1、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 CA. job enlargementB. transferC. promotionD. job rotation把一個(gè)員工放在另外的崗位上，以此獲得更高的薪酬和地位，這種方式稱為晉升2. Key jobs have all of the following characteristics except DA. they are im

2、portant ot employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time關(guān)鍵崗位包含下面所有的特征除了這一點(diǎn)：他們的內(nèi)容隨時(shí)間會改變3. A process that goes beyond TQM programs to a more comprehensive approach to p

3、rocess redesign is known as CA. job redesignB. process redesignC. reengineeringD. rightsizing某一個(gè)通過全面質(zhì)量管理來達(dá)到重新設(shè)計(jì)企業(yè)運(yùn)作流程的方法稱為：業(yè)務(wù)流程再造4. The job specification describes job requirements relative to BA. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and phy

4、sical description工作規(guī)范描述了相關(guān)于技能和身體方面的要求5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as BA. task analysisB. organization analysisC. resource analysisD. skills analysis當(dāng)我們決定要把培訓(xùn)重點(diǎn)放在哪里的時(shí)候，我們要對組織的目標(biāo)、資源、環(huán)境

5、進(jìn)行測量，這種測量稱之為組織分析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 CA. the point methodB. job rankingC. the comparison methodD. the Hay profile method有一種工作評估體系，在該體系中，我們把某個(gè)崗位的特定要素與關(guān)鍵

6、崗位的類似要素比較一次來做判定，這種評估體系稱為比較法。7. The final decision to hire an applicant usually belongs to CA. the HR recruiterB. the HR managerC. line managementD. co-workers在招聘活動(dòng)中，要作最后決定是否雇傭一個(gè)候選人，這是直線經(jīng)理的責(zé)任。8. Determining what the content of a training program should be, based on a study of the job duties, is known

7、 as DA. organization analysisB. individual analysisC. job analysisD. task analysis當(dāng)我們要決定要把培訓(xùn)重點(diǎn)放在哪里的時(shí)候，我們要對崗位責(zé)任作分析，這種分析稱為任務(wù)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 CA. down

8、sizing programsB. “headhunting” assistance programsC. Outplacement assistanceD. Employee assistance programs(EAPS)有時(shí)候組織為那些已經(jīng)被終止了雇傭關(guān)系的員工提供服務(wù)來幫助他們到社會上再找到份工作，這種服務(wù)稱為再就業(yè)咨詢。10. Job _B_ form the basis for the administration of applicable employment testsA. outlinesB. specificationsC. requirementsD. details

9、工作規(guī)范組成了雇傭測試管理的基礎(chǔ)。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 _B_A. similarity error 相似的錯(cuò)誤B. halo effect or error 暈輪效應(yīng)C. leniency error 寬大錯(cuò)誤D. single criterion 單一準(zhǔn)則有時(shí)候，評估者們在作評估的時(shí)候，會過多關(guān)注

10、被評估者某一方面的特征，而忽略或影響到對其他方面特征的評估。如果出現(xiàn)這種現(xiàn)象，我們稱評估者犯了暈輪效應(yīng)的錯(cuò)誤。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 AA. the paired comparison 配對比較B. the individual ranking 個(gè)人排名C. the g

11、roup order ranking 組順序排序D. critical incidents 關(guān)鍵事件有一種績效評估的方法，在這種方法里我們把某一個(gè)員工的績效和每一個(gè)其他人比較，能得出更好還是更差，這種方法稱為：配對比較法。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_ A. p

12、erson analysis 個(gè)人分析B. demographic analysis 人口分析C. individual analysis 個(gè)別分析D. group and individual analysis 組和個(gè)人分析當(dāng)我們判斷員工的任務(wù)表現(xiàn)是否能被接受，以及分析個(gè)人和團(tuán)隊(duì)的特征是否能被放入培訓(xùn)環(huán)境，這種分析稱為個(gè)人分析。4. The lines of advancement for an individual within an organization are known as _A_A. career paths 職業(yè)道路B. job progressions 工作進(jìn)展C. ca

