限作為績效指標(biāo)類型之一是因測試題

1．單選題成績：98分共100題，其中錯誤2題！1．時(shí)限作為績效指標(biāo)類型之一是因?yàn)樗腍TMLCONTROLForms.HTML:Option.1A.準(zhǔn)確性HTMLCONTROLForms.HTML:Option.1B.及時(shí)性HTMLCONTROLForms.HTML:Option.1C.完整性HTMLCONTROLForms.HTML:Option.1D.無2．指標(biāo)的來源一般是來源于組織戰(zhàn)略目標(biāo)與HTMLCONTROLForms.HTML:Option.1A.競爭HTMLCONTROLForms.HTML:Option.1B.溝通HTMLCONTROLForms.HTML:Option.1C.協(xié)調(diào)的需要HTMLCONTROLForms.HTML:Option.1D.無3．績效評價(jià)的三種方法中，哪種可信度最低HTMLCONTROLForms.HTML:Option.1A.特質(zhì)法HTMLCONTROLForms.HTML:Option.1B.行為法HTMLCONTROLForms.HTML:Option.1C.結(jié)果法HTMLCONTROLForms.HTML:Option.1D.無4．績效評價(jià)的三種方法中，哪種可信度最高HTMLCONTROLForms.HTML:Option.1A.特質(zhì)法HTMLCONTROLForms.HTML:Option.1B.行為法HTMLCONTROLForms.HTML:Option.1C.結(jié)果法HTMLCONTROLForms.HTML:Option.1D.無5．正確完成工作的方式有HTMLCONTROLForms.HTML:Option.1A.一種HTMLCONTROLForms.HTML:Option.1B.兩種HTMLCONTROLForms.HTML:Option.1C.多種HTMLCONTROLForms.HTML:Option.1D.無6．對員工的行為進(jìn)行衡量的方法有HTMLCONTROLForms.HTML:Option.1A.關(guān)鍵事件法HTMLCONTROLForms.HTML:Option.1B.關(guān)鍵考核法HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無7．下列哪一項(xiàng)不屬于辦公室秘書的工作職責(zé)HTMLCONTROLForms.HTML:Option.1A.會議記錄HTMLCONTROLForms.HTML:Option.1B.及時(shí)性HTMLCONTROLForms.HTML:Option.1C.接打電話HTMLCONTROLForms.HTML:Option.1D.無8．在員工績效評價(jià)實(shí)踐中，正?？吹绞墙Y(jié)果法和HTMLCONTROLForms.HTML:Option.1A.行為法HTMLCONTROLForms.HTML:Option.1B.平衡法HTMLCONTROLForms.HTML:Option.1C.無HTMLCONTROLForms.HTML:Option.1D.無9．績效考核的方法有HTMLCONTROLForms.HTML:Option.1A.平衡法HTMLCONTROLForms.HTML:Option.1B.行為法HTMLCONTROLForms.HTML:Option.1C.效應(yīng)法HTMLCONTROLForms.HTML:Option.1D.無10．360度績效考評立意甚佳，表現(xiàn)在HTMLCONTROLForms.HTML:Option.1A.360度績效考評的成功運(yùn)用是建立在新人、坦誠、開房的基礎(chǔ)上的HTMLCONTROLForms.HTML:Option.1B.許多企業(yè)重視績效考評和溝通HTMLCONTROLForms.HTML:Option.1C.好的制度必須從上而下貫徹執(zhí)行。都意識到推行360度績效考評給個(gè)人帶來壓力HTMLCONTROLForms.HTML:Option.1D.360度績效考評信息與員工的獎罰和晉升掛鉤11．360度績效考評的前提就是三穩(wěn)定，不屬于的是HTMLCONTROLForms.HTML:Option.1A.企業(yè)的戰(zhàn)略相對穩(wěn)定HTMLCONTROLForms.HTML:Option.1B.組織架構(gòu)相對穩(wěn)定HTMLCONTROLForms.HTML:Option.1C.政策相對穩(wěn)定HTMLCONTROLForms.HTML:Option.1D.人員相對穩(wěn)定12．寬大化傾向這種現(xiàn)象產(chǎn)生的原因有HTMLCONTROLForms.HTML:Option.1A.評價(jià)要素的標(biāo)準(zhǔn)明確HTMLCONTROLForms.HTML:Option.1B.