上海人力資源三級(jí)英語(yǔ)試卷匯總

1、助理人力資源管理師-三級(jí)（上海）HR專業(yè)英語(yǔ)10套試卷專業(yè)英語(yǔ)試卷1一、英漢互譯(每題 2分，共30 分)1. Appre nticeship2. Career support3. Outsourc ing4. Database5. Employee empowerme nt6. Goals7. Huma n resource in formatio n system (HRIS)8. Job rotati on9. Lear ning orga ni zati on10. Psychological con tract11. 薪資調(diào)查12. 任務(wù)分析13. 招募14. 績(jī)效管理15. 工作豐

2、富化、選詞填空（每題 2分，共20分）A.feedbick B.beflchmarkinD.Human resource numgenxm E.bensiit F.on-the-jobG peiibrntancc H.doimiizinc I. Direct cost J outp;ir1. refers to the practices and policies you n eed to carry out the people or pers onnel aspects ofyour man ageme nt job.2. Labor turnover rates provide a va

3、luable means oft_e effectiveness of HR policies andpractices in orga ni zati ons.3. Labor tur no ver can be costlyof recruit ing and training replaceme nts should be con sidered.4. Bus in ess process re-e ngin eeri ng tech niq ues are deployed as in strume nts for.5. Evaluations also fulfill the pur

4、pose of providing t_ employees on how the organizationviews their performa nee.6. The of the job analysis should be a training or learning specification.7. Coaching is a personal te_chnique designed to develop individual skills, knowledge, andattitudes.8. Extrinsic include direct compensation, indir

5、ect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10. China ' s economic reformers have used material incentives in order to stimulat_e.三、單項(xiàng)選擇（每題 2分，共 20 分）1. The process of helping redundant employees to find other wo

6、rk or start new careers is.A. replacement B. outplacement C. release D. downsizing2. fo_cus the evaluator ' s attentoionn those behaviors that are key in making the differencebetween executing a job effectively or ineffectively.A. The group order ranking B. Written essayC. The individual ranking

7、 D. Critical incidents3. The p_lan should include plans for attracting good candidates by ensuring that theorganization will become an employer of choice '.A. outplacement B. evaluation C. recruitment D. training4. Organizational a_nd corporate plans indicate the direction in which the organizat

8、ion isgoing.A. goals B. resource C. result D. process5. aims to broaden experience by moving people from job to job or department to department.A. Job analysis B. Job rotation C. Job satisfaction D. Job involvement6. HR planning is .A. a technique that identifies the critical aspects of a jobB. the

9、process of determining the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career devel

10、opment programs benefit organizations in all of the following ways except .A. Giving managers more control over their subordinatesB. Giving managers increased skill in managing their own careersC. Providing greater retention of valued employeesD. Giving an increased understanding of the organization

11、8. The area from which employers obtain certain types of workers is known as the.A. labor market B. region C. recruiting area D. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. morales B. ethics C. rules D. legislation10. Hiring someone outside the company

12、 to perform tasks that could be done internally is known asA. outplacement B. contracting C. outsourcing D. employee leasing四、閱讀理解（每題 3分，共 30 分）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market - the sto

13、cks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets fromwhich different sorts of people can be recruited. There are usually a number of markets, a

14、nd the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive proposition '.As part of the human resource planning proce ss, an organization may have to formulateor

15、 buy ' policy decisions. A make ' policy means that organization prefers to recruit people at a julevel or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A buy ' policy means that more reliance will be placed on recruiting from outside- b

16、ringing fresh blood into the organization ' . In practice, organizations tend to mix the two choices together t varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just s

17、tarted up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choicethey tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies

18、typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A make' policy means that organization prefers to promote people fr_o_m.A. regional labor market B. national labor mar

19、ketC. internal labor market D. international labor market2. According to the passge, management consultancies .A. are less mobile than people at a junior levelB. should be recruited from external labor marketC. should be promoted from within the organization D. are not knowledge workers3. If a firm

20、can predict people requirements fairly accurately, it may notA. develop their own staffB. formulate training programsC. promote people from within the organizationD. rely more on recruiting from outside4. Make or buy ' policy decision is a_p_a_rt_o_f_.A. human resource planning B. training and d

21、evelopmentC. performance appraisal D. job analysis5. The best title of this passage is.A. The organizational context of human resource planningB. Aims of human resource planningC. The labor market context for human resource planningD. Limitations of human resource planningWlaters (1983) identifies n

22、ine sources of information which help to identify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on fut

23、ure skill requirements and managem Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinion

24、s on training needs from key decision makers.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and

25、 related training needs.Management requests for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are pl

26、ans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1. According to Wlaters, is (are) major training priorities.A. human resour

27、ce and succession planningB. personnel statisticsC. exit interviews D. organizational goals and corporate plans2. Human resource and succession planning provides information on.A. the direction in which the organization is goingB. future skill requirements and management training needsC. deficiencie

28、s in training arrangementsD. any gaps between expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except.A. marketing plansB. departmental layout changesC. data on productivity, quality and performance

29、D. consultation with senior managers4. According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on pr

30、oductivity, quality and performance show where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5. The main topic about this passage is illustrating .A. sources of information which pro

31、vide information on management training needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.專業(yè)英語(yǔ)試卷2一、英漢互譯（每題 2分，共30 分）1.

