人力资源管理师二级

1、精品人力资源管理师资格认证专业英语样题一、英汉互译（每题2分，共30分）1. Behaviormodeling2. Employeeleasing3. Factorcomparisonsystem4. Graphicrating-scalemethod5. Panelinterview6. Replacementcharts7. Selection8. Vesting9. Teamleadertraining10. Profitsharing11. 心理支持12. 技能工资13. 网上培训14. 关键工作15. 工作扩大化二、单项选择（每题2分，共20分）1. Executivesormana

2、gerswhocoach,advise,andencourageemployeesoflesserrankarecalled.A. ProtegesB. teachersC. mentorsD. rolemodels2. Asanappraiser,youshouldtrytodoallofthefollowingexcept.A. minimizecriticismB. changetheperson,notthebehaviorC. focusonsolvingproblemsD. besupportive3. Individualsworkinginternationallyneedto

3、knowasmuchaspossibleaboutallofthefollowinghost-countrycharacteristicsexcept.A. socialandbusinessetiquetteB. culturalvaluesandprioritiesC. politicalstructureandcurrentplayersD. culturaltrends4. QuestionscontainedinstructuredjobinterviewsshouldbebasedonA. jobanalysisB. jobdesignC. jobspecializationD.

4、jobutilization5. Outplacementservicesare.A.usefulmethodsofattractingindividualsintoacareerB.designedtohelpterminatedemployeesfindajobelsewhereC.rarelygiventoexecutiveemployeesD.vitalpartsofanycareermanagementsystem6. Whichofthefollowingisnotacoreskillthatiscriticalforsuccessabroad?A. Physicalfitness

5、andmentalmaturityB. EffectivedelegateskillsC. Prudentdecision-makingskillsD. Culturaladaptability7. Ifyourprimaryobjectiveforaperformanceappraisalistogiveemployeesdevelopmentalfeedback,whichofthefollowingappraisalmethodsshouldyouuse?A. TraitmethodB. ResultsmethodC. BehaviormethodD. Attitudinalmethod

6、8. Compensationprogramsthatcompensateemployeesfortheknowledgetheypossessareknownas.A. skill-basedpayplansB. performance-basedpayplansC. merit-basedpayplansD. seniority-basedpayplans可编辑9. Toimplementasuccessfulprograminbasicandremedialtraining,managersshoulddoallofthefollowingexcept.A.explaintoemploy

7、eeswhytrainingwillhelpthemintheirjobsB.useaclassroom-orientedapproachsoemployeeslearnbylecturesC.providefeedbackonemployeesprogressD.relatethetrainingtotheemployeesgoals10. Whichofthefollowingisnottrueofself-ratingsofperformance?.A. Theyarebeneficialwhenmanagersseektoincreasetheemployeesinvolvementi

8、nthereviewprocessB. Criticsarguethatself-ratingsaremorelenientC. Researchhasshownthatself-ratingsareasvalidas,ifnotmorevalidthan,testscoresD. Theyarefreeofmostbiasesthatotherratingsourcesmayhave三、阅读理解（每题3分，共30分）（一）ThepromotionanddevelopmentofperformancemanagementprocessesbyHRcanmakeanimportantcontri

9、butiontoknowledgemanagement,byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined,andensuringthatactualbehaviorsarereviewedand,whereappropriate,rewardedbyfinancialornon-financialmeans.Performancemanagementreviewscanidentifyweaknessesanddevelopmentneedsinthisaspect,andinit

10、iatepersonaldevelopmentplans,whicharedesignedtomeettheseneeds.Onestartingpointfortheprocesscouldbethecascadingofcorporatecorevaluesforknowledge-sharingtoindividuals,sothattheyunderstandwhattheyareexpectedtodotosupportthosecorevalues.Knowledgesharingcanbeincludedasanelementofacompetencyframework,andt

11、hedesiredbehaviorwouldbespeltoutandreviewed.Forexample,positiveindicatorssuchasthoselistedbelowcouldbeusedasabasisforagreeingcompetencyrequirementsandassessingtheextenttowhichtheyaremet.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing:.Iseagertoshareknowle