13、reer lines 事業(yè)線D. job paths 工作路徑個(gè)體員工在組織內(nèi)前進(jìn)的道路稱為：職業(yè)道路5. Freedom from criterion deficiency of performance appraisals refers to the extent to which _B_A. standards relate to the overall objectives of the organization標(biāo)準(zhǔn)涉及到組織的整體目標(biāo)B. standards capture the entire range of an employees responsibilities標(biāo)準(zhǔn)覆蓋了員

14、工所有的責(zé)任C. individuals tend to maintain a certain level of performance over time個(gè)體傾向于長時(shí)間保持某種程度的表現(xiàn)D. factors outside the employees control can influence performance以外的因素，可以影響員工的控制性能我們在績效考核時(shí)如果沒有犯效標(biāo)不足的錯(cuò)誤，意味著所有的標(biāo)準(zhǔn)覆蓋了員工所有的責(zé)任6. The Hay profile method uses which three factors for evaluating jobs? DA. knowled

15、ge, skill, and responsibility 知識，技能，和責(zé)任B. mental ability, skill, and responsibility 心理能力，技能，和責(zé)任C. knowledge, mental ability, and responsibility 知識，腦力能力，和責(zé)任D. knowledge, mental ability, and accountability 知識、腦力能力和責(zé)任海氏評價(jià)法使用以下哪三個(gè)因素來評價(jià)崗位：知識、腦力能力、責(zé)任心7. Which of the following is not an important component

16、 of a meaningful gainsharing plan? DA. establishing fair and precise measurement standards建立公平的和精確的測量標(biāo)準(zhǔn)B. ensuring that bonus payout formulas are easy to calculate確保獎(jiǎng)金發(fā)放公式很容易計(jì)算C. ensuring that bonus payouts are large enough to encourage future employee effort確保獎(jiǎng)金足以鼓勵(lì)未來員工的努力D. depending on top manage

17、ment to develop the gainsharing program根據(jù)高層管理發(fā)展的利潤分享計(jì)劃下面哪個(gè)選項(xiàng)不是一個(gè)有意義的收益分享計(jì)劃的重要組成部分：依靠高層管理層來開發(fā)收益分享計(jì)劃8. Giving employees more control over decisions about who their co-workers will be is known as _C_A. empowered selection 授權(quán)的選擇B. collaboration 合作C. team selection 團(tuán)隊(duì)的選擇D. group development 組的發(fā)展給與員工更多權(quán)力來

18、選擇他們的合作伙伴，這種方式稱為：團(tuán)隊(duì)選擇9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change? CA. suggestion system .建議系統(tǒng)B. downward communication向下溝通C. attitude survey態(tài)度調(diào)研D. empowerment授權(quán)下面哪種技術(shù)能夠得知員工的觀念以此來做決策和發(fā)起變革：態(tài)度調(diào)研10. Assessing the degree to which w

19、hat employee learned during the training program is translated into enhanced employee performance is known as _C_A results evaluation 結(jié)果評估B reaction evaluation 反應(yīng)評估C behavior evaluation 行為評估D learning evaluation 學(xué)習(xí)評估評估員工在培訓(xùn)項(xiàng)目中學(xué)到的有多少程度轉(zhuǎn)化為更高的績效，這種評估稱為：行為評估1. Eliminating what are deemed to be unnecessa

20、ry layers of management and supervision is know as AA. Delayering扁平化B. Downsizing裁員C. right-sizing 合適的位置D. benchmarking 標(biāo)桿消除組織當(dāng)中那些被認(rèn)為是不必要的層級，這種操作稱為扁平化。2. The changing environments of Human Resource Management include the following except _D_A. work force diversity 勞動(dòng)力的多樣性B. technological trends 技術(shù)的發(fā)

21、展趨勢C. globalization 全球化D. great changes in the nature of work force 勞動(dòng)力本身的巨大變化人力資源管理不斷變化的環(huán)境包括以下內(nèi)容，除了勞動(dòng)力本身的巨大變化3. The aim of human resource planning in any organization might be the following except CA. Attract and retain the number of people required with the appropriate skills, expertise and compet

