732,000 in 1985. Temporary jobs represented 20% of all the new jobs created in the United States between 1991and 1993.
Contingent staffing owes its growing popularity to several factors. Historically, employers have always used ―temps‖ to fill in for the days or weeks that permanent employees were out sick or on vacation. Increasingly, however, a desire for ever-higher productivity probably explains its growing popularity. In general, as one expert puts it, ―productivity is measured in terms of output per hour paid for‖… and ―if employees are paid only when they‘re working, as contingent workers are, overall productivity increases.‖ Employers also find that by tapping temporary help agencies, they can save the time and expense of personally recruiting and training new workers, as well as the expenses involved in personnel documentation (such as filing payroll taxes and maintaining absence records). As a result, the contingent work force is no longer limited to clerical or maintenance staff: in one recent year almost 100, 000 people found temporary work in engineering, science, or management support occupations, for instance. In fact, growing numbers of firms use temporary workers such as engineers and other professionals to carry out engineering projects, to staff hospitals to meet fluctuating patient loads, and to serve as short-term chief financial officers, for instance. 1. Which of the following isn‘t contingent workers? . A. temporary workers B. part-time workers C. permanent employees D. just-in-time employees
2. About the number or percentage of contingent workers in the U.S. in 1993, which of the following is false? . A. 21 million
B. 17% of the U.S. labor force
C. Slicing the numbers another way, there were 1.7 million D. 20% of employees who worked for all the new jobs
3. Contingent workers are now growing popular because of the following factors except . A. Employers desire for ever-higher productivity.
B. Employers want to fill in for the days or weeks that permanent employees are on vacation. C. Employers can save the time and expense of personally recruiting and training new workers.
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D. Employers can save the expenses involved in filing payroll taxes and maintaining absence records. 4. According to the passage, there are several job areas for contingent workers except . A. permanent jobs B. maintenance C. engineering
D. management support occupations
5. This passage might be extracted from the paper about . A. selection B. recruitment C. outplacement D. replacement Answer:
1.C 2.D 3.B 4.A 5.B
47
上海市职业资格鉴定
《企业人力资源管理人员》（助理人力资源管理师）
专业英语试卷9
一、英汉互译（每题2分，共30分） 1. Boycott
2. Cultural environment
3. Factor comparison system 4. Job posting and bidding 5. Leaderless group discussion 6. Outsourcing 7. Point system 8. Situational interview
9. Strategic human resource management (SHRM) 10. Skill-based pay 11. 任务分析 12. 绩效管理 13. 工作满意度 14. 全球化 15. 仲裁
Answer:
1. 联合抵制 2. 文化环境 3. 因素比较法 4. 工作张贴和申请 5. 无领导小组讨论法 6. 外包7. 积分法 8. 情景面试 9. 战略性人力资源管理 10. 技能工资11. Task analysis 12. Performance management 13. Job satisfaction 14. Globalization 15. Arbitrary 二、选词填空（每题2分，共20分） A. skills B. job description C interaction D. management E. role playing F. work force G. discipline H. rewards I. task J. training 1. Developing a high-trust organization means creating trust between and employees.
2. Retaining knowledge workers is a matter of providing a supportive workplace environment and motivating them through both tangible and intangible . 3. Increased diversity will place tremendous demands on the HR management function. 4. Writing and job specification based on input from department supervisor is the responsibility of HR department.
5. Supervisors should make sure employees are guaranteed fair treatment as it relates to , dismissal and job security.
6. It is important to evaluate in order to assess its effectiveness in producing the learning
48
outcomes.
7. Job rotation can be an inefficient and frustrating method of acquiring additional knowledge and unless it is carefully planned and controlled.
8. In the participants act out a situation by assuming the roles of the characters involved. 9. The basis philosophy of managerial grid training is that the of the individual manager is to achieve production through people.
