人力资源管理英文版选择题题库1

英语人力资源管理50题1. In a company, the process of identifying and attracting potential employees is called _____.A. recruitmentB. selectionC. trainingD. development答案：A。

本题考查人力资源管理的基本概念。

选项A“recruitment”意为招聘，指识别和吸引潜在员工的过程，符合题意。

选项B“selection”指选拔，侧重于从候选人中挑选合适的人员。

选项C“training”是培训，针对已入职员工提升技能。

选项D“development”是发展，通常指员工在职业上的长期发展规划。

2. The department responsible for managing employees' performance and providing feedback is _____.A. HRB. FinanceC. MarketingD. Operations答案：A。

在公司中，负责管理员工绩效并提供反馈的部门通常是人力资源部门（HR）。

选项B“Finance”是财务部门，主要处理财务相关事务。

选项C“Marketing”是市场营销部门，专注于市场推广和销售。

选项D“Operations”是运营部门，负责日常业务运营。

3. The term used to describe the knowledge, skills, and abilities that an employee brings to a job is _____.A. job descriptionB. job specificationC. competencyD. Workload答案：C。

“Competency”指的是员工带到工作中的知识、技能和能力。

选项A“job description”是工作描述，详细说明了工作的职责和任务。

人力资源管理师英语试题一、翻译题（1至15题，每题2分，共30分，请将下面的英语译成汉语，汉语译成英语。

）：1。

human resource planning——2。

bonus——3. career——4. selection-—.5. employee-—6. team——7. labor market——8。

job analysis——9. training—-10. contract-—11. 积分法——12。

工作结构——13。

外包——14。

纪律-—15。

就业许可证—-二、选词填空题：（16至25题，每题1分，共10分，请将框中最恰当的答案以相应的字母填入括号中）A.job analysis B。

job evaluation C.task analysisD.mediator E。

validity F.reliabilityG.creativity H.appraisal accuracy I。

wage surveyJ.human resources planning16.To estimate a test’s consistency or（），you could administer thesame test to the same people at two different points in time,comparing their test scores at time 2 with their scores at time 1.17。

A ( ）serves primarily as a fact finder and to open up a channel of communication between the parties。

18。

The simplest （） method ranks each job relative to all other jobs, usually based on some overall factor like “job difficulty."19.When job evaluation and （）data are used jointly, they serve tolink the likelihood of both internal and external equity。

上海市职业资格鉴定《企业人力资源管理人员》2级专业英语试卷1一、英汉互译（每题2分，共30分）见单词表二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .A. protégésB. teachersC. mentorsD. role modelsD. the HR manager’s preferences2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .eful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. physical fitness and mental maturityB. effective delegatory skillsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for a performance appraisal is to give employeesdevelopmental feedback, which of the following appraisal methods should you use? .A. trait methodB. results methodC. behavior methodD. attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A.explain to employees why training will help them in their jobse a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees’ progressD.relate the training to the employees’ goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employee’s involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.……1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. A t Ernst & Young, consultants’contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for the performance management process.C. Knowledge-sharing can’t be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isn’t an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewedC. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）"T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynamics, and group relations training. T-group has three aims:……1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following except .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the trainer should provide a climate where the group membersare sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members don’t express their reaction to one another.4.According to the passage, which of the following can’t change the attendanceof trainees at an external T-group laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-group laboratories are likely be used as a major part of training programsby company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.四、写作（共20分）某公司欲招聘一位会计主管（chief accountant），需要人力资源管理部门为其编制一份职位说明书（Job Description），假如公司总经理要求你来完成这项工作，请你用英文完成以下职位说明书。

