上海人力资源三级 英文单选1-100题英汉版

单项选择题（1-100 英中对照含答案）

1、The process of helping redundant employees to find other work or start new careers is outplacement （B）

帮助失业的员工重新谋职的过程是一个新的职业

A、replacement

B、outplacement

C、release

D、downsizing

替换重新谋职发布精简

2、(D) Critical incidents focuses the evaluator’s attention on those Behaviors that are key in making the difference between executing a job effectively or ineffectively.

关键事件将评估者的重点聚焦在那些在有效或无效地执行工作行为的区别上

The group order ranking B、Written essay C、The individual ranking D、Critical incidents

集团排名书面描述法个人排名关键事件评估

3. The recruitment plan should include plans for attracting good candidates by ensuring that the org anization will become an 'employer of choice'. （C）

招聘计划应该包括吸引优秀候选人的计划，确保该组织成为“首选雇主

A、outplacement

B、 evaluation

C、 recruitment

D、training

重新谋职评估人才招聘培训

4、Organizational goals and corporate plans indicate the direction in which the organization is going. （A）组织目标和公司计划指明了组织前进的方向

A. goals

B. resource

C. result

D. process

目标资源结果方法

5. Job rotation aims to broaden experience by moving people from job to job or department to department. （B）

轮岗的目的是通过将人们从工作或部门转移到部门来拓宽工作经验。

A. Job analysis

B. Job rotation

C. Job satisfaction

D. Job involvement

工作分析工作轮换工作规范工作认同

6、HR planning is the process of determining the human resources required by the organization to achieve its strategic goals（B）

人力资源规划是确定组织为实现其战略目标所需的人力资源的过程

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

一种识别工作关键方面的技术

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

goals

确定组织需要的人力资源以实现其战略目标的过程

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

achieve these objectives

制定主要组织目标和制定实现这些目标的全面计划的过程

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

确定公司主要方向的过程

12、Key jobs have all of the following characteristics except they are likely to vary in job content over time （D）

关键岗位具有以下所有特性，除了它们的内容随时间而变化会改变。

A.they are important to employees and the organization

他们对员工和组织都很重要

B.they vary in terms of job requirements

他们的工作要求各不相同

C.they are used in salary surveys for wage determination

他们被用在工资调查中，以确定工资

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

随着时间的推移，他们可能会改变工作内容

13、A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as reengineering （C）

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：再造工程

A. job redesign 工作再设计

B. process redesign 重新设计

C. reengineering 再造工程

D. rightsizing 调整

（TQM = Total quality management）

14、The job specification describes job requirements relative to skill and physical demands （B）工作规范描述了与技能和身体方面的需要

A. skill and physical outputs 技能和无力的输出

B. skill and physical demands 技能和身体方面的需要

C. age and physical demands 年龄和体能的要求

D. experience and physical description 经验和能力的描述

15、When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as organization analysis（B）当我们决定要把培训重点放在那里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析

A. task analysis 任务分析

B. organization analysis 组织分析

C. resource analysis 资源分析

D. skills analysis 技能分析

16、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 the comparison method（c）

有一种评估体系，在该体系中，我们把某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。

A. the point method 分数法

B. job ranking 职位排序法

C. the comparison method 比较法

D. the Hay profile method海氏剖析法

17、The final decision to hire an applicant usually belongs to line management（c）

聘用应聘者的最终决定通常属于直线经理

A. the HR recruiter 人力资源招聘

B. the HR manager 人力资源经理

C. line management 直线经理

D. co-workers 同事

18、Determining what the content of a training program should be, based on a study of the job duties, is known as task analysis（D ）

根据工作职责的研究确定培训计划的内容，即任务分析

A. organization analysis 组织分析

B. individual analysis 个人分析

C. job analysis 工作分析

D. task analysis 任务分析

19、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 outplacement assistance（c）有时，组织为被解雇的员工提供服务，帮助他们弥补旧职位和新工作之间的差距。这些服务被称为再就业援助

A. downsizing programs 精简计划

B. “headhunting” assistance programs 猎头援助计划

C. outplacement assistance 就业援助

D. employee assistance programs(EAPs) 员工援助计划

20、Job specifications form the basis for the administration of applicable employment tests. （B）

工作规范构成了适用就业测试管理的基础

A. outlines 概要

B. specifications 规范

C. requirements 要求

D. details 详细资料

21、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 halo effect or error.（B）有时候，评估者们在作评估时，会过多关注被评估者某一方面的特征，而忽略或影响到其他方面特征的评估，如果出现这种情况，我们称评估者烦了‘晕轮效应’的‘错误’

A.similarity error 相似错误

B. halo effect or error 晕轮效应

C.leniency error宽大错误

D. single criterion 单一准则

22、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 the paired comparison（A）

绩效评估方法是将某一个员工的绩效与其他每一个人比较，得出更好还是更差，这种方法，称为配对比较法

A. the paired comparison 配对比较法

B. the individual ranking 个人排序法

C. the group order ranking 小组顺序排列法

D.critical incidents 关键事件法

23、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 person analysis（A）

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。

A. person analysis 个人分析

B. demographic analysis 人口统计分析

C. individual analysis 个别分析

D. group and individual analysis 团体和个人分析

24.、The lines of advancement for an individual within an organization are known as career paths （A）

组织内个人的晋升路线被称为职业发展道路

A. career paths 职业路线

B. job progressions 工作提升

C. career lines 事业线

D. job paths 工作路径

25、Freedom from criterion deficiency of performance appraisals refers to the extent to which standards capture the entire range of an employee’s responsibilities（B）

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

A. standards relate to the overall objectives of the organization

标准与组织的总体目标有关

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

标准涵盖了员工职责的全部范围

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 employee’s control can influence performance

