2014上海市人力资源三级考试英语单项选择-附中文(共18页).doc

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1、精选优质文档-倾情为你奉上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 CA. job enlargementB. transferC. promotionD. job rotation把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升2. Key jobs have all of the following characteristics except DA

2、. they are important ot employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变3. A process that goes beyond TQM programs to a more comprehensive

3、approach to process redesign is known as CA. job redesignB. process redesignC. reengineeringD. rightsizing某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造4. The job specification describes job requirements relative to BA. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. exper

4、ience and physical description工作规范描述了相关于技能和身体方面的要求5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as BA. task analysisB. organization analysisC. resource analysisD. skills analysis当我们决定要把培训重点放在哪里的时候，我们

5、要对组织的目标、资源、环境进行测量，这种测量称之为组织分析6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is known as CA. the point methodB. job rankingC. the comparison methodD. the Hay profile method有一种工作评估体系，在该体系中，我们

6、把某个岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。7. The final decision to hire an applicant usually belongs to CA. the HR recruiterB. the HR managerC. line managementD. co-workers在招聘活动中，要作最后决定是否雇佣一个候选人，这是直线经理的责任。8. Determining what the content of a training program should be, based on a study of the job dut

7、ies, is known as DA. organization analysisB. individual analysisC. job analysisD. task analysis当我们要决定要把培训重点放在哪里的时候，我们要对岗位责任作分析，这种分析称为任务分析。9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are kno

8、w as CA. downsizing programsB. “headhunting” assistance programsC. Outplacement assistanceD. Employee assistance programs(EAPS)有时候组织为那些已经被终止了雇佣关系的员工提供服务来帮助他们到社会上再找到份工作，这种服务称为再就业咨询。10. Job _B_ form the basis for the administration of applicable employment testsA. outlinesB. specificationsC. requireme

9、ntsD. details工作规范组成了雇佣测试管理的基础。1. The tendency 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 _B_A. similarity error 相似的错误B. halo effect or error 晕轮效应C. leniency error 宽大错误D. single criterion 单一准则有时候，评估者们

10、在作评估的时候，会过多关注被评估者某一方面的特征，而忽略或影响到对其他方面特征的评估。如果出现这种现象，我们称评估者犯了晕轮效应的错误。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 AA. the paired comparison 配对比较B. the individual ranking

11、 个人排名C. the group order ranking 组顺序排序D. critical incidents 关键事件有一种绩效评估的方法，在这种方法里我们把某一个员工的绩效和每一个其他人比较，能得出更好还是更差，这种方法称为：配对比较法。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 know

12、n as _A_ A. person analysis 个人分析B. demographic analysis 人口分析C. individual analysis 个别分析D. group and individual analysis 组和个人分析当我们判断员工的任务表现是否能被接受，以及分析个人和团队的特征是否能被放入培训环境，这种分析称为个人分析。4. The lines of advancement for an individual within an organization are known as _A_A. career paths 职业道路B. job progressi

13、ons 工作进展C. career lines 事业线D. job paths 工作路径个体员工在组织内前进的道路称为：职业道路5. Freedom from criterion deficiency of performance appraisals refers to the extent to which _B_A. standards relate to the overall objectives of the organization标准涉及到组织的整体目标B. standards capture the entire range of an employees responsib

14、ilities标准覆盖了员工所有的责任C. individuals tend to maintain a certain level of performance over time个体倾向于长时间保持某种程度的表现D. factors outside the employees control can influence performance以外的因素，可以影响员工的控制性能我们在绩效考核时如果没有犯效标不足的错误，意味着所有的标准覆盖了员工所有的责任6. The Hay profile method uses which three factors for evaluating jobs

15、? DA. knowledge, skill, and responsibility 知识，技能，和责任B. mental ability, skill, and responsibility 心理能力，技能，和责任C. knowledge, mental ability, and responsibility 知识，脑力能力，和责任D. knowledge, mental ability, and accountability 知识、脑力能力和责任海氏评价法使用以下哪三个因素来评价岗位：知识、脑力能力、责任心7. Which of the following is not an import

16、ant component of a meaningful gainsharing plan? DA. establishing fair and precise measurement standards建立公平的和精确的测量标准B. ensuring that bonus payout formulas are easy to calculate确保奖金发放公式很容易计算C. ensuring that bonus payouts are large enough to encourage future employee effort确保奖金足以鼓励未来员工的努力D. depending

17、on top management to develop the gainsharing program根据高层管理发展的利润分享计划下面哪个选项不是一个有意义的收益分享计划的重要组成部分：依靠高层管理层来开发收益分享计划8. Giving employees more control over decisions about who their co-workers will be is known as _C_A. empowered selection 授权的选择B. collaboration 合作C. team selection 团队的选择D. group development

18、组的发展给与员工更多权力来选择他们的合作伙伴，这种方式称为：团队选择9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? CA. suggestion system .建议系统B. downward communication向下沟通C. attitude survey态度调研D. empowerment授权下面哪种技术能够得知员工的观念以此来做决策和发起变革：态度调研10. Assessing the degr

19、ee to which what employee learned during the training program is translated into enhanced employee performance is known as _C_A results evaluation 结果评估B reaction evaluation 反应评估C behavior evaluation 行为评估D learning evaluation 学习评估评估员工在培训项目中学到的有多少程度转化为更高的绩效，这种评估称为：行为评估1. Eliminating what are deemed to

20、 be unnecessary layers of management and supervision is know as AA. Delayering扁平化B. Downsizing裁员C. right-sizing 合适的位置D. benchmarking 标杆消除组织当中那些被认为是不必要的层级，这种操作称为扁平化。2. The changing environments of Human Resource Management include the following except _D_A. work force diversity 劳动力的多样性B. technologica

21、l trends 技术的发展趋势C. globalization 全球化D. great changes in the nature of work force 劳动力本身的巨大变化人力资源管理不断变化的环境包括以下内容，除了劳动力本身的巨大变化3. The aim of human resource planning in any organization might be the following except CA. Attract and retain the number of people required with the appropriate skills, experti

22、se and competences 吸引和留住所需的具有合适技能的人的数量，技能和能力B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies减少对外部招聘的时候的关键技能供不应求，依赖通过制定的保留，以及员工发展，策略C. Neglect the problems of potential surpluses or deficits of peopl

23、e忽略潜在的劳动力冗余或不足的问题D. Develop a well-trained and flexible workforce, thus contributing to the organizations ability to adapt to a uncertain and changing environment制定一个训练有素的和灵活的劳动力，从而有助于组织的能力，以适应不断变化的环境的不确定性在一个组织里，人力资源规划的目的可能是以下原因，除了忽略潜在的劳动力冗余或不足的问题4. Forecasting the supply of people should be based o

24、n the following except _B_A. forecast losses to existing resource through attrition 预测损失的现有资源通过减员B. recruitment plans 招聘计划C. the effect of changing conditions of work 工作条件变化的影响D. sources of supply from external labor markets 从外部劳动力市场供应对于人力资源的供给预测，应该基于以下信息，除了招聘计划5. The costs of labor turnover include

25、 the following except_D_A. direct cost of recruiting replacements直接招聘成本的替代品B. opportunity cost of time spent by HR and line managers in recruitment在招聘中人事和直线管理人员花了时间机会成本C. loss arising from reduced input from new starters until they are fully trained 损失减少输入从新开始直到他们充分的训练。D. indirect cost of training r

26、eplacements in the unnecessary skills培训非必要技能的替代成本劳动变更的成本包括以下内容，除了培训非必要技能的替代成本6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as _B_A. individual assessment 个人评估B. competency assessment 能力评估C. org

27、anizational assessment 组织评估D. job assessment 工作评估员工（特别是做决策的员工）如果要成功完成工作需要掌握一些技能和知识，对于这些技能和知识的评估称为能力评估7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? DA. Hay profile method 海氏分布法B. Job ranking 工作排序法C. Factor comparison metho

28、d 因素比较法D. Job classification system 工作分类法哪一种薪酬体系是根据事先定义好的工资级别来对岗位进行分类的：工作分类法8. The purpose of a profit-sharing plan is to _B_A. allow workers to contribute specific knowledge to improving the organization允许工人贡献的具体知识来提高组织B. motivate a total commitment to the organization as a whole从整体上激励整个组织的承诺C. ena

29、ble workers to share in labor cost savings使工人分享节约劳动力成本D. instill commitment to the employees immediate work group将致力于员工的直接工作组利润分享计划的目的是从整体上激励整个组织的承诺9. One of the primary benefits of cross-training employees is that BA. cross-training enables individuals to exert more effort on their job 交叉训练能使个人对他们的

30、工作施加更大的努力B. cross-training helps employees identify trouble spots that cut across several jobs交叉训练能帮助员工找到贯穿于几个工作的问题点C. cross-training enables managers to spend less time supervising individual performance 交叉训练能使管理者花更少的时间管理个人绩效D. cross-training enables managers to save more money in labor costs交叉培训使管