22、ences 吸引和留住所需的具有合適技能的人的數(shù)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減少對外部招聘的時(shí)候的關(guān)鍵技能供不應(yīng)求，依賴通過制定的保留，以及員工發(fā)展，策略C. Neglect the problems of potential surpluses or deficits of people忽略潛在的勞動(dòng)力冗余或不

23、足的問題D. Develop a well-trained and flexible workforce, thus contributing to the organizations ability to adapt to a uncertain and changing environment制定一個(gè)訓(xùn)練有素的和靈活的勞動(dòng)力，從而有助于組織的能力，以適應(yīng)不斷變化的環(huán)境的不確定性在一個(gè)組織里，人力資源規(guī)劃的目的可能是以下原因，除了忽略潛在的勞動(dòng)力冗余或不足的問題4. Forecasting the supply of people should be based on the followi

24、ng except _B_A. forecast losses to existing resource through attrition 預(yù)測損失的現(xiàn)有資源通過減員B. recruitment plans 招聘計(jì)劃C. the effect of changing conditions of work 工作條件變化的影響D. sources of supply from external labor markets 從外部勞動(dòng)力市場供應(yīng)對于人力資源的供給預(yù)測，應(yīng)該基于以下信息，除了招聘計(jì)劃5. The costs of labor turnover include the followin

25、g except_D_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在招聘中人事和直線管理人員花了時(shí)間機(jī)會成本C. loss arising from reduced input from new starters until they are fully trained 損失減少輸入從新開始直到他們充分的訓(xùn)練。D. indirect cost of training replacements i

26、n the unnecessary skills培訓(xùn)非必要技能的替代成本勞動(dòng)變更的成本包括以下內(nèi)容，除了培訓(xùn)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 _B_A. individual assessment 個(gè)人評估B. competency assessment 能力評估C. organizational a

27、ssessment 組織評估D. job assessment 工作評估員工（特別是做決策的員工）如果要成功完成工作需要掌握一些技能和知識，對于這些技能和知識的評估稱為能力評估7. Which system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades? DA. Hay profile method 海氏分布法B. Job ranking 工作排序法C. Factor comparison method 因素比較法D. Job

28、 classification system 工作分類法哪一種薪酬體系是根據(jù)事先定義好的工資級別來對崗位進(jìn)行分類的：工作分類法8. The purpose of a profit-sharing plan is to _B_A. allow workers to contribute specific knowledge to improving the organization允許工人貢獻(xiàn)的具體知識來提高組織B. motivate a total commitment to the organization as a whole從整體上激勵(lì)整個(gè)組織的承諾C. enable workers t

29、o share in labor cost savings使工人分享節(jié)約勞動(dòng)力成本D. instill commitment to the employees immediate work group將致力于員工的直接工作組利潤分享計(jì)劃的目的是從整體上激勵(lì)整個(gè)組織的承諾9. One of the primary benefits of cross-training employees is that BA. cross-training enables individuals to exert more effort on their job 交叉訓(xùn)練能使個(gè)人對他們的工作施加更大的努力B. c

30、ross-training helps employees identify trouble spots that cut across several jobs交叉訓(xùn)練能幫助員工找到貫穿于幾個(gè)工作的問題點(diǎn)C. cross-training enables managers to spend less time supervising individual performance 交叉訓(xùn)練能使管理者花更少的時(shí)間管理個(gè)人績效D. cross-training enables managers to save more money in labor costs交叉培訓(xùn)使管理人員在勞動(dòng)力成本節(jié)省更多

31、的錢交叉培訓(xùn)員工的一個(gè)最主要的好處是它能幫助員工找到貫穿于幾個(gè)工作的問題點(diǎn)10. Which of the following is not an approach used by organizations to try to lower labor costs? DA. Downsizing 裁員B. Outsourcing 外包C. productivity enhancements 生產(chǎn)率改進(jìn)D. employee development 員工開發(fā)下面哪一個(gè)不是組織用來降低勞動(dòng)成本的方法:員工開發(fā)1. An interview in which an applicant is give

