人力资源10套英语题
-
上海市职业资格鉴定
《企业人力资源管理人员》
2
级
专业英语试卷
1
一、英汉互译（每题
2
分，共
30
分）
见单词表
二、单项选择（每题
2
分，共
20
分）
1. Executives or
managers who coach, advise, and encourage
employees of lesser rank
are called
.
A. proté
gé
s
B. teachers
C. mentors
D. role models
D. the HR
manager
’
s preferences
2. As an appraiser, 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 based on
.
A. job
analysis
B. job design
C.
job specialization
D. job utilization
5. Outplacement services are
.
methods of attracting individuals into a career
ed to help terminated employees find a
job elsewhere
given to executive
employees
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
use?
.
A. trait method
B. results
method
C. behavior method
D.
attitudinal method
8. Compensation
programs that compensate employees for the
knowledge they possess
are known as
.
A. skill-based pay plans
B.
performance-based pay plans
C. merit-
based pay plans
D. seniority-based pay
plans
9. To implement a successful
program in basic and remedial training, managers
should do
all of the following except
.
n
to employees why training will help them in their
jobs
a classroom-oriented approach so
employees learn by lectures
e feedback
on employees
’ progress
D.
relate the training to the
employees’ goals
10. Which
of the following is not true of self-ratings of
performance?
.
A. They are beneficial when managers
seek to increase the employee’s involvement in
the review process
B.
Critics argue that self-ratings are more lenient
C. Research has shown that self-ratings
are as valid as, if not more valid than, test
scores
D. They are free of most biases
that other rating sources may have
三、阅读理解（每题
3
分，共
30
分）
（一）
The promotion and development of
performance management processes 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
weaknesses
and
development
needs
in
this
aspect,
and
initiate
personal
development
plans
which
are
designed to meet these needs.
……
best title for this article is
.
A. Knowledge-sharing
B. Performance management reviews
C. Performance management processes
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
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
disseminated through some means of
communication
of the following is not
mentioned by Hansen 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 asset 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
.
A. Performance management processes 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.
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 processes by HR can make an
important
contribution
to
knowledge
management
through
the
following
measures
except
.
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
D. by building
networks which provide for knowledge sharing
（二）
also referred to as
sensitivity training, group dynamics, and group
relations training.
T-group has three
aims:
……
1. This article might most likely be
extracted from the paper about
.
resource planning
mance evaluation
ational
human resource management
ng and
development
2.
.
ivity training,
-the-job
training
dynamics
relations training
3. The author of this passage would
most likely agree that
.
A. In a T-group, the
trainer will take a strong lead.
B. In
a T-group, members may always accept comments
about themselves.
C. In a T-group, the
trainer should provide a climate where the group
members are
sufficiently trusting of
one another to discuss their own behaviors.
D. In a T-group, members
don
’
t express their reaction
to one another.
ing to the passage,
which of the following can
’
t
change the attendance of
trainees at an
external T-group laboratory?
.
A. poor effectiveness of
the training design
B. improved
understanding and diagnostic awareness of self and
others
C.
increased openness, receptivity, and tolerance of
differences
D. increased operational
skill in interpersonal relations
5.
From this passage, we can infer that
.
A. T-group laboratories
are likely
be used as
a
major part of training programs by
company.
B. There is no
criticism on T-group laboratories.
C.
If T-group laboratories are modified well, it has
also valid uses.
D. T-group
laboratories have no use for company.
四、写作（共
20
分）
某公司欲招聘一位会计主管（
chief accountan
t
）
，需要人力资源管理部门为其编制一份
职位说明书（
Job
Description
）
，假如公司总经理要求你来完成这项工作，请你用英文完成
以下职位说明书。
Job Description
Position
Department
Accountable to
Salary/pay grade _______________
[
]
35
–
40 hrs/wk
[
]
20
–
35
hrs/wk
[
]
less than 20 hrs/wk
Job summary
Responsibilities/daily
tasks
Qualifications
Relations of the position to others in
the company
Answer:(only
for reference)
Job Description
Position
chief
accountant
Department
financial
department
Accountable to
CFO
Salary/pay grade
3
[
yes ]
35
–
40 hrs/wk
[
] 20
–
35
hrs/wk
[
] less than 20
hrs/wk
Job summary
Work
closely with the company’s CFO, and ensure that
all of the responsibilities pertaining
to the accounting department are met.
Develop
and
direct
the
activities
of
the
professional
staff
involved
with
the
financial
aspects of
operations, including forecasting, planning,
budgeting, credit and collections,
cost
accounting, and financial control systems.
Responsibilities/daily tasks
Report to the CFO and be responsible
for all accounting functions.
Providing
analytical
budgetary
&
financial
planning/reporting
support
to
senior
management.
Establishing and
maintaining internal controls,external financial
reporting.
Interface with
external auditors, handling all corporate tax
matters.
Qualifications
Master degree or above;
At
least 5 years experience in accounting work;
Work experience in foreign or JV
company is preferred;
Willing to
travel.
Relations of the position to
others in the company
Administration
department;
Marketing
department;
Manufacturing
department;
R&D
department etal.
专业英语试卷
2
一、英汉互译（每题
2
分，共
30
分）
见单词表
二、单项选择（每题
2
分，共
20
分）
1.
Performance
appraisal
methods
can
be
broadly
classified
as
either
,
, or
approaches.
A. trait,
behavioral, judgmental
B. trait,
behavioral, results
C. behavioral,
judgmental, results
D. behavioral,
judgmental, attitudinal
area
from
which
employers
obtain
certain
types
of
workers
from
within
the
organization is known as the
.
A. internal labor market
B.
regional labor market
C. recruiting
area
D. external labor market
3.
Coaching
is
a
technique
that
can
be
used
to
develop
individual
skills,
knowledge, and attitudes.
A.
on-the-job
B. off-the-job
C.
web-based training
oom training
4. The primary reason why organizations
train new employees is to
.
se their
knowledge, skill, and ability level
trainees achieve personal career goals
with government regulations
e the work
environment
5. The HR department in an
overseas unit must be particularly responsive to
all of the
following environments
except
.
A. political
B. cultural
C. technological
D. legal
6.
Which
of
the
following
is
not
a
primary
impact
that
technology
has
had
on
HRM?
.
A. It has
altered the methods of collecting employment
information.
B. It has speed up the
processing of employment data.
C. It
has diminished the role of supervisors in managing
employees.
D. It has improved the
processes of internal and external communications.
7. Which management group has primary
responsibility for the development of disciplinary
policies and
procedures?
.
A. the legal department
B. top-level management
C.
the HR department
D. middle management
8. To create a more flexible pool of
employees, managers might most likely
.
A. rely on job-based pay structures
B. rely on skill-based pay structures
C. implement a gainsharing incentive
system
D. implement an employee stock
ownership plan
9.
Which
of
the
following
does
not
alter
the
nature
of
jobs
and
the
requirements
of
individuals needed to successfully
perform these jobs?
.
A. downsizing
B. adoption of teams
C.
stable growth in product demand
D.
global change
10. Wage survey data will
normally be collected with the use of
.
A. low-rated jobs
B. key
jobs
C. high-rated jobs
D.
strategic jobs
三、阅读理解（每题
3
分，共
30
分）<
/p>
（一）
Demand
forecasting
is
the
process
of
estimating
the
future
numbers
of
people
required
and
the
likely
skills
and
competences
they
will
need.
The
ideal
basis
of
the
forecast is an annual
budget and longer-term business plan, translated
into activity levels
for
each
function
and
department
or
decisions
on
‘downsizing’,
in
a
manufacturing
company the sales budget is translated
into a manufacturing plan giving the numbers and
types of products to be made in each
period. From this information the number of hours
to
be worked by each skill category to
make the quota for each period can be computed.
……
1.
Demand forecasting is the process of estimating
the following except
.
A. the future
numbers of people required
B. the
likely skills people will need
C. the
likely competences people will need
D.
the future numbers and types of products
of
the
following
about
demand
forcasting
in
a
manufacturing
company
is
false?
.
A. The ideal
basis of the forecast is an annual budget and
longer-term business plan.
B. The
forecast can
’
t be based on
decisions on ‘downsizing’
.
C. The sales
budget should be translated into a manufacturing
plan.
D. The number of hours to be
worked by each skill category to make the quota
for each
period can be computed.
3.
Which
of
the
following
demand
forecasting
techniques
can’
t
be
used
to
produce
quantitative
estimates of future requirements?
.
A. Managerial
or expert judgement
B. Ratio-trend
analysis
C. Critical incident method
D. Work study techniques
4.
The author of this passage might disagree that
.
A.
Managerial
or
expert
judgement
can
be
a
guesswork
if
there
is
reliable
evidence
available of
forecast increases in activity levels or new
demands for skills.
B.
When
ratio-trend
analysis
is
being
carried
out,
we
needn
’
t
consider
changes
in
organization.
C. Work study techniques for direct
workers can be combined with ratio-trend analysis
to
calculate the number of indirect
workers needed.
D. Forecasting skill
requirements is largely a matter of managerial
judgement.
