人力资源管理三级英语复习资料.docx

人力资源管理三级英语复习资料.docx

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人力资源管理三级英语复习资料

上海市职业资格鉴定

《企业人力资源管理人员》（助理人力资源管理师）

专业英语试卷3

一、英汉互译（每题2分，共30分）

1.Bonus奖金

2.Compensablefactors报酬要素

3.Delayering扁平化

4.Forecasting预测

5.Gainsharingplans收益分享计划

6.Jobclassificationsystem工作分类法

7.Minimumwage最低工资

8.Performancefeedback绩效反馈

9.Staffingtables人员配置表

10.Wage-ratecompression工资压缩

11.培训Training

12.即时奖金Spotbonus

13.工资结构Paystructure

14.劳动力市场Labormarket

15.精简Downsizing

Answer:

1.奖金2.报酬要素3.扁平化4.预测5.收益分享计划6.工作分类法7.最低工资8.绩效反馈9.人员配置表10.工资压缩11.Training12.Spotbonus13.Paystructure14.Labormarket15.Downsizing

二、选词填空（每题2分，共20分）

A.rewardB.jobanalysisCHumanResourcemanagement

D.ethicsE.benefitprogramsF.humancapital

G.agencyH.goalsI.contractsJ.recruiting

1.Formanagers,thechallengeoffosteringintellectualorhumancapitalliesinthefactthatsuchWorkersmustbemanageddifferentlythanwerethoseofpreviousgenerations.

对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。

2.Insummary,isHumanResourcemanagementanintegralpartofeverymanager’sjob.

总之，是人力资源管理的一个组成部分，每一个经理的工作。

3.Intheareaofrecruitingandhiring,it’sthelinemanager’sresponsibilitytospecifythequalificationsemployeesneedtofillspecificpositions.

在招聘和招聘方面，这是直线经理的责任，指定员工需要填写具体职位。

4.HRmanageralsoadministersthevariousbenefitprograms（healthandaccidentinsurance,retirement,vacation,andsoon）.

人力资源经理还负责管理的各种福利计划（健康和意外保险、退休、休假等）

5.Performanceevaluationsareusedasthebasisforrewardallocations.

绩效评估被用作奖励分配的基础。

6.Staffmanagersareauthorizedtoassistandadviselinemanagersinaccomplishingthesebasicgoals.

管理人员被授权协助和建议线路管理者完成这些基本目标

7.Determiningthenatureofeachemployee’sjobisjobanalysis.

确定每个员工的工作性质是工作分析

8.Laborersshallfulfilltheirtasksoflabor,improvetheirprofessionalskills,followrulesonlaborsafetyandsanitation,andobservelabordisciplineandprofessionalethics.

劳动者应当完成劳动任务，提高劳动技能，遵守劳动安全卫生规程，遵守劳动纪律和职业道德

9.Laborcontractsareagreementsreachedbetweenlaborersandtheemployertoestablishlaborrelationshipsandspecifytherights,interestsandobligationsofeachparty.

10.Inapublicemploymentagency,whichservedworkersseekingemploymentandemployersseekingworkers,employmentinterviewerswereappraisedbythenumberofinterviewstheyconducted.

在一个公共就业机构中，为寻求就业的工人和雇主提供了服务，雇主对他们进行了采访，并对他们进行了采访。

Answer:

三、单项选择（每题2分，共20分）

1.Thetendencyforanevaluatortolettheassessmentofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraitsisknownashaloeffectorerror.

A.similarityerrorB.haloeffectorerror

C.leniencyerrorD.singlecriterion

A相似误差B晕效应或误差

C宽大误差D单准则

一个计算器让一个人评价一特质影响他或她对其他性状的人评价称为晕轮效应或错误倾向

2.Theperformanceevaluationapproachwhichcompareseachemployeewitheveryotheremployeeandrateseachaseitherthesuperiorortheweakermemberofthepairisknownasthepairedcomparison.

A.thepairedcomparison　　　　　　B.theindividualranking

C.thegrouporderranking　　　　　　D.criticalincidents

A配对比较B个人排名C组顺序排序D关键事件

绩效评价方法，将每一位员工和每一位员工进行比较，并将其作为一个高级或较弱的成员，被称为配对比较。

3.Determiningwhetherornottaskperformanceisacceptableandstudyingthecharacteristicsofindividualsandgroupsthatwillbeplacedinthetrainingenvironmentareknownaspersonanalysis.

A.personanalysis　　　　　B.demographicanalysis

C.individualanalysis　　　D.groupandindividualanalysis

A人分析B人口统计分析

C个体分析D组与个体分析

确定任务性能是否可以接受，并研究将被放置在训练环境中的个人和团体的特性，被称为人分析

4.Thelinesofadvancementforanindividualwithinanorganizationareknownas.

A.careerpaths

B.jobprogressions

C.careerlines

D.jobpaths

5.Freedomfromcriteriondeficiencyofperformanceappraisalsreferstotheextenttowhich.

A.standardsrelatetotheoverallobjectivesoftheorganization

B.standardscapturetheentirerangeofanemployee’sresponsibilities

C.individualstendtomaintainacertainlevelofperformanceovertime

D.factorsoutsidetheemployee’scontrolcaninfluenceperformance

6.TheHayprofilemethoduseswhichthreefactorsforevaluatingjobs?

.

A.knowledge,skill,andresponsibility

B.mentalability,skill,andresponsibility

C.knowledge,mentalability,andresponsibility

D.knowledge,mentalability,andaccountability

7.Whichofthefollowingisnotanimportantcomponentofameaningfulgainsharingplan?