32、n a hypothetical incident and is asked how he or she would respond to it is a_C_A. computer interviewB. panel interviewC. situational interviewD. nondirective interview在一場面試中，求職者被給與了一個(gè)假設(shè)的事件，并且被提問如何應(yīng)對，這樣的面試稱為：情景性的面試。2. The desired outcomes of training programs are formally stated as_C_A. training goa

33、lsB. learning objectivesC. instructional objectivesD. learning goals我們對于培訓(xùn)項(xiàng)目所期望的結(jié)果，被稱為：指導(dǎo)目標(biāo)。3. Career counseling involves talking with employees about all of the following except _B_A. Their current job activities and performanceB. Their past career decisionsC. Their personal and career interests an

34、d goalsD. Their personal skills職業(yè)咨詢涉及到與員工探討一下事項(xiàng)，除了員工過去的職業(yè)決定。4. In most instances, who is in the best position to perform the function of appraising an employees performance? BA. someone from the HR departmentB. the employees supervisorC. the employeeD. co-workers大多數(shù)情況下，要考評一個(gè)員工的績效，誰最有發(fā)言權(quán)的是該員工的上級主管5.

35、The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as_D_A. job determinationB. job diagnosisC. job analysisD. job evaluation通過決定一個(gè)崗位的相對價(jià)值以此來確定工資級別的過程稱為工作評價(jià)6. Profit sharing refers to any procedure by which an employer pays employeesA. an

36、 incentive based on their merit DB. an incentive based on larbor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organizations financial performance利潤分享指的是：雇主根據(jù)組織的財(cái)務(wù)表現(xiàn)向員工發(fā)放當(dāng)即或延期的獎(jiǎng)金。7. All of the following are prevalent r

37、easons for failure among expatriates exceptA. a spouses inability to adapt DB. a managers personalityC. inability to cope with larger responsibilitiesD. distaste for travel下面都是一些常見的外派雇員工作不勝任的原因，除了討厭出差。8. Communication systems should provide accurate information regarding all of the following except_

38、 B _A. business plans and goalsB. employee background and personal dataC. unit and corporate operating resultsD. incipient problems and opportunities溝通體系應(yīng)該提供精確的信息，包括以下內(nèi)容，除了：員工的背景與個(gè)人數(shù)據(jù)。9. Reengineering often requires that managers start from scratch in rethinking all of the following except DA. how w

39、ork should be doneB. how technology and people should interactC. how the entire organization should be structuredD. how organizations should compete業(yè)務(wù)流程再造，通常需要經(jīng)理們從腦子一片混亂開始，仔細(xì)思考一下內(nèi)容，除了一點(diǎn)：組織如何擊敗競爭對手。10. The core job dimension that describes the degree to which a job has a substantial impact on the liv

40、es or work of other people is called CA. skill variety B. task identityC. task significanceD. autonomy能夠描述一個(gè)工作在多大程度上能影響其它人的工作生活質(zhì)量的核心工作緯度是：任務(wù)意義1. Questions contained in structured job interviews should be based on AA. job analysisB. job designC. job specializationD. job utilization包含于結(jié)構(gòu)化的工作面試的問題是基于：工

41、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 DA. Management training seminarB. Executive development programC. In-basket exerciseD. Assessment center讓員工參與到一些場景中，其中很

42、多事與員工日后工作的內(nèi)容很相似，這種方法稱為：評價(jià)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? CA. trait methodB. results methodC. behavior methodD. attitudinal method如果你做績效評估的目的是給與員工提升的反饋，那么你應(yīng)該使用下面哪種方法：基于行為的

43、方法。4. Outplacement services are BA. useful methods of attracting individuals into a careerB. designed to help terminated employees find a job elsewhereC. rarely given to executive employeeD. vital parts of any career management system在就業(yè)咨詢服務(wù)是指：被用來幫助被解除雇傭關(guān)系的員工在組織外找到份工資5. Transnational teams tend to b

44、e AA. focused on projects that span multiple countriesB. comprised of members with generalized skillsC. homogenousD. comprised of members from the same region跨國團(tuán)隊(duì)關(guān)注與那些很跨多個(gè)國家的項(xiàng)目。6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both them

