人力资源三级考试模拟试卷英语选词填空汇总-附译文

A. feedback反馈B. benchmarking基准C. rewards奖励D. Human resource managementHR管理E. benefit福利F. on-the-job 在职G. performance绩效H. downsizing裁员I. Direct cost直接成本J. output输出1. _ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspects of your management job 人力资源管理指的是对组织的人实施的各种操作和政策。2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。3. Labor turnover can be costly. _I. Direct cost _ of the recruiting and training replacements should be considered. 劳动变更的成本很昂贵。招聘和培训替代人员的直接成本必须被考虑在内。4. Business process re-engineering techniques are deployed as instruments for _H. downsizing _ .业务流程再造技术可以被使用来作为规模精简的工具。5. Evaluations also fulfill the purpose of providing _A.feedback_ to employees on how the organization views their performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6. The _J. output _ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。.7. Coaching is a personal _ F. on-the-job _ technique designed to develop individual skills, knowledge, and attitudes.教练式指导是一种在职的技术，它被用来开发员工的技能、知识、和态度。8. Extrinsic _ C. rewards _ include direct compensation, indirect compensation, and nonfinancial rewards. 外在报酬包括直接报酬、间接报酬、非财务性报酬9. Flexible benefits allow employees to pick and choose from among a menu of _E. benefit_ options.灵活的福利计划允许员工从一个福利菜单中作选择。10. Chinas economic reformers have used material incentives in order to stimulate _ G. performance _中国的经济改革家曾经使用物质激励来刺激绩效。 A. promotion晋升B. job analysis工作分析C. management管理D. Globalization全球化E. job description职位描述F. Human resource planningHR计划G. competence能力H recruiting 招募I mediation调解J assessment评估1. International human resource management includes _H recruiting_ qualified personnel for overseas assignments国际化人力资源管理包括了为跨国任务招聘合格的人员2. Rapid _A promotion_ through an extensive staff ranking system is seen in one company as a very important motivational mechanism. 快速晋升通过广泛的员工的排名系统是一个公司作为一种重要的激励机制。3. _D_ Globalization_ refers to the tendency of firms to extend their sales or manufacturing to new markets abroad全球化指的是企业把生产或市场扩展到海外市场的趋势。4. Developing a high-trust organization means creating trust between _C_management_ and employees发展高信任的组织意味着创造管理层和员工之间的信任5. _ F Human resource planning_ determines the human resources required by the organization to achieve its strategic goals.人力资源规划决定了组织为了达到战略目标所需要的人力资源6. The _B_job analysis_provides information on the nature and functions of the job工作分析提供了工作本质和职能的信息7. The halo effect or error is the tendency for an evaluator to let the _J assessment_ of an individual on one trait influence his or her evaluation of that person on other traits.晕轮效应指得是评估者过多关注被评估这某一方面特征从而影响到对其他方面特征的评估8. Training is concerned with fitting people to take one extra responsibilities, increasing all-round _G competence_培训指的是把员工调整到能承担额外的责任，同时增加全方位的能力。9. A training or a learning specification breaks down the broad duties contained in the _E_job description_ into the detailed tasks that must be carried out.培训和学习规范书细化了包含在工作说明书中的必需完成的（措词比较简单）的任务。10. In case of labor disputes between the employer and laborer, the parties concerned can apply for _I_mediation_ or arbitration, bring the case to courts, or settle them through consultation.在雇主和劳动者的劳动争议中，双方可以申请调解，仲裁，或到法庭上打官司，或者通过咨询来解决。A. reward奖励B. job analysis工作分析C. Human Resource Management人力资源管理D. ethics 道德E. benefit program福利计划F. human capital 人力资本G. agency 代理H. goals 目标I. contracts契约J. recruiting招募1. For managers, the challenge of fostering intellectual or _ F. human capital _ lies in the fact that such workers must be managed differently than were those of previous generations.对于经理们来说，培养知识型员工和人力资本的挑战在于现在的工人和上一代大不相同。2. In summary, _C. Human Resource Management_ is an integral part of every managers job总的来说人力资源管理是每个管理者工作中的组成部分。3. In the area of _J. recruiting_ and hiring, its the line managers responsibility ot specify the qualifications employees need to fill specific positions.