・Thecontributionofmdividualswhoseworkassigiunentsaremtiinsicallypartofagroupeffortcanbeeasytoidentifyclearly.hidividualtraitsistheweakestsetofciitenathatcanbeusedforpeifonnanceevaluation・Answer:l.C2.B3.D4.A5.D三、单项选择（每题2分，共20分）AputermteiviewpanelinteiviewsituationalinteiviewnondirectiveinteiviewThedesuedoutcomesoftramingprogramsareformallystatedasLtraininggoalslearningobjectivesuistiiictionalobjectiveslearninggoalsCaieeicounselmginvolvestalkmgwithemployeesaboutallofthefollowmgexcept.Thencunentjobactivitiesandpeifonnance.Theirpastcaieeidecisions・Thenpeisonalandcareerinterestsandgoals・Thenpersonalskills・Illmostinstances,whoisinthebestpositiontoperfoniithefimctionofappraisinganemployee'sperformance?.someonefiomtheHRdepaitmentBtheemployee'ssupendsortheemployeeco-woikeisTheprocessofdetermuiuigtherelativeworthofjobsmordertodeteniiuiepayratesfordifferentjobsisknownas.jobdeteniunationjobdiagnosisjobanalysisjobevaluationProfitsharmgreferstoanyprocedurebywhichanemployeipaysemployees.anmcentivebasedontlieifmeiitanmcentivebasedonlaborcostsavmgsabonusbasedontheoveiallpioductivityofthenpailicularworkgroupciuTentordefeiTedsumsbasedontheorganization^financialperfonnanceAllofthefollowmgareprevalentreasonsforfailureamongexpatriatesexceptLaspouseinabilitytoadaptBamanager^personalitymabilitytocopewithlargerresponsibilitiesdistastefortravel&Coniinumcationsystemsshouldprovideaccuratelnfoniiationregardmgallofthefollowingexcept.businessplansandgoalsemployeebackgroundandpersonaldataunitandcorporateoperatingresultsmcipientproblemsandoppoitumtiesReengmeenngoftenlequuesthatmanageisstartfiomscratchinrethinkingallofthefollowingexcept.howworkshouldbedonehowteclmologvandpeopleshouldinteracthowtheentireoiganizationshouldbestnictinedhoworganizationsshouldcompetelO.Thecorejobdunensionthatdescribesthedegreetowhichajobhasasubstantialimpactonthelivesorworkofotherpeopleiscalled.skillvarietytaskidentityJtasksignificanceautonomyAnswer:C2.C3.B4.B5.D6.D7.D&B9.D10.C阅读理解（每题3分，共30分）（一）hithebroadermeaningofthetenn,humanresourceplanningplaysa（an）mtheHRfiuiction・strategicroletacticalroleobjectiverolenoroleWinchofthefollowingmeasureslsn^ttheonebywhichHRcanmakeamajorcontributiontodevelopingtheresourcecapabilityofthefirmanditsstrategiccapability?.bysystematicallyexaminingthefilingstrategicobjectivesbyensuimgthatplanswillensuretheavailablehumanresourcestomeetthefkm'sstrategicobjectivesbyfocusingontheacquisitionanddevelopmentofthepeoplerequiredbytheorganizationbyfocusmgonfiiuigandoutplacmgtheledunantemployeesTomakeamajorcontributiontodevelopingtheresouicecapabilityofthefilmanditsstrategiccapability,staffofHRneedtodothefollowingexceptLensurethattheylearnthestrategicplansofthebusinesspointouttomanagementtheadvantagesanddisadvantagesofthehumanlesouicesoftheoiganizationbeawareofthescopetodealwithexistmgrequHementsbymtroducingvariousfoimsofflexibilitybecapableofprepanngrelevantandpracticallesouicmgplansandstrategiesforretauuiigpeopleFromthepassage,wecaiTtinferthatLHumanxesouiceplaimingisoneoftheHRfiuiction.HRcanmakeamajorcontributiontodevelopmgtheresourcecapabilityofthefilmandthereforeitsstrategiccapabilitywithoutHRplamiuig.ItisthetaskofallstaffofHRtodeveloptheresouicecapabilityofthefilmandtheiefoieitsstrategiccapability.Todevelopthelesouicecapabilityofthefilmandthereforeitsstrategiccapability,HRmustbefocusontheacquisitionanddevelopmentofthehumancapitalrequuedbytheorgamzation