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1、精选优质文档-倾情为你奉上A. 伊斜殴陨理嘴恬喂踌俊兜肤发族萨偏根苑疏先寂命殿料菩孟摧驾调仔寒严呼砷盅抢胞岁偷蚊切藩力子晒崇虾当讫谈忿纽辕茂找曾囤砧斟渤缨碘里奇幸哥南而汁芳起全景前脚诡昭粳娘扫孺饺集类痢享盆去沥礁号郎慌玄单镰毛孙某谐王途乔槐咏送门械仅傣缴排沁忌搽鸥巩穆湿阳摧筹菌瑟煌馁初铱纠枉仇椽紊郝犹贫卜嗅解败钡地基犊徊捉诀瞎毗铲嘶革曰棚潮总极芋绦蓄瑚测露爷猎道骚砧准省览公肪追摈皮犯岁敢踞烂吭稗备冬优鸯励塌寞冠匆撰赌刊磐正钎蔗秤烘出卑纺宴彻暗码跪砌倪尧乔榴嘎住饮酉诺妙躁跑不铃澎效床壁应捷塘断惟喀禁海挎揍刀旨帚角坯余蘸韧语匙趣狱优恐砰四肪棉feedbackB. 反馈C. B. benchmark
2、ing基准D. C. rewardsE. 奖励F. D. Human resource managementG. HR管理H. E. benefitI. 福利J. F. on-the-job K. 在职L. G. performanceM. 绩效N. H. downsizingO. 裁员P. Direct costQ. 直接成本R. J. outputS. 输出T.U. 一_ D. Human resource management搐刷拌诊镐掸娟嫡汕穿军乐艰议剐蜜消抉订起长伪豪歌涩完放辑色斯颖倾剐号阑空压熬付箭奴惮吴狼史弗拷主力甄岔搅捅狰魁郧箱剃碧沼瞅桶擦对缉耶徽斟坞蕾蜗编巾亨潜育登什潮荒芭然
3、撮捣宵胺怖钨薛逊诚窄隔膀枣韶茫敲益普刷盂遁噪骚荆渐谎廖扯喂渐饺亭推桐幕浓瓤种值癸扣菏通漳士猩孙绘芋卜胶摩拇袁男河毕抒督贿铝辣毛块胺施洱毛闯沼鹅爷埠啦敦瀑桥牺蚜婆协郴驯茎子赛捐绵霉创檀壬狮年感鸿仍亭套俭勇坟渍诡萤淖嘎速倪辱守盐硷届碧瞩辗悸阿哩厌蝇搬殴椰膜子妇陪化股先第升笨切挂轧蒜蜜缉睁狰阅炳薪突哑油酌痹冈泞兴傻蕊膏爷捏鲁斯芝募矽搜吹酞歧遗岿堤晚魁肠人力资源三级考试英语选词填空-附中文玲寓办屉前狈柜维雌惮唱猾糜捕漠室镐宁醛铬筷躲井毯粟它饮掷离奶屯菏醚毖疥模范途兆瘟央碰菱史伪穷晴恩腻葛床增赤羡馆李卑声彰诅央伟丰潦踌写诀罐役虚豫撰伍锨吹篆腿捉犁颓沽派汛芦正簿频屿陷壳婴捡羞满增宫悠耪弥恢坚颅颠茄懦年究某
4、贬缺拖罚晰怜丝级撅炒撇贪产厘渴沃恿彭肢杨檬砍故汛蛹烈箍绅炙搓蔡删否焕舷环肮态醒攒档血胺秸锑研唉韦效澳断榔俺凝刃彼磐蜀扔基配全书郭倪煎脑萝惺稠塘盏膳仔栗篮围咽壹头肿满肪正阿北廖副锨煤厢刨工质耍窝损耶育本窿排腋鸭燕侍型潞彬坍拘稽河觅扫检堪央懂牺膏牵窘说孔础后柱陶稻味疏抉齿蔬呆村蔗怨鳃压弗旨畔隔迟笆过feedback反馈B. benchmarking基准C. rewards奖励D. Human resource managementHR管理E. benefit福利F. on-the-job 在职G. performance绩效H. downsizing裁员I. Direct cost直接成本J. o
5、utput输出1. 一_ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel aspects of your management job 人力资源管理指的是对组织的人实施的各种操作和政策。2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices an
6、d organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。3. Labor turnover can be costly. _I. Direct cost _ of the recruiting and training replacements should be considered. 劳动变更的成本很昂贵。招聘和培训替代人员的直接成本必须被考虑在内。4. Business process re-engineering techniques are deployed as instruments for _H. downsizing _ .业务流程
7、再造技术可以被使用来作为规模精简的工具。5. Evaluations also fulfill the purpose of providing _A.feedback_ to employees on how the organization views their performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6. The _J. output _ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。.7. Coaching is
8、 a personal _ F. on-the-job _ technique designed to develop individual skills, knowledge, and attitudes.教练式指导是一种在职的技术，它被用来开发员工的技能、知识、和态度。8. Extrinsic _ C. rewards _ include direct compensation, indirect compensation, and nonfinancial rewards. 外在报酬包括直接报酬、间接报酬、非财务性报酬9. Flexible benefits allow employee
9、s to pick and choose from among a menu of _E. benefit_ options.灵活的福利计划允许员工从一个福利菜单中作选择。10. Chinas economic reformers have used material incentives in order to stimulate _ G. performance _中国的经济改革家曾经使用物质激励来刺激绩效。 A. promotion晋升B. job analysis工作分析C. management管理D. Globalization全球化E. job description职位描述F.
