上海人力资源二级英语单选题(只有标准答案)(共8页)

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1、精选优质文档-倾情为你奉上单项选择题汇总1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .C. mentors2. As an appraiser（评价者）, you should try to do all of the following except .B. change the person, not the behavior3. Individuals working internationally need to know as much a

2、s possible about all of the following host-country characteristics except .D. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysis5. Outplacement services are .B.designed to help terminated employees find a job elsewhere6. Which of the following is n

3、ot a core skill that is critical for success abroad? .B. effective delegatory（授权的） skills7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .C. behavior method8. Compensation programs that com

4、pensate employees for the knowledge they possess are known as .A. skill-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .B.use a classroom-oriented approach so employees learn by lectures10. Which of the following is

5、not true of self-ratings of performance? .D. They are free of most biases that other rating sources may have1. Performance appraisal methods can be broadly（大体上） classified as either , , or approaches.B. trait, behavioral, results2.The area from which employers obtain certain types of workers from wi

6、thin the organization is known as the .A. internal labor market3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes.A. on-the-job4. The primary reason why organizations train new employees is to .A.increase their knowledge, skill, and ability level5. The

7、 HR department in an overseas unit must be particularly responsive to all of the following environments except .C. technological6. Which of the following is not a primary impact that technology has had on HRM? .C. It has diminished the role of supervisors in managing employees.7. Which management gr

8、oup has primary responsibility for the development of disciplinary policies and procedures? .C. the HR department8. To create a more flexible pool of employees, managers might most likely .B. rely on skill-based pay structures9. Which of the following does not alter the nature of jobs and the requir

9、ements of individuals needed to successfully perform these jobs? .C. stable growth in product demand10. Wage survey data will normally be collected with the use of .B. key jobs1. When setting performance measures for incentive systems, we can say that the best measures are .A. quantitative, simple t

10、o understand, and show a clear relationship between output and reward2. To facilitate an egalitarian environment, which of the following HR practices should managers implement? .C. profit sharing3. If a job analyst doubt the accuracy of information provided by employees, he or she should .D. obtain

11、additional information from them or from their supervisors4. Reasons for not hiring from within include all of the following except .A. motivational concerns6. Which of the following is an example of a well-written performance standard? .A. Desk clerks are expected to check out approximately fifteen

12、 customers every half-hour7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except .B. performance8. An incentive plan is more likely to succeed in an organization when all of the following are true except .D. employees believe that

13、 incentive payment are deferred9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individuals appraisals on information from .C. both home- and host-country evaluations10. Human capital of a firm include the following excep

14、t .D. the behavior of a firms workers1. In general, in recent years the role of people in a determining a firms competitive advantage has .C. increased in importance in both service and manufacturing firms2. Objectives accomplished through job analysis include all of the following except .C. elimina

15、ting discrepancies between internal wage rates and market rates3. 360-degree feedback might be used for the following except .D. recruitment4. Employees who are coached, advised, and encouraged by employers of greater rank are known as .D. protgs5. Which of the following isnt a form of performance-b

16、ased compensation? .C. minimum wage6. Advantage of employee stock ownership plans (ESOPs)include all of the following except .B. the employees pensions are less vulnerable（易受批评） due to diversification7. Lee, a new supervisor, wants to correctly document（记录，证明） the poor performance of an employee. Wh

17、ich of the following would he not have to do? .A. perform a current performance appraisal of the employee8. All of the following benefits are realized by aligning（支持、校正） employee rewards with performance except .B. employees will pursue outcomes that beneficial to themselves9. Staffing the organizat

18、ion, designing jobs and teams, developing skillful employees, identifying approaches for improving employee performance, and other “HRM” issues are duties typically reserved for .C. HR and line managers10. Job analysis is called the cornerstone of HRM because .C. the information it collects serve so

19、 many HRM functions1. During the selection procedure, an applicant may be rejected .D. at any step in the procedure2. Which type of training allows students to get real-world experience in organizations while still receiving college credit? .C. internships3. Self- appraisals are best for .B. develop

20、mental purposes4. An employer wishing to set up the job classification system of job evaluation would have to .C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability5. When a combination salary and commission plan is used to compensate sales employees, the perc

21、entage of cash compensation paid in commission is called .C. an incentive6. To enhance the degree（程度） of rareness in employee skill and abilities, organizations should develop competencies in their employees that .D. are not equally available in the labor market7. Sometimes organizations provide ser

22、vices to terminated employees that help them bridge the gap between their old position and a new job. These services are known as .C. outplacement assistance8. Organizations like to hire older workers because .A. they have proven employment experience9. When determining where training emphasis shoul

23、d be placed, an examination of the goals, resources, and environment of the organization is known as .B. organization analysis10. While a career development program requires special processes and techniques, a basic requirement is .C. management support1. The worth and compensation of a job should d

24、epend on all of the following except .D. the gender of the employees2. Regardless of the selection methods used, it is essential that the selection procedure be .C. reliable and valid3. A supervisor who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engag