32、 Cen tralizati on2. Assessme nt cen ter3. Cultural shock4. Expatriate5. Hourly work6. Intern ship programs7. Job invo Iveme nt8. Management by objectives （MBO）9. Pay-policy line10. Self-appraisal11.360度反饋12. 甄選13. 績(jī)效評(píng)價(jià)14. 工作規(guī)15. 間接成本二、選詞填空（每題 2分，共20分）A. proLHOtion B. job analysis C managementD. Glob

33、alization E. job descnpiiotL F. Human resource pl-aiining G compeTenCe FL reznulMig I. mediation J assssmenl1. International human resource management includes alified personnel for overseasassig nmen ts.2. Rapid rough an extensive staff ranking system is seen in one company as a veryimporta nt moti

34、vati onal mecha ni sm.3. fers to the tendency of firms to extend their sales or manufacturing to new marketsabroad.4. Develop ing a high-trust orga ni zatio n means creati ng trust betwee nand employees.5. determ ines the huma n resources required by the orga ni zati on to achieve its strategic goal

35、s.6. Theprovides in formati on on the n ature and fun cti ons of the job.7. The halo effect or error is the tendency for an evaluator to let theof an in dividual on onetrait in flue nce his or her evaluati on of that pers on on other traits.8. Training is concerned with fitting people to take on ext

36、ra responsibilities, increasing all-round9. A training or a learning specification breaks down the broad duties contained in the intothe detailed tasks that must be carried out.10. In case of labor disputes between the employer and laborers, the parties concerned can apply for or arbitration, bring

37、the case to courts, or settle them through consultation.三、單項(xiàng)選擇（每題 2分，共 20 分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a .A. job enlargement B. transfer C. promotion D. job rotation2. Key jobs have all of the fo

38、llowing characteristics except .A. they are important to employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensi

39、ve approach to process redesign is known as .A. job redesign B. process redesign C. reengineering D. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputs B. skill and physical demandsC. age and physical demands D. experience and physical descripti

40、on5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as .A. task analysis B. organization analysis C. resource analysis D. skills analysis6. The job evaluation system in which specific elements of the job

41、s to be evaluated are compared against similar elements of key jobs within the organization is known as .A. the point method B. job ranking C. the comparison method D. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiter B. the HR manager C. line m

42、anagement D. co-workers8. Determining what the content of a training program should be, based on a study of the job duties, is known as .A. organization analysis B. individual analysis C. job analysis D. task analysis9. Sometimes organizations provide services to terminated employees that help them

43、bridge the gap between their old position and a new job. These services are known as .A. downsizing programs B. “ headhunting ” assistance programsC. outplacement assistanceD. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlines B

44、. specifications C. requirements D. details四、閱讀理解(每題 3分，共 30 分)Multiperson comparisons evaluate one individual's performance against one or more others.is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and pair

45、ed comparisons.The group order ranking requires the evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the

46、next five percent, the next fifteen percent, and so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The

47、individual ranking approach rank orders of employees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the

48、 employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member o

49、f the pair. After all paired comparisons are made, each employee is assigned a summary ranking based on the number of superior scores he or she achieved. This approach ensures that each employee is compared against every other, but it can obviously become unwieldy when many employees are being compa

50、red.Multiperson comparisons can be combined with one of the other methods to blend the best from both absolute and relative standards. For example, a college might use the graphic rating scale and the individual ranking method to provide more accurate information about its students ' performance

51、. The A, B, C, D, or E. A prospective employer or graduate school could then look at two students who each got a “B” in their different financial accounting courses and draw considerably different conclusions about each where next to one grade it says“ rantkye-sdixfou”rth, out owhile the other says“

52、 ranked seventeenth out of thirty”. Obviously, the latter instructor glot more high grades!1. Multiperson comparisons is a(an) measuring device.A. absolute B. relative C. accurate D. false2. According to the passage, there are three most popular comparisons except .A. group order ranking B. individu

53、al ranking C. graphic rating scales D. paired comparisons3. From this passage, we can infer that .A. recommending students to graduate schools often uses individual rankingB. the paired comparison approach assumes that the difference between the first and second employee is sameC. group order rankin

54、g ensures that each employee is compared against every otherD. each method of multiperson comparisons can be used simultaneously4. The following statements about individual ranking are false except .A. it rank orders of employees from from the lowest performer up to the highestB. the result is a cle

55、an ordering of employeesC. it assumes that the difference between the first and second employee is differentD. this approach allows for some of the employees who may be closely grouped5. This article might be extracted from the paper about .A. performance appraisalB. recruitment and replacementC. tr

56、aining and developmentD. reward systemsOur knowledge of motivation tells us that people do what they to satisfy needs. Before they do any thi ng, they look for the payoff or reward. Many of these rewards -salary in creases, employee ben efits, preferred job assig nments -are orga ni zati on ally con

57、 trolled.The types of rewards that an organization can allocate are more complex than is generally thought. Obviously, there is direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual, group, or organi

58、zation wide basis.Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the worker 'ssatisfaction with his or her job. Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding.Extrinsic rewards include direct compensation, indirect compensation, and nonfinancial r