以外的因素，可以影响员工的控制性能

26、The Hay profile method uses which three factors for evaluating jobs?knowledge,

mental ability, and accountability（D）

海氏剖析法使用哪三个因素来评估工作？知识，脑力能力，和责任

A.knowledge, skill, and responsibility

知识、技能和责任

B.mental ability, skill, and responsibility

心智能力、技能和责任

C.knowledge, mental ability, and responsibility

知识、能力和责任

D.knowledge, mental ability, and accountability

知识、脑力能力和责任心

27、Which of the following is not an important component of a meaningful gainsharing plan? depending on top management to develop the gainsharing program（D）

下面哪一个不是一个有意义的分享计划的重要组成部分?依靠高层管理来开发收益共享计划

A. establishing fair and precise measurement standards

建立公平准确的计量标准

B. ensuring that bonus payout formulas are easy to calculate

确保奖金计发公式很容易计算

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

确保奖金数额足够大，足以鼓励未来员工的努力

D. depending on top management to develop the gainsharing program

依靠高层管理来开发收益共享计划

28、Giving employees more control over decisions about who their co-workers will be is known as team selection（C）

让员工对他们的同事的决定有更多的控制权，这就是所谓的团队选择

A.empowered selection 授权的选择

B. collaboration 协作

C. team selection 团队选择

D. group development 集团发展

29、Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? attitude survey （C）

以下那一项是用来引出员工的意见以便做出决定并开始改变？态度调查

A. suggestion system 提案制度

B. downward communication 向下沟通

C. attitude survey 态度调查

D. empowerment 授权

30、Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as behavior evaluation（C）评估员工在培训计划中所学到的转化为员工绩效的程度被称为行为评价

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

31、Eliminating what are deemed to be unnecessary layers of management and supervision is known as delayering （A）

减少那些不必要的管理和监督层称为扁平化（简化管理结构）

A. delayering 扁平化

B. downsizing 精简

C. right-sizing 裁员

D. benchmarking 标杆管理

32、The changing environments of Human Resource Management include the following except great changes in the nature of work force（D）

人力资源管理的变化环境除了劳动力性质的巨大变化外，还包括以下几个方面

A. work force diversity 劳动力多元化

B. technological trends 技术发展趋势

C. globalization 全球化

D. great changes in the nature of work force 劳动力的性质发生巨大的变化

33、The aims of human resource planning in any organization might be the following except Neglect the problems of potential surpluses or deficits of people （C）

在任何组织中，人力资源规划的目的可能是除了忽视人们的潜在盈余或赤字问题

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

competences

吸引和留住需要适当技能、专业知识和能力的人员

B.Reduce dependence on external recruitment when key skills are in short supply by formulating

retention, as well as employee development, strategies

当关键技能缺乏时，减少对外部招聘的依赖，通过制定保留，以及员工的发展，策略C.Neglect the problems of potential surpluses or deficits of people

忽视潜在的盈余或赤字问题

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

培养一支训练有素、灵活灵活的员工队伍，从而有助于组织适应不确定和变化的环境的能力

34、Forcasting the supply of people should be based on the following except recruitment plans （B）

人们预测供给应该依据除了招聘计划外的以下几点

A.forecast losses to existing resources through attrition

通过消耗来预测现有的资源损失

B. recruitment plans 招聘计划

C. the effect of changing conditions of work

对工作条件变化的影响预测损失

D.sources of supply from external labor markets

从外部劳动力市场的供给来源

35、The costs of labor turnover include the following except indirect cost of training replacements in the unnecessary skills （D）

劳动力周转率包括除了在不必要的技能上进行替代培训的间接成本外的几个方面

A.direct cost of recruiting replacements

招聘替换的直接成本

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

人力资源部门和直线经理在招聘中所花费的时间成本

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

在培训成熟前的新手差异成本

D. indirect cost of training replacements in the unnecessary skills

在不必要的技能上进行替代培训的间接成本

36、Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as competency assessment （B）

有效的评估员工所需技能和知识，特别是针对决策和知识密集型的工作，这被称为能力评估

A. individual assessment 个人评估

B. competency assessment 能力评估

C. organizational assessment 组织评估

D. job assessment 工作评估

37、Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades?job classification system（D）

当按一系列预先确定的工资等级分类工作时，使用哪一种工作评价体系？职位分类系统

A. Hay profile method海氏剖析法

B. job ranking 排序法

C. factor comparison method 因素比较法

D. job classification system 工作分类法

38、The purpose of a profit-sharing plan is to motivate a total commitment to the organization as a whole （B）

利润分享计划的目的是：对整个组织的激励

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

允许员工为改进组织贡献专业知识

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

激励整个组织

C.enable workers to share in labor cost savings

让工人分担劳动力成本

D.instill commitment to the employees’ immediate work group

对员工即时小组的承诺

39、One of the primary benefits of cross-training employees is that cross-training helps employees identify trouble spots that cut across several jobs （B）

交叉培训员工的主要好处之一是交叉培训能帮助员工识别多个岗位上的问题

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

交叉培训能使员工在工作上更加努力

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

交叉培训可以帮助员工识别多个岗位上的问题

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

交叉培训能让经理们花更少的时间来监督个人的表现

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

交叉培训使管理者能够节省更多的劳动力成本

40、Which of the following is not an approach used by organizations to try to lower labor costs? employee development（D）

下列哪一项不是组织用来降低劳动力成本的方法？

A. downsizing 精简

B. outsourcing 外包

C. productivity enhancements 增强生产力

D. employee development 员工发展

41、An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a situational interview（C）

在面试中，应聘者被告知一个假设的事件，并被问及他或她将如何应对这一事件，这是一个情景面试

A. computer interview 电脑面试

B. panel interview 小组面试

C. situational interview 情景面试

D. nondirective interview 非定向面试

42、The desired outcomes of training programs are formally stated as instructional objectives（C）

培训计划的预期结果正式列为教学目标

A. training goals 培养目标

B. learning objectives 学习目标

C. instructional objectives 教学目标

D. learning goals 学习目的

43、Career counseling involves talking with employees about all of the following except Their past career decisions（B）

职业咨询包括与员工谈论以下所有事情，除了他们过往的职业生涯

A.Their current job activities and performance.

