上海市人力资源三级考试英语单项选择汇总-附中文
1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as C
A. job enlargement
B. transfer
C. promotion
D. job rotation
把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升
2. Key jobs have all of the following characteristics except D
A. they are important ot employees and the organization
B. they vary in terms of job requirements
C. they are used in salary surveys for wage determination
D. they are likely to vary in job content over time
关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变
3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as C
A. job redesign
B. process redesign
C. reengineering
D. rightsizing
某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造
4. The job specification describes job requirements relative to B
A. skill and physical outputs
B. skill and physical demands
C. age and physical demands
D. experience and physical description
工作规范描述了相关于技能和身体方面的要求
5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as B
A. task analysis
B. organization analysis
C. resource analysis
D. skills analysis
当我们决定要把培训重点放在哪里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析
6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is
known as C
A. the point method
B. job ranking
C. the comparison method
D. the Hay profile method
有一种工作评估体系，在该体系中，我们把某个岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。
7. The final decision to hire an applicant usually belongs to C
A. the HR recruiter
B. the HR manager
C. line management
D. co-workers
在招聘活动中，要作最后决定是否雇佣一个候选人，这是直线经理的责任。
8. Determining what the content of a training program should be, based on a study of the job duties, is known as D
A. organization analysis
B. individual analysis
C. job analysis
D. task analysis
当我们要决定要把培训重点放在哪里的时候，我们要对岗位责任作分析，这种分析称为任务分析。
9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are know as C
A. downsizing programs
B. “headhunting” assistance programs
C. Outplacement assistance
D. Employee assistance programs(EAPS)
有时候组织为那些已经被终止了雇佣关系的员工提供服务来帮助他们到社会上再找到份工作，这种服务称为再就业咨询。
10. Job ____ form the basis for the administration of applicable employment tests
A. outlines
B. specifications
C. requirements
D. details
工作规范组成了雇佣测试管理的基础。
1. 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 is known as ____
A. similarity error 相似的错误
B. halo effect or error 晕轮效应
C. leniency error 宽大错误
D. single criterion 单一准则
有时候，评估者们在作评估的时候，会过多关注被评估者某一方面的特征，而忽略或影响到对其他方面特征的评估。如果出现这种现象，我们称评估者犯了晕轮效应的错误。
2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as A
A. the paired comparison 配对比较
B. the individual ranking 个人排名
C. the group order ranking 组顺序排序
D. critical incidents 关键事件
有一种绩效评估的方法，在这种方法里我们把某一个员工的绩效和每一个其他人比较，能得出更好还是更差，这种方法称为：配对比较法。
3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as __A. person analysis 个人分析
B. demographic analysis 人口分析
C. individual analysis 个别分析
D. group and individual analysis 组和个人分析
当我们判断员工的任务表现是否能被接受，以及分析个人和团队的特征是否能被放入培训环境，这种分析称为个人分析。
4. The lines of advancement for an individual within an organization are known as ____
A. career paths 职业道路
B. job progressions 工作进展
C. career lines 事业线
D. job paths 工作路径
个体员工在组织内前进的道路称为：职业道路
5. Freedom from criterion deficiency of performance appraisals refers to the extent to which ____
A. standards relate to the overall objectives of the organization
标准涉及到组织的整体目标
B. standards capture the entire range of an employee’s responsibilities
标准覆盖了员工所有的责任
C. individuals tend to maintain a certain level of performance over time
个体倾向于长时间保持某种程度的表现
D. factors outside the employee’s control can influence performance
以外的因素，可以影响员工的控制性能
我们在绩效考核时如果没有犯效标不足的错误，意味着所有的标准覆盖了员工所有的责任
6. The Hay profile method uses which three factors for evaluating jobs? D
A. knowledge, skill, and responsibility 知识，技能，和责任
B. mental ability, skill, and responsibility 心理能力，技能，和责任
C. knowledge, mental ability, and responsibility 知识，脑力能力，和责任
D. knowledge, mental ability, and accountability 知识、脑力能力和责任
海氏评价法使用以下哪三个因素来评价岗位：知识、脑力能力、责任心
7. Which of the following is not an important component of a meaningful
gainsharing plan? D
A. establishing fair and precise measurement standards
建立公平的和精确的测量标准
B. ensuring that bonus payout formulas are easy to calculate
确保奖金发放公式很容易计算
C. ensuring that bonus payouts are large enough to encourage future employee effort
确保奖金足以鼓励未来员工的努力
D. depending on top management to develop the gainsharing program
根据高层管理发展的利润分享计划
下面哪个选项不是一个有意义的收益分享计划的重要组成部分：依靠高层管理层来开发收益分享计划
8. Giving employees more control over decisions about who their co-workers will be
is known as ____
A. empowered selection 授权的选择
B. collaboration 合作
C. team selection 团队的选择
D. group development 组的发展
给与员工更多权力来选择他们的合作伙伴，这种方式称为：团队选择
9. Which of the following is a technique used to elicit employee views in order to
make decisions and initiate change? C
A. suggestion system .建议系统
B. downward communication向下沟通
C. attitude survey态度调研
D. empowerment 授权
下面哪种技术能够得知员工的观念以此来做决策和发起变革：态度调研
10. Assessing the degree to which what employee learned during the training program
is translated into enhanced employee performance is known as ____
A ． results evaluation 结果评估
B ． reaction evaluation 反应评估
C ． behavior evaluation 行为评估
D ． learning evaluation 学习评估
评估员工在培训项目中学到的有多少程度转化为更高的绩效，这种评估称为：行为评估
1. Eliminating what are deemed to be unnecessary layers of management and
supervision is know as A
A. Delayering 扁平化
B. Downsizing 裁员
C. right-sizing 合适的位置
D. benchmarking 标杆
消除组织当中那些被认为是不必要的层级，这种操作称为扁平化。
