人力资源管理师英语试题

WORD 格式整理 专业技术参考资料 人力资源管理师英语试题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 analysis D mediator E validity F reliability G creativity H appraisal accuracy I wage survey J human resources planning 16 To estimate a test s consistency or you could administer the same 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 to link the likelihood of both internal and external equity 20 Interviews questionnaires observations and diary logs are the most popular methods for gathering data 21 The test has to the extent that the people with higher test scores perform better on the job 22 Rater training is no panacea for reducing rating errors or for improving 23 A key component of is forecasting the number and type of people needed to meet organizational objectives WORD 格式整理 专业技术参考资料 24 The second step in training needs assessment is which involves reviewing the job description and specification 25 A modest level of stress may even lead to more if a competitive situation results in new ideas being generated 二 单项选择题 26 至 35 题 每题 3 分 共 30 分 请将最恰当答案前的字母填入括号 中 26 People who contribute to the job analysis process include the following except for the A stockholder B job analyst C employees D supervisor 27 The suitability of college graduates for technical and managerial positions often depends on their A dental records B ethnic background C religious belief D major field of study 28 A statement of the knowledge skills and abilities required to perform a job is a A job requirement B job specification C job position D job objective 29 The extent to which two or more methods yields similar results or are consistent is referred to as A validity B reliability C truth D similarity 30 The selection procedure usually begins with A employment tests B a medical examination C a supervisory interview D completion of an application form 31 The primary reason organizations train new employees is to A increase their knowledge skill and ability level B help trainees achieve personal career goals C comply with government regulations D improve the work environment 32 Research has shown that performance appraisal are used most widely as a basis for A transfer B criticism C assessment centers D compensation decisions 33 It is recommended that a diagnosis of poor employee performance focus on all of the following except A skill B personality C effort D external conditions 34 Job evaluation systems provide for internal equity and serve as th basis for A wage rate determination B job analysis C training plan D career plan 35 All of the following are common causes of workplace stress except A excessive job pressures B high workloads C disagreements with managers D empowerment WORD 格式整理 专业技术参考资料 四 阅读理解 36 至 45 题 每题 3 分 共 30 分 阅读下列 文章并回答问题 请将 正确答案以相应的字母填入括号中 一 There is no standard format you must use in writing a job description but most descriptions contain sections on job identification job summary relationships responsibilities and duties authority of incumbent standards of performance working conditions and job specifications An example of a job description is presented in the following figure Sample Job Description Job Title Supervisor of Data Processing Operations Status Exempt Job Code 012 168 Date June 3 2003 Plant Division Olympia Inc Main office Written By Arthur Allen Section Data Processing Systems Approved By Juanita Gates Level 12 Points 736 Pay Range 16 760 20 760 Title of Immediate Supervisor Manager of Information Systems Job Summary Directs the operation of all data processing data control and data preparation requirements Job Duties 1 Follows broadly based directives a Operates independently b Informs Manager of Information Systems of actives through weekly monthly and or quarterly schedules 2 Selects trains and develops subordinate personnel a Develops spirit of cooperation and understanding among work group members b Directs training involving teaching demonstrating and or advising users in productive work methods and effective communications with data processing 3 Reads and analyzes a wide variety of instructional and training information 4 Plans directs and controls a wide variety of operational assignments by 5 to 7 subordinates works closely with other managers specialists and technicians in Information Systems as well as with managers in other departments a Receives interprets develops and distributes directives ranging from the very simple to the highly complex and technological in nature b Establishes and implements annual budget for department 5 Interacts and communicates with people representing a wide variety of units and organizations a Communicates both personally and impersonally through oral or WORD 格式整理 专业技术参考资料 written directives and memoranda with all involved parties b Attends local meetings of professional organizations in the field of data processing 36 According to the passage the immediate supervisor s title is also shown in the section as is information regarding the job s salary and or pay scale A job summary B job identification C job relationships D job title 37 It would appear from the passage that permits easy referencing ofall jobs since it represents important characteristics of the job A job code B job status C pay range D job summary 38 According to the Sample Job Description in the passage when a supervisor of data processing operations is at work he or she Adoesn t need to report to the immediate supervisor B needs to attend business meetings at least once a week C doesn t need to explain directives to his or her subordinates D needs to show others how to communicate with data processing 39 In the figure the duty reads and analyzes a wide variety of instructional and training information can be further defined as follows not including A ensures that work group members receive specialized training as necessary in the proper functioning or execution of procedures and methods B applies latest concepts and ideas to changing organizational requirements C assists in developing and or updating manuals procedures specifications etc relative to organizational requirements and needs D assists in the preparation of specifications and related evaluations of supporting software and hardware 40 The author of the passage would most likely agree that A a job description should portray the work of the position so well that the duties are clear with reference to other job descriptions B a job description should have fixed format for defining a position C for writing up job descriptions we should select the most specific Words to show the kind of work and the degree of complexity WORD 格式整理 专业技术参考资料 D long statements usually best accomplish the purpose when we are writing up job descriptions 二 When appraisals fail they do so for reasons that parallel these three steps defining the job appraising performance and providing feedback Some appraisals fail because subordinates are not told ahead of time exactly what is expected of them in terms of good performance Others fail because of problems with the forms or procedures used to actually appraise the performance a lenient supervisor might rate all subordinates high for instance although many are actually unsatisfactory Still other problems arise during the interview feedback session which include arguing and poor communications These and other problems are summarized in the following figure Common Performance Evaluation Problems Problems can occur at any stage in the evaluation process Some of the pitfalls to avoid in performance appraisals are 1 Lack of standards Without standards there can be no objective evaluation of results only a subjective guess or feeling about performance 2 Irrelevant or subjective standards Standards should be established by analyzing the job output to ensure that standards are job related 3 Unrealistic standards Standards are goals with motivating potential Those that are reasonable but challenging have the most potential to motivate 4 Poor measures of performance Objectivity and comparison require that progress toward standards or accomplishment of standards be measurable Example of measurable standards include quantifiable measures such as 10 rejects per 1 000 units or 10 sales per 100 calls as well as qualitative measures such as projects completed WORD 格式整理 专业技术参考资料 or not completed 5 Rater errors Rater errors include rater bias or prejudice halo effect constant error central tendency and fear of confrontation 6 Poor feedback to employee Standards and or ratings must be communicated to the employee in order for the performance evaluation to be effective 7 Negative communications The evaluation process is hindered by communication of negative attitudes such as inflexibility defensiveness and a non developmental approach 8 Failure to apply evaluation data Failure to use evaluations in personnel decision making and personnel development negates the primary purpose of performance evaluations The use and weighting of multiple criteria as well as the frequency of evaluation also present problems 41 In writing about the subject the author of this passage apparently A gloats over the errors of some supervisors B slyly introduces the fact that there is no necessity to appraise performance C wants to share his opinions on how to appraise performance effectively D remains cautiously optimistic about performance appraisals 42 According to this passage we may conclude that to result in the success of performance appraisals A supervisors and their subordinates should agree on duties and job standards of the employees B plans are made for any development that is required when defining the job C a supervisor might rate all subordinates fair WORD 格式整理 专业技术参考资料 D supervisors have to make decision whether or not they should let their subordinates know the standards of some appraisals 43 The author of this passage would probably agree with which of the following A The traits and degrees of merit must be open to interpretation in order to avoid unclear standards in performance appraisals B Different supervisors would probably define quality of work differently C The best way to avoid unclear