3.助理人力资源管理师-三级(上海)单选部分

1. The process of helping redundant employees to find other work or start new careers is .

A.replacement

B.outplacement

C.release

D.downsizing

2. focus the evaluator?s attention on those behaviors that are key in mak ing the difference between executing a job effectively or ineffectively.

A. The group order ranking

B. Written essay

C. The individual ranking

D. Critical incidents

3. The plan should include plans for attracting good candidates by ensuring that the organization will become an …employer of choice?.

A. outplacement

B. evaluation

C. recruitment

D.training

4. Organizational and corporate plans indicate the direction in which the organization is going.

A. goals

B.resource

C.result

D.process

5. aims to broaden experience by moving people from job to job or department to department.

A.Job analysis

B. Job rotation

C.Job satisfaction

D.Job involvement

6. .HR planning is .

A. a technique that identifies the critical aspects of a job

B. the process of determining the human resources required by the organization to achieve its strategic goals

C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives

D. the process of determining the primary direction of the firm

7. Career development programs benefit organizations in all of the following ways except .

A.Giving managers more control over their subordinates

B.Giving managers increased skill in managing their own careers

C.Providing greater retention of valued employees

D.Giving an increased understanding of the organization

8. The area from which employers obtain certain types of workers is known as the .

A. labor market

B. region

C. recruiting area

D. supply region

9. A set of standards of acceptable conduct and moral judgment is known as .

A. morales

B. ethics

C. rules

D. legislation

10. Hiring someone outside the company to perform tasks that could be done internally is known as .

A. outplacement

B. contracting

C. outsourcing

D. employee leasing

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 rotation

2. Key jobs have all of the following characteristics except .

A. they are important to employees and the organization

B. they vary in terms of job requirements

C. they are used in salary surveys for wage determination

D. they are likely to vary in job content over time

3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .

A. job redesign

B. process redesign

C. reengineering

D. rightsizing

4. The job specification describes job requirements relative to .

A. skill and physical outputs

B. skill and physical demands

C. age and physical demands

D. experience and physical description

5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .

A.task analysis

https://www.wendangku.net/doc/489110175.html,anization analysis

C.resource analysis

D.skills analysis

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 .

A. the point method

B. job ranking

C. the comparison method

D. the Hay profile method

7. The final decision to hire an applicant usually belongs to .

A. the HR recruiter

B. the HR manager

C. line management

D. co-workers

8. Determining what the content of a training program should be, based on a study of the job duties, is known as .

https://www.wendangku.net/doc/489110175.html,anization analysis

B.individual analysis

C.job analysis

D.task analysis

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 known as .

A. downsizing programs

B. “headhunting” assistance programs

C. 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. details

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

A. similarity error

B. halo effect or error

C. leniency error

D. single criterion

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 .

A. the paired comparison

B. the individual ranking

C. the group order ranking

D. critical incidents

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 .

A. person analysis

B. demographic analysis

C. individual analysis

D. group and individual analysis

4. The lines of advancement for an individual within an organization are known as .

A. career paths

B. job progressions

C. career lines

D. job paths

5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .

A. standards relate to the overall objectives of the organization

B. standards capture the entire range of an employee?s responsibilities

C. individuals tend to maintain a certain level of performance over time

D. factors outside the employee?s control c an influence performance

6. The Hay profile method uses which three factors for evaluating jobs? .

A. knowledge, skill, and responsibility

B. mental ability, skill, and responsibility

C. knowledge, mental ability, and responsibility

D. knowledge, mental ability, and accountability

7. Which of the following is not an important component of a meaningful gainsharing plan? .

A. establishing fair and precise measurement standards

B. ensuring that bonus payout formulas are easy to calculate

C. ensuring that bonus payouts are large enough to encourage future employee effort

D. depending on top management to develop the gainsharing program

8. Giving employees more control over decisions about who their co-workers will be is known as .

A. empowered selection

B. collaboration

C. team selection

D. group development

9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? .

A. suggestion system

B. downward communication

C. attitude survey

D. empowerment

10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .

A. results evaluation

B. reaction evaluation

C. behavior evaluation

D. learning evaluation

1. Eliminating what are deemed to be unnecessary layers of management and supervision is known as .

A. delayering

B. downsizing

C. right-sizing

D. benchmarking

2. The changing environments of Human Resource Management include the following except .

A. work force diversity

B. technological trends

C. globalization

D. great changes in the nature of work force

3. The aims of human resource planning in any organization might be the following except .

A. Attract and retain the number of people required with the appropriate skills, expertise and competences

B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies

C. Neglect the problems of potential surpluses or deficits of people

D. Develop a well-trained and flexible workforce, thus contributing to the organi zation?s ability to adapt to an uncertain and changing environment

4. Forcasting the supply of people should be based on the following except .

A. forecast losses to existing resources through attrition

B. recruitment plans

C. the effect of changing conditions of work

D. sources of supply from external labor markets

5. The costs of labor turnover include the following except .

A. direct cost of recruiting replacements

B. opportunity cost of time spent by HR and line managers in recruitment

C. loss arising from reduced input from new starters until they are fully trained

D. indirect cost of training replacements in the unnecessary skills

6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as

A. individual assessment

B. competency assessment

C. organizational assessment

D. job assessment

7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades?

