人力資源管理 三級(jí) 英語(yǔ)復(fù)習(xí)資料

1、上海市職業(yè)資格鑒定企業(yè)人力資源管理人員（助理人力資源管理師）專業(yè)英語(yǔ)試卷3一、英漢互譯（每題2分，共30分）1. Bonus 獎(jiǎng) 金2. Compensable factors 報(bào)酬要素3. Delayering 扁平化4. Forecasting 預(yù) 測(cè) 5. Gain sharing plans 收益分享計(jì)劃6. Job classification system 工作分類法7. Minimum wage 最低工資8. Performance feedback 績(jī)效反饋9. Staffing tables 人員配置表10. Wage-rate compression 工資壓縮11. 培訓(xùn)

2、Training12. 即時(shí)獎(jiǎng)金 Spot bonus13. 工資結(jié)構(gòu) Pay structure14. 勞動(dòng)力市場(chǎng) Labor market15. 精簡(jiǎn) DownsizingAnswer:1. 獎(jiǎng)金 2. 報(bào)酬要素3. 扁平化 4. 預(yù)測(cè)5. 收益分享計(jì)劃 6. 工作分類法 7. 最低工資 8. 績(jī)效反饋 9. 人員配置表 10. 工資壓縮 11. Training 12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing二、選詞填空（每題2分，共20分）A. reward B. job analysis C Human

3、 Resource management D. ethics E. benefit programs F. human capital G. agency H. goals I. contracts J. recruiting 1. For managers, the challenge of fostering intellectual or human capital lies in the fact that such Workers must be managed differently than were those of previous generations.對(duì)于管理者，培養(yǎng)智

4、力或人力資本的挑戰(zhàn)在于，這樣的員工必須有不同的管理方式，而不是以前的幾代人。2. In summary, is Human Resource management an integral part of every managers job.總之，是人力資源管理的一個(gè)組成部分，每一個(gè)經(jīng)理的工作。3. In the area of recruiting and hiring, its the line managers responsibility to specify the qualifications employees need to fill specific positions.在招

5、聘和招聘方面，這是直線經(jīng)理的責(zé)任，指定員工需要填寫具體職位。4. HR manager also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on).人力資源經(jīng)理還負(fù)責(zé)管理的各種福利計(jì)劃（健康和意外保險(xiǎn)、退休、休假等）5. Performance evaluations are used as the basis for reward allocations.績(jī)效評(píng)估被用作獎(jiǎng)勵(lì)分配的基礎(chǔ)。6. Staff managers are au

6、thorized to assist and advise line managers in accomplishing these basic goals .管理人員被授權(quán)協(xié)助和建議線路管理者完成這些基本目標(biāo)7. Determining the nature of each employees job is job analysis .確定每個(gè)員工的工作性質(zhì)是工作分析8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety an

7、d sanitation, and observe labor discipline and professional ethics . 勞動(dòng)者應(yīng)當(dāng)完成勞動(dòng)任務(wù)，提高勞動(dòng)技能，遵守勞動(dòng)安全衛(wèi)生規(guī)程，遵守勞動(dòng)紀(jì)律和職業(yè)道德9. Labor contracts are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public e

8、mployment agency , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.在一個(gè)公共就業(yè)機(jī)構(gòu)中，為尋求就業(yè)的工人和雇主提供了服務(wù)，雇主對(duì)他們進(jìn)行了采訪，并對(duì)他們進(jìn)行了采訪。Answer:1.F 2.C 3.J 4.E 5.A 6.H 7.B 8.D 9.I 10.G三、單項(xiàng)選擇（每題2分，共20分）1. The tendency

9、 for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as halo effect or error .A. similarity error B. halo effect or error C. leniency error D. single criterionA相似誤差 B暈效應(yīng)或誤差C寬大誤差 D單準(zhǔn)則一個(gè)計(jì)算器讓一個(gè)人評(píng)價(jià)一特質(zhì)影響他或她對(duì)其他性狀的人評(píng)價(jià)稱

10、為暈輪效應(yīng)或錯(cuò)誤傾向2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as the paired comparison .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical inc

