人力资源管理双语课后习题及翻译Word文档格式.docx
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6.
HRfunctionsrelatedtoareassuchasemployeedevelopment,performancemanagement,andorganizationaldevelopmentareoutsourcedmostfrequently.
7.
11）
Evidence-basedHRprovidesmanagerswithdatatomakedecisions,insteadofjustrelyingonintuition.
8.
14）
Stakeholdersofacompanyareshareholders,thecommunity,customers,employees,andalloftheotherpartiesthathaveaninterestinseeingthatthecompanysucceeds.
9.
19）
Companiesarenowmoreandmoreinterestedinusingintangibleassetsandhumancapitalasawaytogainanadvantageovercompetitors.
10.
22）
Alearningorganizationplacesthehighestemphasisoncompletionofformalemploymenttraining.
11.
Thepsychologicalcontractdescribeswhatanemployeeexpectstocontributeandwhatthecompanywillprovidetotheemployeeinreturnforthesecontributions.
12.
25）
Theuseofalternativeworkarrangements,whichincludeindependentcontractors,on-callworkers,temporaryworkers,andcontractcompanyworkers,isshrinking.
13.
27）
Tobeeffective,balancedscorecardsmustbecustomizedbycompaniestofitdifferentmarketsituations,products,andcompetitiveenvironments.
14.
Thebalancedscorecardshouldnotbeusedtolinkthecompany'
shumanresourcemanagementactivitiestothecompany'
sbusinessstrategy.
FALSE
15.
30）
CorporatecultureswithincompaniesthatsuccessfullyimplementTQMtypicallyemphasizeindividualism,hierarchy,accountability,andprofits.
16.
31）
ISO9000certificationisanintegralcomponentofW.EdwardsDeming'
squalitycontrolprocess.
17.
34）
Theskillsandmotivationofacompany'
sinternallaborforcedeterminetheneedfortraininganddevelopmentpracticesandtheeffectivenessofthecompany'
scompensationandrewardsystems.
18.
37）
Becausetheworkforceispredictedtobecomemoreuniformintermsofage,ethnicity,andracialbackground,itislikelythatonesetofvalueswillcharacterizeallemployees.
19.
39）
Culturaldiversitycanprovideacompanycompetitiveadvantageregardingproblem-solving.
20.
42）
TheSarbanes-OxleyActof2002setsstrictrulesforcorporatebehaviorandsetsheavyfinesandprisontermsfornoncompliance.
21.
43）
Everybusinessmustbepreparedtodealwiththeglobaleconomy.
22.
48）
Oneofthedisadvantagesoftechnologyisthatitdoesnotallowolderworkerstopostponeretirement.
23.
51）
E-HRMismoreapplicabletopracticesassociatedwithrecruitingandtrainingthanthoseassociatedwithanalysisanddesignwork,selection,andcompensationandbenefits.
24.
54）
AnHRdashboardisaseriesofindicatorsthatmanagersandemployeeshaveaccesstoonthecompanyintranetorhumanresourceinformationsystem.
25.
58）
Compensatinghumanresourcesinvolvesmeasuringemployees'
performance.
MultipleChoiceQuestions
26.
4）
_____referstoacompany'
sabilitytomaintainandgainmarketshareinitsindustry.
A.
Outsourcing
B.
Competitiveness
C.
Self-service
D.
Empowerment27.
_____referstothepolicies,practices,andsystemsthatinfluenceemployees'
behavior,attitudes,andperformance.
Totalqualitymanagement
Financialmanagement
Humanresourcemanagement
Productionandoperationsmanagement
28.
StrategicHRmanagementincludesallbutoneofthefollowing.Nametheexception.
Financialplanning
Traininganddevelopment
Performancemanagement
Recruitingtalent
29.
WhichofthefollowingisNOTaresponsibilityofHRdepartments?
Recruiting
Benefits
Communityrelations
Productionandoperations
30.
WhichofthefollowingisNOTaproductlineofhumanresources?
Administrativeservicesandtransactions
Strategicpartner
Humancapitalpartner
Businesspartnerservices
31.
8）
Whichofthefollowingbestdescribesaculturalsteward?
Shapestheorganization.
Deliversresultswithintegrity.
Facilitateschange.
Recognizesbusinesstrendsandtheirimpactonthebusiness.
32.
Astrategicarchitectisonewho:
facilitateschange.
recognizesbusinesstrendsandtheirimpactonthebusiness.
implementsworkplacepoliciesconducivetoworkenvironment.
developstalentanddesignsrewardsystems.