在做招聘和甄选时，直线经理有责任给出某个空缺岗位对求职者的要求。4. HR manager also administers the various _ E. benefit program _ (health and accident insurance, retirement vacation, and so on)人力资源经理还管理大量的福利项目。5. Performance evaluations are used as the basis for _A. reward_ allocations.绩效评估还用作薪酬发放的基础。6. Staff managers are authorized to assist and advise line mangers in accomplishing these basic _H. goals_.职能经理被授权来协助也建议直线经理来完成这些基础的目标。7. determining the nature of each employees job is _B. job analysis_我们是通过工作分析来决定每个员工的工作本质的。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 _D. ethics_劳动者要完成他们的劳动任务，提升他们的专业技能，遵守公司的劳动卫生制度，遵守纪律，以及职业道德。9. Labor _I. contracts_ are agreements reached between laborers and the employer to establish labor relationships and specify the right, interests an obligations of each party.劳动合同是由劳动者和雇主达成的共识，依次来建立劳动关系，指出了每一方的权利、利益、义务10. In a public employment _ G. agency _, which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.在一个公共的雇佣代理处，该代理处为工人找工作也为雇主招工人，该代理是根据面试人员实施面试的数量来衡量其绩效的。A. competition 竞争B. arbitration 仲裁C. external labor markets外部劳动力市场D. careers职业E. outplacement职业介绍F. job description职位描述G. forecasting预测H. expatriate 离开组织I. halo effect 晕轮效应J. skills技能1. The analysis of the number of people leaving the organization ( labor turnover of wastage) provides data for use in supply _G_forcasting_对于离开组织人数的的分析提供了供给预测的数据。2. demand forecasting is the process of estimating the future numbers of people required and the likely J_skills_ and competences they will need需求预测估计了组织未来需要人员的数量以及相关的能力3. The _C_external labor markets_ are the external local, regional, national and international markets from which different sorts of people can be recruited外部劳动力市场是企业外部当地的、区域性的、国家性的、国际性的劳动力市场，从这些市场里组织能雇佣到各种不同类型的人。4. From tapping the global labor force to formulating selection, training, and compensation policies for _H_expatriate_ employees managing globalization will thus be a major HR challenge in the next few years为全球化的劳动力制定甄选、培训和薪酬政策将成为近年来人力资源管理的主要挑战。5. The pressure for improved performance to meet more intense global _A_competition_ explains why many organizations are seeing higher standards for employees为了应对更剧烈的全球化竞争而更高绩效的要求，由此产生的压力解释了为何组织正在寻求更高标准的员工。6. People also leave organizations voluntarily to further their_D careers_, get more money or move away from the district人们还自愿离开组织，以促进他们的职业生涯，获得更多的钱或远离区7. Organizational release activities dela with redundancy, _E_outplacement_, dismissal, voluntary turnover and retirement.组织人员离开活动处理的是冗余、解雇、自愿离职以及退休。8. Once a labor dispute occurs, the party that has objections to the ruling of the labor committee can bring the case to a peoples court B arbitration 一旦发生劳动争议，对于劳动委员的裁定有争议的一方，可以要求由法庭来处理。9. A training or a learning specification breaks down the broad duties contained in the _F job description_ into the detailed tasks that must be carried out培训或学习规范分解的广泛职责包含在职位描述中的详细任务10. The _I_halo effect_ is 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. 晕轮效应是评估以让一个人的评价上的一个特征影响他或她对其他性状的人的评价。A. job satisfaction工作满意度B. recruiting招募C. organizational learning组织学习D. pay systems支付系统E. strategic plan战略机划F. wage levels工资水平motivational激励机制H. needs需求I. performance表现J. productive生产1. In the management of international joint ventures, Pucik (1988) argues that one of the main challenges anywhere is the _C. organizational learning _ capacity of the partners within the joint venture.管理对国际化合资企业管理过程中，Pucik提出，一个最大的挑战就是在组织内合作伙伴的组织学习能力。2. Rapid promotion through and extensive staff ranking system is seen in one company as a very important _G. motivational _ mechanism在一个拥有广泛职位层级的组织内，如果快速地晋升一个员工，这是一种激励机制。3. Generally money is seen as important for _B. recruiting_ and retaining employees, but not as a real motivator.人们常常把钱作为一个重要的吸引和留住员工的因素，但是它并不是一个真正的激励因子。4. Chinas economic reformers have used material incentives in order to stimulate _ J. productive _中国的经济改革家曾经使用物质激励来刺激绩效。