評價(jià)者對評價(jià)工作缺乏自信心、避免引起評價(jià)爭議HTMLCONTROLForms.HTML:Option.1C.評價(jià)者打擊工作表現(xiàn)好的員工HTMLCONTROLForms.HTML:Option.1D.評價(jià)者希望本部門員工的業(yè)績和其他部門員工的業(yè)績一樣13．職業(yè)咨詢活動包括HTMLCONTROLForms.HTML:Option.1A.店慶HTMLCONTROLForms.HTML:Option.1B.年慶HTMLCONTROLForms.HTML:Option.1C.職能轉(zhuǎn)換HTMLCONTROLForms.HTML:Option.1D.無14．員工自我評估包括哪方面？HTMLCONTROLForms.HTML:Option.1A.身高HTMLCONTROLForms.HTML:Option.1B.愛好HTMLCONTROLForms.HTML:Option.1C.能力HTMLCONTROLForms.HTML:Option.1D.學(xué)歷15．職業(yè)發(fā)展，應(yīng)該怎樣實(shí)施HTMLCONTROLForms.HTML:Option.1A.員工自我評估HTMLCONTROLForms.HTML:Option.1B.親人評價(jià)HTMLCONTROLForms.HTML:Option.1C.社會評價(jià)HTMLCONTROLForms.HTML:Option.1D.上司評價(jià)16．績效工資的實(shí)施條件，不對的是HTMLCONTROLForms.HTML:Option.1A.工資范圍足夠大，各檔次之間能夠拉開距離HTMLCONTROLForms.HTML:Option.1B.績效考評要客觀，公正，有效HTMLCONTROLForms.HTML:Option.1C.獎勵先進(jìn)，約束后進(jìn)HTMLCONTROLForms.HTML:Option.1D.工資體系運(yùn)作不放在整個(gè)企業(yè)的生產(chǎn)和精英運(yùn)作系統(tǒng)之中17．績效工資的缺點(diǎn)HTMLCONTROLForms.HTML:Option.1A.員工之間會封鎖信息，保守經(jīng)驗(yàn)，爭奪客戶HTMLCONTROLForms.HTML:Option.1B.個(gè)人績效提高，組織績效也提高HTMLCONTROLForms.HTML:Option.1C.員工為了追求高績效而損害公司的利益HTMLCONTROLForms.HTML:Option.1D.績效工資的分配上不公平18．嚴(yán)格化傾向產(chǎn)生的原因有HTMLCONTROLForms.HTML:Option.1A.為有計(jì)劃的裁員提供證據(jù)HTMLCONTROLForms.HTML:Option.1B.促使員工主動辭職HTMLCONTROLForms.HTML:Option.1C.懲罰和對付員工HTMLCONTROLForms.HTML:Option.1D.增加憑業(yè)績提薪的下屬的數(shù)量19．下列不屬于網(wǎng)絡(luò)型結(jié)構(gòu)優(yōu)點(diǎn)的是HTMLCONTROLForms.HTML:Option.1A.充分利用組織外部資源HTMLCONTROLForms.HTML:Option.1B.各職能部門緊密聯(lián)系HTMLCONTROLForms.HTML:Option.1C.管理成本降到最低HTMLCONTROLForms.HTML:Option.1D.組織結(jié)構(gòu)更具靈活性20．規(guī)模小，生產(chǎn)技術(shù)簡單的企業(yè)適用于哪種結(jié)構(gòu)類型HTMLCONTROLForms.HTML:Option.1A.直線制HTMLCONTROLForms.HTML:Option.1B.職能制HTMLCONTROLForms.HTML:Option.1C.直線職能制HTMLCONTROLForms.HTML:Option.1D.事業(yè)部制結(jié)構(gòu)21．下列哪項(xiàng)不是人力成本所包含的內(nèi)容HTMLCONTROLForms.HTML:Option.1A.人力資本獲取成本HTMLCONTROLForms.HTML:Option.1B.勞動力成本HTMLCONTROLForms.HTML:Option.1C.人工使用成本HTMLCONTROLForms.HTML:Option.1D.員工流動成本22．“斯隆模型”是以下哪種組織結(jié)構(gòu)的別稱HTMLCONTROLForms.HTML:Option.1A.直線職能制HTMLCONTROLForms.HTML:Option.1B.事業(yè)部制結(jié)構(gòu)HTMLCONTROLForms.HTML:Option.1C.模擬分權(quán)制HTMLCONTROLForms.HTML:Option.1D.