人力资源三级考试模拟试卷英语选词填空汇总-附译文

PAGEPAGE10A.A.feedback B.benchmarking反馈 基准C.rewards奖励D.HumanresourcemanagementHR管理E.benefit福利F.on-the-job G.performance H.downsizing I. Directcost J.output在职 绩效 裁员 直接成本 输出_D.Humanresourcemanagement_referstothepracticesandpoliciesyouneedtocarryoutthepeopleorpersonnelaspectsofyourmanagementjob人力资源管理指的是对组织的人实施的各种操作和政策。Laborturnoverratesprovideavaluablemeansof B.benchmarking theeffectivenessofHRpoliciespracticesandorganization.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。Laborturnovercanbecostly.I.Directcost oftherecruitingandtrainingreplacementsshouldbeconsidered.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。Businessprocessre-engineeringtechniquesaredeployedasinstrumentsforH.downsizing .业务流程再造技术可以被使用来作为规模精简的工具。EvaluationsalsofulfillthepurposeofprovidingA.feedback toemployeesonhowtheorganizationtheirperformance.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TheJ.output

ofthejobanalysisshouldbeatrainingorlearningspecification工作分析的结果可以使培训或学习规范书。.Coachingisapersonal_F.on-the-job techniquedesignedtodevelopindividualskills,knowledge,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。Extrinsic_C.rewards includedirectcompensation,indirectcompensation,andnonfinancialrewards.酬包括直接报酬、间接报酬、非财务性报酬Flexiblebenefitsallowemployeestopickandchoosefromamongamenuof_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。Chinseconomicreformershaveusedmaterialincentivesinordertostimulate .performance 中国的经济改革家曾经使用物质激励来刺激绩效。A.promotionA.promotion晋升F.HumanresourceplanningHR计划B.jobanalysis工作分析G.competence能力C.management管理H recruiting招募D.Globalization E.jobdescription全球化 职位描述I mediation J assessment调解 评估InternationalhumanresourcemanagementincludesH recruiting__qualifiedpersonnelforoverseasassignments国际化人力资源管理包括了为跨国任务招聘合格的人员RapidA promotion__throughanextensivestaffrankingsystemisseeninonecompanyasaveryimportantmotivationalmechanism.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。D_ Globalization_referstothetendencyoffirmstoextendtheirsalesormanufacturingtonewmarketsabroad全球化指的是企业把生产或市场扩展到海外市场的趋势。Developingahigh-trustorganizationmeanscreatingtrustbetweenandemployees发展高信任的组织意味着创造管理层和员工之间的信任_F Humanresourceplanning__determinesthehumanresourcesrequiredbytheorganizationtoachieveitsstrategicgoals.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TheB_jobanalysis_ providesinformationonthenatureandfunctionsofthejob工作分析提供了工作本质和职能的信息ThehaloeffectorerroristhetendencyforanevaluatortolettheJ assessment__ofanindividualononeinfluencehisorherevaluationofthatpersononothertraits.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Trainingisconcernedwithfittingpeopletotakeoneextraresponsibilities,increasingall-roundGcompetence 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。AtrainingoralearningspecificationbreaksdownthebroaddutiescontainedintheE_jobdescription_intothedetailedtasksthatmustbecarriedout.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。Incaseoflabordisputesbetweentheemployerandlaborer,thepartiesconcernedcanapplyforI_mediation_orarbitration,bringthecasetocourts,orsettlethemthroughconsultation.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.rewardA.reward奖励B.jobanalysis工作分析F.humancapital人力资本agency代理C.HumanResource D.Management 道德人力资源管理H.goals I.contracts目标 契约E.benefitprogramJ.recruiting招募Formanagers,thechallengeoffosteringintellectualor_F.humancapital_liesinthefactthatworkersmustbemanageddifferentlythanwerethoseofpreviousgenerations.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。Insummary,_C.HumanResourceManagement_isanintegralpartofeverymanager’sjob总的来说人力资源管理是每个管理者工作中的组成部分。IntheareaofJ.recruiting andhiring,thelinemanager’sresponsibilityotspecifythequalificationsemployeesneedtofillspecificpositions.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。HRmanageralsoadministersthevarious E.benefitprogram (healthandaccidentinsurance,retirementvacation,andsoon)人力资源经理还管理大量的福利项目。PerformanceevaluationsareusedasthebasisforA.allocations.绩效评估还用作薪酬发放的基础。Staffmanagersareauthorizedtoassistandadviselinemangersinaccomplishingthesebasic_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。determiningthenatureofeachemployee’sjobis_B.jobanalysis 我们是通过工作分析来决定每个员工的工作本质的。Laborersshallfulfilltheirtasksoflabor,improvetheirprofessionalskills,followrulesonlaborandsanitation,andobservelabordisciplineandprofessional_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。LaborI.contracts areagreementsreachedbetweenlaborersandtheemployertoestablishrelationshipsandspecifytheright,interestsanobligationsofeachparty.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Inapublicemployment agency__,whichservedworkersseekingemploymentandemployersseekingworkers,employmentinterviewerswereappraisedbythenumberofinterviewsconducted.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.competitionA.competition竞争B.arbitration仲裁F.jobdescription职位描述G.forecasting预测C.externallabormarkets外部劳动力市场H.expatriate离开组织D.careers职业E.outplacement职业介绍I.haloeffect晕轮效应J.skills技能Theanalysisofthenumberofpeopleleavingtheorganization(laborturnoverofwastage)providesdataforuseinsupply_G_forcasting_对于离开组织人数的的分析提供了供给预测的数据。demandforecastingistheprocessofestimatingthefuturenumbersofpeoplerequiredandthelikelyJ_skills__andcompetencestheywillneed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The_C_externallabormarkets_aretheexternallocal,regional,nationalandinternationalmarketsfromwhichdifferentsortsofpeoplecanberecruited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。Fromtappingthegloballaborforcetoformulatingselection,training,andcompensationpoliciesfor_H_expatriate_employeesmanagingglobalizationwillthusbeamajorHRchallengeinthenextfewyears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。Thepressureforimprovedperformancetomeetmoreintenseglobal_A_competition_explainswhymanyorganizationsareseeinghigherstandardsforemployees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。PeoplealsoleaveorganizationsvoluntarilytofurthertheirD careers__,getmoremoneyormoveawaythedistrict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Organizationalreleaseactivitiesdelawithredundancy,E_outplacement_,dismissal,voluntaryturnoverandretirement.组织人员离开活动处理的是冗余、解雇、自愿离职以及退休。Oncealabordisputeoccurs,thepartythathasobjectionstotherulingofthelaborcommitteecanbringthecasetoapeoplescourt Barbitration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。Atrainingoralearningspecificationbreaksdownthebroaddutiescontainedinthe_Fjobdescription__intothedetailedtasksthatmustbecarriedout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The_I_haloeffect_isthetendencyforanevaluatortolettheassessmentofanindividualononetraitinfluencehisorherevaluationofthatpersononothertraits.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.jobsatisfaction工作满意度B.recruiting招募C.organizationallearning组织学习D.paysystems支付系统E.strategicplan战略机划F.wagelevels工资水平motivational激励机制H.needs需求I.performance表现J.productive生产Inthemanagementofinternationaljointventures,Pucik(1988)arguesthatoneofthechallengesanywhereistheC.organizationallearning_capacityofthepartnerswithinthejointventure.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。Rapidpromotionthroughandextensivestaffrankingsystemisseeninonecompanyasaimportantmotivational 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。Generallymoneyisseenasimportantmotivator.