一、选择：（10小题，每小题1分）1、A_____is a citizen of one country,working in a second country,and employ by an organization headquartered in a third country.A. Third-country nationalB. Host-country nationalC. Parent-country nationalsD. Repatriate2、A_____is an employee working for a firm in an operation who is a citizen of the country where the operation is located,but the headquarter for the firm is in another country.A.Third-country nationalB. Host-country nationalC. Parent-country nationalsD. Repatriate3、_____refers to the policies and practices related to managing people in an internationally oriented organization.A. Global human resource managementB. Cultural managementC. Global organizations’staffingpensation management4、Which of the following belongs to retirement security benefits?A. Severance payB. Time-off benefitsC. Unemployment compensationD. Pension plans5、Which of the following doesn’t belong to executives?The_____.A. CEOB. PresidentC. Senior vice-presidentD. Mid-manager6、A pay_____is a collection of date on compensation rates for working performing similar jobs in other organizations.A.SystemB. SurveyC. GradeD. Range7、Which of the following is an inappropriate rater of an employee’s performance?A.his/her supervisorB. His/her peerC.his/her customerD. his friend8、Dd9、Which of the following activities belong to compensation and benefits practices?A.TrainingB. SelectionC.recruitmentD. Job evaluation10、Which of the following activities does not belong to staffing practices?A.SelectionB. RecruitmentC. Employee developmentD. Job description11、Compensation and benefits practices include all but____.pensation planB. BenefitsC. Retirement planD. Termination12、HRM has three major roles in organizations.They are administrative role,operational role and____.A.Staffing roleB.strategic roleC. Diversity managementD. Conflict management13、The job characteristics model developed by Hackman and Oldham identifies five important design characteristics of jobs,of which____affect the meaningfulness of work.A.task identity, variety, and autonomyB.Variety, task identity, and feedbackC.Task identity, task significance, autonomyD.Variety, task identity, and task significance14、Action decisions in surplus conditions include all but____.A.Attrition and hiring freezeB. Early retirement buyoutsC. LayoffsD. Recalling employee15、Action decisions with shortage of employee include all but____.A.Work overtimeB. Recalling previous employeesC. RecruitmentD. Hiring freeze16、____are the external supply pool from which employers attract employees.A. Labor distributionB. Labor demandC. Labor LawD. Labor markets17、Which of the following is the disadvantage of internal recruiting?A.InbreedingB. Increasing moraleC.Lower costD.better assessment of abilities18、Which of the following is the disadvantage of external recruiting?A.Increasing moraleB.InbreedingC. Longer adjustment or orientation timeD. Bringing in new blood19、Which of the following does not belong to internal recruiting methods?A.College and university recruitingB. Job posting systemC. Current employee referralsanizational databases20、Which of the following belong to external recruiting methods?A. Employment agenciesB. Current employee referralsC. Promotions from withinD. Transfers21、Which of the following is not the advantage of Internet recruiting?A. Time consumingB. Costing savingC. An expanded pool of applicantsD. No geographic constrains22、Which of the following belong to personality tests?A. The Big Five personality traitsB. Physical ability testsC. Cognitive ability testsD.Psychomotor tests23、Behavioral interview and situational interview belong to____which use a set of standardized questions asked of all applicants.A. Structured interviewsB. Unstructured interviewsC. Stress interviewsD. Nondirective interview24、In interviewing,the interview should avoid to ask such questions as____.A. Those that are not job relatedB. Those about the applicant’s work experienceC. Those about the applicant’s educationD. Those about his interest25、In the interview,the interviewer should try to avoid____.A.Snap judgments,negative emphasis,halo effect,and stereotypingB.Snap judgments,negative emphasis halo effect,and structured interviewC.Snap judgment,halo effect,and unstructured interviewD.Halo effect structured interview and less structured interview26、The strategic training process include four phases:____.A.Design-assessment-delivery-evaluationB.Assessment-design-delivery-evaluationC.Delivery-delivery-assessment-evaluationD.Evaluation-assessment-design-delivery27、There are different individual learning styles,which include____.A.Visual leaning ,auditory learning,and distant learningB.Auditory learning,tactile learning,and transferring learningC.Tactile learning,visual learning,and transferring leaningD.Auditory learning, visual learning,and tactile learning28、The broadest labor market component is the ____made up of all individuals who are available for selection.A. Labor force populationB. Labor marketC. Applicant populationD. Individuals selected29、The____is a subset of the labor force population that is available for selection using a particular recruiting approach.A. Applicant populationB. Applicant poolC. Individuals selectedD. Labor force population30、The ____consists of all persons who are actually evaluated for selection.A. Applicant poolB. Applicant populationC. Labor force populationD. Labor