上海人力资源二级英语单选题只有标准答案.docx

上海人力资源二级英语单选题只有标准答案.docx

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上海人力资源二级英语单选题只有标准答案

单项选择题汇总

1.Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalled.

C.mentors

2.Asanappraiser（评价者）,youshouldtrytodoallofthefollowingexcept.

B.changetheperson,notthebehavior

3.Individualsworkinginternationallyneedtoknowasmuchaspossibleaboutallofthefollowinghost-countrycharacteristicsexcept.

D.culturaltrends

4.Questionscontainedinstructuredjobinterviewsshouldbebasedon.

A.jobanalysis

5.Outplacementservicesare.

tohelpterminatedemployeesfindajobelsewhere

6.Whichofthefollowingisnotacoreskillthatiscriticalforsuccessabroad.

B.effectivedelegatory（授权的）skills

7.Ifyourprimaryobjectiveforaperformanceappraisalistogiveemployeesdevelopmentalfeedback,whichofthefollowingappraisalmethodsshouldyouuse.

C.behaviormethod

8.Compensationprogramsthatcompensateemployeesfortheknowledgetheypossessareknownas.

A.skill-basedpayplans

9.Toimplementasuccessfulprograminbasicandremedialtraining,managersshoulddoallofthefollowingexcept.

aclassroom-orientedapproachsoemployeeslearnbylectures

10.Whichofthefollowingisnottrueofself-ratingsofperformance.

D.Theyarefreeofmostbiasesthatotherratingsourcesmayhave

1.Performanceappraisalmethodscanbebroadly（大体上）classifiedaseither,,orapproaches.

B.trait,behavioral,results

areafromwhichemployersobtaincertaintypesofworkersfromwithintheorganizationisknownasthe.

A.internallabormarket

3.Coachingisatechniquethatcanbeusedtodevelopindividualskills,knowledge,andattitudes.

A.on-the-job

4.Theprimaryreasonwhyorganizationstrainnewemployeesisto.

theirknowledge,skill,andabilitylevel

5.TheHRdepartmentinanoverseasunitmustbeparticularlyresponsivetoallofthefollowingenvironmentsexcept.

C.technological

6.WhichofthefollowingisnotaprimaryimpactthattechnologyhashadonHRM.

C.Ithasdiminishedtheroleofsupervisorsinmanagingemployees.

7.Whichmanagementgrouphasprimaryresponsibilityforthedevelopmentofdisciplinarypoliciesandprocedures.

C.theHRdepartment

8.Tocreateamoreflexiblepoolofemployees,managersmightmostlikely.

B.relyonskill-basedpaystructures

9.Whichofthefollowingdoesnotalterthenatureofjobsandtherequirementsofindividualsneededtosuccessfullyperformthesejobs.

C.stablegrowthinproductdemand

10.Wagesurveydatawillnormallybecollectedwiththeuseof.

B.keyjobs

1.Whensettingperformancemeasuresforincentivesystems,wecansaythatthebestmeasuresare.

A.quantitative,simpletounderstand,andshowaclearrelationshipbetweenoutputandreward

2.Tofacilitateanegalitarianenvironment,whichofthefollowingHRpracticesshouldmanagersimplement.

C.profitsharing

3.Ifajobanalystdoubttheaccuracyofinformationprovidedbyemployees,heorsheshould.

D.obtainadditionalinformationfromthemorfromtheirsupervisors

4.Reasonsfornothiringfromwithinincludeallofthefollowingexcept.

A.motivationalconcerns

6.Whichofthefollowingisanexampleofawell-writtenperformancestandard.

A.Deskclerksareexpectedtocheckoutapproximatelyfifteencustomerseveryhalf-hour

7.Inthedevelopmentofafactorcomparisonscale,keyjobsarenormallyrankedagainstallofthefollowingfactorsexcept.

B.performance

8.Anincentiveplanismorelikelytosucceedinanorganizationwhenallofthefollowingaretrueexcept.

D.employeesbelievethatincentivepaymentaredeferred

9.Ifyouweredevelopingaperformanceappraisalsystemforindividualsoninternationalassignments,itwouldbebesttobaseindividual’sappraisalsoninformationfrom.

C.bothhome-andhost-countryevaluations

10.Humancapitalofafirmincludethefollowingexcept.

D.thebehaviorofafirm’sworkers

1.Ingeneral,inrecentyearstheroleofpeopleinadeterminingafirm’scompetitiveadvantagehas.

C.increasedinimportanceinbothserviceandmanufacturingfirms

2.Objectivesaccomplishedthroughjobanalysisincludeallofthefollowingexcept.

C.eliminatingdiscrepanciesbetweeninternalwageratesandmarketrates

3.360-degreefeedbackmightbeusedforthefollowingexcept.

D.recruitment

4.Employeeswhoarecoached,advised,andencouragedbyemployersofgreaterrankareknownas.

D.protégés

5.Whichofthefollowingisn’taformofperformance-basedcompensation.

C.minimumwage

6.Advantageofemployeestockownershipplans（ESOPs）includeallofthefollowingexcept.

B.theemployees’pensionsarelessvulnerable（易受批评）duetodiversification

7.Lee,anewsupervisor,wantstocorrectlydocument（记录，证明）thepoorperformanceofanemployee.Whichofthefollowingwouldhenothavetodo.

