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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)英語試卷1一、英漢互譯（每題2分，共30分）1. Apprenticeship 2. Career support 3. Outsourcing 4. Database5. Employee empowerment 6. Goals7. Human resource information system (HRIS) 8. Job rotation9. Learning organization 10. Psychological contract11. 薪資調(diào)查 12. 任務(wù)分析 13. 招募 14. 績(jī)效管理 15. 工作豐富

2、化Answer:1. 學(xué)徒制 2. 職業(yè)支持 3. 外包 4. 數(shù)據(jù)庫(kù) 5. 員工授權(quán) 6. 目標(biāo) 7. 人力資源信息系統(tǒng) 8. 工作輪換 9. 學(xué)習(xí)型組織 10. 心理契約 11. Wage and salary survey 12. Task analysis13. Recruitment 14. Performance management 15. Job enrichment二、選詞填空（每題2分，共20分）A.feedback B.benchmarking C.rewards D.Human resource management E.benefit F.on-the-job G.

3、performance H.downsizing I. Direct cost J. output 1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover

4、 can be costly. of recruiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis sho

5、uld be a training or learning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among

6、 a menu of options.10. Chinas economic reformers have used material incentives in order to stimulate .Answer:1.D 2.B 3.I 4.H 5.A 6.J 7.F 8.C 9.E 10.G三、單項(xiàng)選擇（每題2分，共20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacement B.outplacement C.release D.dow

7、nsizing2. focus the evaluators attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively.A. The group order ranking B. Written essay C. The individual ranking D. Critical incidents3. The plan should include plans for attracting good candi

8、dates by ensuring that the organization will become an employer of choice.A. outplacement B. evaluation C. recruitment D.training4. Organizational and corporate plans indicate the direction in which the organization is going.A. goals B.resource C.result D.process5. aims to broaden experience by movi

9、ng people from job to job or department to department.A.Job analysis B. Job rotation C.Job satisfaction D.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strat

10、egic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers

11、 more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marke

12、t B. region C. recruiting area D. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. morales B. ethics C. rules D. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacement B. contracting C.

13、outsourcing D. employee leasingAnswer:1.B 2.D 3.C. 4.A 5.B. 6.B. 7.A 8.A 9.B 10.C四、閱讀理解（每題3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:1. The internal labor market- the stocks and flows of people within the organi

14、zation who can be promoted, trained, or re-deployed to meet future needs.2. The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets

15、may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive employment proposition.As part of the human resource planning process, an organization may have to formulate make or buy policy decisions. A ma

16、ke policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A buy policy means that more reliance will be placed on recruiting from outside- bringing fresh blood into the organizatio

17、n. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely

18、on external recruitment. When dealing with knowledge workers, there may be little choicethey tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which

19、 can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A make policy means that organization prefers to promote people from .A. regional labor market B. national labor market C. internal labor market D. international labor

20、market2.According to the passge, management consultancies .A.are less mobile than people at a junior level B.should be recruited from external labor marketC.should be promoted from within the organization D.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it m

21、ay not .A.develop their own staff B.formulate training programsC.promote people from within the organization D.rely more on recruiting from outside4. Make or buy policy decision is a part of .A.human resource planning B.training and development C.performance appraisal D.job analysis5.The best title

22、of this passage is .A.The organizational context of human resource planning B.Aims of human resource planningC.The labor market context for human resource planning D.Limitations of human resource planningAnswer:1.C 2.B 3.D 4.A 5.C（二）Wlaters (1983) identifies nine sources of information which help to

23、 identify training priorities. These are:1. Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.2. Human resource and succession planning which provides information on future skill requirements and managem

24、ent training needs.3. Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.4. Exit interviews which might suggest deficiencies in training arrangements.5. Consultation with senior managers which obtains opinions on training needs from k

25、ey decision makers.6. Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.7. Departmental layout changes which provide information about future developments and related training ne

26、eds.8. Management requests for training which set out perceived needs.9. Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introd

27、ucing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A. human resource and successi

28、on planning B. personnel statisticsC. exit interviews D. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is going B. future skill requirements and management training needsC. deficiencies in trainin

29、g arrangements D. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plans B. departmental layout changesC. data on productivity, quality and performance D. consu

30、ltation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivit

31、y, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide infor

32、mation on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.Answer:1.D 2.B 3.A 4.B 5.C上海市職業(yè)資格鑒定企業(yè)人

33、力資源管理人員（助理人力資源管理師）專業(yè)英語試卷2一、英漢互譯（每題2分，共30分）1. Centralization 2. Assessment center 3. Cultural shock 4. Expatriate 5. Hourly work6. Internship programs 7. Job involvement 8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal 11. 360度反饋 12. 甄選 13. 績(jī)效評(píng)價(jià) 14. 工作規(guī)范 15. 間接成本Answer:1. 集權(quán)化 2. 評(píng)

34、價(jià)中心3. 文化沖擊 4. 外派雇員 5. 計(jì)時(shí)工資制 6. 實(shí)習(xí)計(jì)劃 7. 工作認(rèn)同 8. 目標(biāo)管理 9. 工資政策線 10. 自我評(píng)估 11. 360-degree feedback 12. Selection 13. Performance appraisal 14. Job specification 15. Indirect costs二、選詞填空（每題2分，共20分）A. promotion B. job analysis C management D. Globalization E. job description F. Human resource planning G. c

35、ompetence H. recruiting I. mediation J. assessment 1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms

36、to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the

37、 job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning

38、specification breaks down the broad duties contained in the into the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.Answer:1.H 2

39、.A 3.D 4.C 5.F 6.B 7.J 8.G 9.E 10.I三、單項(xiàng)選擇（每題2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A.job enlargement B.transfer C.promotion D.job rotation2. Key jobs have all of the following characteristics exce

40、pt .A. they are important to employees and the organization B. they vary in terms of job requirementsC. they are used in salary surveys for wage determination D. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process red

41、esign is known as .A. job redesign B. process redesign C. reengineering D. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputs B. skill and physical demandsC. age and physical demands D. experience and physical description5. When determining wher

42、e training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysis B.organization analysis C.resource analysis D.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared

43、 against similar elements of key jobs within the organization is known as .A. the point method B. job ranking C. the comparison method D. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiter B. the HR manager C. line management D. co-workers8. Dete

44、rmining what the content of a training program should be, based on a study of the job duties, is known as .A.organization analysis B.individual analysis C.job analysis D.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old p

45、osition and a new job. These services are known as . A. downsizing programs B. “headhunting” assistance programsC. outplacement assistance D. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlines B. specifications C. requirements D

46、. detailsAnswer:1.C 2.D 3.C 4.B 5.B 6.C 7.C 8.D 9.C 10.B四、閱讀理解（每題3分，共30分）（一）Multiperson comparisons evaluate one individuals performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranki

47、ng, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five p

48、ercent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the botto

49、m fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though

50、 some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the wea

51、ker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are

52、 being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students perfo

53、rmance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while t

54、he other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absolute B. relative C. accurate D. false2.According to the passage, there are three most popular comparisons except .A. group o

55、rder ranking B. individual ranking C. graphic rating scales D. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sa

56、meC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highest

57、B. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisal B.recruitment

58、and replacement C.training and development D.reward systemsAnswer:1.B 2.C 3.D 4.B 5.A（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards salary increases, employee benefits, preferred jo

59、b assignments are organizationally controlled. The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distribu

60、ted on an individual, group, or organization wide basis. Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the workers satisfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal

61、worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonu

62、ses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these a