人力资源三级考试英语选词填空-附中文

feedback反应B.benchmarking基准C.rewards奖赏D.HumanresourcemanagementHR管理E.benefit福利F.on-the-job任职G.performance绩效H.downsizing减员Directcost直接成本J.output输出一_D.Humanresourcemanagement_referstothepracticesandpoliciesyouneedtocarryoutthepeopleorpersonnelaspectsofyourmanagementjob人力资源管理指的是对组织的人实行的各样操作和政策。LaborturnoverratesprovideavaluablemeansofB.benchmarkingtheeffectivenessofHRpoliciesandpracticesandorganization.劳动更改率供应了一个有价值的方法来权衡组织人力资源政策和操作的有效性。Laborturnovercanbecostly.__I.Directcost__oftherecruitingandtrainingreplacementsshouldbeconsidered.劳动更改的成本很昂贵。招聘和培训代替人员的直接成本一定被考虑在内。Businessprocessre-engineeringtechniquesaredeployedasinstrumentsfor__H.downsizing__.业务流程再造技术能够被使用来作为规模精简的工具。Evaluationsalsofulfillthepurposeofproviding__A.feedback__toemployeesonhowtheorganizationviewstheirperformance.绩效评估仍是实现了这样一个目的：它见告员工组织是怎样对待他们绩效的The__J.output__ofthejobanalysisshouldbeatrainingorlearningspecification工作剖析的结果能够使培训或学习规范书。.Coachingisapersonal_F.on-the-job__techniquedesignedtodevelopindividualskills,knowledge,andattitudes.教练式指导是一种任职的技术，它被用来开发员工的技术、知识、和态度。Extrinsic_C.rewards__includedirectcompensation,indirectcompensation,andnonfinancialrewards.外在酬劳包含直接酬劳、间接酬劳、非财务性酬劳Flexiblebenefitsallowemployeestopickandchoosefromamongamenuof_E.benefit_options.灵巧的福利计划同意员工从一个福利菜单中作选择。China’seconomicreformershaveusedmaterialincentivesinordertostimulate__G.performance__中国的经济改革家以前使用物质激励来刺激绩效。promotion荣膺jobanalysis工作剖析C.management管理D.Globalization全世界化E.jobdescription职位描绘F.HumanresourceplanningHR计划G.competence能力recruiting招募mediation调停assessment评估二Internationalhumanresourcemanagementincludes__H__qualifiedpersonnelforoverseasassignments国际化人力资源管理包含了为跨国任务招聘合格的人员Rapid__A__throughanextensivestaffrankingsystemisseeninonecompanyasaveryimportantmotivationalmechanism.迅速荣膺经过宽泛的员工的排名系统是一个公司作为一种重要的激励体制。__D__referstothetendencyoffirmstoextendtheirsalesormanufacturingtonewmarketsabroad全世界化指的是公司把生产或市场扩展到国外市场的趋向。Developingahigh-trustorganizationmeanscreatingtrustbetween__C__andemployees发展高相信的组织意味着创建管理层和员工之间的相信_F__determinesthehumanresourcesrequiredbytheorganizationtoachieveitsstrategicgoals.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The__B__providesinformationonthenatureandfunctionsofthejob工作剖析供应了工作实质和职能的信息Thehaloeffectorerroristhetendencyforanevaluatortoletthe__J__ofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.晕轮效应指得是评估者过多关注被评估这某一方面特点进而影响到对其余方面特点的评估Trainingisconcernedwithfittingpeopletotakeoneextraresponsibilities,increasingall-round__G__培训指的是把员工调整到能肩负额外的责任，同时增添全方向的能力。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe__E__intothedetailedtasksthatmustbecarriedout.培训和学习规范书细化了包含在工作说明书中的必要达成的（措词比较简单）的任务。