2023年助理人力资源管理师英语试卷.doc

助理人力资源管理师英语试卷
一、英汉互译（每题2分， 共30分。）

 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.   工作构造  13. 外包   14.   纪律   15.   就业许可证

ANSWERS1.  1. 人力资源计划 2. 奖金 3. 职业 4. 甄选 5. 员工 6. 团体 7. 劳动力市场 8. 工作分析 9. 培训 10. 协议 11.point system　12.job structure　13.outsourcing　14.discipline　15. work permit/certificate

二、选词填空（每题1分， 共10分。）
  A.  job analysis B. job evaluation C. task analysis
D.    mediator E. validity F. reliability
G.    creativity H. appraisal accuracy I.  wage survey
J.      human resources planning

1.      To estimate a test’s consistency or ______, you could administer the same test to the same people at two different points in time, comparing their test scores at time 2 with their scores at time 1.

2. A ______ serves primarily as a fact finder and to open up a channel of communication between the parties.

3. The simplest ______  method ranks each job relative to all other jobs, usually based on some overall factor like “job difficulty.”

4. When job evaluation and ______ data are used jointly, they serve to link the likelihood of both internal and external equity.

5. Interviews, questionnaires, observations, and diary/logs are the most popular methods for gathering ______  data.

6.  The test has ______ to the extent that the people with higher test scores perform better on the job.

7. Rater training is no panacea for reducing rating errors or for improving ______ . 

8. A key component of ______  is forecasting the number and type of people needed to meet organizational objectives.

9. The second step in training-needs assessment is ______   which involves reviewing the job description and specification.

10. A modest level of stress may even lead to more ______  if a competitive situation results in new ideas being generated.

Answer:
1. F 2. D 3. B 4. I 5. A 6. E 7. H 8. J 9. C 10. G

三、单项选择（每题3分， 共30分。）

1.People who contribute to the job analysis process include the following,           except for the:
A.     stockholder
B.     job analyst
C.    employees
D.    supervisor
2.The suitability of college graduates for technical and managerial positions often depends on their:
A.     dental records
B.     ethnic background
C.    religious belief
D.    major field of study
3.A statement of the knowledge, skills, and abilities required to perform a job is a:
A. job requirement
B. job specification
C. job position
D. job objective
4.The extent to which two or more methods yields similar results or are consistent is referred to as:
A.     validity
B.     reliability
C.    truth
D.    similarity
5.The selection procedure usually begins with:
A. employment tests
B. a medical examination
C. a supervisory interview
D. completion of an application form
6. The primary reason organizations train new employees is to:
A.     increase their knowledge, skill, and ability level
B.     help trainees achieve personal career goals
C.    comply with government regulations
D.    improve the work environment
7. Research has shown that performance appraisal are used most widely as a basis for:
A.     transfer
B.     criticism
C.    assessment centers
D.    compensation decisions
8.It is recommended that a diagnosis of poor employee performance focus on all of the following             except:
A. skill
B. personality
C. effort
D. external conditions
9.Job evaluation systems provide for internal equity and serve as the basis for:
A.     wage-rate determination
B.     job analysis
C.    training plan
D.    career plan
10.All of the following are common causes of workplace stress except:
A. excessive job pressures
B. high workloads
C. disagreements with managers
D. empowerment

四、阅读理解（每题3分， 共30分。）
（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 Description

Job Title: Supervisor of Data Processing Operations
Status: Exempt Job Code: 012.168
Date: June 3, 2003 Plant/Division: Olympia, Inc.–Main office
Written By: Arthur Allen Section: Data Processing-Systems
Approved By: Juanita Gates Level: 12 Points: 736
Pay Range: $16,760 – $20,760
Title of Immediate Supervisor: Manager of Information Systems
Job 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 group members.
(b) Directs training involving teaching, demonstrating, and/or advising users in productive work methods and effective communications with data processing.
3. Reads and analyzes a wide variety of instructional and training information.
4. Plans , directs, and controls a wide variety of operational assignments by 5 to 7 subordinates; works closely with other managers, specialists, and technicians in Information Systems as well as with managers in other departments.
( a ) Receives, interprets, develops, and distributes directives ranging from 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 variety of units and organizations.
( a ) Communicates both personally and impersonally, through oral or written directives and memoranda, with all involved parties.
( b ) Attends local meetings of professional organizations in the field of data processing.