A. Hay profile method

B. job ranking

C. factor comparison method

D. job classification system

8. The purpose of a profit-sharing plan is to .

A. allow workers to contribute specific knowledge to improving the organization

B. motivate a total commitment to the organization as a whole

C. enable workers to share in labor cost savings

D. instill commitment to the employees? immediate work group

9. One of the primary benefits of cross-training employees is that .

A. cross-training enables individuals to exert more effort on their job

B. cross-training helps employees identify trouble spots that cut across several jobs

C. cross-training enables managers to spend less time supervising individual performance

D. cross-training enables managers to save more money in labor costs

10. Which of the following is not an approach used by organizations to try to lower labor costs? .

A. downsizing

B. outsourcing

C. productivity enhancements

D. employee development

1. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is

a .

A. computer interview

B. panel interview

C. situational interview

D. nondirective interview

2. The desired outcomes of training programs are formally stated as .

A. training goals

B. learning objectives

C. instructional objectives

D. learning goals

3. Career counseling involves talking with employees about all of the following except .

A. Their current job activities and performance.

B. Their past career decisions.

C. Their personal and career interests and goals.

D. Their personal skills.

4. In most instances, who is in the best position to perform the functio n of appraising an employee?s performance? .

A. someone from the HR department

B. the employee?s supervisor

C. the employee

D. co-workers

5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as .

A. job determination

B. job diagnosis

C. job analysis

D. job evaluation

6. Profit sharing refers to any procedure by which an employer pays employees .

A. an incentive based on their merit

B. an incentive based on labor cost savings

C. a bonus based on the overall productivity of their particular work group

D. current or deferred sums based on the organization?s financial performance

7. All of the following are prevalent reasons for failure among expatriates except .

A. a spouse?s inability to adapt

B. a manager?s personality

C. inability to cope with larger responsibilities

D. distaste for travel

8. Communication systems should provide accurate information regarding all of the following except .

A. business plans and goals

B. employee background and personal data

C. unit and corporate operating results

D. incipient problems and opportunities

9. Reengineering often requires that managers start from scratch in rethinking all of the following except .

A. how work should be done

B. how technology and people should interact

C. how the entire organization should be structured

D. how organizations should compete

10.The core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people is called .

A. skill variety

B. task identity

C. task significance

D. autonomy

1. Questions contained in structured job interviews should be based on .

A. job analysis

B. job design

C. job specialization

D. job utilization

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 .

A. Management training seminar.

B. Executive development program.

C. In-basket exercise.

D. Assessment center.

3. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .

A. trait method

B. results method

C. behavior method

D. attitudinal method

4. Outplacement services are .

https://www.wendangku.net/doc/489110175.html,eful methods of attracting individuals into a career

B.designed to help terminated employees find a job elsewhere

C.rarely given to executive employees

D.vital parts of any career management system

5. Transnational teams tend to be .

A. focused on projects that span multiple countries

B. comprised of members with generalized skills

C. homogenous

D. comprised of members from the same region

6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole? .

A. profit-sharing plans

B. employee stock ownership plans

C. hourly based pay systems

D. skill-based pay systems

7. The total-quality HR paradigm would likely emphasize all of the following except .

A. cross-functional training

B. team/group-based rewards

C. autocratic leadership

D. customer and peer performance reviews

8. A group of employees rotating jobs as they complete the production or service process is called a/an .

A. labor bargaining unit

B. employee team

C. training-production group

D. employee rotation unit

9. Notifying applicants of the selection decision and making job offers are generally the responsibility of .

A. the HR department

B. the line manager

C. the supervisor

D. the industrial relations manager

10. Performance appraisals are used most widely as a basis for .

A. determining training needs

B. discharging decisions

C. deciding compensation

D. directing performance improvement

1. All of the following are basic skills needed for successful career management except D .

A. developing a positive attitude

B. establishing goals

C. adopting the mindset of your superiors

D. putting responsibility for your career in the hands of your supervisor

2. Which training method focuses upon learning at the affective level? A .

A. sensitivity training

B. apprenticeship training

C. intercultural motivation

D. multilingual training

3. A total-quality paradigm tends to emphasize which of the following facets of organizational training efforts? B .

A. job-related skills

B. cross-functional skills

C. functional, technical skills

D. a narrow range of skills

4. Performance appraisal methods can be broadly classified as either , B , or approaches.

A. trait, behavioral, judgmental

B. trait, behavioral, results

C. behavioral, judgmental, results

D. behavioral, judgmental, attitudinal

5. When managers talk about “going global” they have to balance a complicated se t of issues that include all of the following except D .

A. geographical differences

B. cultural differences

C. legal differences

D. personal differences

6. The selection procedure usually begins with D .

A. employment tests

B. a medical examination

C. a supervisory interview

D. completion of an application form

7. It is recommended that a diagnosis of poor employee performance focus on all of the following except .

A. skill

B. personality

C. effort

D. external conditions

8. When employees receive a higher rate of pay for all of their work if production exceeds a standard level of output, under which incentive plan are they working? .

A. differential piece rate

B. standard piece rate

C. exception bonus rate

D. individual rate pay

9. Cultural environment includes all of the following except .

A. education/human capital

B. values/ideologies

C. corporate structure（企业结构）

D. religious beliefs

10. Conducting job analysis is usually the primary responsibility of the .

A. job incumbent

B. line supervisors

C. accounting department

D. HR department

1.D

2.A

3.B

4.B

5.D

6.D

7.B

8.A

9.C 10.D

1. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a B .

A. promotion

B. transfer

C. lateral move

D. job rotation

雇员在另一份工作为其职务，职责，地位和报酬大约等同于前一岗位的被称之为调动

2. If employees’pay is based not on the actual amount of time it takes them to complete a job but on a predetermined amount of time for completing the job, which incentive plan are they working under? B .

A. piece-rate plan

B. standard hour plan(标准时间计划)

C. time division plan

D. completion pay system 如果雇员的薪酬不是基于时间花费他们完成工作的实际金额，但在预定的时间量完成工作，这激励计划是?

3. Of the following, the one that would not be considered a chief objective of most benefits programs is C .

A. reducing turnover

B. improving employee satisfaction

C. “sidestepping”legal requirements for employee health and safety（“回避”为员工健康和安全的法律要求）

D. attracting and motivating employees

4. The term used to refer to the language, religion, values and attitudes, politics, technology, education, and social organization of a nation is C .

A. ritual environment

B. general environment

C. cultural environment

5. Which of the following is not a typical method of increasing the power of employees? C .

A. job enlargement

B. enrichment

C. standardization（标准化）

D. relying on self-managed teams

6. Which management group has primary（首要的）responsibility for the development of disciplinary policies and procedures? C .

A. the legal department

B. top-level management

C. the HR department

D. middle management

7. Which of the following is not a phase（阶段）of a system model of training? B .

A. needs assessment

B. motivation assessment

C. program implementation

D. evaluation

8. Which of the following is not a primary(首要的) impact that technology has had on HRM? C

A.

B. It has sped up the processing of employment data.

C. It has diminished the role of supervisors in managing employees. 它已经减少监事在管理员工方面的作用

D. It has improved the processes of internal and external communications.

9. A pictorial representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called A .

A. a staffing table

B. an organization chart

C. a skills inventory

D. career planning

连同员工目前占用的工作和未来就业需求的人数都组织工作图形表示称人员配置表

10. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as B.

A. task analysis

B. organization analysis

C. resource analysis

D. skills analysis

当确定在何处培训重点应放在哪里，关于目标测试，资源，组织的环境被称为组织分析

1.B

2.B

3.C

4.C

5.C

6.C

7.B

8.C

9.A 10.B

1. An example of a qualitative（定性的）approach to demand forecasting is B .

A. trend analysis

B. the Delphi technique

C. multiple predictive models

D. modeling

一种定性的方式来需求预测的为德尔菲法

2. Services that are offered to employees who are being transferred to different locations are known as B.

A. outplacement services

B. relocation services

C. transfer services

D. adjustment services

以下是提供给谁被转移到不同地点的员工服务被称为搬迁服务

3. Self- appraisals are best for B .

A. administrative purposes

B. developmental purposes

C. promotional purposes

D. regulatory purposes

4. The point system permits jobs to be evaluated on the basis of elements known as B .

A. description factors

B. compensable factors

C. skill factors

D. knowledge factors

5. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as C .

A. downsizing programs

B. “headhunting” assistance programs

C. outplacement assistance

D. employee assistance programs(EAPs)

6. Consultation provided by HR staff should not D.

A. be based on managerial expertise

B. be based on technical expertise

C. help managers or supervisors make firm decisions

D. conflict with the goals of the managers or supervisors seeking assistance

冲突与目标的经理或主管人员寻求帮助

7. The examination of the attitudes and activities of a company?s workforce refers to C.

A. environmental scanning

B. performing a trend analysis

C. performing a cultural audit

D. behavioral modeling

一个公司的员工的态度和活动的审查，是指执行文化审计

8. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called C .