A.performacurrentperformanceappraisaloftheemployee

8.Allofthefollowingbenefitsarerealizedbyaligning（支持、校正）employeerewardswithperformanceexcept.

B.employeeswillpursueoutcomesthatbeneficialtothemselves

9.Staffingtheorganization,designingjobsandteams,developingskillfulemployees,identifyingapproachesforimprovingemployeeperformance,andother“HRM”issuesaredutiestypicallyreservedfor.

C.HRandlinemanagers

10.JobanalysisiscalledthecornerstoneofHRMbecause.

C.theinformationitcollectsservesomanyHRMfunctions

1.Duringtheselectionprocedure,anapplicantmayberejected.

D.atanystepintheprocedure

2.Whichtypeoftrainingallowsstudentstogetreal-worldexperienceinorganizationswhilestillreceivingcollegecredit.

C.internships

3.Self-appraisalsarebestfor.

B.developmentalpurposes

4.Anemployerwishingtosetupthejobclassificationsystemofjobevaluationwouldhaveto.

C.describejobgradeswithincreasingamountofresponsibility,skill,knowledge,orability

5.Whenacombinationsalaryandcommissionplanisusedtocompensatesalesemployees,thepercentageofcashcompensationpaidincommissioniscalled.

C.anincentive

6.Toenhancethedegree（程度）ofrarenessinemployeeskillandabilities,organizationsshoulddevelopcompetenciesintheiremployeesthat.

D.arenotequallyavailableinthelabormarket

7.Sometimesorganizationsprovideservicestoterminatedemployeesthathelpthembridgethegapbetweentheiroldpositionandanewjob.Theseservicesareknownas.

C.outplacementassistance

8.Organizationsliketohireolderworkersbecause.

A.theyhaveprovenemploymentexperience

9.Whendeterminingwheretrainingemphasisshouldbeplaced,anexaminationofthegoals,resources,andenvironmentoftheorganizationisknownas.

B.organizationanalysis

10.Whileacareerdevelopmentprogramrequiresspecialprocessesandtechniques,abasicrequirementis.

C.managementsupport

1.Theworthandcompensationofajobshoulddependonallofthefollowingexcept.

D.thegenderoftheemployees

2.Regardlessoftheselectionmethodsused,itisessentialthattheselectionprocedurebe.

C.reliableandvalid

3.Asupervisorwhoprovidesacontinuingflowofinstructions,comments,andsuggestionstothesubordinateisengaginginwhattypeofon-the-jobtraining.

B.coaching

4.Performanceappraisalsystemssometimesyielddisappointingresultsforallofthefollowingreasonsexcept.

D.useofappraisalsystemsinvalidatingjobanalysis

5.Anemployerwishingtoraisethe“realwages”ofemployeeswouldhaveto.

A.grantwageincreaseslargerthanthecostofliving

6.Disadvantagesofprofitsharingincludeallofthefollowingexcept.

C.effectiveprofitsharingplansrequireasecondHRprogram

7.Allofthefollowingasattributesofsuccessfulglobalmanagershasbeenidentifiedexcept.

D.capabilitytomanageahighlycentralizedorganization

8.Toattainasustainablecompetitiveadvantagethroughpeople,organizationsshoulddevelopcompetenciesintheiremployeesthat.

D.aredesignedarounduniqueteamprocesses

9.Whichofthefollowingisnotanoutcomeoflowsalarybudget.

B.increasedemployeeoutput

10.Benefitsoforientationprogramsfrequentlyreportedbyemployersincludeallofthefollowingexcept.

A.higherturnover（营业额）

1.Inordertoplayamoreactiveroleininfluencingchangewithinorganizations,HRdepartmentmustdoallofthefollowingexcept.

C.viewthemselvesasprimarilyperformingaservicefunction

2.Jobrequirementsare.

A.thedifferentduties,tasks,andresponsibilitiesthatmakeupajob

3.Thetechniqueoftrainingmanagersthatemphasizestheneedtoinvolvesupervisorytraineesinhandlingreal-lifeemployeeproblemsandtoreceiveimmediatefeedbackontheirownperformanceis.

D.behaviormodeling

4.Allofthefollowingarebasicskillsneededforsuccessfulcareermanagementexcept.

responsibilityforyourcareerinthehandsofyoursupervisor

5.Thetermpay-for-performancecanencompassallofthefollowingexcept.

B.basesalary

6.Disorientation（迷失）thatcausesperpetualstressinpeoplewhosettleoverseasforlengthyperiodsoftimeiscommonlyreferredtoas.

B.cultureshock

7.Smallerorganizationscanachieveasystemapproachtoorganizationaldesignthatmaximizesemployeeperformanceandwell-beingbycombiningallofthefollowingexcept.

C.organizationalstrategy

8.Whichofthefollowingisnotanappropriatestrategytocreateatrainingenvironmentconducivetolearning.

A.usingnegativereinforcement（负强化）

9.Anorganizationwishingtoestablishgreaterjob-staffingflexibilitywouldlikelyusewhichpaysystem.

B.skill-basedpay

10.Iflaborcostsrepresent50%ofanorganization’ssalesdollarsandth