人力資源二級(jí)英語 寫作題庫(有參考答案)

專業(yè)英語寫作模擬題1、某外資公司計(jì)劃近期內(nèi)在公司內(nèi)部推行全方位的績效評(píng)估體系，包括上司評(píng)估（supervisorevaluation）、同事評(píng)估（peerevaluation）和員工自我評(píng)估（employeeself-evaluation）。假設(shè)公司人力資源總監(jiān)要求你來設(shè)計(jì)制作一份員工自我評(píng)估（employeeself-evaluation）的樣本，請(qǐng)你用英文完成這項(xiàng)工作。2、360度反饋（360-degreefeedback）是近年來出現(xiàn)的一種績效管理的新方法。它是一種系統(tǒng)地收集來自于多種渠道的反饋某人績效的數(shù)據(jù)和信息的績效評(píng)估方法，績效反饋的來源包括上司、同事、外部顧客、內(nèi)部顧客和自己。作為公司的人力資源管理負(fù)責(zé)人，應(yīng)當(dāng)熟悉這種新方法，并能夠在工作實(shí)踐中靈活運(yùn)用。請(qǐng)結(jié)合你在工作中對(duì)這種績效評(píng)估方法的運(yùn)用，用英文寫一篇100字左右的討論360度反饋的優(yōu)點(diǎn)和缺點(diǎn)的文章，題目為“Advantagesanddisadvantagesof360-degreefeedback”。3、某外資公司是一家專門從事財(cái)務(wù)軟件開發(fā)的公司，為了保護(hù)公司的商業(yè)秘密（businesssecrets）不被公司員工泄露，公司打算與每一位員工簽訂一份保密協(xié)議（SecrecyandNoncompetitionCovenant），規(guī)定員工必須保守公司的商業(yè)秘密，在任職期間以及離職后，均不能向任何第三方泄露；離職后3年內(nèi)，不得自己經(jīng)營或幫助別人經(jīng)營相同或類似業(yè)務(wù)；以及公司認(rèn)為必要且正當(dāng)?shù)钠渌麠l款。公司請(qǐng)你為其用英文擬訂一份保密協(xié)議。4、由于近年來的持續(xù)經(jīng)濟(jì)衰退，AddisonSystems公司打算在年底進(jìn)行一次裁員，辭退的對(duì)象主要是公司去年招聘的臨時(shí)工（temporaryworkers），Thomas就是即將被辭退的臨時(shí)工。根據(jù)當(dāng)初公司與Thomas簽訂的服務(wù)協(xié)議，如果公司辭退員工的話，公司須按照每服務(wù)滿兩個(gè)月支付員工一個(gè)星期薪水的補(bǔ)償金，Thomas已在公司工作滿12個(gè)月，將得到一筆相當(dāng)于6個(gè)星期薪水的補(bǔ)償。假設(shè)你是AddisonSystems公司的人力資源管理人員，請(qǐng)你為用英文為Thomas寫一封員工辭退信（EmployeeTerminationLetter），向他說明辭退的原因以及相關(guān)事宜。（你的署名請(qǐng)勿用真實(shí)姓名，一律用XXX表示。）5、某中外合資公司剛成立半年時(shí)間，近期打算進(jìn)一步完善公司的人力資源管理工作，決定對(duì)公司內(nèi)的所有職位進(jìn)行一次工作描述。在進(jìn)行任何職位的工作描述之前，需要先在公司內(nèi)進(jìn)行有關(guān)該職位工作描述的問卷調(diào)查（JobDescriptionQuestionnaire），以使工作描述更準(zhǔn)確、更完善。假設(shè)公司讓你來完成這份問卷的設(shè)計(jì)，請(qǐng)你用英文設(shè)計(jì)一份簡單的問卷。6、技術(shù)（Technology）的迅猛發(fā)展，對(duì)組織的管理工作帶來了巨大的影響，其中也包括人力資源管理工作。在新技術(shù)迅速發(fā)展的形勢下，組織的人力資源管理部門面臨著機(jī)遇和挑戰(zhàn)。作為人力資源管理部門的負(fù)責(zé)人，需要站在戰(zhàn)略的高度來思考如何應(yīng)對(duì)新技術(shù)對(duì)人力資源管理工作的影響。請(qǐng)你結(jié)合自己的工作實(shí)際，用英文寫一篇100字左右的討論人力資源管理部門如何應(yīng)對(duì)技術(shù)發(fā)展的文章，題目為“Howtodealwithtechnology”。7、上海China-mc管理咨詢公司是全國十大管理咨詢公司之一，專注于組織智慧技術(shù)（organizationwisdomtechnology(OWT)）和組織績效方面的咨詢服務(wù)，已有8年以上的咨詢經(jīng)驗(yàn)，并為10多家上市公司提供過咨詢服務(wù)。公司的業(yè)務(wù)范圍包括戰(zhàn)略咨詢、公司文化建設(shè)、知識(shí)管理、學(xué)習(xí)型組織創(chuàng)建、人力資源管理和IT管理咨詢等。由于公司業(yè)務(wù)的發(fā)展需要，現(xiàn)需要從人才市場招聘一位管理咨詢總監(jiān)（Chiefmanagementconsultant）。假設(shè)公司老總讓你制作一份招聘廣告，請(qǐng)你用英文完成這份招聘廣告，內(nèi)容須包括公司介紹、工作職責(zé)和應(yīng)聘要求。8、假設(shè)你所在的公司今年從人才市場物色了一位銷售經(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8：30－17：00，起薪為每月4000元，試用期3個(gè)月?，F(xiàn)在需要你為這位銷售經(jīng)理擬定一份錄用通知書（LetterConfirmingEmployment），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。)9、某外語培訓(xùn)學(xué)校（用xxx(china)表示）計(jì)劃招聘一名兼職外籍英語教師，任職期間從2003年9月1日至2004年6月30日。報(bào)酬按課時(shí)計(jì)算，每節(jié)課45分鐘，每課時(shí)150元人民幣，于授課后的次周一支付，個(gè)人所得稅自負(fù)。假設(shè)該學(xué)校讓你為其擬訂一份兼職合同（part-timecontract），請(qǐng)你用英文完成這份合同，合同格式自擬，合同條款至少包括Employmentperiod、Payment、Duties等內(nèi)容。10.某公司欲招聘一位會(huì)計(jì)主管（chiefaccountant），需要人力資源管理部門為其編制一份職位說明書（JobDescription），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。