矩陣制23．下列哪項(xiàng)不屬于變革型領(lǐng)導(dǎo)涉及的維度HTMLCONTROLForms.HTML:Option.1A.領(lǐng)袖魅力HTMLCONTROLForms.HTML:Option.1B.鼓舞動機(jī)HTMLCONTROLForms.HTML:Option.1C.嚴(yán)厲批評HTMLCONTROLForms.HTML:Option.1D.智力刺激24．下列哪項(xiàng)屬于事業(yè)部制結(jié)構(gòu)的優(yōu)點(diǎn)HTMLCONTROLForms.HTML:Option.1A.具有高度的穩(wěn)定性HTMLCONTROLForms.HTML:Option.1B.成分利用組織外部資源HTMLCONTROLForms.HTML:Option.1C.各部門間聯(lián)系緊密HTMLCONTROLForms.HTML:Option.1D.權(quán)力高度集中參考答案：A25．下列哪項(xiàng)不屬于高績效組織具有的特征HTMLCONTROLForms.HTML:Option.1A.接近顧客HTMLCONTROLForms.HTML:Option.1B.快速反應(yīng)HTMLCONTROLForms.HTML:Option.1C.焦點(diǎn)清晰HTMLCONTROLForms.HTML:Option.1D.目標(biāo)模糊26．下列哪項(xiàng)是組織績效的影響因素HTMLCONTROLForms.HTML:Option.1A.客戶對組織的滿意度HTMLCONTROLForms.HTML:Option.1B.組織寬度HTMLCONTROLForms.HTML:Option.1C.組織長度HTMLCONTROLForms.HTML:Option.1D.組織對員工滿意度27．下列哪項(xiàng)不屬于委員會結(jié)構(gòu)的缺點(diǎn)HTMLCONTROLForms.HTML:Option.1A.責(zé)任分散HTMLCONTROLForms.HTML:Option.1B.集思廣益HTMLCONTROLForms.HTML:Option.1C.妥協(xié)折中HTMLCONTROLForms.HTML:Option.1D.議而不決28．對于專業(yè)技術(shù)人員獨(dú)立性特征描述錯誤的是HTMLCONTROLForms.HTML:Option.1A.希望有自主的工作環(huán)境HTMLCONTROLForms.HTML:Option.1B.喜歡工作中的自我引導(dǎo)，管理等HTMLCONTROLForms.HTML:Option.1C.需要上級來遙控指揮HTMLCONTROLForms.HTML:Option.1D.無29．企業(yè)的發(fā)展，技術(shù)創(chuàng)新，保持競爭有事需要依靠什么載體HTMLCONTROLForms.HTML:Option.1A.專業(yè)技術(shù)人員HTMLCONTROLForms.HTML:Option.1B.員工績效HTMLCONTROLForms.HTML:Option.1C.績效的結(jié)果HTMLCONTROLForms.HTML:Option.1D.無30．對于績效管理的目的描述錯誤的是HTMLCONTROLForms.HTML:Option.1A.戰(zhàn)略目的HTMLCONTROLForms.HTML:Option.1B.成果目的HTMLCONTROLForms.HTML:Option.1C.開發(fā)目的HTMLCONTROLForms.HTML:Option.1D.無31．“績效是行文，應(yīng)該與個(gè)人區(qū)分開，因?yàn)榻Y(jié)果會受系統(tǒng)因素的影響”，這句話是誰說的HTMLCONTROLForms.HTML:Option.1A.墨菲HTMLCONTROLForms.HTML:Option.1B.坎貝爾HTMLCONTROLForms.HTML:Option.1C.博爾曼HTMLCONTROLForms.HTML:Option.1D.無32．對于周邊績效描述錯誤的是HTMLCONTROLForms.HTML:Option.1A.受環(huán)境因素的限制HTMLCONTROLForms.HTML:Option.1B.是軟性行為HTMLCONTROLForms.HTML:Option.1C.間接用于組織效率HTMLCONTROLForms.HTML:Option.1D.無33．對于員工績效，描述潛力觀說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.潛力觀只需要對目前員工的成績給予肯定即可HTMLCONTROLForms.HTML:Option.1B.潛力觀是用發(fā)展的眼光看待員工的績效HTMLCONTROLForms.HTML:Option.1C.潛力觀不僅僅關(guān)注員工當(dāng)前做了什么，還需要看員工將來能做什么HTMLCONTROLForms.HTML:Option.1D.