A. a bonus

B. a lump-sum bonus

C. an incentive

D. leverage

9. The two principal criteria for determining promotions are D.

A. seniority and salary

B. knowledge and skills

C. seniority and knowledge

D. merit and seniority（资历）

10. When the multinational corporation (合资企业)sends employees from its home country, these employees are referred to as D .

A. host-country nationals

B. third-country nationals

C. international managers

D. expatriates

1.B

2.B

3.B

4.B

5.C

6.D

7.C

8.C

9.D 10.D

1. Executives or managers who coach, advise, and encourage employees of lesser rank are called C .

A. protégés

B. teachers

C. mentors

D. role models

2. Objectives accomplished through job analysis include all of the following except C .

A. establishing the job-relatedness of selection requirements

B. determining the relative worth of a job

C. eliminating discrepancies between internal wage rates and market rates

D. proving criteria for evaluating the performance of an employee

3. Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving employee performance, and other “HRM” issues are duties typically reserved for C .

A. HR managers

B. line managers

C. HR and line managers

D. top executives

4. 360-degree feedback might be used for the following except D .

A. personal development

B. appraisal

C. pay

D. recruitment

5. An employer wishing to set up the job classification system of job evaluation would have to C .

A. establish a point plan to evaluate all jobs

B. rank jobs according to the beliefs of committee members

C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability

D. evaluate jobs with the use of a job evaluation scale

6. Which of the following isn?t a form of performance-based compensation? C

B. profit-sharing

C. minimum wage

D. lump-sum bonuses

7. The performance measures that might be used for performance-based compensation include the following except

A .

A. individual work time

B. departmental productivity

C. unit profitability

D. the overall organization?s profitability

8. Coaching is a A technique that can be used to develop individual skills, knowledge, and attitudes.

A. on-the-job

B. off-the-job

C. web-based training

D.classroom training

9. An organization wishing to establish greater job-staffing flexibility would likely use which pay system? B .

A. straight pay

B. skill-based pay

C. incentive pay

D. two-tier pay

10. Human capital of a firm include the following except D .

A. the knowledge of a firm?s workers

B. skills of a firm?s worker s

C. th e expertise of a firm?s workers

D. the behavior of a firm?s workers

1.C

2.C

3.C

4.D

5.C

6.C

7.A

8.A

9.B 10.D

上海人力资源三级英语试卷汇总

助理人力资源管理师-三级（上海）HR专业英语10套试卷 专业英语试卷1 一、英汉互译（每题2分，共30分） 1. Apprenticeship 2. Career support 3. Outsourcing 4. Database 5. Employee empowerment 6. Goals 7. Human resource information system (HRIS) 8. Job rotation 9. Learning organization 10. Psychological contract 11. 薪资调查 12. 任务分析 13. 招募 14. 绩效管理 15. 工作丰富化 二、选词填空（每题2分，共20分） 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 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.

中共上海市委组织部、上海市人力资源和社会保障局、上海市公务员

中共上海市委组织部、上海市人力资源和社会保障局、上海市公务员局关于进一步加强本市公务员考核工作的意见(试行) 【法规类别】公务员 【发布部门】中共上海市委上海市人力资源和社会保障局上海市公务员局 【发布日期】2013.06.25 【实施日期】2013.06.25 【时效性】现行有效 【效力级别】地方规范性文件 中共上海市委组织部、上海市人力资源和社会保障局、上海市公务员局关于进一步加强 本市公务员考核工作的意见（试行） 为进一步完善体现科学发展观和正确政绩观的公务员考核评价机制，推进考核工作的 科学化、民主化、制度化，正确评价公务员的德才表现和工作实绩，提高工作效能，根 据《公务员法》和《公务员考核规定（试行）》，现就进一步加强本市非领导成员公 务员考核工作提出如下意见： 一、考核工作的重要意义 （一）公务员考核是公务员管理的重要环节，对于促进公务员勤政廉政，提高工作效能，推进服务政府、责任政府、法治政府和廉洁政府建设具有重要作用。公务员考核要 以邓小平理论、“三个代表”重要思想、科学发展观为指导，按照建设职能科学、结构 优化、廉洁高效、人民满意的服务型政府的总要求，坚持以德为先、注重实绩、科学简