Incaseoflabordisputesbetweentheemployerandlaborer,thepartiesconcernedcanapplyfor__I__orarbitration,bringthecasetocourts,orsettlethemthroughconsultation.在雇主和劳动者的劳动争议中，波及到的两方能够申请调停，仲裁，或到法庭上打官司，或许经过咨询来解决。reward奖赏B.jobanalysis工作剖析C.HumanResourceManagement人力资源管理D.ethics道德E.benefitprogram福利计划F.humancapital人力资本G.agency代理H.goals目标I.contracts契约J.recruiting招募三Formanagers,thechallengeoffosteringintellectualor_F.humancapital_liesinthefactthatsuchworkersmustbemanageddifferentlythanwerethoseofpreviousgenerations.关于经理们来说，培育知识型员工和人力资本的挑战在于此刻的工人和上一代大不相同。Insummary,_C.HumanResourceManagement_isanintegralpartofeverymanager’sjob总的来说人力资源管理是每个管理者工作中的构成部分。Intheareaof__J.recruiting__andhiring,it’sthelinemanager’sresponsibilityotspecifythequalificationsemployeesneedtofillspecificpositions.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。HRmanageralsoadministersthevarious__E.benefitprogram__(healthandaccidentinsurance,retirementvacation,andsoon)人力资源经理还管理大批的福利项目。Performanceevaluationsareusedasthebasisfor__A.reward__allocations.绩效评估还用作薪酬发放的基础。Staffmanagersareauthorizedtoassistandadviselinemangersinaccomplishingthesebasic_H.goals__.职能经理被受权来辅助也建议直线经理来达成这些基础的目标。determiningthenatureofeachemployee’sjobis_B.jobanalysis__我们是经过工作剖析来决定每个员工的工作实质的。Laborersshallfulfilltheirtasksoflabor,improvetheirprofessionalskills,followrulesonlaborsafetyandsanitation,andobservelabordisciplineandprofessional_D.ethics__劳动者要达成他们的劳动任务，提高他们的专业技术，恪守公司的劳动卫生制度，恪守纪律，以及职业道德。Labor__I.contracts__areagreementsreachedbetweenlaborersandtheemployertoestablishlaborrelationshipsandspecifytheright,interestsanobligationsofeachparty.劳动合同是由劳动者和雇主达成的共鸣，挨次来成立劳动关系，指出了每一方的权益、利益、义务Inapublicemployment__G.agency__,whichservedworkersseekingemploymentandemployersseekingworkers,employmentinterviewerswereappraisedbythenumberofinterviewstheyconducted.在一个公共的雇用代理处，该代理处为工人找工作也为雇主招工人，该代理是依据面试人员实行面试的数目来权衡其绩效的。A.competition竞争B.arbitration仲裁externallabormarkets外面劳动力市场careers职业E.outplacement职业介绍F.jobdescription职位描绘G.forecasting展望H.expatriate走开组织haloeffect晕轮效应J.skills技术四Theanalysisofthenumberofpeopleleavingtheorganization(laborturnoverofwastage)providesdataforuseinsupply_G__关于走开组织人数的的剖析供应了供应展望的数据。demandforecastingistheprocessofestimatingthefuturenumbersofpeoplerequiredandthelikely___J___andcompetencestheywillneed需求展望预计了组织将来需要人员的数目以及有关的能力The__C__aretheexternallocal,regional,nationalandinternationalmarketsfromwhichdifferentsortsofpeoplecanberecruited外面劳动力市场是公司外面当地的、地区性的、国家性的、国际性的劳动力市场，从这些市场里组织能雇用到各样不一样种类的人。Fromtappingthegloballaborforcetoformulatingselection,training,andcompensationpoliciesfor_H__employeesmanagingglobalizationwillthusbeamajorHRchallengeinthenextfewyears为全世界化的劳动力拟订甄选、培训和薪酬政策将成为最近几年来人力资源管理的主要挑战。