2024年上海市人力資源三級考試英語單項(xiàng)選擇附中文 → 2024年上海市人力資源三級考試英語單選全解析

1.Theplacementofanemp1oyeeinanotherjobatahigherlevel

intheorganizationwithanincreaseinpayandstatusisknownas

C

A.jobenlargement

B.transfer

C.promotion

D.jobrotation

把一種員工放在此外的崗位上，以此獲得更高的薪酬和地位.這種方式稱為晉升

2.KeyjobshavcallofthefoliowingcharacteristicsexceptD

A.theyareimportantotemployeesandtheorganization

B.theyvaryintermsofjobrequirements

C.theyareusedinsalarysurveysforwagedeterminat

ion

D.theyare1ikelytovaryinjobcontentovertime

關(guān)鍵崗位包括下面所有的特性除了這一點(diǎn)：他們H勺內(nèi)容隨時(shí)間會(huì)變化

3.AprocessthatgoesbeyondTQMprogramstoamoreco

mprehensiveapproachtoprocessredesignisknownas

C

A.jobredesign

B.processredesign

C.reengineering

D.rightsizing

某一種通過全面質(zhì)量管理來到達(dá)重新設(shè)計(jì)企業(yè)運(yùn)作流程的措施稱為：業(yè)務(wù)流程再造

4.Thejobspecificationdescribesjobrequirementsrelativeto

B

A.skillandphysica1outputs

B.skillandphysica1demands

C.ageandphysicaldemands

D.experieneeandphysica1description

工作規(guī)范描述了相有關(guān)技能和身體方面的規(guī)定

5.WhendeterminingwheretrainingemphasisshouIdbe

placed,ancxaminationofthegoals?rcsourecs,andcnvir

onmentoftheorganizationisknownasB

A.taskanalysis

B.organizationanalysis

C.resourceanalysis

D.skil1sana1ysis

當(dāng)我們決定要把培訓(xùn)重點(diǎn)放在哪里的時(shí)候，我們要對組織啊目的、資源、環(huán)境進(jìn)行測量，

這種測量稱之為組織分析

6.Thejobevalualionsysteminwhichspecificelementsofthe

jobstobeevaluatcdarecomparcdagainstsimi1are1emeritso

fkeyjobswithintheorganizationisknownasC

A.thepointmethod

B.jobranking

C.thecomparisonmethod

D.theHayprofilemethod

有一種工作評估體系，在該體系中，我們把某個(gè)崗位的特定要素與關(guān)鍵崗位的類似要素

比較一次來做鑒定，這種評估體系稱為比較法。

7.Thefina1decisiontohireanapp1icantusua1lybe1ongst

oC

A.theHRrecruiter

B.theHRmanagcr

C.Iinemanagement

D.co-workers

在招聘活動(dòng)中，要作最終決定與否雇傭一種候選人,這是直線經(jīng)理H勺責(zé)任。

8.Determiningwhatthecontentofatrainingprogramshou1d

be,basedonastudyofthejobduties,isknownasD

A.organizationana1ysis

B.individualanalysis

C.jobanalysis

D.taskanalysis

當(dāng)我們要決定要把培訓(xùn)重點(diǎn)放在哪里的時(shí)候，我們要對崗位責(zé)任作分析，這種分析稱為

任務(wù)分析.

9.Sometimesorganizationsprovideservicestoterminatedemp

1oyeesthathelpthemhridgethegapbetweentheirold

positionandanewjob.TheseservicesareknowasC

A.downsizingprograms

B.”headhunting“assistanceprograms

C.0utplacementassistance

D.Emp1oyeeassistanceprograms(EAPS)