便、群众公认的原则，进一步健全完善公务员考核评价机制，有效激发公务员昂扬向上的精神状态，努力建设一支政治坚定、能力过硬、作风优良、奋发有为的公务员队伍。 二、考核工作的基本要求 （二）德才兼备、以德为先。公务员考核要坚持德才兼备、以德为先的标准，正确认识和处理德与才的关系。要把“忠于国家、服务人民、恪尽职守、公正廉洁”作为考核的核心内容，并突出对公务员职业道德素养考核。重点从履行岗位职责、完成急难险重任务、关键时刻表现、对待个人名利态度中考核党性修养、政治品格、道德品行和诚信情况。 （三）分级分类、注重实绩。要根据公务员岗位职责、工作特点及工作性质，细化考核内容，量化考核指标，注重对公务员在完成任务目标和履行岗位职责过程中工作实绩的考核。对于综合管理类公务员要突出考核其落实重点工作、完成领导交办任务及日常工作的情况；对于专业技术类公务员，要突出考核其业务工作水平、工作实绩等情况；对于行政执法类公务员要突出考核其执法工作水平、工作作风、群众满意度等情况。 （四）客观公正、科学简便。要创新完善考核评价方式，通过客观、公正、公开及民主的考核方法，多渠道、多层次、多角度地评价公务员德才表现和工作实绩。要根据公务员的岗位职责和所承担的重点工作任务合理设置考核

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上海市人力资源和社会保障局关于本市企业各类人才柔性延迟办理申领基本养老金手续的试行意见 各主管委、办、局，各控股（集团）公司，市社会保险事业基金结算管理中心，市医疗保险事务管理中心，各区、县人力资源和社会保障局，各区、县医疗保险办公室，各区、县社会保险事业管理中心，各区、县医疗保险事务中心，各有关单位： 为了充分发挥本市企业各类人才的作用，结合本市企业发展的实际需要，现就本市企业各类人才柔性延迟办理申领基本养老金手续有关问题提出如下试行意见： 一、范围对象 参加本市城镇养老保险的企业中具有专业技术职务资格人员，具有技师、高级技师证书的技能人员和企业需要的其他人员，到达法定退休年龄、符合在本市领取基本养老金条件，如企业工作需要，本人身体健康，能坚持正常工作；经本人提出申请，与企业协商一致后，可以延迟申领基本养老金。 二、延迟期限 符合本试行意见的人员，延迟办理申领基本养老金手续的年龄，男性一般不超过65周岁，女性一般不超过60周岁。 三、工作协议 劳动者到达退休年龄时，劳动合同依法终止。企业与符合本意见规定延迟办理申领基本养老金手续条件的人员可协商签订相关工作协议。在延迟申领基本养老金期间，企业应当参照与工作直接相关的劳动标准（工作时间、劳动保护、最低工资规定）保障延迟申领基本养老金人员的基本权益，双方还可以通过协商在工作协议中约定其他有关的劳动权利义务。 工作协议中约定了履行期限的，协议到期终止。工作协议履行过程中双方协商一致的，可以解除协议。此外，双方也可在协议中约定解除或终止的条件、单方解除协议提前通知期和劳动者在延迟申领基本养老金期间发生工伤后工作协议解除或终止的条件等其他内容。如未约定单方解除协议提前通知期的，工作协议也可单方提出解除，但应提前三十日以书面形式通知对方。 工作协议解除、终止时，劳动者申领基本养老金的条件即时成立，企业应当为延迟申领基本养老金人员办理申领基本养老金手续。工作协议解除、终止的当月，企业应按约定标准全额发给延迟申领基本养老金人员报酬。

上海人力资源管理师三级英语单词带英标

1 Absence [??bs?ns]缺席 2 Acceptability [?k?sept?'b?l?t?] 可接受性 3 Achievement test [??t?ivm?nt] [test] 成就测试 4 Action plan[??k??n][pl?n] 行动计划 5 Adverse impact [??dv?rs][??m?p?kt]负面影响 6 Allowance[??la??ns]津贴，补助 7 Announcement [??na?nsm?nt] 公告 8 Applicant [??pl?k?nt]求职者 9 Application [??pl??ke??n] 申请 10 Appraisal [??prez?l] 评价,评估 11 Appoint[??p??nt] 任命 12 Arbitration [?ɑrb??tre??n]仲裁 13 Assessment center [??s?sm?nt] [?s?nt?] 评价中心 14 Assessment criteria 评价准则，评估 标准[??sesm?nt] [kra??t??r??] 15 Authority [??θ?r?ti] 权威 16 Audiovisual instruction 视听 教学[??dio?v??u?l] [?n?str?k??n] 17 Audit approach [??d?t] [??pro?t?] 审计法 18 Balanced scorecard 平衡计 分卡[?b?l?nst] [?sk?rkɑrd] 19 Bargaining-impasse [?bɑrg?n??][??mp?s]

上海人力资源管理师三级英语题目

一、英汉互译（每题2分，共30分） 1. Apprenticeship：学徒 2. Career support：职业支持 3. Outsourcing：外包 4. Database：数据库 5. Employee empowerment：员工授权 6. Goals：目标 7. Human resource information system (HRIS)：人力资源信息系统 8. Job rotation：岗位轮换 9. Learning organization：学习性组织 10. Psychological contract：心理契约 11. 薪资调查： Salary survey 12. 任务分析： Task analysis 13. 招募： Recruit 14. 绩效管理： Performance management 15. 工作丰富化： job enrichment 二、选词填空（每题2分，共20分） A. feedback B. benchmarking C. rewards D. Human resource management E. benefit F. on-the-job G. performance H. downsizing I. Direct cost J. output 1. refers to the practices and policies you need to carry out the people or personnel as pects of your management job.