11、identsA配對(duì)比較 B個(gè)人排名 C組順序排序 D關(guān)鍵事件績(jī)效評(píng)價(jià)方法，將每一位員工和每一位員工進(jìn)行比較，并將其作為一個(gè)高級(jí)或較弱的成員，被稱為配對(duì)比較。3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as person analysis .A. person analysisB. dem

12、ographic analysisC. individual analysis D. group and individual analysisA人分析 B人口統(tǒng)計(jì)分析C 個(gè)體分析 D組與個(gè)體分析確定任務(wù)性能是否可以接受，并研究將被放置在訓(xùn)練環(huán)境中的個(gè)人和團(tuán)體的特性，被稱為人分析4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from

13、criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employees responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outs

14、ide the employees control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountabil

15、ity7. Which of the following is not an important component of a meaningful gainsharing plan? . A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depen

16、ding on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views i

17、n order to make decisions and initiate change? .A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reac

18、tion evaluationC. behavior evaluationD. learning evaluationAnswer:1.B 2.A 3.A 4.A 5.B 6.D 7.D 8.C 9.C 10.C四、閱讀理解（每題3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be car

19、ried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:l knowledge what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commer

20、cial, economic, or market environment; the machines to be operated; the materials or equipment to be used or the procedures to be followed; or the customers, clients, colleagues and subordinates he or she is in contact with and the factors that affect their behavior. Or it may refer to the problems

21、that occur and how they should be dealt with.l skills what the individual needs to be able to do if results are to be achieved and knowledge is to be used effectively. Skills are built progressively by repeated training or other experience. They may be manual, intellectual or mental, perceptual or s

22、ocial.l Competences the behaviors competences needed to achieve the levels of performance required.l attitudes the disposition to behave or to perform in a way that is in accordance with the requirements of the work.l performance standards what the fully competent individual has to be able to achiev

23、e. 1. A training or a learning specification is a product of .A. job structureB. job evaluationC. job designD. job analysis2. According to this passage, which of the following isnt the characteristic or attribute that the individual should have in order to perform the task successfully? .A. knowledg

24、eB. mental abilityC. competencesD. attitudes3. According to this passage, the knowledge that the individual should have in order to perform the task successfully may include the following except .A. professional, technical or commercial knowledgeB. knowledge about the commercial, economic, or market

25、 environmentC. knowledge about the job descriptionD. the problems that occur and how they should be dealt with4. From this passage, we can infer that .A. In order to perform tasks successfully, individuals need know more than their professional knowledge.B. In order to perform tasks successfully, sk

26、ills that the individual should have are built only by repeated training.C. In order to perform tasks successfully, the disposition to behave or to perform in a way neednt be in accordance with the requirements of the work.D. In order to perform tasks successfully, performance standards should be ba

27、sed on what the average individual has to be able to achieve.5. The best title of this passage is .A. job analysisB. training or learning specificationC. job descriptionD. performance standardsAnswer:1.D 2.B 3.C 4.A 5.B（二）Supply forecasting measures the number of people likely to be available from w

28、ithin and outside the organization, having allowed for attrition, absenteeism, internal movements and promotions, and changes in hours and other conditions of work. The forecast will be based on:· An analysis of existing human resources in terms of numbers in each occupation, skills and potenti

29、als;· Forecast losses to existing resources through attrition (the analysis of labor wastage is an important aspect of human resource planning, because it provides the basis for plans to improve retention rates);· Forecast changes to existing resources through internal promotions;· Th

30、e effect of changing conditions of work and absenteeism;· Sources of supply from within the organization;· Sources of supply from outside the organization in the national and local labor markets.Mathematical modeling techniques aided by computers can help in the preparation of supply forec

31、asts in situations where comprehensive and reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used.The demand and supply forecasts can then be analyzed to determine whether there are any deficits or surplus. This provides the basis for recruitment, retention a

32、nd, if unavoidable, downsizing plans. Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic forecasting calculations can be carried out with a spreadsheet which, for each occupation where plans need to be made, sets

33、 out and calculates the number required as in the following example:1. Number currently employed 702. Annual wastage rate based on past records 10%3. Expected losses during the year 74. Balance at end-year 635. Number required at end-year 756. Number to be obtained during year (=5-4) 81. The word -“attrition” in the first paragraph means .A. retention ratesB. supply from within the organizationC. supply from outside the organizationD.