有時(shí)候組織為那些已經(jīng)被終止r雇傭關(guān)系的員工提供服務(wù)來協(xié)助他們到社會(huì)上再找到

份工作，這種服務(wù)稱為再就業(yè)征詢。

10.JobBformthebasisfbrtheadrrinistrationofappli

cab1eemploymenttests

A.out1ines

B.specifications

C.rcquirements

D.detai1s

工作規(guī)范構(gòu)成了雇傭測試管理的基礎(chǔ)。

1.Thetendencyforaneva1uatortolettheassessmentofanin

dividualononetraitinf1uencehisorherevaluationof

thatpersononothertraitsisknownasB

A.similarityerror相似H勺錯(cuò)誤

B.haIoeffeetorerror暈輪效應(yīng)

C.leniencyerror寬敞錯(cuò)誤

D.sing1ccriterion單?一準(zhǔn)則

有時(shí)候，評估者們在作評估的時(shí)候，會(huì)過多關(guān)注被評估者某首先的特性，而忽視或影響到

對其他方面特性的評估。恨如出現(xiàn)這種現(xiàn)象.我們稱評估者犯了暈輪效應(yīng)的錯(cuò)誤。

2.Theperformanceevaluationapproachwhichcompareseache

mployccwithcvcryothcrcmployeeandratcscachascith

erthesuperiorortheweakermemberofthepairisknow

nasA

A.thepairedcomparison配對比較

B.theindividualranking個(gè)人排名

C.thegrouporderranking組次序排序

D.criticalincidents關(guān)鍵事件

有一種績效評估的措施，在這種措施里我們把某一種員工叼績效和每一種其他人比較,

能得出更好還是更差，這種措施稱為:配對比較法。

3.Determiningwhetherornottaskperformaneeisacccptablea

ndstudyingtheckaracteristicsofindividualsandgroupsth

atwillbep1acedinthetrainingenvironmentareknownas

A.personanalysis個(gè)人分析

B.demographicanalysis人口分析

C.individuaianalysis個(gè)別分析

D.groupandindividualanalysis組和個(gè)人分析

當(dāng)我們判斷員工的任務(wù)體現(xiàn)與否能被接受，以及分析個(gè)人和團(tuán)體的特性與否能被放入培

訓(xùn)環(huán)境，這種分析稱為個(gè)人分析。

4.TheIincsofadvancementforanindividualwithinanorganizat

ionarcknownasA

A.careerpaths職業(yè)道路

B.jobprogressions工作進(jìn)展

C.careerIines事業(yè)線

D.jobpaths工作途徑

個(gè)體員工在組織內(nèi)前進(jìn)的道路稱為:職業(yè)道路

5.Freedomfromcriteriondeficiencyofperformanceapprais

alsreferstotheextenttowhich旦

A.standardsrelatetotheoverallobjectivesoftheorgani

zation

原則波及到組織的整體目的

B.standardscapturetheentirerangeofanemployee'srespon

sibilitics

原則覆蓋了員工所有H勺責(zé)任

C.individualstendtomaintainaccrtain1eve1ofpcrforman

ceovertime

個(gè)體傾向丁長時(shí)間保持某種程度的體現(xiàn)