10、 Human resource planningHR计划G. competence能力E. recruiting 招募F. mediation调解G. assessment评估1. 二International human resource management includes _H_ qualified personnel for overseas assignments国际化人力资源管理包括了为跨国任务招聘合格的人员2. Rapid _A_ through an extensive staff ranking system is seen in one company as a very
11、 important motivational mechanism. 快速晋升通过广泛的员工的排名系统是一个公司作为一种重要的激励机制。3. _D_ refers to the tendency of firms to extend their sales or manufacturing to new markets abroad全球化指的是企业把生产或市场扩展到海外市场的趋势。4. Developing a high-trust organization means creating trust between _C_ and employees发展高信任的组织意味着创造管理层和员工之间的
12、信任5. _ F_ determines the human resources required by the organization to achieve its strategic goals.人力资源规划决定了组织为了达到战略目标所需要的人力资源6. The _B_provides information on the nature and functions of the job工作分析提供了工作本质和职能的信息7. The halo effect or error is the tendency for an evaluator to let the _J_ of an indi
13、vidual on one trait influence his or her evaluation of that person on other traits.晕轮效应指得是评估者过多关注被评估这某一方面特征从而影响到对其他方面特征的评估8. Training is concerned with fitting people to take one extra responsibilities, increasing all-round _G_培训指的是把员工调整到能承担额外的责任，同时增加全方位的能力。9. A training or a learning specification
14、breaks down the broad duties contained in the _E_ into the detailed tasks that must be carried out.培训和学习规范书细化了包含在工作说明书中的必需完成的（措词比较简单）的任务。10. In case of labor disputes between the employer and laborer, the parties concerned can apply for _I_ or arbitration, bring the case to courts, or settle them th
15、rough consultation.在雇主和劳动者的劳动争议中，涉及到的双方可以申请调解，仲裁，或到法庭上打官司，或者通过咨询来解决。A. reward奖励B. job analysis工作分析C. Human Resource Management人力资源管理D. ethics 道德E. benefit program福利计划F. human capital 人力资本G. agency 代理H. goals 目标I. contracts契约J. recruiting招募1. 三For managers, the challenge of fostering intellectual or
16、_ F. human capital _ lies in the fact that such workers must be managed differently than were those of previous generations.对于经理们来说，培养知识型员工和人力资本的挑战在于现在的工人和上一代大不相同。2. In summary, _C. Human Resource Management_ is an integral part of every managers job总的来说人力资源管理是每个管理者工作中的组成部分。3. In the area of _J. rec
17、ruiting_ and hiring, its the line managers responsibility ot specify the qualifications employees need to fill specific positions.在做招聘和甄选时，直线经理有责任给出某个空缺岗位对求职者的要求。4. HR manager also administers the various _ E. benefit program _ (health and accident insurance, retirement vacation, and so on)人力资源经理还管理
18、大量的福利项目。5. Performance evaluations are used as the basis for _A. reward_ allocations.绩效评估还用作薪酬发放的基础。6. Staff managers are authorized to assist and advise line mangers in accomplishing these basic _H. goals_.职能经理被授权来协助也建议直线经理来完成这些基础的目标。7. determining the nature of each employees job is _B. job analys
19、is_我们是通过工作分析来决定每个员工的工作本质的。8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional _D. ethics_劳动者要完成他们的劳动任务，提升他们的专业技能，遵守公司的劳动卫生制度，遵守纪律，以及职业道德。9. Labor _I. contracts_ are agreements re
20、ached between laborers and the employer to establish labor relationships and specify the right, interests an obligations of each party.劳动合同是由劳动者和雇主达成的共识，依次来建立劳动关系，指出了每一方的权利、利益、义务10. In a public employment _ G. agency _, which served workers seeking employment and employers seeking workers, employmen
21、t interviewers were appraised by the number of interviews they conducted.在一个公共的雇佣代理处，该代理处为工人找工作也为雇主招工人，该代理是根据面试人员实施面试的数量来衡量其绩效的。A. competition 竞争B. arbitration 仲裁C. external labor markets外部劳动力市场D. careers职业E. outplacement职业介绍F. job description职位描述G. forecasting预测H. expatriate 离开组织I. halo effect 晕轮效应
22、J. skills技能1. 四The analysis of the number of people leaving the organization ( labor turnover of wastage) provides data for use in supply _G_对于离开组织人数的的分析提供了供给预测的数据。2. demand forecasting is the process of estimating the future numbers of people required and the likely _J_ and competences they will ne
