HR专业英语10套(师)(7)

上海市职业资格鉴定

《企业人力资源管理人员》（人力资源管理师）

专业英语试卷5

一、英汉互译（每题2分，共30分） 1. Action steps 2. Career curves 3. Diversity training

4. Group mentoring program 5. High-leverage training 6. Job specification 7. Markov analysis

8. Outplacement counseling 9. Reengineering

10. Skill inventories 11. 360度反馈 12. 薪资调查 13. 绩效管理 14. 面试 15. 道德 Answer:

1. 行动步骤 2. 职业曲线3. 多元化培训 4. 群体指导计划 5. 高层次培训 6. 工作规范 7. 马克夫分析法 8. 重新谋职咨询 9. 流程再造 10. 技能量表 11. 360-degree feedback 12. Wage and salary survey 13. Performance management 14. Interview 15. Ethics 二、单项选择（每题2分，共20分）

1. During the selection procedure, an applicant may be rejected . A. after the preliminary interview

B. after completing the application blank C. after selection test results are received D. at any step in the procedure

2. Which type of training allows students to get real-world experience in organizations while still receiving college credit? . A. vestibule training

B. apprenticeship training C. internships

D. college training

3. Self- appraisals are best for . A. administrative purposes B. developmental purposes C. promotional purposes D. regulatory purposes

4. An employer wishing to set up the job classification system of job evaluation would have to .

A. establish a point plan to evaluate all jobs

B. rank jobs according to the beliefs of committee members

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C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability

D. evaluate jobs with the use of a job evaluation scale

5. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called . A. a bonus

B. a lump-sum bonus C. an incentive D. leverage

6. To enhance the degree of rareness in employee skill and abilities, organizations should develop competencies in their employees that . A. can be transferred to other organizations B. can be duplicated

C. provide generic skills that are widely valued D. are not equally available in the labor market

7. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .

A. downsizing programs

B. “headhunting” assistance programs C. outplacement assistance

D. employee assistance programs(EAPs)

8. Organizations like to hire older workers because . A. they have proven employment experience B. they learn faster

C. they have better safety records

D. they do not require medical benefits

9. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as . A. task analysis

B. organization analysis C. resource analysis D. skills analysis

10. While a career development program requires special processes and techniques, a basic requirement is . A. task analysis B. role modeling

C. management support D. a promotion policy Answer:

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

（一）

Piece-rate, wage incentive plans, profit-sharing, and lump-sum bonuses are all

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forms of performance-based compensation. What differentiates these forms of pay from more traditional plans is that instead of paying a person for time on the job, their pay is adjusted to reflect some performance measure. That might be individual productivity, work group or departmental productivity, unit profitability, or the overall organization’s profit performance. Two of the more widely used of the performance-based compensation plans are piece-rate wages for production workers and annual performance bonuses based on corporate profits for senior executives. In piece-rate pay plans, workers are paid a fixed sum for each unit of production completed. When an employee gets no base salary and is paid only on what he or she produces, this is a pure piece-rate plan. People who work ball parks selling peanuts and soda pop frequently are paid this way. They might get to keep twenty-five cents for every bag of peanuts they sell. If they sell 200 bags during a game, they make $50. If they sell only forty bags, their take is a mere $10. The harder they work and the more peanuts they sell, the more they earn. Many organizations use a modified piece-rate plan, where employees earn a base hourly wage plus a piece-rate differential. So a legal typist might be paid $6 an hour plus twenty cents per page. Such modified plans provide a floor under an employee’s earnings, while still offering a productivity incentive.

For years, senior corporate executives received regular increases in their pay, regardless of their company’s success or failure. More top executives than ever are now finding their compensation linked directly to corporate performance. When things go well for a firm, it is assumed that management had a large part in that outcome, so they should share in the good times. For example, Charles Lazarus, chairman of Toys ‘R’ Us Inc., earns a base salary of $315 000 a year. Because his contract provides him an annual performance bonus of one percent of all pretax profits over $321 million – a full twenty percent jump from 1988 – Lazarus pocketed over $3 million in performance pay. Of course, in a bad year, executives may get no bonus at all.

1. Which of the following isn’t a form of performance-based compensation? . A. piece-rate B. profit-sharing C. minimum wage D. lump-sum bonuses

2. The performance measures that might be used for performance-based compensation include the following except . A. individual work time

B. departmental productivity C. unit profitability

D. the overall organization’s profitability

3.According to the passage, which one of the following statements about piece-rate pay plans is false? .

A. Workers are paid a unstable sum for each unit of production completed.

B. If an employee gets no base salary and is paid only on what he or she produces, he or she is involved in a pure piece-rate plan.

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C. The harder employees work, the more they earn. D. A modified piece-rate plan make employees earn a base hourly wage plus a piece-rate differential.

4. About the compensation plan for senior executives, the author might most likely agree that .

A. The more widely used of the performance-based compensation plan is piece-rate wages.

B. Based on the performance bonuses, senior corporate executives will receive regular increases in their pay, regardless of their company’s success or failure. C. The performance-based compensation plan assume that management had a large part in corparate outcomes, so they should share in the good times.

D. If the company use the performance-based compensation plan, in a bad year, executives may get no compensation at all.

5. The best title for this passage might be .

A. The performance measures for performance-based compensation B. Linking performance-based compensation and expectancy theory C. Performance-based compensation in practice D. What is performance-based compensation Answer:

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

（二）

Coaching is a personal on-the-job technique designed to develop individual skills, knowledge, and attitudes. The term is usually reserved for management or supervisory training where informal but planned encounters take place between managers and subordinates.

The agenda for such meetings may be based on a performance review system, which includes some elements of management or objectives or target setting. This would identify strengths to be developed or weaknesses in performance to be overcome, and the counseling sessions that should be part of the performance review process would indicate career development needs and the additional knowledge or skills that can be acquired on the job.

Coaching is even more effective if it can take place informally as part of the normal process of management. This type of coaching, as suggested by Hawdon Hague, consists of:

?

Making a subordinate aware of how he or she is managing by,

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for example, asking questions on how well he or she has thought through what is being done. ? ? ? ?

Controlled delegation.

Using whatever situations arise as teaching opportunities. Setting individual projects and assignments.

Spending time in looking at higher level problems as well

as discussing the immediate job.

Coaching may be informal, but it has to be planned. It is not simply going from time to time to see what a subordinate is doing and advising how to do it better. Neither is it occasionally telling a subordinate where he or she has gone wrong and throwing in a lecture for good measure. So far as possible, coaching should take place within the framework of a general plan of the areas and direction in which the subordinate should be developed.

Coaching should provide motivation, structure, and effective feedback, if the coacher is skilled, dedicated, and able to develop mutual confidence. Its success depends on a clear definition of work and training objectives, and this can be a time-consuming process; ultimately, success depends on managers and supervisors recognizing that it is one of their key responsibilities and they should be encouraged and trained to do it.

1. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes. A. on-the-job B. off-the-job C. web-based training D.classroom training

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