D.factorsoutsidetheemployee'scontrolcaninflueneepe

rfbrmance

以外的原因,可以影響員工的控制性能

我們在績效考核時(shí)假如沒有犯效標(biāo)局限性日勺錯(cuò)誤，意味著所有的原則覆益了員工所有的貢

任

6.TheHayprofi1emethoduseswhichthreefactorsfor

evaluatingjobs?D

A.knowledge,skill,andresponsibility知識，技

能，和責(zé)任

B.mentalability,skillandresponsibility心理能力,技能，和

責(zé)任

C.knowledge,menta1ability,andresponsibility知識，腦力能力,

和責(zé)任

D.knowledge,mentalability,andaccountabiIity知識、腦力能力

和責(zé)任

海氏評價(jià)法使用如下哪三個(gè)原因來評價(jià)崗位：知識、腦力能力、責(zé)任心

7.Whichofthefo1lowingisnotanimportantcomponentof

ameaningfulgainsharingplan?D

A.cstablishingfairandpreciscmeasurementstandards

建立公平的和精確的測量原則

B.ensuringthatbonuspayoutformulasareeasytocaleuIa

te

保證獎(jiǎng)金發(fā)放公式很輕易計(jì)算

C.ensuringthatbonuspayoutsarelargeenoughtoencourage

futureemp1oyeeeffort

保證獎(jiǎng)金足以鼓勵(lì)未來員工的努力

D.dependingontopmanagementtodevelopthegainshari

ngprogram

根據(jù)高層管剪發(fā)展的利潤分享計(jì)劃

下面哪個(gè)選項(xiàng)不是一種故意義的收益分享計(jì)劃H勺重要構(gòu)成部分:依托高層管理層來開發(fā)

收益分享計(jì)劃

8.Givingcmp1oyeesmorecontro1overdccisionsaboutwho

theirco-workerswil1beisknownasC

A.enipoweredse1ection授權(quán)的選擇

B.col1aboration合作

C.tearnselection團(tuán)體的選擇

D.groupdevelopment組的發(fā)展

給與員工更多權(quán)力來選擇他們的合作伙伴，這種方式稱為：團(tuán)體選擇

9.Whichofthefo11owingisatechniqueusedtoelieite

mployeeviewsinordertomakedecisionsandinitiatechange?

C

A.suggestionsystem.提議系統(tǒng)

D.downwardcommunication向下溝通

C.attitudesurvey態(tài)度調(diào)研

D.empowerment授權(quán)

下面哪種技術(shù)可以得知員工H勺觀念以此來做決策和發(fā)起變革：態(tài)度調(diào)研

10.Assessingthedegreetowhichwhatemp1oyee1earn

edduringthetrainingprogramistrans1atedintoenh

ancedemployeeperformanceisknownasC

A.resultsevaluation成果評估

B.reactionevaluation反應(yīng)評估

C.behaviorevaluation行為評估

D.Iearningeva1uation學(xué)習(xí)評估

評估員工在培訓(xùn)項(xiàng)目中學(xué)到的有多少程度轉(zhuǎn)化為更高的績效，這種評估稱為:行為評估

I.Eliminatingwhataredeemedtobeunnecessarylayersofmana

gcmentandsupcrvisionisknowasA

A.Delayedng扁平化

B.Downsizing裁員

C.right-sizing合適的位置

D.benchmarking標(biāo)桿

消除組織當(dāng)中那些被認(rèn)為是不必要口勺層級，這種操作稱為扁平化。

2.ThechangingcnvironmcntsofHumanRcsourceManagcmcnlin

cIudethefollowingexceptD

A.workforcediversity勞動(dòng)力及J多樣性

B.technologicaltrends技術(shù)的發(fā)展趨勢

C.giobalization全球化

D.greatchangesinthenatureofworkforce勞動(dòng)力自身的巨

大變化

人力資源管理不停變化的環(huán)境包括如下內(nèi)容，除了勞動(dòng)力自身的巨大變化

3.Theaimofhumanresourceplanninginanyorganizationmig

htbethefoilowingexceptC

A.Attractandretainthenumberofpeoplerequiredwith

theappropriateskiiis,expertiseandcompetences

吸引和留住所需的具有合適技能的人口勺數(shù)量，技能和能力

B.Reducedependenceonexternalrecruitmentwhenkey

ski11sareinshortsupp1ybyformulatingretention,as

we1Iasemployeedevelopment,strategies

減少對外部招聘的時(shí)候的關(guān)鍵技能供不應(yīng)求，依賴通過制定的保留，以及員工發(fā)展,方略

C.NegIecttheprob1emsofpotentia1surp1usesordeficitsofp

eoplc

忽視潛在的勞動(dòng)力冗余或局限性的問題

D.Developawel1-trainedandflcxibicworkforce,thuscontributing

totheorganization'sahi1itytoadapttoauneertainandchanging

environment

制定?種訓(xùn)練有素的和靈活的勞動(dòng)力，從而有助于組織的能力，以適應(yīng)不停變化的環(huán)境的

不確定性

在一?種組織里，人力資源規(guī)劃的目K、J也許是如下原因,除了忽視潛在的勞動(dòng)力冗余或局限

性的問題

4.Forecastingthesupplyofpeopleshou1dbebasedonthefol

1owingexceptB

A.forecast1ossestoexistingresourcethroughattrition

預(yù)測損失的既有資源通過減員

B.recruitmentplans招聘計(jì)劃

C.theeffectofchangingconditionsofwork工作條件變化的

影響

D.sourcesofsupplyfromexternaIlabormarkets從外部勞

動(dòng)力市場供應(yīng)