2. The changing environments of Human Resource Management include the
following except ____
A. work force diversity 劳动力的多样性
B. technological trends 技术的发展趋势
C. globalization 全球化
D. great changes in the nature of work force 劳动力本身的巨大变化
人力资源管理不断变化的环境包括以下内容，除了劳动力本身的巨大变化
3. The aim of human resource planning in any organization might be the following
except C
A. Attract and retain the number of people required with the appropriate skills,
expertise and competences
吸引和留住所需的具有合适技能的人的数量，技能和能力
B. Reduce dependence on external recruitment when key skills are in short supply by
formulating retention, as well as employee development, strategies
减少对外部招聘的时候的关键技能供不应求，依赖通过制定的保留，以及员工发展，策略
C. Neglect the problems of potential surpluses or deficits of people
忽略潜在的劳动力冗余或不足的问题
D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability
to adapt to a uncertain and changing environment
制定一个训练有素的和灵活的劳动力，从而有助于组织的能力，以适应不断变化的环境的不确定性
在一个组织里，人力资源规划的目的可能是以下原因，除了忽略潜在的劳动力冗余或不足的问题
4. Forecasting the supply of people should be based on the following except ____
A. forecast losses to existing resource through attrition
预测损失的现有资源通过减员
plans 招聘计划 B. recruitment
C. the effect of changing conditions of work 工作条件变化的影响
D. sources of supply from external labor markets 从外部劳动力市场供应
对于人力资源的供给预测，应该基于以下信息，除了招聘计划
5. The costs of labor turnover include the following except____
A. direct cost of recruiting replacements
直接招聘成本的替代品
B. opportunity cost of time spent by HR and line managers in recruitment
在招聘中人事和直线管理人员花了时间机会成本
C. loss arising from reduced input from new starters until they are fully trained
损失减少输入从新开始直到他们充分的训练。
D. indirect cost of training replacements in the unnecessary skills
培训非必要技能的替代成本
劳动变更的成本包括以下内容，除了培训非必要技能的替代成本
6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as ____
A. individual assessment 个人评估
B. competency assessment 能力评估
C. organizational assessment 组织评估
D. job assessment 工作评估
员工（特别是做决策的员工）如果要成功完成工作需要掌握一些技能和知识，对于这些技能和知识的评估称为能力评估
7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? D
A. Hay profile method 海氏分布法
B. Job ranking 工作排序法
C. Factor comparison method 因素比较法
D. Job classification system 工作分类法
哪一种薪酬体系是根据事先定义好的工资级别来对岗位进行分类的：工作分类法
8. The purpose of a profit-sharing plan is to ____
A. allow workers to contribute specific knowledge to improving the organization 允许工人贡献的具体知识来提高组织
B. motivate a total commitment to the organization as a whole
从整体上激励整个组织的承诺
C. enable workers to share in labor cost savings
使工人分享节约劳动力成本
D. instill commitment to the employees’ immediate work group
将致力于员工的直接工作组
利润分享计划的目的是从整体上激励整个组织的承诺
9. One of the primary benefits of cross-training employees is that B
A. cross-training enables individuals to exert more effort on their job
交叉训练能使个人对他们的工作施加更大的努力
B. cross-training helps employees identify trouble spots that cut across several jobs
交叉训练能帮助员工找到贯穿于几个工作的问题点
C. cross-training enables managers to spend less time supervising individual
performance
交叉训练能使管理者花更少的时间管理个人绩效
D. cross-training enables managers to save more money in labor costs
交叉培训使管理人员在劳动力成本节省更多的钱
交叉培训员工的一个最主要的好处是它能帮助员工找到贯穿于几个工作的问题点
10. Which of the following is not an approach used by organizations to try to lower
labor costs? D
A. Downsizing 裁员
B. Outsourcing 外包
C. productivity enhancements 生产率改进
D. employee development 员工开发
下面哪一个不是组织用来降低劳动成本的方法:员工开发
1. An interview in which an applicant is given a hypothetical incident and is asked
how he or she would respond to it is a____
A. computer interview
B. panel interview
C. situational interview
D. nondirective interview
在一场面试中，求职者被给与了一个假设的事件，并且被提问如何应对，这样的面试称为：情景性的面试。
2. The desired outcomes of training programs are formally stated as____
A. training goals
B. learning objectives
C. instructional objectives
D. learning goals
我们对于培训项目所期望的结果，被称为：指导目标。
3. Career counseling involves talking with employees about all of the following
except ____
A. Their current job activities and performance
B. Their past career decisions
C. Their personal and career interests and goals
D. Their personal skills
职业咨询涉及到与员工探讨一下事项，除了员工过去的职业决定。
4. In most instances, who is in the best position to perform the function of appraising an employee’s performance? B
A. someone from the HR department
B. the employee’s supervisor
C. the employee
D. co-workers
大多数情况下，要考评一个员工的绩效，谁最有发言权的是该员工的上级主管
5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as____
A. job determination
B. job diagnosis
C. job analysis
D. job evaluation
通过决定一个岗位的相对价值以此来确定工资级别的过程称为工作评价
6. Profit sharing refers to any procedure by which an employer pays employees
A. an incentive based on their merit D
B. an incentive based on larbor cost savings
C. a bonus based on the overall productivity of their particular work group
D. current or deferred sums based on the organization’s financial performance 利润分享指的是：雇主根据组织的财务表现向员工发放当即或延期的奖金。
7. All of the following are prevalent reasons for failure among expatriates except
A. a spouse’s inability to adapt D
B. a manager’s personality
C. inability to cope with larger responsibilities
D. distaste for travel
下面都是一些常见的外派雇员工作不胜任的原因，除了讨厌出差。
8. Communication systems should provide accurate information regarding all of the following except__A. business plans and goals
B. employee background and personal data
C. unit and corporate operating results
D. incipient problems and opportunities
沟通体系应该提供精确的信息，包括以下内容，除了：员工的背景与个人数据。
9. Reengineering often requires that managers start from scratch in rethinking all of the following except D
