人力资源管理师英语试题一、翻译题（1至15题，每题2分，共30分，请将下面的英语译成汉语，汉语译成英语。

）：1. human resource planning——2. bonus——3. career——4. selection——.5. employee——6. team——7. labor market——8. job analysis——9. training——10. contract——11. 积分法——12. 工作结构——13. 外包——14. 纪律——15. 就业许可证——二、选词填空题：（16至25题，每题1分，共10分，请将框中最恰当的答案以相应的字母填入括号中）A.job analysisB.job evaluationC.task analysisD.mediatorE.validityF.reliabili tyG.creativity H.appraisal accuracy I. wage surveyJ.human resources planning16.To estimate a test’s consistency or（）,you could administer thesame test to the same people at two different points in time,comparing their test scores at time 2 with their scores at time 1.17.A （）serves primarily as a fact finder and to open up a channelof communication between the parties.18.The simplest （） method ranks each job relative to all other jobs,usually based on some overall factor like “job difficulty.”19.When job evaluation and （）data are used jointly, they serve tolink the likelihood of both internal and external equity.20.Interviews, questionnaires, observations, and diary/logs are themost popular methods for gathering （） data.21.The test has （）to the extent that the people with higher testscores perform better on the job.22.Rater training is no panacea for reducing rating errors or forimproving （）.23.A key component of（）is forecasting the number and type of peopleneeded to meet organizational objectives.24.The second step in training-needs assessment is（） which involvesreviewing the job description and specification.25.A modest level of stress may even lead to more（）if a competitivesituation results in new ideas being generated.二、单项选择题：（26至35题，每题3分，共30分，请将最恰当答案前的字母填入括号中）26.People who contribute to the job analysis process include thefollowing, except for the:（）A. stockholderB. job analystC. employeesD. supervisor27.The suitability of college graduates for technical and managerialpositions often depends on their: （）A. dental recordsB. ethnic backgroundC. religious beliefD. major field of study28.A statement of the knowledge, skills, and abilities required toperform a job is a: （）A. job requirementB. job specificationC. job positionD. job objective29.The extent to which two or more methods yields similar results orare consistent is referred to as: （）A. validityB. reliabilityC. truthD. similarity30.The selection procedure usually begins with: （）A. employment testsB. a medical examinationC. a supervisory interviewD. completion of an application form31.The primary reason 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 environment32.Research has shown that performance appraisal are used most widelyas a basis for: （）A. transferB. criticismC. assessment centersD. compensation decisions33.It is recommended that a diagnosis of poor employee performance focuson all of the following except: （）A. skillB. personalityC. effortD. external conditions34.Job evaluation systems provide for internal equity and serve as thbasis for:A. wage-rate determinationB. job analysisC. training planD. career plan35.All of the following are common causes of workplace stress except: （）A. excessive job pressuresB. high workloadsC. disagreements with managersD. empowerment四、阅读理解：（36至45题，每题3分，共30分，阅读下列文章并回答问题，请将正确答案以相应的字母填入括号中。

）（一）There is no standard format you must use in writing a job description, but most descriptions contain sections on: job identification, job summary, relationships、responsibilities、and duties, authority of incumbent, standards of performance, working conditions, and job specifications. An example of a job description is presented in the following figure.Sample Job DescriptionJob Title: Supervisor of Data Processing OperationsStatus: Exempt Job Code: 012.168Date: June 3, 2003 Plant/Division: Olympia, Inc.–Main officeWritten By: Arthur Allen Section: Data Processing-SystemsApproved By: Juanita Gates Level: 12 Points: 736Pay Range: $16,760 – $20,760Title of Immediate Supervisor: Manager of Information SystemsJob Summary –Directs the operation of all data processing, data control, and data preparation requirements.Job Duties:1. Follows broadly based directives.(a)Operates independently.(b)Informs Manager of Information Systems of actives through weekly,monthly, and / or quarterly schedules.2. Selects, trains, and develops subordinate personnel.(a)Develops spirit of cooperation and understanding among work groupmembers.(b) Directs training involving teaching, demonstrating, and/or advisingusers in productive work methods and effective communications withdata processing.3. Reads and analyzes a wide variety of instructional and traininginformation.4. Plans , directs, and controls a wide variety of operationalassignments by 5 to 7 subordinates; works closely with other managers,specialists, and technicians in Information Systems as well as withmanagers in other departments.(a)Receives, interprets, develops, and distributes directives rangingfrom the very simple to the highly complex and technological in nature.(b)Establishes and implements annual budget for department.5. Interacts and communicates with people representing a wide varietyof units and organizations.(a)Communicates both personally and impersonally, through oral orwritten directives and memoranda, with all involved parties.