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2019下半年江苏四级人力资源管理师《专业技能》真题及答案

2019下半年江苏四级人力资源管理师《专业技能》真题及答案
2019下半年江苏四级人力资源管理师《专业技能》真题及答案

2019下半年江苏四级人力资源管理师《专业技能》真题及答案(网友版)

简答题:

外部薪酬调研的方式

(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。

案例分析题:

单位随时解除劳动合同的情形

用人单位单方解除劳动合同:

(1)随时提出解除劳动合同,不承担经济补偿的条件

1.在试用期间被证明不符合录用条件的,这个条件仅在试用期间有效,而且用人单位能够举证不符合录用条件。

2.严重违反用人单位的规章制度的。

3.严重失职,营私舞弊,给用人单位造成重大损害的。

4.劳动者同时与其他用人单位建立劳动关系,对完成本单位的工作任务造成严重影响,或者经用人单位提出拒不改正的。

5.劳动者以欺诈、胁迫的手段或者乘人之危,使用人单位在违背真实意思的情况下订立或者变更劳动合同致使劳动合同无效的。

6.被依法追究刑事责任的。

(2)提前30天书面形式通知或承担经济补偿责任的条件:

1.劳动者患病或者非因工负伤、医疗期满后,不能从事原工作也不能从事用人单位另行安排的工作。

2.劳动者不能胜任工作,经过培训或者调整工作岗位,仍不能胜任工作的。

3.劳动合同订立时所依据的客观情况发生重大变化,致使原劳动合同无法履行,经当事人协商未能达成一致协议的。

(3)经济性裁员的条件

裁员20人以上或者裁员不足20人但占企业职工总数10%以上的,用人单位提前30日向工会或者全体职工说明情况,听取工会或职工的意见,并要向劳动行政部门报告。用人单位在6个月内重新招用人员的,应当通知被裁减的人员,并在同等条件下优先招用被裁减的人员。

(4)用人单位单方解除劳动合同的特别规定

自用工之日起1个月内,经用人单位书面通知后,劳动者不与用人单位订立书面劳动合同的,用人单位应当书面通知劳动者终止劳动关系。

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