人力管理师二级英语10套阅读解析.docx

人力管理师二级英语10套阅读解析.docx

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人力管理师二级英语10套阅读解析

《企业人力资源管理师》

二级专业英语试卷1

三、阅读理解（每题3分，共30分）

（一）2329

ThepromotionanddevelopmentofperformancemanagementprocessbyHRcanmakeanimportantcontributiontoknowledgemanagement,byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined,andensuringthatactualbehaviorsarereviewedand,whereappropriate,rewardedbyfinancialornon-financialmeans.Performancemanagementreviewscanidentifyweaknessesanddevelopmentneedsinthisaspect,andinitiatepersonaldevelopmentplans,whicharedesignedtomeetthetheseneeds.

Onestartingpointfortheprocesscouldbecascadingofcorporatecorevaluesforknowledge-sharingtoindividuals.Sothattheyunderstandwhattheyareexpectedtodotosupportthosecorevalues.Knowledgesharingcanbeincludedasanelementofacompetencyframework,andthedesiredbehaviorwouldbespeltoutandreviewed.Forexample,positiveindicatorssuchasthoselistedbelowcouldbeusedasabasisforagreeingcompetencyrequirementsandassessingtheextenttowhichtheyaremet.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing.

ØIseagertoshareknowledgewithcolleagues;

ØTakepositivestepstosetupgroupmeetingstoexchangerelevantinformationandknowledge

ØBuildsnetworkswhichprovideforknowledgesharing

ØEnsuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughtheintranetand/orothermeansofcommunication

Hasenetal（1999）mentionthatatErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions,oneofwhichistheir‘contributiontoandutilizationoftheknowledgeassetofthefirm’.AtBain,partnersareevaluatedeachyearona‘varietyofdimensions,includinghowmuchdirecthelptheyhavegivencolleagues.

1.Thebesttitleforthisarticleis（D）

文章最好的题目是

A.knowledge-sharing

B.performancemanagementreviews

C.performancemanagementprocesses

D.performancemanagementforknowledgeworkers

知识工人的绩效管理

2.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharingexcept（A）

下面是一些应该鼓励的知识分享的行为，除了

A.Isreluctanttoshareknowledgewithcolleagues

不愿意与同事分享知识

B.Takespositivestepstoexchangerelevantinformationandknowledge

C.Buildsnetworkswhichprovideforknowledgesharing

D.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughsomemeansofcommunication

3.WhichofthefollowingisnotmentionedbyHansenetal?

（C）

下面哪一点，Hansen没有提到

A.AtBain,directhelpthatpartnershavegivencolleagueswillbeevaluated.

B.AtErnst&Young,consultants’contributiontotheknowledgeassetofthefirmwillbeevaluated.

C.AtBain,partnersareeagertoshareknowledgewithcolleagues.

在Bain这家公司，合伙人渴望与同事分享知识

D.AtErnst&Young,consultantsareevaluatedatperformancereviewsalongviedimension.

4.Theauthorofthispassagewouldmostlikelyagreethat（B）

作者最同以

A.performancemanagementprocessesHRcanmakelittlecontributiontoknowledgemanagement

B.thecascadingofcorporatecorevaluesforknowledge-sharingtoindividualscouldbeonestartingpointfortheperformancemanagementprocess

企业的核心价值观进行分解，由此可以作为员工知识分享的起点

C.knowledge-sharingcan’tbeincludedasanelementofacompetencyframework

D.takingpositivestepstoexchangerelevantinformationandknowledgeisn’tanexampleofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing

5.Accordingtothepassage,performancemanagementprocessesbyHRcanmakeandimportantcontributiontoknowledgemanagementthroughthefollowingmeasuresexcept（D）

根据文章，人力资源绩效管理的过程可以对知识管理带来贡献，除了，

A.byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined

B.byensuringthatactualbehaviorsarereviewed

C.byensuringthatactualbehaviorsarerewardedbyfinancialornon-financialmeans

D.bybuildingnetworkswhichprovideforknowledgesharing

通过打造知识分享的网络

通过提供与知识分享有关的行为预期和确保实际行为可以考评并可以用金钱和非金钱方式进行奖励，人力资源开发促进了绩效过程。

从而对知识管理做出了很大贡献。

绩效考评可以识别出不足的地方和需要改经的地方。

可以促进满足这些需求的个人发展计划。

绩效过程的一个出发点是让个人感受到知识分享是公司的核心价值，因此他们就知道为了支持这个核心价值需要做的事情。

知识分享也能包括能力结构因素，例如，如下面列出的积极因素与能力需求是一致的：

●热心与同事分享知识

●采取积极措施组织交流相关信息和知识的小组会议

●创建提供知识分享的网络

●确保通过企业内部网络和其他交流方式获得、编撰、记录和散播知识。

Hansenetal提及，在Ernst&Young咨询公司，律师的绩效通过5个标准今行测评，其中一个就是他们“对公司知识资产的贡献和利用”，在Bain公司，每年都通过多种标准对员工进行考评，其中包括他们给同时提供了多少直接的帮助。

1.Thebesttitleforthisarticleis.

A.Knowledge-sharing

B.Performancemanagementreviews

C.Performancemanagementprocesses

D.Performancemanagementforknowledgeworkers

1，最适合这篇文章的标题是。

A.知识共享

B.绩效管理评论

C.绩效管理流程

D.知识工作者的绩效管理

2.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharingexcept.

