人力資源10套英語(yǔ)題

./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(jiàn)單詞表二、單項(xiàng)選擇〔每題2分,共20分1.Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalled.A.protégésB.teachersC.mentorsD.rolemodelsD.theHRmanager’spreferences2.Asanappraiser,youshouldtrytodoallofthefollowingexcept.A.minimizecriticismB.changetheperson,notthebehaviorC.focusonsolvingproblemsD.besupportive3.Individualsworkinginternationallyneedtoknowasmuchaspossibleaboutallofthefollowinghost-countrycharacteristicsexcept.A.socialandbusinessetiquetteB.culturalvaluesandprioritiesC.politicalstructureandcurrentplayersD.culturaltrends4.Questionscontainedinstructuredjobinterviewsshouldbebasedon.A.jobanalysisB.jobdesignC.jobspecializationD.jobutilization5.Outplacementservicesare.A.usefulmethodsofattractingindividualsintoacareerB.designedtohelpterminatedemployeesfindajobelsewhereC.rarelygiventoexecutiveemployeesD.vitalpartsofanycareermanagementsystem6.Whichofthefollowingisnotacoreskillthatiscriticalforsuccessabroad?.A.physicalfitnessandmentalmaturityB.effectivedelegatoryskillsC.prudentdecision-makingskillsD.culturaladaptability7.Ifyourprimaryobjectiveforaperformanceappraisalistogiveemployeesdevelopmentalfeedback,whichofthefollowingappraisalmethodsshouldyouuse?.A.traitmethodB.resultsmethodC.behaviormethodD.attitudinalmethod8.Compensationprogramsthatcompensateemployeesfortheknowledgetheypossessareknownas.A.skill-basedpayplansB.performance-basedpayplansC.merit-basedpayplansD.seniority-basedpayplans9.Toimplementasuccessfulprograminbasicandremedialtraining,managersshoulddoallofthefollowingexcept.A.explaintoemployeeswhytrainingwillhelpthemintheirjobsB.useaclassroom-orientedapproachsoemployeeslearnbylecturesC.providefeedbackonemployees’progressD.relatethetrainingtotheemployees’goals10.Whichofthefollowingisnottrueofself-ratingsofperformance?.A.Theyarebeneficialwhenmanagersseektoincreasetheemployee’sinvolvementinthereviewprocessB.Criticsarguethatself-ratingsaremorelenientC.Researchhasshownthatself-ratingsareasvalidas,ifnotmorevalidthan,testscoresD.Theyarefreeofmostbiasesthatotherratingsourcesmayhave三、閱讀理解〔每題3分,共30分〔一ThepromotionanddevelopmentofperformancemanagementprocessesbyHRcanmakeanimportantcontributiontoknowledgemanagement,byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined,andensuringthatactualbehaviorsarereviewedand,whereappropriate,rewardedbyfinancialornon-financialmeans.Performancemanagementreviewscanidentifyweaknessesanddevelopmentneedsinthisaspect,andinitiatepersonaldevelopmentplanswhicharedesignedtomeettheseneeds.……1.Thebesttitleforthisarticleis.A.Knowledge-sharingB.PerformancemanagementreviewsC.PerformancemanagementprocessesD.Performancemanagementforknowledgeworkers2.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharingexcept.A.IsreluctanttoshareknowledgewithcolleaguesB.TakespositivestepstoexchangerelevantinformationandknowledgeC.BuildsnetworkswhichprovideforknowledgesharingD.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughsomemeansofcommunication3.WhichofthefollowingisnotmentionedbyHansenetal?.A.AtBain,directhelpthatpartnershavegivencolleagueswillbeevaluated.B.AtErnst&Young,consultants’contributiontotheknowledgeassetofthefirmwillbeevaluated.C.AtBain,partnersareeagertoshareknowledgewithcolleagues.D.AtErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions.4.Theauthorofthispassagewouldmostlikelyagreethat.A.PerformancemanagementprocessesbyHRcanmakelittlecontributiontoknowledgemanagement.B.Thecascadingofcorporatecorevaluesforknowledge-sharingtoindividualscouldbeonestartingpointfortheperformancemanagementprocess.C.Knowledge-sharingcan’tbeincludedasanelementofacompetencyframework.D.Takingpositivestepstoexchangerelevantinformationandknowledgeisn’tanexampleofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing.5.Accordingtothepassage,performancemanagementprocessesbyHRcanmakeanimportantcontributiontoknowledgemanagementthroughthefollowingmeasuresexcept.A.byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefinedB.byensuringthatactualbehaviorsarereviewedC.byensuringthatactualbehaviorsarerewardedbyfinancialornon-financialmeansD.bybuildingnetworkswhichprovideforknowledgesharing〔二"T-group"standsfor"traininggroup,"whichisnotaveryhelpfuldescription.Itisalsoreferredtoassensitivitytraining,groupdynamics,andgrouprelationstraining.T-grouphasthreeaims:……1.Thisarticlemightmostlikelybeextractedfromthepaperabout.A.humanresourceplanningB.performanceevaluationC.internationalhumanresourcemanagementD.traininganddevelopment2."T-group"isreferredtoasthefollowingexcept.A.sensitivitytraining,B.on-the-jobtrainingC.groupdynamicsD.grouprelationstraining3.Theauthorofthispassagewouldmostlikelyagreethat.A.InaT-group,thetrainerwilltakeastronglead.B.InaT-group,membersmayalwaysacceptcommentsaboutthemselves.C.InaT-group,thetrainershouldprovideaclimatewherethegroupmembersaresufficientlytrustingofoneanothertodiscusstheirownbehaviors.D.InaT-group,membersdon’texpresstheirreactiontooneanother.4.Accordingtothepassage,whichofthefollowingcan’tchangetheattendanceoftraineesatanexternalT-grouplaboratory?.A.pooreffectivenessofthetrainingdesignB.improvedunderstandinganddiagnosticawarenessofselfandothersC.increasedopenness,receptivity,andtoleranceofdifferencesD.increasedoperationalskillininterpersonalrelations5.Fromthispassage,wecaninferthat.A.T-grouplaboratoriesarelikelybeusedasamajorpartoftrainingprogramsbycompany.B.ThereisnocriticismonT-grouplaboratories.C.IfT-grouplaboratoriesaremodifiedwell,ithasalsovaliduses.D.T-grouplaboratorieshavenouseforcompany.四、寫作〔共20分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(shuō)明書〔JobDescription,假如公司總經(jīng)理要求你來(lái)完成這項(xiàng)工作,請(qǐng)你用英文完成以下職位說(shuō)明書。JobDescriptionPositionDepartmentAccountabletoSalary/paygrade_______________[]35–40hrs/wk[]20–35hrs/wk[]lessthan20hrs/wkJobsummaryResponsibilities/dailytasksQualificationsRelationsofthepositiontoothersinthecompanyAnswer:<onlyforreference>JobDescriptionPositionchiefaccountantDepartmentfinancialdepartmentAccountabletoCFOSalary/paygrade3[yes]35–40hrs/wk[]20–35hrs/wk[]lessthan20hrs/wkJobsummaryWorkcloselywiththecompany’sCFO,andensurethatalloftheresponsibilitiespertainingtotheaccountingdepartmentaremet.Developanddirecttheactivitiesoftheprofessionalstaffinvolvedwiththefinancialaspectsofoperations,includingforecasting,planning,budgeting,creditandcollections,costaccounting,andfinancialcontrolsystems.Responsibilities/dailytasksReporttotheCFOandberesponsibleforallaccountingfunctions.Providinganalyticalbudgetary&financialplanning/reportingsupporttoseniormanagement.Establishingandmaintaininginternalcontrols,externalfinancialreporting.Interfacewithexternalauditors,handlingallcorporatetaxmatters.QualificationsMasterdegreeorabove;Atleast5yearsexperienceinaccountingwork;WorkexperienceinforeignorJVcompanyispreferred;Willingtotravel.RelationsofthepositiontoothersinthecompanyAdministrationdepartment;Marketingdepartment;Manufacturingdepartment;R&Ddepartmentetal.