.

A.establishingfairandprecisemeasurementstandards

B.ensuringthatbonuspayoutformulasareeasytocalculate

C.ensuringthatbonuspayoutsarelargeenoughtoencouragefutureemployeeeffort

D.dependingontopmanagementtodevelopthegainsharingprogram

8.Givingemployeesmorecontroloverdecisionsaboutwhotheirco-workerswillbeisknownas.

A.empoweredselection

B.collaboration

C.teamselection

D.groupdevelopment

9.Whichofthefollowingisatechniqueusedtoelicitemployeeviewsinordertomakedecisionsandinitiatechange?

.

A.suggestionsystem

B.downwardcommunication

C.attitudesurvey

D.empowerment

10.Assessingthedegreetowhichwhatemployeeslearnedduringthetrainingprogramistranslatedintoenhancedemployeeperformanceisknownas.

A.resultsevaluation

B.reactionevaluation

C.behaviorevaluation

D.learningevaluation

Answer:

四、阅读理解（每题3分，共30分）

（一）

Atrainingoralearningspecificationisaproductofjobanalysis.Itbreaksdownthebroaddutiescontainedinthejobdescriptionintothedetailedtasksthatmustbecarriedout.Itthensetsoutthecharacteristicsorattributesthattheindividualshouldhaveinordertoperformthesetaskssuccessfully.Thesecharacteristicsare:

knowledge–whattheindividualneedstoknow.Itmaybeprofessional,technicalorcommercialknowledge.Oritmaybeaboutthecommercial,economic,ormarketenvironment;themachinestobeoperated;thematerialsorequipmenttobeusedortheprocedurestobefollowed;orthecustomers,clients,colleaguesandsubordinatesheorsheisincontactwithandthefactorsthataffecttheirbehavior.Oritmayrefertotheproblemsthatoccurandhowtheyshouldbedealtwith.

skills–whattheindividualneedstobeabletodoifresultsaretobeachievedandknowledgeistobeusedeffectively.Skillsarebuiltprogressivelybyrepeatedtrainingorotherexperience.Theymaybemanual,intellectualormental,perceptualorsocial.

Competences–thebehaviors’competencesneededtoachievethelevelsofperformancerequired.

attitudes–thedispositiontobehaveortoperforminawaythatisinaccordancewiththerequirementsofthework.

performancestandards–whatthefullycompetentindividualhastobeabletoachieve.

1.Atrainingoralearningspecificationisaproductof.

A.jobstructure

B.jobevaluation

C.jobdesign

D.jobanalysis

2.Accordingtothispassage,whichofthefollowingisn’tthecharacteristicorattributethattheindividualshouldhaveinordertoperformthetasksuccessfully?

.

A.knowledge

B.mentalability

C.competences

D.attitudes

3.Accordingtothispassage,theknowledgethattheindividualshouldhaveinordertoperformthetasksuccessfullymayincludethefollowingexcept.

A.professional,technicalorcommercialknowledge

B.knowledgeaboutthecommercial,economic,ormarketenvironment

C.knowledgeaboutthejobdescription

D.theproblemsthatoccurandhowtheyshouldbedealtwith

4.Fromthispassage,wecaninferthat.

A.Inordertoperformtaskssuccessfully,individualsneedknowmorethantheirprofessionalknowledge.

B.Inordertoperformtaskssuccessfully,skillsthattheindividualshouldhavearebuiltonlybyrepeatedtraining.

C.Inordertoperformtaskssuccessfully,thedispositiontobehaveortoperforminawayneedn’tbeinaccordancewiththerequirementsofthework.

D.Inordertoperformtaskssuccessfully,performancestandardsshouldbebasedonwhattheaverageindividualhastobeabletoachieve.

5.Thebesttitleofthispassageis.

A.jobanalysis

B.trainingorlearningspecification

C.jobdescription

D.performancestandards

Answer:

（二）

Supplyforecastingmeasuresthenumberofpeoplelikelytobeavailablefromwithinandoutsidetheorganization,havingallowedforattrition,absenteeism,internalmovementsandpromotions,andchangesinhoursandotherconditionsofwork.Theforecastwillbebasedon:

Ananalysisofexistinghumanresourcesintermsofnumbersineachoccupation,skillsandpotentials;

Forecastlossestoexistingresourcesthroughattrition（theanalysisoflaborwastageisanimportantaspectofhumanresourceplanning,becauseitprovidesthebasisforplanstoimproveretentionrates）;

Forecastchangestoexistingresourcesthroughinternalpromotions;

Theeffectofchangingconditionsofworkandabsenteeism;

Sourcesofsupplyfromwithintheorganization;

Sourcesofsupplyfromoutsidetheorganizationinthenationalandlocallabormarkets.

Mathematicalmodelingtechniquesaidedbycomputerscanhelpinthepreparationofsupplyforecastsinsituationswherecomprehensiveandreliabledataonstocksandflowsbeprovided.Asthisisrarelythecase,theyareseldomused.

Thedemandandsupplyforecastscanthenbeanalyzedtodeterminewhetherthereareanydeficitsorsurplus.Thisprovidesthebasisforrecruitment,retentionand,ifunavoidable,downsizingplans.Computerizedplanningmodelscanbeusedforthispurpose.Itis,however,notessentialtorelyonasoftwareplanningpackage.Thebasicforecastingcalculationscanbecarriedoutwithaspreadsheetwhich,foreachoccupationwhereplansneedtobemade,setsoutandcalculatesthenumberrequiredasinthefollowingexample:

1.Numbercurrentlyemployed70

2.Annua