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2019年5月四级人力资源管理师考试真题参考答案共25页word资料

2019年5月四级人力资源管理师考试真题参考答案共25页word资料
2019年5月四级人力资源管理师考试真题参考答案共25页word资料

2019年5月劳动和社会保障部

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:国家职业资格四级

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、准考证号用等用钢笔、圆珠笔等写在试卷册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。

3、本试卷册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,为理论知识试题。

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,再选涂其它答案。所有答案均不得答在试卷上。

5、考试结束时,考生务必将本卷册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:__________________________________________

第一部分职业道德

(第1~25题,共25道题)

一、职业道德理论与知识部分

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一个是正确的,

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. 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)道德不是无助者的呼唤

2. 与法律相比,道德()。

(A)比法律产生的时间晚(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)礼法的运用,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,没有高低贵贱之分

(D)以礼待人,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,干一份工作拿一份报酬就可以了

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:“一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,在具体事物上可以有所不同

(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

(C)我国宪法规定的每个公民应该履行的一项义务

(D)加强个人修养、促进个人进步的精神力量

11. ()等言语,属于职业禁语。

(A)“刚才和你说过了,怎么还问”(B)“不是告诉你了,怎么还不明白”

(C)“到底要不要,想好了没有”(D)“不知道”

12. 和顾客发生争执时,员工不恰当的做法有()。

(A)和对方讲道理,注意克制自己(B)如果对方先骂自己,自己也可以骂对方(C)蔑视对方,不和对方一般见识(D)为了不使矛盾升级,走开

13. 关于职业责任,说法正确的有()。

(A)职业责任是执业的内在规定

(B)如果公司不能满足员工提出的待遇要求,员工可以不履行责任

(C)职业责任必须是明文规定的内容

(D)在一般情况下,权利越大,职业责任也越大

14. 对于顾客投诉,做法正确的有()。

(A)礼貌接待(B)耐心倾听

(C)诚意道歉(D)查找起因,认真解决问题

15. 关于遵纪守法,看法正确的有()。

(A)只要没有违法犯罪的动机,即使不懂法也能够做到守法

(B)学法的人未必守法,因此,从业人员没有必要学法

(C)只有不断学法、用法,才能提高从业人员遵纪守法的自觉性

(D)合理运用法律武器,有助于从业人员维护自身的合法权益

16. ()等说法,体现了团结互助的要求。

(A)一双筷子容易折,十双筷子折就难(B)同舟共济,荣辱与共

(C)两肋插刀,在所不辞(D)赠人玫瑰,手留余香

二、职业道德个人表现部分(第17~25题)

答题指导:

◆该部分均为选择题,每题均有四个备选项,您只能根据自己的实际状况选择其中

一个选项作为您的答案。

◆请在答题卡上将所选答案的相应字母涂黑。

17. 如果工作场所内的自然光线充足,你会()。

(A)关闭电灯

(B)多数情况下会关闭电灯

(C)因为没有这方面的规定,关或不关闭电灯就无所谓了

(D)没有注意过

18. 单位总是要求员工周末加班,你很不情愿。但单位的事情实在是太多,如果没有人愿意加班,客户要求在限定时间内完成的定货任务就无法完成。你会()。

(A)虽然不情愿,但还是接受了

(B)反映自己的看法,但在没有回应前会遵守规定

(C)直接拒绝

(D)找理由推托加班

19. 如果你的某个同事总是表现出难以接受别人批评的样子,而且他的缺点有很多,你会()。

(A)委婉地指出他的缺点,要他以后注意改进

(B)避免和他接触

(C)绝不会指出他的缺点

(D)敢于批评他,表达自己的真诚愿望

20. 你几次向公司领导提出合理化建议,都未被采纳,你会()。

(A)找机会再次提出自己的建议,直到领导重视起来为止

(B)把建议写成书面报告,再次向领导推荐

(C)找几个人商量一下,形成一个集体意见,再向上反映

(D)以后再也不会提出意见或建议了

21. 公司的某件物品丢失,领导查找几次未有结果。你从各方面获得的线索表明,这件事情很有可能是某某同事干的。你会()。

(A)找某某谈心,让他主动承担责任

(B)闷在心里,佯装不知

(C)向上司报告自己所了解到的情况

(D)仔细研究,向公司领导提出加强物品管理的新办法

22. 在公司里工作,你一般最信得过的人是()。

(A)上司(B)同学或老乡

(C)自己在公司里结识的几个朋友(D)没有值得信任的人

23. 由于某著名品牌的食品企业弄虚作假,被媒体连续暴光,你会()。

(A)不再相信食品是安全的(B)吃东西时,总是感觉不放心

(C)不把这当回事(D)不再吃这家企业的食品

24. 如果公司长期拖欠你的工资,你会()。

(A)无奈(B)离开这家公司

(C)继续找领导索要(D)打官司解决

25. 如果就你目前的工作状况来看,你最希望解决的问题是()。

(A)改变工作条件问题(B)公司用人问题

(C)公司的分配机制问题(D)自己的学习和培训问题

第二部分理论知识

(26~125题,共100道题,满分为100分)

一、单项选择题(26~85题,每题1分,共60分。每小题只有一个最恰当的答案,请

在答题卡上将所选答案的相应字母涂黑)