5. This article might most
likely be extracted from the paper about
.
resource
planning
tment and replacement
sation and incentive
ng and
development
（二）
Flexible benefits allow employees to
pick and choose from among a menu of benefit
options.
The
idea
is
to
allow
each
employee
to
choose
a
benefit
package
that
is
individually
tailored
to
his
or
her
own
needs
and
situation.
They
replace
the
traditional
“one
-benefit-plan-
fits-
all” programs that have dominated
organizations for fifty years.
……
1.
Organizations
had
been
using
the
“one
-benefit-plan-
fits-
all”
programs
for
years.
A.30
B.40
C.50
D.60
2.
According to the passage,
of today’s
employees are single
and
are
part of two-income families without any
children.
A.1/4,1/3
B.1/3,1/4
C.1/5,1/3
D.1/4,1/2
3. Benefit options
employees can select include the following except
.
A. inexpensive medical
plans with high deductibles
B.
expensive medical plans with high deductibles
C a variety of savings and pension
plans
D. college tuition reimbursement
plans
4. The author of this passage
would most likely agree that
.
A.
T
he “one
-benefit-plan-
fits-
all” programs assumes all
employees have
different needs.
B. This assumption all employees have
the same needs is true.
C. Flexible
benefits are inc
onsistent with
expectancy theory’s thesis
D. F
lexible benefits turn
the benefits’ expenditure into a
motivator.
this passage, we
can infer that
.
A.
The
domination
of
“one
-benefit-
plan-fits-
all”
programs
has
been
replaced
by
flexible
benefits.
B.
The
domination
of
“one
-benefit-
plan-fits-
all”
programs
will
be
replaced
by
flexible
benefits.
C. Employees can select benefit options
when they have spent the dollar amount in their
account.
D. The traditional
benefit programs are designed for the typical
employees who belong to
two-income
families without any children.
四、写作（共
20
分）
假设你所在的公司今年从人才市场物色了一位销售经理，
经过几轮面试后，
公司决定录
用，从今年<
/p>
7
月
1
日开始上
班
,
除节假日外每天的工作时间为
8<
/p>
：
30
－
17<
/p>
：
00
，起薪为每月
4000
元，
试用期
3
个月。
现在需要你为这位销售经理拟定一份录用通知书
（
Letter Confirming
Employm
ent
）
，请你用英文完成这份录用通知书，内容须包括销售经
理的工作职责和其他
相关事项。
(
凡涉
及到人名，均用
XXX
表示，
请勿用真
实姓名。
)
Answer:(only for reference)
Letter Confirming Employment
Dear
XXX:
I am pleased that you
have accepted the position of
sales manager
at
our
company,
starting
on
July
1
.
You
shall
perform
the
following
duties
and have the following
responsibilities:
Participate in formulating
marketing strategy;
Formulate annual sales
plan;
Ensure that the goals of sales will be
fulfilled;
Supervise and evaluate subordinates;
Direct and controll the sales
expenditure;
Deal with some special sales;
Deal with the complaints of
customers.
Please note that these
duties and responsibilities are not exhaustive and
that you may
be
expected
to
perform
other
reasonable
duties
and
responsibilities
should
the
need
arise.
Subject to statutory
holidays, your working hours are from
8:30
to
17:00
.
Your
starting
salary/wage
is
RMB
4000/month
.
You
will
be
on
probation
for
3
months during
which time we may terminate your employment at any
time without notice
or payment.
Your supervisor is XXX
. Please see him/her on your first day
and he/she will help you
get settled.
I look forward to working with you. If
you have any questions, please do not hesitate to
contact me.
Yours truly
(Name)
XXX
(Title)
XXX
专业英语试卷
3
一、英汉互译（每题
2
分，共
30
分）
见单词表
二、单项选择（每题
2
分，共
20
分）
1. When setting
performance measures for incentive systems, we can
say that the best
measures are
.
A. quantitative, simple to understand,
and show a clear relationship between output and
reward
B. qualitative,
flexible, and create competition between employees
C. those that allow employers to
“ratchet up ” standards and base rewards on
qualitative
standards
D.
those that reduce administrative costs, determine
rewards based only on quantity, and
reward only exceptional employees
2.
To
facilitate
an
egalitarian
environment,
which
of
the
following
HR
practices
should
managers implement?
.
A. team-based
training
B. HRIS technologies
C. profit sharing
D. team-
based selection
3. If a job analyst
doubt the accuracy of information provided by
employees, he or she
should
.
A. challenge
the employees with their false statements
B. report them to their supervisors
C. turn the task of job analysis over
to someone with more HRM experience
D.
obtain additional information from them or from
their supervisors
4. Reasons for not
hiring from within include all of the following
except
.
