2012年上海人力资源管理师考试专业英语试卷样题

上海人力资源管理师考试专业英语试卷样题专业英语试卷样题一、英汉互译（每题2分，共30分）1.Behaviormodeling2.Employeeleasing3.Factorcomparisonsystem4.Graphicrating-scalemethod5.Panelinterview6.Replacementcharts7.Selection8.Vesting9.Teamleadertraining10.Profitsharing11.心理支持12.技能工资13.网上培训14.关键工作15.工作扩大化二、单项选择（每题2分，共20分）1.Executivesormanagerswhocoach,advise,andencourageemployeesoflesserrankarecalled.A.ProtégésB.teachersC.mentorsD.rolemodels2.Asanappraiser,youshouldtrytodoallofthefollowingexcept.A.minimizecriticismB.changetheperson,notthebehaviorC.focusonsolvingproblemsD.besupportive3.Individualsworkinginternationallyneedtoknowasmuchaspossibleaboutallofthefollowinghost-countrycharacteristicsexcept.A.socialandbusinessetiquetteB.culturalvaluesandprioritiesC.politicalstructureandcurrentplayersD.culturaltrends4.Questionscontainedinstructuredjobinterviewsshouldbebasedon.A.jobanalysisB.jobdesignC.jobspecializationD.jobutilization5.Outplacementservicesare.A.usefulmethodsofattractingindividualsintoacareerB.designedtohelpterminatedemployeesfindajobelsewhereC.rarelygiventoexecutiveemployeesD.vitalpartsofanycareermanagementsystem6.Whichofthefollowingisnotacoreskillthatiscriticalforsuccessabroad?.A.PhysicalfitnessandmentalmaturityB.EffectivedelegateskillsC.Prudentdecision-makingskillsD.Culturaladaptability7.Ifyourprimaryobjectiveforaperformanceappraisalistogiveemployeesdevelopmentalfeedback,whichofthefollowingappraisalmethodsshouldyouuse?.A.TraitmethodB.ResultsmethodC.BehaviormethodD.Attitudinalmethod8.Compensationprogramsthatcompensateemployeesfortheknowledgetheypossessareknownas.A.skill-basedpayplansB.performance-basedpayplansC.merit-basedpayplansD.seniority-basedpayplans9.Toimplementasuccessfulprograminbasicandremedialtraining,managersshoulddoallofthefollowingexcept.A.explaintoemployeeswhytrainingwillhelpthemintheirjobsB.useaclassroom-orientedapproachsoemployeeslearnbylecturesC.providefeedbackonemployees'progressD.relatethetrainingtotheemployees'goals10.Whichofthefollowingisnottrueofself-ratingsofperformance?.A.Theyarebeneficialwhenmanagersseektoincreasetheemployee'sinvolvementinthereviewprocessB.Criticsarguethatself-ratingsaremorelenientC.Researchhasshownthatself-ratingsareasvalidas,ifnotmorevalidthan,testscoresD.Theyarefreeofmostbiasesthatotherratingsourcesmayhave三、阅读理解（每题3分，共30分）（一）ThepromotionanddevelopmentofperformancemanagementprocessesbyHRcanmakeanimportantcontributiontoknowledgemanagement,byprovidingforbehavioralexpectationswhicharerelatedtoknowledge-sharingtobedefined,andensuringthatactualbehaviorsarereviewedand,whereappropriate,rewardedbyfinancialornon-financialmeans.Performancemanagementreviewscanidentifyweaknessesanddevelopmentneedsinthisaspect,andinitiatepersonaldevelopmentplans,whicharedesignedtomeettheseneeds.Onestartingpointfortheprocesscouldbethecascadingofcorporatecorevaluesforknowledge-sharingtoindividuals,sothattheyunderstandwhattheyareexpectedtodotosupportthosecorevalues.Knowledgesharingcanbeincludedasanelementofacompetencyframework,andthedesiredbehaviorwouldbespeltoutandreviewed.Forexample,positiveindicatorssuchasthoselistedbelowcouldbeusedasabasisforagreeingcompetencyrequirementsandassessingtheextenttowhichtheyaremet.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharing:.Iseagertoshareknowledgewithcolleagues;.Takespositivestepstosetupgroupmeetingstoexchangerelevantinformationandknowledge;.Buildsnetworkswhichprovideforknowledgesharing;.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughtheintranetand/orothermeansofcommunication.Hansenetal(1999)mentionthatatErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions,oneofwhichistheir'contributiontoandutilizationoftheknowledgeassetofthefirm'.AtBain,partnersareevaluatedeachyearonavarietyofdimensions,includinghowmuchdirecthelptheyhavegivencolleagues.1.Thebesttitleforthisarticleis.A.Knowledge-sharingB.PerformancemanagementreviewsC.PerformancemanagementprocessesD.Performancemanagementforknowledgeworkers2.Thefollowingareexamplesofpositivebehaviorinmeetingcompetencyexpectationsforknowledge-sharingexcept.A.IsreluctanttoshareknowledgewithcolleaguesB.TakespositivestepstoexchangerelevantinformationandknowledgeC.BuildsnetworkswhichprovideforknowledgesharingD.Ensuresasappropriatethatknowledgeiscaptured,codified,recordedanddisseminatedthroughsomemeansofcommunication3.WhichofthefollowingisnotmentionedbyHansenetal?.A.AtBain,directhelpthatpartnershavegivencolleagueswillbeevaluated.B.AtErnst&Young,consultants'contributiontotheknowledgeassetofthefirmwillbeevaluated.C.AtBain,partnersareeagertoshareknowledgewithcolleagues.D.AtErnst&Young,consultantsareevaluatedatperformancereviewsalongfivedimensions.4.Theauthorofthispassagewouldmostlikelyagreethat.A.PerformancemanagementprocessesbyHRcanmakelittlecontributiontoknowledgemanagement.B.Thecascadingofcorporatecorevaluesforknowledge-sharingtoindividualscouldbeonestartingpointfortheperformancemanagementprocess.C.Knowledge-sharingcan'tbeincludedasanelementofacompetencyframework.D.Takingpo