2. Labor turnover rates provide a valuable means of the effectiveness of HR policies a
nd practices in organizations.
3. Labor turnover
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 organizat
ion views their performance.
6. The of the job analysis should 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 re
wards.
9. Flexible benefits allow employees to pick and choose from among a menu of options.
10. China's economic reformers have used material incentives in order to stimulate .
三、单项选择（每题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. downsizing
2. focus the evaluator's attention on those behaviors that are key in making the differ
ence between executing a job effectively or ineffectively.
A. The group order ranking
B. Written essay

劳动合同范本上海市人力资源和社会保障局

劳动合同 （范本） 上海市人力资源和社会保障局

甲方（用人单位） 用人单位名称： 用人单位住所： 工商登记注册类型： 劳动合同履行地： 负责人： 联系电话： 委托代理人： 乙方（劳动者） 姓名： 性别： 出生年月： 文化程度： 身份证号码： 现居住地址： 联系方式： 备注： 1、本合同代签或涂改无效； 2、本合同必须用钢笔或签字笔填写，字迹要清楚。

甲、乙双方根据《中华人民共和国劳动法》、《中华人民共和国劳动合同法》及有关法律、法规规定，在平等自愿、公平公正、协商一致、诚实信用的基础上，签订本合同。 一、劳动合同期限 甲乙双方约定按下列种方式确定“劳动合同期限”： A、有固定期限的劳动合同自年月日起至年 月日止，其中试用期自年月日起至年月日止。 B、无固定期限的劳动合同自年月日起，其中试用期自 年月日起至年月日止。 C、以完成工作任务为劳动合同期限，自年月日起至完成本项工作任务之日即为劳动合同终止日。 二、工作内容及要求 （一）乙方根据甲方要求，经过协商，从事工作。甲方可根据工作需要和对乙方业绩的考核结果，按照合理诚信原则，变动乙方的工作岗位，乙方服从甲方的安排。 （二）甲方安排乙方所从事的工作内容及要求，应当符合甲方依法制订的并已公示的规章制度。乙方应当按照甲方安排的工作内容及要求履行劳动义务，按时完成规定的工作数量，达到规定的质量要求。 三、工作时间和休息休假 （一）甲乙双方在工作时间和休息方面协商一致选择确定条款，平均每周工作四十小时： A、甲方实行每天小时工作制。 具体作息时间，甲方安排如下：

每周周至周工作，上午，下午。 每周周为休息日。 B、甲方实行三班制，安排乙方实行班运转工作制。 C、甲方安排乙方的工作岗位，属于不定时工作制，双方依法执行不定时工作制规定。 D、甲方安排乙方的工作岗位，属于综合计算工时制，双方依法执行综合计算工时工作制规定。 （二）甲方严格遵守法定的工作时间，控制加班加点，保证乙方的休息与身心健康，甲方因工作需要必须安排乙方加班加点的，应与工会和乙方协商同意，依法给予乙方补休或支付加班加点工资。 （三）甲方为乙方安排带薪年休假（单位根据生产、工作的具体情况，并考虑职工本人意愿，统筹安排职工年休假。年休假一般不跨年度安排）。 四、劳动保护和劳动条件 （一）甲方对可能产生职业病危害的岗位，应当向乙方履行如实告知的义务，并对乙方进行劳动安全卫生教育，防止劳动过程中的事故，减少职业危害。 （二）甲方必须为乙方提供符合国家规定的劳动安全卫生条件和必要的劳动防护用品，安排乙方从事有职业危害作业的，应定期为乙方进行健康检查。 （三）乙方在劳动过程中必须严格遵守安全操作规程。乙方对甲方管理人员违章指挥、强令冒险作业，有权拒绝执行。 （四）甲方按照国家关于女职工、未成年工的特殊保护规定，对乙方提供保护。 （五）乙方患病或非因工负伤的，甲方应当执行国家关于医疗期的规定。