專業(yè)英語(yǔ)試卷2一、英漢互譯〔每題2分,共30分見(jiàn)單詞表二、單項(xiàng)選擇〔每題2分,共20分1.Performanceappraisalmethodscanbebroadlyclassifiedaseither,,orapproaches.A.trait,behavioral,judgmentalB.trait,behavioral,resultsC.behavioral,judgmental,resultsD.behavioral,judgmental,attitudinal2.Theareafromwhichemployersobtaincertaintypesofworkersfromwithintheorganizationisknownasthe.A.internallabormarketB.regionallabormarketC.recruitingareaD.externallabormarket3.Coachingisatechniquethatcanbeusedtodevelopindividualskills,knowledge,andattitudes.A.on-the-jobB.off-the-jobC.web-basedtrainingD.classroomtraining4.Theprimaryreasonwhyorganizationstrainnewemployeesisto.A.increasetheirknowledge,skill,andabilitylevelB.helptraineesachievepersonalcareergoalsC.complywithgovernmentregulationsD.improvetheworkenvironment5.TheHRdepartmentinanoverseasunitmustbeparticularlyresponsivetoallofthefollowingenvironmentsexcept.A.politicalB.culturalC.technologicalD.legal6.WhichofthefollowingisnotaprimaryimpactthattechnologyhashadonHRM?.A.Ithasalteredthemethodsofcollectingemploymentinformation.B.Ithasspeeduptheprocessingofemploymentdata.C.Ithasdiminishedtheroleofsupervisorsinmanagingemployees.D.Ithasimprovedtheprocessesofinternalandexternalcommunications.7.Whichmanagementgrouphasprimaryresponsibilityforthedevelopmentofdisciplinarypoliciesandprocedures?.A.thelegaldepartmentB.top-levelmanagementC.theHRdepartmentD.middlemanagement8.Tocreateamoreflexiblepoolofemployees,managersmightmostlikely.A.relyonjob-basedpaystructuresB.relyonskill-basedpaystructuresC.implementagainsharingincentivesystemD.implementanemployeestockownershipplan9.Whichofthefollowingdoesnotalterthenatureofjobsandtherequirementsofindividualsneededtosuccessfullyperformthesejobs?.A.downsizingB.adoptionofteamsC.stablegrowthinproductdemandD.globalchange10.Wagesurveydatawillnormallybecollectedwiththeuseof.A.low-ratedjobsB.keyjobsC.high-ratedjobsD.strategicjobs三、閱讀理解〔每題3分,共30分〔一Demandforecastingistheprocessofestimatingthefuturenumbersofpeoplerequiredandthelikelyskillsandcompetencestheywillneed.Theidealbasisoftheforecastisanannualbudgetandlonger-termbusinessplan,translatedintoactivitylevelsforeachfunctionanddepartmentordecisionson‘downsizing’,inamanufacturingcompanythesalesbudgetistranslatedintoamanufacturingplangivingthenumbersandtypesofproductstobemadeineachperiod.Fromthisinformationthenumberofhourstobeworkedbyeachskillcategorytomakethequotaforeachperiodcanbecomputed.……1.Demandforecastingistheprocessofestimatingthefollowingexcept.A.thefuturenumbersofpeoplerequiredB.thelikelyskillspeoplewillneedC.thelikelycompetencespeoplewillneedD.thefuturenumbersandtypesofproducts2.Whichofthefollowingaboutdemandforcastinginamanufacturingcompanyisfalse?.A.Theidealbasisoftheforecastisanannualbudgetandlonger-termbusinessplan.B.Theforecastcan’tbebasedondecisionson‘downsizing’.C.Thesalesbudgetshouldbetranslatedintoamanufacturingplan.D.Thenumberofhourstobeworkedbyeachskillcategorytomakethequotaforeachperiodcanbecomputed.3.Whichofthefollowingdemandforecastingtechniquescan’tbeusedtoproducequantitativeestimatesoffuturerequirements?.A.ManagerialorexpertjudgementB.Ratio-trendanalysisC.CriticalincidentmethodD.Workstudytechniques4.Theauthorofthispassagemightdisagreethat.A.Managerialorexpertjudgementcanbeaguessworkifthereisreliableevidenceavailableofforecastincreasesinactivitylevelsornewdemandsforskills.B.Whenratio-trendanalysisisbeingcarriedout,weneedn’tconsiderchangesinorganization.C.Workstudytechniquesfordirectworkerscanbecombinedwithratio-trendanalysistocalculatethenumberofindirectworkersneeded.D.Forecastingskillrequirementsislargelyamatterofmanagerialjudgement.5.Thisarticlemightmostlikelybeextractedfromthepaperabout.A.humanresourceplanningB.recruitmentandreplacementC.compensationandincentiveD.traininganddevelopment〔二Flexiblebenefitsallowemployeestopickandchoosefromamongamenuofbenefitoptions.Theideaistoalloweachemployeetochooseabenefitpackagethatisindividuallytailoredtohisorherownneedsandsituation.Theyreplacethetraditional"one-benefit-plan-fits-all"programsthathavedominatedorganizationsforfiftyyears.……1.Organizationshadbeenusingthe"one-benefit-plan-fits-all"programsforyears.A.30B.40C.50D.602.Accordingtothepassage,oftoday’semployeesaresingleandarepartoftwo-incomefamilieswithoutanychildren.A.1/4,1/3B.1/3,1/4C.1/5,1/3D.1/4,1/23.Benefitoptionsemployeescanselectincludethefollowingexcept.A.inexpensivemedicalplanswithhighdeductiblesB.expensivemedicalplanswithhighdeductiblesCavarietyofsavingsandpensionplansD.collegetuitionreimbursementplans4.Theauthorofthispassagewouldmostlikelyagreethat.A.The"one-benefit-plan-fits-all"programsassumesallemployeeshavedifferentneeds.B.Thisassumptionallemployeeshavethesameneedsistrue.C.Flexiblebenefitsareinconsistentwithexpectancytheory’sthesisD.Flexiblebenefitsturnthebenefits’expenditureintoamotivator.5.Fromthispassage,wecaninferthat.A.Thedominationof"one-benefit-plan-fits-all"programshasbeenreplacedbyflexiblebenefits.B.Thedominationof"one-benefit-plan-fits-all"programswillbereplacedbyflexiblebenefits.C.Employeescanselectbenefitoptionswhentheyhavespentthedollaramountintheiraccount.D.Thetraditionalbenefitprogramsaredesignedforthetypicalemployeeswhobelongtotwo-incomefamilieswithoutanychildren.四、寫作〔共20分 假設(shè)你所在的公司今年從人才市場(chǎng)物色了一位銷售經(jīng)理,經(jīng)過(guò)幾輪面試后,公司決定錄用,從今年7月1日開(kāi)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。>Answer:<onlyforreference>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>XXX專業(yè)英語(yǔ)試卷3一、英漢互譯〔每題2分,共30分見(jiàn)單詞表二、單項(xiàng)選擇〔每題2分,共20分1.Whensettingperformancemeasuresforincentivesystems,wecansaythatthebestmeasuresare.A.quantitative,simpletounderstand,andshowaclearrelationshipbetweenoutputandrewardB.qualitative,flexible,andcreatecompetitionbetweenemployeesC.thosethatallowemployersto"ratchetup"standardsandbaserewardsonqualitativestandardsD.thosethatreduceadministrativecosts,determinerewardsbasedonlyonquantity,andrewardonlyexceptionalemployees2.Tofacilitateanegalitarianenvironment,whichofthefollowingHRpracticesshouldmanagersimplement?.A.team-basedtrainingB.HRIStechnologiesC.profitsharingD.team-basedselection3.Ifajobanalystdoubttheaccuracyofinformationprovidedbyemployees,heorsheshould.A.challengetheemployeeswiththeirfalsestatementsB.reportthemtotheirsupervisorsC.turnthetaskofjobanalysisovertosomeonewithmoreHRMexperienceD.obtainadditionalinformationfromthemorfromtheirsupervisors4.Reasonsfornothiringfromwithinincludeallofthefollowingexcept.A.motivationalconcernsB.lackofqualifiedinternalcandidatesC.aneedfornewideasD.theriskof"employeecloning"5.Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalled.A.protégésB.teachersC.mentorsD.rolemodels6.Whichofthefollowingisanexampleofawell-writtenperformancestandard?.A.Deskclerksareexpectedtocheckoutapproximatelyfifteencustomerseveryhalf-hourB.CustomerservicerepresentativesshouldbeenergeticandpleasanttocustomersC.ResidentdormadvisersshouldbeeasilyaccessibletostudentsD.Policeshouldrespondtoacallwithinashortperiodoftime7.Inthedevelopmentofafactorcomparisonscale,keyjobsarenormallyrankedagainstallofthefollowingfactorsexcept.A.skillB.performanceC.mentaleffortD.responsibility8.Anincentiveplanismorelikelytosucceedinanorganizationwhenallofthefollowingaretrueexcept.A.employees’moraleishighB.employeesbelievetheyarebeingtreatedfairlyC.thereisharmonybetweenemployeesandmanagementD.employeesbelievethatincentivepaymentaredeferred9.Ifyouweredevelopingaperformanceappraisalsystemforindividualsoninternationalassignments,itwouldbebesttobaseindividual’sappraisalsoninformationfrom.A.host-countryevaluationsB.home-countryevaluationsC.bothhome-andhost-countryevaluationsD.peerevaluations10.Humancapitalofafirmincludethefollowingexcept.A.theknowledgeofafirm’sworkersB.skillsofafirm’sworkersC.theexpertiseofafirm’sworkersD.thebehaviorofafirm’sworkers三、閱讀理解〔每題3分,共30分〔一Thestepsindoingajobanalysisareasfollows:Startbyidentifyingtheusetowhichtheinformationwillbeput,sincethiswilldeterminethetypeofdatayoucollectandthetechniqueyouusetocollectthem.