人力資源10套英語(yǔ)題

1、上海市職業(yè)資格鑒定企業(yè)人力資源管理人員2級(jí)專業(yè)英語(yǔ)試卷1 一、英漢互譯（每題2分，共30分）見單詞表二、單項(xiàng)選擇（每題2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .A. protégésB. teachersC. mentorsD. role modelsD. the HR managers preferences2. As an appraiser, you should try to do all of the

2、 following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultura

3、l values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .A.useful methods of attracting individuals into

4、a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. physical fitness and mental maturityB. effective delegatory ski

5、llsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. trait methodB. results methodC. behavior methodD. attitudinal method8. Compen

6、sation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the followin

7、g except .A.explain to employees why training will help them in their jobsB.use a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees progressD.relate the training to the employees goals10. Which of the following is not true of self-ratings of performance? .A. T

8、hey are beneficial when managers seek to increase the employees involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources ma

9、y have三、閱讀理解（每題3分，共30分）（一） The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewe

10、d and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.1.The best title for this article is .A. Knowledge-shari

11、ngB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive

12、steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following is not mentioned by Hansen et al? .A. At Bai

13、n, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultants contribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D. At Ernst & Young, consultants are evaluated at performa

14、nce reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting point for

15、the performance management process.C. Knowledge-sharing cant be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isnt an example of positive behavior in meeting competency expectations for knowledge-sharing.5. According to the p

16、assage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that actual behaviors are reviewed C. by ens

17、uring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing （二） "T-group" stands for "training group," which is not a very helpful description. It is also referred to as sensitivity training, group dynami

18、cs, and group relations training. T-group has three aims: 1. This article might most likely be extracted from the paper about .A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. "T-group" is referred to as the following ex

19、cept .A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3. The author of this passage would most likely agree that .A. In a T-group, the trainer will take a strong lead.B. In a T-group, members may always accept comments about themselves.C. In a T-group, the train

20、er should provide a climate where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a T-group, members dont express their reaction to one another.4.According to the passage, which of the following cant change the attendance of trainees at an external T-g

21、roup laboratory? .A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that .A. T-gr

22、oup laboratories are likely be used as a major part of training programs by company.B. There is no criticism on T-group laboratories.C. If T-group laboratories are modified well, it has also valid uses.D. T-group laboratories have no use for company.四、寫作（共20分）某公司欲招聘一位會(huì)計(jì)主管（chief accountant），需要人力資源管理部

23、門為其編制一份職位說明書（Job Description），假如公司總經(jīng)理要求你來完成這項(xiàng)工作，請(qǐng)你用英文完成以下職位說明書。Job DescriptionPosition Department Accountable to Salary/pay grade _ 35 40 hrs/wk 20 35 hrs/wk less than 20 hrs/wkJob summary Responsibilities/daily tasks Qualifications Relations of the position to others in the company Answer:(only for

24、 reference)Job DescriptionPosition chief accountant Department financial department Accountable to CFO Salary/pay grade 3 yes 35 40 hrs/wk 20 35 hrs/wk less than 20 hrs/wkJob summaryWork closely with the companys CFO, and ensure that all of the responsibilities pertaining to the accounting departmen

25、t are met.Develop and direct the activities of the professional staff involved with the financial aspects of operations, including forecasting, planning, budgeting, credit and collections, cost accounting, and financial control systems.Responsibilities/daily tasksReport to the CFO and be responsible

26、 for all accounting functions. Providing analytical budgetary & financial planning/reporting support to senior management.Establishing and maintaining internal controls,external financial reporting. Interface with external auditors, handling all corporate tax matters. QualificationsMaster degree

27、 or above;At least 5 years experience in accounting work;Work experience in foreign or JV company is preferred;Willing to travel.Relations of the position to others in the companyAdministration department; Marketing department; Manufacturing department; R&D department etal. 專業(yè)英語(yǔ)試卷2一、英漢互譯（每題2分，共3

28、0分）見單詞表二、單項(xiàng)選擇（每題2分，共20分）1. Performance appraisal methods can be broadly classified as either , , or approaches.A. trait, behavioral, judgmentalB. trait, behavioral, resultsC. behavioral, judgmental, resultsD. behavioral, judgmental, attitudinal2.The area from which employers obtain certain types of

29、workers from within the organization is known as the .A. internal labor marketB. regional labor marketC. recruiting areaD. external labor market3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes.A. on-the-jobB. off-the-jobC. web-based trainingD.classro

30、om training4. The primary reason why organizations train new employees is to .A.increase their knowledge, skill, and ability levelB.help trainees achieve personal career goalsC.comply with government regulationsD.improve the work environment5. The HR department in an overseas unit must be particular

31、ly responsive to all of the following environments except .A. political B. culturalC. technologicalD. legal6. Which of the following is not a primary impact that technology has had on HRM? .A. It has altered the methods of collecting employment information.B. It has speed up the processing of employ

32、ment data.C. It has diminished the role of supervisors in managing employees.D. It has improved the processes of internal and external communications.7. Which management group has primary responsibility for the development of disciplinary policies and procedures? .A. the legal departmentB. top-level