1.EmployeeSelf-EvaluationEmployeeDepartmentStartdateEmployeeNo.PositionAppraisalperiodInpreparationforyourupcomingperformancereviewonBringthissheettoyourappraisalmeetingfordiscussion.,considerthefollowingquestions.Listtheperformanceobjectivesyouestablishedatyourlastappraisal.Indicateinthetablewhetheryousuccessfullyachievedthem,andcommentonyoursatisfactionordissatisfactionwithyourperformanceandresults.ObjectivesAchieved?Comments.5.1.Areyourperformancegoalsreasonableandappropriateforyourposition?2.Considerthestrengthsthatenhanceyourjobperformance.3.Inwhatareascanyouimproveyourjobperformance?4.Doyoufeelthatyouneedadditionaltraining?Whattrainingwouldyoufindhelpful?5.Whatareyourshort-termcareerobjectives?Howcanyouachievethem?6.Whatareyourlong-termcareerobjectives?Howcanyouachievethem?7.Ifyoucouldchangeyourjoborcompanypolicies,whatchangeswouldyousuggest?Howcanweworktogethertoimprovethecompany?8.Arethereanyotheraspectsofyourjoborthecompanythatyouwouldliketodiscuss?2.Advantagesanddisadvantagesof360-degreefeedback360-degreefeedbackisarelativelynewfeatureofperformancemanagement.Therearesomebenefitsresultedfromusing360-degreefeedback:1.Individualsgetabroaderperspectiveofhowtheyareperceivedbyothersthanpreviouslypossible.2.Gainingacceptanceoftheprincipleofmultiplestakeholdersasameasureofperformance.3.Encouragingmoreopenfeedback-newinsights.4.Providedaclearerpicturetoseniormanagementofindividual’srealworth.5.Openupfeedbackandgivespeopleamoreroundedviewofperformancethantheyhadpreviously.6.Identifyingkeydevelopmentareasfortheindividual,adepartmentandtheorganizationasawhole.7.Aroundedviewofanindividual’s/team’s/theorganization’sperformanceandwhatitsstrengthsandweaknessesare.8.Ithasraisedtheself-awarenessofpeoplemanagersofhowtheypersonallyimpactuponothers-positivelyandnegatively.9.Itisstartingtoimprovetheclimate/morale,asmeasuredthroughouremployeeopinionsurvey.Buttheremaybesomeproblem.Theseinclude:1.Peoplenotgivingfrankorhonestfeedback;2.Peoplebeingputunderstressinreceivingorgivingfeedback;3.Lackofactionfollowingfeedback;4.Over-relianceontechnology;5.Toomuchbureaucracy.3.SecrecyandNoncompetitionCovenantTheundersignedEmployeeherebypromisestheEmployer:1.TokeeptheEmployer’sbusinesssecrets,includingbutnotlimitedtocustomer,supplier,logistical,financial,research,anddevelopmentinformation,confidentialandnottodisclosetheEmployer’sbusinesssecretstoanythirdpartyduringandafterthetermoftheEmployee’semployment;2.That,ontheterminationoftheEmployee’semploymentwiththeEmployerforanyreason,theEmployeewillnotoperateabusinessin(typeofbusiness)businessorinanywayaidandassistanyotherpersontooperatesucha(geographicalarea)foraperiodofemployment;(timeperiod)fromthedateofterminationoftheEmployee’s3.That,ontheterminationoftheEmployee’semploymentwiththeEmployerforanyreason,theEmployeewillnotsolicitanycustomeroftheEmployerthatwasacustomeroftheEmployerduringthecourseoftheEmployee’semploymentwiththeEmployer,whetherornotstillacustomeroftheEmployerandwhetherornotknowledgeofthecustomerisconsideredconfidentialinformation,orinanywayaidandassistanyotherpersontosolicitanysuchcustomerforaperiodofemployment.