26. 劳动力供给弹性是( C )变动对工资率变动的反应程度。

(A)劳动力需求量(B)劳动力需求增长量

(C)劳动力供给量(D)劳动力供给增长量

27. 实际工资计算公式是( B )。

(A)货币工资/ 价格(B)货币工资/ 价格指数

(C)货币工资X 价格(D)货币工资X 价格指数

28. 劳动者在就业岗位之间的变换所形成的失业,称为( A )。

(A)摩擦性失业(B)技术性失业

(C)结构性失业(D)季节性失业

29. 劳动法的首要原则是( C )。

(A)保障报酬权(B)保障物质帮助权

(C)保障劳动者的劳动权(D)保障休息休假权

30. 不属于社会保险特征的是( A )。

(A)自由性(B)社会性

(C)互济性(D)补偿性

31. ( A )是劳动法最主要的表现形式。

(A)劳动法律(B)宪法

(C)劳动规章(D)国务院劳动行政法规

32. ①宪法、②劳动法律、③行政法规,按照法律效力从高到低进行排序,正确的是( A )。

(A)①②③(B)③①②

(C)①③②(D)②①③

33. 企业战略是指企业为了适应未来环境的变化,寻求长期生存和稳定发展而制定的( A )的谋划与方略。

(A)总体性和长远性(B)总体性与全局性

(C)全局性与系统性(D)长远性与风险性

34. 当经营安全率低于( A )时,企业就要做出提高经营安全率的决策。

(A)20%(B)30%

(C)40%(D)50%

35. 决策树的分析程序包括①剪枝决策;②计算期望值;③绘制树形图。排序正确的是( B )。

(A)①②③(B)③②①

(C)③①②(D)①③②

36.( A )提供的产品不可储存、无法转售,且不可触知。

(A)服务市场(B)商品市场

(C)技术市场(D)金融市场

37. ( C )是指员工对自己的工作所抱有的一般性的满足与否的态度。

(A)工作成就(B)工作绩效

(C)工作满意度(D)工作态度

38. ( C )是指最先的印象对人的知觉产生的强烈影响。

(A)光环效应(B)投射效应

(C)首因效应(D)刻板印象

39.( C )认为,领导者的主要任务是提供必要的支持以帮助下属达到他们的目标,并确保他们的目标与群体和组织的目标相互配合、协调一致。

(A)费德勒权变模型(B)参与模型

(C)路径—目标理论(D)情境领导理论

40.( B )是心理测量的工具,它是测量一个行为样本的系统程序。

(A)物理测量(B)心理测验

(C)物理测验(D)情商测验

41. 下列不符合人本管理思想的是(D )。

(A)完善人(B)开发人

(C)发展人(D)约束人

42. 从管理形式上看,现代人力资源管理是( C )。

(A)静态管理(B)权变管理

(C)动态管理(D)权威管理

43. 从管理层次上看,现代人力资源管理部门( C )。

(A)处于操作层(B)只是上级的执行部门

(C)处于决策层(D)很少参与企业的决策

44. 直线制又称( C ),是一种最简单的集权制组织结构形式。

(A)集权制结构(B)分权制结构

(C)军队式结构(D)上下式结构

45.( B )是指必须完成的与职务相称的工作义务。

(A)权限(B)责任

(C)职业(D)职能

46. 工作岗位研究特点不包括( B )。

(A)对象性(B)客观性

(C)综合性(D)应用性

47. 在岗位研究中,( A )是构成岗位的前提和基础。

(A)工作(B)职位

(C)职责(D)任务

48. 岗位写实的对象是( D )。

(A)工作行为(B)工作内容

(C)集体(D)员工操作的设备

49. ( C )是指一定时期内对整个企业或某部门在职员工按照一定标准所进行的构成统计。

(A)平均人数统计(B)企业员工人数统计

(C)企业员工结构统计(D)企业员工构成统计

50. 由于等待图纸和设计更改等原因造成的员工无法从事生产活动的时间属于( D )。

(A)非生产时间(B)缺勤时间

(C)制度内从事本职劳动时间(D)停工时间

51.( A )亦称出勤时间利用率,它反映了员工在出勤时间内实际工作工时及其被利用情况。

(A)作业率(B)制度工时利用率

(C)工作日利用率(D)生产工时利用率

52.( C )主要用于衡量工人的生产成绩,核算和平衡企业的生产能力,核算产品成本等。

(A)计划定额(B)不变定额

(C)现行定额(D)设计定额

53. 人力资源管理的首要环节是( A )。

(A)人员招聘(B)招募

(C)人员配置(D)人力资源规划

54.( D )以能岗匹配原理为理论基础,对传统体制下“终身制”的劳动人事制度产生了巨大冲击。

(A)绩效管理(B)择优录用

(C)培训开发(D)竟聘上岗

55. 学校招聘的优点是( D )。

(A)适应快(B)选拔准确性高

(C)激励性强(D)学生的可塑性强

56. 招聘工作一般是从( C )的提出和确定开始的。

(A)招聘岗位(B)招聘计划

(C)招聘需求(D)招聘人员

57. 招聘广告的设计原则不包括( A )。

(A)广泛宣传(B)激发读者的兴趣

(C)创造求职的愿望(D)促使求职的行动

58.( D )一般由招聘单位的人力资源部门设计,应聘人员在求职时自己填写。

(A)个人简历(B)加权测评表

(C)个人履历(D)招聘申请表

59. 企业员工培训应服从企业的整体发展战略,为( A )而培训,而不是为培训而培训。

(A)达成企业发展目标(B)提高企业自身素质

(C)解决现实存在问题(D)提高员工工作绩效

60. 进入实质性培训工作的第一步是( D )。

(A)实施培训(B)需求分析

(C)编制培训计划(D)教学设计

61. 在入职教育中,由新员工的直接上级执行( D )。

(A)专业性指导(B)个别性指导

(C)基础性指导(D)特定性指导

62. 管理人员教程培训四级培训的培训对象是( A )。

(A)具有管理潜能的员工(B)具有较高潜力的初级管理人员

(C)负责核心流程的管理人员(D)管理业务并对其业绩全权负责者

63. 人力资源的开发成本不包括( D )。

(A)人员定向成本(B)在职培训成本

(C)脱产培训成本(D)人员招募成本

64. 根据培训范围的不同,培训可以分为单项培训和( D )。

(A)脱产培训(B)岗前培训

(C)在岗培训(D)全员培训

65. 绩效的( B )说明员工的绩效随着时间的推移会发生变化。

(A)发展性(B)动态性

(C)多维性(D)多因性

66. ( B )是指测量员工的工作能力、态度、行为与成果的准确性程度。

(A)绩效管理的信度(B)绩效管理的效度

(C)绩效管理的评价标准(D)绩效管理的要求

67. 发现员工的特点,并根据特点决定培养方向和使用方法,充分发挥个人长处,将个人与组织的发展目标有效结合,这体现了绩效管理的( B )。

(A)规范功能(B)发展功能

(C)沟通功能(D)激励功能

68. 关于人力资源部门在绩效管理方面的管理责任的表述不正确的是( D )。

(A)收集反馈信息

(B)培训实施绩效管理的人员

(C)在本部门认真执行绩效管理制度,起到示范作用

(D)根据人力资源开发计划制定相应的绩效管理内容

69. 绩效考评的内容不包括( D )。

(A)能力考评(B)态度考评

(C)业绩考评(D)背景考评

70. 不属于按具体形式区分的考评方法的是( D )。

(A)书面法(B)量表评定法

(C)混合标准尺度法(D)行为量表法

71. 员工为企业提供劳动而得到的各种货币与实物报酬的总和称为( B )。

(A)福利(B)薪酬

(C)工资(D)薪资

72. ( A )是指单位劳动时间的最低工资数额。

(A)最低工资率(B)最低工资标准

(C)最低工资额(D)最低平均工资

73. 对最低工资描述正确的是( A )。

(A)可以按月、周、日、小时确定(B)加班费是构成最低工资的一部分

(C)所有地区实行统一的最低工资率(D)所有行业实行统一的最低工资率

74.( C )的工种不适合采用技术等级工资制。

(A)劳动熟练程度差别大(B)技术复杂程度高

(C)劳动熟练程度差别小(D)工作物等级不同

75. 工资结构线愈平稳,各岗位等级之间薪酬差距( B )。

(A)愈大(B)愈小

(C)不变(D)不确定

76. 单位依法安排小王在1月1日加班一天,则小王该天的工资应不低于劳动合同规定日工资标准的( D )。

(A)100% (B)150%

(C)200% (D)300%

77. 企业缴纳基本养老保险费的比例一般不得超过企业工资总额的( C )。

(A)10% (B)15%

(C)20% (D)25%

78. ( B )属于直接薪酬。

(A)社会保险(B)基本薪酬

(C)额外津贴(D)非工作日工资

79.( B )不是计件工资制的组成部分。

(A)计件单价(B)劳动生产率

(C)劳动定额(D)工作物等级

80. 劳动合同中约定的试用期的期限( A )。

(A)最长不得超过6个月(B)平等协商确定

(C)按合同期限的1/12确定(D)按合同期限的一定比例确定

81.( D )是劳动者与用人单位确立劳动关系、明确双方权利义务的协议。

(A)专项协议(B)劳动关系

(C)劳务协议(D)劳动合同

82. 劳动合同包括法定条款和约定条款,( C )不属于法定条款内容。

(A)社会保险(B)劳动保护和劳动条件

(C)保密事项(D)劳动纪律

83. 劳动合同双方当事人就已经订立的合同条款达成修改或补充的法律行为称为( B )。

(A)劳动合同的订立(B)劳动合同的变更

(C)劳动合同的解除(D)劳动合同的终止

84.( D )不属于劳动关系的特征。

(A)内容是劳动(B)隶属性

(C)平等性(D)协调性

85. 劳动合同订立的基本原则不包括( D )。

(A)平等原则(B)自愿原则

(C)协商一致原则(D)全面原则

二、多项选择题(86~125题,每题1分,共40分。每题有多个答案正确,请在答题卡

上将所选答案的相应字母涂黑。错选、少选、多选,均不得分)

86. 劳动经济学的研究对象包括(AB )。

(A)劳动力市场现象(B)劳动力市场运行规律

(C)劳动力供给与需求(D)资本市场

(E)就业与失业

87. 劳动力市场均衡的意义有(ABC )。

(A)充分就业(B)同质劳动力获得同样的工资

(C)劳动力资源的最优分配(D)体现工资差异

(E)增大工资总额

88. 福利的支付方式为(BC )。

(A)当期支付(B)实物支付

(C)延期支付(D)支票支付

(E)现金支付

89. 劳动权保障具体体现为(BDE )。

(A)平等就业权(B)基本保护

(C)自由择业权(D)全面保护

(E)优先保护

90. 劳动关系民主化原则的内容包括(ABCDE )。

(A)参加和组织工会的权利(B)平等协商的权利

(C)集体协商权(D)共同决定权

(E)知情权

91. 企业外部环境调研的方法主要有(ABE )。

(A)获取口头信息(B)获取书面信息

(C)外部环境预测(D)获取电话信息

(E)专题性调研

92. 影响销售渠道选择的因素有(ABCDE )。

(A)产品因素(B)市场因素

(C)企业因素(D)国家法律约束

(E)中间商的特性

93. 社会知觉效应的主要类型有(ABCDE )。

(A)首因效应(B)光环效应

(C)投射效应(D)对比效应

(E)刻板印象

94. 组织公正与报酬分配要求(ABC )。

(A)分配公平(B)程序公平

(C)互动公平(D)法律公平

(E)组织公平

95. 下列对人力资本的理解正确的是(ABCDE )。

(A)人力资本具有创造性(B)人力资本具有时效性

(C)人力资本具有累积性(D)人力资本具有收益性

(E)人力资本具有个体差异性

96.(AC )说明了人力资源开发目标的多元性。

(A)社会发展需要的多元性(B)不同员工的发展需求不同(C)个体发展需要的多元性(D)员工的发展需求可能改变

(E)现有培训机构的多元化

97. 员工技能开发的具体内容包括(CDE )。

(A)激励(B)发展

(C)教育(D)培养

(E)训练

98. 企业人力资源规划的内容包括(ABDE )。

(A)战略规划(B)组织规划

(C)企业组织变革规划(D)人员规划

(E)人力资源费用规划

99. 信息采集和处理的基本原则包括(ABDE )。

(A)准确性原则(B)系统性原则

(C)标准化原则(D)及时性原则

(E)经济性原则

100. 在信息收集过程中,属于询问法的方法有(ABCE )。

(A)当面调查询问法(B)电话调查法

(C)会议调查询问法(D)行为记录法

(E)邮寄调查法

101. 工作岗位调查的目的包括(BCDE )。

(A)为进行岗位设置提供依据(B)为制定各种人事文件提供资料

(C)为改进工作岗位提供信息(D)为岗位评价与岗位分类提供必要依据(E)收集有关信息,以便对岗位进行描述

102. 根据岗位调查对象的不同,岗位写实可区分为(ABCE )。

(A)个人岗位写实(B)工组岗位写实

(C)多机台看管写实(D)一般岗位写实

(E)自我岗位写实

103. 人工成本的具体内容包括(BDE )。

(A)培训费用(B)工资项目

(C)招聘费用(D)保险福利项目

(E)非奖励基金的奖金

104. 设计和撰写招聘广告应该注意(CDE )。

(A)全面性(B)系统性

(C)真实性(D)合法性

(E)简洁性

105. 企业人员选拔意义体现在,它能够(ABC )。

(A)保证组织得到高额回报(B)降低员工的辞退率与辞职率(C)为员工提供公平竞争的机会(D)保证人力资源的合理配置(E)有效激励员工

106.(ABC )是背景调查的内容。

(A)应聘者的教育状况(B)应聘者的工作经历

(C)应聘者的个人品质(D)应聘者的工作能力

(E)应聘者的个人生活

107. 人员录用的原则包括(BCDE )。

(A)以人为本原则(B)因事择人原则

(C)任人唯贤原则(D)用人不疑原则

(E)严爱相济原则

108. 员工培训的原则包括(ABCDE )。

(A)高层管理者的支持(B)培训机构的设置

(C)合格的培训师资(D)足额的培训经费

(E)完整的培训工作记录

109. 员工手册的内容包括(ABCDE )。

(A)概括介绍本公司(B)企业文化

(C)组织结构(D)部门职责