無34．對于績效輔導(dǎo)說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.績效輔導(dǎo)階段是績效計(jì)劃的整個(gè)實(shí)施階段HTMLCONTROLForms.HTML:Option.1B.主要的責(zé)任承擔(dān)者顯然是員工HTMLCONTROLForms.HTML:Option.1C.與員工的直接上級無關(guān)HTMLCONTROLForms.HTML:Option.1D.無35．對于任務(wù)績效，描述錯誤的是HTMLCONTROLForms.HTML:Option.1A.是硬性行為HTMLCONTROLForms.HTML:Option.1B.他受情境等因素的限制HTMLCONTROLForms.HTML:Option.1C.直接用于組織效率HTMLCONTROLForms.HTML:Option.1D.無36．對于績效管理的流程說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.績效計(jì)劃HTMLCONTROLForms.HTML:Option.1B.績效實(shí)施HTMLCONTROLForms.HTML:Option.1C.績效評估HTMLCONTROLForms.HTML:Option.1D.無37．在人格研究中，從大量相關(guān)變量中抽取最基本的維度或因素加以分析的統(tǒng)計(jì)方式稱。HTMLCONTROLForms.HTML:Option.1A.Q分類法HTMLCONTROLForms.HTML:Option.1B.語義分析HTMLCONTROLForms.HTML:Option.1C.內(nèi)容分析HTMLCONTROLForms.HTML:Option.1D.因素分析38．一個(gè)人與外界接觸或與他人交往而使行為和行為傾向產(chǎn)生比較持久改變的過程稱。HTMLCONTROLForms.HTML:Option.1A.內(nèi)驅(qū)力HTMLCONTROLForms.HTML:Option.1B.獎賞HTMLCONTROLForms.HTML:Option.1C.學(xué)習(xí)HTMLCONTROLForms.HTML:Option.1D.懲罰39．個(gè)體所偏愛使用的信息加工方式及特性稱。HTMLCONTROLForms.HTML:Option.1A.認(rèn)知風(fēng)格HTMLCONTROLForms.HTML:Option.1B.認(rèn)知類型HTMLCONTROLForms.HTML:Option.1C.認(rèn)知過程HTMLCONTROLForms.HTML:Option.1D.認(rèn)知活動40．個(gè)體潛意識地阻止有關(guān)自己痛苦的事實(shí)進(jìn)入意識,這種自我防御機(jī)制是。HTMLCONTROLForms.HTML:Option.1A.壓抑HTMLCONTROLForms.HTML:Option.1B.否認(rèn)HTMLCONTROLForms.HTML:Option.1C.自居作用HTMLCONTROLForms.HTML:Option.1D.投射作用41．個(gè)體感知到環(huán)境中真實(shí)的客觀的危險(xiǎn)所引起的情緒反應(yīng)是。HTMLCONTROLForms.HTML:Option.1A.現(xiàn)實(shí)性焦慮HTMLCONTROLForms.HTML:Option.1B.神經(jīng)性焦慮HTMLCONTROLForms.HTML:Option.1C.道德性焦慮HTMLCONTROLForms.HTML:Option.1D.防御性焦慮42．提出個(gè)體是通過觀察模仿而學(xué)到別人行為的心理學(xué)家是。HTMLCONTROLForms.HTML:Option.1A.馬斯洛HTMLCONTROLForms.HTML:Option.1B.班杜拉HTMLCONTROLForms.HTML:Option.1C.羅杰斯HTMLCONTROLForms.HTML:Option.1D.米勒43．個(gè)體與其生活環(huán)境保持和諧狀態(tài)所表現(xiàn)出來的行為反應(yīng)稱。HTMLCONTROLForms.HTML:Option.1A.人格結(jié)構(gòu)HTMLCONTROLForms.HTML:Option.1B.人格發(fā)展HTMLCONTROLForms.HTML:Option.1C.人格適應(yīng)HTMLCONTROLForms.HTML:Option.1D.人格動力44．個(gè)體自出生至終身的整個(gè)生命全程中,人格特征表現(xiàn)隨著年齡和習(xí)得經(jīng)驗(yàn)的增加而逐漸改變的過程稱。HTMLCONTROLForms.HTML:Option.1A.