人力资源二级英语写作题库有参考答案Word文档下载推荐.docx
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根据当初公司与Thomas签订的服务协议，如果公司辞退员工的话，公司须按照每服务满两个月支付员工一个星期薪水的补偿金，Thomas已在公司工作满12个月，将得到一笔相当于6个星期薪水的补偿。
假设你是AddisonSystems公司的人力资源管理人员，请你为用英文为Thomas写一封员工辞退信（EmployeeTerminationLetter），向他说明辞退的原因以及相关事宜。
（你的署名请勿用真实姓名，一律用XXX表示。
）
5、某中外合资公司刚成立半年时间，近期打算进一步完善公司的人力资源管理工作，决定对公司内的所有职位进行一次工作描述。
在进行任何职位的工作描述之前，需要先在公司内进行有关该职位工作描述的问卷调查（JobDescriptionQuestionnaire），以使工作描述更准确、更完善。
假设公司让你来完成这份问卷的设计，请你用英文设计一份简单的问卷。
6、技术（Technology）的迅猛发展，对组织的管理工作带来了巨大的影响，其中也包括人力资源管理工作。
在新技术迅速发展的形势下，组织的人力资源管理部门面临着机遇和挑战。
作为人力资源管理部门的负责人，需要站在战略的高度来思考如何应对新技术对人力资源管理工作的影响。
请你结合自己的工作实际，用英文写一篇100字左右的讨论人力资源管理部门如何应对技术发展的文章，题目为“Howtodealwithtechnology”。
7、上海China-mc管理咨询公司是全国十大管理咨询公司之一，专注于组织智慧技术（organizationwisdomtechnology（OWT））和组织绩效方面的咨询服务，已有8年以上的咨询经验，并为10多家上市公司提供过咨询服务。
公司的业务范围包括战略咨询、公司文化建设、知识管理、学习型组织创建、人力资源管理和IT管理咨询等。
由于公司业务的发展需要，现需要从人才市场招聘一位管理咨询总监（Chiefmanagementconsultant）。
假设公司老总让你制作一份招聘广告，请你用英文完成这份招聘广告，内容须包括公司介绍、工作职责和应聘要求。
8、假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录用，从今年7月1日开始上班,除节假日外每天的工作时间为8：
30－17：
00，起薪为每月4000元，试用期3个月。
现在需要你为这位销售经理拟定一份录用通知书（LetterConfirmingEmployment），请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。
（凡涉及到人名，均用XXX表示，请勿用真实姓名。
9、某外语培训学校（用xxx（china）表示）计划招聘一名兼职外籍英语教师，任职期间从2003年9月1日至2004年6月30日。
报酬按课时计算，每节课45分钟，每课时150元人民币，于授课后的次周一支付，个人所得税自负。
假设该学校让你为其拟订一份兼职合同（part-timecontract），请你用英文完成这份合同，合同格式自拟，合同条款至少包括Employmentperiod、Payment、Duties等内容。
10.某公司欲招聘一位会计主管（chiefaccountant），需要人力资源管理部门为其编制一份职位说明书（JobDescription），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。
1.EmployeeSelf-Evaluation
EmployeeEmployeeNo.
DepartmentPosition
StartdateAppraisalperiod
Inpreparationforyourupcomingperformancereviewon,considerthefollowingquestions.Bringthissheettoyourappraisalmeetingfordiscussion.
Listtheperformanceobjectivesyouestablishedatyourlastappraisal.Indicateinthetablewhetheryousuccessfullyachievedthem,andcommentonyoursatisfactionordissatisfactionwithyourperformanceandresults.
Objectives
Achieved?
Comments
1.
2.
3.
4.
5.
1.Areyourperformancegoalsreasonableandappropriateforyourposition?
2.Considerthestrengthsthatenhanceyourjobperformance.
3.Inwhatareascanyouimproveyourjobperformance?
4.Doyoufeelthatyouneedadditionaltraining?
Whattrainingwouldyoufindhelpful?
5.Whatareyourshort-termcareerobjectives?
Howcanyouachievethem?
6.Whatareyourlong-termcareerobjectives?
7.Ifyoucouldchangeyourjoborcompanypolicies,whatchangeswouldyousuggest?
Howcanweworktogethertoimprovethecompany?
8.Arethereanyotheraspectsofyourjoborthecompanythatyouwouldliketodiscuss?
2.Advantagesanddisadvantagesof360-degreefeedback
360-degreefeedbackisarelativelynewfeatureofperformancemanagement.Therearesomebenefitsresultedfromusing360-degreefeedback:
1.Individualsgetabroaderperspectiveofhowtheyareperceivedbyothersthanpreviouslypossible.
2.Gainingacceptanceoftheprincipleofmultiplestakeholdersasameasureofperformance.
3.Encouragingmoreopenfeedback-newinsights.
4.Providedaclearerpicturetoseniormanagementofindividual’srealworth.
5.Openupfeedbackandgivespeopleamoreroundedviewofperformancethantheyhadpreviously.
6.Identifyingkeydevelopmentareasfortheindividual,adepartmentandtheorganizationasawhole.
7.Aroundedviewofanindividual’s/team’s/theorganization’sperformanceandwhatitsstrengthsandweaknessesare.
8.Ithasraisedtheself-awarenessofpeoplemanagersofhowtheypersonallyimpactuponothers-positivelyandnegatively.
9.Itisstartingtoimprovetheclimate/morale,asmeasuredthroughouremployeeopinionsurvey.