A. how work should be done
B. how technology and people should interact
C. how the entire organization should be structured
D. how organizations should compete
业务流程再造，通常需要经理们从脑子一片混乱开始，仔细思考一下内容，除了一点：组织如何击败竞争对手。
10. The core job dimension that describes the degree to which a job has a substantial
impact on the lives or work of other people is called C
A. skill variety
B. task identity
C. task significance
D. autonomy
能够描述一个工作在多大程度上能影响其它人的工作生活质量的核心工作纬度是：任务意义
1. Questions contained in structured job interviews should be based on A
A. job analysis
B. job design
C. job specialization
D. job utilization
包含于结构化的工作面试的问题是基于：工作分析。
2. A process in which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job is known as a/an D
A. Management training seminar
B. Executive development program
C. In-basket exercise
D. Assessment center
让员工参与到一些场景中，其中很多事与员工日后工作的内容很相似，这种方法称为：评价中心。
3. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? C
A. trait method
B. results method
C. behavior method
D. attitudinal method
如果你做绩效评估的目的是给与员工提升的反馈，那么你应该使用下面哪种方法：基于行为的方法。
4. Outplacement services are B
A. useful methods of attracting individuals into a career
B. designed to help terminated employees find a job elsewhere
C. rarely given to executive employee
D. vital parts of any career management system
在就业咨询服务是指：被用来帮助被解除雇佣关系的员工在组织外找到份工资
5. Transnational teams tend to be A
A. focused on projects that span multiple countries
B. comprised of members with generalized skills
C. homogenous
D. comprised of members from the same region
跨国团队关注与那些很跨多个国家的项目。
6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole? C
A. profit-sharing plans
B. employee stock ownership plans
C. hourly based pay systems
D. skill-based pay systems
下面哪个薪酬体系没有关注那些既对员工自己又对组织有利的绩效结果：小时工资制。
7. The total-quality HR paradigm would likely emphasize all of the following except C
A. cross-functional training
B. team/group-based rewards
C. autocratic leadership
D. customer and peer performance reviews
人力资源基本理论强调下面的事项，除了：专制领导风格。
8. A group of employees rotating jobs as they complete the production or service process is called a/an B
A. labor bargaining unit
B. employee team
C. training-production group
D. employee rotation unit
有一群员工，他们完成某个产品或服务流程，他们也能够相互轮换工作，这些员工称为：员工团队。
9. Notifying applicants of selection decision and making job offers are generally the responsibility of A
A. the HR department
B. the line manager
C. the supervisor
D. the industrial relations manager
把甄选结果告知求职者、给出录取通知，这些请示通常是谁的责任：人力资源部。
10. Performance appraisals are used most widely as a basis for C
A. determining training needs
B. discharging decisions
C. deciding compensation
D. directing performance improvement
绩效评估用的最多的场合是：决定员工的报酬。
1. All of the following are basic skills needed for successful career management
except D
A. developing a positive attitude
B. establishing goals
C. adopting the mindset of your superiors
D. putting responsibility for your career in the hands of your supervisor
下面都是成功的职业生涯管理的基本技能，除了：把职业生涯的责任放在你上级主管的手里。
2. Which training method focuses upon learning at the affective level? A
A. sensitivity training
B. apprenticeship training
C. intercultural motivation
D. multilingual training
下面哪一种培训方法把重点放在情感方面：敏感度培训。
3. A total-quality paradigm tends to emphasize which of the following facets of
organizational training efforts? B
A. job-related skills
B. cross-functional skills
C. functional, technical skills
D. a narrow range of skills
人力资源基本理论强调组织的培训的那个方面：跨职能技能
4. Performance appraisal methods can be broadly classified as either _____ , _____,
or _____ approaches. B
A. trait, behavioral, judgmental
B. trait, behavioral, results
C. behavioral, judgmental, results
D. behavioral, judgmental, attitudinal
绩效评估的方法可以大致分为以下三类：特征法、行为法、结果法
5. When managers talk about “going global” they have to balance a complicated set
of issues that include all of the following except D
A. geographical differences
B. cultural differences
C. legal differences
D. personal differences
当管理者们提到“走向全球”时，他们必须平衡一系列负责的事情，除了：个体员工之间的差异。
6. The selection procedure usually begins with D
A. employment tests
B. a medical examination
C. a supervisory interview
D. completion of an application form
甄选过程通常开始与：候选人填完求职申请表。
7. It is recommended that a diagnosis of poor employee performance focus on all of the following except B
A. skill
B. personality
C. effort
D. external conditions
对于员工比较差的绩效的诊断要基于以下方面，除了：性格。
8. When employees receive a higher rate of pay for all of their work if production exceeds a standard level of output, under which incentive plan are they working? A
A. differential piece rate
B. standard piece rate
C. exception bonus rate
D. individual rate pay
当员工生产的产品超过一个标准数量时他能获得一个更高的单位报酬率，这种薪酬体系是：差额计件工资。
9. Cultural environment includes all of the following except C
A. education/human capital
B. values/ideologies
C. corporate structure
D. religious beliefs
文化环境包括下面所有的内容，除了：企业结构
10. Conducting job analysis is usually the primary responsibility of the D
A. job incumbent
B. line supervisors
C. accounting department
D. HR department
实施工作分析通常是谁的责任：人力资源部
1. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a B
A. promotion
B. transfer
C. lateral move
D. job rotation
把员工放在另外一个岗位上，前后两个岗位的职责、任务、地位、报酬都相似，我们称
之为：平调
2. If employees’ pay is based not on the actual amount of time it takes them to
complete a job but on a predetermined amount of time for completing the job, which incentive plan are they working under? B