10. Interactive skills training is defined by Rackham as: ―Any form of training which aims to increase the effectiveness of an individual's with others.‖ Answer:
1.D 2.H 3.F 4.B 5.G 6.J 7.A 8.E 9.I 10.C 三、单项选择（每题2分，共20分）
1. An example of a qualitative approach to demand forecasting is . A. trend analysis
B. the Delphi technique
C. multiple predictive models D. modeling
2. Services that are offered to employees who are being transferred to different locations are known as . A. outplacement services B. relocation services C. transfer services
D. adjustment services
3. Self- appraisals are best for . A. administrative purposes B. developmental purposes C. promotional purposes D. regulatory purposes
4. The point system permits jobs to be evaluated on the basis of elements known as . A. description factors B. compensable factors C. skill factors
D. knowledge factors
5. 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
49
B. ―headhunting‖ assistance programs
C. outplacement assistance
D. employee assistance programs(EAPs)
6. Consultation provided by HR staff should not . A. be based on managerial expertise
B. be based on technical expertise
C. help managers or supervisors make firm decisions
D. conflict with the goals of the managers or supervisors seeking assistance
7. The examination of the attitudes and activities of a company‘s workforce refers to . A. environmental scanning B. performing a trend analysis C. performing a cultural audit
D. behavioral modeling
8. 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
9. The two principal criteria for determining promotions are . A. seniority and salary
B. knowledge and skills C. seniority and knowledge D. merit and seniority
10. When the multinational corporation sends employees from its home country, these employees are referred to as . A. host-country nationals B. third-country nationals C. international managers D. expatriates Answer:
1.B 2.B 3.B 4.B 5.C 6.D 7.C 8.C 9.D 10.D 四、阅读理解（每题3分，共30分）
（一）
Japanese management gives a great deal of attention to orientation and training, which is particularly true in the case of regular employees. Pre-employment education generally starts immediately after the person is chosen. The purpose of the program is to (a) familiarize the student with the company; (b) monitor the person‘s activities; (c) make the student comfortable with the company; (d) answer questions the person might have; and (e) provide the new hirers with any basic skills training the company feels they require.
The appraisal and compensation system is long-term in orientation and is based on rewarding people for doing a good job over an extended period of time. In the United States employees commonly receive an annual appraisal that indicates whether or not they are doing a good job and, if not, provides
50
上海市职业资格鉴定
《企业人力资源管理人员》（助理人力资源管理师）
专业英语试卷1
一、英汉互译（每题2分，共30分） 1. Apprenticeship 2. Career support 3. Outsourcing
4. Database
5. Employee empowerment 6. Goals
7. Human resource information system (HRIS) 8. Job rotation
9. Learning organization 10. Psychological contract 11. 薪资调查 12. 任务分析 13. 招募
14. 绩效管理 15. 工作丰富化
Answer:
1. 学徒制 2. 职业支持 3. 外包 4. 数据库 5. 员工授权 6. 目标 7. 人力资源信息系统 8. 工作轮换 9. 学习型组织 10. 心理契约 11. Wage and salary survey 12. Task analysis 13. Recruitment 14. Performance management 15. Job enrichment 二、选词填空（每题2分，共20分）
A.feedback B.benchmarking C.rewards D.Human resource management E.benefit F.on-the-job G. performance H.downsizing I. Direct cost J. output 1. refers to the practices and policies you need to carry out the people or personnel aspects of your management job.
2. Labor turnover rates provide a valuable means of the effectiveness of HR policies and practices in organizations.
3. Labor turnover can be costly. of recruiting and training replacements should be considered. 4. Business process re-engineering techniques are deployed as instruments for . 5. Evaluations also fulfill the purpose of providing to employees on how the organization views their performance.
6. The of the job analysis should be a training or learning specification. 7. Coaching is a personal technique designed to develop individual skills, knowledge, and attitudes.
8. Extrinsic include direct compensation, indirect compensation, and nonfinancial rewards. 9. Flexible benefits allow employees to pick and choose from among a menu of options. 10. China‘s economic reformers have used material incentives in order to stimulate . Answer:
1.D 2.B 3.I 4.H 5.A 6.J 7.F 8.C 9.E 10.G
1
三、单项选择（每题2分，共20分）
1. The process of helping redundant employees to find other work or start new careers is . A.replacement B.outplacement C.release
D.downsizing
2. focus the evaluator‘s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively. A. The group order ranking B. Written essay C. The individual ranking D. Critical incidents
3. The plan should include plans for attracting good candidates by ensuring that the organization will become an ?employer of choice‘. A. outplacement B. evaluation
C. recruitment D.training
4. Organizational and corporate plans indicate the direction in which the organization is going. A. goals B.resource
C.result D.process
5. aims to broaden experience by moving people from job to job or department to department. A.Job analysis B. Job rotation
C.Job satisfaction D.Job involvement
6. .HR planning is . A. a technique that identifies the critical aspects of a job
B. the process of determining the human resources required by the organization to achieve its strategic goals
C. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives
D. the process of determining the primary direction of the firm
7. Career development programs benefit organizations in all of the following ways except . A.Giving managers more control over their subordinates
B.Giving managers increased skill in managing their own careers C.Providing greater retention of valued employees
D.Giving an increased understanding of the organization
8. The area from which employers obtain certain types of workers is known as the . A. labor market B. region
2
C. recruiting area
D. supply region
9. A set of standards of acceptable conduct and moral judgment is known as . A. morales B. ethics C. rules
D. legislation
10. Hiring someone outside the company to perform tasks that could be done internally is known as . A. outplacement B. contracting C. outsourcing D. employee leasing Answer:
1.B 2.D 3.C. 4.A 5.B. 6.B. 7.A 8.A 9.B 10.C 四、阅读理解（每题3分，共30分）
（一）
The context for obtaining the people required will be the labor markets in which the organization is operating which are: 1. 2.