12、dgewithcolleagues;.Takespositivestepstosetupgroupmeetingstoexchangerelevantinformationandknowledge;.Buildsnetworkswhichprovideforknowledgesharing;.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughtheintranetand/orothermeansofcommunication.Hansenetal(1999)mentionthat

13、atErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions,oneofwhichistheircontributiontoandutilizationoftheknowledgeassetofthefirm.AtBain,partnersareevaluatedeachyearonavarietyofdimensions,includinghowmuchdirecthelptheyhavegivencolleagues.1 .Thebesttitleforthisarticleis.A. Knowle

14、dge-sharingB. PerformancemanagementreviewsC. PerformancemanagementprocessesD. Performancemanagementforknowledgeworkers2. Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharingexcept.A.IsreluctanttoshareknowledgewithcolleaguesB.Takespositivestepstoexchangerelevan

15、tinformationandknowledgeC. BuildsnetworkswhichprovideforknowledgesharingD. Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughsomemeansofcommunication3. WhichofthefollowingisnotmentionedbyHansenetal?.A. AtBain,directhelpthatpartnershavegivencolleagueswillbeevaluated.B

16、. AtErnst&Young,consultantscontributiontotheknowledgeassetofthefirmwillbeevaluated.C. AtBain,partnersareeagertoshareknowledgewithcolleagues.D. AtErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions.4. Theauthorofthispassagewouldmostlikelyagreethat.A. Performancemanagementproces

17、sesbyHRcanmakelittlecontributiontoknowledgemanagement.B. Thecascadingofcorporatecorevaluesforknowledge-sharingtoindividualscouldbeonestartingpointfortheperformancemanagementprocess.C. Knowledge-sharingcantbeincludedasanelementofacompetencyframework.D. Takingpositivestepstoexchangerelevantinformation

18、andknowledgeisntanexampleofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing.5. Accordingtothepassage,performancemanagementprocessesbyHRcanmakeanimportantcontributiontoknowledgemanagementthroughthefollowingmeasuresexcept.A. byprovidingforbehavioralexpectationswhicharerelatedtoknowl

19、edge-sharingtobedefinedB. byensuringthatactualbehaviorsarereviewedC. byensuringthatactualbehaviorsarerewardedbyfinancialornon-financialmeansD. bybuildingnetworkswhichprovideforknowledgesharing（二）T-groupstandsfortraininggroup,whichisnotaveryhelpfuldescription.Itisalsoreferredtoassensitivitytraining,g

20、roupdynamics,andgrouprelationstraining.T-grouphasthreeaims:1. Toincreasesensitivity-theabilitytoperceiveaccuratelyhowothersarereactingtoonesbehavior.2. Toincreasediagnosticability-theabilitytoperceiveaccuratelythestateofrelationshipsbetweenothers.3. Toincreaseactionskill-theabilitytocarryouttheskill

21、fulbehaviorrequiredbythesituation.InaT-group,thetrainerwillexplaintheaimsoftheprogramandmayencouragediscussionandcontributehisorherownreactions.Butheorshedoesnottakeastrongleadandthegroupislargelylefttoitsowndevicestodevelopastructurethattakesaccountofthegoalsofboththemembersofthegroupandthetrainerp

22、rovidesaclimatewherethegroupmembersaresufficientlytrustingofoneanothertodiscusstheirownbehavior.Theydothisbygiving“feedback”orexpressingtheirreactiontooneanother.Membermaynotalwaysacceptcommentsaboutthemselves,butastheT-groupdevelopstheywillincreasinglyunderstandhowsomeaspectsoftheirbehaviorarehidde

23、ntothemandwill,therefore,bewellonthewaytoanincreaseinsensitivity,diagnosticability,andactionskill.Follow-upstudieshavenotedthreeprincipleareasofchangefollowingtheattendanceoftraineesatanexternalT-grouplaboratory:1. Increasedopenness,receptivity,andtoleranceofdifferences.2. Increasedoperationalskilli

24、ninterpersonalrelations,withovertonesofincreasedcapacityforcollaboration.3. Improvedunderstandinganddiagnosticawarenessofself,others,andinteractiveprocessesingroups.T-groupshavebeenattackedbecauseofthepossibilityofnegativeordetrimentaleffects.Butnoneofthefollow-upstudieshasdetectedanysignificantprob

25、lems.Amorevalidbasisfordoubtisthatithasbeenhavedifficulttoprovethattheyhavebeencosteffectivefororganizationswhousedthemoncompanyorhavestronglysupportedexternalprograms.Thiscriticismcouldbeleveledatanyotherformofgrouptrainingor,indeed,mostoff-the-jobtraining.Thedegreetowhichitcanbeinvalidatedwilldepe

26、ndontheeffectivenessofthetrainingdesignandofthetrainer.T-grouplaboratoriesintheirpurestformareunlikelyevertobecomeamajorpartofcompanytrainingprograms,butthegroupdynamicsapproachhasvalidusesinthemodifiedforms.1. Thisarticlemightmostlikelybeextractedfromthepaperabout.A.humanresourceplanningB.performan

27、ceevaluationC.internationalhumanresourcemanagementD.traininganddevelopment2. T-groupisreferredtoasthefollowingexcept.A.sensitivitytraining,B.on-the-jobtrainingC.groupdynamicsD.grouprelationstraining3. Theauthorofthispassagewouldmostlikelyagreethat.A. InaT-group,thetrainerwilltakeastronglead.B. InaT-

28、group,membersmayalwaysacceptcommentsaboutthemselves.C. InaT-group,thetrainershouldprovideaclimatewherethegroupmembersaresufficientlytrustingofoneanothertodiscusstheirownbehaviors.D. InaT-group,membersdontexpresstheirreactiontooneanother.4.Accordingtothepassage,whichofthefollowingcantchangetheattenda

29、nceoftraineesatanexternalT-grouplaboratory?.A. pooreffectivenessofthetrainingdesignB. improvedunderstandinganddiagnosticawarenessofselfandothersC. increasedopenness,receptivity,andtoleranceofdifferencesD. increasedoperationalskillininterpersonalrelations5.Fromthispassage,wecaninferthat.A. T-grouplab

30、oratoriesarelikelybeusedasamajorpartoftrainingprogramsbycompany.B. ThereisnocriticismonT-grouplaboratories.C. IfT-grouplaboratoriesaremodifiedwell,ithasalsovaliduses.D. T-grouplaboratorieshavenouseforcompany.四、写作(共20分)某公司欲招聘一位会计主管(chiefaccountant)，需要人力资源管理部门为其编制一份职位说明书(JobDescription)，假如公司总经理要求你来完成这

31、项工作，请你用英文完成以下职位说明书。JobDescriptionPositionDepartment20AccountabletoSalary/paygrade35-40hrs/wk20-35hrs/wklessthanhrs/wkJobsummaryResponsibilities/dailytasksQualificationsRelationsofthepositiontoothersinthecompany一、单项选择题1. Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalledLA

32、.protegesB.teachersC.mentorsD.rolemodels2. Asanappraiser,youshouldtrytodoallofthefollowingexcept.A. minimizecriticismB. changetheperson,notthebehaviorC. focusonsolvingproblemsD. besupportive3. Individualsworkinginternationallyneedtoknowasmuchaspossibleaboutallofthefollowinghost-countrycharacteristic

33、sexceptLA. socialandbusinessetiquetteB. culturalvaluesandprioritiesC. politicalstructureandcurrentplayersD. culturaltrends4. QuestionscontainedinstructuredjobinterviewsshouldbebasedonA.jobanalysisB. jobdesignC. jobspecializationD. jobutilization5. OutplacementservicesareLA. usefulmethodsofattracting

34、individualsintoacareerB. designedtohelpterminatedemployeesfindajobelsewhereC. rarelygiventoexecutiveemployeessuccessD. vitalpartsofanycareermanagementsystem6. Whichofthefollowingisnotacoreskillthatiscriticalforabroad?A. physicalfitnessandmentalmaturityB. effectivedelegatoryskillsC. prudentdecision-m

