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1、【精品文档】如有侵权，请联系网站删除，仅供学习与交流人力资源管理师二级专业英语十套样题和词汇表.精品文档.人力资源管理师 资格认证 专业英语样题一、英汉互译（每题2分，共30分）1. Behavior modeling2. Employee leasing3. Factor comparison system4. Graphic rating-scale method5. Panel interview6. Replacement charts7. Selection8. Vesting9. Team leader training10. Profit sharing11. 心理支持12. 技
2、能工资13. 网上培训14. 关键工作15. 工作扩大化二、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. ProtgsB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except _.A. minimize criticismB. change the person,
3、not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except _.A. social and business etiquetteB. cultural values and prioritiesC. political structure and current pla
4、yersD. cultural trends4. Questions contained in structured job interviews should be based on _ .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .A.useful methods of attracting individuals into a careerB.designed to help terminated employees find a job
5、elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? _.A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decision-making skillsD. Cultural adaptability
6、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 methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that compensate employees for the knowledg
7、e they possess are known as _.A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except _.A. explain to employees why training will help
8、 them in their jobsB.use a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees progressD.relate the training to the employees goals10. Which of the following is not true of self-ratings of performance? _.A. They are beneficial when managers seek to increase the
9、employees involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. 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 developmen
10、t 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-
11、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.One starting point for the process could be the cascading of corporate core values for knowledge-sharing to in
12、dividuals, so that they understand what they are expected to do to support those 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 those listed below could be used
13、 as a basis for agreeing competency requirements and assessing 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 set up group meetings to e
14、xchange relevant information and knowledge;. Builds networks which provide for knowledge sharing;. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.Hansen et al (1999) mention that at Ernst & Young, consul
15、tants are evaluated at performance reviews along five dimensions, one of which is their contribution to and utilization of the knowledge asset 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
16、 for this article is _ .A. Knowledge-sharingB. Performance management reviewsC. Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except _.A. Is reluctant to share
17、 knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication3.Which of the following i
18、s not mentioned by Hansen et al? _ .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At 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,
19、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 indiv
20、iduals could be one starting point for the performance management process.C. Knowledge-sharing cant be included as an element of a competency framework.D. Taking positive steps to exchange relevant information and knowledge isnt an example of positive behavior in meeting competency expectations for
21、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 definedB. by ensuring that
22、 actual behaviors are reviewed C. by ensuring that actual behaviors are rewarded by financial or non-financial meansD. by building networks which provide for knowledge sharing（二）T-group stands for training group, which is not a very helpful description. It is also referred to as sensitivity training
23、, group dynamics, and group relations training. T-group has three aims: 1. To increase sensitivity-the ability to perceive accurately how others are reacting to ones behavior. 2. To increase diagnostic ability-the ability to perceive accurately the state of relationships between others. 3. To increa
24、se action skill-the ability to carry out the skillful behavior required by the situation.In a T-group, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely left to its
25、 own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving “feedback” or expressing their reaction to on
26、e another. Member may not always accept comments about themselves, but as the T-group develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.Follow-up
27、 studies have noted three principle areas of change following the attendance of trainees at an external T-group laboratory:1. Increased openness, receptivity, and tolerance of differences.2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboratio
28、n.3. Improved understanding and diagnostic awareness of self, others, and interactive processes in groups. T-groups have been attacked because of the possibility of negative or detrimental effects. But none of the follow-up studies has detected any significant problems. A more valid basis for doubt
29、is that it has been difficult to prove that they have been cost effective for organizations who have used them on company or have strongly supported external programs.This criticism could be leveled at any other form of group training or, indeed, most off-the-job training. The degree to which it can
30、 be invalidated will depend on the effectiveness of the training design and of the trainer.T-group laboratories in their purest form are unlikely ever to become a major part of company training programs, but the group dynamics approach has valid uses in the modified forms.1. This article might most
31、likely be extracted from the paper about _.A.human resource planningB.performance evaluationC.international human resource managementD.training and development2. T-group is referred to as the following except _.A.sensitivity training,B.on-the-job trainingC.group dynamicsD.group relations training3.
32、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 t
33、o discuss their own behaviors.D. In a T-group, members dont express their reaction to one another.4.According to the passage, which of the following cant change the attendance of trainees at an external T-group laboratory? _.A. poor effectiveness of the training designB. improved understanding and d
34、iagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. 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
35、 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 accountant），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 DescriptionPosition Depa
36、rtment Accountable to Salary/pay grade 35 40 hrs/wk 20 35 hrs/wk less than 20 hrs/wkJob summaryResponsibilities/daily tasksQualificationsRelations of the position to others in the company一、单项选择题1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .A. protgsB
37、. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the foll
38、owing host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job util
39、ization5. Outplacement services are .A. useful methods of attracting individuals into a careerB. designed to help terminated employees find a job elsewhereC. rarely given to executive employeesD. vital parts of any career management system6. Which of the following is not a core skill that is critica
40、l for success abroad? .A. physical fitness and mental maturityB. effective delegatory skillsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should y
41、ou use? .A. trait methodB. results methodC. behavior methodD. attitudinal method8. Compensation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a
42、successful program in basic and remedial training, managers should do all of the following except .A. explain to employees why training will help them in their jobsB. use a classroom-oriented approach so employees learn by lecturesC. provide feedback on employees progressD. relate the training to th
43、e employees goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employees involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if
44、 not more valid than, test scoresD. They are free of most biases that other rating sources may have11. Performance appraisal methods can be broadly classified as either , , or approaches.A. trait, behavioral, judgmentalB. trait, behavioral, resultsC. behavioral, judgmental, resultsD. behavioral, jud
45、gmental, attitudinal12.The area from which employers obtain certain types of workers from within the organization is known as the .A. internal labor marketB. regional labor marketC. recruiting areaD. external labor market13. Coaching is a technique that can be used to develop individual skills, know
46、ledge, and attitudes.A. on-the-jobB. off-the-jobC. web-based trainingD. classroom training14. The primary reason why organizations train new employees is to .A. increase their knowledge, skill, and ability levelB. help trainees achieve personal career goalsC. comply with government regulationsD. improve the work environment15. The HR department in an overseas unit must be particularly responsive to all of the following environments