人力资源管理师英语试题.docx

人力资源管理师英语试题.docx

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人力资源管理师英语试题

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.humanresourceplanning——

2.bonus——

3.career——

4.selection——.

5.employee——

6.team——

7.labormarket——

8.jobanalysis——

9.training——

10.contract——

11.积分法——

12.工作结构——

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）C.taskanalysis

B.jobevaluationA.jobanalysis

D.mediatorE.validityF.reliability

G.creativityH.appraisalaccuracyI.

wagesurvey

J.humanresourcesplanning

16.Toestimateatest'sconsistencyor（）,youcouldadministerthe

sametesttothesamepeopleattwodifferentpointsintime,

comparingtheirtestscoresattime2withtheirscoresattime1.

17.A（）servesprimarilyasafactfinderandtoopenupachannel

ofcommunicationbetweentheparties.

18.Thesimplest（）methodrankseachjobrelativetoallotherjobs,

usuallybasedonsomeoverallfactorlike“jobdifficulty.”

19.Whenjobevaluationand（）dataareusedjointly,theyserveto

linkthelikelihoodofbothinternalandexternalequity.

20.Interviews,questionnaires,observations,anddiary/logsarethe

mostpopularmethodsforgathering（）data.

21.Thetesthas（）totheextentthatthepeoplewithhighertest

scoresperformbetteronthejob.

22.Ratertrainingisnopanaceaforreducingratingerrorsorfor

improving（）.

23.Akeycomponentof（）isforecastingthenumberandtypeofpeople

neededtomeetorganizationalobjectives.

whichinvolves

）（24.Thesecondstepintraining-needsassessmentis

reviewingthejobdescriptionandspecification.

25.Amodestlevelofstressmayevenleadtomore（）ifacompetitive

situationresultsinnewideasbeinggenerated.

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.Peoplewhocontributetothejobanalysisprocessincludethe

following,exceptforthe:

（）

A.stockholderB.jobanalystC.employeesD.supervisor

27.Thesuitabilityofcollegegraduatesfortechnicalandmanagerial

positionsoftendependsontheir:

（）

A.dentalrecordsB.ethnicbackground

C.religiousbeliefD.majorfieldofstudy

28.Astatementoftheknowledge,skills,andabilitiesrequiredto

performajobisa:

（）

A.jobrequirementB.jobspecification

C.jobpositionD.jobobjective

29.Theextenttowhichtwoormoremethodsyieldssimilarresultsor

areconsistentisreferredtoas:

（）

A.validityB.reliabilityC.truthD.similarity

30.Theselectionprocedureusuallybeginswith:

（）

A.employmenttestsB.amedicalexamination

C.asupervisoryinterviewD.completionofanapplicationform

31.Theprimaryreasonorganizationstrainnewemployeesisto:

（）

A.increasetheirknowledge,skill,andabilitylevel

B.helptraineesachievepersonalcareergoals

C.complywithgovernmentregulations

D.improvetheworkenvironment

32.Researchhasshownthatperformanceappraisalareusedmostwidely

asabasisfor:

（）

A.transferB.criticism

C.assessmentcentersD.compensationdecisions

33.Itisrecommendedthatadiagnosisofpooremployeeperformancefocus

onallofthefollowingexcept:

（）

A.skillB.personalityC.effortD.externalconditions

34.Jobevaluationsystemsprovideforinternalequityandserveasth

basisfor:

A.wage-ratedeterminationB.jobanalysis

C.trainingplanD.careerplan

35.Allofthefollowingarecommoncausesofworkplacestressexcept:

（）

A.excessivejobpressuresB.highworkloads

C.disagreementswithmanagersD.empowerment

四、阅读理解：

（36至45题，每题3分，共30分，阅读下列文章并回答问题，请将正确答案以相应的字母填入括号中。

）

（一）

Thereisnostandardformatyoumustuseinwritingajobdescription,butmost

descriptionscontainsectionson:

jobidentification,jobsummary,relationships、responsibilities、andduties,authorityofincumbent,standardsofperformance,

workingconditions,andjobspecifications.Anexampleofajobdescriptionis

presentedinthefollowingfigure.

SampleJobDescription

JobTitle:

SupervisorofDataProcessingOperations

Status:

ExemptJobCode:

012.168

Date:

June3,2003Plant/Division:

Olympia,Inc.–Main

office

WrittenBy:

ArthurAllenSection:

DataProcessing-Systems

ApprovedBy:

JuanitaGatesLevel:

12Points:

736

PayRange:

$16,760–$20,760

TitleofImmediateSupervisor:

ManagerofInformationSystems

JobSummary–Directstheoperationofalldataprocessing,datacontrol,anddata

preparationrequirements.

JobDuties:

1.Followsbroadlybaseddirectives.

（a）Operatesindependently.

（b）InformsManagerofInformationSystemsofactivesthroughweekly,

monthly,and/orquarterlyschedules.

2.Selects,trains,anddevelopssubordinatepersonnel.

（a）Developsspiritofcooperationandunderstandingamongworkgroup

members.