他们目前的工作和表现

B.Their past career decisions.

他们过去的职业生涯

C.Their personal and career interests and goals.

他们个人的职业兴趣和目标

D.Their personal skills.

他们的个人能力

44、In most instances, who is in the best position to perform the function of appraising an employee’s performance? the employee’s supervisor（B）

在大多数情况下，谁最能胜任评估员工绩效的职能？员工的主管

A. someone from the HR department 人事部人

B. the employee’s supervisor 员工的主管

C. the employee 员工

D. co-workers 同事

45、The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as job evaluation（D）

确定工作的相对价值以确定不同工作的报酬率的过程称为工作评价

A. job determination 工作的决心

B. job diagnosis 工作的诊断

C. job analysis 工作分析

D. job evaluation 工作评价

46、Profit sharing refers to any procedure by which an employer pays employees current or deferred sums based on the organization’s financial performance（D）

利润分享是指雇主根据公司的财务状况向员工支付当前或延期支付的费用

A.an incentive based on their merit

一种基于他们优点的激励

B.an incentive based on labor cost savings

一种节约劳动力成本的措施

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

基于他们特定工作小组的整体生产力的奖金

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

基于公司财务业绩向员工支付当前或延期支付的费用

47、All of the following are prevalent reasons for failure among expatriates except distaste for travel（D）

除了讨厌旅行以外，以下是外籍人士失败的普遍原因

A. a spouse’s inability to adapt 配偶无法适应

B. a manager’s personality 一个管理者的性格

C. inability to cope with larger responsibilities 无法承担更大的责任

D. distaste for travel 讨厌旅行

48、Communication systems should provide accurate information regarding all of the following except employee background and personal data（B）

除了员工背景和个人资料外，通信系统应提供下列所有信息

A. business plans and goals 商业计划和目标

B. employee background and personal data 员工背景和个人资料

C. unit and corporate operating results 单位和公司经营业绩

D. incipient problems and opportunities 初期的问题和机会

49、Reengineering often requires that managers start from scratch in rethinking all of the following except how organizations should compete（D）

业务流程再设计要求管理人员从头开始重新考虑以下所有事项，除了组织应该如何竞争。

A. how work should be done 应该如何工作

B. how technology and people should interact

人们和技术该如何相互作用

C．how the entire organization should be structured

如何整合组织结构

D. how organizations should compete

组织如何竞争

50、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 task significance（C）

描述工作对他人的生活或工作有重大影响的程度的核心工作维度称为任务重要性

A. skill variety 技能多样性

B. task identity 任务完整性

C. task significance 任务重要性

D. autonomy 自治

51、Questions contained in structured job interviews should be based on job analysis （A）在结构化的工作面试中所包含的问题是基于：工作分析

A. job analysis 工作分析

B. job design 工作设计

C. job specialization 工作专业化

D. job utilization 利用工作

52、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 Assessment center.(D)

让员工参与一些场景中，其中很多与日后工作内容很相似，这种评价方法称为：评价中心

A. Management training seminar. 管理培训研讨会

B. Executive development program. 执行发展计划

C. In-basket exercise.篮中演练

D. Assessment center. 评价中心

53、If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? behavior method （C）

如果你的绩效考核的主要目标是给员工发展反馈，你应该使用哪种评估方法？行为研究法

A. trait method 特征方法

B. results method 结果方法

C. behavior method 行为研究法

D. attitudinal method 态度方法

54、Outplacement services are designed to help terminated employees find a job elsewher（B）重新谋职服务旨在帮助被解雇的员工找到另一份工作

https://www.wendangku.net/doc/dd1183474.html,eful methods of attracting individuals into a career

吸引个人进入职业生涯的有用方法

B.designed to help terminated employees find a job elsewhere

旨在帮助被解雇的员工在其他地方找到工作

C.rarely given to executive employees

很少给高管人员

D.vital parts of any career management system

任何职业生涯管理系统的关键部分

55、Transnational teams tend to be focused on projects that span multiple countries （A）跨国团队往往专注于跨越多个国家的项目

A. focused on projects that span multiple countries

专注于跨越多个国家的项目

https://www.wendangku.net/doc/dd1183474.html,prised of members with generalized skills

由具有综合技能的成员组成

C. homogenous 同质

D. comprised of members from the same region

由来自同一地区的成员组成

56、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? hourly based pay systems（C）

下面哪个薪酬体系没有关注那些及对员工又对组织有利的绩效结果：小时工作制

A. profit-sharing plans 利润分享计划

B. employee stock ownership plans 员工持股计划

C. hourly based pay systems 小时工作制

D. skill-based pay systems 基于技能的薪酬系统

57、The total-quality HR paradigm would likely emphasize all of the following except autocratic leadership（C）

人力资源基本理论强调下面的事项，除了：独裁式领导风格

A. cross-functional training 跨职能培训

B. team/group-based rewards 团队/组的奖励

C. autocratic leadership 独裁式领导风格

D. customer and peer performance reviews 客户和同行的绩效评估

58、A group of employees rotating jobs as they complete the production or service process is called a/an employee team（B）

有一组员工，他们完成某个产品或服务流程，他们也能相互轮换工作，这些员工成为：员工团队

A. labor bargaining unit 劳资谈判单位

B. employee team 员工团队

C. training-production group 培训生产组

D. employee rotation unit 员工旋转

59、Notifying applicants of the selection decision and making job offers are generally the responsibility of the HR department（A）

把甄选结果告知求职者，给出录取通知，这些请示通常是人力资源部的责任

A. the HR department 人力资源部

B. the line manager 直线经理

C. the supervisor 主管

D. the industrial relations manager 劳资关系经理

60、Performance appraisals are used most widely as a basis for deciding compensation （C）绩效评估作为决定薪酬的基础，被广泛应用

