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

1、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Addison Systems 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（Employee Termination Letter），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

2、关该职位工作描述的问卷调查（Job Description Questionnaire），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 “How to deal with technol

3、ogy”。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（organization wisdom technology（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（Chief management consultant）。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

4、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8：3017：00，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（Letter Confirming Employment），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

5、得税自负。假设该学校让你为其拟订一份兼职合同（part-time contract），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Employment period、Payment、Duties等内容。10.某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），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.Employee Self-EvaluationEmployee Employee No. Department Position Start date Appraisal

6、 period In preparation for your upcoming performance review on , consider the following questions. Bring this sheet to your appraisal meeting for discussion.List the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them, and comme

7、nt on your satisfaction or dissatisfaction with your performance and results. ObjectivesAchieved? Comments1.2.3.4.5.1. Are your performance goals reasonable and appropriate for your position?2. Consider the strengths that enhance your job performance.3. In what areas can you improve your job perform

8、ance?4. Do you feel that you need additional training? What training would you find helpful?5. What are your short-term career objectives? How can you achieve them?6. What are your long-term career objectives?7. If you could change your job or company policies, what changes would you suggest? How ca

9、n we work together to improve the company?8. Are there any other aspects of your job or the company that you would like to discuss?2.Advantages and disadvantages of 360-degree feedback360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from usi

10、ng 360-degree feedback:1.Individuals get a broader perspective of how they are perceived by others than previously possible.2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.3.Encouraging more open feedback-new insights.4.Provided a clearer picture to senior

11、management of individuals real worth.5.Open up feedback and gives people a more rounded view of performance than they had previously.6.Identifying key development areas for the individual, a department and the organization as a whole.7.A rounded view of an individuals/teams/the organizations perform

12、ance and what its strengths and weaknesses are.8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.9.It is starting to improve the climate/morale, as measured through our employee opinion survey.But there may be some problem. Thes

13、e include:1.People not giving frank or honest feedback;2.People being put under stress in receiving or giving feedback;3.Lack of action following feedback;4.Over-reliance on technology;5.Too much bureaucracy.3.Secrecy and Noncompetition CovenantThe undersigned Employee hereby promises the Employer:1

14、. To keep the Employers business secrets, including but not limited to customer, supplier, logistical, financial, research, and development information, confidential and not to disclose the Employers business secrets to any third party during and after the term of the Employees employment;2.That, on

15、 the termination of the Employees employment with the Employer for any reason, the Employee will not operate a （type of business） business or in any way aid and assist any other person to operate such a business in （geographical area） for a period of （time period） from the date of termination of the

16、 Employees employment;3. That, on the termination of the Employees employment with the Employer for any reason, the Employee will not solicit any customer of the Employer that was a customer of the Employer during the course of the Employees employment with the Employer, whether or not still a custo

17、mer of the Employer and whether or not knowledge of the customer is considered confidential information, or in any way aid and assist any other person to solicit any such customer for a period of （time period） from the date of termination of the Employees employment.If any part of these promises is

18、void for any reason, the undersigned accepts that it may be severed without affecting the validity or enforceability of the balance of the promises.Given under seal on （date）.Signed, sealed, and delivered in the presence of: （Signature of Witness） （Signature of Employee）for the Employee.4.Employee T

19、ermination LetterDear Thomas:It is with sincere regret that I must inform you that your employment at Addison Systems Inc. will be terminated as of December 31, 2003.As you know, the Downsizing Task Force delivered their report to the general manager in late December, 2002. Among the task force reco

20、mmendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject to the task force recommendations.I would like to make it absolutely clear that in no way does your termination reflect that the company is in any wa

21、y unhappy with your work performance over the past 12 months. In fact, you have been highly regarded as one of our most productive contract staff. Unfortunately, you and the other non-permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.In

22、 an effort to try to reduce the impact of this termination, the company has worked out a severance arrangement that will give you one weeks pay for every two months you worked beyond 12 months. In your case this will amount to six （6） weeks of severance pay. In addition, your medical coverage will r

23、emain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package.Thomas, given your qualifications and proven abilities, I am confident that you will be able to find another position in the rela

24、tively near future. If you would like, I would be pleased to write a recommendation letter for you, to help with your job search.Sincerely（Name） XXX（Title） XXX5.Job Description QuestionnaireInstructions: The following information will be used in designing a job description format. For many questions

25、, you might want to leave a full page for an answer.What is the job title? _In what department is the job located? _What is the title of the supervisor or manager to whom the jobholder must report?_Does the jobholder supervise other employees? If so, give their job titles and a brief description of

26、their responsibilities.Position Supervised Responsibilities_ _What essential function duties does the jobholder perform regularly? List them in order of importance.Duty Percentage of Time Devoted to This Duty_ _What are the working conditions? List such items as noise, heat, outside work, and exposu

27、re to bad weather.How much authority does the jobholder have in such matters as training or guiding other people?How much education, experience, and skill are required for satisfactory job performance?At what stage is the jobholders work reviewed by the supervisor?What machines or equipment is the j

28、obholder responsible for operating?If the jobholder makes a serious mistake or error in performing required duties, what would be the cost to management?6.How to deal with technologyTechnology has stepped into practically every aspect of an organization, impacting everything from processes to people. This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities-the good, the bad and the unexpected. But smart HR leaders consider how technology t