對于人力資源的供應(yīng)預(yù)測，應(yīng)當(dāng)基于如下信息，除了招聘計(jì)劃

5.Thecostsof1aborturnoverinc1udethefoliowingexcept

D

A.directcostofrecruitingreplacements

直接招聘成本"勺替代品

B.opportunitycostoftimespentbyHRandlinemanagersin

recruitment

在招聘中人事和直線管理人員花了時(shí)間機(jī)會(huì)成本

C.lossarisingfromreducedinputfromnewstartersun

ti1theyarefullyirained

損失減少輸入從新開始直到他們充足的訓(xùn)練。

D.indirectcostoftrainingreplacementsintheunneces

saryski1Is

培訓(xùn)非必要技能的替代成本

勞動(dòng)變更的成本包括如下內(nèi)容，除了培訓(xùn)非必要技能的替代成本

6.Assessingthesetsofski1Isandknow1edgeemp1oyeesneedt

obesuccessfu1,particu1arlyfordecision-oriented

andknowledge—intensivejobs,isknownasB

A.individualassessment個(gè)人評估

B.compctcncyasscssmcnt能力評估

C.organizationalassessment組織評估

D.jobassessment工作評估

員工（尤其是做決策口勺員工）假如要成功完畢工作需要掌握某些技能和知識，對于這些技

能和知識的評估稱為能力評估

7.Whichsystemofjobevaluationisbeingusedwhenjobsareclass

ifiedaccordingtoaseriesofpredeterminedwagegrad

es?D

A.Hayprofilemethod海氏分布法

B.Jobranking工作排序法

C.Factorcomparisonmethod原因比較法

D.Jobclassificationsystem工作分類法

哪一種薪酬體系是根據(jù)事先定義好的工資級別來對崗位進(jìn)吁分類的:工作分類法

8.Thepurposeofaprofit-sharingplanistoB

A.allowworkerstocontributespecifieknow1edgeto

improvingtheorganization

容許工人奉獻(xiàn)的詳細(xì)知識來提高組織

B.motivateatota1commitmenttotheorganizationasawh

o1e

從整體上鼓勵(lì)整個(gè)組織的承諾

C.enableworkerstoshareinlaborcostsavings

使工人分享節(jié)省勞動(dòng)力成本

D.insti11commitmenttotheemployees'immediateworkgroup

將致力于員工H勺直接工作組

利澗分享計(jì)劃口勺目的是從整體上鼓勵(lì)整個(gè)組織的承諾

9.Oneoftheprimarybenefitsofcross-trainingemployeesisth

atB

A.cross-trainingenablesindividualstoexertmoreeffort

ontheirjob

交義訓(xùn)練能使個(gè)人對他們的工作施加更大的努力

B.cross-traininghelpsempIoyeesidentifytroublespotsthatc

utacrossseveraljobs

交叉訓(xùn)練能協(xié)助員工找到貫穿于幾種工作的問題點(diǎn)

C.cross-trainingenahiesmanagerstospend1esstime

supervisingindividualperformanee

交義訓(xùn)練能使管理者花更少的時(shí)間管理個(gè)人績效

D.cross-trainingenablesmanagerstosavemoremoneyinlaborc

0sts

交叉培訓(xùn)使管理人員在勞動(dòng)力成本節(jié)省更多口勺錢

交叉培訓(xùn)員工的一種最重要H勺好處是它能協(xié)助員工找到貫穿了幾種工作的問題點(diǎn)

