上海市人力资源三级考试英语单项选择汇总-附中文
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上海市人力资源三级考试英语单项选择汇总-附中文
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 C
A. job enlargement
B. transfer
C. promotion
D. job rotation
把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升
2. Key jobs have all of the following characteristics except D
A. they are important ot employees and the organization
B. they vary in terms of job requirements
C. they are used in salary surveys for wage determination
D. they are likely to vary in job content over time
关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变
3. A process that goes beyond TQM programs to a more comprehensive approach to
process redesign is known as C
A. job redesign
B. process redesign
C. reengineering
D. rightsizing
某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造
4. The job specification describes job requirements relative to B
A. skill and physical outputs
B. skill and physical demands
C. age and physical demands
D. experience and physical description
工作规范描述了相关于技能和身体方面的要求
5. When determining where training emphasis should be placed, an examination of
the goals, resources, and environment of the organization is known as B
A. task analysis
B. organization analysis
C. resource analysis
D. skills analysis
当我们决定要把培训重点放在哪里的时候，我们要对组织的目标、资源、环境进行测量，
这种测量称之为组织分析
6. 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 2
known as C
A. the point method
B. job ranking
C. the comparison method
D. the Hay profile method
有一种工作评估体系，在该体系中，我们把某个岗位的特定要素与关键岗位的类似要素
比较一次来做判定，这种评估体系称为比较法。
7. The final decision to hire an applicant usually belongs to C
A. the HR recruiter
B. the HR manager
C. line management
D. co-workers
在招聘活动中，要作最后决定是否雇佣一个候选人，这是直线经理的责任。
8. Determining what the content of a training program should be, based on a study of
the job duties, is known as D
A. organization analysis
B. individual analysis
C. job analysis
D. task analysis
当我们要决定要把培训重点放在哪里的时候，我们要对岗位责任作分析，这种分析称为
任务分析。
9. Sometimes organizations provide services to terminated employees that help them
bridge the gap between their old position and a new job. These services are know
as C
A. downsizing programs
B. “headhunting” assistance programs
C. Outplacement assistance
D. Employee assistance programs(EAPS)
有时候组织为那些已经被终止了雇佣关系的员工提供服务来帮助他们到社会上再找到
份工作，这种服务称为再就业咨询。
10. Job __B__ form the basis for the administration of applicable employment tests
A. outlines
B. specifications
C. requirements
D. details
工作规范组成了雇佣测试管理的基础。
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 as __B__
A. similarity error
相似的错误 3
B. halo effect or error
晕轮效应
C. leniency error
宽大错误
D. single criterion
单一准则
有时候，评估者们在作评估的时候，会过多关注被评估者某一方面的特征，而忽略或影
响到对其他方面特征的评估。如果出现这种现象，我们称评估者犯了晕轮效应的错误。
2. 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
A. the paired comparison
配对比较
B. the individual ranking
个人排名
C. the group order ranking
组顺序排序
D. critical incidents
关键事件
有一种绩效评估的方法，在这种方法里我们把某一个员工的绩效和每一个其他人比较，
能得出更好还是更差，这种方法称为：配对比较法。
3. 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_
A. person analysis
个人分析
B. demographic analysis
人口分析
C. individual analysis
个别分析
D. group and individual analysis
组和个人分析
当我们判断员工的任务表现是否能被接受，以及分析个人和团队的特征是否能被放入培
训环境，这种分析称为个人分析。
4. The lines of advancement for an individual within an organization are known as
__A__
A. career paths
职业道路
B. job progressions
工作进展
C. career lines
事业线
D. job paths
工作路径
个体员工在组织内前进的道路称为：职业道路
5. Freedom from criterion deficiency of performance appraisals refers to the extent
to which __B__
A. standards relate to the overall objectives of the organization
标准涉及到组织的整体目标
B. standards capture the entire range of an employee’s responsibilities
标准覆盖了员工所有的责任
C. individuals tend to maintain a certain level of performance over time
个体倾向于长时间保持某种程度的表现
D. factors outside the employee’s control can influence performance
以外的因素，可以影响员工的控制性能