33.
GivingemployeesonlineaccesstoinformationaboutHRissuessuchastraining,benefits,andcompensationisknownas:
outsourcing.
continuouslearning.
self-service.
strategicplanning.
34.
Thepracticeofhavinganothercompany（avendor,third-partyprovider,consultant）provideservicestraditionallyassociatedwiththeadministrativeroleofHRisknownas:
e-commerce.
empowering.
benchmarking.
35.
10）
Traditionally,theHRMdepartmentwasprimarilya（n）:
proactiveagency.
financeexpert.
employeradvocate.
administrativeexpert.
36.
Whichofthefollowingstatementsaboutevidence-basedHRisFALSE?
IthelpsshowthatthemoneyinvestedinHRprogramsisjustifiedandthatHRiscontributingtothecompany'
sgoalsandobjectives.
ItemphasizesthatHRisbeingtransformedfromabroadcorporatecompetencytoaspecialized,stand-alonefunctioninwhichhumanresourcesandlinemanagersbuildpartnershipstogaincompetitiveadvantage.
Itrequirescollectingdataonsuchmetricsasproductivity,turnover,accidents,employeeattitudesandmedicalcostsandshowingtheirrelationshipwithHRpractices.
Itreferstodemonstratingthathumanresourcespracticeshaveapositiveinfluenceonthecompany'
sbottomlineorkeystakeholders.37.
12-13）
WhichoneofthefollowingstatementsabouttheHRprofessionisFALSE?
AcollegedegreeisrequiredofHRspecialists,butnotofgeneralists.
GeneralistsusuallyperformthefullrangeofHRMactivities,includingrecruiting,training,compensation,andemployeerelations.
ProfessionalcertificationinHRMislesscommonthanmembershipinprofessionalassociations.
TheprimaryprofessionalorganizationforHRMistheSocietyforHumanResourceManagement.
38.
13）
AllofthefollowingcompetitivechallengesfacedbycompanieswillincreasetheimportanceofhumanresourcemanagementEXCEPT:
theglobalchallenge.
thechallengeofsustainability.
thepoliticalchallenge.
thetechnologychallenge.
39.
_____referstotheabilityofacompanytosurviveandsucceedinadynamiccompetitiveenvironment.
Empowerment
Sustainability
Resourcemanagement
40.
SustainabilityincludesallofthefollowingEXCEPT:
expandingintoforeignmarkets.
theabilitytodealwitheconomicandsocialchanges.
engaginginresponsibleandethicalbusinesspractices.
providinghigh-qualityproductsandservices.41.
WhichofthefollowingstatementsaboutintangibleassetsisFALSE?
Theyincludehumancapital.
Theyarelessvaluablethanphysicalassets.
Theyareequallyorevenmorevaluablethanfinancialassets.
Theyaredifficulttoduplicateorimitate.
42.
20）
Tacitknowledgeisanexampleof_____capital.
social
customer
human
intellectual
43.
21）
WhichofthefollowingisNOTtrueofknowledgeworkers?
Theyoftencontributespecializedknowledgethattheirmanagersmaynothave,suchasinformationaboutcustomers.
Theyhavemanyjobopportunities.
Theyareinhighdemandbecausecompaniesneedtheirskills.
Theycontributetothecompanythroughmanuallaborandintellectuallabor.
44.
Empoweringisdefinedas:
45.A.
themovementofwomenandminoritiesintomanagerialpositions.
46.B.
givingemployeesresponsibilityandauthoritytomakedecisionsregardingallaspectsofproductdevelopmentorcustomerservice.
47.C.
leadingemployeesbythestrengthofone'
scharisma.
48.D.
theactofcontinuallylearningandimprovingone'
sskillsandabilities.
45.
A（n）_____contractdescribeswhatanemployeeexpectstocontributeandwhatthecompanywillprovidetotheemployeeforthesecontributions.
employer
employee
psychological
job
46.
AllofthefollowingareexamplesofalternativeworkarrangementsEXCEPT:
independentcontractors.
currentlaborforce.
on-callworkers.
temporaryworkers.47.
Thebalancedscorecard:
issimilartomostmeasuresofcompanyperformance.
usesindicatorsimportanttothecompany'
sstrategy.
isastandardizedinstrumentofcompanyperformance.
shouldnotbeappliedtoHRpractices.
48.
Thebalan
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