人力资源管理师英语试题.docx

人力资源管理师英语试题.docx

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人力资源管理师英语试题

人力资源管理师英语试题

一、翻译题（1至15题，每题2分，共30分，请将下面的  英语译成汉语，汉语译成英语。

）：

1.    humanresourceplanning——

2.    bonus——

3.    career——

4.    selection——.

5.    employee——

6.    team——

7.    labormarket——

8.    jobanalysis——

9.    training——

10.    contract——

11.    积分法——

12.    工作结构——

13.    外包——

14.    纪律——

15.    就业许可证——

二、选词填空题：

（16至25题，每题1分，共10分，请将  框中最恰当的答案以相应的字母填入括号中）

A.jobanalysis    B.jobevaluation    C.taskanalysis

D.mediator        E.validity        F.reliability

G.creativity        H.appraisalaccuracy      I.wagesurvey

J.humanresourcesplanning

16.Toestimateatest’sconsistencyor（  ）,youcouldadministerthe

  sametesttothesamepeopleattwodifferentpointsintime,

  comparingtheirtestscoresattime2withtheirscoresattime1.

17.A（  ）servesprimarilyasafactfinderandtoopenupachannel

  ofcommunicationbetweentheparties.

18.Thesimplest（  ）methodrankseachjobrelativetoallotherjobs,

  usuallybasedonsomeoverallfactorlike“jobdifficulty.”

19.Whenjobevaluationand（  ）dataareusedjointly,theyserveto

  linkthelikelihoodofbothinternalandexternalequity.

20.Interviews,questionnaires,observations,anddiary/logsarethe

  mostpopularmethodsforgathering（  ）data.

21.Thetesthas（  ）totheextentthatthepeoplewithhighertest

  scoresperformbetteronthejob.

22.Ratertrainingisnopanaceaforreducingratingerrorsorfor

  improving（  ）.

23.Akeycomponentof（  ）isforecastingthenumberandtypeofpeople

  neededtomeetorganizationalobjectives.

24.Thesecondstepintraining-needsassessmentis（  ）whichinvolves

  reviewingthejobdescriptionandspecification.

25.Amodestlevelofstressmayevenleadtomore（  ）ifacompetitive

  situationresultsinnewideasbeinggenerated.

二、单项选择题：

（26至35题，每题3分，共30分，请将最恰当答案前的字母填入括号中）

26.Peoplewhocontributetothejobanalysisprocessincludethe

  following,exceptforthe:

（  ）

  A.stockholder  B.jobanalyst  C.employees  D.supervisor

27.Thesuitabilityofcollegegraduatesfortechnicalandmanagerial

  positionsoftendependsontheir:

（  ）

  A.dentalrecords            B.ethnicbackground

  C.religiousbelief          D.majorfieldofstudy

28.Astatementoftheknowledge,skills,andabilitiesrequiredto

  performajobisa:

（  ）

  A.jobrequirement          B.jobspecification

  C.jobposition            D.jobobjective

29.Theextenttowhichtwoormoremethodsyieldssimilarresultsor

  areconsistentisreferredtoas:

（  ）

  A.validity  B.reliability  C.truth  D.similarity

30.Theselectionprocedureusuallybeginswith:

（  ）

  A.employmenttests        B.amedicalexamination

  C.asupervisoryinterview    D.completionofanapplicationform

31.Theprimaryreasonorganizationstrainnewemployeesisto:

（  ）

  A.increasetheirknowledge,skill,andabilitylevel

  B.helptraineesachievepersonalcareergoals

  C.complywithgovernmentregulations

  D.improvetheworkenvironment

32.Researchhasshownthatperformanceappraisalareusedmostwidely

  asabasisfor:

（  ）

  A.transfer              B.criticism

  C.assessmentcenters        D.compensationdecisions

33.Itisrecommendedthatadiagnosisofpooremployeeperformancefocus

  onallofthefollowingexcept:

（  ）

  A.skill    B.personality  C.effort  D.externalconditions

34.Jobevaluationsystemsprovideforinternalequityandserveasth

  basisfor:

  A.wage-ratedetermination    B.jobanalysis

  C.trainingplan          D.careerplan

35.Allofthefollowingarecommoncausesofworkplacestressexcept:

（  ）

  A.excessivejobpressures    B.highworkloads

  C.disagreementswithmanagers  D.empowerment

四、阅读理解：

（36至45题，每题3分，共30分，阅读下列  文章并回答问题，请将正确答案以相应的字母填入括号中。

）

（一）

Thereisnostandardformatyoumustuseinwritingajobdescription,butmostdescriptionscontainsectionson:

jobidentification,jobsummary,relationships、responsibilities、andduties,authorityofincumbent,standardsofperformance,workingconditions,andjobspecifications.  Anexampleofajobdescriptionispresentedinthefollowingfigure.

                  SampleJobDescription

JobTitle:

SupervisorofDataProcessingOperations

Status:

      Exempt        JobCode:

012.168

Date:

      June3,2003    Plant/Division:

Olympia,Inc.–Mainoffice

WrittenBy:

ArthurAllen    Section:

DataProcessing-Systems

ApprovedBy:

JuanitaGates    Level:

12      Points:

736

PayRange:

$16,760–$20,760

TitleofImmediateSupervisor:

ManagerofInformationSystems

JobSummary–Directstheoperationofalldataprocessing,datacontrol,anddatapreparationrequirements.

