助理人力资源管理师英语阅读理解.doc

助理人力资源管理师英语阅读理解

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阅读理解（每题3分，共30分）--第一套
（一）
Bargaining in good faith is the cornerstone of effective labor management relations. It means that both parties communicate and negotiate. It means that proposals are matched with counterproposals and that both parties make every reasonable effort to arrive at an agreement. It does not mean that either party is compelled to agree to a proposal. Nor does it require that either party make any specific concessions.
When is bargaining not in good faith? As interpreted by the NLRB and the courts, a violation of the requirement for good faith bargaining may include the following:
1. Surface bargaining. This involves merely going through the motions of bargaining without any real intention of completing a formal agreement.
2. Concession. Although no one is required to make a concession, the court’s and NLRB’s definitions of good faith suggest that a willingness to compromise is an essential ingredient in good faith bargaining.
3. Proposals and demands. The NLRB considers the advancement of proposals as a positive factor in determining overall good faith.
4. Dilatory tactics. The law requires that the parties meet and “confer at reasonable times and intervals”. Obviously, refusal to meet at all with the union does not satisfy the positive duty imposed on the employer.
5. Imposing conditions. Attempts to impose conditions that are so onerous or unreasonable as to indicate bad faith will be scrutinized by the board.
6. Unilateral changes in conditions. This is viewed as a strong indication that the employer is not bargaining with the required intent of reaching an agreement.
7. Bypassing the representative. An employer violates its duty to bargain when it refuses to negotiate with the union representative. The duty of management to bargain in good faith involves, at a minimum, recognition that this statutory representative is the one with whom the employer must deal in conducting bargaining negotiations.
8. Commission of unfair labor practices during negotiations. Such practices may reflect poorly upon the good faith of the guilty party.
9. Providing information. Information must be supplied to the union, upon request, to enable it to understand and intelligently discuss the issues raised in bargaining.
10. Bargaining items. Refusal to bargain on a mandatory item (one must bargain over these) or insistence on a permissive item (one may bargain over these) is usually viewed as bad faith bargaining..
1. Bargaining in good faith does not mean that .
A. both parties communicate and negotiate
B. proposals are in line with counterproposals
C. both parties make great effort to reach an agreement
D. either party must agree to a proposal
2. According to the interpretion of the NLRB and the courts, bargaining may be in good faith when .
A. Both parties have no real intention of completing a formal agreement.
B. Both parties are willing to compromise.
C. Employers refuse to meet with the union.
D. Both parties attempt to impose unreasonable conditions.
3. Which of the following isn’t a positive factor in determining overall good faith? .
A. a willingness to compromise
B. the advancement of proposals
C. unilateral changes in conditions
D. providing information
4. From this passage, we can conclude that .
A. It isn’t mandatory to meet and “confer at reasonable times and intervals” for both parties .
B. Employers can refuse to negotiate with the union representative in order to bargain in good faith.
C. Commission of unfair labor practices during negotiations may reflect little good faith of the guilty party.
D. Insistence on a permissive item can bring bargaining in good faith.
5. The best title for the passage might be .
A. what is and when is not bargaining in good faith
B. what is bargaining in good faith
C. when is not bargaining in good faith
D. how to bargain in good faith
Answer:
1.D 2.B 3.C 4.C 5.A
（二）
Fewer 18- to 25-year-olds are entering the work force; this has caused many employers to look into “harnessing America’s gray power”. Is it practical in terms of productivity to keep older workers on? The answer seems unequivocably to be “yes”. Age-related changes in physical ability, cognitive performance, and personality have little effect on worker’s output except in the most physically demanding tasks. Similarly , creative and intellectual achievements do not decline with age and absenteeism drops as age increases. Older workers also usually display more company loyalty than youthful workers, tend to be more satisfied with their jobs and supervision, and can be trained or retrained as effectively as anyone.
Recruiting and attracting older workers generally requires a comprehensive HR retiree effort before the recruiting begins. The aim is to make the company an attractive place in which the older worker can work. Specifically:
Examine your personnel policies. Check to make sure policies and procedures do not discourage recruitment of seniors or encourage valuable older people to leave
Develop flexible work options. These include part-time, shorter-than-30-hour workweeks, consulting or seasonal work, reduced hours with reduced pay, and flextime.
Create or redesign suitable jobs. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service can bid on jobs at lower stress and lower pay levels if they so desire.
Offer or redesign suitable jobs. Allowing employees to pick and choose among benefit options can be attractive to older as well as younger employees.
As one expert puts it, to recruit older workers, the message must be tailored to their way of thinking. Appealing to job qualities they value will attract attention. These include flexible hours, flexible benefits, autonomy, opportunity to meet new friends, and working with people their own age. You might also stress that you value their maturity and experience.
1. Which of the age-related changes will affect worker’s output except in the most physically demanding tasks? .
A. physical ability
B. cognitive performance
