上海人力资源二级英语单选题只有标准答案

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1、单项选择题汇总1. Executives or man agers who coach, advise, and en courage employees of lesser rank are calledLC. men tors2. As an appraiser（评价者），you should try to do all of the follow ing except LB. cha nge the pers on, not the behavior3. In dividuals work ing intern ati on ally n eed to know as much as p

2、ossible about all of the follow ing host-co untrycharacteristics except D. cultural trends4. Questi ons contained in structured job in terviews should be based onA. job an alysis5. Outplaceme nt services are B. desig ned to help term in ated employees find a job elsewhere6. Which of the follow ing i

3、s not a core skill that is critical for success abroadB. effective delegatory（授权的）skills7. If your primary objective for a performa nee appraisal is to give employees developme ntal feedback, which ofthe follow ing appraisal methods should you use C. behavior method8. Compensationprograms that compe

4、nsate employees for the knowledgethey possess are knownas A. skill-based pay pla ns9. To impleme nt a successful program in basic and remedial training, man agers should do all of the follow ing except B. use a classroom-orie nted approach so employees lear n by lectures10. Which of the followi ng i

5、s not true of self-rati ngs of performa neeD. They are free of most biases that other rati ng sources may have1. Performanee appraisal methods can be broadly （大体上） classified as either, , orapproaches.B. trait, behavioral, results2. The area from which employers obta in certa in types of workers fro

6、m with in the orga ni zati on is known asthe A. internal labor market3. Coach ingis a tech niquethat can be used to develop in dividual skills, kno wledge, andattitudes.A. on-the-job4. The primary reas on why orga ni zati ons train new employees is to.A. i ncrease their kno wledge, skill, and abilit

7、y level5. The HR departme nt in an overseas un it must be particularly resp on sive to all of the follow ing en vir onments except C. tech no logical6. Which of the followi ng is not a primary impact that tech no logy has had on HRMC. It has dimini shed the role of supervisors in managing employees.

8、7. Which management group has primary responsibilityfor the developmentof disciplinary policies andprocedures C. the HR departme nt8. To create a more flexible pool of employees, man agers might most likelyB. rely on skill-based pay structures9. Which of the following does not alter the nature of jo

9、bs and the requirements of individuals needed tosuccessfully perform these jobs C. stable growth in product dema nd10. Wage survey data will no rmally be collected with the use ofB. key jobs1. When sett ing performa nee measures for incen tive systems, we can say that the best measures areA. qua nti

10、tative, simple to un dersta nd, and show a clear relati on ship betwee n output and reward2. To facilitate an egalitarian environment, which of the following HR practices should managersimplement C. profit shari ng3. If a job an alyst doubt the accuracy of in formati on provided by employees, he or

11、she shouldD. obtain additional information from them or from their supervisors4. Reas ons for not hiri ng from withi n in clude all of the follow ing exceptA. motivati onal concerns6. Which of the followi ng is an example of a well-writte n performa nee sta ndardLA. Desk clerks are expected to check

12、 out approximately fiftee n customers every half-hour7. I n the developme nt of a factor comparis on scale, key jobs are no rmally ran ked aga inst all of the followi ngfactors except B. performa nee8. An incentive plan is more likely to succeed in an organizationwhen all of the followingare trueexc

13、ept D. employees believe that i ncen tive payme nt are deferred9. If you were develop ing a performa nee appraisal system for in dividuals on intern ati onal assig nmen ts, it wouldbe best to base in dividual s appraisals on in formati on from .C. both home- and host-co untry evaluati ons10. Huma n

14、capital of a firm in clude the followi ng exceptD. the behavior of a firm s workers1. In general, in recent years the role of people in a determining a firm s competitive advantage hasC. in creased in importa nee in both service and manu facturi ng firms2. Objectives accomplished through job analysi

15、s include all of the following exceptC. elim in at ing discrepa ncies betwee n in ternal wage rates and market rates3. 360-degree feedback might be used for the followi ng exceptD. recruitme nt4. Employees who are coached, advised, and en couraged by employers of greater rank are known asD. prot tf：

16、es5. Which of the followi ng isnta form of performa nce-based compe nsati on C. mi nimum wage6. Adva ntage of employee stock own ership pla ns （ESOPs）i nclude all of the followi ng exceptB. the employees pensions ardess vuln erable （易受批评） due to diversificati onthe poor performa nee of an employee.e