The internal labor market- the stocks and flows of people within the
organization who can be promoted, trained, or re-deployed to meet future needs.
The external labor marker- the external local, regional, national and
international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a
more attractive ?employment proposition‘. As part of the human resource planning process, an organization may have to formulate ?make or buy‘ policy decisions. A ?make‘ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ?buy‘ policy means that more reliance will be placed on recruiting from outside- ?bringing fresh blood into the organization‘. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.
1. A ?make‘ policy means that organization prefers to promote people from . A. regional labor market B. national labor market C. internal labor market
D. international labor market
3
2.According to the passge, management consultancies . A.are less mobile than people at a junior level B.should be recruited from external labor market C.should be promoted from within the organization D.are not knowledge workers
3. If a firm can predict people requirements fairly accurately, it may not . A.develop their own staff
B.formulate training programs
C.promote people from within the organization D.rely more on recruiting from outside
4. ?Make or buy‘ policy decision is a part of . A.human resource planning B.training and development C.performance appraisal D.job analysis
5.The best title of this passage is . A.The organizational context of human resource planning B.Aims of human resource planning
C.The labor market context for human resource planning D.Limitations of human resource planning Answer:
1.C 2.B 3.D 4.A 5.C
（二）
Wlaters (1983) identifies nine sources of information which help to identify training priorities. These are:
1. Organizational goals and corporate plans which indicate the direction in which the organization is going and, therefore, major training priorities.
2. Human resource and succession planning which provides information on future skill requirements and management training needs.
3. Personnel statistics on, for example, labor turnover, which highlight HR issues which might be addressed by training.
4. Exit interviews which might suggest deficiencies in training arrangements. 5. Consultation with senior managers which obtains opinions on training needs from key decision makers.
6. Data on productivity, quality and performance which show where there are any gaps between expectations and results or negative trends, and therefore suggest training needs.
7. Departmental layout changes which provide information about future developments and related training needs.
8. 9.
Management requests for training which set out perceived needs.
Knowledge of financial plans which determine whether the funds will be available for
training, and may encourage fresh approaches if resources are limited.
Two other sources not directly mentioned by Walters are plans for introducing new technology or developing IT systems, and marketing plans which indicate where new skills are required to market new
4
products or services, use different selling techniques or operate in new territories. 1.According to Wlaters, is (are) major training priorities. A. human resource and succession planning B. personnel statistics C. exit interviews
D. organizational goals and corporate plans
2. Human resource and succession planning provides information on . A. the direction in which the organization is going
B. future skill requirements and management training needs C. deficiencies in training arrangements
D. any gaps between expectations and results or negative trends
3. The following sources of information which help to identify training priorities are mentioned by Wlaters except . A. marketing plans
B. departmental layout changes
C. data on productivity, quality and performance D. consultation with senior managers
4.According to the passage, the following statements are true except . A. Departmental layout changes provide information about future developments and related training needs.
B. Exit interviews highlight HR issues which might be addressed by training.
C. Data on productivity, quality and performance show where there are any gaps between expectations and results or negative trends.