markets31、____is a type of structured interview that is composed of questions about how applicants might handle specific job situations.A. Situational interviewB. Behavior interviewC. Stress interviewD. Structured interview32、In the ____interview,applicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past.A. behavioralB. situationalC. stressD. less structured33、____interview is a special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds.A. StressB. BehavioralC. SituationalD. Structured二、填空:1、Broadbanding is the practice using fewer pay grades with much broader ranges than in traditional compensation systems.2、Benchmark jobs are jobs found in many other organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs.3、The Point method is the most widely used job evaluation method,is more sophisticated than the ranking and classification methods.4、Human capital is the total value of human resource to the organization,sometimes also referred to an intellectual capital.It is composed of the people in the organization and their5、Job description are the documents that14、Performance appraisal is the process of evaluation how well employees perform their jobs when compared to a set of standards and then communicating that information to those employees.15、Procedural justice is the perceived fairness of the process and procedures used to make decisions about employees,including their pay.16、Of the Big Five personality traits,conscientiousness has been found to be related to job success across most organizations and occupations.17、Work sample tests require an applicant to perform a simulated job task that is part of the target job.18、Psychomotor tests measure a person’s dexterity,hand-eye coordination,arm-hand steadiness,and other factors.19、Physical ability test measure individual’s abilities such as strength,endurance,and muscular movement.20、Cognitive ability tests measure an individual’s thinking,memory,reasoning,and verbal and mathematical abilities.21、Many interviewers make a decision on the job suitability of applicants within the first two to four minutes of the interview and spend the rest of the interview looking for evidence to support it.This is called snap judgments.22、In a selection interview,a single negative characteristics may bar an individual from being accepted.This is called negative emphasis.23、On-the-job training is the most common type of training at all levels in an organization.The employee is placed into the real work situation and shown the job and the tricks of the trade by an experienced employee or the supervisor.三、判断：1.A multinational corporation may evolve into a global organization as operations in various countries become more integrated.√2.A global organization may evolve into a multinational corporation as operations in various countries become more foreign.×3.Few HR professionals question that there are important cultural differences between nations that might influence the effectiveness of GHRM.×4.One widely used way to classify and compare cultures was developed by Geert Hofstede,who classified cultural differences in at least five dimensions.√5.An employee stock ownership plan is designed to give employee stock ownership in the organization for which they work.√6.Employee stock options give employees a fixed number of shares of company stock.×mon organizational incentive systems include profit sharing,stock option,and piece-rate system.×8.The drawbacks of team-based incentive include too much focus on what is best individually and may block or inhibit performance of other individuals with whom the employee is competing.×9.The major advantages of the factor -comparison method are its difficulty and complexity,and it is time-consuming to establish anddevelop.×10.The point method of job evaluation requires evaluations to qualify the value of the elements of a job.×11.Job evaluation is designed to ensure the internal equity of the pay system,whereas pay survey is designed to ensure the external competitiveness of the pay system.√12.A pay structure include pay grades and minimum-to-maximum pay ranges.√13.Accurate job descriptions and job specification s are only used in job evaluation,not in pay survey.×14.In compensation,procedural justice can be described as the procedural fairness in the process of determining base pay for jobs,allocating pay increases.and measuring performance.√15.Intrinsic rewards include psychological and social effects of compensation,including monetary rewards.×16.Extrinsic rewards are tangible,including monetary and non-monetary forms.√17.Tangible compensation includes direct and indirect compensations.The most common forms of indirect compensation are base pay and benefits.×18.In performance appraisal interview,it is necessary that both parties agree in all areas.×19.To tie performance to salary or promotion issues is appropriate in performance appraisal interview.×20.Management by objectives(MBO) specifies the performance goals that an individual and her or his manager agree to try attain within an appropriate length of time.√21.22.Human relations training is the training which focuses on the development of the human relations skills a person needs to work well with others.√23.A multinational corporation is one in which an organization has operating units only located in its own country.