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1
一、英汉互译（每题2分，共30分） 1. Behavior modeling 2. Employee leasing 3. Factor comparison system 4. Graphic rating-scale method 5. Panel interview 6. Replacement charts 7. Selection 8. Vesting
9. Team leader training 10. Profit sharing 11. 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. 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
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享 11. Psychological support 12. Skill-based pay 13. Web-based training 14. Key jobs 15. Job enlargement 二、单项选择（每题2分，共20分）
1. Executives or managers who coach, advise, and encourage employees of lesser rank are called . A. protégés B. teachers C. mentors D. role models
D. the HR manager?s preferences
2. As an appraiser, you should try to do all of the following except . A. minimize criticism
B. change the person, not the behavior C. focus on solving problems D. be supportive
3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except . A. social and business etiquette B. cultural values and priorities C. political structure and current players D. cultural trends
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4. Questions contained in structured job interviews should be based on . A. job analysis B. job design C. job specialization D. job utilization
5. Outplacement services are . A.useful methods of attracting individuals into a career B.designed to help terminated employees find a job elsewhere C.rarely given to executive employees D.vital parts of any career management system
6. Which of the following is not a core skill that is critical for success abroad? . A. physical fitness and mental maturity B. effective delegatory skills C. prudent decision-making skills D. cultural adaptability
7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? . A. trait method B. results method
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C. behavior method D. attitudinal method
8. Compensation programs that compensate employees for the knowledge they possess are known as . A. skill-based pay plans B. performance-based pay plans C. merit-based pay plans D. seniority-based pay plans
9. 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 jobs B.use a classroom-oriented approach so employees learn by lectures C.provide feedback on employees? progress D.relate the training to the employees? goals
10. Which of the following is not true of self-ratings of performance? . A. They are beneficial when managers seek to increase the employee?s involvement in the review process
B. Critics argue that self-ratings are more lenient
C. Research has shown that self-ratings are as valid as, if not more valid than, test scores
D. They are free of most biases that other rating sources may have
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Answer:
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）
The promotion and 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 financial 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-sharing 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 could 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;
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