2013年4月自学考试06093《人力资源开发与管理》历年真题及答案.pdf

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1、2013 年 4 月高等教育自学考试人力资源开发与管理试题卷(课程代码 06093)本试题卷分为两部分,共 5 页,满分 100 分,考试时间150 分钟。第一部分为客观题,第 1 页至第 4 页。应考者必须在答题卷上按要求填涂,不能答在试题卷上第二部分为主观题,第 5 页。应考者必须在答题卷上按要求答题,不能答在试题卷上第一部分客观题(共 40 分)单项选择题(本大题共30 小题,每小题 1 分,共 30 分)在每小题列出的四个备选项中只有一个是最符合题目要求的,请将其选出井在答题卷上将相应代码涂黑。错涂、多涂或未涂均无分1.霍桑实验开创了人力资源管理理论阶段中的A,产业革命阶段B,科学管理

2、阶段C.人际关系阶段D.行为科学阶段2.评估员工的素质,考核其绩效,做出相应奖惩、升迁、离退和解雇等决策是人力资源管理职能中的A.整合职能B.获取职能C.保持激励职能D.控制与调整职能3.“社会人”假设的理论基础是人际关系学说,这一学说的提出者是A.泰勒B.梅奥C.马斯洛D.沙因4.在不同组织、不同时间、从事相似活动的系列工作的总称是A.工作序列B.职责C.任务5.对工作完成的方式以及某种特定工作所要求完成的任务进行界定的过程是A,工作设计B.工作分析C.工作评估D.认定工作6.将员工轮换到另一个同样水平、技术要求相接近的工作岗位上去工作的方法是A.工作扩大化B.工作轮换C,工作丰富化D.工作

3、团队化7.通过对组织现有人力资源质量、数量、结构和在各职位上的分布状况进行检查,掌握组织拥有的人力资源状况的人力资源内部供给预测的方法是A.人事资料清查法B.人力接续法C.马尔科夫法D.转换矩阵法8.组织的各级管理者,根据自己工作中的经验和对组织未来业务量增减情况的直接考虑分别汇总决策确定未来所需人员的方法是A.德尔菲法B.转换比率方法C.主观判断法D.经验预测9.利用对照比较的方式,对一个事物的前后过程或多个具有某种联系的确定相同与相异之处的分析方法是A.结构分析方法B.比较分析方法专家分析方法D.综合分析方法10.在 SWOT分析法中,SO战略应选择的人力资源战略类型是A.稳定型B.增长型

4、C.发展型D.收缩型11.本企业雇员及其朋友、同学、亲威等为企业推荐人选的招聘方式是A.广告招聘B.专业机构推荐C.熟人引见D.同业推荐12.在面试中对所提出的问题,应试者不能只用简单的一个词或一句话来回答,而必须另加解释、论述,才能圆满回答问题的方式是A.开口型B.连串式C.假设式D.引导式13.有独创性和革新性行为,愿意冒险是人格特质中的A.贵任心B.乐群性C.自控性14.一份由学习者拟定的书面资料,清楚载明学习的内容、学习的程序和方法、学习的时间以及评估的方式等,以详细规范教、学者职责的方法是A.辩论B.头脑风暴C.学习契约D.模拟15.解释人的行为公式F=V?E的提出者是A.霍兰德文档

5、编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y

6、5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4

7、 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4

8、文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K

9、3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3

10、P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2

11、Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4B.苹柏C.佛隆D.金斯伯格16.通过民主选举的方式任用公务员的一种制度的是A.选任制B.委任制C.考任制D.聘任制17.对人力资源理论的贡献突出表现在对人力资源的观经济分析上的学者是A.威廉配弟B.布阿吉尔贝尔C.马克思贝克尔18.提出“追赶点”的是A.雅各布明塞尔