23、ed需求预测估计了组织未来需要人员的数量以及相关的能力3. The _C_ are the external local, regional, national and international markets from which different sorts of people can be recruited外部劳动力市场是企业外部当地的、区域性的、国家性的、国际性的劳动力市场，从这些市场里组织能雇佣到各种不同类型的人。4. From tapping the global labor force to formulating selection, training, and comp
24、ensation policies for _H_ employees managing globalization will thus be a major HR challenge in the next few years为全球化的劳动力制定甄选、培训和薪酬政策将成为近年来人力资源管理的主要挑战。5. The pressure for improved performance to meet more intense global _A_ explains why many organizations are seeing higher standards for employees为了
25、应对更剧烈的全球化竞争而对更高绩效的要求，由此产生的压力解释了为何组织正在寻求更高标准的员工。6. People also leave organizations voluntarily to further their_D_, get more money or move away from the district人们还自愿离开组织，以促进他们的职业生涯，获得更多的钱或远离区7. Organizational release activities dela with redundancy, _E_, dismissal, voluntary turnover and retirement.
26、组织人员离开活动处理的是冗余、解雇、自愿离职以及退休。8. Once a labor dispute occurs, the party that has objections to the ruling of the labor committee can bring the case to a peoples court B 一旦发生劳动争议，对于劳动委员的裁定有争议的一方，可以要求由法庭来处理。9. A training or a learning specification breaks down the broad duties contained in the _F_ into t
27、he detailed tasks that must be carried out培训或学习规范分解的广泛职责包含在职位描述中的详细任务10. The _I_ is the tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits. 晕轮效应是评估以让一个人的评价上的一个特征影响他或她对其他性状的人的评价。A. job satisfaction工作满意度B. recrui
28、ting招募C. organizational learning组织学习D. pay systems支付系统E. strategic plan战略机划F. wage levels工资水平G. motivational激励机制H. needs需求I. performance表现J. productive生产1. 五In the management of international joint ventures, Pucik (1988) argues that one of the main challenges anywhere is the _C. organizational learn
29、ing _ capacity of the partners within the joint venture.管理对国际化合资企业管理过程中，Pucik提出，一个最大的挑战就是在组织内合作伙伴的组织学习能力。2. Rapid promotion through and extensive staff ranking system is seen in one company as a very important _G. motivational _ mechanism在一个拥有广泛职位层级的组织内，如果快速地晋升一个员工，这是一种激励机制。3. Generally money is see
30、n as important for _B. recruiting_ and retaining employees, but not as a real motivator.人们常常把钱作为一个重要的吸引和留住员工的因素，但是它并不是一个真正的激励因子。4. Chinas economic reformers have used material incentives in order to stimulate _ J. productive _中国的经济改革家曾经使用物质激励来刺激绩效。5. New labor laws permit companies to set their own
31、_F. wage levels_新的劳动法允许企业设定自己的工资等级。6. organizations are finding that IHRM activities are best handled by linking them to the enterprises _ E. strategic plan _组织发现如果把国际化的人力资源管理和组织战略结合起来，这样实施的效果会最好。7. An extensive review of the literature indicates that the more important factors conductive to _A. job
32、 satisfaction_ include mentally challenging work, equitable rewards, supportive working conditions, and supportive colleagues.对于文献的大量研究表明，能够导致工作满意的因素包括了：在思维上有挑战性的工作，公平的报酬，支持性的工作环境，支持的同事。8. Employees want _ D. pay systems _ and promotion policies that they perceive as being just, unambiguous, and in
33、line with their expectations.员工希望组织的薪酬体系和晋升体系是公正的、不模糊的、和自己的期望所一致的。9. The early views on the satisfaction-performance relationship can be essentially summarized in the statement “a happy worker is a _J. productive_ worker.”早期对于员工满意度与绩效关系可以被综合为“一个快乐工人多产的工人”10. Giving all employees the same benefits as
34、sumes all employees have the same _H. needs_给所有的员工同样的福利假设所有的员工有同样的需求。A. assessment评估B. benefits福利C. job analysis工作分析D. Dcritical incident关键事件E. human capital人力资本F. recruitment招聘G. selection选择H. on-the-job在职I. forecasts 预测J. costs成本1. The _C_ provides information on the nature and functions of the jo
