上海人力资源二级英语单选题(只有标准答案)

上海人力资源二级英语单选 题 快递公司问题件快递公司问题件货款处理关于圆的周长面积重点题型关于解方程组的题及答案关于南海问题 (只有 标准 excel标准偏差excel标准偏差函数exl标准差函数国标检验抽样标准表免费下载红头文件格式标准下载 答案 八年级地理上册填图题岩土工程勘察试题省略号的作用及举例应急救援安全知识车间5s试题及答案 ) 单项选择题汇总 1. Executives or managers who coach, advise, and encourage employees of lesser rank are called C. mentors 2. As an appraiser, you should try to do all of the following except B. change the person, not the behavior 3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except D. cultural trends 4. Questions contained in structured job interviews should be based on A. job analysis 5. Outplacement services are B.designed to help terminated employees find a job elsewhere B. effective delegatory skills 7. 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 method 8. Compensation programs that compensate employees for the knowledge they possess are known as A. skill-based pay plans 9. 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 lectures 10. Which of the following is not true of self-ratings of performance? D. They are free of most biases that other rating sources may have 1. Performance appraisal methods can be broadly classified as , or approaches. B. trait, behavioral, results 2.The area from which employers obtain certain types of workers from within the organization is known as the A. internal labor market 3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes. A. on-the-job 1 4. The primary reason why organizations train new employees is to A.increase their knowledge, skill, and ability level 5. The HR department in an overseas unit must be particularly responsive to all of the following environments except C. technological 6. 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 group has primary responsibility for the development of disciplinary policies and procedures? C. the HR department 8. To create a more flexible pool of employees, managers might most likely B. rely on skill-based pay structures 9. Which of the following does not alter the nature of jobs and the requirements of individuals needed to successfully perform these jobs? C. stable growth in product demand 10. Wage survey data will normally be collected with the use of B. key jobs 1. 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 reward 2. To facilitate an egalitarian environment, which of the following HR practices should managers C. profit sharing 3. 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 supervisors 4. Reasons for not hiring from within include all of the following except A. motivational concerns A. Desk clerks are expected to check out approximately fifteen customers every half-hour 7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except B. performance 8. An incentive plan is more likely to succeed in an organization when all of the following are true except D. employees believe that incentive payment are deferred 2 9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from C. both home- and host-country evaluations 10. Human capital of a firm include the following except D. the behavior of a firm’ s workers 1. In general, in recent years the role of people in a determining a firm’s competitive advantage has C. increased in importance in both service and manufacturing firms 2. Objectives accomplished through job analysis include all of the following except C. eliminating discrepancies between internal wage rates and market rates 3. 360-degree feedback might be used for the following except D. recruitment 4. Employees who are coached, advised, and encouraged by employers of greater rank are known as D. protégés 5. Which of the following isn’C. minimum wage 6. Advantage of employee stock ownership plans (ESOPs)include all of the following except B. the employees’ pensions are less vulnerable due to diversification 7. Lee, a new supervisor, wants to correctly document the poor performance of an employee. Which of the A. perform a current performance appraisal of the employee 8. All of the following benefits are realized by aligning employee rewards with performance except B. employees will pursue outcomes that beneficial to themselves 9. Staffing the organization, 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 managers 10. Job analysis is called the cornerstone of HRM because C. the information it collects serve so many HRM functions 1. During the selection procedure, an applicant may be rejected D. at any step in the procedure 2. Which type of training allows students to get real-world experience in organizations while still receiving C. internships 3. Self- appraisals are best for B. developmental purposes 3 4. 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 ability 5. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called C. an incentive 6. To enhance the degree of rareness in employee skill and abilities, organizations should develop competencies in their employees that D. are not equally available in the labor market 7. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as C. outplacement assistance 8. Organizations like to hire older workers because A. they have proven employment experience 9. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as B. organization analysis 10. While a career development program requires special processes and techniques, a basic requirement is C. management support 1. The worth and compensation of a job should depend on all of the following except D. the gender of the employees 2. Regardless of the selection methods used, it is essential that the selection procedure be C. reliable and valid 3. A supervisor who provides a continuing flow of instructions, comments, and suggestions to the subordinate is B. coaching 4. Performance appraisal systems sometimes yield disappointing results for all of the following reasons except D. use of appraisal systems in validating job analysis 5. An employer wishing to raise the “real wages” of employees would have to A. grant wage increases larger than the cost of living 6. Disadvantages of profit sharing include all of the following except C. effective profit sharing plans require a second HR program 7. All of the following as attributes of successful global managers has been identified except D. capability to manage a highly centralized organization 4 8. To attain a sustainable competitive advantage through people, organizations should develop competencies in their employees that D. are designed around unique team processes B. increased employee output 10. Benefits of orientation programs frequently reported by employers include all of the following except A. higher turnover 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 primarily performing a service function 2. Job requirements are A. the different duties, tasks, and responsibilities that make up a job 3. 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 their own performance is D. behavior modeling 4. All of the following are basic skills needed for successful career management except D.putting responsibility for your career in the hands of your supervisor 5. The term pay-for-performance can encompass all of the following except B. base salary 6. Disorientation that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as B. culture shock 7. Smaller organizations can achieve a system approach to organizational design that maximizes employee performance and well-being by combining all of the following except C. organizational strategy 8. Which of the following is an appropriate strategy to create a training environment conducive to A. using negative reinforcement B. skill-based pay 10. If labor costs represent 50% of an organization’s 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 bonuses 5 1. The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following except D. enhanced expectations and aspirations 2. The interview method that best reduces the possibility of discrimination is the D. structured interview D. trainee ethnic characteristics 4. Compensation programs that compensate employees for the knowledge they possess are known as A. skill-based pay plans 5. .In order for a merit pay plan to work effectively, all of the following should occur except D. a supervisor’s subjective evaluation must be used in computing the raise A. international HRM must be concerned with obeying local laws and regulations 7. All of the following benefits are realized by redesigning work around key business processes except B. it standardizes employees’ skills 8. “Tell me about the last time you disciplined an employee” is an example of a A. behavioral description interview question 9. The piecework system is more likely to succeed when all of the following are true except B. the quality of the product is critical 10. Which management group has primary responsibility for the development of disciplinary policies and C. the HR department B. a brewery trying to achieve scale economies while simultaneously customizing its taste and marketing efforts for local markets 2. Recent technological advancements have led to all of the following except A. an increased number of unskilled jobs 3. If 200 resumes were obtained from an employment agency, 40 of the applicants submitting those resumes were qualified, 20 of the applicants submitting those resumes were invited for an on-site interview, and 10 were D. 40 percent C. more comprehensive task analysis 5. 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 reward 6 6. To facilitate an egalitarian environment, which of the following HR practices should managers C. profit sharing 7. 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 supervisors 8. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from C. both home- and host-country evaluations 9. In general, in recent years the role of people in a determining a firm’s competitive advantage has C. increased in importance in both service and manufacturing firms 10. To obtain employee input regarding benefits packages, employers often use D. opinion surveys 1. Which of the following methods focuses the evaluator’s attention on those behaviors that are key in making D. Critical incidents 2. Recruiting from within means that organization prefers to recruit people from C. internal labor market 3. Human resource and succession planning provides information on B. future skill requirements and management training needs 4. Multiperson comparisons evaluate one individual’s performance against one or more others. There are three most popular comparisons except C. graphic rating scales 5. Extrinsic rewards include the following except A.job enrichment 6. 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 should recruit B.110 7. In the broader meaning of the term, human resource planning plays a(an) in the HR function. A. strategic role B. broaden experience 9. The aim of the labor turnover index is to A. measure labor turnover 10. The basis philosophy of the managerial grid training is that B. the task of the individual manager is to achieve production through people 7