A. motivational concerns
B.
lack of qualified internal candidates
C. a need for new ideas
D.
the risk of
“
employee cloning
”
5. Executives
or managers who coach, advise, and encourage
employees of lesser rank
are called
.
A.
proté
gé
s
B.
teachers
C. mentors
D. role
models
6. Which of the following is an
example of a well-written performance standard?
.
A. Desk
clerks are expected to check out approximately
fifteen customers every half-hour
B.
Customer service representatives should be
energetic and pleasant to customers
C.
Resident dorm advisers should be easily accessible
to students
D. Police should respond to
a call within a short period of time
7.
In the development of a factor comparison scale,
key jobs are normally ranked against
all of the following factors except
.
A. skill
B. performance
C. mental effort
D.
responsibility
8. An incentive plan is
more likely to succeed in an organization when all
of the following
are true except
.
A. employees
’ morale is
high
B. employees believe
they are being treated fairly
C. there
is harmony between employees and management
D. employees believe that incentive
payment are deferred
9. If you were
developing a performance appraisal system for
individuals on international
assignments, it would be best to base
individual’s appraisals on information
from
.
A. host-country
evaluations
B. home-country evaluations
C. both home- and host-country
evaluations
D. peer evaluations
10. Human capital of a firm include the
following except
.
A. the knowle
dge of a firm’s
workers
B.
skills
of a firm’s workers
C. the
expertise of a firm’s
workers
D. the behavior
of a firm’s workers
三、阅读理解（每题
3
分，共
30
分）
（一）
The steps in
doing a job analysis are as follows:
Step 1
Start by
identifying the use to which the information will
be put, since this will
determine the
type of data you collect and the technique you use
to collect them.
……
1.
The best title of this article might be
.
A. methods for job analysis
B. steps in job analysis
C. methods for collecting
job analysis data
D. steps for
collecting job analysis data
2. Which
of the following isn
’
t a
method for collecting job analysis data?
.
A. interviews
B. questionnaires
C. asking
the person what the job entails
D.
critical incident methods
3. According
to the passage, which of the following statement
is false?
.
A. Organization charts show you where
it fits in some area of the organization.
B. The organization chart should show
who reports to whom and with whom the job
incumbent is expected to communicate.
C. A process chart shows the flow of
inputs to and outputs from the job.
D.
Your revised job description can be based on the
existing job description.
4. About the
steps in doing
job
analysis,
the author of this passage would most likely
disagree that
.
A. Step 1 should be to
determine the use of the job analysis information.
B. Step 2 should review available
existing information.
C. Step 3 might
be necessary for any job analysis.
D.
Step 5 should verify the collected information.
5. From this passage, we can infer that
.
A.
We
can
collect
job
analysis
data
by
qualitative
methods
and
quantified
methods.
B. We must review the existing job
description in doing job analysis.
C.
In
gathering
data
on
job
activities,
required
employee
behaviors,
working
conditions
and
human
requirements,
we
can
’
t
use
any
one
of
the
job
analysis
techniques.
D. In doing job analysis, we
shouldn
’
t give any person a
chance to modify his or her
description
of the activities he or she performs.
（二）
What kind of
practices would characterize an organization that
understood the value
of career
development? The following summarizes a few of the
more effective practices.
……
ing to the passage, which
of the following isn
’
t key
job specification data listed in
job
postings?
.
A. abilities
B. experience
C. knowledge
D. seniority
requirements to qualify for vacancies
2. An effective career counseling
program will cover the following issues with
employees
except
.
A.
the employee’s career goals
B. opportunities available from outside
the organization
C.
the
degree to which the employee’s aspirations are
realistic
D.
the employee’s career
expectations for five years or longer
group workshops, which of the
following statements is true?
.
A. Group workshops can
facilitate career development.
B. Group
workshops can
’
t resolve
problems and misperceptions .
C. Group
workshops can be general.
D. Group
workshops can be designed to deal with problems
common to certain groups of
new
members.
4. The author of this passage
would most likely agree that
.
A.
There
is
little
evidence
indicating
that
employees
who
receive
challenging
job
assignments early in their careers do
better on later jobs.
B. Initial
challenges that aren
’
t
successfully met can stimulate a person to perform
well in
next years.
C.
Temporary assignments can
’
t
stimulate career growth.
D. Periodic
job
changes can prevent
obsolescence.
5. The main topic about
this passage is
.