(E)政策规定

110. 培训过程中,决定教室布置的因素有(ACDE )。

(A)参训者人数(B)培训成本预算

(C)课程正式程度(D)课程控制程度

(E)培训活动形式

111. 现场培训的具体方法包括(ABDE )。

(A)工作指导法(B)工作轮换法

(C)一般任务法(D)个别指导法

(E)特别任务法

112. 目标管理法的优点包括(ACD )。

(A)结果易于观测(B)易于进行部门间绩效的横向比较

(C)个人、组织目标保持一致(D)适合对员工提供建议反馈和辅导

(E)为晋升决策提供依据

113. 集中归档的优点有(ABCE )。

(A)避免考评资料的重复(B)只需要一种存档程序

(C)工作人员能提供质量更好的服务(D)一种存档制度能满足各部门的需求(E)不会出现积压、等待归档的考评资料

114. 绩效管理系统设计的五阶段法认为,绩效管理作为一个完整系统,应由(ABCDE )组成。

(A)绩效计划(B)绩效沟通

(C)绩效考评(D)绩效诊断

(E)绩效总结

115. 一个完备的绩效管理系统,应当对(ABCDE )做出明确规定。

(A)绩效考评的考评标准(B)绩效管理的方向

(C)绩效考评的指标体系(D)实施考评的期限

(E)绩效考评结果反馈的步骤

116. 企业薪酬制度分析的主要内容包括(ABCDE )。

(A)企业薪酬总额分析(B)企业各员工的薪酬分析

(C)企业薪酬制度分析(D)员工薪酬意识分析

(E)企业薪酬策略分析

117. 选择企业的工资制度形式时,一般应考虑的因素有(ABCE )。

(A)企业的盈利水平(B)企业所处行业的发展进度

(C)企业规模(D)地区及行业的薪酬水平

(E)工资管理成本

118. 奖金的特点有(BCDE )。

(A)特殊性(B)单一性

(C)灵活性(D)及时性

(E)政治荣誉性

119. 根据《中华人民共和国个人所得税法》,下列项目中须缴纳个人所得税的有(ABCDE )。

(A)工资、薪金所得(B)经营所得

(C)财产租赁和转让所得(D)特许权使用费所得

(E)偶然所得

120. 法定福利包括(BCD )。

(A)工作午餐(B)社会保险

(C)工资性津贴(D)法定带薪假日

(E)子女医疗费补贴

121. 我国社会保险的基本险种是(ABCDE )。

(A)医疗保险(B)工伤保险

(C)养老保险(D)生育保险

(E)失业保险

122. 下列属于劳动合同履行特殊规则的是(ACE )。

(A)履行不明确条款的规则(B)亲自履行的规则

(C)向第三人履行的规则(D)协作履行的规则

(E)履行约定之外劳动给付的规则

123. 如果合同属于部分条款无效,其余部分仍然有效,劳动合同的无效由(DE )确认。

(A)双方当事人协商(B)企业上级主管部门

(C)工会或职代会(D)劳动争议仲裁委员会

(E)人民法院

124.(CD )情形属于自然终止劳动合同。

(A)不可抗力导致劳动合同无法履行(B)劳动关系主体一方消灭

(C)定期劳动合同到期(D)劳动者退休

(E)劳动合同主体一方毁约

125. 劳动合同管理台账一般包括(ABCDE )。

(A)员工登记表(B)员工统计表

(C)员工培训台账(D)岗位(专项)协议台账

(E)医疗期台账

2019年5月劳动和社会保障部

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:国家职业资格四级

卷册二:操作技能

注意事项:1、请按要求在试卷的封标处填写您的姓名、准考证号、身份证号和所在地区。

2、请仔细阅读各种题目的回答要求,并在规定的位置填写您的答案。

3、请保持卷面整洁,不要在试卷上作任何与答题无关的标记,也不得在标

封区填写无关的内容。

一、简答题(本项共3题,第1小题9分,第2小题10分,第3小题11分,共30分)

1. 请简述企业员工培训的原则。(9分)

答:黄皮书P125-126。

1)战略性原则

2)长期性原则

3)按需培训原则

4)实践培训原则

5)多样性培训原则

6)企业与员工共同发展原则

7)全员培训与重点培训结合原则

8)反馈与强化培训效果的原则

9)注重投入提高效益原则

2. 绩效管理对企业和员工而言,具有哪些功能?(10分)

答:黄皮书P198-200.