A. piece-rate plan
B. standard hour plan
C. time division plan
D. completion pay system.
如果某个员工的报酬不是根据其实际化在每个产品上的时间，而是根据预先规定时间上，这种激励体系为：标准工时工资。
3. Of the following, the one that would not be considered a chief objective most
most benefits programs is C
A. reducing turnover
B. improving employee satisfaction
C. “sidestepping” legal requirements for employee health and safety
D. Attracting and motivating employees
下面哪一个不是大多数福利体系的主要目的：规避法律规定的员工健康和安全。
4. The term used to refer to the language, religion, values and attitudes, politics,
technology, education, and social organization of a nation is C
A 、ritual environment
B 、General environment
C 、Cultural environment
D 、Task environment
我们用来形容一个组织面对的语言、宗教、价值、态度、政治、技术教育、社会因素为：文化环境。
5. Which of the following is not typical method of increasing the power of
employees? C
A. job enlargement
B. enrichment
C. standardization
D. relying on self-managed teams
下面哪一个不是典型的增加员工权利的方法：标准化。
6. Which management group has primary responsibility for the development of
disciplinary policies and procedures? C
A. the legal department
B. top-level management
C. the HR department
D. middle management
哪一个管理团队拥有最主要的责任来开发纪律性的政策和流程：人力资源部。
7. Which of the following is not a phase of a system model of training? B
A. needs assessment
B. motivation assessment
C. program implementation
D. evaluation
下面哪一个不是培训系统模型的一个步骤：动机评估。
8. Which of the following is not a primary impact that technology has had on HRM?
C
A. It has altered the methods of collecting employment information
B. It has sped 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.
下面哪一个不是技术对人力资源管理带来的影响：技术消弱了上级主管的管理角色。
9. A pictorial representation of all organizational jobs along with the numbers of
employees currently occupying those jobs and future employment requirements is called A
A. a staffing table
B. an organization chart
C. a skills inventory
D. career planning
用一种图示方法来显示组织的岗位，同时附上现在雇佣着的员工数量以及未来的雇佣需要，这种图表叫：人员配置表。
10. When determining where training emphasis should be placed, an examination of
the goals, resources, and environment of the organization is known as B
A. task analysis
B. organization analysis
C. resource analysis
D. skills analysis
当确定培训重点，考试的目标、资源和组织环境的检查被称为组织分析
1. An example of a qualitative approach to demand forecasting is B
A. trend analysis
B. the Delphi technique
C. multiple predictive models
D. modeling
对于需求预测的一种量化分析方法是：德尔菲法
2. Services that are offered to employees who are being transferred to different
locations are known as B
A. outplacement services
B. relocation services
C. transfer services
D. adjustment services
企业提供给员工某种服务，帮助他们调任到不同的区域，这种服务称为：重定位服务。
3. Self-appraisals are best for B
A. administrative purposes
B. developmental purposes
C. promotional purposes
D. regulatory purposes
自我评估最好用在：开发。
4. The point system permits jobs to be evaluated on the basis of elements known as B
A. description factors
B. compensable factors
C. skill factors
D. knowledge factors
在记点法里，岗位通过一些基本的要素被评估，这些要素称为报酬要素。
5. 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 C
A. downsizing programs
B. “ headhunting” assistance
C. Outplacement assistance
D. Employee assistance programs(EAPs)
有时候组织会为员工提供一些服务以帮助他们在老的工作和新的工作之间架一座桥梁（找一份新工作），这种服务称为：再就业服务
6. Consultation provided by HR staff should not D
A. be based on managerial expertise
B. be based on technical expertise
C. help managers or supervisors make firm decisions
D. conflict with the goals of the managers or supervisors seeking assistance 人力资源部员工提供的服务不应该于寻求帮助的员工的出发点相矛盾。
7. The examination of the attitudes and activities of a company’s workforce refers to C
A. environmental scanning
B. performing a trend analysis
C. performing a culture audit
D. behavioral modeling
对于组织的劳动力的态度和活动的测量称为文化审计
8. When a combination salary and commission plan is used to compensate sales
employees, the percentage of cash compensation paid in commission is called C
A. a bonus
B. a lump-sum bonus
C. an incentive
D. leverage
当组织用底薪和佣金来为销售人员支付薪酬，佣金的百分比称之为：激励因素。
9. The two principal criteria for determining promotions are D
A. seniority and salary
B. knowledge and skills
C. seniority and knowledge
D. merit and seniority
决定晋升的两个最主要的标准是：绩效和资历。
10. When the multinational corporation sends employees from its home country, these
employees are referred to as D
A. host-country nationals
B. third-country nationals
C. international managers
D. expatriates
当一个跨国公司把员工派到海外，这些员工称为：外派雇员。
1. Executives or managers who coach, advise, and encourage employees of lesser
rank are called C
A. protégés
B. teachers
C. mentors
D. role models
有一些管理者他们对下属培训、建议、指导、鼓励，他们是导师。
2. Objectives accomplished through job analysis include all of the following except
C
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
通过工作分析达到的目标不包括下面：减少内外部薪酬水平的差距。
3. 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 C
A. HR managers
B. Line managers
C. HR and line mangers
D. Top executives
为组织配备人员、设计工作和团队、开发有技能的员工、找到提升员工绩效的方法、以及其他的人力资源管理活动属于：人力资源部和直线经理的责任。
4. 360-degree feedback might be used for the following except D
A. personal development
B. appraisal
C. pay
D. recruitment
360度反馈法不能用作：招聘
5. An employer wishing to set up the job classification system of job evaluation would have to C
A. establish a point plan to evaluate all job
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
如果一个雇主希望建立工作分类的工作评价体系他应该：定义不同工作等级附上各种责任、技能、知识、能力。
6. Which of the following isn’t a form of performance-based compensation? C
A. piece-rate
B. profit-sharing
C. minimum wage
D. lump-sum bonuses
下面哪一个不是以绩效为基础的薪酬方式：最低工资。
7. The performance measures that might be used for performance-based compensation include the following except A