上海人力资源管理师考试

上海人力资源管理师考试 一、考试说明 上海人力资源管理师考试，是上海市劳动保障局、上海市职业技能鉴定中心受劳动保障部委托，根据上海的特点，自行开发该项目，并组织考试。考试由上海单独举行，时间与内容和全国不同。考试由劳动保障部主管，并由劳动保障部统一发证，属于国家职业资格认定的考试。 二、报考条件 人力资源管理员（四级）（具备以下条件之一者） （1）具有高中（中职）或同等学历，并从事本职业工作1年以上。 （2）大专、本科在读的高校学生。 助理人力资源管理师（三级）（具备以下条件之一者） （1）具有大学专科及以上学历，并从事本职业工作1年以上。 （2）取得人力资源管理员（四级）职业资格证书2年以上。 人力资源管理师（二级）（具备以下条件之一者） （1）具有大学专科学历，并从事本职业5年以上。 （2）具有大学本科学历，并从事本职业3年以上。 （3）具有硕士及以上学位，并从事本职业工作1年以上。 （4）取得助理人力资源管理师（三级）职业资格证书2年以上。 高级人力资源管理师（一级）（经本职业一级正规培训且达到规定标准学时数，具备以下条件之一者） （1）取得本职业二级职业资格证书后继续从事本职业工作2年以上，现任中型企业人力资源部正副负责人及以上职务或大型企业人力资源部人事经理及以上职务。 （2）具有大学本科及以上学历，连续从事本职业5年以上，现任大型企业人力资源总监及以上职务。 三、报名材料 1、身份证复印件一张。 2、学历证书复印件一张。 3、公司出具的相关工作经验证明原件，加盖公章 四、考试时间 上海人力资源考试的时间与国家统考不同，上海人力资源考试每年有三次，时间分别是：4月、9月和12月。每年的具体考试时间根据上一年度的相关鉴定公告来确定。

(完整版)苏州上海-人力资源管理程序

人事管理程序 制订: 审核: 批准: 日期: 日期: 日期:

1.0 总则 1.1目的 为了规范公司人事管理，全面提升人员素质，整合公司人力资源，特制定本制度。 1.2 适用范围 公司执行国家有关劳动法规，对员工实行合同化管理，所有员工都必须与公司签订劳动（务）合同，员工与公司的关系为合同关系，双方必须遵守合同。 凡本公司职员均应遵守本制度。 1.3 管理权责 1.3.1 人事部门： 负责公司人事计划、招聘、面试、报到、试用、录用、考勤、请假、加班、出差、考核、奖惩、教育、培训、薪资、福利、解职、交卸、劳动合同及人事档案管理等各项工作。 1.3.2 各部门：协助人事部门做好各部门内部人事工作。 2.0 人力控制 2.1 编制与定编 公司各部门实行定员定岗，对各部门可设职务及可用员额予以规定，订立各部门《员额编制表》并视情况每年定期检查修订。 2.2 公司各部门的设置、编制、调整或撤销，由总经理批准。 3.0招聘与面试 人事部门组织各部门根据各岗位的能力要求，编制《岗位任职资格要求说明书》作为员工招聘的依据。 3.1 招聘审批：

招聘承办单位为公司管理部人事部门。凡在编制内的招聘，由各部门经理签字即可；凡是编制外的招聘，必须有总经理（或常务副总经理）批准。另外招聘班长及以上人员（含文员）和技术/技工人员均需部门经理或常务副总经理批准方可办理入厂手续； 3.2 职员工招聘： 3.1 各部门如需招聘人员，先至人事部门领取《人员增补单》，由各部门经理批准后，交人事部门。 3.2 人事部门审核整理后，通过各种途径（报刊、互联网、招聘会、职介所等等）发布招聘信息，并将收到的所有简历进行分类汇总，交由各部门主管。经其筛选后，与人事部门约定面式时间，由人事部门通知所选应聘者面试，其余简历由人事部门统一保管，录入公司人才储备库。 3.3面试 应聘者按约定的时间、地点前来面试时，人事部门应先将《应聘报名报名表》交由应聘者填写，然后由求聘部门主管和人事部门共同对应聘人员进行面试。面试期间应由求聘部门主管和人事部门对面试者进行各项测评；面试结束后，由求聘部门与人事部门共同给出面试结果。如遇特殊岗位，可报请主管副总经理、总经理进行复试。 4.0报到、试用与录用 人事部门根据面试结果，为新进人员办理报到、试用与录用手续。 4.1 新进人员报到时，应向人事部门缴验相关证书证件，最后服务单位离职证明书，并交一寸照片四张。人事部门办妥报到手续后，负责将其送到各部门。

上海市人力资源管理师三级考试-专业英语词汇(附音标)

