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人力资源管理师四级简答真题(实操)及答案讲解

1、筒述绩效考评数据处理的步骤。(12分

（1）表格的设计与发放；（2）收集考评数据记录；（3）考评数据的统计；

（4）数据的计算机处理；（5）考评数据的保存；（6）文档的保管。

2、简述基本社会保险缴费的内容。(10分

（1）基本养老保险缴费；（2）基本医疗保险缴费；

（3）失业保险缴费；（4）工伤保险缴费（5）生育保险缴费。

3、简述依据调节手段的不同, 劳动关系主要有哪几种调整方式?

依据调节手段的不同，劳动关系的调整方式主要有：

（1）通过劳动法律、法规对劳动关系的调整；（2）劳动合同规范的调整；

（3）集体合同规范的调整；（5）企业内部劳动规则（规章制度）的调整；

（6）劳动争议处理制度的调整；（7）国家劳动监督检查制度等。

、某公司于2006年6月11日成立，在职员工人数为80人，6月份以后至7月份没有出现人员变动；8月1日，该公司正式聘用20人；8月20日，有5名员工离职。请计算：该公司6、7、8月份的月平均人数各是多少?(12分

（1）6月份每天实际人数之和月份月平均人数（人）月份的日历日数

（2）由于未出现人员变动，因此7月份的月平均人数为80人

（3）8月份每天实际人数之和月份月平均人数（人）月份的日历日数

2、某员工的岗位工资标准是3480元／月(月计薪天数为21．75天

，10月份该员工在国庆节期间休假7天，周末休息时间为6天，平时加班12小时，因病缺勤l 天。请计算：

(1该企业10月份的制度工时数。(3分

(2该员工10月份的实际工作工时数。(3分

(3如果不考虑扣个人所得税和各项保险, 企业应支付该员工多少工资?(8分

（1）10月份的制度工时数＝（31-7-6）×8＝144（小时）

（2）10月份该员工实际工时数＝（31-7-6-1）×8＋12＝148（小时）

（3）小时工资标准＝月工资标准/(月计薪天数×8 ＝3480/（21.75×8）＝20元/小时因此，应付该员工的工资＝3480－20×8＋20×12×150％

＝3480－160＋360＝3680（元）

1、A

公司是一家大型国有企业，2004年开始实施竞聘上岗。在实施过程中，一位候选人因是公司副总裁的亲属，在面试前一个月就拿到了全部试题，由于一不小心泄了密，公司尽人皆知。最后，竞聘上岗不了了之，对公司领导也造成了很不好的影响。第二年，由于领导重视，竞聘上岗试行办法准备工作充分，实施程序相当规范。结果，参加竞聘的人不论最后结果如何都表示很满意，因为他们都得到了公平竞争的机会，许多新闻媒体也对此作了报道，并大加赞赏。请问：

(12004年A 公司竟聘上岗失败的直接原因是什么? 为什么会出现这种现象?

(2在实施竟聘上岗时，怎样才能做到切实有效?(12分

（1）A 公司第一年实施竞争上岗失败的直接原因：漏题。出现漏题现象的原因：①实施程序不规范；②走后门影响竞聘的公正性。

（2）竞聘上岗应符合一定的操作规程：①

必须事先公布竞聘上岗的岗位，要特别强调聘任的公开性②

必须成立竞聘上岗领导小组。③所有竞聘岗位无一例外地不能有选定对象。④

竞聘岗位均要有科学完整的工作说明书⑤要确保应聘岗位合理的候选人数。⑥

企业组织竞聘时，根据具体情况科学地确定竞聘的步骤。

2、H

公司是一家生产壁炉设备的企业，有150名员工。近几个月来，公司已经失去三个主要客户。经调查发现，原因为公司产品的次品率为12％，是行业平均水平的两倍。为此，HR

经理制订了一个有关质量控制的培训计划，目的是使次品率降低到同行业平均水平以下。HR

经理向所有的一线主管发出通知，要求他们确定哪些员工存在质量方面的问题，并派其参加培训。通知还附有一份课程大纲。培训情况如下：

培训目标：在6个月内将次品率降低到行业平均水平。培训地点：公司餐厅。

培训时间：8个工时，分解为四个单元来进行，每周实施一个单元，具体时间安排在早餐与午餐之间，这也是准备午餐和清洗早餐餐具的时间。

培训方式：教师讲课、学员讨论、案例研讨和电影。准备课程时，教师把讲义中的很多内容印发给每个学员，以便学员提前准备每一章的内容。培训过程中，学员花费了相当多的时间来讨论教材中每章后面的案例。

培训人数：本来应该有大约50名员工参加每个单元培训，但是平均只有30名左右出席。在培训检查过程中，很多主管强调生产的重要性，HR

经理从接受培训的员工处得知那些真正需要培训的人已经回到车间工作去了。

培训结束后，产品的次品率并没有发生明显的变化。HR

经理对培训没有能够实现预定目标感到非常失望。

针对以上案例，请回答下列问题：

(1 导致H 公司培训效果不明显的原因有哪些?(12分

(2应如何进行培训反馈?(8分

①

没有深入分析原因，就直接断定次品率高是由于员工缺乏相关培训，而忽略了影响产品质量的其他因素。（2分）

②培训方案的设计没有征询一线主管和工人们的意见，得不到广泛的支持。

③

在餐厅培训，且培训时间为准备午餐的时间，培训氛围不佳，不利于员工集中精力进行培训。（2分）

④培训方法选择不当。培训地点应选择在车间，培训效果立竿见影。

⑤一线主管不支持培训，只重视生产，不让真正需要培训的人参与培训。

⑥ HR经理对培训计划的协调监督不力，控制不到位。

（2）培训反馈的程序：①

培训教师考评，以便为下一次相同内容培训的培训教师的选择做准备。（2分）②

培训管理的考评，即针对培训内容、培训时间、培训形式、培训的后勤保障等方面所进行的考评，以便改进企业的培训组织管理工

作。（2分）

③应用反馈，包括对受训人员及其主管领导的调查了解，以此来改进培训工

作。④培训总结、资源归档，为今后培训效果的提高提供依据。

1. 在组织校园招聘时，企业选择学校应该考虑哪些因素？（14分）答:

在本企业关键技术领域的学术水平；符合本企业所需专业的毕业生人数；该校往届毕

业生在本企业的业绩和服务年限；在本企业关键技术领域的师资水平；该校毕业生过去录用数量与实际报到数量的比率；学生的质量；学校的地理位置。

2. 简述奖金的概念、特点以及确定企业奖金总额的原则。（12分）答：

奖金是给予付出超额劳动的劳动者的现金奖励。

奖金的特点：单一性；灵活性；及时性；政治荣誉性。黄皮书P246。

确定企业奖金总额应本着保证股东回报的原则。

3. 简述劳动安全卫生管理制度包括哪些具体制度。（12分）答：

安全生产责任制度、安全技术措施计划管理制度、安全生产教育制度、安全生产检查制度、重大事故隐患管

理制度、安全卫生认证制度、伤亡事故报告和处理制度、个人劳动安全卫生防护用品管理制度、劳动者健康检查制度

二、计算题

某企业职工王鹏，7月份实际上班天数为25天（制度工作时间为22天），其中有10天时间由于业务繁忙，每天工作时间为11个小时。

请计算7月份该职工的加班比重指标、加班强度指标和平均加班长度指标。（18分）解：

计算期加班工时 = （ 25 - 22）* 8 + 10 * (11 – 8 = 54小时计算期全部实际工时 = (25 – 10 * 8 + 10 * 11 = 230小时

加班比重指标 = 计算期加班工时 / 计算期全部实际工作工

时 = 54 / 230 * 100% = 23.5%

计算期制度内实际工作工时 = 22 * 8 = 176小时

加班强度指标 = 计算期加班工时 / 计算期制度内实际工作工

时 = 54 / 176 * 100% = 30.7%

平均加班长度指标 = 计算期加班工时数 / 计算期制度内实际工作工

日 = 54 / 25 = 2.16小时 / 工日

某企业基本养老保险缴费费率为20%，个人为8%；医疗保险企业缴费费率为9%，个人为2%+3元；失业保险企业缴费费率为1.5%，个人是0.5%。某企业现有职工50名，其中员工月平均工资的资料如下：5000元的10人，3000元的20人，2000元的20人。

请问该月企业共需缴纳多少养老、医疗和失业保险费？（6分）

解：该月企业的工资总额 = 5000 * 10 + 3000 * 20 + 2000 * 20 = 150000元

该月企业须缴纳养老保险费：150000 * 20% = 30000元该月企业须缴纳医疗保险费：150000 * 9% = 13500元该月企业须缴纳失业保险费：150000 * 1.5% = 2250元即，该月企业共需缴纳养老、医疗和失业保险费：30000 + 13500 + 2250 = 45750元

三、综合题（本题共2题，第1小题18分，第2小题20分，共38分）

在现代物流培训课程的课堂上，培训师站在讲台上，时而口若悬河大谈特谈自己的成功经验，时而海阔天空、念念有词、无所不谈。但在讲台下面，学员却交头接耳，议论纷纷：“这个培训师是从哪儿请的？怎么这样？”“咱们经理不是说过了吗？是物流界的名师！”“嗨！我耐着性子听了两天半的课了，本以为他可能会讲些实用的内容，可大失所望……”“我们在这里抱怨没用啊，还是快想想办法吧。要不我们将这些情况向主管经理反映一下？”于是，大家一起找到主管经理，强烈要求更换培训师。

请结合以上事例，回答下列问题：

（1）该企业的培训为什么会招致员工的不满？（6分）

（2）在组织课堂培训时，应做好哪些准备工作？（12分）答：

没有做培训需求调查与分析，培训内容不符合学员的需要；没有做好教学设计；培训师与企业、学员没有提前沟通；没有提前确认教师的教学水平；没有审核课程大纲及课件等。

（2）制订培训计划；根据培训内容设计培训课程，编写培训大纲；编写或选择教材；选择和培养培训教师；准备培训场所和设备；准备必要的资料，如培训记录、考勤表等。

某公司一直采用硬性分配法对员工进行绩效考评，公司都要根据员工的平时表现，将每个部门的员工划分为A 、B 、C 、D 、E

五个等级，分别占10%、20%、40%、20%、10%。如果员工有一次被排在最后一级，工资降一级，如果连续2次排在最后一级，则下岗进行培训，直到符合要求为止，培训期间只领取基本生活费。

主管人员与员工对这种绩效考核方法都很有意见。财务部主管老高每年都为此煞费苦心，该部门是职能部门，大家都没什么错误，工作都完成得很好，把谁评为E

档都不合适。去年年底考评时，小田因家里有事，请了几天假，有几次迟到了，但是也没耽误工作，老高没办法，只好把小田报上去了。为此，小田到现在还耿耿于怀呢！今年又该把谁报上去呢？请结合本案例回答下列问题：

（1）该公司的绩效考评存在什么问题？（10分）

（2）员工的绩效考评包括哪些基本步骤？（10分）答：

（1）绩效考评所采用的硬性分配法不适合人数不多的职能部门；考评主管没有考平时积累的数据说话；绩效考评没有确定明确的绩效标准。

（2）科学地确定考评的基础；评价实施；绩效面谈；制定绩效改进计划；改进绩效的指导。

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