5. New labor laws permit companies to set their own _F. wage levels_新的劳动法允许企业设定自己的工资等级。6. organizations are finding that IHRM activities are best handled by linking them to the enterprises _ E. strategic plan _组织发现如果把国际化的人力资源管理和组织战略结合起来，这样实施的效果会最好。7. An extensive review of the literature indicates that the more important factors conductive to _A. job satisfaction_ include mentally challenging work, equitable rewards, supportive working conditions, and supportive colleagues.对于文献的大量研究表明，能够导致工作满意的因素包括了：在思维上有挑战性的工作，公平的报酬，支持性的工作环境，支持的同事。8. Employees want _ D. pay systems _ and promotion policies that they perceive as being just, unambiguous, and in line with their expectations.员工希望组织的薪酬体系和晋升体系是公正的、不模糊的、和自己的期望所一致的。9. The early views on the satisfaction-performance relationship can be essentially summarized in the statement “a happy worker is a _J. productive_ worker.”早期对于员工满意度与绩效关系可以被综合为“一个快乐工人多产的工人”10. Giving all employees the same benefits assumes all employees have the same _H. needs_给所有的员工同样的福利假设所有的员工有同样的需求。assessment评估benefits福利job analysis工作分析critical incident关键事件human capital人力资本recruitment招聘 selection选择on-the-job在职I. forecasts 预测J. costs成本1. The _C job analysis_ provides information on the nature and functions of the job提供了工作的性质和功能的信息2. HR is focusing on the acquisition and development of the _E human capital_ required by the organization人力资源关注于获得和开发组织所需要的人力资本3. The downsizing plan should be based on the timing of reductions and of _I forecasts_ the extent to which these can be achieved by natural wastage or voluntary redundancy组织规模精简可以给予人力资源自然减员4. Rapid turnover can result simply from poor _G selection_ or promotion decisions过高的人员流失可能来自于不合理的招聘或晋升。5. A flexibility plan can contain proposals to reduce overtime _J_ costs _ through the use of flexible hours灵活的计划包含了相关的建议，通过使用灵活的时间安排来减少员工的加班成本6. Job-sharing is an arrangement where by two employees share the work of one full-time position, dividing pay and _B_ benefits_ between them according to the time each works工作分享使得两个员工共享一全职工作，同时根据各自工作时间分享薪酬和福利7. The _F recruitment_ plan should include plans for attracting good candidates by ensuring that the organization will become an employer of choice.招聘计划因该包括通过把组织变成“雇主选择”而吸引优秀候选人的计划8. Behaviorally anchored rating scales combine major elements from the _D_critical incident_ and graphic rating scale approaches行为锚定评级量表法整合了关键事件发和图示评级量表法的主要元素。9. 360-degree feedback is also referred to as multi-source _A_assessment_ or multi-rater feedback360反馈法还被称为多来源评价或多评估者反馈10. Coaching is a personal _H_on-the-job_ technique designed to develop individual skills, knowledge, and attitudes教练是一个个人在职状态，技术设计开发员工的技能，知识，态度A. careers职业B. arbitration仲裁C. pay levels薪酬水平D. apprenticeship学徒E. employment agencies就业机构F. alternative替代G. benefit package福利包H. recruiting招募I. contract合同J. training培训1. 六The quality of a firms _H. recruiting _ process had a big impact on what candidates thought of the firm一个企业的招聘质量会对候选人如何看到该企业带来很大影响。2. Private _E. employment agencies _ are important sources of clerical, white-collar, and managerial personnel.私人雇佣代理是文秘、白领和管理人员的重要来源。3. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service an bid on jobs at lower stress and lower _ C. pay levels _ if they desire so在施乐，工会工人年龄超过55工龄超过15年以及年龄超过50工龄超过20年，可以申请较低压力、较低报酬的工作。4、 People also leave organizations voluntarily to further their _A. careers_, get more money or move away from the district人们主动离开组织为了拓宽职业生涯，获得更多的钱，或搬到其他地方。5、 Outplacement is about helping redundant employees to find _F. alternative_ work再就业服务是帮助冗余的员工找到其他的工作。6、 Three type of third-party interventions are used to overcome and impasse: mediation, fact-finding, and _B. arbitration _.有三种第三方干涉的方式来解决僵局：调解、事实寻求、仲裁。7、 Approximately half of the German youth between the ages of 15-18 are enrolled in programs.