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3
一、英汉互译（每题2分，共30分） 1. Wage-rate compression 2. Vesting 3. Arbitrary
4. Behavior-based program 5. Coach
6. Differential piece rate 7. Functional job analysis, FJA 8. Group mentoring program 9. Job ranking system 10. Management forecasts 11. 在职培训 12. 工资水平 13. 招募 14. 任务分析 15. 学习型组织 Answer:
1. 工资压缩 2. 既得利益 3. 仲裁 4. 行为改变计划 5. 教练 6. 差额计件工资 7. 职能工作分析 8. 群体指导计划 9. 工作重要性排序
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法 10. 管理预测 11. On-the-job training, OJT 12. Pay level 13. Recruitment 14. Task analysis 15. Learning organization 二、单项选择（每题2分，共20分）
1. When setting performance measures for incentive systems, we can say that the best measures are . A. quantitative, simple to understand, and show a clear relationship between output and reward
B. qualitative, flexible, and create competition between employees C. those that allow employers to “ratchet up ” standards and base rewards on qualitative standards
D. those that reduce administrative costs, determine rewards based only on quantity, and reward only exceptional employees
2. To facilitate an egalitarian environment, which of the following HR practices should managers implement? . A. team-based training B. HRIS technologies C. profit sharing D. team-based selection
3. If a job analyst doubt the accuracy of information provided by employees, he or she should . A. challenge the employees with their false statements B. report them to their supervisors
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C. turn the task of job analysis over to someone with more HRM experience
D. obtain additional information from them or from their supervisors 4. Reasons for not hiring from within include all of the following except . A. motivational concerns
B. lack of qualified internal candidates C. a need for new ideas
D. the risk of “employee cloning ”
5. Executives or managers who coach, advise, and encourage employees of lesser rank are called . A. protégés B. teachers C. mentors D. role models
6. Which of the following is an example of a well-written performance standard? . A. Desk clerks are expected to check out approximately fifteen customers every half-hour
B. Customer service representatives should be energetic and pleasant to customers
C. Resident dorm advisers should be easily accessible to students
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D. Police should respond to a call within a short period of time
7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except . A. skill B. performance C. mental effort D. responsibility
8. An incentive plan is more likely to succeed in an organization when all of the following are true except . A. employees? morale is high
B. employees believe they are being treated fairly C. there is harmony between employees and management D. employees believe that incentive payment are deferred
9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual?s appraisals on information from . A. host-country evaluations B. home-country evaluations
C. both home- and host-country evaluations D. peer evaluations
10. Human capital of a firm include the following except . A. the knowledge of a firm?s workers
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B. skills of a firm?s workers C. the expertise of a firm?s workers D. the behavior of a firm?s workers Answer:
1.A 2.C 3.D 4.A 5.C 6.A 7.B 8.D 9.C 10.D 三、阅读理解（每题3分，共30分）
（一）
The steps in doing a job analysis are as follows: Step 1
Start by identifying the use to which the information will be put, since this will determine the type of data you collect and the technique you use to collect them.
There are many methods for collecting job analysis data; they range
from
qualitative
interviews
to
highly
quantified
questionnaires. Some techniques - like interviewing the employee and asking the person what the job entails and what his responsibilities are - are uniquely suited for uses like writing job descriptions and selecting employees for the job. Other job analysis techniques such as position analysis questionnaires do not provide descriptive information for job descriptions, but do provide numerical ratings for each job; these can then be used to compare jobs with one another for compensation purposes. Your first step should therefore be to determine the use of the job analysis information. Then you can decide how to collect the information. Step 2.
Next, review available information such as organization charts, process charts, the job descriptions. Organization charts show you
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