35、akingskillsD. culturaladaptability7. Ifyourprimaryobjectiveforaperformanceappraisalistogiveemployeesdevelopmentalfeedback,whichofthefollowingappraisalmethodsshouldyouuse?LA. traitmethodB. resultsmethodC. behaviormethodD. attitudinalmethod8. Compensationprogramsthatcompensateemployeesfortheknowledget

36、heypossessareknownasA. skill-basedpayplansB. performance-basedpayplansC. merit-basedpayplansD. seniority-basedpayplans9. Toimplementasuccessfulprograminbasicandremedialtraining,managersshoulddoallofthefollowingexceptLA. explaintoemployeeswhytrainingwillhelpthemintheirjobsB. useaclassroom-orientedapp

37、roachsoemployeeslearnbylecturesC. providefeedbackonemployeesprogressD. relatethetrainingtotheemployeesgoals10. Whichofthefollowingisnottrueofself-ratingsofperformance?A. TheyarebeneficialwhenmanagersseektoincreasetheemployeesinvolvementinthereviewprocessB. Criticsarguethatself-ratingsaremorelenientC

38、. Researchhasshownthatself-ratingsareasvalidas,ifnotmorevalidthan,testscoresD. Theyarefreeofmostbiasesthatotherratingsourcesmayhave11. Performanceappraisalmethodscanbebroadlyclassifiedaseither,orapproaches.A. trait,behavioral,judgmentalB. trait,behavioral,resultsC. behavioral,judgmental,resultsD. be

39、havioral,judgmental,attitudinal12.TheareafromwhichemployersobtaincertaintypesofworkersfromwithintheorganizationisknownastheLA. internallabormarketB. regionallabormarketC. recruitingareaD. externallabormarket13. Coachingisatechniquethatcanbeusedtodevelopindividualskills,knowledge,andattitudes.A. on-t

40、he-jobB. off-the-jobC. web-basedtrainingD. classroomtraining14. Theprimaryreasonwhyorganizationstrainnewemployeesisto.A. increasetheirknowledge,skill,andabilitylevelB. helptraineesachievepersonalcareergoalsC. complywithgovernmentregulationsD. improvetheworkenvironment15. TheHRdepartmentinanoverseasu

41、nitmustbeparticularlyresponsivetoallofthefollowingenvironmentsexcept.A. politicalB. culturalC. technologicalD. legal16. WhichofthefollowingisnotaprimaryimpactthattechnologyhashadonHRM?A. Ithasalteredthemethodsofcollectingemploymentinformation.B. Ithasspeeduptheprocessingofemploymentdata.C. Ithasdimi

42、nishedtheroleofsupervisorsinmanagingemployees.D. Ithasimprovedtheprocessesofinternalandexternalcommunications.17. Whichmanagementgrouphasprimaryresponsibilityforthedevelopmentofdisciplinarypoliciesandprocedures?A. thelegaldepartmentB. top-levelmanagementC. theHRdepartmentmostD. middlemanagement18. T

43、ocreateamoreflexiblepoolofemployees,managersmightlikelyLA. relyonjob-basedpaystructuresB. relyonskill-basedpaystructuresC. implementagainsharingincentivesystemD. implementanemployeestockownershipplan19. Whichofthefollowingdoesnotalterthenatureofjobsandtherequirementsofindividualsneededtosuccessfully

44、performthesejobs?.A. downsizingB. adoptionofteamsC. stablegrowthinproductdemandD. globalchange20. WagesurveydatawillnormallybecollectedwiththeuseofA. low-ratedjobsB. keyjobsC. high-ratedjobsD. strategicjobs21. Whensettingperformancemeasuresforincentivesystems,wecansaythatthebestmeasuresareA. quantit

45、ative,simpletounderstand,andshowaclearrelationshipbetweenoutputandrewardB. qualitative,flexible,andcreatecompetitionbetweenemployeesC. thosethatallowemployersto“ratchetupstandardsandbaserewardsonqualitativestandardsD. thosethatreduceadministrativecosts,determinerewardsbasedonlyonquantity,andrewardon