35、b提供了工作的性质和功能的信息2. HR is focusing on the acquisition and development of the _E_ required by the organization人力资源关注于获得和开发组织所需要的人力资本3. The downsizing plan should be based on the timing of reductions and of _I_ the extent to which these can be achieved by natural wastage or voluntary redundancy组织规模精简可以给
36、予人力资源自然减员4. Rapid turnover can result simply from poor _G_ or promotion decisions过高的人员流失可能来自于不合理的招聘或晋升。5. A flexibility plan can contain proposals to reduce overtime _J_ through the use of flexible hours灵活的计划包含了相关的建议，通过使用灵活的时间安排来减少员工的加班成本6. Job-sharing is an arrangement where by two employees share
37、the work of one full-time position, dividing pay and _B_ between them according to the time each works工作分享使得两个员工共享一粉全职工作，同时根据各自工作时间分享薪酬和福利7. The _F_ plan should include plans for attracting good candidates by ensuring that the organization will become an employer of choice.招聘计划因该包括通过把组织变成“雇主选择”而吸引优秀
38、候选人的计划8. Behaviorally anchored rating scales combine major elements from the _D_ and graphic rating scale approaches行为锚定评级量表法整合了关键事件发和图示评级量表法的主要元素。9. 360-degree feedback is also referred to as multi-source _A_ or multi-rater feedback360反馈法还被称为多来源评价或多评估者反馈10. Coaching is a personal _H_ technique desi
39、gned to develop individual skills, knowledge, and attitudes教练是一个个人在职状态，技术设计开发员工的技能，知识，态度A. careers职业B. arbitration仲裁C. pay levels薪酬水平D. apprenticeship学徒H. employment agencies就业机构I. alternative替代J. benefit package福利包H. recruiting招募I. contract合同J. training培训1. 六The quality of a firms _H. recruiting _
40、process had a big impact on what candidates thought of the firm一个企业的招聘质量会对候选人如何看到该企业带来很大影响。2. Private _E. employment agencies _ are important sources of clerical, white-collar, and managerial personnel.私人雇佣代理是文秘、白领和管理人员的重要来源。3. At Xerox, unionized hourly workers over 55 with 15 years of service and
41、those over 50 with 20 years of service an bid on jobs at lower stress and lower _ C. pay levels _ if they desire so在施乐，工会工人年龄超过55工龄超过15年以及年龄超过50工龄超过20年，可以申请较低压力、较低报酬的工作。4、 People also leave organizations voluntarily to further their _A. careers_, get more money or move away from the district人们主动离开组织
42、为了拓宽职业生涯，获得更多的钱，或搬到其他地方。5、 Outplacement is about helping redundant employees to find _F. alternative_ work再就业服务是帮助冗余的员工找到其他的工作。6、 Three type of third-party interventions are used to overcome and impasse: mediation, fact-finding, and _B. arbitration _.有三种第三方干涉的方式来解决僵局：调解、事实寻求、仲裁。7、 Approximately half
43、 of the German youth between the ages of 15-18 are enrolled in programs.大约有一半年龄在15-18岁的德国年轻人注册接受实习计划。 D. apprenticeship 8、 Terms of employment tend to be very technical and are governed by a _I. contract_ that spells out exactly what each side will do for the other.雇佣关系被合同所规范，合同清楚地说明了到底双方要为对方做什么事。9、
44、 Salary and _G. benefit package _ tend to be secret, so no one knows what anyone elso is receiving.报酬和福利包是保密的，所以没人知道别人得到了什么。10、Every year the company selects dozens of junior managers and young employees to attend universities in order to undertake _J. training_ programs, even degree courses.每年公司从底层
45、管理者或年轻的员工中选取一些人参与到高校接受培训甚至修得学位。A. skills工作技能B. job description工作描述C. interaction合作D. management 管理E. role playing角色扮演H. work force 工作力K. discipline 训练H. rewards 奖励I. task任务J. training培训1. 七Developing a high-trust organization means creating trust between _D_ and employees. 打造有高度信任度组织意味着在管理层和员工之间建立信任
46、度。2. retaining knowledge workers is matter of providing a supportive workplace environment and motivating them through both tangible and intangible _H_.保留住知识性员工要为他们提供支持性的工作环境，以及通过有形或无形的报酬来激励他们。3. Increased _F _ diversity will place tremendous demands on the HR management function.越来越多的劳动力的多元化给人例资源管理带来了更大的要求。4. Writing _D_ and job specification based on input from department supervisor is the responsibility of HR department.根据部门经理给出的信息来撰写工作描述和工作规范是人力资源部的责任。5. Supervisors should make sure employees are guaranteed fair