助理人力資源管理師-英語閱讀理解

PAGEPAGE5閱讀理解（每題3分，共30分）--第一套（一）Bargainingingoodfaithisthecornerstoneofeffectivelabormanagementrelations.Itmeansthatbothpartiescommunicateandnegotiate.Itmeansthatproposalsarematchedwithcounterproposalsandthatbothpartiesmakeeveryreasonableefforttoarriveatanagreement.Itdoesnotmeanthateitherpartyiscompelledtoagreetoaproposal.Nordoesitrequirethateitherpartymakeanyspecificconcessions.Whenisbargainingnotingoodfaith?AsinterpretedbytheNLRBandthecourts,aviolationoftherequirementforgoodfaithbargainingmayincludethefollowing:Surfacebargaining.Thisinvolvesmerelygoingthroughthemotionsofbargainingwithoutanyrealintentionofcompletingaformalagreement.Concession.Althoughnooneisrequiredtomakeaconcession,thecourt’sandNLRB’sdefinitionsofgoodfaithsuggestthatawillingnesstocompromiseisanessentialingredientingoodfaithbargaining.Proposalsanddemands.TheNLRBconsiderstheadvancementofproposalsasapositivefactorindeterminingoverallgoodfaith.Dilatorytactics.Thelawrequiresthatthepartiesmeetand“conferatreasonabletimesandintervals”.Obviously,refusaltomeetatallwiththeuniondoesnotsatisfythepositivedutyimposedontheemployer.Imposingconditions.Attemptstoimposeconditionsthataresoonerousorunreasonableastoindicatebadfaithwillbescrutinizedbytheboard.Unilateralchangesinconditions.Thisisviewedasastrongindicationthattheemployerisnotbargainingwiththerequiredintentofreachinganagreement.Bypassingtherepresentative.Anemployerviolatesitsdutytobargainwhenitrefusestonegotiatewiththeunionrepresentative.Thedutyofmanagementtobargainingoodfaithinvolves,ataminimum,recognitionthatthisstatutoryrepresentativeistheonewithwhomtheemployermustdealinconductingbargainingnegotiations.Commissionofunfairlaborpracticesduringnegotiations.Suchpracticesmayreflectpoorlyuponthegoodfaithoftheguiltyparty.Providinginformation.Informationmustbesuppliedtotheunion,uponrequest,toenableittounderstandandintelligentlydiscusstheissuesraisedinbargaining.tailoredtotheirwayofthinking.Appealingtojobqualitiestheyvaluewillattractattention.Theseincludeflexiblehours,flexiblebenefits,autonomy,opportunitytomeetnewfriends,andworkingwithpeopletheirownage.Youmightalsostressthatyouvaluetheirmaturityandexperience.1.Whichoftheage-relatedchangeswillaffectworker’soutputexceptinthemostphysicallydemandingtasks?.A.physicalabilityB.cognitiveperformanceC.personalityD.companyloyalty2.“HarnessingAmerica’sgraypower,”meansthat.A.keepingolderworkersonB.recruiting18-to25-year-oldsC.attractingminoritiesD.encouragingwomentoentertheworkforce3.Inordertomakethecompanyanattractiveplaceinwhichtheolderworkercanwork,HRstaffshoulddothefollowingexcept.A.examinethepersonnelpoliciesB.developflexibleworkoptionsC.rewardatlowerpaylevelsD.offerorredesignsuitablejobs4.Accordingtothepassage,whichofthefollowingisn’taflexibleworkoption?.A.shorter-than-30-hourworkweeksB.full-timeC.seasonalworkD.reducedhourswithreducedpay5.Fromthispassage,wecaninferthat.A.InAmerica,thereisnodeficitofworkforce.B.Absenteeismispositivelyrelatedtoages.C.Flexibleworkoptionscanbeattractivetoolderworkers.D.Torecruitolderworkers,themessageneedn’tbeinaccordancewiththeirwayofthinking.Answer:1.D2.A3.C4.B5.C

閱讀理解（每題3分，共30分）--第二套（一）Japanesemanagementgivesagreatdealofattentiontoorientationandtraining,whichisparticularlytrueinthecaseofregularemployees.Pre-employmenteducationgenerallystartsimmediatelyafterthepersonischosen.Thepurposeoftheprogramisto(a)familiarizethestudentwiththecompany;(b)monitortheperson’sactivities;(c)makethestudentcomfortablewiththecompany;(d)answerquestionsthepersonmighthave;and(e)providethenewhirerswithanybasicskillstrainingthecompanyfeelstheyrequire.Theappraisalandcompensationsystemislong-terminorientationandisbasedonrewardingpeoplefordoingagoodjoboveranextendedperiodoftime.IntheUnitedStatesemployeescommonlyreceiveanannualappraisalthatindicateswhetherornottheyaredoingagoodjoband,ifnot,providesfeedbackrelatedtoimprovingperformanceorseekingemploymentelsewhere.InJapantheinitialappraisalistypicallygivenattheendofa7-10yearperiod.Atthispointthepersonlearnswhetherornotheorsheisgoingtobepromoteduptheranksofmanagementornot.Thosewhofailthisfirstmajorevaluationknowthattheirchancesofmakingthetopmanagementranksarevirtuallynil.CompensationinJapanusedtobebasedheavilyonseniority,buttodaymeritisbecomingmoreimportant.Inmanyindustriestheannualraiseisinthe2-4percentrangeandoftenisbasedheavilyonmeritfactorssuchasattitude,ability,andcooperativeness.AnotherfeaturethatdistinguishestheJapanesesystemformmanyothersisthesemiannualbonusorwageallowance.Thisbonusisseparatefromtheannualwageincreaseand,usuallywithoutexception,ispaideveryyearregardlessofthestateoftheeconomy.Thebonusistypicallyequivalentto5-6months’salaryandispaidinmidsummerandattheendoftheyear.Otherformsofcompensationincludehousingallowances,dailylivingsupportfortransportation,meals,uniforms,healthcare,andculturalandrecreationalbenefits.1.Thepurposesofpre-employmenteducationinJapandon’tinclude.A.familiarizingthestudentwiththecompanyB.monitortheperson’sactivitiesC.makethestudentcomfortablewiththecompanyD.providethenewhirerswithanyknowledgeandskills2.TheappraisalandcompensationsysteminJapanisbasedon.A.rewardingpeoplefordoingagoodjoboveranextendedperiodoftimeB.rewardingpeoplefordoingagoodjoboverayearC.rewardingpeoplefordoinganyjoboveralongtimeD.rewardingpeoplefordoinganyjoboverayear3.InJapantheinitialappraisalistypicallygivenattheendofayearperiod.A.5-10B.7-10C.10-12D.10-154.AboutcompensationinJapan,theauthorwoulddisagreethat.A.CompensationinJapanarebasedheavilyonmerittoday.B.Meritfactorsincludeattitude,ability,andcooperativeness.C.ThemainfeaturethatdistinguishestheJapanesesystemformmanyothersisthesemiannualbonusorwageallowance.D.Thesemiannualbonusequalsto5-6months’salary.5.Fromthispassage,wecan’tconcludethat.A.InJapan,workingforalongtimeinacompanyisbeneficialtoemployees.B.TheorientationofappraisalandcompensationsysteminJapanisdifferentfromtheoneintheUnitedStates.C.IntheUnitedStates,employeeswhocommonlyreceiveanannualappraisalcan’tknowwhetherornottheyaredoingagoodjob.D.EmployeesinJapanmaygethousingallowances,dailylivingsupportfortransportation,meals,uniforms,healthcare,andculturalandrecreationalbenefits.Answer:1.D2.A3.B4.C5.C（二）Recruitingisimportant,becausethemoreapplicantsyouhavethemoreselectiveyoucanbeinyourhiring.Ifonlytwocandidatesapplyfortwoopenings,youmayhavelittlechoicebuttohirethem.Butif10or20applicantsappear,thenyoucanemploytechniqueslikeinterviewsandteststoscreenoutallbutthebest.Someemployersusearecruitingyieldpyramidtocalculatethenumberofapplicantstheymustgeneratetohiretherequirednumberofnewemployees.Infigure1,thecompanyknows50newentry-levelaccountantsmustbehirednextyear.Fromexperience,thefirmalsoknowsthattheratioofoffersmadetoactualnewhiresis2to1;abouthalfthepeopletowhomoffersaremadeaccept.Similarly,thefirmknowsthattheratioofcandidatesinterviewedtooffersmadeis3to2,whiletheratioofcandidatesinvitedforinterviewstocandidatesactuallyinterviewedhasbeen4to3.Finally,thefirmknowsthattheratioofnewleadsgeneratedtocandidatesactuallyinvitedhasbeen6to1;inotherwords,ofsixleadsthatcomeinfromthefirm’sadvertisingcollegerecruiting,andotherrecruitingefforts,oneapplicantinsixtypicallyisinvitedtocomeforaninterview.Giventheseratios,thefirmknowsitmustgenerate1200leadstobeabletoinvite200viablecandidatestoitsofficesforinterviews.Thefirmwillthengettointerviewabout150ofthoseinvited,andfromtheseitwillmake100offers.Ofthose100offers,half(or50newCPAs)willbehired.NewhirersNewhirers50RecruitingYieldPyramid50Offersmade(2:1)Offersmade(2:1)100100Candidatesinterviewed(3:2)Candidatesinterviewed(3:2)150150Candidatesinvited(4:3)Candidatesinvited(4:3)200200Leadsgenerated(6:1)Leadsgenerated(6:1)12001200Thequalityofafirm’srecruitingprocesshadabigimpactonwhatcandidatesthoughtofthefirm.Forexample,whenaskedaftertheinitialjobinterviewwhytheythoughtaparticularcompanymightbeagoodfit,all41mentionedthenatureofthejob;however,12alsomentionedtheimpressionmadebytherecruitersthemselvesand9saidthecommentsoffriendsandacquaintancesaffectedtheirimpressions.Unfortunately,thereversewasalsotrue.Whenaskedwhytheyjudgedsomefirmsasbadfits,39mentionedthenatureofthejob,but23saidthey’dbeenturnedoffbyrecruiters.Forexample,someweredressedsloppily;otherswere“barelyliterate”;somewererude;andsomemadeoffensivelysexistcomments.1.Arecruitingyieldpyramidmightincludethefollowingexcept.A.OffersmadeB.CandidatesrewardedC.CandidatesinterviewedD.Leadsgenerated2.Accordingtotherecruitingyieldpyramid,iftheratioofnewleadsgeneratedtocandidatesactuallyinvitedis5to1,theratioofca