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3一、英汉互译（每题2分，共30分）1. Bonus 奖 金2. Compensable factors 报酬要素3. Delayering 扁平化4. Forecasting 预 测 5. Gain sharing plans 收益分享计划6. Job classification system 工作分类法7. Minimum wage 最低工资8. Performance feedback 绩效反馈9. Staffing tables 人员配置表10. Wage-rate compression 工资压缩11. 培训 Training12. 即时奖金 Spot bonus13. 工资结构 Pay structure14. 劳动力市场 Labor market15. 精简 DownsizingAnswer:1. 奖金 2. 报酬要素3. 扁平化 4. 预测5. 收益分享计划 6. 工作分类法 7. 最低工资 8. 绩效反馈 9. 人员配置表 10. 工资压缩 11. Training 12. Spot bonus 13. Pay structure 14. Labor market 15. Downsizing二、选词填空（每题2分，共20分）A. reward B. job analysis C Human Resource management D. ethics E. benefit programs F. human capital G. agency H. goals I. contracts J. recruiting 1. For managers, the challenge of fostering intellectual or human capital lies in the fact that such Workers must be managed differently than were those of previous generations.对于管理者，培养智力或人力资本的挑战在于，这样的员工必须有不同的管理方式，而不是以前的几代人。2. In summary, is Human Resource management an integral part of every managers job.总之，是人力资源管理的一个组成部分，每一个经理的工作。3. In the area of recruiting and hiring, its the line managers responsibility to specify the qualifications employees need to fill specific positions.在招聘和招聘方面，这是直线经理的责任，指定员工需要填写具体职位。4. HR manager also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on).人力资源经理还负责管理的各种福利计划（健康和意外保险、退休、休假等）5. Performance evaluations are used as the basis for reward allocations.绩效评估被用作奖励分配的基础。6. Staff managers are authorized to assist and advise line managers in accomplishing these basic goals .管理人员被授权协助和建议线路管理者完成这些基本目标7. Determining the nature of each employees job is job analysis .确定每个员工的工作性质是工作分析8. Laborers shall fulfill their tasks of labor, improve their professional skills, follow rules on labor safety and sanitation, and observe labor discipline and professional ethics . 劳动者应当完成劳动任务，提高劳动技能，遵守劳动安全卫生规程，遵守劳动纪律和职业道德9. Labor contracts are agreements reached between laborers and the employer to establish labor relationships and specify the rights, interests and obligations of each party.10. In a public employment agency , which served workers seeking employment and employers seeking workers, employment interviewers were appraised by the number of interviews they conducted.在一个公共就业机构中，为寻求就业的工人和雇主提供了服务，雇主对他们进行了采访，并对他们进行了采访。Answer:1.F 2.C 3.J 4.E 5.A 6.H 7.B 8.D 9.I 10.G三、单项选择（每题2分，共20分）1. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as halo effect or error .A. similarity error B. halo effect or error C. leniency error D. single criterionA相似误差 B晕效应或误差C宽大误差 D单准则一个计算器让一个人评价一特质影响他或她对其他性状的人评价称为晕轮效应或错误倾向2. The performance evaluation approach which compares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as the paired comparison .A. the paired comparisonB. the individual rankingC. the group order rankingD. critical incidentsA配对比较 B个人排名 C组顺序排序 D关键事件绩效评价方法，将每一位员工和每一位员工进行比较，并将其作为一个高级或较弱的成员，被称为配对比较。3. Determining whether or not task performance is acceptable and studying the characteristics of individuals and groups that will be placed in the training environment are known as person analysis .A. person analysisB. demographic analysisC. individual analysis D. group and individual analysisA人分析 B人口统计分析C 个体分析 D组与个体分析确定任务性能是否可以接受，并研究将被放置在训练环境中的个人和团体的特性，被称为人分析4. The lines of advancement for an individual within an organization are known as .A. career pathsB. job progressionsC. career linesD. job paths5. Freedom from criterion deficiency of performance appraisals refers to the extent to which .A. standards relate to the overall objectives of the organizationB. standards capture the entire range of an employees responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employees control can influence performance6. The Hay profile method uses which three factors for evaluating jobs? .A. knowledge, skill, and responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental