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2019下半年山东四级人力资源管理师真题及答案

2019下半年山东四级人力资源管理师真题及答案
2019下半年山东四级人力资源管理师真题及答案

2019下半年山东四级人力资源管理师真题及答案(网友版)

理论知识:

1、整个时间资源的总量,是员工工作时间的自然极限的是()。

A.日历时间

B.制度工作时间

C.出勤时间

D.实际公休时间

参考答案:A

2、不属于询问法的调查方法是(。) 会议调查法A. B.电话调查法C.问卷调查法D.表现记录法D

参考答案:)。3、劳动定额的种类有(

计划定额A. 过去定额B. C.现行定额活动定额D. E.设计定额ACE 参考答案:专业技能:简答题:人力资源规划内容1.

答:人力资源规划内容:

(1)战略规划

(2)组织规划

(3)企业人力资源管理制度规划

(4)人员规划

(5)人力资源费用规划

2.要素记点法的步骤

答:要素记点法的操作步骤:

(1)确定岗位系列

(2)搜集岗位信息

(3)选择评价要素

(4)定义评价要素

(5)确定要素等级

(6)确定各要素的权重

(7)确定各要素及各要素等级的点值

3.绩效考评的作用

答:通过绩效考评可以发挥以下作用:

(1)上级主管不必介入到所有具体事务中

(2)通过赋予员工必要的知识来带助他们进行合理的自我决策,从而节省管理者的时间。

(3)减少员工之间因职责不明而产生的误解,减少出现当上级主管需要信息时没有信息的局面。

(4)通过帮助员工找到效率低下的原因,以减少错误和偏差(包括重复出错的问。同时,额效考评还能使员工得到有关他们工作业绩和工作现状的反馈。)题.(5)通过定期的交流,员工不但对自己的长处有了全面的正确的估价,也能清醒、冷静地面对自己的不足和缺陷,从面激发他们劳动的积极性、主动性。

计算题:

求月平均人数和季平均人数

月平均人数=(月初人数+月末人数)/2

季平均人数=(季内各月平均人数之和)/3

案列分析题:

1、绩效制度起草的要求

制定起草企业绩效管理制度应体现以下要求:

(1)全面性与完整性。这是绩效管理的多维性带来的要求,绩效管理虽不能包罗万象、过于烦琐,但必须包括影响工作绩效的各种因素,只有这样才能避免片面性。

(2)相关性与有效性。这是对绩效管理制度在内容上的要求,如个人生活习惯、癖好之类琐碎内容便不宜包括在绩效管理的内容之中。一定要切实保障绩效管理的效度,使绩效管理名副其实。

(3)明确性与具体性。这是对绩效管理标准的要求,如果考评标准含混不清,抽象深奥,则无法使用。

(4)可操作性与精确性。这是上一项要求的自然延伸,考评标准必须便于操作,即可直接测量;考评指标应尽可能量化;绩效管理标准应是有形的、可度量的,尽量转化为具体行为或活动,如“政治思想好”或“工作热情高”这两条标准便不能满足上述要求。

(5)原则一致性与可靠性。这是对绩效管理标准在适用程度上的要求,考评标准应适合相同类型的所有员工,即一视同仁,不能区别对待或经常变动,致使考评结果的横向与纵向可比性降低或丧失,这样绩效管理就失去了必要的可信度。

(6)公正性与客观性。这是对绩效管理的执行实施过程的要求,绩效管理指标的贯彻执行必须保证绩效管理的科学性、合理性和公平性,剔除个人偏好等感情因素。

(7)民主性与透明度。绩效管理要达到使被考评者心服口服、诚心接受,确非易事。

、绩效管理的总结2.

为了加强企业人力资源管理,对绩效管理进行定期的总结是十分必要的,主要应围绕以下重点展开:

(1)为企业提供薪酬方面的相关信息。

(2)为员工的晋升、调动等人事计划的制订提供依据。

(3)对企业员工士气和工作氛围进行评估,完善企业文化建设。

(4)对部门及员工的业绩做出评估,提出改进的方针和措施。

(5)不断挖掘企业员工的潜力,探索实现员工与企业共同发展的途径和方法。

(6)分析员工总体素质状况,进行培训需求分析,提出员工技能开发的改进措施和计划。

3、薪酬问卷调查表格的设计

设计表格的具体要求为:

(1)明确薪酬调查问卷要调查的内容后,再设计表格。

(2)确保表格中的每个调查项目都是必要的,经过必要的审核剔除不必要的调查项目,以提高调查问卷的有效性和实用性。

(3)请若干人员试填表格样本,倾听反馈意见,了解表格设计是否合理。

(4)要求语言标准,问题简单明确。

(5)把相关的问题放在一起,例如姓名、性别、年龄、岗位名称、所属部门等。

(6)尽量采用选择判断式提问,尽可能减少表中的文字书写量。

(7)保证留有足够的填写空间,一些人手写时字体较大。

(8)使用简单的打印样式以确保易于阅读,当然也可以采用电子问卷,以便于统

计分析软件处理。

(9)如果觉得有帮助,可注明填表须知。

(10)充分考虑信息处理的简便性和正确性。如果需要将表格中的调查结果转录到其他文件中,就应按照同样的顺序排列提问答案的选项,以便减少抄录时发生错误。

(11)如果在多种场合需要该信息,可考虑表格带有复写纸,以免不得不多次填写表格。.

(12)如果表格收集的数据使用OCR(光学字符阅读)和OMR(光学符号阅读)处理,这两种方法使信息可以自动读入计算机,表格则需要非常仔细地设计,保证准确地完成数据处理。

4、采集薪酬信息的方法

(1)利用招聘收集信息

招聘工作不仅能满足公司发展对人员的大量需求,而且能带来副产品:薪酬调查的信息。薪酬调查需要大量数据的支持,数据的获得需要与外界不断的、大量的沟通,而招聘工作就是和外界沟通的良好渠道。

(2)离职分析

做好离职面谈工作不仅可以发现工作中存在的问题,进一步改善工作,而且可以反映公司现行的薪酬水平在市场上的位置。

(3)人际关系网络收集

企业人力资源管理人员应积极参加交流会、学术会等各项活动,建立人际关系网络。通过悉心建立的人际关系网络,以及本企业其他员工的亲戚、朋友、同学等各种关系获取薪酬信息。

(4)标杆企业跟踪

选择一家经营目标相似、人才需求类似、薪资水平定位类似、管理规范,并有定期的薪酬调查的企业作为标杆企业,集中人力、物力对该企业的薪资水平细致调查,以该企业的薪资水平为基准,根据本企业的薪资政策、市场情况和公司利润状况对本企业的薪酬进行调整。

(5)网络调查

计算机的广泛使用,尤其是网络技术的迅猛发展,为薪酬信息的获取提供了前所未有的方便。

(6)购买薪酬数据

目前许多国内专业公司都提供薪酬数据服务,这些公司每年都要开展全国或者区域性的薪酬调查。

……

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2018年国家公务员考试行测真题及答案解析(省级)

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