Thepressureforimprovedperformancetomeetmoreintenseglobal_A__explainswhymanyorganizationsareseeinghigherstandardsforemployees为了应付更激烈的全世界化竞争而对更高绩效的要求，由此产生的压力解说了为什么组织正在追求更高标准的员工。Peoplealsoleaveorganizationsvoluntarilytofurthertheir__D__,getmoremoneyormoveawayfromthedistrict人们还自发走开组织，以促使他们的职业生涯，获取更多的钱或远离区Organizationalreleaseactivitiesdelawithredundancy,__E____,dismissal,voluntaryturnoverandretirement.组织人员走开活动办理的是冗余、辞退、自发辞职以及退休。Oncealabordisputeoccurs,thepartythathasobjectionstotherulingofthelaborcommitteecanbringthecasetoapeoplescourtB一旦发生劳动争议，关于劳动委员的裁定有争议的一方，能够要求由法庭来办理。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe_F__intothedetailedtasksthatmustbecarriedout培训或学习规范分解的宽泛职责包含任职位描绘中的详尽任务The_I__isthetendencyforanevaluatortolettheassessmentofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.晕轮效应是评估以让一个人的评论上的一个特点影响他或她对其余性状的人的评论。jobsatisfaction工作满意度recruiting招募organizationallearning组织学习D.paysystems支付系统E.strategicplan战略机划F.wagelevels薪资水平G.motivational激励体制H.needs需求I.performance表现J.productive生产五Inthemanagementofinternationaljointventures,Pucik(1988)arguesthatoneofthemainchallengesanywhereisthe__C.organizationallearning_capacityofthepartnerswithinthejointventure.管理对国际化合资公司管理过程中，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。Rapidpromotionthroughandextensivestaffrankingsystemisseeninonecompanyasaveryimportant__G.motivational__mechanism在一个拥有宽泛职位层级的组织内，假如迅速地荣膺一个员工，这是一种激励体制。Generallymoneyisseenasimportantfor_B.recruiting__andretainingemployees,butnotasarealmotivator.人们经常把钱作为一个重要的吸引和留住员工的要素，可是它其实不是一个真实的激励因子。China’seconomicreformershaveusedmaterialincentivesinordertostimulate_J.productive__中国的经济改革家以前使用物质激励来刺激绩效。Newlaborlawspermitcompaniestosettheirown__F.wagelevels__新的劳动法同意公司设定自己的薪资等级。organizationsarefindingthatIHRMactivitiesarebesthandledbylinkingthemtotheenterprise’s__E.strategicplan__组织发现假如把国际化的人力资源管理和组织战略联合起来，这样实行的成效会最好。Anextensivereviewoftheliteratureindicatesthatthemoreimportantfactorsconductiveto__A.jobsatisfaction__includementallychallengingwork,equitablerewards,supportiveworkingconditions,andsupportivecolleagues.关于文件的大批研究表示，能够致使工作满意的要素包含了：在思想上有挑战性的工作，公正的酬劳，支持性的工作环境，支持的同事。Employeeswant__D.paysystems__andpromotionpoliciesthattheyperceiveasbeingjust,unambiguous,andinlinewiththeirexpectations.员工希望组织的薪酬系统和荣膺系统是公正的、不模糊的、和自己的希望所一致的。Theearlyviewsonthesatisfaction-performancerelationshipcanbeessentiallysummarizedinthestatement“ahappyworkerisa__J.productive__worker.”初期关于员工满意度与绩效关系能够被综合为“一个快乐工人多产的工人”Givingallemployeesthesamebenefitsassumesallemployeeshavethesame__H.needs__给全部的员工相同的福利假定全部的员工有相同的需求。