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1、上海市职业资格鉴定企业人力资源管理人员专业英语试卷1一、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Answer:1. 行为模拟 2.
2、员工租借3. 因素比较法 4. 图式评估法 5. 小组面试 6. 替换表 7. 甄选 8. 既得利益 9. 团队领导培训 10. 利润分享 11. Psychological support 12. Skill-based pay 13. Web-based training 14. Key jobs 15. Job enlargementAnswer:1.C 2.B 3.D 4.A 5.B 6.B 7.C 8.A 9.B 10.DAnswer:1.D 2.A 3.C 4.B 5.DAnswer:1.D 2.B 3.C 4.A 5.C二、单项选择（每题2分，共20分）1. Executives
3、 or managers who coach, advise, and encourage employees of lesser rank are called .A. protgsB. teachersC. mentorsD. role modelsD. the HR managers preferences2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on so
4、lving problemsD. be supportive3. 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. Questi
5、ons contained in structured 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 execut
6、ive employeesD.vital 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 delegatory skillsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for
7、 a performance appraisal 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. sk
8、ill-based pay plansB. 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-
9、oriented approach 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 pr
10、ocessB. Critics 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 haveAnswer:1.C 2.B 3.D 4.A 5.B 6.B 7.C 8.A 9.B 10.D三、阅读理解（每题3分，共30分）（一）2329The promotion a
11、nd development of performance management processes by HR can make 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 fina
12、ncial or non-financial means. Performance management reviews can identify 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-s
13、haring to individuals, so that they understand what they are expected 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 c
14、ould be used as a basis for agreeing competency requirements and 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 m
15、eetings to exchange relevant information and knowledge;. Builds networks 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 dimensions, one of which is their contribution to and utilization of the knowledge asset of the firm. At Bain, partners are evaluated each yea