大约有一半年龄在15-18岁的德国年轻人注册接受实习计划。 D. apprenticeship 8、 Terms of employment tend to be very technical and are governed by a _I. contract_ that spells out exactly what each side will do for the other.雇佣关系被合同所规范，合同清楚地说明了到底双方要为对方做什么事。9、 Salary and _G. benefit package _ tend to be secret, so no one knows what anyone elso is receiving.报酬和福利包是保密的，所以没人知道别人得到了什么。10、Every year the company selects dozens of junior managers and young employees to attend universities in order to undertake _J. training_ programs, even degree courses.每年公司从底层管理者或年轻的员工中选取一些人参与到高校接受培训甚至修得学位。A. skills工作技能B. job description工作描述C. interaction合作D. management 管理E. role playing角色扮演F. work force 工作力G. discipline 训练H. rewards 奖励I. task任务J. training培训1. Developing a high-trust organization means creating trust between _D_management_ and employees. 打造有高度信任度组织意味着在管理层和员工之间建立信任度。2. retaining knowledge workers is matter of providing a supportive workplace environment and motivating them through both tangible and intangible _H_rewards_.保留住知识性员工要为他们提供支持性的工作环境，以及通过有形或无形的报酬来激励他们。3. Increased _F work force _ diversity will place tremendous demands on the HR management function.越来越多的劳动力的多元化给人例资源管理带来了更大的要求。4. Writing _B job description_ and job specification based on input from department supervisor is the responsibility of HR department.根据部门经理给出的信息来撰写工作描述和工作规范是人力资源部的责任。5. Supervisors should make sure employees are guaranteed fair treatment as it relates to _G discipline_ dismissal and job security主管因该确保员工被给与了公正的对待因为这个与纪律、解雇、工作安全有关。6. It is important to evaluate _J_training_ in order to assess its effectiveness in producing the learning outcomes对于培训的评估很重要，因为组织必须评价培训的有效性一次来获得学习效果。7. Job rotation can be an inefficient and frustrating method of acquiring additional knowledge and _A_skill_ unless it is carefully planned and controlled.工作轮换可能成为一种无效的、令人困惑的让员工获得额外知识的方法，除非组织好好计划与控制8. In _E role playing_ the participants act out a situation by assuming the roles of the characters involved.在角色扮演中，参与者扮演了一个场景，场景中会假设很多角色。9. The basis philosophy of managerial grid training is that the _I_task_ of the individual manager is to achieve production through people.管理网格培训法的基本原理是个体经理的任务是通过员工来达成产量。10. Interactive skills training is defined by Rackham as:Any form of training which aims to increase the effectiveness of an individuals _C_ interaction_ with others.”Rackham把沟通技能定义为“任何能增加员工沟通有效性的培训。”A. profit-sharing利润分享B. goals目标C.job satisfaction工作满意D. off-the-job脱产E. skills analysis技巧F. benefit program福利计划G. interviews面试H. outcomes结果I. feedback 反馈J. mediation调解1. 八Job instruction techniques should be based on _E skills analysin_ and learning theory工作指导技术应该给予技能分析和学习理论。2. Desire can be created by amplifying the jobs interest factors plus extra such as _C job satisfaction_, career development, travel, or similar advantages渴望可以打造通过放大工作的利益因素加上额外的因素，比如，工作满意度、职业发展、旅行、或类似优势3. Test, application blanks, and _G interviews_should be a proven part of the employers selection process测评、应聘申请表、以及面试都是雇主甄选合适的方法。4. With _J mediation_ a neutral third party tries to assist the principals in reaching agreement在调解中，一个中立的第三方尽量协助当事人达成共识。5. Organizational rewards should be linked to each individual employees _B goals_组织报酬应该和员工绩效联系起来。6. The flexible benefit can turn the traditional homogeneous _F_benefit program_ into a motivator灵活的福利计划能把传统的均一的福利体系变成一种激励因素。7. Piece-rate, wage incentive plans, _A profit-sharing_, and lump-sum bonuses are all forms of performance-based compensation计件制、工资激励计划、利润分享、总奖金这些都是以绩效为基础的薪酬方式。8. Evaluation is the comparison of objectives with _H outcomes_ to answer the question of how far the training has achieved its purpose 评估就是把目标和结果进行比较一次来回答培训多大程度上达成了目标。9. Case study is an _D off-the-job_ training technique案例研究是一种非在职培训技术。10. Coaching should provide motivation, structure, and effective_I_ feedback_, if the coacher is skilled, dedicated, and able to