A. determining training needs 确定培训需求

B. discharging decisions 免除的决定

C. deciding compensation 决定酬劳

D. directing performance improv ement 指导绩效改进

61、All of the following are basic skills needed for successful career management except putting responsibility for your career in the hands of your supervisor（D）

以下这些都是成功的职业管理需要的基本技能，除了把你的职业生涯责任交给你的主管

A. developing a positive attitude 开发一个积极的态度

B. establishing goals 建立目标

C. adopting the mindset of your superiors 吸收你上级的思维方式

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

把你的职业生涯责任交给你的主管

62、Which training method focuses upon learning at the affective level? sensitivity training（A）下面哪一种培训方法把重点放在情感方面？敏感性训练

A. sensitivity training 敏感性训练

B. apprenticeship training 学徒式训练

C. intercultural motivation 跨文化激励

D. multilingual training 多语种培训

63、A total-quality paradigm tends to emphasize which of the following facets of organizational training efforts? cross-functional skills （B）

一个全面质量的范例倾向于强调以下哪一个方面的组织培训方法？跨职能技能

A. job-related skills 与工作相关的技能

B. cross-functional skills 跨职能技能

C. functional, technical skills 功能、技术技能

D. a narrow range of skills 狭窄范围的技能

64、Performance appraisal methods can be broadly classified as either trait , behavioral , or results approaches. （B）

绩效评估的方法大致可以分为以下三类：特征法、行为法、结果法

A. trait, behavioral, judgmental 特征法、行为法、审判法

B. trait, behavioral, results 特征法、行为法、结果法

C. behavioral, judgmental, results 行为法、审判法、结果法

D. behavioral, judgmental, attitudinal 行为法、审判法、态度法

65、When managers talk about “going global” they have to balance a complicated set of issues that include all of the following except personal differences（D）

当管理者们提到“走向全球”时，他们必须平衡一系列复杂的事情，除了：个人差异

A. geographical differences 地理差异

B. cultural differences 文化差异

C. legal differences 法律差异

D. personal differences 个人差异

66、The selection procedure usually begins with completion of an application form （D）选择程序通常从填写申请表开始

A. employment tests 就业测试

B. a medical e x amination 体质检查

C. a supervisory intervie w监督面试

D. completion of an application form 填写申请表格

67、It is recommended that a diagnosis of poor employee performance focus on all of the following except personality （B）

对于员工比较差的绩效的诊断要基于以下几个方面，除了：个性

A. skill 技能

B. personality 个性

C. effort 成就

D. external conditions 外部条件

68、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? differential piece rate（A）

当员工生产的产品超过一个标准数量时他能获得一个更高的单位报酬率，这种薪酬体系是：差额计件工资

A. differential piece rate 差额计件工资

B. standard piece rate 标准工资率

C. e x ception bonus rate 异常红利利率

D. individual rate pay 个人支付率

69、Cultural environment includes all of the following except corporate structure（C）文化环境包括以下内容，除了：公司结构

A. education/human capital 教育/人口

B. values/ideologies 价值观、意识形态

C. corporate structure 公司结构

D. religious beliefs 宗教信仰

70、Conducting job analysis is usually the primary responsibility of the HR department （D）实施工作分析通常是人力资源部的主要职责

A. j ob incumbent 在职者

B. line supervisors 直线管理者

C. accounting department 会计部门

D. HR department 人力资源部

71、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 transfer (B)

把员工放在另外一个岗位上，前后两个岗位职责、任务、地位、报酬都相似，我们成为：调动（平调）

A. promotion 升级

B. transfer 调动（平调）

C. lateral move 横向调动

D. job rotation 轮岗

72、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?Standard hour plan (B)

如果某个员工的报酬不是根据其实际花费在每个产品上的时间，而是根据预先规定的时间，这种激励体系称为：标准工时工资

A. piece-rate plan 计件工资计划

B. standard hour plan 标准工时工资

C. time division plan 时间分割计划

D. completion pay system 完成支付系统

73、Of the following, the one that would not be considered a chief objective of most benefits programs is “sidestepping” legal requirements for employee health and safety (C)下面哪一个不是大多数福利项目的主要目的，规避员工健康和安全的法律要求

A. reducing turnover 减少营业额

B. improving employee satisfaction 提高员工的满意度

C. “sidestepping” legal requirements for employee health and safety

回避对员工健康和安全的法律要求

D. attracting and motivating employees 吸引和激励员工

74、The term used to refer to the language, religion, values and attitudes, politics, technology, education, and social organization of a nation is cultural environment (C)我们用来形容一个组织面对的语言、宗教、价值观和态度、政治、技术、教育和社会因素为文化环境

A. ritual environment 仪式环境

B. general environment 一般环境

C. cultural environment 文化环境

D. task environment 任务环境

75、Which of the following is not a typical method of increasing the power of employees? Standardization (C)

以下哪项不是增加员工权利的典型方法？标准化

A. job enlargement 工作扩大化

B. enrichment 扩大

C. standardization 标准化

D. relying on self-managed teams 依靠自我管理环境

76、Which management group has primary responsibility for the development of disciplinary policies and procedures? the HR department (C)

哪一个管理团队负责制定纪律政策和流程？人力资源部

A. the legal department 法务部

B. top-level management 高层管理

C. the HR department 人力资源部

D. middle management 中层管理

77、Which of the following is not a phase of a system model of training? motivation assessment (B)

下列哪一项不是培训系统模型的阶段？激励评价

A. needs assessment 需求评估

B. motivation assessment 激励评价

C. program implementation 程序的实现

D. evaluation 评价

78、Which of the following is not a primary impact that technology has had on HRM? It has diminished the role of supervisors in managing employees (C)

以下哪一项不是技术对人力资源管理带来的影响？减少了管理人员在管理雇员中的作用A.It has altered the methods of collecting employment information.