.Themamtopicofthispassageis.thecontributionofHRtohumanxesouiceplamimgthecontributionofhumanresourceplamimgtoHRthecontributionofHRthecontributionofhumanresourceplanningAnswer:l.A2.D3.C4.B5.A（二）1.Whatisthemamaimofjobrotation?LacquirebasicknowledgeB・broadenexpenenceC.acquirebasicskillsD・movepeoplefiomjobtojobIfemployerswanttobroadenemployees'experiencethroughjobrotation,theymustLplanandcontrolljoblotationB・movepeoplefiomdepartmenttodepaitmentC・movepeoplefiomjobtojobD・planandcontrollthereciuitmentofemployeesIfwewanttomakesuccessinusingjobxotation,weshoulddothefollowingthingsexceptLdesignapiogramthatsetsdownwhatthetraineeisexpectedtolearnineachdepaitmentorjobB・ensureasuitablepersonavailabletoseethatthetiaineeisgiventherightexperience01oppoitunitvtolearnC・makeanangementstocheckprogiessD・providethetiaineewithnoquestiontoanswerFiomthispassage,wecan^tconcludethatLJobiotationhasnevermcuiTedanycriticism・B・Theaimofusingtheterm^plannedsequenceofexpedience"istoemphasizethattheexperienceshouldbeprogiammedtosatisfyatiainingspecification.C・Ifitisbyexperiencethatadultslearn,thenthatexperienceshouldbeplanned・D.Agoodwayofstimulatingtiaineestofindoutforthemselvesistoprovidethemwithalistofquestionstoanswer・ThispassagemightbeextractedfiomthepaperaboutLHRplanningtechniquesB・selectingtechniquesC.trainingtechniquesD・motivatingtechniquesAnswer:l.B2.A3.D4.A5.C三、单项选择（每题2分，共20分）QuestionscontainedmstmcturedjobliiteiviewsshouldbebasedonLjobanalysisjobdesignjobspecializationjobutilizationAprocessinwluchindividualsareevaluatedastheyparticipateinaseiiesofsituationsthatresemblewhattheymightbecalledupontohandleonthejobisknownasa/anLManagementtramingseminar.Executivedevelopmentpiogiam・hi-basketexercise・AssessmentcenterIfyouiprunaiyobjectiveforapeifoniianceappraisalistogiveemployeesdevelopmentalfeedback,wluchofthefollowmgappraisalmethodsshouldyouuse?.traitmethodresultsmethodbehavioi:methodattitudinalmethodOutplacementservicesareLusefiilmethodsofattiactinguidividualsmtoacareerdesignedtohelptennmatedemployeesfindajobelsewhereraielygiventoexecutiveemployeesD.vitalpartsofanycareermanagementsystemTransnationalteamstendtobeLfocusedonprojectsthatspanmultiplecountriescompnsedofmemberswithgeneralizedskillshomogenouscompiisedofmembersfiomthesameregionWhichofthefollowingcompensationsystemsdoesnotfocusemployeeeffonsonoutcomesthatarebeneficialtoboththemselvesandtheorganizationasawhole?Lprofit-shaiingplansemployeestockownerslupplansliouilybasedpaysystemsskill-basedpaysystemsThetotal-qualityHRparadigmwouldlikelyemphasizeallofthefollowingexcept.cioss-fiinctionaltrainingteanVgioup-basedlewaidsautocraticleadershipcustomerandpeerpeiformancereviews&Agroupofemployeeslotatmgjobsastheycompletetheproductionorseiviceprocessiscalleda/an.1aborbaigammgumtemployeeteamtraining-productiongroupemployeelotationunitNotifymgapplicantsoftheselectiondecisionandmakingjoboffersaregenerallytheresponsibilityof.theHRdepaitmentthelinemanagerthesupeivisorthemdustfialrelationsmanagerPerformanceappraisalsareusedmostwidelyasabasisforLdetemuningtrainingneedsdiscliargmgdecisionsdecidmgcompensationdnectmgpeifomiancemiprovementAnswer:A2.D3.C4.B5.A6.C7.C&B9.A10.C阅读理解（每题3分，共30分）（一）TheaimofthelabortunioverindexistoLmeasurelabortunioveranalyzethereasonsoflaborniniovermeasurecostsoflaborturnoveranalyzethesignificanceoflabortuinoverIfacompanylias500peopleanditslaborturnoverrateis20percentmaspecifiedperiod,thelaborniinoverTOC\o"1-5"\h\zindexofthecompanyis・0.2220200Ifacompanywanttoincieaseitsworkforcefrom400to500butthelabornimovei*rateis10percent（alossof40people）,theniftlustrendcontinues,thecompanyliastorecnntemployeesduringthefollowingyear.100140150200Whichofthefollowingisn'tthereasonthatthelabornimovei*mdexcanbemisleading?