人力资源三级考试英语选词填空附中文.docx

1、人力资源三级考试英语选词填空附中文A. feedback反馈B. benchmarking基准C. rewards奖励D. Human resource managementHR管理E. benefit福利F. on-the-job 在职G. performance绩效H. downsizing裁员I. Direct cost直接成本J. output输出1. _ D. Human resource management _ refers to the practices and policies you need to carry out the people or personnel as

2、pects of your management job 人力资源管理指的是对组织的人实施的各种操作和政策。2. Labor turnover rates provide a valuable means of B. benchmarking the effectiveness of HR policies and practices and organization.劳动变更率提供了一个有价值的方法来衡量组织人力资源政策和操作的有效性。3. Labor turnover can be costly. _I. Direct cost _ of the recruiting and traini

3、ng replacements should be considered. 劳动变更的成本很昂贵。招聘和培训替代人员的直接成本必须被考虑在内。4. Business process re-engineering techniques are deployed as instruments for _H. downsizing _ .业务流程再造技术可以被使用来作为规模精简的工具。5. Evaluations also fulfill the purpose of providing _A.feedback_ to employees on how the organization views

4、their performance.绩效评估还是实现了这样一个目的：它告知员工组织是如何看待他们绩效的6. The _J. output _ of the job analysis should be a training or learning specification工作分析的结果可以使培训或学习规范书。.7. Coaching is a personal _ F. on-the-job _ technique designed to develop individual skills, knowledge, and attitudes.教练式指导是一种在职的技术，它被用来开发员工的技能

5、、知识、和态度。8. Extrinsic _ C. rewards _ include direct compensation, indirect compensation, and nonfinancial rewards. 外在报酬包括直接报酬、间接报酬、非财务性报酬9. Flexible benefits allow employees to pick and choose from among a menu of _E. benefit_ options.灵活的福利计划允许员工从一个福利菜单中作选择。10. Chinas economic reformers have used mat

6、erial incentives in order to stimulate _ G. performance _中国的经济改革家曾经使用物质激励来刺激绩效。 A. reward奖励B. job analysis工作分析C. Human Resource Management人力资源管理D. ethics 道德E. benefit program福利计划F. human capital 人力资本G. agency 代理H. goals 目标I. contracts契约J. recruiting招募1. For managers, the challenge of fostering intel

7、lectual or _ F. human capital _ lies in the fact that such workers must be managed differently than were those of previous generations.对于经理们来说，培养知识型员工和人力资本的挑战在于现在的工人和上一代大不相同。2. In summary, _C. Human Resource Management_ is an integral part of every managers job总的来说人力资源管理是每个管理者工作中的组成部分。3. In the area

8、 of _J. recruiting_ and hiring, its the line managers responsibility ot specify the qualifications employees need to fill specific positions.在做招聘和甄选时，直线经理有责任给出某个空缺岗位对求职者的要求。4. HR manager also administers the various _ E. benefit program _ (health and accident insurance, retirement vacation, and so o

9、n)人力资源经理还管理大量的福利项目。5. Performance evaluations are used as the basis for _A. reward_ allocations.绩效评估还用作薪酬发放的基础。6. Staff managers are authorized to assist and advise line mangers in accomplishing these basic _H. goals_.职能经理被授权来协助也建议直线经理来完成这些基础的目标。7. determining the nature of each employees job is _B.

10、 job analysis_我们是通过工作分析来决定每个员工的工作本质的。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 _D. ethics_劳动者要完成他们的劳动任务，提升他们的专业技能，遵守公司的劳动卫生制度，遵守纪律，以及职业道德。9. Labor _I. contracts_ are ag

11、reements reached between laborers and the employer to establish labor relationships and specify the right, interests an obligations of each party.劳动合同是由劳动者和雇主达成的共识，依次来建立劳动关系，指出了每一方的权利、利益、义务10. In a public employment _ G. agency _, which served workers seeking employment and employers seeking workers

12、, employment interviewers were appraised by the number of interviews they conducted.在一个公共的雇佣代理处，该代理处为工人找工作也为雇主招工人，该代理是根据面试人员实施面试的数量来衡量其绩效的。 A. job satisfaction工作满意度B. recruiting招募C. organizational learning组织学习D. pay systems支付系统E. strategic plan战略机划F. wage levels工资水平G. motivational激励机制H. needs需求I. pe

13、rformance表现J. productive生产1. In the management of international joint ventures, Pucik (1988) argues that one of the main challenges anywhere is the _C. organizational learning _ capacity of the partners within the joint venture.管理对国际化合资企业管理过程中，Pucik提出，一个最大的挑战就是在组织内合作伙伴的组织学习能力。2. Rapid promotion thro

14、ugh and extensive staff ranking system is seen in one company as a very important _G. motivational _ mechanism在一个拥有广泛职位层级的组织内，如果快速地晋升一个员工，这是一种激励机制。3. Generally money is seen as important for _B. recruiting_ and retaining employees, but not as a real motivator.人们常常把钱作为一个重要的吸引和留住员工的因素，但是它并不是一个真正的激励因子。

15、4. Chinas economic reformers have used material incentives in order to stimulate _ J. productive _中国的经济改革家曾经使用物质激励来刺激绩效。5. New labor laws permit companies to set their own _F. wage levels_新的劳动法允许企业设定自己的工资等级。6. organizations are finding that IHRM activities are best handled by linking them to the ent

16、erprises _ E. strategic plan _组织发现如果把国际化的人力资源管理和组织战略结合起来，这样实施的效果会最好。7. An extensive review of the literature indicates that the more important factors conductive to _A. job satisfaction_ include mentally challenging work, equitable rewards, supportive working conditions, and supportive colleagues.对于

17、文献的大量研究表明，能够导致工作满意的因素包括了：在思维上有挑战性的工作，公平的报酬，支持性的工作环境，支持的同事。8. Employees want _ D. pay systems _ and promotion policies that they perceive as being just, unambiguous, and in line with their expectations.员工希望组织的薪酬体系和晋升体系是公正的、不模糊的、和自己的期望所一致的。9. The early views on the satisfaction-performance relationshi

18、p can be essentially summarized in the statement “a happy worker is a _J. productive_ worker.”早期对于员工满意度与绩效关系可以被综合为“一个快乐工人多产的工人”10. Giving all employees the same benefits assumes all employees have the same _H. needs_给所有的员工同样的福利假设所有的员工有同样的需求。A. careers职业B. arbitration仲裁C. pay levels薪酬水平D. apprentices

19、hip学徒E. employment agencies就业机构F. alternative替代G. benefit package福利包H. recruiting招募I. contract合同J. training培训1. The quality of a firms _H. recruiting _ process had a big impact on what candidates thought of the firm一个企业的招聘质量会对候选人如何看到该企业带来很大影响。2. Private _E. employment agencies _ are important source

20、s of clerical, white-collar, and managerial personnel.私人雇佣代理是文秘、白领和管理人员的重要来源。3. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service an bid on jobs at lower stress and lower _ C. pay levels _ if they desire so在施乐，工会工人年龄超过55工龄超过15年以及年龄超过50工龄超过

21、20年，可以申请较低压力、较低报酬的工作。4、 People also leave organizations voluntarily to further their _A. careers_, get more money or move away from the district人们主动离开组织为了拓宽职业生涯，获得更多的钱，或搬到其他地方。5、 Outplacement is about helping redundant employees to find _F. alternative_ work再就业服务是帮助冗余的员工找到其他的工作。6、 Three type of thir

22、d-party interventions are used to overcome and impasse: mediation, fact-finding, and _B. arbitration _.有三种第三方干涉的方式来解决僵局：调解、事实寻求、仲裁。7、 Approximately half of the German youth between the ages of 15-18 are enrolled in programs.大约有一半年龄在15-18岁的德国年轻人注册接受实习计划。 D. apprenticeship 8、 Terms of employment tend

23、to be very technical and are governed by a _I. contract_ that spells out exactly what each side will do for the other.雇佣关系被合同所规范，合同清楚地说明了到底双方要为对方做什么事。9、 Salary and _G. benefit package _ tend to be secret, so no one knows what anyone elso is receiving.报酬和福利包是保密的，所以没人知道别人得到了什么。10、Every year the compan

24、y selects dozens of junior managers and young employees to attend universities in order to undertake _J. training_ programs, even degree courses.每年公司从底层管理者或年轻的员工中选取一些人参与到高校接受培训甚至修得学位。A. skills工作技能B. job description工作描述C. interaction合作D. management 管理E. role playing角色扮演H. work force 工作力H. discipline

25、训练H. rewards 奖励I. task任务J. training培训1. Developing a high-trust organization means creating trust between _D_ and employees. 打造有高度信任度组织意味着在管理层和员工之间建立信任度。2. retaining knowledge workers is matter of providing a supportive workplace environment and motivating them through both tangible and intangible _

26、H_.保留住知识性员工要为他们提供支持性的工作环境，以及通过有形或无形的报酬来激励他们。3. Increased _F _ diversity will place tremendous demands on the HR management function.越来越多的劳动力的多元化给人例资源管理带来了更大的要求。4. Writing _D_ and job specification based on input from department supervisor is the responsibility of HR department.根据部门经理给出的信息来撰写工作描述和工作规

27、范是人力资源部的责任。5. Supervisors should make sure employees are guaranteed fair treatment as it relates to _G_ dismissal and job security主管因该确保员工被给与了公正的对待因为这个与纪律、解雇、工作安全有关。6. It is important to evaluate _J_ in order to assess its effectiveness in producing the learning outcomes对于培训的评估很重要，因为组织必须评价培训的有效性一次来获

28、得学习效果。7. Job rotation can be an inefficient and frustrating method of acquiring additional knowledge and _A_ unless it is carefully planned and controlled.工作轮换可能成为一种无效的、令人困惑的让员工获得额外知识的方法，除非组织好好计划与控制8. In _E_ the participants act out a situation by assuming the roles of the characters involved.在角色扮演中

29、，参与者扮演了一个场景，场景中会假设很多角色。9. The basis philosophy of managerial grid training is that the _I_ of the individual manager is to achieve production through people.管理网格培训法的基本原理是个体经理的任务是通过员工来达成产量。10. Interactive skills training is defined by Rackham as:Any form of training which aims to increase the effecti

30、veness of an individuals _C_ with others.”Rackham把沟通技能定义为“任何能增加员工沟通有效性的培训。”A. promotion晋升B. job analysis工作分析C. management管理D. Globalization全球化E. job description职位描述F. Human resource planningHR计划G. competence能力I. recruiting 招募J. mediation调解K. assessment评估1. International human resource management inc

31、ludes _H_ qualified personnel for overseas assignments国际化人力资源管理包括了为跨国任务招聘合格的人员2. Rapid _A_ through an extensive staff ranking system is seen in one company as a very important motivational mechanism. 快速晋升通过广泛的员工的排名系统是一个公司作为一种重要的激励机制。3. _D_ refers to the tendency of firms to extend their sales or manufacturing to new markets abroad全球化指的是企业把生产或市场扩展到海外市场的趋势。4. Developing a high-trust organization