(timeperiod)fromthedateofterminationoftheEmployee’sIfanypartofthesepromisesisvoidforanyreason,theundersignedacceptsthatitmaybeseveredwithoutaffectingthevalidityorenforceabilityofthebalanceofthepromises.Givenundersealon(date).Signed,sealed,anddeliveredinthepresenceof:(SignatureofWitness)(SignatureofEmployee)fortheEmployee.4.EmployeeTerminationLetterDearThomas:ItiswithsincereregretthatImustinformyouthatyouremploymentatAddisonSystemsInc.willbeterminatedasofDecember31,2003.Asyouknow,theDownsizingTaskForcedeliveredtheirreporttothegeneralmanagerinlateDecember,2002.Amongthetaskforcerecommendationswastheeliminationofalltemporaryandcontractpositions.Sinceyouoccupyatemporaryposition,yourpositionisautomaticallysubjecttothetaskforcerecommendations.Iwouldliketomakeitabsolutelyclearthatinnowaydoesyourterminationreflectthatthecompanyisinanywayunhappywithyourworkperformanceoverthepast12months.Infact,youhavebeenhighlyregardedasoneofourmostproductivecontractstaff.Unfortunately,youandtheothernon-permanentstaffthatarebeingletgoaresimplyareflectionofthegeneraleconomicdownturnoverthepastyear.Inanefforttotrytoreducetheimpactofthistermination,thecompanyhasworkedoutaseverancearrangementthatwillgiveyouoneweek'spayforeverytwomonthsyouworkedbeyond12months.Inyourcasethiswillamounttosix(6)weeksofseverancepay.Inaddition,yourmedicalcoveragewillremainineffectuntiltheendoftheseveranceperiod.YouwillsoonreceivealetterfromtheHumanResourcesDepartmentwithallofthedetailsontheseverancepackage.Thomas,givenyourqualificationsandprovenabilities,Iamconfidentthatyouwillbeabletofindanotherpositionintherelativelynearfuture.Ifyouwouldlike,Iwouldbepleasedtowritearecommendationletterforyou,tohelpwithyourjobsearch.Sincerely(Name)XXX(Title)XXX5.JobDescriptionQuestionnaireInstructions:Thefollowinginformationwillbeusedindesigningajobdescriptionformat.Formanyquestions,youmightwanttoleaveafullpageforananswer.Whatisthejobtitle?___________________________________________Inwhatdepartmentisthejoblocated?___________________________________________Whatisthetitleofthesupervisorormanagertowhomthejobholdermustreport?___________________________________________________________________________Doesthejobholdersuperviseotheremployees?Ifso,givetheirjobtitlesandabriefdescriptionoftheirresponsibilities.PositionSupervisedResponsibilities________________________________________________________________________Whatessentialfunctiondutiesdoesthejobholderperformregularly?Listtheminorderofimportance.DutyPercentageofTimeDevotedtoThisDuty___________________________________Whataretheworkingconditions?Listsuchitemsasnoise,heat,outsidework,andexposuretobadweather.Howmuchauthoritydoesthejobholderhaveinsuchmattersastrainingorguidingotherpeople?Howmucheducation,experience,andskillarerequiredforsatisfactoryjobperformance?Atwhatstageisthejobholder’sworkreviewedbythesupervisor?Whatmachinesorequipmentisthejobholderresponsibleforoperating?Ifthejobholdermakesaseriousmistakeorerrorinperformingrequiredduties,whatwouldbethecosttomanagement?6.HowtodealwithtechnologyTechnologyhassteppedintopracticallyeveryaspectofanorganization,impactingeverythingfromprocessestopeople.ThismeansthatHRdepartmentsmustworkwiththeirorganizationstounderstandandanticipatethesetechnologicalchallengesandopportunities--thegood,thebadandtheunexpected.ButsmartHRleadersconsiderhowtechnologytrendsimpacttheorganizationasawhole,ratherthanjusttheirowndepartments.Forexample,ifanorganizationpilotsanewtechnologytoreachcustomersinglobalmarketsneverbeforeexplored,theHRleaderneedstobeintunewiththechangetoidentifynewrequirementsforHRasaresult.Perhapsthisnewreachwillmeanthattheorganizationneedstochangethecompetenciesforpositionsincertaindivisions,providetrainingforemployeesonculturalissuesinthenewcountry,orevenhireexpatriatestomanagetheprocessinthefield.OnlywhenHRprofessionalsareawareoftheimpactoftrendsinareasliketechnologycantheyleadthechangetoexplorepeoplemanagementissuestoensurethebestpossibleoutcomeandenabletheHRprofessiontoreachitspotential.7.RecruitmentpostShanghaiChina-mcconsultingmanagementCo,.LTD,isantop-tenmanagementconsultingcompanyofChina,specializinginorganizationwisdomtechnology(OWT)andorganizationperformance.Wehaveover8yearsconsultingexperienceandserveformorethantensoflistingcompanies!Ourservicesincludestrategyconsulting;companyculturebuilding;Knowledgemanagement,LearningOrganizationbuilding,Humanresourcemanagement,marketingandITManagementbasingonOWT.Formoreinformation,Pleaseseeourwebsit:.WearelookingfortalentsforChina-mcManagementConsulting.Withtheseopportunitiesweareofferingyouanexcitingcareer!Chiefmanagementconsultant(onepeople)Responsibilities:Takingchargeforthewholeworkofcompanyconsultingservice;Developingcompanynewservice;DevelopingandTrainingthenewconsultant;Projectmanagement,deliveryandteammanagementDetailedanalysisofrequirement.Requirement:·Nolessthan2-yearexperienceofconsultingwithinfamousconsultingfirms,(internationalconsultingfirmssuchasBCGandMackenzieprefer);·Nolessfive-yearsworkingexperience;·MBAorsimilareducationalbackground;·Haveagoodmanagementcapability·Excellentinterpersonalandcommunicationskills·Outgoingandself-motivated·FamiliarwithPowerPoint;·Persuasive.EmailyourCVincludingrecentphototo8.LetterConfirmingEmploymentDearXXX:Iampleasedthatyouhaveacceptedthepositionofsalesmanageratourcompany,startingonJuly1.Youshallperformthefollowingdutiesandhavethefollowingresponsibilities:Participateinformulatingmarketingstrategy;Formulateannualsalesplan;Ensurethatthegoalsofsaleswillbefulfilled;Superviseandevaluatesubordinates;Directandcontrollthesalesexpenditure;Dealwithsomespecialsales;Dealwiththecomplaintsofcustomers.Pleasenotethatthesedutiesandresponsibilitiesarenotexhaustiveandthatyoumaybeexpectedtoperformotherreasonabledutiesandresponsibilitiesshouldtheneedarise.Subjecttostatutoryholidays,yourworkinghoursarefrom8:30to17:00.Yourstartingsalary/wageisRMB4000/month.Youwillbeonprobationfor3monthsduringwhichtimewemayterminateyouremploymentatanytimewithoutnoticeorpayment.YoursupervisorisXXX.Pleaseseehim/heronyourfirstdayandhe/shewillhelpyougetsettled.Ilookforwardtoworkingwithyou.Ifyouhaveanyquestions,pleasedonothesitatetocontactme.Yourstruly(Name)XXX(Title)XXX9.Part-timeContractThisisacontractbetweenxxx(china)and:Name:Position:TermsandConditions1.EmploymentperiodThiscontractisfrom01September2003to30June2004.2.Paymenta.HourlyRateYouwillbepaidfortnightlyattherateofRMB150perlesson.Eachlessonisof45minutesdurationanditisexpectedthatyouwillspendatleast15minutesonmeaningfulpreparationforthatlesson.Wagesarepaidonthe2ndMondayfollowingtheweek(s)worked.TheteachermustpayincometaxinaccordancewiththelawsoftheGovernmentofChina.3.Dutiesa.ProvideEnglishlanguagetrainingb.Prepareandmarkexaminationsandtests.Recordstudentmarks.c.Atalltimestheteacherisexpectedtodressandbehaveinaprofessionalmanner.Therecanbenorelationshipwithastudentthatcannotbeseenasoneofaprofessionalnature.d.