……1.Thebesttitleofthisarticlemightbe.A.methodsforjobanalysisB.stepsinjobanalysisC.methodsforcollectingjobanalysisdataD.stepsforcollectingjobanalysisdata2.Whichofthefollowingisn’tamethodforcollectingjobanalysisdata?.A.interviewsB.questionnairesC.askingthepersonwhatthejobentailsD.criticalincidentmethods3.Accordingtothepassage,whichofthefollowingstatementisfalse?.A.Organizationchartsshowyouwhereitfitsinsomeareaoftheorganization.B.Theorganizationchartshouldshowwhoreportstowhomandwithwhomthejobincumbentisexpectedtocommunicate.C.Aprocesschartshowstheflowofinputstoandoutputsfromthejob.D.Yourrevisedjobdescriptioncanbebasedontheexistingjobdescription.4.Aboutthestepsindoingjobanalysis,theauthorofthispassagewouldmostlikelydisagreethat.A.Step1shouldbetodeterminetheuseofthejobanalysisinformation.B.shouldreviewavailableexistinginformation.C.necessaryforanyjobanalysis.D.Step5shouldverifythecollectedinformation.5.Fromthispassage,wecaninferthat.A.Wecancollectjobanalysisdatabyqualitativemethodsandquantifiedmethods.B.Wemustreviewtheexistingjobdescriptionindoingjobanalysis.C.Ingatheringdataonjobactivities,requiredemployeebehaviors,workingconditionsandhumanrequirements,wecan’tuseanyoneofthejobanalysistechniques.D.Indoingjobanalysis,weshouldn’tgiveanypersonachancetomodifyhisorherdescriptionoftheactivitiesheorsheperforms.〔二Whatkindofpracticeswouldcharacterizeanorganizationthatunderstoodthevalueofcareerdevelopment?Thefollowingsummarizesafewofthemoreeffectivepractices.……1.Accordingtothepassage,whichofthefollowingisn’tkeyjobspecificationdatalistedinjobpostings?.A.abilitiesB.experienceC.knowledgeD.seniorityrequirementstoqualifyforvacancies2.Aneffectivecareercounselingprogramwillcoverthefollowingissueswithemployeesexcept.A.theemployee’scareergoalsB.opportunitiesavailablefromoutsidetheorganizationC.thedegreetowhichtheemployee’saspirationsarerealisticD.theemployee’scareerexpectationsforfiveyearsorlonger3.Aboutgroupworkshops,whichofthefollowingstatementsistrue?.A.Groupworkshopscanfacilitatecareerdevelopment.B.Groupworkshopscan’tresolveproblemsandmisperceptions.C.Groupworkshopscanbegeneral.D.Groupworkshopscanbedesignedtodealwithproblemscommontocertaingroupsofnewmembers.4.Theauthorofthispassagewouldmostlikelyagreethat.A.Thereislittleevidenceindicatingthatemployeeswhoreceivechallengingjobassignmentsearlyintheircareersdobetteronlaterjobs.B.Initialchallengesthataren’tsuccessfullymetcanstimulateapersontoperformwellinnextyears.C.Temporaryassignmentscan’tstimulatecareergrowth.D.Periodicjobchangescanpreventobsolescence.5.Themaintopicaboutthispassageis.A.effectivecareerdevelopmentpracticesB.groupworkshopsC.periodicjobchangesD.effectivecareercounselingprogram四、寫作〔共20分由于近年來(lái)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(shuō)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。