_B.recruiting__andretainingemployees,butnotasareal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。China’seconomicreformershaveusedmaterialincentivesinordertostimulate _J.productive 中国的经济改革家曾经使用物质激励来刺激绩效。NewlaborlawspermitcompaniestosettheirownF.wagelevels 新的劳动法允许企业设定自己的工资等级。organizationsarefindingthatIHRMactivitiesarebesthandledbylinkingthemtotheenterprise’s E.strategicplan 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。AnextensivereviewoftheliteratureindicatesthatthemoreimportantfactorsconductivetoA.satisfaction__includementallychallengingwork,equitablerewards,supportiveworkingconditions,andsupportivecolleagues.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。Employeeswant D.paysystems andpromotionpoliciesthattheyperceiveasbeingunambiguous,andinlinewiththeirexpectations.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。Theearlyviewsonthesatisfaction-performancerelationshipcanbeessentiallysummarizedinthestatement“ahappyworkerisaJ.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”GivingallemployeesthesamebenefitsassumesallemployeeshavethesameH.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。assessmentassessment评估recruitment招聘benefits福利selection选择jobanalysis工作分析on-the-job在职criticalincident关键事件I.forecasts预测humancapital人力资本J.costs成本TheCjobanalysis__providesinformationonthenatureandfunctionsofthejob提供了工作的性质和功能的信息HRisfocusingontheacquisitionanddevelopmentoftheEhumancapital__requiredbytheorganization人力资源关注于获得和开发组织所需要的人力资本ThedownsizingplanshouldbebasedonthetimingofreductionsandofIforecasts__theextenttowhichthesecanbeachievedbynaturalwastageorvoluntaryredundancy组织规模精简可以给予人力资源自然减员Rapidturnovercanresultsimplyfrompoor_Gselection_orpromotiondecisions过高的人员流失可能来自于不合理的招聘或晋升。Aflexibilityplancancontainproposalstoreduceovertime_J_costs_throughtheuseofflexiblehours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Job-sharingisanarrangementwherebytwoemployeessharetheworkofonefull-timeposition,dividingpayandB_benefits_betweenthemaccordingtothetimeeachworks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The_Frecruitment__planshouldincludeplansforattractinggoodcandidatesbyensuringthattheorganizationwillbecomean‘employerofchoice’.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Behaviorallyanchoredratingscalescombinemajorelementsfromtheincident_andgraphicscaleapproaches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。360-degreefeedbackisalsoreferredtoasmulti-sourceormulti-raterfeedback360反馈法还被称为多来源评价或多评估者反馈CoachingisapersonalH_on-the-job_techniquedesignedtodevelopindividualskills,knowledge,andattitudes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careers职业F.alternative替代仲裁G.benefitpackage福利包

C.pay薪酬水平H.recruiting招募

D.apprenticeship E.employment学徒 agencies就业机构contract J.training合同六ThequalityofafirmsH.recruiting processhadabigimpactonwhatcandidatesthoughtthefirm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。Private_E.employmentagencies_areimportantsourcesofclerical,white-collar,andmanagerialpersonnel.私人雇佣代理是文秘、白领和管理人员的重要来源。AtXerox,unionizedhourlyworkersover55with15yearsofserviceandthoseover50with20ofserviceanbidonjobsatlowerstressandlower C.paylevels iftheydesireso55155020年，可以申请较低压力、较低报酬的工作。4、PeoplealsoleaveorganizationsvoluntarilytofurthertheirAcareers__getmoremoneyorawayfromthedistrict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、OutplacementisabouthelpingredundantemployeestofindF.alternative work再就业服务是帮助冗余的员工找到其他的工作。6、Threetypeofthird-partyinterventionsareusedtoovercomeandimpasse:mediation,fact-finding,andB.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、ApproximatelyhalfoftheGermanyouthbetweentheagesof15-18areenrolledinprograms.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.apprenticeship8、Termsofemploymenttendtobeverytechnicalandaregovernedbya _I.contract_thatspellsexactlywhateachsidewilldofortheother.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、Salaryandbenefitpackage tendtobesecret,sonooneknowswhatanyoneelsoisreceiving.报酬和福利包是保密的，所以没人知道别人得到了什么。10、EveryyearthecompanyselectsdozensofjuniormanagersandyoungemployeestoattenduniversitiesinordertoundertakeJ.training programs,evendegreecourses.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.A.skills工作技能F.workforce工作力B.jobdescription工作描述G.discipline训练C.interaction合作H. rewards奖励D.management E.roleplaying管理 角色扮演I. task任务 J.training培训Developingahigh-trustorganizationmeanscreatingtrustbetweenandemployees.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。retainingknowledgeworkersismatterofprovidingasupportiveworkplaceenvironmentandmotivatingthroughbothtangibleandintangible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。IncreasedF workforce_diversitywillplacetremendousdemandsontheHRmanagementfunction.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。WritingB jobdescription__andjobspecificationbasedoninputfromdepartmentsupervisoristheresponsibilityofHRdepartment.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。SupervisorsshouldmakesureemployeesareguaranteedfairtreatmentasitrelatestoG discipline__dismissalandjobsecurity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。ItisimportanttoevaluateJ_training_inordertoassessitseffectivenessinproducingthelearningoutcomes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。Jobrotationcanbeaninefficientandfrustratingmethodofacquiringadditionalknowledgeandunlessitiscarefullyplannedandcontrolled.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InE roleplaying__theparticipantsactoutasituationbyassumingtherolesofthecharactersinvolved.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。ThebasisphilosophyofmanagerialgridtrainingisthattheI_task_oftheindividualmanageristoachieveproductionthroughpeople.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。InteractiveskillstrainingisdefinedbyRackhamas:＂Anyformoftrainingwhichaimstoincreasetheeffectivenessofanindividual’sC_interaction_withothers.”Rackham把沟通技能定义为“任何能增加员工沟通有效性的培训profit-sharing利润分享F.benefit福利计划

goals目标 C.jobsatisfaction工作满意G.interviews面试 H.outcomes结果

D.off-the-job脱产I.feedback

E.skillsanalysis技巧J.mediation调解JobinstructiontechniquesshouldbebasedonEskillsanalysin__andlearningtheory工作指导技术应该给予技能分析和学习理论。DesirecanbecreatedbyamplifyingthejobinterestfactorsplusextrasuchasC jobsatisfaction__,development,travel,orsimilaradvantages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Test,applicationblanks,andGinterviews__shouldbeaprovenpartoftheselectionprocess测评、应聘申请表、以及面试都是雇主甄选合适的方法。WithJmediation__aneutralthirdpartytriestoassisttheprincipalsinreachingagreement在调解中，一个中立的第三方尽量协助当事人达成共识。OrganizationalrewardsshouldbelinkedtoeachindividualBgoals 组织报酬应该和员工绩效联系起来。Theflexiblebenefitcanturnthetraditionalhomogeneousprogram_intoamotivator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。Piece-rate,wageincentiveplans,Aprofit-sharing__,andlump-sumbonusesareallformsofperformance-basedcompensation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。EvaluationisthecomparisonofobjectiveswithH outcomes__toanswerthequestionofhowfarthetraininghasachieveditspurpose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。Casestudyisan_Doff-the-job_trainingtechnique案例研究是一种非在职培训技术。Coachingshouldprovidemotivation,structure,andeffectiveI_feedback_,ifthecoacherisskilled,dedicated,andableto