（b）Directstraininginvolvingteaching,demonstrating,and/oradvising

usersinproductiveworkmethodsandeffectivecommunicationswith

dataprocessing.

3.Readsandanalyzesawidevarietyofinstructionalandtraining

information.

4.Plans,directs,andcontrolsawidevarietyofoperational

assignmentsby5to7subordinates;workscloselywithothermanagers,

specialists,andtechniciansinInformationSystemsaswellaswith

managersinotherdepartments.

（a）Receives,interprets,develops,anddistributesdirectivesranging

fromtheverysimpletothehighlycomplexandtechnologicalinnature.

（b）Establishesandimplementsannualbudgetfordepartment.

5.Interactsandcommunicateswithpeoplerepresentingawidevariety

ofunitsandorganizations.

（a）Communicatesbothpersonallyandimpersonally,throughoralor

writtendirectivesandmemoranda,withallinvolvedparties.

（b）Attendslocalmeetingsofprofessionalorganizationsinthefield

ofdataprocessing.

36.Accordingtothepassage,theimmediatesupervisor'stitleisalso

showninthe（）sectionasisinformationregardingthejob's

salaryand/orpayscale.

A.job

summary

B.jobidentification

C.jobrelationshipsD.job

title

37.Itwouldappearfromthepassagethat（）permitseasyreferencing

ofalljobssinceitrepresentsimportantcharacteristicsofthejob.

A.jobcodeB.jobstatusC.payrangeD.jobsummary

38.AccordingtotheSampleJobDescriptioninthepassage,whena

supervisorofdataprocessingoperationsisatwork,heorshe（）.

Adoesn'tneedtoreporttotheimmediatesupervisor

B.needstoattendbusinessmeetingsatleastonceaweek

C.doesn'tneedtoexplaindirectivestohisorhersubordinates

D.needstoshowothershowtocommunicatewithdataprocessing

39.Inthefiguretheduty“readsandanalyzesawidevarietyof

instructionalandtraininginformation”canbefurtherdefinedas

follows,notincluding（）.

A.ensuresthatworkgroupmembersreceivespecializedtrainingas

necessaryintheproperfunctioningorexecutionofproceduresand

methods

B.applieslatestconceptsandideastochangingorganizational

requirements

C.assistsindevelopingand/orupdatingmanuals,procedures,

specifications,etc.,relativetoorganizationalrequirementsand

needs

D.assistsinthepreparationofspecificationsandrelated

evaluationsofsupportingsoftwareandhardware

40.Theauthorofthepassagewouldmostlikelyagreethat（）.

A.ajobdescriptionshouldportraytheworkofthepositionsowell

thatthedutiesareclearwithreferencetootherjobdescriptions

B.ajobdescriptionshouldhavefixedformatfordefiningaposition

C.forwritingupjobdescriptions,weshouldselectthemostspecific

Wordstoshowthekindofworkandthedegreeofcomplexity

D.longstatementsusuallybestaccomplishthepurposewhenweare

writingupjobdescriptions

（二）

Whenappraisalsfail,theydosoforreasonsthatparallelthesethree

steps–definingthejob,appraisingperformance,andprovidingfeedback.Some

appraisalsfailbecausesubordinatesarenottoldaheadoftimeexactlywhatis

expectedofthemintermsofgoodperformance.Othersfailbecauseofproblems

withtheformsorproceduresusedtoactuallyappraisetheperformance;alenient

supervisormightrateallsubordinates“high”,forinstance,althoughmanyare

actuallyunsatisfactory.Stillotherproblemsariseduringthe

interview-feedbacksession,whichincludearguingandpoor

communications.Theseandotherproblemsaresummarizedinthefollowingfigure.

CommonPerformanceEvaluationProblems

Problemscanoccuratanystageintheevaluationprocess.Someof

thepitfallstoavoidinperformanceappraisalsare:

（1）Lackofstandards.Withoutstandards,therecanbenoobjective

evaluationofresults,onlyasubjectiveguessorfeelingabout

performance.

（2）Irrelevantorsubjectivestandards.Standardsshouldbeestablished

byanalyzingthejoboutputtoensurethatstandardsarejob

related.

（3）Unrealisticstandards.Standardsaregoalswithmotivating

potential.Thosethatarereasonablebutchallenginghavethe

mostpotentialtomotivate.

（4）Poormeasuresofperformance.Objectivityandcomparisonrequire

thatprogresstowardstandardsoraccomplishmentofstandardsbe

measurable.Exampleofmeasurablestandardsincludequantifiable

measuressuchas10rejectsper1,000unitsor10salesper100

calls,aswellasqualitativemeasures,suchasprojectscompleted

ornotcompleted.

（5）Ratererrors.Ratererrorsincluderaterbiasorprejudice,halo

effect,constanterror,centraltendency,andfearofconfrontation.

（6）Poorfeedbacktoemployee.Standardsand/orratingsmustbe

communicatedtotheemployeeinorderfortheperformance

evaluationtobeeffective.

（7）Negativecommunications.Thee