D. Marketing plans indicate where new skills are required to market new products or services. 5.The main topic about this passage is illustrating . A. sources of information which provide information on management training needs B. sources of information of major training priorities
C. sources of information which help to identify training priorities
D. sources of information which provide information about future developments and related training needs. Answer:
1.D 2.B 3.A 4.B 5.C
5
上海市职业资格鉴定
《企业人力资源管理人员》（助理人力资源管理师）
专业英语试卷8
一、英汉互译（每题2分，共30分） 1. Apprenticeship
2. Competitive advantage 3. Employee empowerment 4. Formal education programs 5. Internal growth strategy 6. Job progressions
7. Management by objectives, MBO 8. Performance feedback 9. Replacement charts 10. Strategic congruence 11. 网上培训 12. 招募 13. 工资结构 14. 劳动力市场 15. 奖金
Answer:
1. 学徒制 2. 竞争优势 3. 员工授权 4. 正规教育计划 5. 内部成长战略 6. 工作提升 7. 目标管理8. 绩效反馈 9. 替换表 10. 战略一致性 11. Web-based training 12. Recruitment 13. Pay structure 14. Labor market 15. Bonus
二、选词填空（每题2分，共20分） A. profit-sharing B. goals C job satisfaction D. off-the-job E. skills analysis F. benefit program G. interviews H. outcomes I. feedback J. 1. Job instruction techniques should be based on and learning theory.
2. Desire can be created by amplifying the job‘s interest factors plus extras such as , career development, travel, or similar advantages.
3. Tests, application blanks, and should be a proven part of the employer‘s selection process. 4. With a neutral third party tries to assist the principals in reaching agreement. 5. Organizational rewards should be linked to each individual employee‘s . 6. The flexible benefits can turn the traditional homogeneous into a motivator.
7. Piece-rate, wage incentive plans, , and lump-sum bonuses are all forms of
41
performance-based compensation.
8. Evaluation is the comparison of objectives with to answer the question of how far the training has achieved its purpose.
9. Case study is an training technique.
10. Coaching should provide motivation, structure, and effective , if the coacher is skilled, dedicated, and able to develop mutual confidence. Answer:
1.E 2.C 3.G 4.J 5.B 6.F 7.A 8.H 9.D 10.I 三、单项选择（每题2分，共20分）
1. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a . A. promotion B. transfer
C. lateral move
D. job rotation
2. If employees‘ pay is based not on the actual amount of time it takes them to complete a job but on a predetermined amount of time for completing the job, which incentive plan are they working under? . A. piece-rate plan B. standard hour plan
C. time division plan
D. completion pay system
3. Of the following, the one that would not be considered a chief objective of most benefits programs is . A. reducing turnover
B. improving employee satisfaction
C. ―sidestepping‖ legal requirements for employee health and safety
D. attracting and motivating employees
4. The term used to refer to the language, religion, values and attitudes, politics, technology, education, and social organization of a nation is . A. ritual environment B. general environment C. cultural environment D. task environment
5. Which of the following is not a typical method of increasing the power of employees? . A. job enlargement B. enrichment
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C. standardization
D. relying on self-managed teams
6. Which management group has primary responsibility for the development of disciplinary policies and procedures? . A. the legal department B. top-level management C. the HR department
D. middle management
7. Which of the following is not a phase of a system model of training? . A. needs assessment B. motivation assessment C. program implementation
D. evaluation
8. Which of the following is not a primary impact that technology has had on HRM? . A. It has altered the methods of collecting employment information. B. It has sped up the processing of employment data.
C. It has diminished the role of supervisors in managing employees.
D. It has improved the processes of internal and external communications.
9. A pictorial representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called . A. a staffing table
B. an organization chart C. a skills inventory D. career planning
10. 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 Answer:
1.B 2.B 3.C 4.C 5.C 6.C 7.B 8.C 9.A 10.B 四、阅读理解（每题3分，共30分）
（一）
In collective bargaining, an impasse occurs when the parties are not able to move further toward settlement. An impasse usually occurs because one party is demanding more than the other will offer. Sometimes an impasse can be resolved through a third party, a disinterested person such as a mediator or arbitrator. If the impasse is not resolved in this way, a work stoppage, or strike, may be called by the union to bring pressure to bear on management.
Three types of third-party interventions are used to overcome an impasse: mediation, fact-finding, and arbitration. With mediation a neutral third party tries to assist the principals in reaching agreement,. The mediator usually holds meetings with each party to determine where each stands regarding its position, and then this information is used to find common ground for further bargaining. The mediator is
43
always a go-between. As such, he or she communicates assessments of the likelihood of a strike, the possible settlement packages available, and the like. The mediator does not have the authority to fix a position or make a concession.
In certain situations as in a national emergency dispute where the president of the United States determines that it would be a national emergency for a strike to occur, a fact-finder may be appointed. A fact-finder is a neutral party who studies the issues in a dispute and makes a public recommendation of what a reasonable settlement ought to be. For example, presidential emergency fact-finding boards have successfully resolved impasses in certain critical transportation disputes.