1. According to the passage, the immediate supervisor’s title is also shown in the
___________ section as is information regarding the job’s salary and / or pay scale.
( A ) job summary ( B ) job identification
( C ) job relationships ( D ) job title

2. It would appear from the passage that ___________ permits easy referencing of
all jobs since it represents important characteristics of the job.
( A ) job code ( B ) job status
( C ) pay range ( D ) job summary

3. According to the Sample Job Description in the passage, when a supervisor of data processing operations is at work, he or she ___________ .
( A ) doesn’t need to report to the immediate supervisor
( B ) needs to attend business meetings at least once a week
( C ) doesn’t need to explain directives to his or her subordinates
( D ) needs to show others how to communicate with data processing

4. In the figure the duty “reads and analyzes a wide variety of instructional and training information ” can be further defined as follows, not including ___________ .
( A ) ensures that work group members receive specialized training as necessary in the proper functioning or execution of procedures and methods
( B ) applies latest concepts and ideas to changing organizational requirements
( C ) assists in developing and / or updating manuals, procedures, specifications, etc., relative to organizational requirements and needs
( D ) assists in the preparation of specifications and related evaluations of supporting software and hardware

5. The author of the passage would most likely agree that ___________ .
( A ) a job description should portray the work of the position so well that the
duties are clear with reference to other job descriptions
( B ) a job description should have fixed format for defining a position
( C ) for writing up job descriptions, we should select the most specific words
to show the kind of work and the degree of complexity
( D ) long statements usually best accomplish the purpose when we are
writing up job descriptions

answer:

1. B 2. A 3. D 4. A 5. C

（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 Problems
Problems 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 about performance.
②    Irrelevant or subjective standards. Standards should be established by analyzing the job output to ensure that standards are job related.
③    Unrealistic standards. Standards are goals with motivating potential. Those that are reasonable but challenging have the most potential to motivate.
④    Poor measures of performance. Objectivity and comparison require that progress toward standards or accomplishment of standards be measurable. Example of measurable standards include quantifiable measures such as 10 rejects per 1,000 units or 10 sales per 100 calls, as well as qualitative measures, such as projects completed or 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 be communicated to the employee in order for the performance evaluation 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 the primary purpose of performance evaluations. The use and weighting of multiple criteria as well as the frequency of evaluation also present problems.

1. In writing about the subject, the author of this passage apparently ___________ .
( A ) gloats over the errors of some supervisors
( B ) slyly introduces the fact that there is no necessity to appraise performance
( C ) wants to share his opinions on how to appraise performance effectively
( D ) remains cautiously optimistic about performance appraisals

2. According to this passage, we may conclude that to result in the success of performance appraisals ___________ .
( A ) supervisors and their subordinates should agree on duties and job standards of the employees
( B ) plans are made for any development that is required when defining the job
( C ) a supervisor might rate all subordinates “fair”
( D ) supervisors have to make decision whether or not they should let their subordinates know the standards of some appraisals

3. The author of this passage would probably agree with which of the following ?
( A ) The traits and degrees of merit must be open to interpretation in order to avoid unclear standards in performance appraisals
( B ) Different supervisors would probably define “quality of work ” differently
( C ) The best way to avoid unclear standards in performance appraisals is to rank employees instead of using a graphic rating scale
( D ) We don’t need to develop and include descriptive phrases to define each trait.

4. By “ halo effect ” the author means ___________ .
( A ) the tendency to allow individual differences to affect the appraisal rates employees receive
( B ) the problem that occurs when a supervisor has a tendency to rate all subordinates either high or low
( C ) the tendency to rate all employees average
( D ) the influence of a rater’s general impression on ratings of specific rate qualities

5. In this passage , the author implies all the following aspects which would probably present problems on performance appraisal except that ___________ .
( A ) some supervisors tend to rate all their subordinates consistently high
( B ) some supervisors tend to rate all their subordinates consistently low
( C ) an employee’s previous performance can also affect how his or her current performance is perceived
( D ) a job description often isn’t sufficient to clarify what the supervisors want their subordinates to do.

answer:
  1. C 2. A 3. B 4. D 5. B