A. effective career
development practices
B. group
workshops
C. periodic job changes
D. effective career counseling program
四、写作（共
20
< br>分）
由于近年来的持续经济衰退，
Addison Systems
公司打算在年底进行一次裁员，辞退的
对象主要是公司去年招聘
的临时工（
temporary
workers
），
Thomas
就是即将被辞退的临
时工。根据当初公司与
Thomas
签订的服务协议
，如果公司辞退员工的话，公司须按照每
服务满两个月支付员工一个星期薪水的补偿金，
Thomas
已在公司工作满
12
个月，将得到
一笔相当于
6
个星期薪水的补偿。假设你是
Addison Systems
公司的人力资源管理人员，
请你为用英文为
Thom
as
写一封员工辞退信（
Employee
Termination Letter
）
，向他说明辞
退的原因以及相关事宜。（你的署名请勿用真实姓名，一律用
XXX<
/p>
表示。
）
Answer:(only for reference)
Employee Termination Letter
Dear Thomas:
It
is
with
sincere
regret
that
I
must
inform
you
that
your
employment
at
Addison
Systems Inc. will be
terminated as of December 31, 2003.
As
you know, the Downsizing Task Force delivered
their report to the general manager
in late December, 2002.
Among the task force recommendations was the
elimination of all
temporary and
contract positions. Since you occupy a temporary
position, your position is
automatically subject to the task force
recommendations.
I would like to make
it absolutely clear that in no way does your
termination reflect that
the company is
in any way unhappy with your work performance over
the past 12 months.
In
fact,
you
have
been
highly
regarded
as
one
of
our
most
productive
contract
staff.
Unfortunately, you
and the other non-permanent staff that are being
let go are simply a
reflection of the
general economic downturn over the past year.
In an effort to try to reduce the
impact of this termination, the company has worked
out
a severance arrangement that will
give you one week's pay for each month you worked
beyond 12 months. In your case this
will amount to six (6) weeks of severance pay. In
addition, your medical coverage will
remain in effect until the end of the severance
period.
You
will
soon
receive
a
letter
from
the
Human
Resources
Department
with
all
of
the
details on the severance package.
Thomas, given your qualifications and
proven abilities, I am confident that you will be
able
to
find
another
position
in
the
relatively
near
future.
If
you
would
like,
I
would
be
pleased to write a recommendation
letter for you, to help with your job search.
Sincerely
(Name)
XXX
(Title)
XXX
专业英语试卷
4
< br>一、英汉互译（每题
2
分，共
3
0
分）
见单词表
二、单项选择（每题
2
分，共
20
分）
1.
In
general,
in
recent
years
the
role
of
people
in
a
determining
a
firm’s
competitive
advantage has
.
A. decreased
in importance in manufacturing firms but increased
in service firms
B. increased in
importance in service firms but decreased in
manufacturing firms
C. increased in
importance in both service and manufacturing firms
D. decreased in importance in both
service and manufacturing firms
2.
Objectives
accomplished
through
job
analysis
include
all
of
the
following
except
.
A. establishing the job-
relatedness of selection requirements
B. determining the relative worth of a
job
C. eliminating discrepancies
between internal wage rates and market rates
D. proving criteria for evaluating the
performance of an employee
3.
360-degree feedback might be used for the
following except
.
A. personal development
B.
appraisal
C.
pay
D. recruitment
4.
Employees who are coached, advised, and encouraged
by employers of greater rank
are known
as
.
A. fast-
trackers
B. organizational students
C. mentors
D. proteges
5. Which of the following
isn
’
t a form of performance-
based compensation?
.
A. piece-rate
B. profit-
sharing
C. minimum wage
D.
lump-sum bonuses
6.
Advantage
of
employee
stock
ownership
plans
(ESOPs)include
all
of
the
following
except
.
A. employers are able to provide
retirement benefits to employees at a relatively
low cost
B. the employees’ pensions are
less vulnerable due to diversification
C. ESOPs can increase employees’ pride
of ownership
D. ESOPs can
provide an incentive for employees’ to increase
productivity
7.
Lee,
a
new
supervisor,
wants
to
correctly
document
the
poor
performance
of
an
employee. Which of the following would
he not have to do?
.
A. perform a current performance
appraisal of the employee
B. note the
date, time, and location of the misconduct
C. record the consequences of the
employee’s act
ion on the work unit
D. list the negative behavior exhibited
by the employee
8. All of the following
benefits are realized by aligning employee rewards
with performance
except
.
A. employees will share
the gains that result from any performance
improvement
B. employees will pursue
outcomes that beneficial to themselves
C. employees will perceive a greater
degree of fairness
D. employees may go
out of their way to help the organization
9.
Staffing
the
organization,
designing
jobs
and
teams,
developing
skillful
employees,
identifying
approaches for improving employee performance, and
other “HRM” issues are
duties typically
reserved for
.
