1、 1上海市职业资格鉴定企业人力资源管理人员 （助理人力资源管理师）专业英语试卷 1一、英汉互译（每题 2分，共 30分）1. Apprenticeship 2. Career support 3. Outsourcing 4. Database5. Employee empowerment 6. Goals 7. Human resource information system (HRIS)8. Job rotation 9. Learning organization 10. Psychological contract11. 薪资调查 12. 任务分析 13. 招募 14. 绩效管理 1
2、5. 工作丰富化二、选词填空（每题 2分，共 20分）1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.3. Labor turnover can be costly. of recr
3、uiting and training replacements should be considered.4. Business process re-engineering techniques are deployed as instruments for .5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.6. The of the job analysis should be a training or le
4、arning specification.7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards.9. Flexible benefits allow employees to pick and choose from among a menu of options.10.
5、Chinas economic reformers have used material incentives in order to stimulate .三、单项选择（每题 2分，共 20分）1. The process of helping redundant employees to find other work or start new careers is .A.replacement B.outplacement C.release D.downsizing2. focus the evaluators attention on those behaviors that are
6、 key in making the difference between executing a job effectively or ineffectively.A. The group order ranking B. Written essay C. The individual ranking D. Critical incidents3. The plan should include plans for attracting good candidates by ensuring that the organization will become an employer of c
7、hoice.A. outplacement B. evaluation C. recruitment D.training4. Organizational and corporate plans indicate the direction in which the organization is going.A.feedback B.benchmarking C.rewards D.Human resource management E.benefit F.on-the-job G. performance H.downsizing I. Direct cost J. output 2A.
8、 goals B.resource C.result D.process5. aims to broaden experience by moving people from job to job or department to department.A.Job analysis B. Job rotation C.Job satisfaction D.Job involvement6. .HR planning is .A. a technique that identifies the critical aspects of a jobB. the process of determin
9、ing the human resources required by the organization to achieve its strategic goalsC. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectivesD. the process of determining the primary direction of the firm7. Career development programs ben
10、efit organizations in all of the following ways except .A.Giving managers more control over their subordinates B.Giving managers increased skill in managing their own careersC.Providing greater retention of valued employees D.Giving an increased understanding of the organization8. The area from whic
11、h employers obtain certain types of workers is known as the .A. labor market B. region C. recruiting area D. supply region9. A set of standards of acceptable conduct and moral judgment is known as .A. morales B. ethics C. rules D. legislation10. Hiring someone outside the company to perform tasks th
12、at could be done internally is known as .A. outplacement B. contracting C. outsourcing D. employee leasing四、阅读理解（每题 3分，共 30分）（一）The context for obtaining the people required will be the labor markets in which the organization is operating which are:The internal labor market- the stocks and flows of
13、people within the organization who can be promoted, trained, or re-deployed to meet future needs.The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor sup
14、ply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive employment proposition.As part of the human resource planning process, an organization may have to formulate make or buy p
15、olicy decisions. A make policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A buy policy means that more reliance will be placed on recruiting from outside- bringing fresh blood
16、 into the organization. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably
17、rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choicethey tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this
18、category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.1. A make policy means that organization prefers to promote people from .A. regional labor market B. national labor market C. internal labor market D.
19、 international labor market2.According to the passge, management consultancies .A.are less mobile than people at a junior level B.should be recruited from external labor marketC.should be promoted from within the organization D.are not knowledge workers3. If a firm can predict people requirements fa
20、irly accurately, it may not .A.develop their own staff B.formulate training programsC.promote people from within the organization D.rely more on recruiting from outside4. Make or buy policy decision is a part of .3A.human resource planning B.training and development C.performance appraisal D.job ana
21、lysis5.The best title of this passage is .A.The organizational context of human resource planning B.Aims of human resource planningC.The labor market context for human resource planning D.Limitations of human resource planning（二）Wlaters (1983) identifies nine sources of information which help to ide
22、ntify training priorities. These are:Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.Human resource and succession planning which provides information on future skill requirements and managem Personnel
23、 statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.ent training needs.Exit interviews which might suggest deficiencies in training arrangements.Consultation with senior managers which obtains opinions on training needs from key decision makers
24、.Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.Departmental layout changes which provide information about future developments and related training needs.Management requests
25、for training which set out perceived needs.Knowledge of financial plans which determine whether the funds will be available for training, and may encourage fresh approaches if resources are limited.Two other sources not directly mentioned by Walters are plans for introducing new technology or develo
26、ping IT systems, and marketing plans which indicate where new skills are required to market new products or services, use different selling techniques or operate in new territories.1.According to Wlaters, is (are) major training priorities.A. human resource and succession planning B. personnel stati
27、sticsC. exit interviews D. organizational goals and corporate plans2. Human resource and succession planning provides information on .A. the direction in which the organization is going B. future skill requirements and management training needsC. deficiencies in training arrangements D. any gaps bet
28、ween expectations and results or negative trends3. The following sources of information which help to identify training priorities are mentioned by Wlaters except .A. marketing plans B. departmental layout changesC. data on productivity, quality and performance D. consultation with senior managers4.