×24.The orientation and training that expatriates and their families receive before departure do not affect the success of the overseas assignment at all.√25.Job enlargement is increasing the depth of a job by adding responsibilities for planning,organizing,controlling,or evaluating the job.×26.Forced distribution is to rate employees on the basis of some organizationally determined,preexisting distribution of categories.√27.Task identity,feedback and task significance of a job can affect the psychological state of the job incumbent by letting him/her experience responsibility.×28.Skill variety ,task identify and task significance of a job can make the job holder experience meaningfulness of his job.√29.Job fair,professional websites,and employer websites are all E-recruiting methods.×30.Individual incentives reward all members equally on the basis of group output,cost savings,or quality improvement.×31.Job enlargement is not an approach for design,but for job analysis.×32.Many interviewers make a decision on the job suitability of applicants within the first two to four minutes of the interview and spend the rest of the interview looking for evidence to support it.This is called halo effect.×pensation system in organizations must not be linked to organizational objectives and strategy.×34.Extrinsic rewards include praise for completing a project or meeting performance objectives.×35.External recruitment may cause possible morale problems of internal candidates.√36.The job characteristics model identifies six important design characteristics of jobs.×37.Off-site development techniques give individuals opportunities to get away from the job and concentrate solely on what is to be learned.√38.A multinational corporation is one i n which an organization hasoperating units located in foreign countries.√39.Evaluation of training can be done at four levels;reaction,learning,behavior,and results.√40.Internal recruiting many cause “political”infighting for promotion.√41.External recruiting can bring new “blood”and new perspective for the organization.√42.External recruiting may cause the problems of inbreeding.×43.Shorter“adjustment”or orientation time for employees recruited from internal sources.√44.Job-site development techniques give individuals opportunities to get away from the job andconcentrate solely on what is to be learned.×45.Re-recruiting former employees is an internal recruiting method.√46.Promotion and transfers belong to external recruiting method.×47.College and university recruiting is an internal recruiting source.×48.Newspapers,magazines,television,radio and employment agencies are all media source.×49.Executive search firms tend to concentrate their efforts on higher-level managerial positions.√50.Employment agencies primarily deal with higher-level managerial positions.×51.By using internet recruiting,employers may get more unqualifiedapplicants because of broader exposure.√52.An employee stock option is designed to give employees stock ownership in the organization for which they work.×53.The process of shifting an employee from job to job is job rotation.√54.Repatriation occurs when an employee has completed his/her foreign assignments.√55.In expatriation,an organization prepares and sends global employees to their foreign assignments.√四、配对：Advantage 优势Application form 申请表Applicant pool 申请人/团体Applicant population 申请人口（人数）Applicant tracking system 申请人管理系统（申请人跟踪系统）Attrition 人员损耗减缩人员Autonomy自主Background investigation 背景调查Base pay system 基本工资制度Base pay 基本工资Benchmark 基准Benefits 福利Big Five personality traits 五大人格特质Career placement office 就业指导中心Cognitive ability test 认知能力测试Collectivism 集体主义Commitment 承诺Compensation plan 薪酬方案Current employee referral 当前员工推荐Delphi technique 德尔菲法Demographics 人口统计Demotion 降级Disadvantage 劣势Distance learning 远程学习Diversity 多样性Downsize 裁员Early retirement buyout 提早退休买断Economic factor 经济因素Employee referrals 员工推荐Employee stock option 员工股票购买权Environment scanning 环境扫描E-recruiting 电子招聘Executive perquisites 行政特权Executive search firm 猎头公司Expatriation 移居外国External hire 外部雇佣External supply 外部供给Inbreeding 近亲繁殖Individualism 个人主义Intellectual capital 智慧资本Internal assessment 内部评价Internal supply 内部供给Interview 面试Job analysis 工作分析Job board 工作台Job Characteristics Model 工作特性Job description 工作描述Job design 工作设计Job enlargement 工作扩大化Job enrichment 工作丰富化Job evaluation 工作评价Job placement 工作配置Job rotation 工作轮换Job opening 工作空缺Job specification 工作范围Job transfer 工作转移Knowledge worker 知识工作者Judgment method 判断方法KSAs 知识，技能，才能Labor force population 劳动力人口Labor market 劳动力市场Layoff 失业Organizational capabilities inventory 组织能力库存Organizational restructuring 组织结构调整Orientation 定位Outplacement services 职业服务Parent-country national 外派人员Pay survey 薪酬调查Pension plan 养老计划Performance management 绩效管理Performance standard 绩效标准Personality test 人格测试Person-job fit 个人工作匹配Physical ability test 体能测试Physical resource 物力资源Pre-employment screening 录用前的筛选Power distance 权利差距Professional website专业网站Profit sharing 利润分享Promote 被提升者Psychomotor test 精神运动测试Questionnaire 调查法Ranking 地位等级Realistic job preview 现实工作预览Recognition 识别，承认Recruitment招聘Realistic job preview 实际岗位演习Repatriation 认识识别承认酬劳Recruitment 招聘Repariation 归国Retirement plan 养老金计划Selection 选择Sales commission销售佣金Team orientation 团队导向Technological change 科学技术进步Telecommuting 远程办公Termination 终结终止Tine-off benefits 时间效益Training needs assessment 培训需要评估360°feedback 360度反馈Turnover 人员流失Work force availability 劳动力可用性Work-life balance工作生活平衡Work sample test 工作样本测试。