A. HR managers
B. line
managers
C. HR and line managers
D. top executives
10. Job
analysis is called the cornerstone of HRM because
.
A. the
information obtained is proactive
B. it
is the first job given to new HRM employees
C. the information it collects serve so
many HRM functions
D. it is required by
law
三、阅读理解（每题
3
分，共
30<
/p>
分）
（一）
To develop and implement 360-degree
feedback the following steps need to be taken:
1.
Define
objectives
- It is important to define
exactly what 360-degree feedback is
expected to achieve. It will be
necessary to spell out the extent to which it is
concerned
with personal development,
appraisal or pay.
2.
Decide
on recipients
- Who is to be at the
receiving end of feedback. This may
be
an indication of who will eventually be covered
after a pilot scheme.
3.
……
1.
360-degree feedback might be used for the
following except
.
A. personal development
B.
appraisal
C. pay
D.
recruitment
2. About the third step of
360-degree feedback, which one of the following
statements is
false?
.
A. External customers will give the
feedback.
B. The feedback will be known
by other people usually.
C. Outside
consultants can take part in helping managers to
make use of the feedback.
D. HR staff
can take part in helping managers to make use of
the feedback.
3.
About
the
fourth
step
of
360-degree
feedback,
the
author
might
most
likely
agree
that
.
A. It may be
inconsistent with an existing competency model.
B.
The
competency
model
needn
’
t
be in
line
with
the
culture,
values
and
type
of
work
carried
out in the organization.
C. It may take
the form of a list of headings for development.
D. It might be decided that a list of
headings or questions in a software package
wouldn
’
t
be
acceptable.
4. From this passage, we
can infer that
.
A.
The
external
consultants
can
help
to
plan
and
implement
360-degree
feedback
program.
B. Once 360-degree
feedback program is implemented, it
can
’
t be changed.
C.
The
managers
in
a
function
or
department
shouldn
’
t
take
part
in
planning
initial
implementation program.
D.
Most
organizations
installing
360-degree
feedback
purchase
a
package
from
a
consultancy or software
house, but the aim should be to keep it as
complexed as possible.
5. This passage
might most likely be extracted from the paper
about
.
A. HR planning
B.
performance evaluation
C. training
D. outplacement
（二）
Jackson
and
Bak
(1998)
suggest
that
motivation
of
Chinese
workers
can
be
understood
in
terms
of
Katz
and
Kahn’s
(1978)
categorization
of
‘rule
enforcement’,
‘external rewards’ and ‘internalized
motivation’, as follows.
……
1.
According
Jackson
and
Bak
(1998),
motivations
of
Chinese
workers
include
the
following except
.
A. rule enforcement
B. external rewards
C.
internalized enforcement
D.
internalized motivation
2. Which of the
following statements is false?
.
A. Material incentives have been used
to stimulate performance in China.
B.
Money is important in China as a motivator.
C. Individual bonuses have existed in
China since 1978.
D. Performance-
related bonus incentives schemes have existed in
China since 1980.
3.
A
tendency
towards
low
differentiation
of
pay
in
China
reflects
the
following
except
.
A. a need to minimize competition
B. a need to foster harmony in the
workplace
C. a strongly collectivist
culture
D. a strongly individualist
culture
4.
About
the
internalized
motivation
in
China,
the
author
might
most
likely
disagree
that
.
A. A major source of
internalized motivation in China has been
political indoctrination and
campaigning.
B.
‘
L
abor heroes’
can
’
t appeal to
high performers.
C. Developing
corporate identity can help to develop
internalized motivation.
D.
A weak organizational culture
can
’
t help to develop
internalized motivation.
5. The main
topic of this article might be
.
A. motivation
of Chinese workers
B. rewards system
for Chinese workers
C. internalized
motivation of Chinese workers
D.
external rewards system for Chinese workers
四、写作（共
20
< br>分）
上海
China-mc<
/p>
管理咨询公司是全国十大管理咨询公司之一，专注于组织智慧技术
（
organization
wisdom
technology(OWT)
）和组织绩效方面的咨询服务，已有
8
年以上的
咨询经验，并为
10
多家上市公司提供过咨询服务。公司的业务范围包括战略咨询、公司文
化建设、知识管理、学习型组织创建、人力
资源管理和
IT
管理咨询等。由于公司业务的发
展需要，现需要从人才市场招聘一位管理咨询总监（
Chief
management
consultant
）。假
设公司老总让你制作一份招聘广告，请你用英文完成这份招聘广告，内容须包括公司介绍、
工作职责和应聘要求。
Answer:(only for reference)
Shanghai China-mc consulting management
Co,.LTD,is an top-ten management
consulting company of china ,
specializing in organization wisdom
technology(OWT) and
organization
performance .We have over 8 years consulting
experience and serve for
more than tens
of listing companies!