(b)Attends local meetings of professional organizations in the fieldof data processing.36.According to the passage, the immediate supervisor’s title is alsoshown in the（）section as is information regarding the job’ssalary and / or pay scale.A.jobsummaryB.job identificationC.job relationshipsD.job title37.It would appear from the passage that（）permits easy referencingofall jobs since it represents important characteristics of the job.A.job codeB.job statusC.pay range D .job summary38.According to the Sample Job Description in the passage, when asupervisor of data processing operations is at work, he or she （）.Adoesn’t need to report to the immediate supervisorB.needs to attend business meetings at least once a weekC.doesn’t need to explain directives to his or her subordinatesD.needs to show others how to communicate with data processing39.In the figure the duty “reads and analyzes a wide variety ofinstructional and training information ” can be further defined asfollows, not including（）.A.ensures that work group members receive specialized training asnecessary in the proper functioning or execution of procedures andmethodsB.applies latest concepts and ideas to changing organizationalrequirementsC.assists in developing and / or updating manuals, procedures,specifications, etc., relative to organizational requirements andneedsD.assists in the preparation of specifications and relatedevaluations of supporting software and hardware40.The author of the passage would most likely agree that （）.A.a job description should portray the work of the position so wellthat the duties are clear with reference to other job descriptionsB.a job description should have fixed format for defining a positionC.for writing up job descriptions, we should select the most specificWords to show the kind of work and the degree of complexityD.long statements usually best accomplish the purpose when we arewriting up job descriptions（二）When appraisals fail, they do so for reasons that parallel these three steps –defining the job, appraising performance, and providing feedback. Some appraisals fail because subordinates are not told ahead of time exactly what is expected of them in terms of good performance. Others fail because of problems with the forms or procedures used to actually appraise the performance; a lenient supervisor might rate all subordinates “high”, for instance, although many are actually unsatisfactory. Still other problems arise during the interview-feedback session, which include arguing and poor communications. These and other problems are summarized in the following figure. Common Performance Evaluation ProblemsProblems can occur at any stage in the evaluation process. Some of the pitfalls to avoid in performance appraisals are:（1）Lack of standards. Without standards, there can be no objective evaluation of results, only a subjective guess or feeling aboutperformance.（2）Irrelevant or subjective standards. Standards should be establishedby analyzing the job output to ensure that standards are jobrelated.（3）Unrealistic standards. Standards are goals with motivatingpotential. Those that are reasonable but challenging have themost potential to motivate.（4）Poor measures of performance. Objectivity and comparison require that progress toward standards or accomplishment of standards bemeasurable. Example of measurable standards include quantifiablemeasures such as 10 rejects per 1,000 units or 10 sales per 100calls, as well as qualitative measures, such as projects completedor not completed.（5）Rater errors. Rater errors include rater bias or prejudice, halo effect, constant error, central tendency, and fear of confrontation. （6）Poor feedback to employee. Standards and/or ratings must becommunicated to the employee in order for the performanceevaluation to be effective.（7）Negative communications. The evaluation process is hindered by communication of negative attitudes, such as inflexibility,defensiveness, and a non-developmental approach.（8）Failure to apply evaluation data. Failure to use evaluations in personnel decision making and personnel development negates theprimary purpose of performance evaluations. The use and weightingof multiple criteria as well as the frequency of evaluation alsopresent problems.41.In writing about the subject, the author of this passage apparently（）.A. gloats over the errors of some supervisorsB. slyly introduces the fact that there is no necessity to appraiseperformanceC. wants to share his opinions on how to appraise performanceeffectivelyD. remains cautiously optimistic about performance appraisals42.According to this passage, we may conclude that to result in thesuccess of performance appraisals（）.A. supervisors and their subordinates should agree on duties and jobstandards of the employeesB. plans are made for any development that is required when definingthe jobC. a supervisor might rate all subordinates “fair”D. supervisors have to make decision whether or not they should lettheir subordinates know the standards of some appraisals43.The author of this passage would probably agree with which of thefollowing ? （）A. The traits and degrees of merit must be open to interpretationin order to avoid unclear standards in performance appraisalsB. Different supervisors wou ld probably define “quality of work ”differentlyC. The best way to avoid unclear standards in performance appraisalsis to rank employees instead of using a graphic rating scaleD. We don’t need to develop and include descriptive phr ases to defineeach trait.44.By “ halo effect ” the author means（）.A. the tendency to allow individual differences to affect theappraisal rates employees receiveB. the problem that occurs when a supervisor has a tendency to rateall subordinates either high or lowC. the tendency to rate all employees averageD. the influence of a rater’s general impression on ratings ofspecific rate qualities45.In this passage , the author implies all the following aspects whichwould probably present problems on performance appraisal except that （）.A. some supervisors tend to rate all their subordinates consistentlyhighB. some supervisors tend to rate all their subordinates consistentlylowC. an employee’s previous performance can also affect how his orher current performance is perceivedD. a job description often isn’t sufficient to clarify what thesupervisors want their subordinates to do.。