33、 managementC. the HR departmentD. middle management8. To create a more flexible pool of employees, managers might most likely .A. rely on job-based pay structuresB. rely on skill-based pay structuresC. implement a gainsharing incentive systemD. implement an employee stock ownership plan9. Which of t

34、he following does not alter the nature of jobs and the requirements of individuals needed to successfully perform these jobs? .A. downsizingB. adoption of teamsC. stable growth in product demandD. global change10. Wage survey data will normally be collected with the use of .A. low-rated jobsB. key j

35、obsC. high-rated jobsD. strategic jobs三、閱讀理解（每題3分，共30分）（一）Demand forecasting is the process of estimating the future numbers of people required and the likely skills and competences they will need. The ideal basis of the forecast is an annual budget and longer-term business plan, translated into act

36、ivity levels for each function and department or decisions on downsizing, in a manufacturing company the sales budget is translated into a manufacturing plan giving the numbers and types of products to be made in each period. From this information the number of hours to be worked by each skill categ

37、ory to make the quota for each period can be computed.1. Demand forecasting is the process of estimating the following except .A. the future numbers of people requiredB. the likely skills people will needC. the likely competences people will needD. the future numbers and types of products2.Which of

38、the following about demand forcasting in a manufacturing company is false? .A. The ideal basis of the forecast is an annual budget and longer-term business plan.B. The forecast cant be based on decisions on downsizing.C. The sales budget should be translated into a manufacturing plan.D. The number o

39、f hours to be worked by each skill category to make the quota for each period can be computed.3. Which of the following demand forecasting techniques cant be used to produce quantitative estimates of future requirements? .A. Managerial or expert judgementB. Ratio-trend analysisC. Critical incident m

40、ethodD. Work study techniques4. The author of this passage might disagree that .A. Managerial or expert judgement can be a guesswork if there is reliable evidence available of forecast increases in activity levels or new demands for skills.B. When ratio-trend analysis is being carried out, we neednt

41、 consider changes in organization.C. Work study techniques for direct workers can be combined with ratio-trend analysis to calculate the number of indirect workers needed.D. Forecasting skill requirements is largely a matter of managerial judgement.5. This article might most likely be extracted from

42、 the paper about .A.human resource planningB.recruitment and replacementC.compensation and incentiveD.training and development（二）Flexible benefits allow employees to pick and choose from among a menu of benefit options. The idea is to allow each employee to choose a benefit package that is individua

43、lly tailored to his or her own needs and situation. They replace the traditional “one-benefit-plan-fits-all” programs that have dominated organizations for fifty years.1. Organizations had been using the “one-benefit-plan-fits-all” programs for years.A.30B.40C.50D.602. According to the passage, of t

44、odays employees are single and are part of two-income families without any children.A.1/4,1/3B.1/3,1/4C.1/5,1/3D.1/4,1/23. Benefit options employees can select include the following except .A. inexpensive medical plans with high deductiblesB. expensive medical plans with high deductiblesC a variety

45、of savings and pension plansD. college tuition reimbursement plans4. The author of this passage would most likely agree that .A. The “one-benefit-plan-fits-all” programs assumes all employees have different needs.B. This assumption all employees have the same needs is true.C. Flexible benefits are i

46、nconsistent with expectancy theorys thesisD. Flexible benefits turn the benefits expenditure into a motivator.5.From this passage, we can infer that .A. The domination of “one-benefit-plan-fits-all” programs has been replaced by flexible benefits.B. The domination of “one-benefit-plan-fits-all” prog

47、rams will be replaced by flexible benefits.C. Employees can select benefit options when they have spent the dollar amount in their account.D. The traditional benefit programs are designed for the typical employees who belong to two-income families without any children.四、寫作（共20分）假設(shè)你所在的公司今年從人才市場(chǎng)物色了一位銷

48、售經(jīng)理，經(jīng)過幾輪面試后，公司決定錄用，從今年7月1日開始上班,除節(jié)假日外每天的工作時(shí)間為8：3017：00，起薪為每月4000元，試用期3個(gè)月。現(xiàn)在需要你為這位銷售經(jīng)理擬定一份錄用通知書（Letter Confirming Employment），請(qǐng)你用英文完成這份錄用通知書，內(nèi)容須包括銷售經(jīng)理的工作職責(zé)和其他相關(guān)事項(xiàng)。(凡涉及到人名，均用XXX表示，請(qǐng)勿用真實(shí)姓名。)Answer:(only for reference)Letter Confirming EmploymentDear XXX:I am pleased that you have accepted the position o

49、f sales manager at our company, starting on July 1 . You shall perform the following duties and have the following responsibilities: Participate in formulating marketing strategy; Formulate annual sales plan; Ensure that the goals of sales will be fulfilled; Supervise and evaluate subordinates; Dire

50、ct and controll the sales expenditure; Deal with some special sales; Deal with the complaints of customers.Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.Subject to statutory holidays, your working hours are from 8:30 to 17:00 . Your starting salary/wage is RMB 4000/month . You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment. Your supervisor is XXX