A.Isreluctanttoshareknowledgewithcolleagues

B.Takespositivestepstoexchangerelevantinformationandknowledge

C.Buildsnetworkswhichprovideforknowledgesharing

D.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughsomemeansofcommunication

2。

以下是在满足知识共享能力的期望，除了积极的行为的例子。

A.是不愿与同事分享知识

B.Takes交换有关信息和知识的积极步骤

C.构建网络为知识共享提供

D.确保适当的知识捕获，编纂，记录，并通过某种通信手段传播

3.WhichofthefollowingisnotmentionedbyHansenetal?

.

A.AtBain,directhelpthatpartnershavegivencolleagueswillbeevaluated.

B.AtErnst&Young,consultants’contributiontotheknowledgeassetofthefirmwillbeevaluated.

C.AtBain,partnersareeagertoshareknowledgewithcolleagues.

D.AtErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions.

下面的那间没有提到汉森等人吗？

。

A：

在贝恩，直接帮助合作伙伴已经给同事将进行评估。

B.在安永会计师事务所，顾问公司的知识资产的贡献进行评估。

C.在贝恩，合作伙伴是渴望与同事分享知识。

D.在安永会计师事务所，咨询评估从五个方面的绩效评价。

4.Theauthorofthispassagewouldmostlikelyagreethat.

A.PerformancemanagementprocessesbyHRcanmakelittlecontributiontoknowledgemanagement.

B.Thecascadingofcorporatecorevaluesforknowledge-sharingtoindividualscouldbeonestartingpointfortheperformancemanagementprocess.

C.Knowledge-sharingcan’tbeincludedasanelementofacompetencyframework.

D.Takingpositivestepstoexchangerelevantinformationandknowledgeisn’tanexampleofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing.

4。

这段话的作者最有可能同意。

A.由人力资源绩效管理流程，可以使知识管理的贡献不大。

B.个人知识共享的企业核心价值观的级联可能是一个出发点的绩效管理过程中。

C.知识共享不能作为元素的能力框架。

D.采取积极措施，交换有关信息和知识是不是在满足知识共享能力期望的积极行为的一个例子。

5.Accordingtothepassage,performancemanagementprocessesbyHRcanmakeanimportantcontributiontoknowledgemanagementthroughthefollowingmeasuresexcept.

A.byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined

B.byensuringthatactualbehaviorsarereviewed

C.byensuringthatactualbehaviorsarerewardedbyfinancialornon-financialmeans

D.bybuildingnetworkswhichprovideforknowledgesharing

5。

根据这篇文章，通过人力资源的绩效管理流程，可以通过以下措施，除了对知识管理的重要贡献。

A.提供相关的知识共享定义的行为的期望

B.确保实际行为进行审查

C.为确保实际行为是由金融或非金融手段奖励

D通过建设网络为知识共享提供

Answer:

1.D2.A3.C4.B5.D

（二）128138

“T-group”standsfor“traininggroup,”whichisnotaveryhelpfuldescription.Itisalsoreferredtoassensitivitytraining,groupdynamics,andgrouprelationstraining,T-grouphasthreeaims:

1,toincreasesensitivity-theabilitytoperceiveaccuratelyhowothersarereactingtoone’sbehavior

2,Toincreasediagnosticability-theabilitytoperceiveaccuratelythestateofrelationshipsbetweenothers

3,toincreaseactionskill-theabilitytocarryouttheskillfulbehaviorrequiredbythesituation

InaT-group,thetrainerwillexplaintheaimsoftheprogramandmayencouragediscussionandcontributehisorherownreactions.Butheorshedoesnotakeastrongleadandthegroupislargelylefttoitsowndevicestodevelopastructurethattakesaccountofthegoalsofboththemembersofthegroupandthetrainerprovidesaclimatewherethegroupmembersaresufficientlytrustingofoneanothertodiscusstheirownbehavior.Theydothisbygiving‘feedback’orexpressingtheirreactiontooneanother.Memberamynotalwaysacceptcommentsaboutthemselves,butastheT-groupdevelopstheywillincreasinglyunderstandhowsomeaspectsoftheirbehaviorarehiddentothemandwill,therefore,bewellonthewaytoanincreaseinsensitivity,diagnositicability,andactionskill

Follow-upstudieshavenotedthreeprincipleareasofchangefollowingtheattendancefotraineesatanexternalT-grouplaboratory:

1,increasedopenness,receptivity,andtoleranceofdifferences

2.Increasedoperationalskillininterpersonalrelations,withovertonesofincreasedcapacityforcollaboration

3.Improvedunderstandinganddiagnositicawarenessofslef,others,andinteractiveprocessesingroups.T-groupshavebeenattactedbecauseofthepossibilityofnegativeordetrimentaleffects.Butnoneofthefollow-upstudieshasdetectedanysignificantproblems.Amorevalidbasisfordoubtisthatithasbeendiffculttoprovethattheyhavebeencosteffectivefororganizationswhohaveusedthemoncompanyorhavestronglysupportedexternalprograms.

Thiscriticismcouldbeleveledatanyotherformofgrouptrainingor,indeed,mostoff-thejobtraining.Thedegreetowhichitcanbeinvalidatedwilldependontheeffectivenessofthetrainingdesignandofthetrainer.

T-grouplaboratoriesintheirpurestformareunlikelyeverytobecomeamajorpartofcompanytrainingprograms,butthegroupdynamicsapproachhasvalidusesinthemodifiedforms.

1.thisarticlemightmostlikelybeextractedfromthepaperabout（D）

这篇短文可能节选自，

A.humanresourceplanning

B.performanceevaluation

C.internationalhumanresourcemanagement

D.traininganddevelopment

培训和开发

2.“T-group”isreferredtoasthefollowingexcept（B）

T-group可以解释为以