JobDuties:

1.Followsbroadlybaseddirectives.

（a）Operatesindependently.

（b）InformsManagerofInformationSystemsofactivesthroughweekly,

  monthly,and/orquarterlyschedules.

2.Selects,trains,anddevelopssubordinatepersonnel.

（a）Developsspiritofcooperationandunderstandingamongworkgroup

  members.

（b）Directstraininginvolvingteaching,demonstrating,and/oradvising

  usersinproductiveworkmethodsandeffectivecommunicationswith

  dataprocessing.

3.Readsandanalyzesawidevarietyofinstructionalandtraining

  information.

4.Plans,directs,andcontrolsawidevarietyofoperational

  assignmentsby5to7subordinates;workscloselywithothermanagers,

  specialists,andtechniciansinInformationSystemsaswellaswith

  managersinotherdepartments.

（a）Receives,interprets,develops,anddistributesdirectivesranging

  fromtheverysimpletothehighlycomplexandtechnologicalinnature.

（b）Establishesandimplementsannualbudgetfordepartment.  

5.    Interactsandcommunicateswithpeoplerepresentingawidevariety

  ofunitsandorganizations.

（a）Communicatesbothpersonallyandimpersonally,throughoralor

  writtendirectivesandmemoranda,withallinvolvedparties.

（b）Attendslocalmeetingsofprofessionalorganizationsinthefield

  ofdataprocessing.

36.Accordingtothepassage,theimmediatesupervisor’stitleisalso

  showninthe（  ）sectionasisinformationregardingthejob’s

  salaryand/orpayscale.  

  A.jobsummary                        B.jobidentification

  C.jobrelationships                D.jobtitle

37.Itwouldappearfromthepassagethat（  ）permitseasyreferencing

  ofalljobssinceitrepresentsimportantcharacteristicsofthejob.

  A.jobcode    B.jobstatus    C.payrange  D.jobsummary

38.AccordingtotheSampleJobDescriptioninthepassage,whena

  supervisorofdataprocessingoperationsisatwork,heorshe（  ）.

  Adoesn’tneedtoreporttotheimmediatesupervisor

  B.needstoattendbusinessmeetingsatleastonceaweek

  C.doesn’tneedtoexplaindirectivestohisorhersubordinates

  D.needstoshowothershowtocommunicatewithdataprocessing

39.Inthefiguretheduty“readsandanalyzesawidevarietyof

  instructionalandtraininginformation”canbefurtherdefinedas

  follows,notincluding（  ）.

  A.ensuresthatworkgroupmembersreceivespecializedtrainingas

    necessaryintheproperfunctioningorexecutionofproceduresand

    methods

  B.applieslatestconceptsandideastochangingorganizational

    requirements

  C.assistsindevelopingand/orupdatingmanuals,procedures,

    specifications,etc.,relativetoorganizationalrequirementsand

    needs

  D.assistsinthepreparationofspecificationsandrelated

    evaluationsofsupportingsoftwareandhardware

40.Theauthorofthepassagewouldmostlikelyagreethat（  ）.

  A.ajobdescriptionshouldportraytheworkofthepositionsowell

    thatthedutiesareclearwithreferencetootherjobdescriptions

  B.ajobdescriptionshouldhavefixedformatfordefiningaposition

  C.forwritingupjobdescriptions,weshouldselectthemostspecific

    Wordstoshowthekindofworkandthedegreeofcomplexity

  D.longstatementsusuallybestaccomplishthepurposewhenweare

    writingupjobdescriptions

（二）

    Whenappraisalsfail,theydosoforreasonsthatparallelthesethreesteps–definingthejob,appraisingperformance,andprovidingfeedback.  Someappraisalsfailbecausesubordinatesarenottoldaheadoftimeexactlywhatisexpectedofthemintermsofgoodperformance.  Othersfailbecauseofproblemswiththeformsorproceduresusedtoactuallyappraisetheperformance;alenientsupervisormightrateallsubordinates“high”,forinstance,althoughmanyareactuallyunsatisfactory.  Stillotherproblemsariseduringtheinterview-feedbacksession,whichincludearguingandpoorcommunications.  Theseandotherproblemsaresummarizedinthefollowingfigure.

CommonPerformanceEvaluationProblems

    Problemscanoccuratanystageintheevaluationprocess.  Someofthepitfallstoavoidinperformanceappraisalsare:

（1）Lackofstandards.  Withoutstandards,therecanbenoobjective

    evaluationofresults,onlyasubjectiveguessorfeelingabout

    performance.

（2）Irrelevantorsubjectivestandards.  Standardsshouldbeestablished

byanalyzingthejoboutputtoensurethatstandardsarejob

related.

（3）Unrealisticstandards.  Standardsaregoalswithmotivating

potential.  Thosethatarereasonablebutchallenginghavethe

most  potentialtomotivate.

（4）Poormeasuresofperformance.  Objectivityandcomparisonrequire

    thatprogresstowardsta