31、理人员在劳动力成本节省更多的钱交叉培训员工的一个最主要的好处是它能帮助员工找到贯穿于几个工作的问题点10. Which of the following is not an approach used by organizations to try to lower labor costs? DA. Downsizing 裁员B. Outsourcing 外包C. productivity enhancements 生产率改进D. employee development 员工开发下面哪一个不是组织用来降低劳动成本的方法:员工开发1. An interview in which an appl

32、icant is given a hypothetical incident and is asked how he or she would respond to it is a_C_A. computer interviewB. panel interviewC. situational interviewD. nondirective interview在一场面试中，求职者被给与了一个假设的事件，并且被提问如何应对，这样的面试称为：情景性的面试。2. The desired outcomes of training programs are formally stated as_C_A.

33、 training goalsB. learning objectivesC. instructional objectivesD. learning goals我们对于培训项目所期望的结果，被称为：指导目标。3. Career counseling involves talking with employees about all of the following except _B_A. Their current job activities and performanceB. Their past career decisionsC. Their personal and career

34、 interests and goalsD. Their personal skills职业咨询涉及到与员工探讨一下事项，除了员工过去的职业决定。4. In most instances, who is in the best position to perform the function of appraising an employees performance? BA. someone from the HR departmentB. the employees supervisorC. the employeeD. co-workers大多数情况下，要考评一个员工的绩效，谁最有发言权

35、的是该员工的上级主管5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as_D_A. job determinationB. job diagnosisC. job analysisD. job evaluation通过决定一个岗位的相对价值以此来确定工资级别的过程称为工作评价6. Profit sharing refers to any procedure by which an employer pays e

36、mployeesA. an incentive based on their merit DB. an incentive based on larbor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organizations financial performance利润分享指的是：雇主根据组织的财务表现向员工发放当即或延期的奖金。7. All of the following ar

37、e prevalent reasons for failure among expatriates exceptA. a spouses inability to adapt DB. a managers personalityC. inability to cope with larger responsibilitiesD. distaste for travel下面都是一些常见的外派雇员工作不胜任的原因，除了讨厌出差。8. Communication systems should provide accurate information regarding all of the foll

38、owing except_ B _A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities沟通体系应该提供精确的信息，包括以下内容，除了：员工的背景与个人数据。9. Reengineering often requires that managers start from scratch in rethinking all of the following exc

39、ept DA. how work should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete业务流程再造，通常需要经理们从脑子一片混乱开始，仔细思考一下内容，除了一点：组织如何击败竞争对手。10. The core job dimension that describes the degree to which a job has a substantial impa

40、ct on the lives or work of other people is called CA. skill variety B. task identityC. task significanceD. autonomy能够描述一个工作在多大程度上能影响其它人的工作生活质量的核心工作纬度是：任务意义1. Questions contained in structured job interviews should be based on AA. job analysisB. job designC. job specializationD. job utilization包含于结构化

41、的工作面试的问题是基于：工作分析。2. A process in which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job is known as a/an DA. Management training seminarB. Executive development programC. In-basket exerciseD. Assessment center让员

42、工参与到一些场景中，其中很多事与员工日后工作的内容很相似，这种方法称为：评价中心。3. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? CA. trait methodB. results methodC. behavior methodD. attitudinal method如果你做绩效评估的目的是给与员工提升的反馈，那么你应该使

43、用下面哪种方法：基于行为的方法。4. Outplacement services are BA. useful methods of attracting individuals into a careerB. designed to help terminated employees find a job elsewhereC. rarely given to executive employeeD. vital parts of any career management system在就业咨询服务是指：被用来帮助被解除雇佣关系的员工在组织外找到份工资5. Transnational te

44、ams tend to be AA. focused on projects that span multiple countriesB. comprised of members with generalized skillsC. homogenousD. comprised of members from the same region跨国团队关注与那些很跨多个国家的项目。6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial

45、 to both themselves and the organization as a whole? CA. profit-sharing plansB. employee stock ownership plansC. hourly based pay systemsD. skill-based pay systems下面哪个薪酬体系没有关注那些既对员工自己又对组织有利的绩效结果：小时工资制。7. The total-quality HR paradigm would likely emphasize all of the following except CA. cross-funct

46、ional trainingB. team/group-based rewardsC. autocratic leadershipD. customer and peer performance reviews人力资源基本理论强调下面的事项，除了：专制领导风格。8. A group of employees rotating jobs as they complete the production or service process is called a/an BA. labor bargaining unitB. employee teamC. training-production groupD. employee rotation unit 有一群员工，