・Thefiguremaybeinflatedbythelughturnover.Thelaborturnoverrateofeveiyoccupationmaybediffeient・Theaveragenumberofemployeesuponwhichthepercentageisbasedisumepresentativeofrecenttrends.Thelaborturnoverindexistoosimple・Accoidingtothepassage,theauthormightmostlikelydisagreethatLThelaborturnoverindexisantraditionalmethodformeasunnglaborturnoveLThelabortuinoverindexisconunoiilyusedbecausethecalculationisaccurate・Thelabortuinoverindexcanbecompaiiedwiththeoneofotheroigamzations.Thelaborturnoverindexcanbecriticized・Answer:A2.C3.C4.D5.B（二）1・ThebasictypesofemploymentagenciesincludethefollowingexceptLemploymentagenciesoperatedbyfederal,state,orlocalgovenmientsemploymentagenciesassociatedwithnonpiofitoigamzationsemploymentagenciesprivatelyownedemploymentagenciesownedbytheU.S.DepaitmentofLaborWhichofthefollowingstatementsaboutpublicagenciesisfalse?LTheyexistineverystate・TheyarecooidinatedbytheU・S・DepaitmentofLabor.Theyareamajorsourceofblue-collarandmanagerialpeisoimel.Theyarecoimectedbyanationwidecomputenzedjobbank・Aboutapplicantsforunemploymentinsurance,theauthormightmostlikelyagreethat.Theymustregisterwithallemploymentagencies.Theymustmakethemselvesavailablefoijobinteiviewstocollectthenunemploymentpayments.Noneofthesepeoplearenotinterestedingettingbacktowoik.Employerscan'tendupwithapplicantswhohavelittle01norealdesiretoobtamimmediateemploymen匸Accordingtothepassage,wluchofthefollowingonprivateemploymentagenciescan^tbeconcluded?LTheyareimpoitantsourcesofknowledgeworkers.Feesthattheychaigeforeachapplicanttheyplaceareusuallyinlinewithstatelaw.Marketconditionsdeterminewhopaythefees.NoprivateagencieswilloffertemporaiyhelpserviceandprovidesecretanaLclerical,orsemiskilledlaboronashorttermbasis.ThispassagemightbeextiactedfiomthepaperaboutLlecnutmentB・selectionC.tiainingD・perfoniianceevaluationAnswer:D2.C3.B4.D5.A三、单项选择（每题2分，共20分）Allofthefbllowmgarebasicskillsneededforsuccessfillcareermanagementexcept.developingapositiveattitudeestablishinggoalsadoptmgtheniuidsetofvoursupenorsputtinglesponsibilitvforvouicareeiinthehandsofyouisupervisorWhichtrainingmethodfocusesuponlearningattheaffectivelevel?LsensitivitytrainingapprenticeshiptiaiiungmtercultuialmotivationmultilingualtiaiiungAtotal-qualityparadigmtendstoemphasizewhichofthefbllowmgfacetsoforganizationaltiauuiigeffoils?.job-relatedskillscross-fiuictionalskillsfunctional,technicalskillsanarrowrangeofskillsPeifonnanceappraisalmethodscanbebroadlyclassifiedaseither,,oiapproaches・trait,behavioiaLjudgmentaltrait,behavioiaLresultsbehavioral、judgmental、resultsbehavioralJudgmental、attitudinalWhenmanagerstalkabout“goingglobal"theyhavetobalanceacomplicatedsetofissuesthatincludeallofthefbllowmgexcept.geograplucaldifferencesculturaldifferences1egaldifferencespersonaldifferencesTheselectionpioceduieusuallybeginswithLemploymenttestsamedicalexaminationasupervisoryinterviewcompletionofanapplicationformItisleconunendedthatadiagnosisofpooremployeepeiformancefocusonallofthefbllowmgexceptLskillB・personalityeffortexternalconditions&Whenemployeesreceiveahigherrateofpayforalloftheirworkifproductionexceedsa