Buttheremaybesomeproblem.Theseinclude:
1.Peoplenotgivingfrankorhonestfeedback;
2.Peoplebeingputunderstressinreceivingorgivingfeedback;
3.Lackofactionfollowingfeedback;
4.Over-relianceontechnology;
5.Toomuchbureaucracy.
3.SecrecyandNoncompetitionCovenant
TheundersignedEmployeeherebypromisestheEmployer:
1.TokeeptheEmployer’sbusinesssecrets,includingbutnotlimitedtocustomer,supplier,logistical,financial,research,anddevelopmentinformation,confidentialandnottodisclosetheEmployer’sbusinesssecretstoanythirdpartyduringandafterthetermoftheEmployee’semployment;
2.That,ontheterminationoftheEmployee’semploymentwiththeEmployerforanyreason,theEmployeewillnotoperatea（typeofbusiness）businessorinanywayaidandassistanyotherpersontooperatesuchabusinessin
（geographicalarea）foraperiodof（timeperiod）fromthedateofterminationoftheEmployee’semployment;
3.That,ontheterminationoftheEmployee’semploymentwiththeEmployerforanyreason,theEmployeewillnotsolicitanycustomeroftheEmployerthatwasacustomeroftheEmployerduringthecourseoftheEmployee’semploymentwiththeEmployer,whetherornotstillacustomeroftheEmployerandwhetherornotknowledgeofthecustomerisconsideredconfidentialinformation,orinanywayaidandassistanyotherpersontosolicitanysuchcustomerforaperiodof（timeperiod）fromthedateofterminationoftheEmployee’semployment.
Ifanypartofthesepromisesisvoidforanyreason,theundersignedacceptsthatitmaybeseveredwithoutaffectingthevalidityorenforceabilityofthebalanceofthepromises.
Givenundersealon（date）.
Signed,sealed,anddeliveredinthepresenceof:
（SignatureofWitness）（SignatureofEmployee）
fortheEmployee.
4.EmployeeTerminationLetter
DearThomas:
ItiswithsincereregretthatImustinformyouthatyouremploymentatAddisonSystemsInc.willbeterminatedasofDecember31,2003.
Asyouknow,theDownsizingTaskForcedeliveredtheirreporttothegeneralmanagerinlateDecember,2002.Amongthetaskforcerecommendationswastheeliminationofalltemporaryandcontractpositions.Sinceyouoccupyatemporaryposition,yourpositionisautomaticallysubjecttothetaskforcerecommendations.
Iwouldliketomakeitabsolutelyclearthatinnowaydoesyourterminationreflectthatthecompanyisinanywayunhappywithyourworkperformanceoverthepast12months.Infact,youhavebeenhighlyregardedasoneofourmostproductivecontractstaff.Unfortunately,youandtheothernon-permanentstaffthatarebeingletgoaresimplyareflectionofthegeneraleconomicdownturnoverthepastyear.
Inanefforttotrytoreducetheimpactofthistermination,thecompanyhasworkedoutaseverancearrangementthatwillgiveyouoneweek'
spayforeverytwomonthsyouworkedbeyond12months.Inyourcasethiswillamounttosix（6）weeksofseverancepay.Inaddition,yourmedicalcoveragewillremainineffectuntiltheendoftheseveranceperiod.YouwillsoonreceivealetterfromtheHumanResourcesDepartmentwithallofthedetailsontheseverancepackage.
Thomas,givenyourqualificationsandprovenabilities,Iamconfidentthatyouwillbeabletofindanotherpositionintherelativelynearfuture.Ifyouwouldlike,Iwouldbepleasedtowritearecommendationletterforyou,tohelpwithyourjobsearch.
Sincerely
（Name）XXX
（Title）XXX
5.JobDescriptionQuestionnaire
Instructions:
Thefollowinginformationwillbeusedindesigningajobdescriptionformat.Formanyquestions,youmightwanttoleaveafullpageforananswer.
Whatisthejobtitle?
___________________________________________
Inwhatdepartmentisthejoblocated?
___________________________________________
Whatisthetitleofthesupervisorormanagertowhomthejobholdermustreport?
___________________________________________________________________________
Doesthejobholdersuperviseotheremployees?
Ifso,givetheirjobtitlesandabriefdescriptionoftheirresponsibilities.
PositionSupervisedResponsibilities
________________________________________________________________________
Whatessentialfunctiondutiesdoesthejobholderperformregularly?
Listtheminorderofimportance.
DutyPercentageofTimeDevotedtoThisDuty
___________________________________
Whataretheworkingconditions?
Listsuchitemsasnoise,heat,outsidework,andexposuretobadweather.
Howmuchauthoritydoesthejobholderhaveinsuchmattersastrainingorguidingotherpeople?
Howmucheducation,experience,andskillarerequiredforsatisfactoryjobperformance?
Atwhatstageisthejobholder’sworkreviewedbythesupervisor?
Whatmachinesorequipmentisthejobholderresponsibleforoperating?
Ifthejobholdermakesaseriousmistakeorerrorinperformingrequiredduties,whatwouldbethecosttomanagement?
6.Howtodealwithtechnology
Technologyhassteppedintopracticallyeveryaspectofanorganization,impactingeverythingfromprocessestopeople.ThismeansthatHRdepartmentsmustworkwiththeirorganizationstounderstandandanticipatethesetechnologicalchallengesandopportunities--thegood,thebadandtheunexpected.
ButsmartHRleadersconsiderhowtechnologyt
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