人格結(jié)構(gòu)HTMLCONTROLForms.HTML:Option.1B.人格動力HTMLCONTROLForms.HTML:Option.1C.人格發(fā)展HTMLCONTROLForms.HTML:Option.1D.人格適應(yīng)45．個(gè)體在心理活動的強(qiáng)度速度靈活性和指向性方面的穩(wěn)定的動力特征是。HTMLCONTROLForms.HTML:Option.1A.氣質(zhì)HTMLCONTROLForms.HTML:Option.1B.性格HTMLCONTROLForms.HTML:Option.1C.人格HTMLCONTROLForms.HTML:Option.1D.能力46．遷就策略又稱為克制策略或HTMLCONTROLForms.HTML:Option.1A.回避策略HTMLCONTROLForms.HTML:Option.1B.迎合策略HTMLCONTROLForms.HTML:Option.1C.妥協(xié)策略HTMLCONTROLForms.HTML:Option.1D.無47．對于合作方式，無效的情境是HTMLCONTROLForms.HTML:Option.1A.總是很復(fù)雜HTMLCONTROLForms.HTML:Option.1B.問題或任務(wù)很簡單HTMLCONTROLForms.HTML:Option.1C.時(shí)間允許徹底解決問題HTMLCONTROLForms.HTML:Option.1D.無參考答案：B48．沖突產(chǎn)生的原因不包括HTMLCONTROLForms.HTML:Option.1A.良好溝通HTMLCONTROLForms.HTML:Option.1B.任務(wù)目標(biāo)和利益的差異HTMLCONTROLForms.HTML:Option.1C.分工或責(zé)任不清晰HTMLCONTROLForms.HTML:Option.1D.無49．編碼后的信息通過一定的形式、方式結(jié)合具體的條件進(jìn)行信息傳遞指的是HTMLCONTROLForms.HTML:Option.1A.反饋HTMLCONTROLForms.HTML:Option.1B.接受HTMLCONTROLForms.HTML:Option.1C.渠道HTMLCONTROLForms.HTML:Option.1D.無50．屈從對方意愿，壓制或犧牲自己的利益及醫(yī)院的沖突處理策略是HTMLCONTROLForms.HTML:Option.1A.合作策略HTMLCONTROLForms.HTML:Option.1B.遷就策略HTMLCONTROLForms.HTML:Option.1C.回避策略HTMLCONTROLForms.HTML:Option.1D.無51．書面溝通的特點(diǎn)是HTMLCONTROLForms.HTML:Option.1A.持久，有形，可以核實(shí)HTMLCONTROLForms.HTML:Option.1B.快速傳遞和快速反饋HTMLCONTROLForms.HTML:Option.1C.體態(tài)語言和語調(diào)HTMLCONTROLForms.HTML:Option.1D.無52．耗費(fèi)時(shí)間和缺乏發(fā)聵指的是哪種溝通的缺點(diǎn)HTMLCONTROLForms.HTML:Option.1A.非言語溝通HTMLCONTROLForms.HTML:Option.1B.書面溝通HTMLCONTROLForms.HTML:Option.1C.口頭溝通HTMLCONTROLForms.HTML:Option.1D.無53．對于沖突處理的基本策略，高度合作且武斷的情況下，盡可能滿足各方利益的沖突處理策略模式是HTMLCONTROLForms.HTML:Option.1A.合作策略HTMLCONTROLForms.HTML:Option.1B.遷就策略HTMLCONTROLForms.HTML:Option.1C.回避策略HTMLCONTROLForms.HTML:Option.1D.無54．高效團(tuán)隊(duì)的特征不包括HTMLCONTROLForms.HTML:Option.1A.清晰的目標(biāo)HTMLCONTROLForms.HTML:Option.1B.懼怕沖突HTMLCONTROLForms.HTML:Option.1C.相關(guān)的技能HTMLCONTROLForms.HTML:Option.1D.無55．在本書中，影響員工績效的因素一共有幾點(diǎn)HTMLCONTROLForms.HTML:Option.1A.四點(diǎn)HTMLCONTROLForms.HTML:Option.1B.五點(diǎn)HTMLCONTROLForms.HTML:Option.1C.六點(diǎn)HTMLCONTROLForms.HTML:Option.1D.無56．對于周邊績效的特點(diǎn)描述，以下錯誤的是HTMLCONTROLForms.HTML:Option.1A.