Arbitration is the most definitive type of third-party intervention, since the arbitrator often has the power to determine and dictate the settlement terms. Unlike mediation and fact-finding, arbitration can guarantee a solution to an impasse. With binding arbitration, both parties are committed to accepting the arbitrator‘s award. With non-binding arbitration, they are not. Arbitration may also be voluntary or compulsory (in other words, imposed by a government agency). In the United States, voluntary binding arbitration is the most prevalent.
1. Which of the following statements about an impasse in collective bargaining is false? . A. An impasse occurs when the parties are not able to reach an agreement.
B. An impasse usually occurs when one party is demanding more than the other will offer. C. An impasse can be resolved through a mediator or arbitrator.
D. If the impasse is not resolved, the union can‘t bring pressure to bear on management.
2. The types of third-party interventions which can be used to overcome an impasse include the following except . A. arbitration B. fact-finding C. strike D. mediation
3. From this passage, we can‘t draw a conclusion on the mediator that . A. The mediator tries to assist the principals in reaching agreement.
B. The mediator usually holds meetings with each party to determine where each stands regarding its position.
44
C. The mediator is always a go-between.
D. The mediator has the authority to fix a position or make a concession. 4. According to the passage, we can infer that . A. The president of the United States has the right to determine that a national emergency dispute would be a national emergency for a strike to occur.
B. The arbitrator has no right to determine and dictate the settlement terms. C. Mediation and fact-finding can also ensure a solution to an impasse. D. In the United States, compulsory binding arbitration is the most popular. 5. The best title for the passage might be . A. third-party interventions B. impasse
C. impasse and third-party interventions D. arbitration and mediation Answer:
1.D 2.C 3.D 4.A 5.C
（二）
Many employers today are supplementing their permanent employee base by hiring contingent workers. Also defined as temporary workers, part-time workers, and just-in-time employees, the contingent work force is big and growing and is broadly defined as workers who don‘t have permanent jobs.
Just how big is the contingent work force? One way to answer that is to note that in 1993, part-time workers (those employed for less than 35 hours per week) numbered 21 million, or about 17% of the U.S. labor force. Slicing the numbers another way, in 1993 there were 1.7 million people working in the temporary help industry (for temporary help firms like Manpower, Inc. and Kelly Services), up from
45
D. comprised of members from the same region
6. Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole? . A. profit-sharing plans
B. employee stock ownership plans C. hourly based pay systems D. skill-based pay systems
7. The total-quality HR paradigm would likely emphasize all of the following except . A. cross-functional training B. team/group-based rewards C. autocratic leadership
D. customer and peer performance reviews
8. A group of employees rotating jobs as they complete the production or service process is called a/an . A. labor bargaining unit B. employee team
C. training-production group D. employee rotation unit
9. Notifying applicants of the selection decision and making job offers are generally the responsibility of . A. the HR department
B. the line manager C. the supervisor
D. the industrial relations manager
10. Performance appraisals are used most widely as a basis for . A. determining training needs B. discharging decisions
C. deciding compensation
D. directing performance improvement Answer:
1.A 2.D 3.C 4.B 5.A 6.C 7.C 8.B 9.A 10.C 四、阅读理解（每题3分，共30分）
（一）
The labor turnover index (sometimes referred to as employee or labor wastage index) is the traditional formula for measuring wastage. It has been described by the CIPD as the ?crude wastage method‘. It is calculated as follows:
Number of leavers in a specified period (usually 1 year)×100 Average number of employees during the same period
This method is commonly used because it is easy to calculate and to understand. For human resource planning purposes, it is a simple matter to work out that if a company wanted to increase its workforce by 50 people from 150 to 200 but the labor turnover rate is 20 percent ( a loss of 30 people), then if this trend continues, the company would have to recruit 90 employees during the following year in order to increase and to hold the workforce at 200 in that year (50 extra employees, plus 40 to
31
replace the 20 percent wastage of the average 200 employees employed). It can also be used to make comparisons with other organizations that will typically adopt this method.
