sunt是什么意思
上海⼈⼒资源管理师⼆级_英语题库
上海市职业资格鉴定
《企业⼈⼒资源管理⼈员》（⼈⼒资源管理师）
专业英语试卷1(第⼆届考题)
⼀、英汉互译（每题2分，共30分）
1. Behavior modeling
2. Employee leasing
3. Factor comparison system
4. Graphic rating-scale method
5. Panel interview
6. Replacement charts
7. Selection
8. Vesting
9. Team leader training
10. Profit sharing
日本拉面11. ⼼理⽀持
12. 技能⼯资
13. ⽹上培训
14. 关键⼯作
15. ⼯作扩⼤化
Answer:
1. ⾏为模拟
2. 员⼯租借
3. 因素⽐较法
4. 图式评估法
5. ⼩组⾯试
6. 替换表
7. 甄选
8. 既得利益
9. 团队领导培训10. 利润分享11. Psychological support 12. Skill-bad pay 13. Web-bad training 14. Key jobs 15. Job enlargement
Answer:
1.C
2.B
3.D
4.A
trayrvice5.B
6.B
7.C
8.A
kuso什么意思9.B 10.D
Answer:
1.D
2.A
3.C
4.B
5.D
Answer:
1.D
2.B
3.C
4.A
5.C
⼆、单项选择（每题2分，共20分）
1. Executives or managers who coach, advi, and encourage employees of lesr rank are called .
A. protégés
B. teachers
C. mentors
D. role models
D. the HR manager?s preferences
2. As an apprair, you should try to do all of the following except .
A. minimize criticism
B. change the person, not the behavior
C. focus on solving problems
D. be supportive
3. Individuals working internationally need to know as much as possible about all of the
following host-country characteristics except .
A. social and business etiquette
B. cultural values and priorities
C. political structure and current players
D. cultural trends
4. Questions contained in structured job interviews should be bad on .
A. job analysis
B. job design
C. job specialization
D. job utilization
5. Outplacement rvices are .
/doc/188dd53c580216fc700afd16.html eful methods of attracting individuals into a career
B.designed to help terminated employees find a job elwhere
C.rarely given to executive employees
D.vital parts of any career management system
6. Which of the following is not a core skill that is critical for success abroad? .
A. physical fitness and mental maturity
B. effective delegatory skills
C. prudent decision-making skills
D. cultural adaptability
7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you u? .
A. trait method
B. results method
C. behavior method
D. attitudinal method
8. Compensation programs that compensate employees for the knowledge they posss are known as .
A. skill-bad pay plans
B. performance-bad pay plans
C. merit-bad pay plans
D. niority-bad pay plans
9. To implement a successful program in basic and remedial training, managers should do all of the following except .
/doc/188dd53c580216fc700afd16.html e a classroom-oriented approach so em
ployees learn by lectures
C.provide feedback on employees? progress
10. Which of the following is not true of lf-ratings of performance? .
A. They are benefici al when managers ek to increa the employee?s involvement in the review process
B. Critics argue that lf-ratings are more lenient
C. Rearch has shown that lf-ratings are as valid as, if not more valid than, test scores
D. They are free of most bias that other rating sources may have
Answer:
1.C
2.B
3.D
4.A
5.B
6.B
7.C
8.A
9.B 10.D
三、阅读理解（每题3分，共30分）
（⼀）2329
The promotion and development of performance management process by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and,
where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weakness and development needs in this aspect, and initiate personal development plans which are designed to meet the needs.
One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals, so that they understand what they are expected to do to support tho core values. Knowledge-sharing can be included as an element of a competency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as tho listed below could be ud as a basis for agreeing competency requirements and asssing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:
. Is eager to share knowledge with colleagues;
. Takes positive steps to t up group meetings to exchange relevant information and knowledge;
. Builds networks which provide for knowledge sharing;
. Ensures as appropriate that knowledge is captured, codified, recorded and disminated through the intranet and/or other means of communication.
Hann et al(1999) mention that at Ernst & Young, consultants are evaluated at performance reviews along five dimensions, one of which is their …contribution to and utilization of the knowledge ast of the firm?. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.
1.The best title for this article is .
A. Knowledge-sharingyouhu
B. Performance management reviews
C. Performance management process
D. Performance management for knowledge workers
2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except .
A. Is reluctant to share knowledge with colleagues
cierreB.Takes positive steps to exchange relevant information and knowledge
C. Builds networks which provide for knowledge sharing
D. Ensures as appropriate that knowledge is captured, codified, recorded and disminated through some means of communication
3.Which of the following is not mentioned by Hann et al? .
A. At Bain, direct help that partners have given colleagues will be evaluated.
B. A t Ernst & Young, consultants? contribution to the knowledge ast of the firm will be evaluated.
C. At Bain, partners are eager to share knowledge with colleagues.
D. At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.
4. The author of this passage would most likely agree that .
儿童歌谣A. Performance management process by HR can make little contribution to knowledge management.
B. The cascading of corporate core values for knowledge-sharing to individuals could be one starting
point for the performance management process.
C. Knowledge-sharing can?t be included as an element of a competency framework.cet6作文模板
D. Taking positive steps to exchange relevant information and knowledge isn?t an example of positive behavior in meeting competency expectations for knowledge-sharing.
5. According to the passage, performance management process by HR can make an important contribution to knowledge management through the following measures except .climate
A. by providing for behavioral expectations which are related to knowledge-sharing to be defined
B. by ensuring that actual behaviors are reviewed
C. by ensuring that actual behaviors are rewarded by financial or non-financial means
美剧排行D. by building networks which provide for knowledge sharing
Answer:
1.D
2.A
3.C
4.B
5.D
（⼆）128138
"T-group" stands for "training group," which is not a very helpful description. It is also referred to as nsitivity training, group dynamics, and group relations training. T-group has three aims:
1. To increa nsitivity-the ability to perceive accurately how others are
reacting to one's behavior.
2. To increa diagnostic ability-the ability to perceive accurately the state of
relationships between others.
3. To increa action skill-the ability to carry out the skillful behavior required
by the situation.