A. individual work time
B. departmental productivity
C. unit profitability
D. the overall organization’s profitability
能用作以绩效为基础的薪酬体系的绩效测评，不包括下面哪一项：个人工作时间。
8. 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
训练是一种在职培训，用来提升员工技能、知识、和态度
9. An organization wishing to establish greater job-staffing flexibility would likely
use which pay system? B
A. straight pay
B. skill-based pay
C. incentive pay
D. two-tier pay
如果组织希望打造更灵活的工作-员工匹配，那因采取哪种薪酬方式：以技能为基础的薪酬方式。
10. Human capital of firm include the following except
A. the knowledge 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
人力资源不包括：组织员工的行为。
D
上海市人力资源三级考试英语单项选择汇总-附中文
1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as C
A. job enlargement
B. transfer
C. promotion
D. job rotation
把一个员工放在另外的岗位上，以此获得更高的薪酬和地位，这种方式称为晋升
2. Key jobs have all of the following characteristics except D
A. they are important ot employees and the organization
B. they vary in terms of job requirements
C. they are used in salary surveys for wage determination
D. they are likely to vary in job content over time
关键岗位包含下面所有的特征除了这一点：他们的内容随时间会改变
3. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as C
A. job redesign
B. process redesign
C. reengineering
D. rightsizing
某一个通过全面质量管理来达到重新设计企业运作流程的方法称为：业务流程再造
4. The job specification describes job requirements relative to B
A. skill and physical outputs
B. skill and physical demands
C. age and physical demands
D. experience and physical description
工作规范描述了相关于技能和身体方面的要求
5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as B
A. task analysis
B. organization analysis
C. resource analysis
D. skills analysis
当我们决定要把培训重点放在哪里的时候，我们要对组织的目标、资源、环境进行测量，这种测量称之为组织分析
6. The job evaluation system in which specific elements of the jobs to be evaluated are compared against similar elements of key jobs within the organization is
known as C
A. the point method
B. job ranking
C. the comparison method
D. the Hay profile method
有一种工作评估体系，在该体系中，我们把某个岗位的特定要素与关键岗位的类似要素比较一次来做判定，这种评估体系称为比较法。
7. The final decision to hire an applicant usually belongs to C
A. the HR recruiter
B. the HR manager
C. line management
D. co-workers
在招聘活动中，要作最后决定是否雇佣一个候选人，这是直线经理的责任。
8. Determining what the content of a training program should be, based on a study of the job duties, is known as D
A. organization analysis
B. individual analysis
C. job analysis
D. task analysis
当我们要决定要把培训重点放在哪里的时候，我们要对岗位责任作分析，这种分析称为任务分析。
9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are know as C
A. downsizing programs
B. “headhunting” assistance programs
C. Outplacement assistance
D. Employee assistance programs(EAPS)
有时候组织为那些已经被终止了雇佣关系的员工提供服务来帮助他们到社会上再找到份工作，这种服务称为再就业咨询。
10. Job ____ form the basis for the administration of applicable employment tests
A. outlines
B. specifications
C. requirements
D. details
工作规范组成了雇佣测试管理的基础。
1. 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 is known as ____
A. similarity error 相似的错误
B. halo effect or error 晕轮效应
C. leniency error 宽大错误
D. single criterion 单一准则
有时候，评估者们在作评估的时候，会过多关注被评估者某一方面的特征，而忽略或影响到对其他方面特征的评估。如果出现这种现象，我们称评估者犯了晕轮效应的错误。
2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as A
A. the paired comparison 配对比较
B. the individual ranking 个人排名
C. the group order ranking 组顺序排序
D. critical incidents 关键事件
有一种绩效评估的方法，在这种方法里我们把某一个员工的绩效和每一个其他人比较，能得出更好还是更差，这种方法称为：配对比较法。
3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as __A. person analysis 个人分析
B. demographic analysis 人口分析
C. individual analysis 个别分析
D. group and individual analysis 组和个人分析
当我们判断员工的任务表现是否能被接受，以及分析个人和团队的特征是否能被放入培训环境，这种分析称为个人分析。
4. The lines of advancement for an individual within an organization are known as ____
A. career paths 职业道路
B. job progressions 工作进展
C. career lines 事业线
D. job paths 工作路径
个体员工在组织内前进的道路称为：职业道路
5. Freedom from criterion deficiency of performance appraisals refers to the extent to which ____
A. standards relate to the overall objectives of the organization
标准涉及到组织的整体目标
B. standards capture the entire range of an employee’s responsibilities
标准覆盖了员工所有的责任
C. individuals tend to maintain a certain level of performance over time
个体倾向于长时间保持某种程度的表现
D. factors outside the employee’s control can influence performance
以外的因素，可以影响员工的控制性能
我们在绩效考核时如果没有犯效标不足的错误，意味着所有的标准覆盖了员工所有的责任
6. The Hay profile method uses which three factors for evaluating jobs? D
A. knowledge, skill, and responsibility 知识，技能，和责任
B. mental ability, skill, and responsibility 心理能力，技能，和责任
C. knowledge, mental ability, and responsibility 知识，脑力能力，和责任
D. knowledge, mental ability, and accountability 知识、脑力能力和责任
海氏评价法使用以下哪三个因素来评价岗位：知识、脑力能力、责任心
7. Which of the following is not an important component of a meaningful
gainsharing plan? D
A. establishing fair and precise measurement standards
建立公平的和精确的测量标准
B. ensuring that bonus payout formulas are easy to calculate
确保奖金发放公式很容易计算
C. ensuring that bonus payouts are large enough to encourage future employee effort
确保奖金足以鼓励未来员工的努力
D. depending on top management to develop the gainsharing program
根据高层管理发展的利润分享计划
下面哪个选项不是一个有意义的收益分享计划的重要组成部分：依靠高层管理层来开发收益分享计划
8. Giving employees more control over decisions about who their co-workers will be
is known as ____
A. empowered selection 授权的选择
B. collaboration 合作
C. team selection 团队的选择
D. group development 组的发展
给与员工更多权力来选择他们的合作伙伴，这种方式称为：团队选择
9. Which of the following is a technique used to elicit employee views in order to
make decisions and initiate change? C
A. suggestion system .建议系统
B. downward communication向下沟通
C. attitude survey态度调研
D. empowerment 授权
下面哪种技术能够得知员工的观念以此来做决策和发起变革：态度调研
10. Assessing the degree to which what employee learned during the training program
is translated into enhanced employee performance is known as ____