This wastage formula may be simple to use but it can be misleading. The main objection to the measurement of turnover in terms of the proportion of those who leave in given period is that the figure may be inflated by the high turnover of a relatively small proportion of the workforce, especially in times of heavy recruitment. Thus, a company employing 150 people might have had an annual wastage rate of 20 percent, meaning that 30 jobs had become vacant during the year. But this could have been spread throughout the company, covering all occupations and long- as well as short-service employees. Alternatively, it could have been restricted to a small sector of the workforce - only 20 jobs might have been affected although each of these had to be filled 10 times during the year. These are totally different situations, and unless they are understood, inaccurate forecasts would be made of future requirements and inappropriate actions would b taken to deal with the problem. The turnover index is also suspect if the average number of employees upon which the percentage is based is unrepresentative of recent trends because of considerable increases or decreases during the period in the numbers employed. 1. The aim of the labor turnover index is to . A. measure labor turnover
B. analyze the reasons of labor turnover C. measure costs of labor turnover
D. analyze the significance of labor turnover
2. If a company has 500 people and its labor turnover rate is 20 percent in a specified period, the labor turnover index of the company is . A. 0.2 B. 2 C. 20 D. 200
3. If a company want to increase its workforce from 400 to 500 but the labor turnover rate is 10 percent ( a loss of 40 people), then if this trend continues, the company has to recruit employees during the following year. A. 100 B. 140 C. 150 D. 200
4. Which of the following isn‘t the reason that the labor turnover index can be misleading? . A. The figure may be inflated by the high turnover.
B. The labor turnover rate of every occupation may be different.
C. The average number of employees upon which the percentage is based is unrepresentative of recent trends.
D. The labor turnover index is too simple.
5. According to the passage, the author might most likely disagree that . A. The labor turnover index is an traditional method for measuring labor turnover. B. The labor turnover index is commonly used because the calculation is accurate. C. The labor turnover index can be comparied with the one of other organizations. D. The labor turnover index can be criticized. Answer:
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1.A 2.C 3.C 4.D 5.B
（二）
There are three basic types of employment agencies: (1) those operated by federal, state, or local governments; (2) those associated with nonprofit organizations; and (3) privately owned agencies.
Public state employment service agencies exist in every state. They are aided and coordinated by the U.S. Department of Labor, which also maintains a nationwide computerized job bank to which all state employment offices are connected. Using the computer-listed job information, an agency interviewer is better able to counsel job applicants concerning available jobs in their local and other geographical areas.
Although public agencies are a major source of blue-collar and white-collar workers, the experience of some employers with these agencies has been mixed. Applicants for unemployment insurance are required to register with these agencies. They must make themselves available for job interviews to collect their unemployment payments. A fraction of these people are not interested in getting back to work, so employers can end up with applicants who have little or no real desire to obtain immediate employment.
Other employment agencies are associated with nonprofit organizations. For example, most professional and technical societies have units that help their members find jobs. Similarly, many public welfare agencies try to place people who are in special categories, such as those who are physically disabled or are war veterans.
Private employment agencies are important sources of clerical, white-collar, and managerial personnel. Such agencies charge fees for each applicant they place. These fees are usually set by state law and are posted in their offices. Whether the employer or the candidate pays the fee is mostly determined by market conditions. However, the trend has been toward ―fee-paid jobs‖ in which the employer pays the fees. The assumption is that the most qualified candidates are presently employed and would not be as willing to switch jobs if they had to pay the fees themselves. Many private agencies now offer temporary help service and provide secretarial, clerical, or semiskilled labor on a short term basis. These agencies can be useful in helping you cope with peak loads and fill in for vacationing employees.
1. The basic types of employment agencies include the following except . A. employment agencies operated by federal, state, or local governments B. employment agencies associated with nonprofit organizations C. employment agencies privately owned
D. employment agencies owned by the U.S. Department of Labor
2. Which of the following statements about public agencies is false? . A. They exist in every state.
B. They are coordinated by the U.S. Department of Labor.
C. They are a major source of blue-collar and managerial personnel.
D. They are connected by a nationwide computerized job bank.
3. About applicants for unemployment insurance, the author might most likely agree that . A. They must register with all employment agencies.
B. They must make themselves available for job interviews to collect their unemployment payments. C. None of these people are not interested in getting back to work.
D. Employers can‘t end up with applicants who have little or no real desire to obtain immediate employment.
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4. According to the passage, which of the following on private employment agencies can‘t be concluded? . A. They are important sources of knowledge workers.
B. Fees that they charge for each applicant they place are usually in line with state law. C. Market conditions determine who pay the fees.
D. No private agencies will offer temporary help service and provide secretarial, clerical, or semiskilled labor on a short term basis.
