人力资源10套英语题

上海市职业资格鉴定《企业人力资源经管人员》（助理人力资源经管师）专业英语试卷1一、英汉互译（每题2分，共30分）1. Apprenticeship2. Career support3. Outsourcing4. Database5. Employee empowerment6. Goals7. Human resource information system (HRIS)8. Job rotation9. Learning organization10. Psychological contract11. 薪资调查12. 任务分析13. 招募14. 绩效经管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 employeeson 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, 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 menu of options.10. China’s economic reformers have used material incentives in orde r 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.replacementB.outplacementC.releaseD.downsizing2. focus the evaluator’s attention on those behaviors that are key in mak ing the difference between executing a job effectively or ineffectively.A. The group order rankingB. Written essayC. The individual rankingD. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organizat ion will become an ‘employer of choice’.A. outplacementB. evaluationC. recruitmentD.training4. Organizational and corporate plansindicate the direction in which the organization is going.A. goalsB.resourceC.resultD.process5.aims to broaden experience by moving people from job to job or department to department.A.Job analysisB. Job rotationC.Job satisfactionD.Job involvementA. a technique that identifies the critical aspects of a jobB. the process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs benefit organizations in all of the following ways except .A.Giving managers more control over their subordinatesB.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employeesD.Giving an increased understanding of the organization8. The area from which employers obtain certain types of workers is known as the .A. labor marketB. regionC. recruiting areaD. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. moralesB. ethicsC. rulesD. legislation10. Hiring someone outside the company to perform tasks that could be done internally is known as .A. outplacementB. contractingC. outsourcingD. employee leasing四、阅读理解（每题3分，共30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are: The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ‘employment proposition’.As part of the human resource planning process, an organization may have to formulate ‘make or buy’ policy decisions.A ‘make’ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promoti on from within and training programs to meet future needs. A ‘buy’ policy means that mor e reliance will be placed on recruiting from outside- ‘bringing fresh blood into the organization’. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A ‘make’ policy means that organization prefers to promote people from .A. regional labor marketB. national labor marketC. internal labor marketD. international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior levelB.should be recruited from external labor marketC.should be promoted from within the organizationD.are not knowledge workers3. If a firm can predict people requirements fairly accurately, it may not .A.develop their own staffB.formulate training programsC.promote people from within the organizationD.rely more on recruiting from outside4. ‘Make or buy’ policy decision is a part of .A.human resource planningB.training and developmentC.performance appraisalD.job analysis5.The best title of this passage is .A.The organizational context of human resource planningB.Aims of human resource planningC.The labor market context for human resource planningD.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:Organizational goals and corporate planswhich indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs. Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A.human resource and succession planningB. personnel statisticsC. exit interviewsD. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencies in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plansB. departmental layout changesC. data on productivity, quality and performanceD. consultation with senior managers4.According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.专业英语试卷2一、英汉互译（每题2分，共30分）1. Centralization2. Assessment center3. Cultural shock4. Expatriate5. Hourly work6. Internship programs7. Job involvement8. Management by objectives（MBO）9. Pay-policy line10. Self-appraisal11. 360度反馈12. 甄选13. 绩效评价14. 工作规范15. 间接成本二、选词填空（每题2分，共20分）1. International human resource management includes qualified personnel for overseas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between and employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her evaluation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题2分，共20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as aA.job enlargementB.transferC.promotionD.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. job redesignB. process redesignC. reengineeringD. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysisanization analysisC.resource analysisD.skills analysis6. 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 .A. the point methodB. job rankingC. the comparison methodD. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiterB. the HR managerC. line managementD. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .anization analysisB.individual analysisC.job analysisD.task analysis9. 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 .A. downsizing programsB. “headhunting” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Jobform the basis for the administration of applicable employment tests.A. outlinesB. specificationsC. requirementsD. details四、阅读理解（每题3分，共30分）（一）Multiperson comparisons evaluate one individual’s performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compared.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its st udents’ performance. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says “ranked fourth out of twenty-six”, while the other says “ ranked seventeenth out of thirty”. Obviously, the latter instructor gives out a lot more high grades!1.Multiperson comparisons is a(an) measuring device.A. absoluteB. relativeC. accurateD. false2.According to the passage, there are three most popular comparisons except .A. group order rankingB. individual rankingC. graphic rating scalesD. paired comparisons3.From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order ranking ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4.The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a clean ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5.This article might be extracted from the paper about .A.performance appraisalB.recruitment and replacementC.training and developmentD.reward systems（二）Our knowledge of motivation tells us that people do what they to satisfy needs. Before they do anything, they look for the payoff or reward. Many of these rewards –salary increases, employee benefits, preferred job assignments –are organizationally controlled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organization wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker’s satis faction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial rewards. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay, bonuses based on performance, profit sharing, and/or possibly opportunities to purchase stock options. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization and, additionally, will expect it to be comparable to the direct compensation given to other employees with similar abilities and performance.The organization will provide employees with indirect compensations: insurance, pay for holidays and vacations, services, and perquisites. In as much as these are generally made uniformly available to all employees at a given job level, regardless of performance, they are rally not motivating rewards. However, where indirect compensation is controllable by management and is used to reward performance, then it clearly needs to be considered as a motivating reward.1.Rewards are often cnsidered as a function in human resource management.A.planningB.leadingC.motivatingD.controlling2. Extrinsic rewards include the following except .A.job enrichmentB.direct compensationC.indirect compensationD.nonfinancial rewards3.According to the passage, the following statements are false except .A. Nonfinancial rewards belong to intrinsic rewards.B. Overtime and holiday premium pay belongs to indirect compensation.C. Employees will expect their direct compensation to be comparable to the indirect compensation given to other employees with similar abilities and performance.D. Employees will expect their direct compensation generally to align with their assessment of their contribution to the organization.4.Perquisites which the organization provides employees belong to .A.intrinsic rewardsB.direct compensationC.indirect compensationD.nonfinancial rewards5. The author of this passage would most likely agree that .A.If indirect compensation is controllable by management ,then it can’t be considered as a motivating reward.B.If indirect compensations are made uniformly available to all employees at a given job level, regardless of performance, they will lose their motivating function.C.Techniques like job enrichment or nonfinancial rewards to increase personal worth to the employee may make his or her work more intrinsically rewarding.D. Each type of rewards can be distributed on an individual or group, not organization wide basis.专业英语试卷3一、英汉互译（每题2分，共30分）1. Bonus2. Compensable factors3. Delayering4. Forecasting5. Gain sharing plans6. Job classification system7. Minimum wage8. Performance feedback9. Staffing tables10. Wage-rate compression11. 培训12. 即时奖金13. 工资结构14. 劳动力市场15. 精简二、选词填空（每题2分，共20分）1. For managers, the challenge of fostering intellectual or lies in the fact that such Workers must be managed differently than were those of previous generations.2. In summary, is an integral part of every manager’s job.3. In the area of and hiring, it’s the line manager’s responsibility to specify the qualifications employees need to fill specific positions.4. HR manager also administers the various (health and accident insurance, retirement, vacation, and so on).5. Performance evaluations are used as the basis for allocations.6. Staff managers are authorized to assist and advise line managers in accomplishing these basic .7. Determining the nature of each employee’s job is .8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional .9. Labor are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment , which served workers seeking employment and employers seeking workers,employmentinterviewers were appraised by the number of interviews they conducted.三、单项选择（每题2分，共20分）1. 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 asA. similarity errorB. halo effect or errorC. leniency errorD. single criterion2. 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 .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidents3. 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 .A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis4. The lines of advancement for an individual within an organization are known as.A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can i nfluence performance6. The Hay profile method uses which three factors for evaluating jobs?.A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability7. Which of the following is not an important component of a meaningful gainsharing plan?.A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program8. Giving employees more control over decisions about who their co-workers will be is known as .A. empowered selectionB. collaborationC. team selectionD. group development9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change?.A. suggestion systemB. downward communicationC. attitude surveyD. empowerment10. Assessing the degree to which what employees learned during the training program is translated into enhanced employee performance is known as .A. results evaluationB. reaction evaluationC. behavior evaluationD. learning evaluation四、阅读理解（每题3分，共30分）（一）A training or a learning specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully. These characteristics are:knowledge– what the individual needs to know. It may be professional, technical or commercial knowledge. Or it may be about the commercial, economic, or market environment。

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。

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。

单项选择题（1-50 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、replacementB、outplacementC、releaseD、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、outplacementB、 evaluationC、 recruitmentD、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. goalsB. resourceC. resultD. 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。