绩效管理的功能有:

a)对企业的贡献:诊断功能;监测功能;导向功能;竞争功能

b)对员工个人的贡献:激励功能;规范功能;发展功能;控制功能;沟通功能

c)其他功能:一个完善的绩效管理系统可以得到完备的绩效考核评价数据和资料,从

而为剖析现有人力资源在数量和质量上的优势和劣势,建立各类人力资源的接替模

型提供准确的依据;在评价一个员工的优缺点和确定其潜能方面具有重要的意义;

还可以为调整劳动关系提供技术支持;还可以解释组织中存在的问题,为企业生产

经营管理诊断活动提供重要的依据。

3. 请简述工作岗位写实的基本程序。(11分)

答:工作岗位写实是指岗位调查者对被调查者的工作过程进行全面观察、记录和分析的信息采集方法。其基本程序为:

(一)岗位写实前的准备工作

1.根据岗位写实的目的,确定岗位写实的对象。

1)确定写实人员,并明确其工作职责。

2)根据岗位写实的目的,确认写实的对象。

2.进行初步岗位调查。

3.制定出写实工作计划,规定好具体的写实程序和步骤,设计出写实调查表,做好书

写板、计时器等所需仪器的准备工作,明确规定划分工作事项的标准,以及各类工

时消耗的代号、编码,以便于登记记录数据资料。

4.培训写实人员,使其熟练掌握岗位写实的技术技巧。

5.写实人员要把写实的意图和要求向被调查者解释清楚,使其积极配合,全力协助写

实人员完成信息的采集工作。

(二)实地观察记录

(三)写实资料的整理汇总

二、计算题(本项共2题,第1小题10分,第2小题22分,共32分。先根据题意进行计

算,然后进行必要分析,只有计算结果没有计算过程不得分)

1.某公司于2007年2月10日成立,在职员工100人。由于业务需要,该公司于3月份开

展招聘工作,4月1日正式录用新员工40人,4月15日正式录用新员工20人。已知该公司自成立之日起,没有出现人员离职现象。请计算该公司2月、3月和4月份的月平均人数。(10分)

解:该公司2月份的月平均人数= 100 * 19 / 18 = 68人

该公司3月份的月平均人数= 100人

该公司4月份的月平均人数= [(100 + 40)*14 + (100 + 40 + 20) * (30 - 14)] / 30 = 151人

历年英语四级真题及答案详解

2009年6月英语四级考试真题与答案真题: Part I Writing (30 minutes) Directions: F or this part, you are allowed 30 minute to write a short essay on the topic of students selecting their lectures. You should write at least 120 words following the outline given bellow: 1. 越来越多的博物馆免费对外开放的目的是什么? 2. 也会带来一些问题 3. 你的看法? Free admission to museums Part II Reading Comprehension (Skimming and Scanning) (15 minutes) Directions: In this part, you will have 15 minutes to go over the passage quickly and answer the questions on Answer Sheet 1.For questions 1-7, choose the best answer from the four choices marked A),B),C) and D). For questions 8-10, complete the

sentences with the information given in the passage. How Do You See Diversity? As a manager, Tiffany is responsible for interviewing applicants for some of the positions with her company .During one interview, she noticed that the candidate never made direct eye contact. She was puzzled and somewhat disappointed because she liked the individual otherwise. He had a perfect resume and gave good responses to her questions, but the fact that he never looked her in the eye said “untrustworthy,” so she decided to offer the job to her second choice. “It wasn’t until I attended a diversity workshop that I realized the person we passed over was the perfect person,” Tiffany confesses. What she hadn’t known at the time of the interview was that the candidate’s “different” behavior was simply a cultural misunde rstanding . He was an Asian-American raised in a household where respect for those in authority was shown by averting(避开) your eyes. “I was just thrown off by the lack of ye contact; not realizing it was cultural,” Tiffany says. “I missed out ,but will not miss that opportunity again.” Many of us have had similar encounters with behaviors we perceive

大学英语四级考试真题及答案.doc

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