A ． results evaluation 结果评估
B ． reaction evaluation 反应评估
C ． behavior evaluation 行为评估
D ． learning evaluation 学习评估
评估员工在培训项目中学到的有多少程度转化为更高的绩效，这种评估称为：行为评估
1. Eliminating what are deemed to be unnecessary layers of management and
supervision is know as A
A. Delayering 扁平化
B. Downsizing 裁员
C. right-sizing 合适的位置
D. benchmarking 标杆
消除组织当中那些被认为是不必要的层级，这种操作称为扁平化。
2. The changing environments of Human Resource Management include the
following except ____
A. work force diversity 劳动力的多样性
B. technological trends 技术的发展趋势
C. globalization 全球化
D. great changes in the nature of work force 劳动力本身的巨大变化
人力资源管理不断变化的环境包括以下内容，除了劳动力本身的巨大变化
3. The aim of human resource planning in any organization might be the following
except C
A. Attract and retain the number of people required with the appropriate skills,
expertise and competences
吸引和留住所需的具有合适技能的人的数量，技能和能力
B. Reduce dependence on external recruitment when key skills are in short supply by
formulating retention, as well as employee development, strategies
减少对外部招聘的时候的关键技能供不应求，依赖通过制定的保留，以及员工发展，策略
C. Neglect the problems of potential surpluses or deficits of people
忽略潜在的劳动力冗余或不足的问题
D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability
to adapt to a uncertain and changing environment
制定一个训练有素的和灵活的劳动力，从而有助于组织的能力，以适应不断变化的环境的不确定性
在一个组织里，人力资源规划的目的可能是以下原因，除了忽略潜在的劳动力冗余或不足的问题
4. Forecasting the supply of people should be based on the following except ____
A. forecast losses to existing resource through attrition
预测损失的现有资源通过减员
plans 招聘计划 B. recruitment
C. the effect of changing conditions of work 工作条件变化的影响
D. sources of supply from external labor markets 从外部劳动力市场供应
对于人力资源的供给预测，应该基于以下信息，除了招聘计划
5. The costs of labor turnover include the following except____
A. direct cost of recruiting replacements
直接招聘成本的替代品
B. opportunity cost of time spent by HR and line managers in recruitment
在招聘中人事和直线管理人员花了时间机会成本
C. loss arising from reduced input from new starters until they are fully trained
损失减少输入从新开始直到他们充分的训练。
D. indirect cost of training replacements in the unnecessary skills
培训非必要技能的替代成本
劳动变更的成本包括以下内容，除了培训非必要技能的替代成本
6. Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as ____
A. individual assessment 个人评估
B. competency assessment 能力评估
C. organizational assessment 组织评估
D. job assessment 工作评估
员工（特别是做决策的员工）如果要成功完成工作需要掌握一些技能和知识，对于这些技能和知识的评估称为能力评估
7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? D
A. Hay profile method 海氏分布法
B. Job ranking 工作排序法
C. Factor comparison method 因素比较法
D. Job classification system 工作分类法
哪一种薪酬体系是根据事先定义好的工资级别来对岗位进行分类的：工作分类法
8. The purpose of a profit-sharing plan is to ____
A. allow workers to contribute specific knowledge to improving the organization 允许工人贡献的具体知识来提高组织
B. motivate a total commitment to the organization as a whole
从整体上激励整个组织的承诺
C. enable workers to share in labor cost savings
使工人分享节约劳动力成本
D. instill commitment to the employees’ immediate work group
将致力于员工的直接工作组
利润分享计划的目的是从整体上激励整个组织的承诺
9. One of the primary benefits of cross-training employees is that B
A. cross-training enables individuals to exert more effort on their job
交叉训练能使个人对他们的工作施加更大的努力
B. cross-training helps employees identify trouble spots that cut across several jobs
交叉训练能帮助员工找到贯穿于几个工作的问题点
C. cross-training enables managers to spend less time supervising individual
performance
交叉训练能使管理者花更少的时间管理个人绩效
D. cross-training enables managers to save more money in labor costs
交叉培训使管理人员在劳动力成本节省更多的钱
交叉培训员工的一个最主要的好处是它能帮助员工找到贯穿于几个工作的问题点
10. Which of the following is not an approach used by organizations to try to lower
labor costs? D
A. Downsizing 裁员
B. Outsourcing 外包
C. productivity enhancements 生产率改进
D. employee development 员工开发
下面哪一个不是组织用来降低劳动成本的方法:员工开发
1. An interview in which an applicant is given a hypothetical incident and is asked
how he or she would respond to it is a____
A. computer interview
B. panel interview
C. situational interview
D. nondirective interview
在一场面试中，求职者被给与了一个假设的事件，并且被提问如何应对，这样的面试称为：情景性的面试。
2. The desired outcomes of training programs are formally stated as____
A. training goals
B. learning objectives
C. instructional objectives
D. learning goals
我们对于培训项目所期望的结果，被称为：指导目标。
3. Career counseling involves talking with employees about all of the following
except ____
A. Their current job activities and performance
B. Their past career decisions
C. Their personal and career interests and goals
D. Their personal skills
职业咨询涉及到与员工探讨一下事项，除了员工过去的职业决定。
4. In most instances, who is in the best position to perform the function of appraising an employee’s performance? B
A. someone from the HR department
B. the employee’s supervisor
C. the employee
D. co-workers
大多数情况下，要考评一个员工的绩效，谁最有发言权的是该员工的上级主管
5. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as____
A. job determination
B. job diagnosis
C. job analysis
D. job evaluation
通过决定一个岗位的相对价值以此来确定工资级别的过程称为工作评价
6. Profit sharing refers to any procedure by which an employer pays employees
A. an incentive based on their merit D
B. an incentive based on larbor cost savings
C. a bonus based on the overall productivity of their particular work group
D. current or deferred sums based on the organization’s financial performance 利润分享指的是：雇主根据组织的财务表现向员工发放当即或延期的奖金。
7. All of the following are prevalent reasons for failure among expatriates except
A. a spouse’s inability to adapt D
B. a manager’s personality
C. inability to cope with larger responsibilities
D. distaste for travel
下面都是一些常见的外派雇员工作不胜任的原因，除了讨厌出差。
8. Communication systems should provide accurate information regarding all of the following except__A. business plans and goals
B. employee background and personal data
C. unit and corporate operating results