25、ing in what type of on-the-job training? .B. coaching4. Performance appraisal systems sometimes yield disappointing results for all of the following reasons except .D. use of appraisal systems in validating job analysis5. An employer wishing to raise the “real wages” of employees would have to .A. g

26、rant wage increases larger than the cost of living6. Disadvantages of profit sharing include all of the following except .C. effective profit sharing plans require a second HR program7. All of the following as attributes of successful global managers has been identified except .D. capability to mana

27、ge a highly centralized organization8. To attain a sustainable competitive advantage through people, organizations should develop competencies in their employees that .D. are designed around unique team processes9. Which of the following is not an outcome of low salary budget? .B. increased employee

28、 output10. Benefits of orientation programs frequently reported by employers include all of the following except .A. higher turnover（营业额）1. In order to play a more active role in influencing change within organizations, HR department must do all of the following except .C. view themselves as primari

29、ly performing a service function2. Job requirements are .A. the different duties, tasks, and responsibilities that make up a job3. The technique of training managers that emphasizes the need to involve supervisory trainees in handling real-life employee problems and to receive immediate feedback on

30、their own performance is .D. behavior modeling4. All of the following are basic skills needed for successful career management except .D.putting responsibility for your career in the hands of your supervisor5. The term pay-for-performance can encompass all of the following except .B. base salary6. D

31、isorientation（迷失） that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as .B. culture shock7. Smaller organizations can achieve a system approach to organizational design that maximizes employee performance and well-being by combining all of

32、the following except .C. organizational strategy8. Which of the following is not an appropriate strategy to create a training environment conducive to learning? .A. using negative reinforcement（负强化）9. An organization wishing to establish greater job-staffing flexibility would likely use which pay sy

33、stem? .B. skill-based pay10. If labor costs represent 50% of an organizations sales dollars and the organization pays a bonus to employees whenever labor costs drop below this percentage, which type of incentive plan is it using? .A. team bonuses1. The benefits of providing job applicants with a bal

34、anced, honest, and realistic portrayal（描述） of a job position include all of the following except .D. enhanced expectations and aspirations2. The interview method that best reduces the possibility of discrimination is the .D. structured interview3. Which of the following is not a fundamental issue re

35、lated to training design? .D. trainee ethnic characteristics4. Compensation programs that compensate employees for the knowledge they possess are known as .A. skill-based pay plans5. .In order for a merit pay plan（记功支付计划） to work effectively, all of the following should occur except .D. a supervisor

36、s subjective evaluation must be used in computing the raise6. Which of the following is not one of the ways in which international HRM differs from domestic HRM? .A. international HRM must be concerned with obeying local laws and regulations7. All of the following benefits are realized by redesignin

37、g work around key business processes except .B. it standardizes employees skills8. “Tell me about the last time you disciplined an employee” is an example of a .A. behavioral description interview question9. The piecework system is more likely to succeed when all of the following are true except .B.

38、 the quality of the product is critical（决定性的）10. Which management group has primary responsibility for the development of disciplinary policies and procedures? .C. the HR department1. Which of the following organizations is pursuing a transnational strategy? .B. a brewery trying to achieve scale eco

39、nomies while simultaneously customizing its taste and marketing efforts for local markets2. Recent technological advancements have led to all of the following except .A. an increased number of unskilled jobs3. If 200 resumes were obtained from an employment agency（职业介绍所）, 40 of the applicants submit

40、ting those resumes were qualified, 20 of the applicants submitting those resumes were invited for an on-site interview, and 10 were offered employment, what is the cumulative yield-ratio? .D. 40 percent（40/200+20/40+10/20）/3=40%4. Which of the following is not a benefit of orientation programs? .C.

41、more comprehensive task analysis5. 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 reward6. To facilitate an egalitarian environment, which of the following HR prac

42、tices should managers implement? .C. profit sharing7. If a job analyst doubt the accuracy of information provided by employees, he or she should .D. obtain additional information from them or from their supervisors8. If you were developing a performance appraisal system for individuals on internatio

43、nal assignments, it would be best to base individuals appraisals on information from .C. both home- and host-country evaluations9. In general, in recent years the role of people in a determining a firms competitive advantage has .C. increased in importance in both service and manufacturing firms10.

44、To obtain employee input regarding benefits packages, employers often use .D. opinion surveys1. Which of the following methods focuses the evaluators attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively? .D. Critical incidents2. Recr

45、uiting from within means that organization prefers to recruit people from .C. internal labor market3. Human resource and succession planning provides information on .B. future skill requirements and management training needs4. Multiperson comparisons evaluate one individuals performance against one

46、or more others. There are three most popular comparisons except .C. graphic rating scales5. Extrinsic rewards include the following except .A.job enrichment6. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company shou

47、ld recruit .B.110 =350-0.8*300=1107. In the broader meaning of the term, human resource planning plays a(an) in the HR function.A. strategic role8. What is the main aim of job rotation? .B. broaden experience9. The aim of the labor turnover index is to .A. measure labor turnover10. The basis philosophy of the managerial grid training is that .B. the task of the individual manager is to achieve production through people专心-专注-专业