assessment评估B.benefits福利C.jobanalysis工作剖析D.Dcriticalincident重点事件E.humancapital人力资本F.recruitment招聘G.selection选择H.on-the-job任职I.forecasts展望J.costs成本The__C__providesinformationonthenatureandfunctionsofthejob供应了工作的性质和功能的信息HRisfocusingontheacquisitionanddevelopmentofthe__E__requiredbytheorganization人力资源关注于获取和开发组织所需要的人力资本Thedownsizingplanshouldbebasedonthetimingofreductionsandof__I__theextenttowhichthesecanbeachievedbynaturalwastageorvoluntaryredundancy组织规模精简能够赐予人力资源自然减员Rapidturnovercanresultsimplyfrompoor_G_orpromotiondecisions过高的人员流失可能来自于不合理的招聘或荣膺。Aflexibilityplancancontainproposalstoreduceovertime_J__throughtheuseofflexiblehours灵巧的计划包含了有关的建议，经过使用灵巧的时间安排来减少员工的加班成本Job-sharingisanarrangementwherebytwoemployeessharetheworkofonefull-timeposition,dividingpayand__B__betweenthemaccordingtothetimeeachworks工作分享使得两个员工共享一粉全员工作，同时依据各自工作时间分享薪酬和福利The_F__planshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomean‘employerofchoice’.招聘计划因该包含经过把组织变为“雇主选择”而吸引优异候选人的计划Behaviorallyanchoredratingscalescombinemajorelementsfromthe__D__andgraphicratingscaleapproaches行为锚定评级量表法整合了重点事件发和图示评级量表法的主要元素。360-degreefeedbackisalsoreferredtoasmulti-source__A__ormulti-raterfeedback360反应法还被称为多根源评论或多评估者反应Coachingisapersonal__H__techniquedesignedtodevelopindividualskills,knowledge,andattitudes教练是一个个人任职状态，技术设计开发员工的技术，知识，态度careers职业B.arbitration仲裁C.paylevels薪酬水平D.apprenticeship学徒employmentagencies就业机构alternative代替benefitpackage福利包H.recruiting招募contract合同J.training培训六Thequalityofafirm’s__H.recruiting__processhadabigimpactonwhatcandidatesthoughtofthefirm一个公司的招聘质量会对候选人怎样看到该公司带来很大影响。Private_E.employmentagencies_areimportantsourcesofclerical,white-collar,andmanagerialpersonnel.个人雇用代理是文秘、白领和管理人员的重要根源。AtXerox,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20yearsofserviceanbidonjobsatlowerstressandlower__C.paylevels__iftheydesireso在施乐，工会工人年纪超出55工龄超出15年以及年纪超出50工龄超出20年，能够申请较低压力、较低酬劳的工作。Peoplealsoleaveorganizationsvoluntarilytofurthertheir__A.careers__,getmoremoneyormoveawayfromthedistrict人们主动走开组织为了拓宽职业生涯，获取更多的钱，或搬到其余地方。Outplacementisabouthelpingredundantemployeestofind__F.alternative__work再就业服务是帮助冗余的员工找到其余的工作。Threetypeofthird-partyinterventionsareusedtoovercomeandimpasse:mediation,fact-finding,and__B.arbitration__.有三种第三方干预的方式来解决僵局：调停、事实追求、仲裁。ApproximatelyhalfoftheGermanyouthbetweentheagesof15-18areenrolledinprograms.大概有一半年纪在15-18岁的德国年青人注册接受实习计划。D.apprenticeshipTermsofemploymenttendtobeverytechnicalandaregovernedbya_I.contract_thatspellsoutexactlywhateachsidewilldofortheother.雇用关系被合同所规范，合同清楚地说了然究竟两方要为对方做什么事。Salaryand__G.benefitpackage__tendtobesecret,sonooneknowswhatanyoneelsoisreceiving.酬劳和福利包是保密的，因此没人知作他人获取了什么。10、Everyyearthecompanyselectsdozensofjuniormanagersandyoungemployeestoattenduniversitiesinordertoundertake__J.training__programs,evendegreecourses.每年公司从基层管理者或年青的员工中选用一些人参加到高校接受培训甚至修得学位。