人力资源管理师英语试题文档格式.docx
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人力资源管理师英语试题文档格式.docx
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12.
工作结构——
13.
外包——
14.
纪律——
15.
就业许可证——
二、选词填空题:
(16至25题,每题1分,共10分,请将
框中最恰当的答案以相应的字母填入括号中)
A.jobanalysis
B.jobevaluation
C.taskanalysis
D.mediator
E.validity
F.reliability
G.creativity
H.appraisalaccuracy
I.wagesurvey
J.humanresourcesplanning
16.Toestimateatest’sconsistencyor(
),youcouldadministerthe
sametesttothesamepeopleattwodifferentpointsintime,
comparingtheirtestscoresattime2withtheirscoresattime1.
17.A(
)servesprimarilyasafactfinderandtoopenupachannel
ofcommunicationbetweentheparties.
18.Thesimplest(
)methodrankseachjobrelativetoallotherjobs,
usuallybasedonsomeoverallfactorlike“jobdifficulty.”
19.Whenjobevaluationand(
)dataareusedjointly,theyserveto
linkthelikelihoodofbothinternalandexternalequity.
20.Interviews,questionnaires,observations,anddiary/logsarethe
mostpopularmethodsforgathering(
)data.
21.Thetesthas(
)totheextentthatthepeoplewithhighertest
scoresperformbetteronthejob.
22.Ratertrainingisnopanaceaforreducingratingerrorsorfor
improving(
).
23.Akeycomponentof(
)isforecastingthenumberandtypeofpeople
neededtomeetorganizationalobjectives.
24.Thesecondstepintraining-needsassessmentis(
)whichinvolves
reviewingthejobdescriptionandspecification.
25.Amodestlevelofstressmayevenleadtomore(
)ifacompetitive
situationresultsinnewideasbeinggenerated.
二、单项选择题:
(26至35题,每题3分,共30分,请将最恰当答案前的字母填入括号中)
26.Peoplewhocontributetothejobanalysisprocessincludethe
following,exceptforthe:
(
)
A.stockholder
B.jobanalyst
C.employees
D.supervisor
27.Thesuitabilityofcollegegraduatesfortechnicalandmanagerial
positionsoftendependsontheir:
(
A.dentalrecords
B.ethnicbackground
C.religiousbelief
D.majorfieldofstudy
28.Astatementoftheknowledge,skills,andabilitiesrequiredto
performajobisa:
A.jobrequirement
B.jobspecification
C.jobposition
D.jobobjective
29.Theextenttowhichtwoormoremethodsyieldssimilarresultsor
areconsistentisreferredtoas:
A.validity
B.reliability
C.truth
D.similarity
30.Theselectionprocedureusuallybeginswith:
A.employmenttests
B.amedicalexamination
C.asupervisoryinterview
D.completionofanapplicationform
31.Theprimaryreasonorganizationstrainnewemployeesisto:
A.increasetheirknowledge,skill,andabilitylevel
B.helptraineesachievepersonalcareergoals
C.complywithgovernmentregulations
D.improvetheworkenvironment
32.Researchhasshownthatperformanceappraisalareusedmostwidely
asabasisfor:
A.transfer
B.criticism
C.assessmentcenters
D.compensationdecisions
33.Itisrecommendedthatadiagnosisofpooremployeeperformancefocus
onallofthefollowingexcept:
A.skill
B.personality
C.effort
D.externalconditions
34.Jobevaluationsystemsprovideforinternalequityandserveasth
basisfor:
A.wage-ratedetermination
B.jobanalysis
C.trainingplan
D.careerplan
35.Allofthefollowingarecommoncausesofworkplacestressexcept:
A.excessivejobpressures
B.highworkloads
C.disagreementswithmanagers
D.empowerment
四、阅读理解:
(36至45题,每题3分,共30分,阅读下列
文章并回答问题,请将正确答案以相应的字母填入括号中。
(一)
Thereisnostandardformatyoumustuseinwritingajobdescription,butmostdescriptionscontainsectionson:
jobidentification,jobsummary,relationships、responsibilities、andduties,authorityofincumbent,standardsofperformance,workingconditions,andjobspecifications.
Anexampleofajobdescriptionispresentedinthefollowingfigure.
SampleJobDescription
JobTitle:
SupervisorofDataProcessingOperations
Status:
Exempt
JobCode:
012.168
Date:
June3,2003
Plant/Division:
Olympia,Inc.–Mainoffice
WrittenBy:
ArthurAllen
Section:
DataProcessing-Systems
ApprovedBy:
JuanitaGates
Level:
12
Points:
736
PayRange:
$16,760–$20,760
TitleofImmediateSupervisor:
ManagerofInformationSystems
JobSummary–Directstheoperationofalldataprocessing,datacontrol,anddatapreparationrequirements.
