2023年人力资源管理师二级.doc
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1、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. Execu
2、tives 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, not the behaviorC. focus on solving problemsD. be sup
3、portive3. 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 playersD. cultural trends4. Questions contained in struc
4、tured 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 elsewhereC.rarely given to executive employeesD.vital
5、 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 adaptability7. If your primary objective for a performance apprai
6、sal 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 knowledge they possess are known as _.A. skill-based pay plan
7、sB. 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 them in their jobsB.use a classroom-oriented approac
8、h 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 employees involvement in the review processB. Critics
9、 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 development of performance management processes by HR can make
10、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 i
11、dentify 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 individuals, so that they understand what they are expe
12、cted 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 as a basis for agreeing competency requirements and
13、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 exchange relevant information and knowledge;. Builds n
14、etworks 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, consultants are evaluated at performance reviews along five
15、 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 for this article is _ .A. Knowledge-sharingB. Perfor
16、mance 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 knowledge with colleaguesB.Takes positive steps to e
17、xchange 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 is not mentioned by Hansen et al? _ .A. At Bain, direc
18、t 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, consultants are evaluated at performance reviews alon
19、g 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 performanc
20、e 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 knowledge-sharing.5. According to the passage, perfor
21、mance 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 actual behaviors are reviewed C. by ensuring that ac
22、tual 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, group dynamics, and group relations training. T-gro
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