skills工作技术B.jobdescription工作描绘C.interaction合作D.management管理E.roleplaying角色饰演H.workforce工作力discipline训练H.rewards奖赏I.task任务J.training培训七Developingahigh-trustorganizationmeanscreatingtrustbetween__D__andemployees.打造有高度相信度组织意味着在管理层和员工之间成立相信度。retainingknowledgeworkersismatterofprovidingasupportiveworkplaceenvironmentandmotivatingthemthroughbothtangibleandintangible__H__.保存住知识性员工要为他们供应支持性的工作环境，以及经过有形或无形的酬劳来激励他们。Increased__F_diversitywillplacetremendousdemandsontheHRmanagementfunction.愈来愈多的劳动力的多元化给人例资源管理带来了更大的要求。Writing__D__andjobspecificationbasedoninputfromdepartmentsupervisoristheresponsibilityofHRdepartment.依据部门经理给出的信息来撰写工作描绘和工作规范是人力资源部的责任。Supervisorsshouldmakesureemployeesareguaranteedfairtreatmentasitrelatesto__G__dismissalandjobsecurity主管因该保证员工被给与了公正的对待由于这个与纪律、辞退、工作安全有关。Itisimportanttoevaluate__J__inordertoassessitseffectivenessinproducingthelearningoutcomes关于培训的评估很重要，由于组织一定评论培训的有效性一次来获取学习成效。Jobrotationcanbeaninefficientandfrustratingmethodofacquiringadditionalknowledgeand__A__unlessitiscarefullyplannedandcontrolled.工作轮换可能成为一种无效的、令人疑惑的让员工获取额外知识的方法，除非组织好好计划与控制In__E__theparticipantsactoutasituationbyassumingtherolesofthecharactersinvolved.在角色饰演中，参加者饰演了一个场景，场景中会假定好多角色。Thebasisphilosophyofmanagerialgridtrainingisthatthe__I__oftheindividualmanageristoachieveproductionthroughpeople.管理网格培训法的基根源理是个体经理的任务是经过员工来达成产量。InteractiveskillstrainingisdefinedbyRackhamas:＂Anyformoftrainingwhichaimstoincreasetheeffectivenessofanindividual’s__C__withothers.”Rackham把交流技术定义为“任何能增添员工交流有效性的培训。”profit-sharing收益分享B.goals目标C.jobsatisfaction工作满意D.off-the-job脱产E.skillsanalysis技巧F.benefitprogram福利计划G.interviews面试H.outcomes结果I.feedback反应J.mediation调停八Jobinstructiontechniquesshouldbebasedon__E__andlearningtheory工作指导技术应当赐予技术剖析和学习理论。Desirecanbecreatedbyamplifyingthejob’sinterestfactorsplusextrasuchas__C__,careerdevelopment,travel,orsimilaradvantages盼望能够打造经过放大工作的利益要素加上额外的要素，比方，工作满意度、职业发展、旅游、或近似优势Test,applicationblanks,and__G__shouldbeaprovenpartoftheemployer’sselectionprocess测评、应聘申请表、以及面试都是雇主甄选适合的方法。With__J__aneutralthirdpartytriestoassisttheprincipalsinreachingagreement在调停中，一其中立的第三方尽量辅助当事人达成共鸣。Organizationalrewardsshouldbelinkedtoeachindividualemployee’s__B__组织酬劳应当和员工绩效联系起来。Theflexiblebenefitcanturnthetraditionalhomogeneous__F__intoamotivator灵巧的福利计划能把传统的均一的福利系统变为一种激励要素。Piece-rate,wageincentiveplans,__A__,andlump-sumbonusesareallformsofperformance-basedcompensation计件制、薪资激励计划、收益分享、总奖金这些都是以绩效为基础的薪酬方式。Evaluationisthecomparisonofobjectiveswith__H__toanswerthequestionofhowfarthetraininghasachieveditspurpose评估就是把目标和结果进行比较一次往返答培训多大程度上达成了目标。Casestudyisan_D_trainingtechnique事例研究是一种非任职培训技术。Coachingshouldprovidemotivation,structure,andeffective__I__,i