17、mployee rewards with performanee7. Lee, a new supervisor, wants to correctly docume nt（记录，证明）Which of the followi ng would he n ot have to do A. perform a curre nt performa nee appraisal of the employee8. All of the followi ng ben efits are realized by alig ning （支持、校正） except B. employees will purs

18、ue outcomes that ben eficial to themselves9. Staffi ng the orga ni zati on, desig ning jobs and teams, develop ing skillful employees, ide ntify ing approachesfor improving employee performanee, and other“ HRM issues are duties typically reserved forC. HR and line man agers10. Job an alysis is calle

19、d the corn erst one of HRM becauseC. the information it collects serve so many HRM functions1. During the select ion procedure, an applica nt may be rejectedD. at any step in the procedure2. Which type of training allows students to get real-world experienee in organizations while still receivingcol

20、lege credit C. intern ships3. Self- appraisals are best for B. developme ntal purposes4. An employer wishi ng to set up the job classificati on system of job evaluati on would have toLC. describe job grades with increasing amount of responsibility, skill, knowledge, or ability5. When a comb in atio

21、n salary and commissi on pla n is used to compe nsate sales employees, the perce ntage ofcash compe nsati on paid in commissi on is called C. an incen tive6. To enhance the degree（程度）of rare ness in employee skill and abilities, orga ni zati ons should developcompete ncies in their employees that D.

22、 are not equally available in the labor market7. Sometimes orga ni zati ons provide services to termi nated employees that help them bridge the gap betwee ntheir old positi on and a new job. These services are known asC. outplaceme nt assista nee8. Orga ni zati ons like to hire older workers because

23、 A. they have prove n employme nt experie nee9. When determ ining where training emphasis should be placed, an exam in ati on of the goals, resources, anden vir onment of the orga ni zati on is known as B. orga ni zati on an alysis10. While a career development program requires special processes and

24、 techniques, a basic requirementis C. man ageme nt support1. The worth and compe nsati on of a job should depe nd on all of the follow ing except.D. the gen der of the employees2. Regardless of the select ion methods used, it is esse ntial that the selecti on procedure beC. reliable and valid3. A su

25、pervisor who provides a con ti nuing flow of in struct ions, comme nts, and suggesti ons to the subord in ate isen gagi ng in what type of on-the-job training ._B. coach ing4. Performanee appraisal systems sometimes yield disappointing results for all of the following reasonsexcept D. use of apprais

26、al systems in validati ng job an alysis5. An employer wishing to raise the“ real wages ” of employees would have toA. gra nt wage in creases larger tha n the cost of liv ing6. Disadva ntages of profit shari ng in clude all of the follow ing exceptC. effective profit shari ng pla ns require a sec ond

27、 HR program7. All of the following as attributes of successful global managers has been identified exceptD. capability to man age a highly cen tralized orga ni zati on8. To atta in a susta in able competitive adva ntage through people, orga ni zati ons should develop compete nciesin their employees

28、that D. are desig ned around unique team processesB. in creased employee output10. Ben efitsof orie ntati on9. Which of the followi ng is not an outcome of low salary budgetprograms frequently reported by employersinclude all of the followingexcept A. higher turnover（营业额）1. In order to play a more a

29、ctive role in in flue ncing cha nge with in orga ni zati ons, HR departme nt must do all ofthe followi ng except C. view themselves as primarily perform ing a service fun ctio n2. Job requireme nts are A. the differe nt duties, tasks, and resp on sibilities that make up a job3. The tech nique of tra

30、ining man agers that emphasizes the n eed to in volve supervisory train ees in han dli ng real-life employee problems and to receive immediate feedback on their own performa nee isD. behavior modeli ng4. All of the following are basic skills needed for successful career management exceptD. putt ing

31、resp on sibility for your career in the hands of your supervisor5. The term pay-for-performa nee can en compass all of the follow ing exceptB. base salary6. Disorie ntati on（迷失）that causes perpetual stress in people who settle overseas for len gthy periods of timeis com mon ly referred to as B. cult

32、ure shock7. Smaller orga ni zati ons can achieve a system approach to orga ni zati onal desig n that maximizes employeeperforma nee and well-bei ng by combi ning all of the followi ng except厶C. orga ni zati onal strategyto8. Which of the following is not an appropriate strategy to create a training

