HR专业英语10套(师)(3)

1.B 2.A 3.A 4.A 5.C 6.C 7.C 8.B 9.C 10.B 三、阅读理解（每题3分，共30分）

（一）

Demand forecasting is the process of estimating the future numbers of people required and the likely skills and competences they will need. The ideal basis of the forecast is an annual budget and longer-term business plan, translated into activity levels for each function and department or decisions on ‘downsizing’, in a manufacturing company the sales budget is translated into a manufacturing plan giving the numbers and types of products to be made in each period. From this information the number of hours to be worked by each skill category to make the quota for each period can be computed.

The demand forecasting techniques that can be used to produce quantitative estimates of future requirements are described below.

Managerial or expert judgement This is the most typical method of forecasting. It simply requires managers or specialists to sit down, think about future workloads, and decide how many people are needed. This can be no more than guesswork unless there is reliable evidence available of forecast increases in activity levels or new demands for skills.

Ratio-trend analysis This is carried out by studying past ratios between, say, the number of direct (production) workers and indirect (support) workers in a manufacturing plant, and forecasting future ratios, having made some allowance for changes in organization or methods.

Work study techniques Work study techniques can be used when it is possible to apply work measurement to calculate how long operations should take and the number of people required. Work study techniques for direct workers can be combined with ratio-trend analysis to calculate the number of indirect workers needed.

Forecasting skill and competence requirements Forecasting skill requirements is largely a matter of managerial judgement. This judgement should, however, be exercised on the basis of a careful analysis of the impact of projected product-market developments and the introduction of new technology, either information technology of computerized manufacturing. 1. Demand forecasting is the process of estimating the following except .

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A. the future numbers of people required B. the likely skills people will need

C. the likely competences people will need D. the future numbers and types of products

2.Which of the following about demand forcasting in a manufacturing company is false? . A. The ideal basis of the forecast is an annual budget and longer-term business plan. B. The forecast can’t be based on decisions on ‘downsizing’. C. The sales budget should be translated into a manufacturing plan.

D. The number of hours to be worked by each skill category to make the quota for each period can be computed.

3. Which of the following demand forecasting techniques can’t be used to produce quantitative estimates of future requirements? . A. Managerial or expert judgement B. Ratio-trend analysis C. Critical incident method D. Work study techniques

4. The author of this passage might disagree that .

A. Managerial or expert judgement can be a guesswork if there is reliable evidence available of forecast increases in activity levels or new demands for skills. B. When ratio-trend analysis is being carried out, we needn’t consider changes in organization. C. Work study techniques for direct workers can be combined with ratio-trend analysis to calculate the number of indirect workers needed.

D. Forecasting skill requirements is largely a matter of managerial judgement. 5. This article might most likely be extracted from the paper about . A.human resource planning B.recruitment and replacement C.compensation and incentive D.training and development Answer:

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

（二）

Flexible benefits allow employees to pick and choose from among a menu of benefit options. The idea is to allow each employee to choose a benefit package that is individually tailored to his or her own needs and situation. They replace the traditional “one-benefit-plan-fits-all” programs that have dominated organizations for fifty years.

The average organization provides fringe benefits worth approximately forty percent of an employee’s salary. But traditional benefit programs were designed for the typical employee of the 1950s – a male with a wife and two children at home. Less than ten percent of employees now fit this stereotype. Twenty-five percent of

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today’s employees are single and a third are part of two-income families without any children. As such, these traditional programs don’t tend to meet the needs of today’s more diverse workforce. Flexible benefits, however, do meet these diverse needs. An organization sets up a flexible spending account for each employee, usually based on some percentage of his or her salary, and then a price tag is put on each benefit. Options might include inexpensive medical plans with high deductibles; expensive medical plans with low or no deductibles; hearing, dental, and eye coverage; vacation options; extended disability; a variety of savings and pension plans; life insurance; college tuition reimbursement plans; and extended vacation time. Employees then select benefit options until they have spent the dollar amount in their account. Giving all employees the same benefits assumes all employees have the same needs. Of course, we know this assumption is false. So flexible benefits turn the benefits’ expenditure into a motivator.

Consistent with expectancy theory’s thesis that organizational rewards should be linked to each individual employee’s goals, flexible benefits individualize rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs. That flexible benefits can turn the traditional homogeneous benefit program into a motivator was demonstrated at one company: Eighty percent of the organization’s employees changed their benefit packages when a flexible plan was put into effect.

1. Organizations had been using the “one-benefit-plan-fits-all” programs for years. A.30 B.40 C.50 D.60 2. According to the passage, of today’s employees are single and are part of two-income families without any children. A.1/4,1/3 B.1/3,1/4 C.1/5,1/3 D.1/4,1/2

3. Benefit options employees can select include the following except . A. inexpensive medical plans with high deductibles B. expensive medical plans with high deductibles C a variety of savings and pension plans D. college tuition reimbursement plans

4. The author of this passage would most likely agree that . A. The “one-benefit-plan-fits-all” programs assumes all employees have different needs.

B. This assumption all employees have the same needs is true.

C. Flexible benefits are inconsistent with expectancy theory’s thesis D. Flexible benefits turn the benefits’ expenditure into a motivator.

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5.From this passage, we can infer that .

A. The domination of “one-benefit-plan-fits-all” programs has been replaced by flexible benefits.

B. The domination of “one-benefit-plan-fits-all” programs will be replaced by flexible benefits.

C. Employees can select benefit options when they have spent the dollar amount in their account. D. The traditional benefit programs are designed for the typical employees who belong to two-income families without any children. Answer:

1.C 2.A 3.B 4.D 5.A 四、写作（共20分）

假设你所在的公司今年从人才市场物色了一位销售经理，经过几轮面试后，公司决定录

用，从今年7月1日开始上班,除节假日外每天的工作时间为8：30－17：00，起薪为每月4000元，试用期3个月。现在需要你为这位销售经理拟定一份录用通知书（Letter Confirming Employment），请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。(凡涉及到人名，均用XXX表示，请勿用真实姓名。)

Answer:(only for reference)

Letter Confirming Employment

Dear XXX:

I am pleased that you have accepted the position of sales manager at our company, starting on July 1 . You shall perform the following duties and have the following responsibilities: Participate in formulating marketing strategy; Formulate annual sales plan;

Ensure that the goals of sales will be fulfilled; Supervise and evaluate subordinates; Direct and controll the sales expenditure; Deal with some special sales;

Deal with the complaints of customers.

Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.

Subject to statutory holidays, your working hours are from 8:30 to 17:00 .

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Your starting salary/wage is RMB 4000/month . You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.

Your supervisor is XXX . Please see him/her on your first day and he/she will help you get settled.

I look forward to working with you. If you have any questions, please do not hesitate to contact me. Yours truly (Name) XXX (Title) XXX

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