它改变了收集就业信息的方法

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

它加快了就业数据的处理

C.It has diminished the role of supervisors in managing employees.

减少了管理人员在管理雇员中的作用

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

它改善了内部和外部通信的进程

79、A pictorial representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called a staffing table (A)

用一种图标方式来显示组织的岗位，同时附上现在雇佣的员工数量以及未来的雇佣需要，这种图标叫做：人员配置表

A. a staffing table 人员配置表

B. an organization chart 一个组织的表

C. a skills inventory 技能库存

D. career planning 职业规划

80、When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as organization analysis(B)

当确定应该将培训的重点放在何处时，对组织的目标、资源和环境的检查被称为组织分析

A. tas k analysis 任务分析

B. organi z ation analysis 组织分析

C. resource analysis 资源分析

D. s k ills analysis 技能分析

81、An example of a qualitative approach to demand forecasting is the Delphi technique (B)

对于需求预测的定性方法是，德尔菲法

A. trend analysis 趋势分析法

B. the Delphi technique 德尔菲法

C. multiple predictive models 多元化预测模型

D. modeling 建模

82、Services that are offered to employees who are being transferred to different locations are known as relocation services (B)

企业向调任到不同区域的员工提供的服务称为再定位服务

A. outplacement services 再就业服务

B. relocation services 再定位服务

C. transfer services 传输服务

D. adjustment services 调整服务

83、Self- appraisals are best for developmental purposes(B)

自我评价最好用在：发展的目的

A. administrative purposes 管理的目的

B. developmental purposes 发展的目的

C. promotional purposes 促销的目的

D. regulatory purposes 监管的目的

84、The point system permits jobs to be evaluated on the basis of elements known as compensable factors (B)

在记点法里，岗位通过一些基本的要素被评估，这些要素被称为：报酬要素

A. description factors 描述因素

B. compensable factors 报酬要素

C. skill factors 技能因素

D. knowledge factors 知识因素

85、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 outplacement assistance.(C)

有时，组织为被解雇的员工提供服务，帮助他们弥补旧职位和新工作之间的差距。这些服务被称为再就业援助（重新谋职援助）

A. downsizing programs 精简计划

B. “headhunting” assistance programs 猎头援助计划

C. outplacement assistance 再就业援助

D. employee assistance programs(EAPs) 员工援助计划

86、Consultation provided by HR staff should not conflict with the goals of the managers or supervisors seeking assistance.(D)

人力资源部提供的服务不应该与寻求帮助员工的出发点相矛盾

A. be based on managerial expertise 以管理专业知识为基础

B. be based on technical expertise 基于技术专长

C. help managers or supervisors make firm decisions 帮助经理或主管做出坚定的决策

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

与经理或主管寻求协助的目标发生冲突

87、The examination of the attitudes and activities of a company’s workforce refers to performing

a cultural audit. (C)

对组织的劳动力的态度和活动的测量称为文化审计

A. environmental scanning 环境扫描

B. performing a trend analysis 执行趋势分析

C. performing a cultural audit 执行文化审计

D. behavioral modeling 行为模拟

88、When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called an incentive. (C)

当组织用底薪和佣金来为销售人员支付薪酬，佣金的百分比称之为：激励因素

A. a bonus 奖金

B. a lump-sum bonus 绩效奖金

C. an incentive 激励

D. leverage 杠杆作用

89、The two principal criteria for determining promotions are merit and seniority (D)决定晋升的两个最重要的标准是：绩效和资历

A. seniority and salary 资历和薪水

B. knowledge and skills 知识和技能

C. seniority and knowledge 资历和知识

D. merit and seniority 绩效和资历

90、When the multinational corporation sends employees from its home country, these employees are referred to as expatriates (D)

当一个跨国公司把员工派到海外，这些员工被称为：外派雇员

A. host-country nationals 东道国公民

B. third-country nationals 第三国公民

C. international managers 国际经理

D. expatriates 外派雇员

91、Executives or managers who coach, advise, and encourage employees of lesser rank are called mentors. (C)

指导、建议和鼓励级别较低的员工的主管或经理被称为导师

A. protégés 保护（法语）

B. teachers 教师

C. mentors 导师

D. role models 榜样

92、Objectives accomplished through job analysis include all of the following except eliminating discrepancies between internal wage rates and market rates. (C)

通过工作分析达到的目标不包括：减少内外部薪酬水平的差距

A. establishing the job-relatedness of selection requirements 建立选择需求的工作关系

B. determining the relative worth of a job 确定工作的相对价值

C. eliminating discrepancies between internal wage rates and market rates

减少内外部薪酬水平的差异

D. proving criteria for evaluating the performance of an employee

证明评估员工绩效的标准

93、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 HR and line managers. (C)

为组织配备人员、设计工作和团队、开发有技能的员工、找到提升员工绩效的方法、以及其他的人力资源管理活动属于：人力资源部和直线经理的责任

A. HR managers 人力资源经理

B. line managers 直线经理

C. HR and line managers 人力资源部和直线经理

D. top executives 高管

94、360-degree feedback might be used for the following except recruitment. (D) 360度反馈法不能用作：招聘

A. personal development 个人发展

B. appraisal 评估

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.