33、environmentconducivelearning A. using n egative rein forceme nt（负强化）9. An orga ni zati on wish ing to establish greater job-staffi ng flexibility would likely use which pay systemB. skill-based pay10. If labor costs represent 50% of an organization sales dollars and the organization pays a bonus to

34、employees whe never labor costs drop below this perce ntage, which type of incen tive pla n is it usingA. team bonu ses（描述）of a job1. The ben efits of provid ingjob applica nts with a bala need, hon est, and realistic portrayalpositi on in clude all of the follow ing except D. enhan ced expectatio n

35、s and aspirati ons2. The in terview method that best reduces the possibility of discrim in ati on is theD. structured in terview3. Which of the follow ing is not a fun dame ntal issue related to training desig n._D. trainee eth nic characteristics4. Compe nsati on programs that compe nsate employees

36、 for the kno wledge they possess are known asA. skill-based pay pla ns5. n order for a merit pay plan （记功支付计划）to work effectively, all of the following should occurexcept D. a supervisor s subjective evaluation must be used in computing the raise6. Which of the following is not one of the ways in wh

37、ich international HRM differs from domestic HRMA. intern ati onal HRM must be concerned with obey ing local laws and regulati ons7. All of the follow ing ben efits are realized by redesig ning work around key bus in ess processes exceptB. it sta ndardizes employees skills8. “ Tell me about the last

38、time you discipli ned an employee ”s an example of aA. behavioral descripti on in terview questi on9. The piecework system is more likely to succeed whe n all of the follow ing are true exceptB. the quality of the product is critical（决定性的）10. Which management group has primary responsibility for the

39、 development of disciplinary policies and procedures C. the HR departme nt1. Which of the follow ing orga ni zatio ns is purs uing a transn ati onal strategy.B. a brewery tryi ng to achieve scale econo mies while simulta neously customiz ing its taste and marketi ng efforts for local markets2. Recen

40、t tech no logical adva nceme nts have led to all of the follow ing except A. an in creased nu mber of un skilled jobs3. If 200 resumes were obta ined from an employme nt age ncy(职业介绍所)，40 of the applica nts submitt ingthose resumes were qualified, 20 of the applicants submitting those resumes were i

41、nvited for an on-site in terview, and 10 were offered employme nt, what is the cumulative yield-ratioLD. 40 percent =( 40/200+20/40+10/20) /3=40%4. Which of the follow ing is not a ben efit of orie ntati on programsC. more comprehe nsive task an alysis5. When sett ing performa nee measures for incen

42、 tive systems, we can say that the best measures areLA. qua ntitative, simple to un dersta nd, and show a clear relati on ship betwee n output and reward6. To facilitate an egalitarian environment, which of the following HR practices should managersimplement C. profit shari ng7. If a job an alyst do

43、ubt the accuracy of in formati on provided by employees, he or she should.D. obtain additional information from them or from their supervisors8. If you were develop ing a performa nee appraisal system for in dividuals on intern ati onal assig nmen ts, it wouldbe best to base in dividual s appraisals

44、 on in formati on from .C. both home- and host-co untry evaluati ons9. In general, in recent years the role of people in a determining a firm s competitive advantage hasC. in creased in importa nee in both service and manu facturi ng firms10. To obta in employee in put regard ing ben efits packages,

45、 employers often useD. opinion surveys1. Which of the following methods focuses the evaluator s attention on those behaviors t hat are key in makingthe differe nee betwee n executi ng a job effectively or in effectively .D. Critical in cide nts2. Recruit ing from within means that orga ni zati on pr

46、efers to recruit people fromC. intern al labor market3. Huma n resource and successi on pla nning provides in formatio n on.B. future skill requireme nts and man ageme nt training n eeds4. Multipers on comparis ons evaluate one in dividual s performa nee aga inst one or more otherThere are threemost

47、 popular comparis ons except C. graphic rat ing scales5. Extri nsic rewards in elude the followi ng except A. job en richme nt6. In a compa ny, if people curre ntly employed are 300, annual wastage rate is 20%, and nu mber required aten d-year is 350, the n the compa ny should recruit B. 110 =350-0.

48、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 rotatio n B. broade n experie nee9. The aim of the labor turnover in dex is to A. measure labor turnover10. The basis philosophy of the man agerial grid training is that.B. the task of the in dividual man ager is to achieve product ion through people