Answer:<onlyforreference>EmployeeTerminationLetterDearThomas:ItiswithsincereregretthatImustinformyouthatyouremploymentatAddisonSystemsInc.willbeterminatedasofDecember31,2003.Asyouknow,theDownsizingTaskForcedeliveredtheirreporttothegeneralmanagerinlateDecember,2002.Amongthetaskforcerecommendationswastheeliminationofalltemporaryandcontractpositions.Sinceyouoccupyatemporaryposition,yourpositionisautomaticallysubjecttothetaskforcerecommendations.Iwouldliketomakeitabsolutelyclearthatinnowaydoesyourterminationreflectthatthecompanyisinanywayunhappywithyourworkperformanceoverthepast12months.Infact,youhavebeenhighlyregardedasoneofourmostproductivecontractstaff.Unfortunately,youandtheothernon-permanentstaffthatarebeingletgoaresimplyareflectionofthegeneraleconomicdownturnoverthepastyear.Inanefforttotrytoreducetheimpactofthistermination,thecompanyhasworkedoutaseverancearrangementthatwillgiveyouoneweek'spayforeachmonthyouworkedbeyond12months.Inyourcasethiswillamounttosix<6>weeksofseverancepay.Inaddition,yourmedicalcoveragewillremainineffectuntiltheendoftheseveranceperiod.YouwillsoonreceivealetterfromtheHumanResourcesDepartmentwithallofthedetailsontheseverancepackage.Thomas,givenyourqualificationsandprovenabilities,Iamconfidentthatyouwillbeabletofindanotherpositionintherelativelynearfuture.Ifyouwouldlike,Iwouldbepleasedtowritearecommendationletterforyou,tohelpwithyourjobsearch.Sincerely<Name>XXX<Title>XXX專業(yè)英語(yǔ)試卷4一、英漢互譯〔每題2分,共30分見(jiàn)單詞表二、單項(xiàng)選擇〔每題2分,共20分1.Ingeneral,inrecentyearstheroleofpeopleinadeterminingafirm’scompetitiveadvantagehas.A.decreasedinimportanceinmanufacturingfirmsbutincreasedinservicefirmsB.increasedinimportanceinservicefirmsbutdecreasedinmanufacturingfirmsC.increasedinimportanceinbothserviceandmanufacturingfirmsD.decreasedinimportanceinbothserviceandmanufacturingfirms2.Objectivesaccomplishedthroughjobanalysisincludeallofthefollowingexcept.A.establishingthejob-relatednessofselectionrequirementsB.determiningtherelativeworthofajobC.eliminatingdiscrepanciesbetweeninternalwageratesandmarketratesD.provingcriteriaforevaluatingtheperformanceofanemployee3.360-degreefeedbackmightbeusedforthefollowingexcept.A.personaldevelopmentB.appraisalC.payD.recruitment4.Employeeswhoarecoached,advised,andencouragedbyemployersofgreaterrankareknownas.A.fast-trackersB.organizationalstudentsC.mentorsD.proteges5.Whichofthefollowingisn’taformofperformance-basedcompensation?.A.piece-rateB.profit-sharingC.minimumwageD.lump-sumbonuses6.Advantageofemployeestockownershipplans<ESOPs>includeallofthefollowingexcept.A.employersareabletoprovideretirementbenefitstoemployeesatarelativelylowcostB.theemployees’pensionsarelessvulnerableduetodiversificationC.ESOPscanincreaseemployees’prideofownershipD.ESOPscanprovideanincentiveforemployees’toincreaseproductivity7.Lee,anewsupervisor,wantstocorrectlydocumentthepoorperformanceofanemployee.Whichofthefollowingwouldhenothavetodo?.A.performacurrentperformanceappraisaloftheemployeeB.notethedate,time,andlocationofthemisconductC.recordtheconsequencesoftheemployee’sactionontheworkunitD.listthenegativebehaviorexhibitedbytheemployee8.Allofthefollowingbenefitsarerealizedbyaligningemployeerewardswithperformanceexcept.A.employeeswillsharethegainsthatresultfromanyperformanceimprovementB.employeeswillpursueoutcomesthatbeneficialtothemselvesC.employeeswillperceiveagreaterdegreeoffairnessD.employeesmaygooutoftheirwaytohelptheorganization9.Staffingtheorganization,designingjobsandteams,developingskillfulemployees,identifyingapproachesforimprovingemployeeperformance,andother"HRM"issuesaredutiestypicallyreservedfor.A.HRmanagersB.linemanagersC.HRandlinemanagersD.topexecutives10.JobanalysisiscalledthecornerstoneofHRMbecause.A.theinformationobtainedisproactiveB.itisthefirstjobgiventonewHRMemployeesC.theinformationitcollectsservesomanyHRMfunctionsD.itisrequiredbylaw三、閱讀理解〔每題3分,共30分〔一Todevelopandimplement360-degreefeedbackthefollowingstepsneedtobetaken:Defineobjectives-Itisimportanttodefineexactlywhat360-degreefeedbackisexpectedtoachieve.Itwillbenecessarytospelloutthe