Our
services include strategy consulting; company
culture building;Knowledge
management,
Learning Organization building, Human resource
management,marketing
and IT Management
basing on OWT.
For more
information,Please see our websit: We are looking
for talents for
China-mc Management
Consulting .With these opportunities we are
offering you an
exciting career!
Chief
management consultant (one people)
Responsibilities:
Taking
charge for the whole work of company consulting
service;
Developing company new
service;
Developing and Training the
new consultant;
Project management,
delivery and team management
Detailed
analysis of requirement .
Requirement:
·
No less than 2-year
experience of consulting within famous consulting
firms,
( international consulting firms
such as BCG and Mackenzie prefer);
·
No less five-years working
experience;
·
MBA or similar
educational background;
·
Have a good management capability
·
Excellent interpersonal
and ommunication kills
·
Outgoing and self-motivated
·
Familiar with Powerpoint;
·
Persuasive.
Email your CV including recent photo to
admin@
专业英语试卷
5
一、英汉互译（每题
2
分，共
30
分）
见单词表
二、单项选择（每题
2
分，共
20
分）
1. During the
selection procedure, an applicant may be rejected
.
A. after the
preliminary interview
B. after
completing the application blank
C.
after selection test results are received
D. at any step
in the procedure
2. Which
type
of
training
allows
students
to
get
real-world
experience
in
organizations
while still
receiving college credit?
.
A. vestibule training
B.
apprenticeship training
C. internships
D. college training
3. Self-
appraisals are best for
.
A. administrative purposes
B. developmental purposes
C.
promotional purposes
D. regulatory
purposes
4.
An
employer
wishing
to
set
up
the
job
classification
system
of
job
evaluation
would
have to
.
A. establish a point plan
to evaluate all jobs
B. rank jobs
according to the beliefs of committee members
C. describe job grades with increasing
amount of responsibility, skill, knowledge, or
ability
D. evaluate jobs with the use
of a job evaluation scale
5.
When
a
combination
salary
and
commission
plan
is
used
to
compensate
sales
employees, the
percentage of cash compensation paid in commission
is called
.
A. a bonus
B. a lump-sum
bonus
C. an incentive
D.
leverage
6. To enhance the degree of
rareness in employee skill and abilities,
organizations should
develop
competencies in their employees that
.
A. can be transferred to
other organizations
B. can be
duplicated
C. provide
generic skills that are widely valued
D. are not equally available in the
labor market
7.
Sometimes
organizations
provide
services
to
terminated
employees
that
help
them
bridge
the
gap
between
their
old
position
and
a
new
job.
These
services
are
known
as
.
A. downsizing programs
B. “headhunting” assistance
programs
C. outplacement
assistance
D. employee assistance
programs(EAPs)
8. Organizations like to
hire older workers because
.
A. they have proven employment
experience
B. they learn faster
C. they have better safety records
D. they do not require medical benefits
9. When determining where training
emphasis 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 analysis
10. While a career development program
requires special processes and techniques, a
basic requirement is
.
A. task analysis
B. role modeling
C.
management support
D. a promotion
policy
三、阅读理解（每题
3
分，共
30
分）
（一）
Piece-
rate, wage incentive plans, profit-sharing, and
lump-sum bonuses are all forms
of
performance-based compensation. What
differentiates these forms of pay from more
traditional plans is that instead of
paying a person for time on the job, their pay is
adjusted
to reflect some performance
measure. That might be individual productivity,
work group or
departmental
productivity, unit profitability, or the overall
organization’s profit performance.
Two
of
the
more
widely
used
of
the
performance-based
compensation
plans
are
piece-rate
wages
for
production
workers
and
annual
performance
bonuses
based
on
corporate profits for senior
executives.
……
1. Which of the following
isn
’
t a form of performance-
based compensation?
.
A. piece-rate
B. profit-
sharing
C. minimum wage
D.
lump-sum bonuses
2. The performance
measures that might be used for performance-based
compensation
include the following
except
.
A. individual work time
B.
departmental productivity
C. unit
profitability
D.
the overall
organization’s profitability
ing to the passage, which one of the
following statements about piece-rate pay
plans is false?
.
A. Workers are paid a unstable sum for
each unit of production completed.
B.
If an employee gets no base salary and is paid
only on what he or she produces, he or
she is involved in a pure piece-rate
plan.
C. The harder employees work, the
more they earn.
D. A modified piece-
rate plan make employees earn a base hourly wage
plus a piece-rate
differential.
4. About the compensation plan for
senior executives, the author might most likely
agree
that
.
A.