12、B.布阿吉尔贝尔C.马克思D.加里?贝克尔19.罗森认为,人力资本的“所有权限于体现它的人”,这一观点体现了人力资本的A,依附性B.时效性C.可变性D.外在性20.工作一家庭边界理论的提出者是B.米勒C.埃德加施恩D.克拉克21.施恩教授根据人的生命周期的特点及不同年龄段所面临的问题和职业工作主要任务,认为职业生涯阶段分为A.3 个B,5 个C.7个D.9 个22.考评者在实际考评中依据评分尺度的的考评方法是A.关键业绩法B.360 度反惯C.平衡记分卡D.行为错定评价量表法23.从财务、顾客、内部业务成长、学习和成长四个方面衡量绩效的方法是A.360 度反馈职B.主管述C.平衡记分卡D.关键

13、业绩法文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1

14、T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N

15、8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y

16、8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8

17、Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L

18、1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H

19、1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q424.被考核人的上级、同级、下级和客户等对他进行评价,通过评论知晓各方面的意见,清楚自己的长处和短处而提高自我的衡量绩效的方法是A.主管述职B.360 度反馈C.关键业绩法D.平衡记分卡25.当员工在组织内工作卓有成效,为组织创造了重大贡献后,组织以提高基本

20、薪的形式付给员工的薪的是A,奖励薪B.福利薪C.成就薪D.附加薪翻26.把职工的实际技能同岗位对职工技能的要求统一起来,使人尽其,才得其人,能够更子地贯彻同工同的原则,同时操作简单的工资是A.基本工资工龄工资C.学历工资D.位工资27.工资由基本薪、奖金红利、股权激励构成的工作群体是A.业务员B.一般文员C,CEO D.车间工人28.劳动合同应当以书面形式订立,下面属于必各条款的是A.试用期B.培训C.社会保险D.保密事项29.社会法律、企业内部管理制度和非正式制度安排构成A.调整劳资关系的机制B.调整法律关系的机制C.调整董事关系的机制D.调整非雇佣关系的机制30.属于劳资关系的第三方是A.

21、劳动行政部门B.工会C.党支部D.用人单位多项选择题(本大题共5 小题,每小题 2 分,共 10 分)在每小题列出的五个备选项中至少有两个是符合题目要求的,请将其选出并在答题卷上将相应代码涂黑,错涂、多涂、少涂或未涂均无分31.以人为基础的系统性工作分析方法有A.访谈法B.观察法文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8

22、Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y

23、1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1

24、N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1

25、Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF

26、8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7

27、L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10

28、H1Y8Z2Q4C.时间研究法D.工作诊断调查法E.工作元素分析法2.人职匹配的模式包括A.人格特性一职业因素匹配B.人格特性一职业类型匹配C.自我创业的道路D.职业发展道路E.人格类型职业类型匹配33.信度是指测评结果反映所测内容的准确性,包括了A.内容信度B.复本信度C.结构信度D.一致信度关联信度34.塔克曼在 1965 年提出了有名的“阶段说”包括A.构造期B.震荡期规范期D.体整期E.表现期35.集体合同争议处理的原则包括A.合法性B.公开性C.公平性D.及时处理E.协商一致第二部分主观题(共 60 分)三、判断改错题(本大题共5 小题,每小题 3 分,共 15 分)判断下列各题正误

29、,井将错误的地方改正过36.在行为科学阶段麦克雷戈提出了“激励因素一保健因素理论”37.Y 理论的基本观点是多数人天生是懒情的,他们都尽可能逃避工作:多数人都没有雄心大志,不愿负任何责任,而心甘情愿受别人的指导38.人们受教育后,可以改变不正确的价值判断,提高纪律性,加强对工作和社会的责任感,从而促进受教育者参加经济活动并提高做好工作的积极性,这叫做“知识效应39.工会是劳资关系中的第三方40.劳动争议处理及时处理原则:调解时限15 天,仲裁时限 45+15 天,法院时限200+2 四、名词解释题(本大题共3 小题,每小题 3 分,共 9 分)41.人员素质测评42.人力资源战略规戈43.培训

30、五、简答题(本大题共4 小题,每小题 5 分,共 20 分44.简述学习型组织的核心修炼45.简述人力资本投资的概念及其投资形式文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE

31、10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编

32、码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5

33、 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4

34、ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文

35、档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3

36、Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q446.简述绩效考核的五个指标47.简述 360 度考核的优缺点。六、论述题(本大题共2 小题,每小题 8 分,共 16 分)48.论述绩

37、效管理在现代人力资源管理中的地位与作用49.论述薪管理的改革思路。2013 年 4 月高等教育自学考试人力资源开发与管理参考答案（课程代码06093）2013.4 参考答案一、单项选择1.C 2.D 3.B 4.D 5.A 6.B 7.A 8.C 9.B 10.B 11.C 12.A 13.D 14.C 15.C 16.A 17.D 18.A 19.A 20.D 21.D 22.D 23.C 24.B 25.C 26.D 27.C 28.C 29.A 30.A二、多项选择31.DE 32.ACDE 33.BD 34.ABCE 35.ACD三、判断改错36.错改：X-Y理论37.错改：X理论38

38、.错改：非知识效应39.错改：政府40.错改：45+25四、名词解释41.是指测评主体从特定的人力资源管理目的出发，运用各种测量技术，收集受测人在主要活动领域中的表征信息，对人的素质进行全面系统的评价，以求对人有客观、全面、深入地了解，从而为人力资源开发和管理提供科学的决策依据。42.指根据组织的发展战略、目标及组织内外环境的变化，预测未来的组织任务和环境对组织的要求，以及为完成这些任务，满足这些要求而提供人力资源的过程。43.给新员工或现有员工传授其完成本职工作所必需的正确思维认知、基本知识和技能的过程。五、简答题44(1)自我超越。(2)心智模式训练。(3)建立公共愿景。(4)团体学习。(

39、5)掌握修炼的层次性。文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档

40、编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y

41、5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4

42、 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4

43、文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K

44、3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3

45、P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q445 是指投资者通过对人进行一定的资本投入（货币资本或实物），增加或提高人的智能和体能，这种劳动能力的提高最终反映在劳动产出增加上的一种投资行为。投资形式：学校教育、在职培训、医疗保健、劳动迁移。46 效度、信度、敏感性、可接受性、经济性。4

46、7 优点：1、同传统的绩效考核方法相比，具有更多的信息渠道。与只有上级介入的方法比较更有可能发现问题或员工的优点；2、在传统的绩效考核中，只有上级对下级进行考核，员工可能对得到的反馈信息持怀疑态度，因为他是来自于一个人的信息，而这个人很可能对某个员工存有偏见，而 360 度绩效考核法中，如果从上级、同事、下级和客户都得到的是同样的信息，那么这个信息是很难怀疑的；3.采用 360 度考核，可以表明团队对员工的考核非常重视。4.360 度绩效考核还可以在组织中建立一种互相帮助、共同发展的组织气氛，从而促进组织中的团队建设。5.促进员工的个人发展。缺点：1.360 度绩效考核侧重于对被考核者各方面的

47、综合考核，定性考核比重较大，定量的业绩考核较少，因此可以尝试与绩效考核指标结合起来，使考核更加全面。2.不同考核渠道，反馈信息不同时，很难分辨。3.360 度绩效考核法收集和处理数据的成本较高。4、在实施 360 度绩效考核法时，如果培训和运用不当，可能会在组织中造成紧张气氛，影响组织士气。六、论述题（本大题共2 小题，每小题 8 分，共 16 分）48 论述绩效管理在现代人力资源管理中的地位与作用有利于实现企业经营目标；满足员工需求；解决管理中存在的问题；配合人力资源管理体系的运行。49 论述薪酬管理的改革思路。转换观念，为经营管理者薪酬提供制度化保障；金木结合双方利益是建立薪酬体系的基础；

48、多样化是建立薪酬体系的方法；创造有利的外部环境。文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 Z

49、E10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档

50、编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y5 HS7L1N8R3P4 ZE10H1Y8Z2Q4文档编码:CF8Y1T8K3Y