助理人力资源管理师英语阅读理解Word下载.docx

助理人力资源管理师英语阅读理解Word下载.docx

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5.Imposingconditions.Attemptstoimposeconditionsthataresoonerousorunreasonableastoindicatebadfaithwillbescrutinizedbytheboard.

6.Unilateralchangesinconditions.Thisisviewedasastrongindicationthattheemployerisnotbargainingwiththerequiredintentofreachinganagreement.

7.Bypassingtherepresentative.Anemployerviolatesitsdutytobargainwhenitrefusestonegotiatewiththeunionrepresentative.Thedutyofmanagementtobargainingoodfaithinvolves,ataminimum,recognitionthatthisstatutoryrepresentativeistheonewithwhomtheemployermustdealinconductingbargainingnegotiations.

8.Commissionofunfairlaborpracticesduringnegotiations.Suchpracticesmayreflectpoorlyuponthegoodfaithoftheguiltyparty.

9.Providinginformation.Informationmustbesuppliedtotheunion,uponrequest,toenableittounderstandandintelligentlydiscusstheissuesraisedinbargaining.

10.Bargainingitems.Refusaltobargainonamandatoryitem（onemustbargainoverthese）orinsistenceonapermissiveitem（onemaybargainoverthese）isusuallyviewedasbadfaithbargaining..

1.Bargainingingoodfaithdoesnotmeanthat.

A.bothpartiescommunicateandnegotiate

B.proposalsareinlinewithcounterproposals

C.bothpartiesmakegreatefforttoreachanagreement

D.eitherpartymustagreetoaproposal

2.AccordingtotheinterpretionoftheNLRBandthecourts,bargainingmaybeingoodfaithwhen.

A.Bothpartieshavenorealintentionofcompletingaformalagreement.

B.Bothpartiesarewillingtocompromise.

C.Employersrefusetomeetwiththeunion.

D.Bothpartiesattempttoimposeunreasonableconditions.

3.Whichofthefollowingisn’tapositivefactorindeterminingoverallgoodfaith?

.

A.awillingnesstocompromise

B.theadvancementofproposals

C.unilateralchangesinconditions

D.providinginformation

4.Fromthispassage,wecanconcludethat.

A.Itisn’tmandatorytomeetand“conferatreasonabletimesandintervals”forbothparties.

B.Employerscanrefusetonegotiatewiththeunionrepresentativeinordertobargainingoodfaith.

C.Commissionofunfairlaborpracticesduringnegotiationsmayreflectlittlegoodfaithoftheguiltyparty.

D.Insistenceonapermissiveitemcanbringbargainingingoodfaith.

5.Thebesttitleforthepassagemightbe.

A.whatisandwhenisnotbargainingingoodfaith

B.whatisbargainingingoodfaith

C.whenisnotbargainingingoodfaith

D.howtobargainingoodfaith

Answer:

1.D2.B3.C4.C5.A

（二）

Fewer18-to25-year-oldsareenteringtheworkforce;

thishascausedmanyemployerstolookinto“harnessingAmerica’sgraypower”.Isitpracticalintermsofproductivitytokeepolderworkerson?

Theanswerseemsunequivocablytobe“yes”.Age-relatedchangesinphysicalability,cognitiveperformance,andpersonalityhavelittleeffectonworker’soutputexceptinthemostphysicallydemandingtasks.Similarly,creativeandintellectualachievementsdonotdeclinewithageandabsenteeismdropsasageincreases.Olderworkersalsousuallydisplaymorecompanyloyaltythanyouthfulworkers,tendtobemoresatisfiedwiththeirjobsandsupervision,andcanbetrainedorretrainedaseffectivelyasanyone.

RecruitingandattractingolderworkersgenerallyrequiresacomprehensiveHRretireeeffortbeforetherecruitingbegins.Theaimistomakethecompanyanattractiveplaceinwhichtheolderworkercanwork.Specifically:

Examineyourpersonnelpolicies.Checktomakesurepoliciesandproceduresdonotdiscouragerecruitmentofseniorsorencouragevaluableolderpeopletoleave.

Developflexibleworkoptions.Theseincludepart-time,shorter-than-30-hourworkweeks,consultingorseasonalwork,reducedhourswithreducedpay,andflextime.

Createorredesignsuitablejobs.AtXerox,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20yearsofservicecanbidonjobsatlowerstressandlowerpaylevelsiftheysodesire.

Offerorredesignsuitablejobs.Allowingemployeestopickandchooseamongbenefitoptionscanbeattractivetoolderaswellasyoungeremployees.