10.Whichofthefoilowingisnotanapproachusedbyorganizat

ionstotrytolowerlaborcosts?D

A.Downsizing裁員

B.Outsourcing外包

C.productivityenhaneements生產(chǎn)率改善

D.employeedevelopment員工開發(fā)

下而哪一種不是組織用來減少勞動(dòng)成本的措施:員工開發(fā)

1.Aninterviewinwhichanapplicantisgivenahypoth

cticalincidentandisaskcdhowheorshewou1drespond

toitisaC

A.computerinterview

B.panelinterview

C.situationa1interview

D.nondirectiveinterview

在?場面試中，求職者被給與了種假設(shè)的事件,并且被提問怎樣應(yīng)對，這樣H勺面試稱為：

情景性的面試。

2.Thedesiredoutcomesof(rainingprogramsareformallystate

dasC

A.traininggoaIs

B.Iearningobjectives

C.instructionalobjectives

D.1earninggoals

我們對于培訓(xùn)項(xiàng)目所期望的成果,被稱為:指導(dǎo)目的。

3.Careercounse1inginvolvestaikingwithemp1oyees

aboutallofthefoilowingexceptB

A.Theircurrentjobactivitiesandperformance

B.Theirpastcareerdecisions

C.Theirpersonalandcareerinterestsandgoals

D.Theirpersona1skil1s

職業(yè)征詢波及到與員工探討一下事項(xiàng)，除了員工過去的職業(yè)決定。

4.1nmostinstances,whoisinthebestpositiontoperform

thefunctionofappraisinganemployee'sperformanee?

B

A.someonefromtheHRdepartment

B.theemployee'ssupervisor

C.theemployee

D.co-workers

大多數(shù)狀況下，要考核一種員工日勺績效，誰最有發(fā)言權(quán)口勺是該員工的上級主管

5.Theprocessofdeterminingtherelativeworthofjobsinorderto

determinepayratesfordifferentjobsisknownasD

A.jobdetermination

B.jobdiagnosis

C.jobanalysis

D.jobevaluation

通過決定一種崗位口勺相對價(jià)值以此來確定工資級別的過程稱為工作評價(jià)

