人力资源管理复习题(1).docVIP

1、 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. 一个国家的公民,在另一个国家工作,雇佣一个组织总部设在第三世界国家。A. Third-country national B. Host-country national C. Parent-country nationals D. 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. 一名员工为公司工作在一个操作是一个经营所在的国家的公民,但该公司的总部是在另一个国家。A. Third-country national B. Host-country national C. Parent-country nationals D. Repatriate3、 _refers to the policies and practices related to managing people in an internationally oriented organization.A. Global human resource management B. Cultural management C. Global organizationsstaffing D.Compensation management4、 Which of the following belongs to retirement security benefits?A. Severance pay B. Time-off benefits C. Unemployment compensation D. Pension plans5、 Which of the following doesnt belong to executives?The_.A. CEO B. President C. Senior vice-president D. Mid-manager6、 A pay_is a collection of date on compensation rates for working performing similar jobs in other organizations.A. System B. Survey C. Grade D. Range7、 Which of the following is an inappropriate rater of an employees performance?A. his/her supervisor B. His/her peer C.his/her customer D. his friend8、 Dd9、 Which of the following activities belong to compensation and benefits practices?A. Training B. Selection C.recruitment D. Job evaluation10、 Which of the following activities does not belong to staffing practices?A. Selection B. Recruitment C. Employee development D. Job description11、 Compensation and benefits practices include all but_.A. Compensation plan B. Benefits C. Retirement plan D. Termination12、 HRM has three major roles in organizations.They are administrative role,operational role and_.A. Staffing role B.strategic role C. Diversity management D. 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 freeze B. Early retirement buyouts C. Layoffs D. Recalling employee15、 Action decisions with shortage of employee include all but_.A. Work overtime B. Recalling previous employees C. Recruitment D. Hiring freeze16、 _are the external supply pool from which employers attract employees.A. Labor distribution B. Labor demand C. Labor Law D. Labor markets17、 Which of the following is the disadvantage of internal recruiting?A. Inbreeding B. Increasing morale C.Lower cost D.better assessment of abilities18、 Which of the following is the disadvantage of external recruiting?A. Increasing morale B.Inbreeding C. Longer adjustment or orientation time D. Bringing in new blood19、 Which of the following does not belong to internal recruiting methods?A.College and university recruiting B. Job posting systemC. Current employee referrals D.Organizational databases20、 Which of the following belong to external recruiting methods?A. Employment agencies B. Current employee referralsC. Promotions from within D. Transfers21、 Which of the following is not the advantage of Internet recruiting?A. Time consuming B. Costing saving C. An expanded pool of applicants D. No geographic constrains22、 Which of the following belong to personality tests?A. The Big Five personality traits B. Physical ability tests C. Cognitive ability tests D.Psychomotor tests23、 Behavioral interview and situational interview belong to_which use a set of standardized questions asked of all applicants.A. Structured interviews B. Unstructured interviews C. Stress interviews D. Nondirective interview24、 In interviewing,the interview should avoid to ask such questions as_.A. Those that are not job related B. Those about the applicants work experienceC. Those about the applicants education D. 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 population B. Labor market C. Applicant population D. Individuals selected29、 The_is a subset of the labor force population that is available for selection using a particular recruiting approach.A. Applicant population B. Applicant pool C. Individuals selected D. Labor force population30、 The _consists of all persons who are actually evaluated for selection.A. Applicant pool B. Applicant population C. Labor force population D. Labor markets31、 _is a type of structured interview that is composed of questions about how applicants might handle specific job situations.A. Situational interview B. Behavior interview C. Stress interview D. 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. behavioral B. situational C. stress D. 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. Stress B. Behavioral C. Situational D. Structured2、 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 that 14、 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 persons dexterity,hand-eye coordination,arm-hand steadiness,and other factors.19、 Physical ability test measure individuals abilities such as strength,endurance,and muscular movement.20、 Cognitive ability tests measure an individuals 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.3、 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.7. Common 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 and develop.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 specifications 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. Human relations training is the training which focuses on the development of the human relations skills a person needs to work well with others.22. A multinational corporation is one in which an organization has operating units only located in its own country.23. The orientation and training that expatriates and their families receive before departure do not affect the success of the overseas assignment at all.24. Job enlargement is increasing the depth of a job by adding responsibilities for planning,organizing,controlling,or evaluating the job.25. Forced distribution is to rate employees on the basis of some organizationally determined,preexisting distribution of categories.26. Task identity,feedback and task significance of a job can affect the psychological state of the job incumbent by letting him/her experience responsibility.27. Skill variety ,task identify and task significance of a job can make the job holder experience meaningfulness of his job.28. Job fair,professional websites,and employer websites are all E-recruiting methods.29. Individual incentives reward all members equally on the basis of group output,cost savings,or quality improvement.30. Job enlargement is not an approach for design,but for job analysis.31. 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.32. Compensation system in organizations must not be linked to organizational objectives and strategy.33. Extrinsic rewards include praise for completing a project or meeting performance objectives.34. External recruitment may cause possible morale problems of internal candidates.35. The job characteristics model identifies six important design characteristics of jobs.36. Off-site development techniques give individuals opportunities to get away from the job and concentrate solely on what is to be learned.37. A multinational corporation is one in which an organization has operating units located in foreign countries.38. Evaluation of training can be done at four levels;reaction,learning,behavior,and results.39. Internal recruiting many cause “political”infighting for promotion.40. External recruiting can bring new “blood”and new perspective for the organization.41. External recruiting may cause the problems of inbreeding.42. Shorter “adjustment”or orientation time for employees recruited from internal sources.43. 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 unqualified applicants 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.4、 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