周邊績效是工作情景中的績效HTMLCONTROLForms.HTML:Option.1B.周邊績效行為能夠促進(jìn)群體與組織的績效HTMLCONTROLForms.HTML:Option.1C.周邊績效是一種以結(jié)果為參考的績效HTMLCONTROLForms.HTML:Option.1D.無57．組織中的績效，可能是兩種不同的績效，他們是HTMLCONTROLForms.HTML:Option.1A.組織績效、周邊績效HTMLCONTROLForms.HTML:Option.1B.組織績效、員工績效HTMLCONTROLForms.HTML:Option.1C.周邊績效、員工績效HTMLCONTROLForms.HTML:Option.1D.無58．以下對于員工績效有影響的因素說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.情緒因素HTMLCONTROLForms.HTML:Option.1B.能力因素HTMLCONTROLForms.HTML:Option.1C.機(jī)會因素HTMLCONTROLForms.HTML:Option.1D.無59．影響員工績效的因素，具有偶然性的是HTMLCONTROLForms.HTML:Option.1A.環(huán)境因素HTMLCONTROLForms.HTML:Option.1B.激勵因素HTMLCONTROLForms.HTML:Option.1C.機(jī)會因素HTMLCONTROLForms.HTML:Option.1D.無60．任務(wù)績效與周邊績效兩個(gè)重要區(qū)別，分別是HTMLCONTROLForms.HTML:Option.1A.預(yù)測因素的差異和關(guān)注于完成任務(wù)本身還是人際互動HTMLCONTROLForms.HTML:Option.1B.結(jié)果和過程HTMLCONTROLForms.HTML:Option.1C.個(gè)體能力和團(tuán)隊(duì)合作HTMLCONTROLForms.HTML:Option.1D.無61．對于績效的特征，說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.可衡量性HTMLCONTROLForms.HTML:Option.1B.單一性HTMLCONTROLForms.HTML:Option.1C.動態(tài)性HTMLCONTROLForms.HTML:Option.1D.無62．對于績效評價(jià)方面，說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.評價(jià)什么HTMLCONTROLForms.HTML:Option.1B.怎樣評價(jià)HTMLCONTROLForms.HTML:Option.1C.為何評價(jià)HTMLCONTROLForms.HTML:Option.1D.無63．對于專業(yè)技術(shù)人員的績效特征，說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.無法衡量HTMLCONTROLForms.HTML:Option.1B.難以監(jiān)控HTMLCONTROLForms.HTML:Option.1C.團(tuán)隊(duì)協(xié)作性較強(qiáng)HTMLCONTROLForms.HTML:Option.1D.無64．對于專業(yè)技術(shù)人員的概念，說法錯誤的是HTMLCONTROLForms.HTML:Option.1A.單純付出體力勞動人員HTMLCONTROLForms.HTML:Option.1B.具有國家專業(yè)技術(shù)職稱人員HTMLCONTROLForms.HTML:Option.1C.在某一領(lǐng)域有操作相關(guān)或技術(shù)人員HTMLCONTROLForms.HTML:Option.1D.無65．崗位說明書的核心內(nèi)容是HTMLCONTROLForms.HTML:Option.1A.崗位的詳細(xì)介紹和職責(zé)描述HTMLCONTROLForms.HTML:Option.1B.崗位的基本信息和崗位的詳細(xì)介紹HTMLCONTROLForms.HTML:Option.1C.崗位職責(zé)描述和任職資格HTMLCONTROLForms.HTML:Option.1D.無66．員工培訓(xùn)的目的是什么HTMLCONTROLForms.HTML:Option.1A.提升員工素質(zhì)HTMLCONTROLForms.HTML:Option.1B.幫助員工彌補(bǔ)不足HTMLCONTROLForms.HTML:Option.1C.幫助員工拓展思維HTMLCONTROLForms.HTML:Option.1D.無67．一般情況下，在完成崗位分析之后需要做的工作是HTMLCONTROLForms.HTML:Option.1A.