人力资源管理 三级 英语复习资料

上海市职业资格鉴定 《企业人力资源管理人员》（助理人力资源管理师） 专业英语试卷3 一、英汉互译（每题2分，共30分） 1. Bonus 奖金 2. Compensable factors 报酬要素 3. Delayering 扁平化 4. Forecasting 预测 5. Gain sharing plans 收益分享计划 6. Job classification system 工作分类法 7. Minimum wage 最低工资 8. Performance feedback 绩效反馈 9. Staffing tables 人员配置表 10. Wage-rate compression 工资压缩 11.培训Training 12.即时奖金Spot bonus 13.工资结构Pay structure 14.劳动力市场Labor market 15. 精简Downsizing Answer: 1.奖金 2. 报酬要素 3.扁平化 4.预测 5.收益分享计划 6.工作分类法

7.最低工资8.绩效反馈9.人员配置表10.工资压缩11.Training12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing 二、选词填空（每题2分，共20分） fostering intellectual or human lies in the fact that such Workers must be managed differently than were those of previous generations. 对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。 2. In summary, is Human Resource management an integral part of every manager’s job. 总之，是人力资源管理的一个组成部分，每一个经理的工作。 3. In the area of recruiting and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions. 在招聘和招聘方面，这是直线经理的责任，指定员工需要填写具体职位。 4. HR manager also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on). 人力资源经理还负责管理的各种福利计划（健康和意外保险、退休、休假等） 5. Performance evaluations are used as the basis for reward allocations. 绩效评估被用作奖励分配的基础。

级人力资源三级真题及答案

2010年5月企业人力资源管理师（三级）理论试题 第一部分职业道德(第1～25题，共25道题) 一、职业道德基础理论与知识部分 答题指导： ◆该部分均为选择题，每题均有四个备选项，其中单项选择题只有——个选项是正 确的，多项选择题有两个或两个以上选项是正确的。 ◆请根据题意的内容和要求答题，并在答题卡上将所选答案的相应字母涂黑。 ◆错选、少选、多选，则该题均不得分。 (一)单项选择题(第1～8题) 1、根据《公民道德建设实施纲要》，从业人员应该遵循“五项要求”是（）。 (A)爱国守法、明礼诚信、公道正派、服务群众、勇于奉献 (B)爱岗敬业、诚实守信、办事公德、服务群众、奉献社会 (C)爱岗敬业、诚实守信、办事公道、遵纪守法、奉献社会 (D)创新进取、遵纪守法、办事公道、服务群众、与时俱进 2、职业活动内在的道德准则是（）。 (A)民主、审慎、法制(B)忠诚、谨慎、人本 (C)忠诚、秩序、勤勉(D)忠诚、审慎、勤勉 3、日本拉链大王吉田忠雄说：“不为别人的利益着想，就不会有自己的繁荣。”从职业道德的角度看，这句话的真正意思是（）。 (A)别人要求怎么做，自己就要怎么做(B)知己知彼，百战不殆 (C)企业经营要善于说“对不起”(D)诚信是企业立足社会的道德资本 4、从业人员执行操作规程的步骤和要求是（）。 (A)牢记操作规程、演练操作规程、坚持操作规程 (B)背诵操作规程、了解操作规程、坚持操作规程 (C)牢记操作规程、改进操作规程、坚持操作规程 (D)牢记操作规程、演练操作规程、创新操作规程 5、日本丰田汽车公司长期奉行“少花钱多办事”的经营理念，节约成为丰田公司的文化、时尚和习惯。但近一个时期以来，丰田汽车公司却连续陷入了“召回门”泥潭，据分析，问题的产生或多或少与“节约”有关，这说明（）。 (A)“少花钱”是不能够做到或者做好“多办事”的 (B)产品缺陷来源于把“节约”作为经营理念的战略 (C)“节约”就是赚小便宜吃大亏 (D)把握节约有度的本质十分重要 6、职业道德规范——“合作”的特征是（）。

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 13Assessment 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] 谈判僵局 20 Behavior modeling [b??hevj?] ['m?d?l??]行为模拟 21 Behavior-based program 行为改变计划 22 Benchmarks [?bent??mɑ:ks] 基准 23 Benefit [?b?n?f?t] 福利 24 Bonus [?bo?n?s] 奖金 25 Business planning 企业规划 26 Candidate [?k?nd?d?t]申请求职者，候选人 27 Career anchor[k??r?r] [???k?]职业锚28 Career counseling [k??r?r] ['ka?ns?l??] 职业咨询 29 Career curves [k??r?r]['k?vz] 职业曲线 30 Career development 职业发展 31 career planning 职业生涯规 划 32 Cognitive ability [?kɑgn?t?v] [??b?l?ti] 认知能力 33 Commitment [k??m?tm?nt] 承诺， 义务 34 Communication skill 沟通技 巧 35 Compensable factor [k?m'pens?b?l][?f?kt?]报酬要素 36 Compensation [?kɑmpen?se??n]报酬， 补偿 37 Competency assessment 能力

人力资源三级真题及答案

2010年5月23日企业人力资源管理师（三级）真题及答案 2010年5月助理人力资源管理师（国家职业资格三级）考试试卷-理论试题 2010年5月人力资源和社会保障部 国家职业资格全国统一鉴定 职业：企业人力资源管理师 等级：国家职业资格三级 卷册一：职业道德 理论知识 注意事项： 1、考生应首先将自己的姓名、准考证号等用钢笔、圆珠笔等写在试卷侧和答题卡的相应位置上，并用铅笔填涂答题卡上的相应位置处。 2、考生同时应将本页右上角的科目代码填涂在答题卡右上角的相应位置处。 3、本试卷侧包括职业道德和理论知识两部分：第一部分，1~25小题，为职业道德试题。第二部分，26~125小题，为理论知识题。 4、每小题选出答案后，用铅笔将答题卡上对应题目的答案涂黑。如需改动，用橡皮擦干净后，再选涂其他答案，所有答案均不得答在试卷上。 5、考试结束时，考生务必将本卷侧和答题卡一并交给监考人员。 6、考生应按要求在答题卡上作答。如果不按标准要求进行填涂，则均属作答无效。地区： 姓名：准考证号：人力资源和社会保障部职业技能鉴定中心监制 第一部分职业道德(第1～25题，共25道题) 一、职业道德基础理论与知识部分 答题指导： ◆该部分均为选择题，每题均有四个备选项，其中单项选择题只有——个选项是正 确的，多项选择题有两个或两个以上选项是正确的。 ◆请根据题意的内容和要求答题，并在答题卡上将所选答案的相应字母涂黑。 ◆错选、少选、多选，则该题均不得分。 (一)单项选择题(第1～8题) 1、根据《公民道德建设实施纲要》，从业人员应该遵循“五项要求”是（）。 (A)爱国守法、明礼诚信、公道正派、服务群众、勇于奉献 (B)爱岗敬业、诚实守信、办事公德、服务群众、奉献社会 (C)爱岗敬业、诚实守信、办事公道、遵纪守法、奉献社会 (D)创新进取、遵纪守法、办事公道、服务群众、与时俱进 2、职业活动内在的道德准则是（）。 (A)民主、审慎、法制 (B)忠诚、谨慎、人本 (C)忠减、秩序、勤勉 (D)忠诚、审慎、勤勉 3、日本拉链大王吉田忠雄说：“不为别人的利益着想，就不会有自己的繁荣。”从职业道德的角度看，这句话的真正意思是（）。 (A)别人要求怎么做，自己就要怎么做 (B)知己知彼，百战不殆 (C)企业经营要善于说“对不起” (D)诚信是企业立足社会的道德资本

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 aspects of your management job. 2. Labor turnover rates provide a valuable means of the e ffectiveness 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 em ployees on how the organization views their performance. 6. The of the job analysis should be a training or learn ing specification. 7. Coaching is a personal technique designed to develop ind ividual 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 a me nu 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）

人力资源师三级考试试题及答案完整

人力资源管理师三级考纲 一、职业道德基础理论与知识部分。 (一)单项选择题(第1～8题) 1、关于道德的说法中，正确的是( )。 (A)道德内含着一种重要的精神力量(B)道德是尊长对晚辈、下属进行有效管理的要求 (C)道德不是“我”的要求。而是社会外加于“我”的规范(D)道德是无助者的呼唤 2、与法律比较，道德( )。 (A)比法律产生得时间晚(B)比法律的适用范围广 (C)比法律的社会影响力小(D)比法律模糊 3、在中国传统道德中．所谓“礼之用，和为贵”的意思是( )。 (A)扎法的运用，要把求得一团和气作为重点(B)道德的根本目的在于增进团结 (C)讲文明礼貌(D)以礼特人，促进和谐相处 4、企业文化的激励功能表现在( )。 (A)刺激人们的物质欲望，挖掘员工的潜能(B)通过引导人们追求个人荣誉，促进企业的发展(C)通过树立正确的职业理想．激发员工的积极性(D)满足员工的一切个性化需求，吸引员工为企业发展做贡献 5、关于爱岗敬业，理解正确的是( )。 (A)爱岗敬业是员工实现职业理想必不可少的素质要求 (B)在就业竞争激烈的条件下，为保住饭碗需要发扬爱岗敬业精神 (C)人们是为着自己而不是为着单位而工作的，爱岗敬业是欺人之谈 (D)无须倡导爱岗敬业精神．干一份工作拿一份报酬就可以了 6、英国思想家威廉?葛德文说：“个人习惯于说他明明知道的假话，或者掩盖他明明知道的真相，必定处于一种不断堕 落的状态之中。”这句话的意思是( )。 (A)说假话是人的天性(B)人说假话时，一般不知道自己是在说假话 (C)人们知道事情的真相，但总想掩盖起来(D)说假话是一个人道德堕落的开始 7、所谓办事公道，意思是( )。 (A)作风正派，公平正义(B)老实厚道，诚恳待人 (C)一视同仁，不留情面(D)折中骑墙，平均对待 8、关于节俭，正确的说法是( )。 (A)节俭既是道德义务，也是法律要求(B)节俭是一种精神，在具体事务上可以有所不同(C)节俭是吝啬的表现(D)由于生产发展，节俭在当代中国已经失去了必要性 (二)多项选择题(第9～16题) 9、企业价值观是企业人员共同活动的( )。 (A)价值取向(B)文化定势(C)心理趋向(D)表层意识 10、对从业人员来说，“尊老爱幼”这一民族传统美德包括( )。 (A)没有必要提倡而且在工作中无法具体体现的(B)建立和谐的人际关系．顺利开展职业活动必不可少的因素

人力资源三级考试试题基础知识

2009年5月人力资源三级考试试题 第一部分职业道德 (第1—25题,共25道题) 一、职业首先基础理论与知识部分 (一)单项选择题(第1—8题) 1、《公民道德建设实施纲要》提出的从业人员都应该遵循的基本要求就是( )。 (A)有岗敬业、诚实守信、办事公道、服务群众、奉献社会 (B)敬业奉献、诚实守信、崇尚科学、开拓创新、服务人民 (C)热爱祖国、热爱人民、热爱劳动、热爱科学、热爱集体 (D)以人为本、全面协调、持续发展、岗位成才、服务社会 2、职业活动内在的道德准则就是()。 (A)守法、自律、严谨 (B)忠诚、审慎、勤勉 (C)科学、民主、自由 (D)自由、平等、博爱 3、下列关于创新的说法中,正确的就是()。 (A)创新需要勇气,要敢于冒天下之大不韪 (B)创新非人人可为,只有高级专业技术人才才能做到创新 (C)创新就是对前人的继承与发展,既要崇拜前人又要不断否定前人 (D)创新需要发散性思维,敢于标新立异 4、下列关于“慎独”的理解中,正确的就是()。 (A)克制自己不要沉湎于某一事物之中,以免玩物丧志 (B)越就是无人监督,越要严格要求自己 (C)要时刻保持谦虚谨慎的作风 (D)保持自己的独立人格 5、IBM公司招聘员工时,最为瞧重的职业道德素质就是()。 (A)公道意识 (B)敬业精神 (C)合作精神 (D)服务意识 6、我国社会主义道德的核心就是()。 (A)集体主义 (B)为人民服务 (C)爱岗敬业 (D)开拓创新 7、诚信的基本特征就是()。 (A)通识性、智慧性、止损性、资质性(B)双向性、对等性、资质性、惩罚性 (C)社会性、共识性,双向性、对等性(D)单向性、前置性、智慧性、要约性 8、从业人员践人“公道”规范的基本要求就是()。 (A)平等待人、公私分明、坚持原则、追求真理 (B)团结同志、防微杜渐、以人为本、共同进步 (C)坚持原则、不近人情、无私无畏、敢于牺牲 (D)崇尚科学、坚持真理、童叟无欺、人人平等 (二)多项选择题(第9—16题) 9、下列关于职业化的说法中,正确的就是()。 (A)职业化就是提高个人与组织竞争力的必由之路 (B)职业化就是全球职场的通用语言与职场文化