JobDuties:
1.Followsbroadlybaseddirectives.
(a)Operatesindependently.
(b)InformsManagerofInformationSystemsofactivesthroughweekly,
monthly,and/orquarterlyschedules.
2.Selects,trains,anddevelopssubordinatepersonnel.
(a)Developsspiritofcooperationandunderstandingamongworkgroup
members.
(b)Directstraininginvolvingteaching,demonstrating,and/oradvising
usersinproductiveworkmethodsandeffectivecommunicationswith
dataprocessing.
3.Readsandanalyzesawidevarietyofinstructionalandtraining
information.
4.Plans,directs,andcontrolsawidevarietyofoperational
assignmentsby5to7subordinates;
workscloselywithothermanagers,
specialists,andtechniciansinInformationSystemsaswellaswith
managersinotherdepartments.
(a)Receives,interprets,develops,anddistributesdirectivesranging
fromtheverysimpletothehighlycomplexandtechnologicalinnature.
(b)Establishesandimplementsannualbudgetfordepartment.
Interactsandcommunicateswithpeoplerepresentingawidevariety
ofunitsandorganizations.
(a)Communicatesbothpersonallyandimpersonally,throughoralor
writtendirectivesandmemoranda,withallinvolvedparties.
(b)Attendslocalmeetingsofprofessionalorganizationsinthefield
ofdataprocessing.
36.Accordingtothepassage,theimmediatesupervisor’stitleisalso
showninthe(
)sectionasisinformationregardingthejob’s
salaryand/orpayscale.
A.jobsummary
B.jobidentification
C.jobrelationships
D.jobtitle
37.Itwouldappearfromthepassagethat(
)permitseasyreferencing
ofalljobssinceitrepresentsimportantcharacteristicsofthejob.
A.jobcode
B.jobstatus
C.payrange
D.jobsummary
38.AccordingtotheSampleJobDescriptioninthepassage,whena
supervisorofdataprocessingoperationsisatwork,heorshe(
Adoesn’tneedtoreporttotheimmediatesupervisor
B.needstoattendbusinessmeetingsatleastonceaweek
C.doesn’tneedtoexplaindirectivestohisorhersubordinates
D.needstoshowothershowtocommunicatewithdataprocessing
39.Inthefiguretheduty“readsandanalyzesawidevarietyof
instructionalandtraininginformation”canbefurtherdefinedas
follows,notincluding(
A.ensuresthatworkgroupmembersreceivespecializedtrainingas
necessaryintheproperfunctioningorexecutionofproceduresand
methods
B.applieslatestconceptsandideastochangingorganizational
requirements
C.assistsindevelopingand/orupdatingmanuals,procedures,
specifications,etc.,relativetoorganizationalrequirementsand
needs
D.assistsinthepreparationofspecificationsandrelated
evaluationsofsupportingsoftwareandhardware
40.Theauthorofthepassagewouldmostlikelyagreethat(
A.ajobdescriptionshouldportraytheworkofthepositionsowell
thatthedutiesareclearwithreferencetootherjobdescriptions
B.ajobdescriptionshouldhavefixedformatfordefiningaposition
C.forwritingupjobdescriptions,weshouldselectthemostspecific
Wordstoshowthekindofworkandthedegreeofcomplexity
D.longstatementsusuallybestaccomplishthepurposewhenweare
writingupjobdescriptions
(二)
Whenappraisalsfail,theydosoforreasonsthatparallelthesethreesteps–definingthejob,appraisingperformance,andprovidingfeedback.
Someappraisalsfailbecausesubordinatesarenottoldaheadoftimeexactlywhatisexpectedofthemintermsofgoodperformance.
Othersfailbecauseofproblemswiththeformsorproceduresusedtoactuallyappraisetheperformance;
alenientsupervisormightrateallsubordinates“high”,forinstance,althoughmanyareactuallyunsatisfactory.
Stillotherproblemsariseduringtheinterview-feedbacksession,whichincludearguingandpoorcommunications.
Theseandotherproblemsaresummarizedinthefollowingfigure.
CommonPerformanceEvaluationProblems
Problemscanoccuratanystageintheevaluationprocess.
Someofthepitfallstoavoidinperformanceappraisalsare:
(1)Lackofstandards.
Withoutstandards,therecanbenoobjective
evaluationofresults,onlyasubjectiveguessorfeelingabout
performance.
(2)Irrelevantorsubjectivestandards.
Standardsshouldbeestablished
byanalyzingthejoboutputtoensurethatstandardsarejob
related.
(3)Unrealisticstandards.
Standardsaregoalswithmotivating
potential.
Thosethatarereasonablebutchallenginghavethe
most
potentialtomotivate.
(4)Poormeasuresofperformance.
Objectivityandcomparisonrequire
thatprogresstowardsta
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