XX市职业资格鉴定企业人力资源管理人员2级专业英语试卷1 一、英汉互译（每题2分，共30分）见单词表二、单项选择（每题2分，共20分）1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .A. protgsB. teachersC. mentorsD. role modelsD. the HR managers preferences2. As an appraiser, you should try to do all of the following except .A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except .A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are .A.useful methods of attracting individuals into a careerB.designed to help terminated employees find a job elsewhereC.rarely given to executive employeesD.vital parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? .A. physical fitness and mental maturityB. effective delegatory skillsC. prudent decision-making skillsD. cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? .A. traitmethodB. resultsmethodC. behaviormethodD. attitudinalmethod8. pensation programs that pensate employees for the knowledge they possess are known as .A. skill-based pay plansB. performance-based pay plansC. merit-based pay plansD. seniority-based pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except .A.explain to employees why training will help them in their jobsB.use a classroom-oriented approach so employees learn by lecturesC.provide feedback on employees progressD.relate the training to the employees goals10. Which of the following is not true of self-ratings of performance? .A. They are beneficial when managers seek to increase the employees involvement in the review processB. Critics argue that self-ratings are more lenientC. Research has shown that self-ratings are as valid as, if not more valid than, test scoresD. They are free of most biases that other rating sources may have三、阅读理解（每题3分，共30分）（一）The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.1.The best title for this article is .A. Knowledge-sharingB. Performance management reviewsC.Performance management processesD. Performance management for knowledge workers2. The following are examples of positive behavior in meeting petency expectations for knowledge-sharing except .A. Is reluctant to share knowledge with colleaguesB.Takes positive steps to exchange relevant information and knowledgeC. Builds networks which provide for knowledge sharingD. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of munication3.Which of the following is not mentioned by Hansen et al? .A. At Bain, direct help that partners have given colleagues will be evaluated.B. At Ernst & Young, consultantscontribution to the knowledge asset of the firm will be evaluated.C. At Bain, partners are eager to share knowledge with colleagues.D.At Ernst & Young, consultants are evaluated at performance reviews along five dimensions.4. The author of this passage would most likely agree that .A. Performance management processes by HR can make little contribution to knowledge management.B.The cascading of corporate core values for knowledge-sharing to individualscould be one starting point for the performance management process.C. Knowledge-sharing cant be included as an element of a petency framework.D. Taking positive steps to exchange relevant information and knowledge isnt an example of positive behavior in meeting petency expectations for knowledge-sharing.5.According to the passage, performance management processes by HR can make an important contribution to knowledge management through the following measures except .A. by providing for behavioral expectations which are related to knowledge-sharing to be definedB. by ensuring that