D. incipient problems and opportunities
沟通体系应该提供精确的信息，包括以下内容，除了：员工的背景与个人数据。
9. Reengineering often requires that managers start from scratch in rethinking all of the following except D
A. how work should be done
B. how technology and people should interact
C. how the entire organization should be structured
D. how organizations should compete
业务流程再造，通常需要经理们从脑子一片混乱开始，仔细思考一下内容，除了一点：组织如何击败竞争对手。
10. The core job dimension that describes the degree to which a job has a substantial
impact on the lives or work of other people is called C
A. skill variety
B. task identity
C. task significance
D. autonomy
能够描述一个工作在多大程度上能影响其它人的工作生活质量的核心工作纬度是：任务意义
1. Questions contained in structured job interviews should be based on A
A. job analysis
B. job design
C. job specialization
D. job utilization
包含于结构化的工作面试的问题是基于：工作分析。
2. A process in which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job is known as a/an D
A. Management training seminar
B. Executive development program
C. In-basket exercise
D. Assessment center
让员工参与到一些场景中，其中很多事与员工日后工作的内容很相似，这种方法称为：评价中心。
3. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? C
A. trait method
B. results method
C. behavior method
D. attitudinal method
如果你做绩效评估的目的是给与员工提升的反馈，那么你应该使用下面哪种方法：基于行为的方法。
4. Outplacement services are B
A. useful methods of attracting individuals into a career
B. designed to help terminated employees find a job elsewhere
C. rarely given to executive employee
D. vital parts of any career management system
在就业咨询服务是指：被用来帮助被解除雇佣关系的员工在组织外找到份工资
5. Transnational teams tend to be A
A. focused on projects that span multiple countries
B. comprised of members with generalized skills
C. homogenous
D. comprised of members from the same region
跨国团队关注与那些很跨多个国家的项目。
6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole? C
A. profit-sharing plans
B. employee stock ownership plans
C. hourly based pay systems
D. skill-based pay systems
下面哪个薪酬体系没有关注那些既对员工自己又对组织有利的绩效结果：小时工资制。
7. The total-quality HR paradigm would likely emphasize all of the following except C
A. cross-functional training
B. team/group-based rewards
C. autocratic leadership
D. customer and peer performance reviews
人力资源基本理论强调下面的事项，除了：专制领导风格。
8. A group of employees rotating jobs as they complete the production or service process is called a/an B
A. labor bargaining unit
B. employee team
C. training-production group
D. employee rotation unit
有一群员工，他们完成某个产品或服务流程，他们也能够相互轮换工作，这些员工称为：员工团队。
9. Notifying applicants of selection decision and making job offers are generally the responsibility of A
A. the HR department
B. the line manager
C. the supervisor
D. the industrial relations manager
把甄选结果告知求职者、给出录取通知，这些请示通常是谁的责任：人力资源部。
10. Performance appraisals are used most widely as a basis for C
A. determining training needs
B. discharging decisions
C. deciding compensation
D. directing performance improvement
绩效评估用的最多的场合是：决定员工的报酬。
1. All of the following are basic skills needed for successful career management
except D
A. developing a positive attitude
B. establishing goals
C. adopting the mindset of your superiors
D. putting responsibility for your career in the hands of your supervisor
下面都是成功的职业生涯管理的基本技能，除了：把职业生涯的责任放在你上级主管的手里。
2. Which training method focuses upon learning at the affective level? A
A. sensitivity training
B. apprenticeship training
C. intercultural motivation
D. multilingual training
下面哪一种培训方法把重点放在情感方面：敏感度培训。
3. A total-quality paradigm tends to emphasize which of the following facets of
organizational training efforts? B
A. job-related skills
B. cross-functional skills
C. functional, technical skills
D. a narrow range of skills
人力资源基本理论强调组织的培训的那个方面：跨职能技能
4. Performance appraisal methods can be broadly classified as either _____ , _____,
or _____ approaches. B
A. trait, behavioral, judgmental
B. trait, behavioral, results
C. behavioral, judgmental, results
D. behavioral, judgmental, attitudinal
绩效评估的方法可以大致分为以下三类：特征法、行为法、结果法
5. When managers talk about “going global” they have to balance a complicated set
of issues that include all of the following except D
A. geographical differences
B. cultural differences
C. legal differences
D. personal differences
当管理者们提到“走向全球”时，他们必须平衡一系列负责的事情，除了：个体员工之间的差异。
6. The selection procedure usually begins with D
A. employment tests
B. a medical examination
C. a supervisory interview
D. completion of an application form
甄选过程通常开始与：候选人填完求职申请表。
7. It is recommended that a diagnosis of poor employee performance focus on all of the following except B
A. skill
B. personality
C. effort
D. external conditions
对于员工比较差的绩效的诊断要基于以下方面，除了：性格。
8. When employees receive a higher rate of pay for all of their work if production exceeds a standard level of output, under which incentive plan are they working? A
A. differential piece rate
B. standard piece rate
C. exception bonus rate
D. individual rate pay
当员工生产的产品超过一个标准数量时他能获得一个更高的单位报酬率，这种薪酬体系是：差额计件工资。
9. Cultural environment includes all of the following except C
A. education/human capital
B. values/ideologies
C. corporate structure
D. religious beliefs
文化环境包括下面所有的内容，除了：企业结构
10. Conducting job analysis is usually the primary responsibility of the D
A. job incumbent
B. line supervisors
C. accounting department
D. HR department
实施工作分析通常是谁的责任：人力资源部
1. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a B
A. promotion
B. transfer
C. lateral move
D. job rotation
把员工放在另外一个岗位上，前后两个岗位的职责、任务、地位、报酬都相似，我们称
之为：平调
2. If employees’ pay is based not on the actual amount of time it takes them to
complete a job but on a predetermined amount of time for completing the job, which incentive plan are they working under? B