29、According to the passage, the following statements are true except .A. Departmental layout changes provide information about future developments and related training needs.B. Exit interviews highlight HR issues which might be addressed by training.C. Data on productivity, quality and performance sho
30、w where there are any gaps between expectations and results or negative trends.D. Marketing plans indicate where new skills are required to market new products or services.5.The main topic about this passage is illustrating .A. sources of information which provide information on management training
31、needsB. sources of information of major training prioritiesC. sources of information which help to identify training prioritiesD. sources of information which provide information about future developments and related training needs.4专业英语试卷 2一、英汉互译（每题 2分，共 30分）1. Centralization 2. Assessment center 3
32、. Cultural shock 4. Expatriate5. Hourly work 6. Internship programs 7. Job involvement 8. Management by objectives（MBO）9. Pay-policy line 10. Self-appraisal 11. 360 度反馈 12. 甄选 13. 绩效评价14. 工作规范 15. 间接成本二、选词填空（每题 2分，共 20分）1. International human resource management includes qualified personnel for over
33、seas assignments.2. Rapid through an extensive staff ranking system is seen in one company as a very important motivational mechanism.3. refers to the tendency of firms to extend their sales or manufacturing to new markets abroad.4. Developing a high-trust organization means creating trust between a
34、nd employees.5. determines the human resources required by the organization to achieve its strategic goals.6. The provides information on the nature and functions of the job.7. The halo effect or error is the tendency for an evaluator to let the of an individual on one trait influence his or her eva
35、luation of that person on other traits.8. Training is concerned with fitting people to take on extra responsibilities, increasing all-round .9. A training or a learning specification breaks down the broad duties contained in theinto the detailed tasks that must be carried out.10. In case of labor di
36、sputes between the employer and laborers, the parties concerned can apply for or arbitration, bring the case to courts, or settle them through consultation.三、单项选择（每题 2分，共 20分）1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is kn
37、own as a A.job enlargement B.transfer C.promotion D.job rotation2. Key jobs have all of the following characteristics except .A. they are important to employees and the organization B. they vary in terms of job requirementsC. they are used in salary surveys for wage determination D. they are likely
38、to vary in job content over time3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as .A. promotion B. job analysis C management D. Globalization E. job description F. Human resource planning G. competence H. recruiting I. mediation J. assessment
39、 5A. job redesign B. process redesign C. reengineering D. rightsizing4. The job specification describes job requirements relative to .A. skill and physical outputs B. skill and physical demands C. age and physical demands D. experience and physical description5. When determining where training empha
40、sis should be placed, an examination of the goals, resources, and environment of the organization is known as .A.task analysis B.organization analysis C.resource analysis D.skills analysis6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar
41、 elements of key jobs within the organization is known as .A. the point method B. job ranking C. the comparison method D. the Hay profile method7. The final decision to hire an applicant usually belongs to .A. the HR recruiter B. the HR manager C. line management D. co-workers8. Determining what the
42、 content of a training program should be, based on a study of the job duties, is known as .A.organization analysis B.individual analysis C.job analysis D.task analysis9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a ne
43、w job. These services are known as . A. downsizing programs B. “headhunting” assistance programsC. outplacement assistance D. employee assistance programs(EAPs)10. Job form the basis for the administration of applicable employment tests.A. outlines B. specifications C. requirements D. details四、阅读理解（
44、每题 3分，共 30分）（一）Multiperson comparisons evaluate one individuals performance against one or more others. It is a relative rather than an absolute measuring device. The three most popular comparisons are group order ranking, individual ranking, and paired comparisons.The group order ranking requires t
45、he evaluator to place employees into a particular classification, such as top one-fifth or second one-fifth. This method is often used in recommending students to graduate schools. Evaluators are asked to rank the student in the top five percent, the next five percent, the next fifteen percent, and
46、so forth. But when used by managers to appraise employees, managers deal with all their subordinates. Therefore, if a rater has twenty subordinates, only four can be in the top fifth and, of course, four must also be relegated to the bottom fifth.The individual ranking approach rank orders of employ
47、ees from best to worst. If the manager is required to appraise thirty subordinates, this approach assumes that the difference between the first and second employee is the same as that between the twenty-first and twenty-second. Even though some of the employees may be closely grouped, this approach allows for no ties. The result is a clean ordering of employees, from the highest performer down to the lowest.The paired comparison approach compares each employee with every other employee and rates each as either the superior or the weaker member of the pair. After all paired comparisons are