6.Profitsharingreferstoanyprocedurebywhichanemp1

oyerpaysemployees

A.anincentivebasedontheirmeritD

B.anincentivebasedonlarborcostsavings

C.abonusbasedon(heovera11productivityoftheirparticular

workgroup

D.currentordeferredsumsbasedontheorganization'sfina

ncia1pcrformancc

利潤分享指R勺是：雇主根據(jù)組織日勺財(cái)務(wù)體現(xiàn)向員工發(fā)放當(dāng)即或延期的獎(jiǎng)金。

7.AHof(hefo11owingarepreva1entreasonsforfailure

amongexpatriatcscxcept

A.aspouse'sinabilitytoadaptD

B.amanager'spersonality

C.inabi1itytocopewithlargerresponsibilities

D.distastefortravel

下面都是某些常見口勺外派雇員工作不勝任口勺原因，除了討厭出差。

8.Communicationsystemsshouldprovideaccurateinfor

mationregardinga1IofthefollowingexceptB

A.businessplansandgoals

B.employeebackgroundandpersonaldata

C.unitandcorporatcopcratingresuIts

D.incipientproblemsandopportunities

溝通體系應(yīng)當(dāng)提供精確的信息，包括如下內(nèi)容，除了：員工的背景與個(gè)人數(shù)據(jù)。

9.Reengineeringoftenrequiresthatmanagersstartfromscratchin

rethinkingallofthefoHowingexceptD

A.howworkshou1dbedone

B.howtechnologyandpeopleshou1dinteract

C.howtheentireorganizationshou1dbestructured

D.howorganizationsshouldcompete

業(yè)務(wù)流程再造，一般需要經(jīng)理們從腦子一片混亂開始，仔細(xì)思索一下內(nèi)容，除了一點(diǎn):組織

怎樣擊敗競爭對手。

10.Thecorejobdimensionthatdescribesthedegreetowhicha

jobhasasubstantia1impactonthelivesorworkofother

peopleiscalledC

A.ski11variety

B.taskidentity

C.tasksignificance

D.autonomy

可以描述一種工作在多大程度上能影響其他人的工作生活質(zhì)量的關(guān)鍵工作緯度是：任務(wù)意義

I.Questionscontainedinstrueturedjobinterviewsshould

bebasedonA

A.jobanalysis

B.jobdesign

C.jobspecia1ization

D.jobutilization

包括于構(gòu)造化的工作面試的問題是基于:工作分析。

2.Aprocessinwhichindividualsareevaluatedastheyparticipa

teinaseriesofsituationsthatresemblewhattheymi

ghtbccalledupontohand1conthejobisknownasa/anD

A.Managementtrainingseminar

B.Executivedevelopmentprogram

C.In—basketexercise

D.Assessmentcenter

讓員工參與到某些場景中,其中諸多事與員工后來工作的內(nèi)容很相似，這種措施稱為:評價(jià)