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

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]

人力三级专业英语试卷1

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. 6. The of the job analysis should be a training or learning specification. 7. Coaching is a personal technique designed to develop individual skills, know ledge, and attitudes. 8.Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards. 9.Flexible benefits allow employees to pick and choose from among a menu of options. 10. China’s economic reformers have u sed 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

人力资源管理师三级考试真题及答案

2009年5月三级人力资源管理师 考试真题 第一部分职业道德（第1-25题，共25道题） 一、职业道德基础理论与知识部分 （一）单项选择题（第1-8 题） 1、<<公民道德建设实施纲要>>提出的从业人员都应该遵循的基本要求是（）。（A）爱岗敬业、诚实守信、办事公道、服务群众、奉献社会 （B）敬业奉献、诚实守信、崇尚科学、开拓创新、服务人民 （C）热爱祖国、热爱人民、热爱劳动、热爱科学、热爱集体 （D）以人为本、全面协调、持续发展、岗位成才、服务社会 2、职业活动内在道德准则是（）。（A）守法、自律、严谨（B）忠诚、审慎、勤勉（C）科学、民主、自由（D）自由、平等、博爱 3、下列关于创新的说法中,正确的是（）。 （A）创新需要勇气，要敢于冒天下之大不韪 （B）创新非人人可为，只有高级专业技术人才才能做到创新 （C）创新是对前人的继承和发展，既要崇拜前人又要不断否定前人 （D）创新需要发散思维，敢于标新立异 4、下列关于“慎独”的理解中，正确的是（）。 （A）克制自己不要沉湎于一事物之中，以免玩物丧志（B）越是无人监督，越要严格要求自己 （C）要时刻保持谦虚谨慎的作风（D）保持自己的独立人格 5、IBM公司招聘员工时，最为重要的职业道德素质是（）。 （A）公道意识（B）敬业精神（C）合作精神（D）服务意识6、我国社会主义道德的核心是（）。（A）集体主义（B）为人民服务（C）爱岗敬业（D）开拓创新 7、诚信的基本特征是（）。 （A）通识性、智慧性、止损性、资质性（B）双向性、对等性、资质性、惩罚性（C）社会性、共识性、双向性、对等性（D）单向性、前置性、智慧性、要约性 8、从业人员践行“公道”规范的基本要求是（）。 （A）平等待人、公私分明、坚持原则、追求真理（B）团结同志、防微杜渐、以人为本、共同进步 （C）坚持原则、不近人情、无私无畏、敢于牺牲（D）崇尚科学、坚持真理、童叟无欺、人人平等 （二）多项选择题（第9—16题） 9、下列关于职业化的说法中，正确的是（）。 （A）职业化是提高个人和组织竞争力的必由之路（B）职业化是全球职场的通用语言和职场文化 （C）职业化是新型劳动的核心内容（D）职业化要求依靠直觉和灵活应变来适应职场变化 10、提高职业技能要端正态度是( )。（A）踏实肯干（B）默默无闻（C）实事求是（D）谦虚谨慎 11、“终身学习”理念提出的主要依据是（）。 （A）低学历人员需要长时间学习才能弥补所欠缺知识 （B）由于科技快速发展和知识爆炸，所以要通过学习才能适应时代发展的要求 （C）因为还没有达到成功人士的地步，所以要通过学习来实现目标 （D）学习是增强从业人员职场竞争力和企业市场竞争力的动力和源泉 12、“敬业”的基本要求包括（）。（A）回报（B）主动（C）务实（D）持久 13、从业人员践行职业纪律的要求包括（）。 （A）学习岗位规则（B）执行操作规程

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。

人力资源三级英语

Because of the progress of technology, human resource managers are better also to service the needs of their colleagues and their employer. As Human Resource Manager, the challenges posed to them in the age of advancing technology are great and each manager must utilize the resources available to them in order to perform their functions effectively. HR personnel must constantly keep up to date with change and therefore must experience on going training to keep abreast with development. A wonderful resource is internet and here at this venue, managers are able to obtain current information on technological changes through web-based training. In today’s society, everything now is computer based. Standard systems have been developed to record and store information. Programs have been designed to analyze inputted information thereby giving the HR professional a wide variety of information. Information is easy to store and easily accesses. Emailing is now a necessity. Instantaneous communication is possible not only with words but with sound and picture. It is easy to interface with employees, colleagues, and business partners and associates. It is apparent that technology will continue to grow at a rapid pace. It is the responsibility of the Human Resource Personnel to be aware of these changes and their implication for their department. Training and computer learning are essential if the HR Manager hopes to continue as a professional and contributing worker. ●According to the passage, who do not the human resource managers service to ______? A.the co-workers B.the customers C.the line manager D.the senior management ●What is not the element of the instantaneous communication? ______ A.Photo B.Music C.Text D.Smell ●According to the passage, the author might most likely disagree that ____. A.Managers can obtain current information on technological changes trough web-based training. B.Programs have been designed to analyze inputted information. C.Email is difficult to interface with employees, colleagues, and business partners and associates. D.Training and computer learning are essential if the HR Manager hopes to continues as a professional and contributing worker.

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?]