C. personality
D. company loyalty
2. “Harnessing America’s gray power,” means that .
A. keeping older workers on
B. recruiting 18- to 25-year-olds
C. attracting minorities
D. encouraging women to enter the work force
3. In order to make the company an attractive place in which the older worker can work, HR staff should do the following except .
A. examine the personnel policies
B. develop flexible work options
C. reward at lower pay levels
D. offer or redesign suitable jobs
4. According to the passage, which of the following isn’t a flexible work option? .
A. shorter-than-30-hour workweeks
B. full-time
C. seasonal work
D. reduced hours with reduced pay
5. From this passage, we can infer that .
A. In America, there is no deficit of work force.
B. Absenteeism is positively related to ages.
C. Flexible work options can be attractive to older workers.
D. To recruit older workers, the message needn’t be in accordance with their way of thinking.
Answer:
1.D 2.A 3.C 4.B 5.C
阅读理解（每题3分，共30分）--第二套
（一）
Japanese management gives a great deal of attention to orientation and training, which is particularly true in the case of regular employees. Pre-employment education generally starts immediately after the person is chosen. The purpose of the program is to (a) familiarize the student with the company; (b) monitor the person’s activities; (c) make the student comfortable with the company; (d) answer questions the person might have; and (e) provide the new hirers with any basic skills training the company feels they require.
The appraisal and compensation system is long-term in orientation and is based on rewarding people for doing a good job over an extended period of time. In the United States employees commonly receive an annual appraisal that indicates whether or not they are doing a good job and, if not, provides feedback related to improving performance or seeking employment elsewhere. In Japan the initial appraisal is typically given at the end of a 7-10 year period. At this point the person learns whether or not he or she is going to be promoted up the ranks of management or not. Those who fail this first major evaluation know that their chances of making the top management ranks are virtually nil.
Compensation in Japan used to be based heavily on seniority, but today merit is becoming more important. In many industries the annual raise is in the 2-4 percent range and often is based heavily on merit factors such as attitude, ability, and cooperativeness. Another feature that distinguishes the Japanese system form many others is the semiannual bonus or wage allowance. This bonus is separate from the annual wage increase and, usually without exception, is paid every year regardless of the state of the economy. The bonus is typically equivalent to 5-6 months’ salary and is paid in midsummer and at the end of the year. Other forms of compensation include housing allowances, daily living support for transportation, meals, uniforms, health care, and cultural and recreational benefits.
1. The purposes of pre-employment education in Japan don’t include .
A. familiarizing the student with the company
B. monitor the person’s activities
C. make the student comfortable with the company
D. provide the new hirers with any knowledge and skills
2. The appraisal and compensation system in Japan is based on .
A. rewarding people for doing a good job over an extended period of time
B. rewarding people for doing a good job over a year
C. rewarding people for doing any job over a long time
D. rewarding people for doing any job over a year
3. In Japan the initial appraisal is typically given at the end of a
year period.
A. 5-10
B. 7-10
C.10-12
D.10-15
4. About compensation in Japan, the author would disagree that .
A. Compensation in Japan are based heavily on merit today.
B. Merit factors include attitude, ability, and cooperativeness.
C. The main feature that distinguishes the Japanese system form many others is the semiannual bonus or wage allowance.
D. The semiannual bonus equals to 5-6 months’ salary.
5. From this passage, we can’t conclude that .
A. In Japan, working for a long time in a company is beneficial to employees.
B. The orientation of appraisal and compensation system in Japan is different from the one in the United States.
C. In the United States, employees who commonly receive an annual appraisal can’t know whether or not they are doing a good job.
D. Employees in Japan may get housing allowances, daily living support for transportation, meals, uniforms, health care, and cultural and recreational benefits.
Answer:
1.D 2.A 3.B 4.C 5.C
（二）
Recruiting is important, because the more applicants you have the more selective you can be in your hiring. If only two candidates apply for two openings, you may have little choice but to hire them. But if 10 or 20 applicants appear, then you can employ techniques like interviews and tests to screen out all but the best.
Some employers use a recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of new employees. In figure 1, the company knows 50 new entry-level accountants must be hired next year. From experience, the firm also knows that the ratio of offers made to actual new hires is 2 to 1; about half the people to whom offers are made accept. Similarly, the firm knows that the ratio of candidates interviewed to offers made is 3 to 2, while the ratio of candidates invited for interviews to candidates actually interviewed has been 4 to 3. Finally, the firm knows that the ratio of new leads generated to candidates actually invited has been 6 to 1; in other words, of six leads that come in from the firm’s advertising college recruiting, and other recruiting efforts, one applicant in six typically is invited to come for an interview. Given these ratios, the firm knows it must generate 1200 leads to be able to invite 200 viable candidates to its offices for interviews. The firm will then get to interview about 150 of those invited, and from these it will make 100 offers. Of those 100 offers, half (or 50 new CPAs) will be hired.