搜集工作信息和編寫工作說明書HTMLCONTROLForms.HTML:Option.1B.編寫工作說明書和工作規(guī)范HTMLCONTROLForms.HTML:Option.1C.搜集崗位信息和工作信息HTMLCONTROLForms.HTML:Option.1D.無68．工作協(xié)作關(guān)系包括哪兩個(gè)部分HTMLCONTROLForms.HTML:Option.1A.對內(nèi)和對外HTMLCONTROLForms.HTML:Option.1B.學(xué)歷要求和專業(yè)職稱HTMLCONTROLForms.HTML:Option.1C.共醉時(shí)間和工作環(huán)境HTMLCONTROLForms.HTML:Option.1D.無69．崗位分析是人力資源管理的基礎(chǔ)工作，其直接結(jié)果是崗位說明書，包括HTMLCONTROLForms.HTML:Option.1A.崗位描述和崗位規(guī)范HTMLCONTROLForms.HTML:Option.1B.崗位名稱分析和工作內(nèi)容HTMLCONTROLForms.HTML:Option.1C.崗位職責(zé)和工作內(nèi)容HTMLCONTROLForms.HTML:Option.1D.無70．在本書中，崗位分析的主要方法有幾種HTMLCONTROLForms.HTML:Option.1A.5種HTMLCONTROLForms.HTML:Option.1B.6種HTMLCONTROLForms.HTML:Option.1C.7種HTMLCONTROLForms.HTML:Option.1D.無2．判斷題1．績效考核只關(guān)注任務(wù)績效，不需要考慮周邊績效HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯2．所謂績效反饋，主要是指將績效何亮和評價(jià)的結(jié)果告訴員工，從而使員工能夠根據(jù)組織的目標(biāo)不斷改進(jìn)自己的績效HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯3．績效評價(jià)僅僅關(guān)注員的過去而已HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯4．在現(xiàn)實(shí)中，僅僅有績效評價(jià)和考核就可以HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯5．KPI即關(guān)鍵績效指標(biāo)法HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯6．KPI的優(yōu)點(diǎn)：不利于組織利益和個(gè)人利益達(dá)成一致HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯7．KPI的兩個(gè)基本特征是可度量和行為化HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯8．事情的結(jié)果能隨時(shí)間的推移而得到改善HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯9．行政或研發(fā)類職位，由于考核指標(biāo)不清晰，難以量化，所以比較適合采用360度績效考評HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯10．首因效應(yīng)也稱第一印象，是指員工在績效評價(jià)初期的績效表現(xiàn)對評價(jià)者，評價(jià)其以后的績效表現(xiàn)會產(chǎn)生延續(xù)性影響HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯11．360度績效考評一般適合那些500人以上的大公司HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯12．360度績效考評一般是用于企業(yè)的中高層人員HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯13．矩陣組織的穩(wěn)定性較差，成員經(jīng)常變動，人事關(guān)系不穩(wěn)定。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯14．直線職能制最適用于不穩(wěn)定且不可預(yù)測的環(huán)境中。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:Option.1錯15．直線職能制是現(xiàn)實(shí)中最為常見的組織結(jié)構(gòu)形式。HTMLCONTROLForms.HTML:Option.1對

HTMLCONTROLForms.HTML:O