中心。

3.Ifyourprimaryobjectiveforaperformanceappraisalisto

giveemployeesdevelopmentalfeedback,whichofthefo11owing

appraisaImethodsshou1dyouuse?C

A.traitmethod

B.resuItsmethod

C.behaviormethod

D.attitudina1method

假如你做績效評估的目的是給與員工提高的反饋，那么你應(yīng)當(dāng)使用下面哪種措施:基于行

為的措施。

4.OutplacementservicesareB

A.usefulmethodsofattractingindividuaIsintoacareer

B.designedtoheIpterminatedemployeesfindajobe1sewhere

C.rare1ygivcntocxecutivccmploycc

D.vitalpartsofanycareermanagementsystem

在就業(yè)征詢服務(wù)是指:被用來協(xié)助被解除雇傭關(guān)系的員工在叁織外找到份工資

5.TransnationaItcamstendtobeA

A.foeusedonprojectsthatspanmultiplecountries

B.comprisedofmemberswithgeneralizedskills

C.homogenous

D.comprisedofmembersfromthesameregion

跨國團(tuán)體關(guān)注與那些很跨多種國家的項(xiàng)目。

6.Whichofthefo11owingcompensationsystemsdoes

notfocusemp1oyeeeffortsonoutcomesthatarebenefi

cia1toboththemselvesandtheorganizationasa

whole?C

A.profit-sharingp1ans

B.cmp1oyeestockowncrshippIans

C.hourlybasedpaysystems

D.ski1I-basedpaysystems

下面哪個(gè)薪酬體系沒有關(guān)注那些既對員工自己又對組織有利的績效成果:小時(shí)工資制。

7.Thetotal-qua1ityHRparadigmwoukilike1yemphasizeal1

ofthefoliowingcxccptC

A.cross-functiona1training

B.team/group-basedrewards

C.autocratic1eadership

D.customerandpeerperformancereviews

人力資源基本理論強(qiáng)調(diào)下面的事項(xiàng)，除了:專制領(lǐng)導(dǎo)風(fēng)格。

8.Agroupofemployeesrotatingjobsastheycomp1eteth

eproductionorserviceprocessiscal1eda/anB

A.laborbargainingunit

B.emp1oyeeteam

C.training—prodvctiongroup

D.employeerotationunit

有一群員工,他們完畢某個(gè)立品或服務(wù)流程，他們也可以互相輪換工作，這些員工稱為：員

工團(tuán)體。

9.NotifyingappIicantsofselectiondecisionandma

kingjoboffersaregenera1lytheresponsibilityofA

A.theHRdepartment

B.thelinemanager

C.thesupervisor

D.theindustria1rclationsmanager

把甄選成果告知求職者、給出錄取告知，這些請示一般是誰的責(zé)任:人力資源部。

10.Performanceappraisalsareusedmostwidelyasabasisfor

C

A.determiningtrainingnccds

B.dischargingdecisions

C.decidingcompensation

D.directingperformaneeimprovement

績效評估用的最多口勺場所是：決定員工的酬勞。

1.Al1ofthefollowingarebasicskillsneededforsuecessfu1c

areermanagementexceptD

A.developingapositiveattitude

B.establishinggoaIs

C.adoptingthemindsetofyoursuperiors

D.puttingresponsibilityforyourcareerinthehandso

fyoursupervisor

下面都是成功的職業(yè)生涯管理的基本技能,除了：把職業(yè)生涯的責(zé)任放在你上級主管的手里。

2.Whichtrainingmethodfocusesuponlearningattheaffective

level?A

A.scnsitivitytraining

B.apprenticeshiptraining

C.intercultura1motivation

D.multilingualtraining

下面哪一種培訓(xùn)措施把重點(diǎn)放在情感方面:敏感度培訓(xùn)。

3.Atota1-qualityparadigmtendstoemphasizewhich

ofthefo11owingfacetsoforganizationaltrainingef

forts?B

A.job-relatedskills

B.cross-function￡1ski1Is

C.functiona1,technica1skills

D.anarrowrangeofski1Is

人力資源基本理論強(qiáng)調(diào)組織的培訓(xùn)的那個(gè)方面：跨職能技能

4.Performanceappraisa1methodscanbebroadlyclassifieda

seither,,orapproaches.B

A.trait,behavioral,judgmenta1

B.trail,behavioral,resu1ts

C.behavioral,judgmentai,results

D.behavioral,judgmental,attitudinal

績效評估的措施可以大體分為如下三類：特性法、行為法、成果法

5.Whenmanagerstalkaboutugoingglobal''theyhavetob

alanceacomplicatedsetofissuesthatineludeallofthe

followingexceptD

A.geographicaldiffcrcnccs

B.culturaldifferences

C.1egaldifferences

D.persona1differences

當(dāng)管理者們提到“走向全球”時(shí)，他們必須平衡一系列負(fù)責(zé)的事情，除了:個(gè)體員工之間口勺

差異。

6.These1ectionprocedureusuallybeginswithD

A.employmenttests

B.amedicaIexamination

C.asupervisoryinlerview

D.completionofanapplicationform

甄選過程一般開始寫:候選人填完求職中請表。

7.Itisrecommendedthatadiagnosisofpooremp1oyeeperforman

cefocusonallofthefoilowingexccptB

A.skill

B.pcrsonality

C.effort

D.externalconditions

對于員工比較差的績效的診斷要基于如下方面，除了:性格。

8.Whenemployccsrcccivcahighcrrateofpayforalloftheir

workifproductionexceedsastandard1evelofoutput,un

derwhichincentiveplanaretheyworking?A

A.differentialpiecerate

B.standardpiecerate

C.exceptionbonusrate

D.individualratepay

當(dāng)員工生產(chǎn)的產(chǎn)品超過一種原則數(shù)量時(shí)他能獲得一種更高的單位酬勞率，這種薪酬體系

是:差額計(jì)件工資。

9.Cu1tura1environmentincludesallofthefoilowingexccpt

C

A.education/humancapita1

B.values/ideo1ogies

C.corporatestructure

D.religiousbeliefs

文化環(huán)境包括下面所有的內(nèi)容，除了:企業(yè)構(gòu)造

10.Conductingjobanalysisisusuallytheprimaryresponsib

ilityoftheD

A.jobincumbent

B.linesupervisors

C.accountingdcpartment

D.HRdepartment

實(shí)行工作分析一般是誰的責(zé)任：人力資源部

1.Theplacementofanemployeeinanotherjobforwhicht

heduties?responsibilities,status,andremunerati

onareapproximatelyequaltothoseofthepreviousjobis

knownasaB

A.promotion

B.transfer

C.lateralmove

D.jobrotation

把員工放在此外一種崗位上，前后兩個(gè)崗位H勺職責(zé)、任務(wù)、地位、酬勞都相似，我們稱

之為:平調(diào)

2.Ifemployees'payisbasednotontheactua1amountoftime

ittakesthemtocompleteajobbutcnapredetermine

damountoftimeforconiplctingthejob,whichincentiveplana

retheyworkingunder?B

A.piece-rateplan

B.standardhourplan

C.timedivisionplan

D.completionpaysystem.