The
more
widely
used
of
the
performance-based
compensation
plan
is
piece-rate
wages.
B. Based on the
performance bonuses, senior corporate executives
will receive regular
increases in their
pay, regardless of their company’s
succ
ess or failure.
C. The
performance-based compensation plan assume that
management had a large part
in
corparate outcomes, so they should share in the
good times.
D.
If
the
company
use
the
performance-based
compensation
plan,
in
a
bad
year,
executives may get no
compensation at all.
5. The best title
for this passage might be
.
A. The performance
measures for performance-based compensation
B. Linking performance-based
compensation and expectancy theory
C.
Performance-based compensation in practice
D.
What is
performance-based compensation
（二）
Coaching is a
personal on-the-job technique designed to develop
individual skills,
knowledge,
and
attitudes.
The
term
is
usually
reserved
for
management
or
supervisory
training
where
informal
but
planned
encounters
take
place
between
managers and subordinates.
……
1.
Coaching
is
a
technique
that
can
be
used
to
develop
individual
skills,
knowledge, and attitudes.
A.
on-the-job
B. off-the-job
C.
web-based training
D. classroom
training
2. According to the passage,
which one of the following statements is true?
.
A. Before
coaching, it is unnecessary to review performance.
B. Performance review can identify
strengths to be developed, but not weaknesses
in performance to be overcome.
C. The performance review process can
indicate career development needs.
D.
The performance review process can indicate the
necessary knowledge or skills
that can
be acquired on the job.
3.
According
to
Hawdon
Hague,
types
of
coaching
include
the
following
except
.
A.
Making a subordinate aware of how he or she is
managing by
B. Spending time in
discussing the immediate job
C. Setting
individual projects and assignments
D.
Spending time in looking at lower level problems
4. According to the passage, the author
might most likely agree that
.
A. Coaching is formal.
B. Coaching has to be planned.
C.
Coaching
is
going
from
time
to
time
to
see
what
a
subordinate
is
doing
and
advising how to do it better.
D. Coaching is telling a subordinate
where he or she has gone wrong and throwing
in a lecture for good measure.
5. From the passage, we can infer that
.
A. Coaching can provide motivation,
structure, and effective feedback, regardless of
the coacher’
s
skill
、
dedicattion, and
ablility to develop mutual confidence.
B. The success of coaching
need
’
t be based on the
definition of work and training
objectives.
C. Defining work
and training objectives can be a time-consuming
process.
D.
If
managers
and
supervisors
don
’
t
recognize
that
coaching
is
one
of
their
key
responsibilities, coaching can still
succeed.
四、写作（共
20
分）
某外资公司是一家专门从事财务软件开发的公司，
为了保护公司
的商业秘密
（
business
se
crets
）
不被公司员工泄露，公司打算与每一位员工签订一
份保密协议（
Secrecy
and
Noncompetition Covenant
）
，
规定员工必须保守公司的商业秘密，在任职期间以及离职后，
均不能向任何第三方泄露；离职后
3
年内，不得
自己经营或帮助别人经营相同或类似业务；
以及公司认为必要且正当的其他条款。公司请
你为其用英文拟订一份保密协议。
Answer:(only for reference)
Secrecy and Noncompetition Covenant
The undersigned Employee hereby
promises the Employer:
1.
To keep the Employer’s business
secrets, including but not limited to customer,
supplier, logistical, financial,
research, and development information,
confidential and not
to disclose the
Employer’s business secrets to any third party
during and after the term of
the
Employee’s employment;
, on
the termination of the Employee’s employment with
the Employer for any
reason, the
Employee will not operate a (type of business)
business or in any way aid and
assist
any other person to operate such a business in
(geographical area) for a period of
(time period) from the date of termination of the
Employee’s employment;
3. Th
at, on the termination
of the Employee’s employment with the Employer for
any
reason, the Employee will not
solicit any customer of the Employer that was a
customer of
the
Employer
during
the
course
of
the
Employee’s
employment
with
the
Employer,
whether
or
not
still
a
customer
of
the
Employer
and
whether
or
not
knowledge
of
the
customer is considered
confidential information, or in any way aid and
assist any other
person to solicit any
such customer for a period of
(time
period)
from
the
date
of
termin
ation of
the Employee’s employment.
If any part of these promises is void
for any reason, the undersigned accepts that it
may
be
severed
without
affecting
the
validity
or
enforceability
of
the
balance
of
the
promises.
Given under seal on
(date).
Signed, sealed, and
delivered in the presence of:
(Signature of
Witness)
for the Employee.
(Signature of
Employee)
专业英语试卷
6
一、英汉互译（每题
2
分，共
30
分）