45、selves and the organization as a whole? CA. profit-sharing plansB. employee stock ownership plansC. hourly based pay systemsD. skill-based pay systems下面哪個(gè)薪酬體系沒有關(guān)注那些既對員工自己又對組織有利的績效結(jié)果：小時(shí)工資制。7. The total-quality HR paradigm would likely emphasize all of the following except CA. cross-functional trainin

46、gB. team/group-based rewardsC. autocratic leadershipD. customer and peer performance reviews人力資源基本理論強(qiáng)調(diào)下面的事項(xiàng)，除了：專制領(lǐng)導(dǎo)風(fēng)格。8. A group of employees rotating jobs as they complete the production or service process is called a/an BA. labor bargaining unitB. employee teamC. training-production groupD. employ

47、ee rotation unit 有一群員工，他們完成某個(gè)產(chǎn)品或服務(wù)流程，他們也能夠相互輪換工作，這些員工稱為：員工團(tuán)隊(duì)。9. Notifying applicants of selection decision and making job offers are generally the responsibility of AA. the HR departmentB. the line managerC. the supervisorD. the industrial relations manager把甄選結(jié)果告知求職者、給出錄取通知，這些請示通常是誰的責(zé)任：人力資源部。10. Per

48、formance appraisals are used most widely as a basis for CA. determining training needsB. discharging decisionsC. deciding compensationD. directing performance improvement績效評估用的最多的場合是：決定員工的報(bào)酬。1. All of the following are basic skills needed for successful career management except DA. developing a posi

49、tive attitudeB. establishing goalsC. adopting the mindset of your superiorsD. putting responsibility for your career in the hands of your supervisor下面都是成功的職業(yè)生涯管理的基本技能，除了：把職業(yè)生涯的責(zé)任放在你上級主管的手里。2. Which training method focuses upon learning at the affective level? AA. sensitivity trainingB. apprenticeshi

50、p trainingC. intercultural motivationD. multilingual training下面哪一種培訓(xùn)方法把重點(diǎn)放在情感方面：敏感度培訓(xùn)。3. A total-quality paradigm tends to emphasize which of the following facets of organizational training efforts? BA. job-related skillsB. cross-functional skillsC. functional, technical skillsD. a narrow range of s

51、kills人力資源基本理論強(qiáng)調(diào)組織的培訓(xùn)的那個(gè)方面：跨職能技能4. Performance appraisal methods can be broadly classified as either _ , _, or _ approaches. BA. trait, behavioral, judgmentalB. trait, behavioral, resultsC. behavioral, judgmental, resultsD. behavioral, judgmental, attitudinal 績效評估的方法可以大致分為以下三類：特征法、行為法、結(jié)果法5. When mana

52、gers talk about “going global” they have to balance a complicated set of issues that include all of the following except DA. geographical differencesB. cultural differencesC. legal differencesD. personal differences當(dāng)管理者們提到“走向全球”時(shí)，他們必須平衡一系列負(fù)責(zé)的事情，除了：個(gè)體員工之間的差異。6. The selection procedure usually begins

53、with DA. employment testsB. a medical examinationC. a supervisory interviewD. completion of an application form甄選過程通常開始與：候選人填完求職申請表。7. It is recommended that a diagnosis of poor employee performance focus on all of the following except BA. skillB. personalityC. effortD. external conditions對于員工比較差的績效

54、的診斷要基于以下方面，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? AA. differential piece rateB. standard piece rateC. exception bonus rateD. individual rate pay當(dāng)員工生產(chǎn)的產(chǎn)品超過一個(gè)標(biāo)準(zhǔn)數(shù)量時(shí)他能獲得一個(gè)更高

55、的單位報(bào)酬率，這種薪酬體系是：差額計(jì)件工資。9. Cultural environment includes all of the following except CA. education/human capitalB. values/ideologiesC. corporate structureD. religious beliefs文化環(huán)境包括下面所有的內(nèi)容，除了：企業(yè)結(jié)構(gòu)10. Conducting job analysis is usually the primary responsibility of the DA. job incumbentB. line supervisorsC. accounting departmentD. HR department實(shí)施工作分析通常是誰的責(zé)任：人力資源部1. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approxi