企业人力资源管理师（三级）专业词汇表 序号认知词汇中译词意音标1Absence缺席['?bs?ns] 2Acceptability可接受性[?k,sept?'bil?ti] 3Achievement tests成就测试[?'t?i:vm?nt] [testc] 4Action plan行动计划['?k??n] [pl?n] 5Adverse impact负面影响['?dv?:s] [im'p?kt] 6Allowance津贴，补助[?'lau?ns] 7Announcement公告[?'naunsm?nt] 8Applicant求职者['?plik?nt] 9Application申请[,?pli'kei??n] 10Appraisal评价,评估[?'preiz?l] 11Appoint任命[?'p?int] 12Arbitrary仲裁['ɑ:bitr?ri] 13Assessment center评价中心[?'sesm?nt] ['sent?] 14Authority权威[?:'θ?r?ti] 15Audiovisual instruction视听教学[,?:di?u'vizju?l] [in'str?k??n] 16Audit approach审计法['?:dit] [?'pr?ut?] 17Balanced scorecard平衡计分法,综合评价卡['b?l?nst] ['sk?:kɑ:d] 18Behavior modeling行为模拟[bi'heivj?] ['m?d?li?] 19Behavior-based program行为改变计划[bi'heivj?]-[beist] ['pr?uɡr?m] 20Benchmarks基准[bent?ma:rks] 21Benefits福利['benifitc] 22Bonus奖金['b?un?s] 23Business planning企业规划['biznis] ['pl?ni?] 24Candidate候选人['k?ndideit] 25Career anchor职业锚[k?'ri?] ['??k?] 26Career counseling职业咨询[k?'ri?] ['kauns?li?] 27Career curves职业曲线[k?'ri?] [k?:vs] 28Career development职业发展[k?'ri?] [di'vel?pm?nt] 29*53Centralization集权化[,sentr?lai'zei??n] 30Coach教练[k?ut?] 31Cognitive ability认知能力['k?ɡnitiv] [?'biliti] 32Commitment承诺，义务[k?'mitm?nt] 33Communication skill沟通技巧[k?,mju:ni'kei??n] [skil] 34Compensable factors报酬要素[k?m'pens?bl] ['f?kt?s] 35Compensation报酬，补偿[,k?mpen'sei??n] 36Competency assessment能力评估['k?mpit?nsi] [?'sesm?nt] 37Competency model能力模型['k?mpit?nsi] ['m?d?l] 38Competitive advantage竞争优势[k?m'petitiv] [?d'vɑ:ntid?] 39Compromise妥协['k?mpr?maiz] 40Concentration strategy集中战略[,k?ns?n'trei??n] ['str?tid?i] 41Consultation商量，请教[,k?ns?l'tei??n] 42Continuous learning持续学习[k?n'tinju?s] ['l?:ni?]

2019年上海人力资源管理师报考条件

中华考试网教育培训界的翘楚！ 2019年上海人力资源管理师报名公告都出来了，自然也同时公布了报名时间和报名条件啦，今年的报名条件和往年比，并没有什么变化！小编下面有整理哟，具体如下： 【基本条件】法定年龄，高中毕业（或同等学历）。 【放宽条件】对1958年12月31日前出生的人员申报二级（技师）及以上等级职业资格鉴定，文化程度可放宽到初中以上 序号职业名称职业等级条件信息 1 高级人力 资源管理 师 一级 一级经本职业一级正规培训，达到规定学时数，取得 本职业二级职业资格证书后继续从事本职业工作两年 以上，现任中型企业人力资源部正副负责人及以上职 务或大型企业人力资源部人事经理及以上职务。 2 人力资源 管理师 二级 (1)取得本职业三级职业资格证书两年以上，经过本职 业二级正规培训，达到规定学时数。 3 人力资源 管理师 二级 (2)具有大学专科及以上学历和中级职称，从事本职业 工作五年以上，经过本职业二级正规培训，达到规定 学时数。 4 助理人力 资源管理 师 三级(1))取得本职业四级职业资格证书两年以上。 5 助理人力 资源管理 师 三级 (2)具有大学专科及以上学历，并从事本职业工作一年 以上。 6 人力资源 管理员 四级 (1)具有高中及以上学历，并从事本职业工作一年以 上。 7 人力资源 管理员 四级 (2)高等教育本专业在校生或中等职业教育本专业在 校毕业学年学生。

中华考试网教育培训界的翘楚！ 符合报考条件的，部分地区考生就可以通过机构或者官网报名啦！为方便学员复习，中华考试网针对各类人群推出人力资源管理VIP通关课程—— 四大精训课程，四类特色学习资料，四项贴心服务，考试不过，无代价重修！ 内容全，有2018年课程讲义，还有考前密训！ 问题多，24小时答疑服务，班主任跟踪指导学习！ 题太少，黑科技VIP题库供你实战演练！ 抓考点，专项授课，考点密训，重、难点把握严密！ …… 下单立减！预购从速！