假如某個(gè)員工的酬勞不是根據(jù)其實(shí)際化在每個(gè)產(chǎn)品上的時(shí)間，而是根據(jù)預(yù)先規(guī)定期間上，

這種鼓勵(lì)體系為：原則工時(shí)工資。

3.Ofthefoliowing,theonethatwouldnotbeconsidereda

chiefobjeclivemostmostbenefitsprogramsisC

A.rcducingturnover

B.improvingemployeesatisfaction

C.usidestepping”1egalrequirementsforemployeehea1thand

safety

D.Attractingandmotivatingemployees

下面哪一種不是大多數(shù)福利體系H勺也要目H勺:規(guī)避法律規(guī)定的員工健康和安仝。

4.Thetermusedtorefertothelanguage,re1igion,valuesand

attitudes,po1itics,technology,education,andsocialor

ganizationofanalionisC

A、ritualcnvironment

B、Genera1environment

C、Cu1turalenvironment

D、Taskenvironment

我們用來形容一種組織面對的語言、宗教、價(jià)值、態(tài)度、政治、技術(shù)教育、社會(huì)原因?yàn)?

文化環(huán)境。

5.Whichofthefo11owingisnottypica1methodofi

ncreasingthepowerofemployees?C

A.jobenlargemerit

B.enrichment

C.standardization

D.re1yingonse1f-managedteams

卜.面哪一種不是經(jīng)典的增長員工權(quán)利的措施：原則化。

6.Whichmanagementgrouphasprimaryresponsibililyfor

thedevelopmentofdisciplinarypoliciesandprocedures?C

A.the1egaldepartment

B.top-levelmanagement

C.theHRdepartmerit

D.middlemanagement

哪一種管理團(tuán)體擁有最重要的責(zé)任來開發(fā)紀(jì)律性的政策和流程:人力資源部。

7.Whichofthefol1owingisnotaphaseofasystemmode1oftr

aining?B

A.nccdsassessmcn(

B.motivationasscssmcnt

C.programimp1ementation

D.evaluation

下面哪一種不是培訓(xùn)系統(tǒng)模型的一種環(huán)節(jié)：動(dòng)機(jī)評估。

8.Whichofthefoilowingisnotaprimaryimpactthattechnoio

gyhashadonHRM?C

A.Ithasalteredthemethodsofcol1ectingemploymentin

fbrmation

B.Ithasspeduptheprocessingofemp1oymentdata

C.Ithasdiminishedthero1eofsupervisorsinmana

gingemp1oyees.

D.Ithasimprovedtheprocessesofinterna1andexternal

communicaIions.

下面哪一種不是技術(shù)對人力資源管理帶來口勺影響:技術(shù)消弱了.卜?級主管日勺管理角色。

9.Apictorialrepresentationofallorganizationaljobsalong

withthenumbersofcmp1oyccscurrentlyoccupyingthose

jobsandfutureemploymentrequirementsiscalledA

A.astaffingtabie

B.anorganizationchart

C.aski1Isinventory

D.careerp1anning

用一種圖示措施來顯示組織H勺崗位，同步附上目前雇傭著的員工數(shù)量以及未來的雇傭需

要，這種圖表叫:人員配置表。

10.WhendeterminingwheretrainingemphasisshouIdbe

p1aced,anexaminationofthegoa1s,resources,ande

nvironmentoftheorganizationisknownasB

A.taskana1ysis

B.organizationanalysis

C.resourceanalysis

D.skiIlsana1ysis

當(dāng)確定