46、lyexceptionalemployees22. Tofacilitateanegalitarianenvironment,whichofthefollowingHRpracticesshouldmanagersimplement?LA. team-basedtrainingB. HRIStechnologiesC. profitsharingD. team-basedselection23. Ifajobanalystdoubtstheaccuracyofinformationprovidedbyemployees,heorsheshouldA. challengetheemployees

47、withtheirfalsestatementsB. reportthemtotheirsupervisorsC. turnthetaskofjobanalysisovertosomeonewithmoreHRMexperienceD. obtainadditionalinformationfromthemorfromtheirsupervisors24. Reasonsfornothiringfromwithinincludeallofthefollowingexcept.A. motivationalconcernsB. lackofqualifiedinternalcandidatesC

48、. aneedfornewideasD. theriskof“employeecloning”25. Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalledLA. protegesB. teachersC. mentorsD.rolemodels26. Whichofthefollowingisanexampleofawell-writtenperformancestandard?A. Deskclerksareexpectedtocheckoutapproximatelyfifteencus

49、tomerseveryhalf-hourB. CustomerservicerepresentativesshouldbeenergeticandpleasanttocustomersC. ResidentdormadvisersshouldbeeasilyaccessibletostudentsD. Policeshouldrespondtoacallwithinashortperiodoftime27. Inthedevelopmentofafactorcomparisonscale,keyjobsarenormallyrankedagainstallofthefollowingfacto

50、rsexceptLA. skillB. performanceC. mentaleffortD. responsibility28. AnincentiveplanismorelikelytosucceedinanorganizationwhenallofthefollowingaretrueexceptA.employeesmoraleishighB. employeesbelievetheyarebeingtreatedfairlyC. thereisharmonybetweenemployeesandmanagementD. employeesbelievethatincentivepa

51、ymentaredeferred29. If you were developing a performance appraisalsystem for individualsoninternational assignments, it would be best to baseindividualappraisalsoninformationfromA. host-countryevaluationsB. home-countryevaluationsC. bothhome-andhost-countryevaluationsD. peerevaluationsE. .Humancapit

52、alofafirmincludethefollowingexcepts workersA.theknowledgeofafirmcompetitiveadvantagehasB. skills of a firms workersC. the expertise of a firms workersD. the behavior of a firms workers31. In general, in recentyears the role of peoplein a determining a firmA. decreasedinimportanceinmanufacturingfirms

53、butincreasedinservicefirmsB. increasedinimportanceinservicefirmsbutdecreasedinmanufacturingfirmsC. increasedinimportanceinbothserviceandmanufacturingfirmsD. decreasedinimportanceinbothserviceandmanufacturingfirms32. ObjectivesaccomplishedthroughjobanalysisincludeallofthefollowingexceptA. establishin

54、gthejob-relatednessofselectionrequirementsB. determiningtherelativeworthofajobC. eliminatingdiscrepanciesbetweeninternalwageratesandmarketratesD. provingcriteriaforevaluatingtheperformanceofanemployee33. 360-degreefeedbackmightbeusedforthefollowingexcept.A. personaldevelopmentB. appraisalC. payD. re

55、cruitment34. Employeeswhoarecoached,advised,andencouragedbyemployersofgreaterrankareknownasLA. fast-trackersB. organizationalstudentsC. mentorsD. proteges35. Whichofthefollowingisntaformofperformance-basedcompensation?A. piece-rateB. profit-sharingC. minimumwageD. lump-sumbonuses36. Advantageofemplo

56、yeestockownershipplans(ESOPs)includeallofthefollowingexceptLA. employersareabletoprovideretirementbenefitstoemployeesatarelativelylowcostB. theemployeespensionsarelessvulnerableduetodiversificationC. ESOPscanincreaseemployeesprideofownershipD. ESOPscanprovideanincentiveforemployeestoincreaseproducti

57、vity37. Lee,anewsupervisor,wantstocorrectlydocumentthepoorperformanceofanemployee.Whichofthefollowingwouldhenothavetodo?.A. performacurrentperformanceappraisaloftheemployeeB. notethedate,time,andlocationofthemisconductC. recordtheconsequencesoftheemployeesactionontheworkunitD. listthenegativebehaviorexhibitedbytheemployee38. Allofthefollowingbenefitsarerealizedbyali