Asoneexpertputsit,torecruitolderworkers,themessagemustbetailoredtotheirwayofthinking.Appealingtojobqualitiestheyvaluewillattractattention.Theseincludeflexiblehours,flexiblebenefits,autonomy,opportunitytomeetnewfriends,andworkingwithpeopletheirownage.Youmightalsostressthatyouvaluetheirmaturityandexperience.

1.Whichoftheage-relatedchangeswillaffectworker’soutputexceptinthemostphysicallydemandingtasks?

A.physicalability

B.cognitiveperformance

C.personality

D.companyloyalty

2.“HarnessingAmerica’sgraypower,”meansthat.

A.keepingolderworkerson

B.recruiting18-to25-year-olds

C.attractingminorities

D.encouragingwomentoentertheworkforce

3.Inordertomakethecompanyanattractiveplaceinwhichtheolderworkercanwork,HRstaffshoulddothefollowingexcept.

A.examinethepersonnelpolicies

B.developflexibleworkoptions

C.rewardatlowerpaylevels

D.offerorredesignsuitablejobs

4.Accordingtothepassage,whichofthefollowingisn’taflexibleworkoption?

A.shorter-than-30-hourworkweeks

B.full-time

C.seasonalwork

D.reducedhourswithreducedpay

5.Fromthispassage,wecaninferthat.

A.InAmerica,thereisnodeficitofworkforce.

B.Absenteeismispositivelyrelatedtoages.

C.Flexibleworkoptionscanbeattractivetoolderworkers.

D.Torecruitolderworkers,themessageneedn’tbeinaccordancewiththeirwayofthinking.

1.D2.A3.C4.B5.C

阅读理解（每题3分，共30分）--第二套

Japanesemanagementgivesagreatdealofattentiontoorientationandtraining,whichisparticularlytrueinthecaseofregularemployees.Pre-employmenteducationgenerallystartsimmediatelyafterthepersonischosen.Thepurposeoftheprogramisto（a）familiarizethestudentwiththecompany;

（b）monitortheperson’sactivities;

（c）makethestudentcomfortablewiththecompany;

（d）answerquestionsthepersonmighthave;

and（e）providethenewhirerswithanybasicskillstrainingthecompanyfeelstheyrequire.

Theappraisalandcompensationsystemislong-terminorientationandisbasedonrewardingpeoplefordoingagoodjoboveranextendedperiodoftime.IntheUnitedStatesemployeescommonlyreceiveanannualappraisalthatindicateswhetherornottheyaredoingagoodjoband,ifnot,providesfeedbackrelatedtoimprovingperformanceorseekingemploymentelsewhere.InJapantheinitialappraisalistypicallygivenattheendofa7-10yearperiod.Atthispointthepersonlearnswhetherornotheorsheisgoingtobepromoteduptheranksofmanagementornot.Thosewhofailthisfirstmajorevaluationknowthattheirchancesofmakingthetopmanagementranksarevirtuallynil.

CompensationinJapanusedtobebasedheavilyonseniority,buttodaymeritisbecomingmoreimportant.Inmanyindustriestheannualraiseisinthe2-4percentrangeandoftenisbasedheavilyonmeritfactorssuchasattitude,ability,andcooperativeness.AnotherfeaturethatdistinguishestheJapanesesystemformmanyothersisthesemiannualbonusorwageallowance.Thisbonusisseparatefromtheannualwageincreaseand,usuallywithoutexception,ispaideveryyearregardlessofthestateoftheeconomy.Thebonusistypicallyequivalentto5-6months’salaryandispaidinmidsummerandattheendoftheyear.Otherformsofcompensationincludehousingallowances,dailylivingsupportfortransportation,meals,uniforms,healthcare,andculturalandrecreationalbenefits.

1.Thepurposesofpre-employmenteducationinJapandon’tinclude.

A.familiarizingthestudentwiththecompany

B.monitortheperson’sactivities

C.makethestudentcomfortablewiththecompany

D.providethenewhirerswithanyknowledgeandskills

2.TheappraisalandcompensationsysteminJapanisbasedon.

A.rewardingpeoplefordoingagoodjoboveranextendedperiodoftime

B.rewardingpeoplefordoingagoodjoboverayear

C.rewardingpeoplefordoinganyjoboveralongtime

D.rewardingpeoplefordoinganyjoboverayear

3.InJapantheinitialappraisalistypicallygivenattheendofa

yearperiod.

A.5-10

B.7-10

C.10-12

D.10-15

4.AboutcompensationinJapan,theauthorwoulddisagreethat.

A.CompensationinJapanarebasedheavilyonmerittoday.

B.Meri