5. This passage might be extracted from the paper about . A. recruitment B. selection C. training
D. performance evaluation Answer:
1.D 2.C 3.B 4.D 5.A
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上海市职业资格鉴定
《企业人力资源管理人员》（助理人力资源管理师）
专业英语试卷7
一、英汉互译（每题2分，共30分） 1. Behavior modeling
2. Compensable factors
3. Electronic performance support system (EPSS) 4. Feedback
5. Internship programs 6. Job classification system 7. Mediation
8. On-the-job training（OJT） 9. Peer appraisal
10. Psychological contract 11. 培训 12. 津贴 13. 工作结构 14. 计时工资制 15. 职业支持
Answer:
1. 行为模拟 2. 报酬要素 3. 电子绩效支持系统 4. 反馈 5. 实习计划 6. 工作分类法 7. 调解 8. 在职培训 9. 同事评估 10. 心理契约 11. Training 12. Perquisites 13. Job structure 14. Hourly work 15. Career support
二、选词填空（每题2分，共20分） A. careers B. arbitration C pay levels D. apprenticeship E. employment agencies F. alternative G. benefit package H. recruiting I. contract J. training 1. The quality of a firm‘s process had a big impact on what candidates thought of the firm. 2. Private are important sources of clerical, white-collar, and managerial personnel.
3. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service can bid on jobs at lower stress and lower if they desire so.
4. People also leave organizations voluntarily to further their , get more money or move away from the district.
5. Outplacement is about helping redundant employees to find work.
6. Three types of third-party interventions are used to overcome an impasse: mediation, fact-finding, and . 7. Approximately half of the German youth between the ages of 15-18 are enrolled in programs.
8. Terms of employment tend to be very technical and are governed by a that spells out exactly what each side will do for the other.
9. Salary and tend to be secret, so no one knows what anyone else is receiving.
10. Every year the company selects dozens of junior managers and young employees to attend
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universities in order to undertake programs, even degree courses.
Answer:
1.H 2.E 3.C 4.A 5.F 6.B 7.D 8.I 9.G 10.J 三、单项选择（每题2分，共20分）
1. All of the following are basic skills needed for successful career management except . A. developing a positive attitude B. establishing goals
C. adopting the mindset of your superiors
D. putting responsibility for your career in the hands of your supervisor 2. Which training method focuses upon learning at the affective level? . A. sensitivity training B. apprenticeship training C. intercultural motivation D. multilingual training
3. A total-quality paradigm tends to emphasize which of the following facets of organizational training efforts? . A. job-related skills
B. cross-functional skills C. functional, technical skills
D. a narrow range of skills
4. Performance appraisal methods can be broadly classified as either , , or approaches.
A. trait, behavioral, judgmental B. trait, behavioral, results
C. behavioral, judgmental, results
D. behavioral, judgmental, attitudinal
5. When managers talk about ―going global‖ they have to balance a complicated set of issues that include all of the following except . A. geographical differences B. cultural differences C. legal differences D. personal differences
6. The selection procedure usually begins with . A. employment tests B. a medical examination C. a supervisory interview
D. completion of an application form
7. It is recommended that a diagnosis of poor employee performance focus on all of the following except . A. skill
B. personality
C. effort
D. external conditions
8. When employees receive a higher rate of pay for all of their work if production exceeds a standard
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level of output, under which incentive plan are they working? . A. differential piece rate B. standard piece rate C. exception bonus rate D. individual rate pay
9. Cultural environment includes all of the following except . A. education/human capital B. values/ideologies C. corporate structure D. religious beliefs
10. Conducting job analysis is usually the primary responsibility of the . A. job incumbent
B. line supervisors
C. accounting department D. HR department Answer:
1.D 2.A 3.B 4.B 5.D 6.D 7.B 8.A 9.C 10.D 四、阅读理解（每题3分，共30分）
（一）
Many promotable candidates are originally hired through college recruiting. This is therefore an important source of management trainees, as well as of professional and technical employees. There are two main problems with on-campus recruiting. First, it is relatively expensive and time-consuming for the recruiters. Schedules must be set well in advance, company brochures printed, records of interviews kept, and much recruiting time spent on campus. Second, recruiters themselves are sometimes ineffective, or worse. Some recruiters are unprepared, show little interest in the candidate, and act superior. Many recruiters also don‘t effectively screen their student candidates. For example, students‘ physical attractiveness often outweighs other more valid traits and skills. Some recruiters also tend to assign females to ―female-type‖ jobs and males to ―male-type‖ jobs. Such findings underscore the need to train recruiters before sending them to the campus.