New hirers
Figure 1
50
Recruiting Yield Pyramid

Offers made (2:1)

100

Candidates interviewed (3:2)

150

Candidates invited (4:3)

200

Leads generated (6:1)

1200

The quality of a firm’s recruiting process had a big impact on what candidates thought of the firm. For example, when asked after the initial job interview why they thought a particular company might be a good fit, all 41 mentioned the nature of the job; however, 12 also mentioned the impression made by the recruiters themselves and 9 said the comments of friends and acquaintances affected their impressions. Unfortunately, the reverse was also true. When asked why they judged some firms as bad fits, 39 mentioned the nature of the job, but 23 said they’d been turned off by recruiters. For example, some were dressed sloppily; others were “barely literate”; some were rude; and some made offensively sexist comments.
1. A recruiting yield pyramid might include the following except .
A. Offers made
B. Candidates rewarded
C. Candidates interviewed
D. Leads generated
2. According to the recruiting yield pyramid, if the ratio of new leads generated to candidates actually invited is 5 to 1, the ratio of candidates invited for interviews to candidates actually interviewed is 2 to 1, and the firm want to interview about 100 of those invited, then the firm must generate leads.
A. 200
B. 500
C. 1000
D. 1200
3. According to the recruiting yield pyramid, if the ratio of offers made to actual new hires is 3 to 2, the ratio of candidates interviewed to offers made is 5 to 3, and the firm had interviewed 500, then it can hire .
A. 50

B. 100
C. 150
D. 200
4. From the passage, we can infer that .
A. If only two candidates apply for two openings, you can employ techniques like interviews and tests.
B. The quality of a firm’s recruiting process can influence what candidates thought of the firm.
C. The more applicants you have, the worse your recruitment might become.
D. A recruiting yield pyramid can’t be used to calculate the number of applicants they must generate to hire the required number of new employees.
5. The best title for this passage might be .
A. introduction of recruiting
B. recruiting yield pyramid
C. the quality of recruiting process
D. significance of recruiting
Answer:
1.B 2.C 3.D 4.B 5.A