A. piece-rate plan
B. standard hour plan
C. time division plan
D. completion pay system.
如果某个员工的报酬不是根据其实际化在每个产品上的时间，而是根据预先规定时间上，这种激励体系为：标准工时工资。
3. Of the following, the one that would not be considered a chief objective most
most benefits programs is C
A. reducing turnover
B. improving employee satisfaction
C. “sidestepping” legal requirements for employee health and safety
D. Attracting and motivating employees
下面哪一个不是大多数福利体系的主要目的：规避法律规定的员工健康和安全。
4. The term used to refer to the language, religion, values and attitudes, politics,
technology, education, and social organization of a nation is C
A 、ritual environment
B 、General environment
C 、Cultural environment
D 、Task environment
我们用来形容一个组织面对的语言、宗教、价值、态度、政治、技术教育、社会因素为：文化环境。
5. Which of the following is not typical method of increasing the power of
employees? C
A. job enlargement
B. enrichment
C. standardization
D. relying on self-managed teams
下面哪一个不是典型的增加员工权利的方法：标准化。
6. Which management group has primary responsibility for the development of
disciplinary policies and procedures? C
A. the legal department
B. top-level management
C. the HR department
D. middle management
哪一个管理团队拥有最主要的责任来开发纪律性的政策和流程：人力资源部。
7. Which of the following is not a phase of a system model of training? B
A. needs assessment
B. motivation assessment
C. program implementation
D. evaluation
下面哪一个不是培训系统模型的一个步骤：动机评估。
8. Which of the following is not a primary impact that technology has had on HRM?
C
A. It has altered the methods of collecting employment information
B. It has sped 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.
下面哪一个不是技术对人力资源管理带来的影响：技术消弱了上级主管的管理角色。
9. A pictorial representation of all organizational jobs along with the numbers of
employees currently occupying those jobs and future employment requirements is called A
A. a staffing table
B. an organization chart
C. a skills inventory
D. career planning
用一种图示方法来显示组织的岗位，同时附上现在雇佣着的员工数量以及未来的雇佣需要，这种图表叫：人员配置表。
10. When determining where training emphasis should be placed, an examination of
the goals, resources, and environment of the organization is known as B
A. task analysis
B. organization analysis
C. resource analysis
D. skills analysis
当确定培训重点，考试的目标、资源和组织环境的检查被称为组织分析
1. An example of a qualitative approach to demand forecasting is B
A. trend analysis
B. the Delphi technique
C. multiple predictive models
D. modeling
对于需求预测的一种量化分析方法是：德尔菲法
2. Services that are offered to employees who are being transferred to different
locations are known as B
A. outplacement services
B. relocation services
C. transfer services
D. adjustment services
企业提供给员工某种服务，帮助他们调任到不同的区域，这种服务称为：重定位服务。
3. Self-appraisals are best for B
A. administrative purposes
B. developmental purposes
C. promotional purposes
D. regulatory purposes
自我评估最好用在：开发。
4. The point system permits jobs to be evaluated on the basis of elements known as B
A. description factors
B. compensable factors
C. skill factors
D. knowledge factors
在记点法里，岗位通过一些基本的要素被评估，这些要素称为报酬要素。
5. 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 C
A. downsizing programs
B. “ headhunting” assistance
C. Outplacement assistance
D. Employee assistance programs(EAPs)
有时候组织会为员工提供一些服务以帮助他们在老的工作和新的工作之间架一座桥梁（找一份新工作），这种服务称为：再就业服务
6. Consultation provided by HR staff should not D
A. be based on managerial expertise
B. be based on technical expertise
C. help managers or supervisors make firm decisions
D. conflict with the goals of the managers or supervisors seeking assistance 人力资源部员工提供的服务不应该于寻求帮助的员工的出发点相矛盾。
7. The examination of the attitudes and activities of a company’s workforce refers to C
A. environmental scanning
B. performing a trend analysis
C. performing a culture audit
D. behavioral modeling
对于组织的劳动力的态度和活动的测量称为文化审计
8. When a combination salary and commission plan is used to compensate sales
employees, the percentage of cash compensation paid in commission is called C
A. a bonus
B. a lump-sum bonus
C. an incentive
D. leverage
当组织用底薪和佣金来为销售人员支付薪酬，佣金的百分比称之为：激励因素。
9. The two principal criteria for determining promotions are D
A. seniority and salary
B. knowledge and skills
C. seniority and knowledge
D. merit and seniority
决定晋升的两个最主要的标准是：绩效和资历。
10. When the multinational corporation sends employees from its home country, these
employees are referred to as D
A. host-country nationals
B. third-country nationals
C. international managers
D. expatriates
当一个跨国公司把员工派到海外，这些员工称为：外派雇员。
1. Executives or managers who coach, advise, and encourage employees of lesser
rank are called C
A. protégés
B. teachers
C. mentors
D. role models
有一些管理者他们对下属培训、建议、指导、鼓励，他们是导师。
2. Objectives accomplished through job analysis include all of the following except
C
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
通过工作分析达到的目标不包括下面：减少内外部薪酬水平的差距。
3. 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 C
A. HR managers
B. Line managers
C. HR and line mangers
D. Top executives
为组织配备人员、设计工作和团队、开发有技能的员工、找到提升员工绩效的方法、以及其他的人力资源管理活动属于：人力资源部和直线经理的责任。
4. 360-degree feedback might be used for the following except D
A. personal development
B. appraisal
C. pay
D. recruitment
360度反馈法不能用作：招聘
5. An employer wishing to set up the job classification system of job evaluation would have to C
A. establish a point plan to evaluate all job
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
如果一个雇主希望建立工作分类的工作评价体系他应该：定义不同工作等级附上各种责任、技能、知识、能力。
6. Which of the following isn’t a form of performance-based compensation? C
A. piece-rate
B. profit-sharing
C. minimum wage
D. lump-sum bonuses
下面哪一个不是以绩效为基础的薪酬方式：最低工资。
7. The performance measures that might be used for performance-based compensation include the following except A
A. individual work time
B. departmental productivity
C. unit profitability
D. the overall organization’s profitability
能用作以绩效为基础的薪酬体系的绩效测评，不包括下面哪一项：个人工作时间。
8. 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
训练是一种在职培训，用来提升员工技能、知识、和态度
9. An organization wishing to establish greater job-staffing flexibility would likely
use which pay system? B
A. straight pay
B. skill-based pay
C. incentive pay
D. two-tier pay
如果组织希望打造更灵活的工作-员工匹配，那因采取哪种薪酬方式：以技能为基础的薪酬方式。
10. Human capital of firm include the following except
A. the knowledge 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
人力资源不包括：组织员工的行为。
D