You have two goals as a campus recruiter. Your main function is screening, which means determining whether a candidate is worthy of further consideration. Exactly which traits you look for will depend on your specific recruiting needs. Traits to assess include motivation, communication skills, education, appearance, and attitude.
While your main function is to find and screen good candidates, your other aim is to attract them to your firm. A sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help you to sell the employer to the interviewee.
1. College recruiting is an important source of the following people except . A. management trainees B. management trainers C. professional employees D. technical employees
2. Which of the following isn‘t the weakness of college recruiting? . A. It is relatively expensive.
B. It is relatively time-consuming.
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C. It is sometimes ineffective.
D. Its main function is screening.
3. According to the passage, goals of a campus recruiter include the following except . A. screening
B. determining whether a candidate is worthy of further consideration C. printing company brochures
D. attracting candidates to your firm
4. According to the passage, the author might most likely agree that . A. College recruiting can find and screen many good candidates. B. There is no problem with college recruiting.
C. It is unnecessary to train recruiters before college recruiting.
D. It isn‘t the goal of a campus recruiter to sell the employer to the interviewee. 5. This passage mainly discussed . A. the problems and goals of college recruiting B. the problems of college recruiting C. the goals of college recruiting D. the methods of college recruiting Answer:
1.B 2.D 3.C 4.A 5.A
（二）
The managerial grid training as developed by Blake and his colleagues consists of a simple diagnostic framework provided to members to aid them in describing one another's behavior.
The basis philosophy of grid training is that the task of the individual manager is to achieve production through people. In achieving this task, the manager has to show concern both for productivity and people.
Blake suggests that managers can be characterized by their location on a two-dimensional grid, the managerial grid--one axis of which is labeled concern for production and the other concern for people. Each axis is a scale with nine points and so the location of a manager on the grid can be specified by two coordinates. The five principal managerial styles as described in Blake's grid are:
1,1 Improved management--exertion et minimum offer to get done the work required to maintain membership of the organization.
9,1 Task management where a person is high in task efficiency but low in human satisfaction. 9,9 Team management--high task achievement from committed people. Production is achieved by the integration of task and human requirements into a unified system.
A grid seminar is used to teach each participant to see his or her managerial style. Trainees
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are first familiarized with grid language and theory and then work in groups through a series of exercises and case problems that allow each individual to exhibit management style. This behavior then becomes the object of feedback. Trainees acquire skills in the perception of their own and other people's styles of behavior, and the aim is to move them toward the 9,9 region of the grid.
Grid training consists of a series of seminars intended to develop the application of the message throughout the organization. In this respect, it is a type of organization development \designed to increase organizational effectiveness rather than to concentrate on the improvement of individual interactive skills.
The grid has sound theoretical foundations, being based on a number of research studies. It recognizes the importance of developing an appropriate management style to obtain results by the effort an commitment of work groups. It has plenty of fact validity--ex-grid trainees usually speak highly of it--but research studies are only partially conclusive on its overall effectiveness. 1. The basis philosophy of the managerial grid training is that . A. the task of the individual manager is to achieve people through production B. the task of the individual manager is to achieve production through people C. the task of the individuals is to achieve production through other people
D. the task of the individual manager is to achieve production through himself(herself) 2. Whih of the following statements on the managerial grid is false? . A. It is a two-dimensional grid.
B. One axis of it is labeled concern for production and the other concern for people. C. Each axis is a scale with nine points.
D. The location of a manager on the grid can be specified by two or more coordinates.
3. From the passage, we can draw conclusions on managerial styles as described in Blake's grid except . 39
A. 1,1 indicates where a person is low in both task efficiency and human satisfaction. B. 1,9 indicates where a person is is high in task efficiency but low in human satisfaction. C. 5,5 where a person is middle in both task efficiency and human satisfaction.
D. 9,1 indicates where a person is is high in task efficiency but low in human satisfaction. 4. About a grid seminar, the author would disagree that . A. A grid seminar is used to teach each participant to see his or her managerial style. B. Trainees are first familiarized with grid language and theory. C. Trainees can‘t perceive their own style of behavior.
D. The aim is to move trainees toward the 9,9 region of the grid.
5. This passage may be extracted from the paper which studied . A. training
B. performance appraisal C. compensation D. HR planning Answer:
1.B 2.D 3.B 4.C 5.A
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